Loading...
88-573 WMITE - C�TV CIERK /.� �y PINK - FINAN�E COUI�CIl �/G_ 1° � Bl_UERy - MAVORTMENT GITY O SAINT PAUL File NO. ��% � , Counc l Resolution � Presented By , Referred To Committee: Date Out of Committee By Date RESOLVED, that the Council of t e City of Saint Paul hereby approves and ratifies the attached Agreement betw en Independent School District ��625 and School Service Employees Local No. 2 4. COUNCILMEIV Requested by Department of• Yeas ��i-- Nays � �s,�6��, PERSO NEL Rettman �� Fa [ Scheibel � �,,,,e„ __ Against BY -�o-.Di�lon.(L' 1g,A.1f, wilson p Adopted by Council: Date APR 2 �� 19 v Form A ove by it tot c Certified Yass ouncil Sec ar BY B1 � JDp Approv y Mavor. Date �'� Appr ed by Mayor for Su iss' t�Council PI�LISNEO ri r�; � c 19$8 � Council Research Cente� Q �+ PERSONNEL-LABOR RELATIONS DE PART f NT � �` � � O v�V� .r��s c. i,oi�axni _ L cor�Tac AP�R 0'71�� �"u��3 29s-c►22 i PHONE ,�? rtARCx 28, 1988 ^ ,� DATE . e�r� eQ ASSIGN NUNBER FOR ROUTING ORDER CTi All L cations for Si nature : �'��� �� �Depa�rtm�nt Director � 3 Director of Management/Mayor �� Finance and Management Services Directo � 4 City Clerk Budget Director �.� " �(City Attorney WHAT WILL BE ACHIEVED BY TAKING ACTION ON T E ATTACHED MATERIALS? (Purpose/ - Rationale) : THIS RESOLUTIOH APPROVES THE ]9$8 EMPLOYME T AGREEMENT BETWEEN INDEPENDENT SCHQQL DISTRICT 4k625 AND SCHOOL SERVICE EMPLOYEES LOCAL No.' 284. ATTACHED IS A SUrIl�tARY OF THE PERTINENT FAC S REGARDING THE AGREEMENT. L... COST BENEFIT BUDGETARY AND PERSONNEL IMPAC S ANTICIPATED: p� �r NONE �F�I/ _ . . _ �c � �'�R � �� F�vE�, /�yq o�988 MqR �� 19� Tj��R �ro�,s N�Y . OFF� FINANCING SOURCE AND BUDGET ACTIVITY NUMB CHARGED OR CREDITED: (Mayor's signa- ture not re- Total �Amou�t of"Transaction: quired if under. � �10,00Q) Fu�di ny,Saurce: Activity Number: • ATTACHMENTS List and Number All Attachment : � 1 - RESOLUTION 1 - CITY`CLERK - 1 - BRD OF EDtTCATION DEPARTMENT REVIEW CITY ATTORNEY REVIEW � �Yes No Council Resolution Required? ' Resolution Requi�ed? (/ Yes No Yes �No Insurance Required? Insurance Sufficient? Yes No /�/'� Yes �No Insurance Attached: ' �- . . : (SEE •REVERSE SIDE R INSTRUCTIONS) Revised 12/84 � ���� s CONTENTS NEGOTIATED TERM AND CONDITIONS OF EMPLOYMENT Article ' I. Definition of Agree ent. . . . . . . . . . . . . . . . . . . 1 II. Recognition. . . . . . . . . . . . . . . . . . . . . . . . 1 III. Check Off - Fair Sh�re . . . . . . . . . . . . . . . . . . . 2 IV. Maintenance of Stan ards . . . . . . . . . . . . . . . . . . 2 V. Grievance Procedure. . . . . . . . . . . . . . . . . . . . . 3 VI. Non-discrimination . . . . . . . . . . . . . . . . . . . . 6 VII. Holidays . . . . . . . . . . . . . . . . . . . . . . . . . 7 VIII. Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . 8 IX. Hours - Overtime . . . . . . . . . . . . . . . . . . . . . 9 X. Vacations. . . . . . . . . . . . . . . . . . . . . . . . . 9 • XI. Lunch Break. . . . . . . . . . . . . . . . . . . . . . . . . 9 XII. Civil Service Examin tions . . . . . . . . . . . . . . . . . 9 XIII. Layoff Notice. . . . . . . . . . . . . . . . . . . . . . . 9 XIV. Insurance Benefits . . . . . . . . . . . . . . . . . . . . 10 XV. Severance Pay. . . . . . . . . . . . . . . . . . . . . . 11 XVI. Working Conditions . . . . . . . . . . . . . . . . . . . . 13 XVII. Court Duty . . . . . . . . . . . . . . . . . . . . . . . .14 XVIII. Sick Leave Conversio . . . . . . . . . . . . . . . . . . . .14 XIX. Health Insurance Pro ision for Retirees. . . . . . . . . . .14 XX. Discipline and Disch rge . . . . . . . . . . . . . . . . . . 15 XXI. Leaves . . . . . . . . . . . . . . . . . . . . . . . . .16 � XXII. Uniforms . . . . . . . . . . . . . . . . . . . . . . . .17 XXIII. Wage Scale . . . . . . . . . . . . . . . . . . . . . . . . 17 . XXIV. Duration of Agreemen . . . . . . . . . . . . . . . . . . .17 Appendices A. Vacation B. Wage Scale • - ii - _ . ��� .�-�3 • ARTICLE I - DEFINITION OF AGR EMENT SECTION 1. PARTIES: THIS A REEMENT is entered into between the Board of Education, Independent School District No. 625, Saint Paul, Minnesota, hereinafter refer ed to as the Board of Education, and School Service Employees Lo al No. 284, S.E.I.U. (certified by the Director of the Bureau of Mediation Services as the exclusive representative) , hereinafter eferred to as Local No. 284, pursuant to and in compliance with the ublic Employment Labor Relations Act of 1971, as amended, to set fort the terms and conditions of employment. SECTION 2. PURPOSE: The purp se of this Agreement is to promote orderly and constructive relationshi s between the Board of Education, the employees of this unit, and L cal No. 284. ARTICLE II - RECOGNITION SECTION 1. The Board of Education rec gnizes Local No. 284 as the certified exclusive representative for t e following unit: • All food service personn 1 in the classifications of Cook Manager I, Cook Manager II, Cook Manager III, Food Preparation Supervisor, Quality Control Assistant, and School Lunch Coordinator employed by Independent School Distr ct No. 625 whose terms and conditions of employment are establis d by the City of Saint Paul Personnel Office, who are employed for more than 14 hours per week and more than 67 work days per yea , excluding all other employees. SECTION 2. The Board of Education agree that so long as Local No. 284 is the exclusive representative in ac ordance with the provisions of PELRA 1971 . as amended, and as certified y the Bureau of Mediation Services, State of Minnesota, for all personn 1 defined in Section 1 of this Article, that it will not meet and ne otiate with any other labor or employee . organization concerning the te s and conditions of employment for this unit. • - 1 - . � - ARTICLE III - 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 employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a representative of the Union and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as possible. ' SECTION 2. ' Any present or future employee who is not a Union member shall be required to contribute a fair share fee for services rendered by the Union. Upon notification by the Union, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Union. In no instance shall the required contribution exceed 85% of the Union membership dues amount. This provision shall remain operative only 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 in excess of 85y of regular membership dues, the full amount permitted by law may be assessed by the Union. • SECTION 3. The Union will indemnify, defend, and hold the City and School District harmless against any claims made and against any suits instituted, and any orders or judgments issued against the City and School District, their officers or employees, by reason of negligence of the Union in requesting or receiving deductions under this Article. ARTICLE IV - MAINTENANCE OF STANDARDS SECTION 1. The City agrees that all conditions of employment relating to wages, . work, overtime differentials, 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) and Resolution No. 6446 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. . - 2 - ��s7� • ARTICLE V — GRIEVANCE PROCEDU E SECTION 1. This grievance procedure is stablished to resolve any specific dispute between the employee and th City or School District concerning, and limited to, the interpretati n or application of the provisions of this Agreement. SECTION 2. An employee presenting a gr evance may elect to be represented by an appropriate Union representat ve. At Step 1 or Step 2 of the grievance procedure, the employee may hoose to present his/her grievance without being represented by a Union representative, provided, however, that the Union representative shall b notified of the adjustment or settlement of any Step 2 grievance an provided further that any ad�ustment or settlement shall not be incons stent with the terms of the Agreement. SECTION 3. It is recognized and accept d by the Union and the Employer that the processing of grievances as ereinafter provided is limited by the �ob duties and responsibilities of the employees and shall therefore be accomplished during normal working hours when consistent with such employees' duties and respo sibilities. The aggrieved employee and a Union representative shall be allowed a reasonable amount of time � without loss of pay when a rievance is investigated and presented to the Employer during normal w rking hours provided that the employee and the Union representative have notified and received the approval of the designated supervisor and pr vided that such absence is reasonable and would not be detrimental to the work programs of the Employer. It is understood that the Employe shall not use the above limitation to hamper the processing of griev nces. SECTION 4. A grievance shall be resolved n the following manner: Subd. 1 (Step 1). Any e ployee claiming a specific disagreement concerning the interpretation or application of the provisions of this , Agreement shall, within twent (20) working days of its first occurrence or within ten (10) working ays of the time the employee reasonably should have had knowledge of he occurrence, whichever is later, discuss . the complaint orally with the Director of School Food Service (or other representative designated by the Superintendent). The Director of School Food Service (or Sup rintendent's representative) shall attempt to ad�ust the complaint at tha time. • - 3 - Article V - Grievance Procedure (continued) ' — • Subd. 2 (Step 2). If the grievance is not resolved through oral discussion and concluded within five (5) working days, the employee may appeal the grievance to Step 2 by placing the grievance in writing, setting forth the nature of the grievance, the facts on which it is based, the provisions of the Agreement allegedly violated, and the remedy requested. This written statement shall be presented to the Director of School Food Service for formal discussion and written response. The formal discussion of the grievance shall be within ten (10) working days of the receipt of the written grievance by the Director of School Food Service. A reply shall be given to the employee and the Union in writing within ten (10) days following the formal discussion. If the employee is not satisfied with the findings on Step 2, the grievance may be appealed to Step 3. ' Subd. 3 (Step 3). A grievance not resolved in Step 2 and appealed to Step 3 shall 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 shall be appealed to Step 3 by the employee and the Union within fffteen (15) working days after the Employer-designated representative's final answer in Step 2. Any grievance not appealed in writing to Step 3 by the employee and the Union within fifteen (15) working days shall be considered waived. If appealed, the written grievance shall be presented by the employee and the Union and discussed with the Superintendent of Schools or his � representative, within ten (10) working days after receipt of the written grievance. The Employer-designated representative shall give the Union the Employer's Step 3 answer in writing within ten (10) working days following the presentation and discussion of the matter. If the employee is not satisfied with the findings on Step 3, the Union may request arbitration within ten (10) working days after receipt of the Employer's reply on Step 3. Subd. 4 (Step 4). A grievance unresolved in Step 3 and appealed to Step 4 by the Union shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971 as amended. If a mutually-acceptable arbitrator cannot be agreed upon, the selection of an � arbitrator shall be made in accordance with the procedures of the Minnesota Bureau of Mediation Services. SECTION 5. The arbitrator shall have no right to amend, modify, nullify or ignore the terms and conditions of this Agreement. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the Employer and the Union, and shall have no authority to make decisions on any other issue not so submitted. . - 4 - C��5 �3 . Article V - Grievance Procedu e (continued) The arbitrator shall be with ut power to make decisions contrary to or inconsistent with or modifyi g or varying in any way the application of laws, rules or regulations aving the force and effect of law. The arbitrator's decision shall be submitted in writing, copies to both parties and the Bureau of ediation Services within thirty (30) days following the close of the earing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be bindi g on both the Employer and the Union and � shall be based solely on th 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 shall be borne equally by th Employer and the Union provided that each party shall be responsible f r compensating its own representatives and witnesses. If either par y desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both arties desire a verbatim record of the proceedings, the cost shall be shared equally. If a grievance is not presen ed within the time limits set forth above, it shall be considered waive . If a grievance is not appealed to the next step within the specifi d time limit or any extension thereof, it ! shall be considered settled n the basis of the Employer's last answer. If the Employer does not ans er a grievance or an appeal thereof within the specified time limits, t e Union may elect to process the grievance to the next step. The time imit in each step may be extended by mutual written agreement of the Emplo er and the Union in each step. It is agreed by the Union an the Employer that, if a specific grievance is determined by this grieva ce process, it shall not again be submitted for consideration under the rovisions of the Rules and Regulations of Civil Service. It is furthe understood that if a specific grievance is submitted and determined by the grievance procedure under the Civil Service Rules and Regulatio s, it shall not again be submitted for . review and arbitration under t e procedures set forth in this Article. • - 5 - ARTICLE VI. NON-DISCRIMINATION � SECTION 1. Neither the Union nor the Employer shall discriminate against any employee because of Union membership or nonmembership, or because of race, color, sex, religion, national origin or political opinion or affiliations. • � - 6 - ���3 � ARTICLE VII. HOLIDAYS SECTION 1. Regular or provisional employ es in the bargaining unit shall be granted holidays off with pay provided, however, that their names have appeared on the payroll on any six workin days of the nine working days preceding the holiday, or on the last worki g day before the holiday and on three other working days of the nine wor ing days preceding the holiday. In neither case shall a holiday be count d as a working day; holiday pay is assured for the Labor Day, Christmas Day, and New Year's Day holidays, for any active and regularly-working e ployee. The following days are declared to be the holidays: ` New Year's Day January 1 Martin Luther King Day Third Monday in January Washington's and Lincoln' Birthday Third Monday in February Memorial Day Last Monday in May Independence Day July 4 Labor Day First Monday in September � Christopher Columbus Day Second Monday in October Veterans' Day November 11 Thanksgiving Day Fourth Thursday in November Christmas Day December 25. If one of the above listed olidays falls on a day when school is in session, then the Food Service Director shall designate another day, when school is not in session, a a paid holiday. All employees will be expected to work on all days when school is in session, except when on � approved leave. In addition, a floating holida is to be granted subject to prior approval of the employee's supervisor. To be eligible for the floating holiday, a regular or provisional employ e must work at least an equivalent of four full biweekly pay periods (32 hours). Regular or provisional employees who work an equivalent of thir een full biweekly pay periods (1,040 hours) shall receive an additional fl ating holiday. Holiday pay will be paid on the basis of the employee's re larly-scheduled number of hours in the work day. • - 7 - ARTICLE VIII. SICK LEAVE � SECTION 1. Sick leave is provided in accordance with the specifications of Civil Service Regulations. � • - 8 - (�`��;�'�3 � ARTICLE IX. HOURS - OVERTIME SECTION 1. HOURS: This sec ion is intended only to define the normal hours of work and to provid the basis for the calculation of overtime pay. Nothing herein shall b construed as a guarantee of hours of work per day or per week. The ormal work day shall be eight (8) hours of work and the normal work we k, regardless of shift arrangements, shall be an average of forty (40) h urs of work. � SECTION 2. OVERTIME: Overt me is to be paid for at the rate of time and one-half (1 ) for all wo k in excess of an eight (8) hour work day, or for time on payroll, or or hours in excess of forty (40) hours per week. ARTICLE X. VACATIONS SECTION 1. Vacations shall be earned b eligible employees on the basis of the Civil Service formula stated i Appendix A attached. � ARTICLE XI. LUNCH BREAK SECTION 1. All employees are entitled t a duty-free lunch break of thirty (30) minutes without pay, at a time assigned by the manager. ARTICLE XII. CIVIL SERVICE E INATIONS SECTION 1. . Notice of Civil Service (Pers nnel) Examinations shall be posted in the kitchen in each work location no later than five (5) working days before the closing date for examinati n. ARTICLE XIII. LAYOFF NOTICE SECTION 1. � Whenever possible, two (2) w eks' notice shall be given any employee laid off. - 9 - ARTICLE XIV. INSURANCE BENEFITS � SECTION 1. HOSPITALIZATION AND LIFE INSURANCE: Health and Welfare benefits shall be provided under the plan carried by the City of Saint Paul and Independent School District No. 625 for Civil Service personnel. Subd. 1. The Employer will attempt to prevent any changes in the benefits offered by the Health Maintenance Organizations plan. However, employees selecting one of the plans offered by one of the Health Maintenance Organizations agree to accept any changes in benefits which the specific Health Maintenance Organization implements. - SECTION 2. Subd. 1. Effective January 1, 1988, the Employer agrees to contribute to the premium cost of hospital and medical coverage up to $85.00 per month for each employee who is eligible for such coverage. Subd. 2. In addition, effective January 1, 1988, for each eligible employee who elects dependent coverage, the Employer will contribute up to $100.00 per month. Subd. 3. The Employer agrees to contribute to the cost for $5,000 of life insurance coverage up to $3.30 per month for each employee who is eligible for such coverage. � Subd. 4. Effective January 1, 1988, the Employer agrees to contribute up to $15.00 per month to the premium cost for a dental plan selected by the Employer, for each employee who is eligible for such coverage. Subd. 5. Any premium costs in excess of the amounts stated above shall be paid by the employee, by means of payroll deduction. . - 10 - ��_�"5'� . ARTICLE XV - SEVERANCE PAY 15. 1 The Employer shall prov e a severance pay program as set forth in this Article. 15.2 To be eligible for the everance pay program, an employee must meet the following requirement : 15.21 The employee must be 58 years of age or older or must be eligible for pe sion under the "rule of 90" or the "rule of � 85" provisions f the Public Employees Retirement Association (PE ). The "rule of 90" or the "rule of 85" criteria shall lso apply to employees covered by a public pension plan ot er than PERA. 15.22 The employee m st be voluntarily separated from School District employ ent or have been subject to separation by layoff or comp lsory retirement. Those employees who are discharged for ause, misconduct, inefficiency, incompetency or any other disciplinary reason are not eligible for t is severance pay program. 15.23 The employee m st have at least ten (10) years of consecutive se ice under the classified or unclassified Civil Service at the time of separation. For the purpose of � this Article, e ployment in either the City of Saint Paul or in Independent School District No. 625 may be used in meeting this te - (10) year service requirement. 15.24 The employee m st file a waiver of re-employment with the Director of Personnel, which will clearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type) with the City of Saint Paul o with Independent School District No. 625. 15.25 The employee m st have accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation fro service. 15.3 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amou t equal to one-half of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sic leave sub�ect to a maximum of 200 accrued sick leave days. 15.4 The maximum amount of mo ey that any employee may obtain through this severance pay program is $6,500. � - 11 - Article XV - Severance � (continued) � 15.5 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. 15.6 For the purpose of this severance pay program, a transfer from Independent School District No. 625 employment to City of Saint Paul employment is not considered a separation of employment, and such transferee shall not be eligible for this severance program. 15.7 The manner of payment of such severance pay shall be made in accordance with the provisions of the School District Severance Pay Plan already in existence. 15.8 This severance pay program shall be sub�ect to and governed by the provisions of the original School District Severance Pay Plan (which allows $4,000 maximum payment) except in those cases where the specific provisions of this Article conflict with said Severance Pay Plan and in such cases, the provisions of this Article shall control. 15.9 The provisions of this Article shall be effective as of January 1, 1985. � 15. 10 Any employee hired prior to December 31, 1984 may, in any event, and upon meeting the qualifications of this Article or the original School District Basic Severance Pay Plan (which allows $4,000 maximum payment) , draw severance pay. However, an election by the employee to draw severance pay under either this Article or the basic School District Severance Pay Plan shall constitute a bar to receiving severance pay from the other. Any employee hired after December 31, 1984 shall be entitled only to the benefits of this Article upon meeting the qualifications herein. 15. 11 An employee of Independent School District No. 625 shall not be eligible for the severance pay provision of this Article if such employee is also eligible and a recipient of Early Retirement . Incentive payment under the Memorandum of Agreement with the exclusive representative dated October 19, 1983. . - 12 - ���r�3 • ARTICLE XVI. WORKING CONDITI NS SECTION 1. EMERGENCY CLOSIN S: If it becomes necessary or desirable to close a school as a result f an emergency, the effort shall be made to notify employees not to come to work. Employees not notified who report for work shall be granted two (2) hours' pay at their regular rate. SECTION 2. WORKSHOPS: Emplo ees in the Food Service program ordered by the Food Service Director o attend Food Service workshops shall be reimbursed for the tuition f the workshop and the normal hourly rate for the time spent in the wor hop. 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 t the bank, grocery store, etc.), mileage reimbursement will be paid a the current School District rate, and by the approval of the Food Servi e Director. SECTION 4. WORKING OUT 0 CLASSIFICATION: Employer shall avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class . assignment for a period in xcess of fifteen (15) working days during any fiscal year of employme t shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth day of such assig ment. For purposes of this Article, an out-of-class assignment is de ined as the full-time performance of all of the significant duties and responsibilities of a classification by an individual in another classif cation. For the purposes of this Article, the rate of pay for an out- f-class assignment shall be the same rate the employee would receive if he/she were promoted to the higher classification. SECTION 5. WORK IN ADVANCE OF SCHOOL YEAR: In the event that a manager is required to work in advanc of the beginning of the school/work year in arranging the work force, he manager will make the arrangements from a school district facility a assigned, and will be paid the regular � contract rates for the assigned dutv time. . - 13 - ARTICLE XVII. COURT DUTY • 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, unless the court duty is the result 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 shall be paid to the Employer. Any employee who is scheduled to work a shift other than the normal daytime shift, shall be rescheduled to work the normal daytime shift during such time as he/she is required to appear in court as a �uror or � witness. ARTICLE XVIII. SICK LEAVE CONVERSION SECTION l. Accumulated sick leave in excess of 180 days may be converted to vacation at the rate of 2 days' sick leave for 1 day vacation up to a maximum of 5 days' vacation time. Vacation is to be paid on the basis of regularly-scheduled hours per day. ARTICLE XIX. HEALTH INSURANCE PROVISION FOR RETIREES • SECTION 1. The Employer will provide paid health insurance for those who retire prior to age 65, and who are receiving a PERA pension, provided they are eligible and covered at the time of retirement, to be continued to age 65. This provision shall be applicable to any employee who retired on or after July 1, 1973, except that prior to January 1, 1974, the Employer will not be responsible for premiums. The employee must apply for this coverage prior to the date of retirement in order to receive the benefit. • - 14 - G ����7� . ARTICLE XX. D15CIPLINE AND DIS HARGE SECTION 1. The Employer shall have the right to impose disciplinary actions on employees for �ust cause. SECTION 2. ' Disciplinary actions by the mployer shall include only the following actions: (1) Oral reprimand (2) Written reprimand (3) Suspension (4) Demotion (5) Discharge. SECTION 3. � Employees who are suspended, de oted or discharged shall have the right to request that such actions be reviewed through the grievance procedure provided in Article V of thi Agreement, including arbitration. This contract grievance procedure sh 11 be the normal process for such review, and no disciplinary action so reviewed shall be submitted to the Civil Service Commission for review. SECTION 4. Discharges will be preceded b a five (5) day preliminary suspension without pay. During said perio , the employee and/or Union may request, and shall be entitled to a mee ing with the Employer representative who initiated the suspension with in ent to discharge. During the five (5) day period, the Employer may affirm he suspension and discharge in accordance with the Personnel Rules or may odify, or withdraw same. • 15 - ARTICLE XXI. LEAVES SECTION 1. LONG-TERM LEAVES WITHOUT PAY: Leaves of absence may be • requested, on the basis specified in Civil Service Regulations. Effective July 1, 1976, the Food Service Director will reply to such requests within fifteen (15) calendar days after they are received in the Food Service Office. SECTION 2. SHORT-TERM LEAVES WITHOUT PAY: Short-term special leaves without pay, not to exceed two (2) weeks in duration, may be requested and will be considered by the Employer subject to the operational needs of the Employer and the ability to secure substitute help to satisfactorily maintain the � particular assignment of the employee involved. Subd. 1. Applications for such leaves must be submitted in writing to the Food Service Director at least forty-five (45) calendar days prior to the proposed start of the leave without pay and shall include the proposed period of the leave and purpose for leave. Subd. 2. Effective April 1, 1979, the Director of Food Service shall notify the employee requesting leave no less than thirty (30) calendar days prior to the proposed leave date, whether the leave is to be granted or denied, except that, if a leave is requested to immediately follow a one-week or two-week school vacation, the thirty days' notice shall occur thirty days before the beginning of such vacation period, providing the request was received at least fifteen (15) days earlier. Subd. 3. Eight (8) such leaves shall be made available by the Employer in � each school year, for the entire department (i.e. , for Cook Managers and Food Service Personnel combined). Four of the eight leaves available shall be reserved for employees who have worked for the Food Service Department for at least five years. The other four leaves will be available to employees on the basis specified in this Article. Subd. 4. No more than two such leaves will be granted during the month of January and no more than two leaves will be granted during the month of February each year. • - 16 - C�=���� � ARTICLE XXII. UNIFORMS SECTION 1. Employees will be provided wo new uniforms per school year by the Employer; employees who are as igned a twelve-month work year, rather than the school year, will receive three new uniforms per year. Selection of uniforms is the Employer's opt on. Subd. 1. A new employee must ave worked at least thirty (30) working days in a forty-five (45) working d y period before receiving the three uniforms - supplied for start up by the E ployer. Subd. 2. An employee who s received uniforms and then terminates � employment for any reason aft r less than six (6) full months of active employment, is obligated to ret rn the uniforms to the School Food Service. If the uniforms are not return d, 90% of their costs will be deducted from the final paycheck of the termi ating employee. ARTICLE XXIII. WAGE SCALE See Appendix B. ARTICLE XXIV. DURATION OF AGRE ENT � This Agreement shall be in ful force and effect from December 19, 1987, through December 30, 1988, and shall automatically be continued from year to year thereafter, unless a ne Agreement is developed in accordance with the provisions of the Public mployment Labor Relations Act of 1971, as amended. Intent to negotiate a new Agreement shall be indicated by either party providing written notice thereof at least ninety (90) days prior to the termination date set forth erein. � - 17 - ��-S�� COOK AGERS AGREEMENT � THIS AGREEMENT IS BY AND BE EN INDEPENDENT SCHOOL DISTRICT N0. 625 AND SCHOOL SERVICE EMPLOYEES LOC N0. 284, S.E.I.U. , AFL-CIO, ON BEHALF OF COOK MANAGERS. In full settlement of 1988 n gotiations between the herein parties, the parties have adopted this Agr ement, which is attached hereto and made a part hereof. , It is understood that this s ttlement shall be sub3ect to approval and adoption by the Board of Education of INDEPENDENT SCHOOL DISTRICT N0. 625 as well as ratification by the NION. Independent School District No. 625 School Service Employees Local No. 284, S.E.I.U. , AFL-CIO ������ - �� egot ator Business Representative � .� � � � � ' � � Date Steward � ��-�'� ��g- �q8 Chairman, Board of Education Da e F��>R �.� 1��� Date � - 18 - ����3 � Appendix A Regulatio Effective 1-5-74 Vacation for Less Than a Full Year For the purpose of computi g the amount of vacation an employee who is eligible for twenty-one day after 15 years of service and twenty-two days after 25 years of service as earned, the following shall apply: � Hours of Vacation Earned Years of Service Per Hour on Payroll First Five Years .0384 After Five Years .0576 After Fifteen Years .0806 After Twenty-five Year .0845 Round off to the nearest hour. • Example: If an employee wi h three years of service appeared on the p yroll for 1,680 hours in 1972, he will hav earned (1,680 x .0384) 64.51 hours of va ation. This is rounded off to the nearest hour and the employee is granted 65 hour of vacation. The time of vacation is fix d by the head of the department in whic the employee is employed. Chief Examiner • A - � a� � v � � � �, a �.� '� �+ 00 M O� � N O �O O� O � � w � � TJ . . . . . . . . � � Q .0 � I M �o N u1 00 u1 �--i p � ,� N � N N u'1 u'1 I� 00 I� Q� O O� .-� N � � •--i � 00 CC 00 00 O� 00 O� O� u .�c � � o ao o � � � � c, ., �+ � �, oow � }+ O 00 N O� N 00 Q� �O u'1 � rl .0 � "3 1 �7 1� �t .7 O� tr1 p � .r +� +.i �y ,.� cn �� � � 0�0 0�0 w 0^0 0^0 0�0 � ^D ,V � � "� � � � � � y�.� p O U � �!1 Q� �--� M ttl �t N M �-1 L+ M Q M M 1� f� �7 �t �D M � U GJ � TJ u'1 N o0 �1 t*1 .-a � � O .� '� rl . r� .� � � r� �o �n � oo � � � �� a�i � � � � � � � � � H � � � � a � � .� 3 � a� � . .--� rn o c� �n � c.i .� � a 'c � � � o W M u"1 1� O T N I� .-� � ,7. ,�„� � � � O O ,..� ,a � v v 00 �t O o0 �7 c'�'1 �O �O � H G) � 00 00 00 00 00 00 00 � �Q, '� d w � 'C7 � � H � � � � � h H Cl '� 3-� � � A � 0^0 0�0 � � � O � N RH'. �.�C � V � �o rn �n �ri rn o ,-. o ,�-i v a � �O a0 a� a0 O O N M t� E � �y � � � � r� r� t� 00 00 a0 a0 U W CJ � � � � H w ~ b � � R1 a � � � d � rn rn c� ao � � o c, a► W i, ,d a, � � >+ c� p.; '^ o ao ,--� .-.� u� c� rn �v cn � c�tl � ''a ca � Z �"i r� ao cv c� �p c*1 ,� � A a � � � � • � �o �o �o 00 � rn o c� o �,, � o � rw o � � � � � � � oo v o � ° � a� a� ,� �, � H w � � ',� � u � p, a� � � O I� �t O �O u'1 � crl U1 aC G O � '�-� a �'' �+-+ W �O �Y O �O C� v C) u'1 �D � O x �►�+ � � O � '�' O� O �O 1� 00 �7 � �--i p� CO u tU Gl � u��j '� Ol P4 .--i �t �t M �P1 �O [A �1 �O 1� 0) �ri �+ � � V 1� f� 1� 1� 1� I� ,r,� '�n r\ ^ ^ G�J H r�l U � � � � � � 3 c�i� � a� °, ad Q'i M lr1 t'� 00 I� 00 .0 M C1 00 N '.�.. U rl �� � Q' � 00 t� .--i N �O �--� L� 1� O N r-I 'z ^ � � t? 'i7 r] O� � N .-� M � O 00 tr1 M rl �.," � y � � O V t�ir ^ r� r� � � 3 � � n � v � � .� G4 Ol � H � .b � J.� '--I }.i F"'� � O .,.� w+ R'' ^ ^ O O 3-i i-+ �N i-� � 1+ � ��,, � O O O H O R1 N n1 �+ i � ,`�-, o � •� a � � � �u ,� oa � u - a+ � � a+ a� � o u � � � > o �o �g u , � u� o� c� •• �n v u v� a� o � .� .c �, °1 a� � a a oo � a � ,a a o � � �+ �o �' p cn � ,� oo v, � m � c� ae •• v' w a A �.+ m v� �o a� m v� •• u� tn o �o p � 6 � o � � � a°po � � u U rn r-�'i �' C► . y .� � o o � � o o� � o a .-� �, o � v � ,., v o �+ � � o � c� .� o � � -o � N .o v �+ � ni �Ic S-� a.r �IC 1+ �.+ ic 3�+ a� ,� q �,-1 c� ,-I „�L u }+ �.+ N .� 3-i L� �O .0 � i�+ i� «i c0 �--i � � L+ ti-1 .c v G �+ u v � �+ u � v � �+ � � � ,� ,�., w ,� ao o c� a c� o c� � o c� o ra ,� � ,a � 3 ,� �+ � c� a � � � � a � � c� a o .,..� �, � v „ o a a, .a � a a, a •-� � a, .� �+ �, u� 'b �, 3 c� �.+ N co t-i � etf F+ u d � O N S-� � d ,.� a .� ti � a� a � h � a,+ a v� d � � u u� � o � o � � � o o � ,-i .�e ,--� v o a� x � �+o o v .�e � b a a� � � .� � �v � o co o x > o co o .c > o co o cu � a� b v � � co 0 o u ,-+ o o u ,� o � o � .,� a p ,-� � „ � s� c� �& r� �n �+ c� b� r�. v� a� c� c� �, � �, ,-� ►+ � co N u N u c� .�G u ,� r-1 cC a�-1 �c v �c v �v o v � �-+ a � cc aa w � r�a w ca r�a o w v� ca �+ v� � � � � °� w � � °; °� w c.�n � °; °` c� w a� .� o cu o �x w �+ m w ,� u