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99-27Council File # �q � a.� SAINT PAUL, MINNESOTA Presented Referred To Committee Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached January 1, 1998 through December 31, 1999 Employment Agreement between the Independent School District No. 625, Saint Paul Public Schools, and Saint Paul Supervisors Organizafion, Representing Civil Service Supervisors. Requested by Departrnent oL Office of Labor Relations Adopted by Council: Date �� `�� Adoprion Certified by Council Secretary By: � � , -4—� Approved by Mayor: Date VRt�i �� q gy . C�uiLl �� '°�(if B �� -g--s, Form Ap roved b A B �dQ��n'►'vC t��'lt�t 4 0 R I G I N A L Green Sheet # 62416 RESOLUTION � M DEYARTl1�NT/OFFICE/COUNCIL: DATE A'ITIATED f , � LABORRELATIONS 12/28/98 GREEN SHEET No.: 62416 �.a� �1� CONTACf PERSON & PHONE: q uvTTw/DATE 1Nn7n1.mn7'E JUI.� �E�US 266-6513 �IGN 1 DEPARTMENf DIR. 4 CITY COUNCIL NUMBER 2 C17Y ATIORNEY � C[TY CLERK MOST BE ON COUNQL AGENDA BY (DATE) FOR BU1xiEf DIR. FIN. & MGT. SERVICE DIIL ROUTING 3 MAYOR (OR ASST.)� ORDER TOTAL # OF SIGNATURE PAGES I (CLIP ALL LOCAIIONS FOR SIGNATORE) ncr�ox �QVFSrEn: This resolution approves the attached January 1, 1998 through December 31, 1999 Employment Agreement between the Independent School Distdct No. 625, Saint Paul Public Schools, and Saint Paul Supervisors Organization, Representing Civil Service Supervisors. RECOMIv�NDAT70NS: Approve (A) or Rejec[ (R) PERSONAL SERVICE CONTRACI'S MUST ANSWER 1TiE FOI.LOWING QUESTIONS: - _PLANNING CAMbIISSION _CI VIL SERVICE COMIv�SSION l. Has this pe�soNfirm ever worked under a contract for this depazlment? _Cffi COMIvII11'EE Yes No _STAFF 2. Haz this persodfirm ever been a city empioyee? � _DISTRICT COURT Ya No SUPPORTS WHICH COUNCIL OBJECTI VE? 3. Does this person/firm possess a skill not no�mally possessed by any curtent city emptoyee? Yes No Explain ail yes answers on separate s6eet and attach to green sheet INiTIA1'IIVG PROBLEM, ISSITE, OPPORTUNITY (Who, W6at, W6en, W6erq Why): ADVANTAGESIFAPPROVED: �'°'i�;?�?1 ��;a� .�3. This Agreement pertains to Board of Education employees only. �� DISADVANI'AGES IF APPROVED: DISADVANTAGES IF NOT APPROVED: TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGETED: FONDING SOURCE: AGTIVITY NUMBER: FJNANCIAL INFORMATION: (EXPI.AIl� RECEIVE6 MAYOR'S OFFICE INDEPENDENT SCHOOL DISTRICT NO. 625 Otq -a� BOARD OF EDUCATION SAINT PAUL PUBLIC SCHOOLS DATE: July 21, 1998 TOPIC: Approval of Employment Agreement Between Independent School District No. 625, Saint Paul Public Schools and Saint Paul Superoisors Organization, Representing Civil Service Supervisors A. PERTINENT FACTS: 1. New Agreement is for a two-year period from January 1, 1998, through December 31, 1999. 2. Contract changes are as follows: Waqes: Effective January 3, 1998, increase wage schedule 1.6%. Effective January 2, 1999, increase wage schedule 225%. Restructured step schedule from a civil service format to a straight eight-year schedule, removing the beginning step and adding a new top step. The timing of step increases will be changed from anniversary date to annually at the beginning of the calendar year. This change was made to facilitate District business practices. Insurance: The insurance premium contributions by the District are increased from The current insurance caps of $190 for single coverage and $325 for family coverage will increase as follows: Sinqle Familv Effective January 1, 1998 $196.05 $350.00 Effective January 1, 1999 $205.00 $375.00 Effective January 1, 1999, life insurance coverage will change from one times annual salary to $50,000. The District will provide up to $10 per month toward a long-term disability policy. Employees who are married to another District employee and who are covered under their spouse's health plan may waive the Single or Family contribution to health insurance and receive up to $150 per month toward their spouse's family premium. Retiree Health Insurance: Language revised, removing options that created a tax liability for employees. Holidavs: The Columbus Day holiday is deleted and replaced with the Day After Thanksgiving. Veterans Day and two floating holidays are converted to vacation days. The eligibility language is revised. These changes streamline the leave system by aligning the leave system with the organizational calendar and reducing payroll processing time. Severance Pav: Employees who retire and meet eligibility requirements will receive $100 per day for unused, accumulated sick leave up to a maximum of $15,000. This replaces all previous severance pay plans. Sick Leave: Employees may use up to five sick days to care for and attend to the serious or critical illness of his/her spouse or dependent parent. 3. The District has 18 FTE's in this bargaining unit. 4. This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager; Richard Kreyer, Negotiations/Labor Relations Manager; and Lois Rockney, Interim Executive Director, 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 civil service supervisors in this school district; duration of said Agreement is for the period of January 1, 1998, through December 31, 1999. ��s2� ��t � 1998 - 1999 , ; COLLECTIVE BARGAINING AGREEMENT between INDEPENDENT SCHOOL DISTRICT NO. 625 and • SAINT PAUL SUPERVISORS' ORGANIZATION January 1, 1998 Through December 31, 1999 � Sainf Pau/ Public Schools L/ F E L O N G L E A R N/ N G � �' Sainf Pau1 Public Schools L/ i E L O N G L E A R N/ N G SAINT PAUL PUBLIC SCHOOLS Independent School Districf No. 625 Board of Education Mary Thornton Phitlips - Chair Greg Filice - Vice Chair Giibert de la O- Clerk Neal Thao - Treasurer Administration William A. Larson - Maureen A. Flanagan - (Vacant) Lois M. Rockney Gy R. Yusten Tom Conlon - Direcior Becky Montgomery - Director AI Oertwig - Director Interim Superintendent of Schools Executive Assistant Superintendent of Schools Assistant Saperintendent Accountability, Technology and Support Services Interim Executive Director Fiscal Affairs and Operations Assistani Superintendent Teaching and Leaming � • � � • � 0 � ARTICLE TITLE Article 1 Article 2 Article 3 Article 4 Article 5 Article 6. Article 7. Article 8. Article 9. Ar4icle 10 Article 11 Article 12 Article 13 Article 14 Article 15 Article 16 Article 17 Article 18 Article 19 TABLE OF CONTENTS �ae�� PAGE Preamble ................................................................................................... i v Recognition ..................................................................................................1 Check Off and Administrative Service Fee .................................................. 1 Management ......................................................................................2 Maintenance of Standards ............................................................................2 Hours of Work and Overtime .......................................................................2 Working Out of Classification ..................................................................... 3 Seniority .....................................................................................................3 Holidays ....................................................................................................... 4 Vacation ....................................................................................................... 5 Leaves Absence ........................................................................................ 6 Wages ........................................................................................................... 7 Insurance Benefits ......................................................................................8 Severance ........................................................................................... i 3 LegalServices ...........................................................................................1 4 Discipline ..................................................................................................1 4 Grievance Procedure .................................................................................1 4 Mileage ....................... ..............................................................................1 7 Savings Clause ........................................................................................... i 7 Duration and Effective Date ....................................................................... i S Appendix A: Titles and Salaries ...................................................... 1 9- 21 Appendix B: Titles and Grades ............................................................... 2 2 Appendix C: Standard of Ranges ...................................................... 2 3- 2 5 Index ....................................................................................................... 2 6 � 0 PREAMBLE This Agreement, entered into between Independent School District No. 625, hereinafter referred to as the °Employer," and the Saint Paul Supervisors' Organization, hereinafter referred to as the "Organization " for the purpose of fostering and promoting harmonious relations between the Employer and the Organization in order that a high level of public service can be provided to the citizens of the independent Schooi District No. 625. This Agreement attempts to accomplish this purpose by providing a fuller and more complete understanding on the part oi both the Employer and the Organization of their respective rights and responsibilities. The provisions of this Agreement shall not abrogate the the Employer, the Organization or the employees as established the Public Employment Labor Relations Act of 1971, as amended. rights and/or duties of under the provisions of • • � � �,o�� ARTICLE 1. RECOGNff10N i 1.1 The Employer recognizes the Sai�t Paul Supervisors' Organization as the exclusive representative for the White Collar Supervisory Employees of the Professional Group, and certain Unciassified Supervisory Employees as certified by the State of Minnesota Bureau of Mediation Services (BMS), dated December 11, 1973, Case No. 74-PR-207A and as revised by Unit Ciarification Hearing of Bargaining Unit, April 16, 1974, Case No.74-PR-414-A, and as revised by Certification of Exclusive Representative, December 7, 1977, Case No. 78-PR-500-A; and as revised by Unit Ciarification order, December 9, 1988, BMS Case IVo. 89-PR-2134. This unit represents titles as listed in Appendix B. 1.2 The parties agree that any new classifications which are an expansion of the above bargaining unit or which derive from the classifications set forth in this Agreement shall be recognized as a part of this bargaining unit, and the parties shall take ail steps required under the Public Employment Relations Act to accomplish said objective. ARTICLE 2. CHECK OFF AND ADMINISTRATIVE SERVICE FEE 2.1 The Employer agrees to deduct the Organization 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 • Organization and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 2.2 Any present or future employee who is not an Organization member shall be required to contribute a fair share fee for services rendered by the Organization. Upon notification by the Organization, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Organization. In rro instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. It is also understood that in the event the Employer shali make an improper fair share deduction from the earnings of the employee, the Organization shall be obiigated to make the Employer whole to the extent that the Employer shall be required to reimburse such employee for any amount improperly withheld. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 2.3 Administrative Service Fee. The Organization agrees that an administrative fee of fifty cents ($.50) per member per month shall be deducted by the Employer from the amount withheld for dues or fair share prior to remittance of dues o r fair share to 4he Organization. 2.4 The Organization agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgments brought or issued against the � Employer as a result of any action taken or not taken by the Employer under the provisions of this Article. ARTICLE 3. MANAGEMENT RIGHTS 3.1 The Organization recognizes the right of the Employer to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The rights and authority which the Employer has not officially 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 of inherent managerial policy, which incfude, but are not limited to, such areas of discretion or policy as the functions and programs of the Employer, its overall budget, utilization of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 4. MAINTENAhlCE OF STANDARDS 4.1 The parties agree that all conditions of employment relating to wages, hours of work, vacations, and all other general working conditions except as modified by this Agreement 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 (Council File No. 273022, June 2, 1979, as amended) at the time of the signing of this Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. ARTICLE 5. HOURS OF WORK AND OVERTIME 5.1 The normal hours of work for the employees shall be seven and three-fourths (7-3/4) hours in any twenty-four (24) hour period and thirty-eight and three-fourths (38-3/4) hours in a seven (7)-day period. For employees on a shift basis, this shall be construed to mean an average of thirty-eight and three-fourths (38-3/4) hours a week. 5.2. Employees who work more than seven and three-fourths (7-3/4) hours in any twenty-four (24) hour period or more than thirty-eight and three-fourths (38-3/4) hours in any seven (7) day period shall not receive pay for such additional work. 5.3 It is understood by the parties that Section 28H (Overtime Compensation) of the Civil Service Rules (Council File No. 273022, June 2, 1979 as amended) shall not apply to this unit. 5.4 In unusual c+rcumstances, employees who work more than seven and three-fourths (7-3/4) hours in any twenty-four (24) hour period or more than thirty-eight and three-fourths (38-3/4) hours in any particuiar seven (7) day period may be granted compensatory time with the approval of their department head. � � r, LJ 2 � �m�7 1I \ J 6.1 The Employer shall avoid, whenever possible, working an employee on an out-of-ciass assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16th) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, all of the significant duties and responsibilities of either a) a position previously held by another employee and different from the empioyee's regular position, bj a position held by an employee on extended leave or c) a new position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. ARTICLE 6. WORKING OUT OF CLASSIFICATION ARTICLE 7. SENIORITY 7.1 Seniority, for the purposes of this Agreement, shall be defined as follows: The length of continuous, regular, and probationary service with the Employer from the date an employee was first certified and appointed to a class title covered by � this Agreement, it being further understood that seniority is confined to the current class assignment heid by an employee. In cases where two or more empioyees are appointed to the same class title on the same date, the seniority shaii be determined by the employee's rank on the eligible list from which the certification was made. 7.2 Seniority shall terminate when an employee retires, resigns or is discharged. � 7.3 In the event it is determined by the Employer that it is necessary to reduce the workforce, employees will be laid off by class title within each department based on inverse length of seniority as defined above. 7.4 In cases where 4here are promotional series, such as ACCOUntant IV, V, eYc., when the number of employees in the higher title is to be reduced, employees will be offered reductions to the highest title in which class seniority would keep them from being laid off, before layoffs are made by any class title in any department. 7.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shali expire after two years of layoff. It is understood that such employees w i I I pick up their former seniority date in any class of positions that they previously held. 7.6 To the e�ent possible, vacation periods shall be assigned on the basis of seniority. It is, however, understood that vacation assignment shall be subject to the ability of the Employer to maintain operations. K3 ARTICLE 8. HOLIDAYS 8.1 Holida� recoanized and observed. The fo!lowing days sha!! be recogroized and observed as paid holidays: New YeaPs Day Martin Luther King Presidents' Day Memorial Day Independence Day Labor Day Jr. Day Thanksgiving Day Day After Thanksgiving Christmas Day Eligible employees shall receive pay for each of the holidays listed above on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. 8.2 Elioibitity Requirements. To be etigible for holiday pay, employees must have been compensated for all scheduled hours of their last scheduled workday before the holiday and for their first scheduled workday following the holiday. I n neither case shall the holiday be counted as a working day for the purposes of this Section. 8.3 If Martin Luther King Jr. Day or Presidents' Day falls on a day when school is i n session, the employee shall work that day at straight time and another day shall be designated as the holiday. This designated holiday shall be determined by agreement between the employee and the supervisor. � � r1 L J 0 ��m2� .�� ARTICLE 9. VACATION s 9.1 At the beginning of each calendar year, each full-time employee shall be granted vacation according to the foilowing schedule: Annuai Annual Hours Days Years of Service Granted Granted First year through completion of 8 years 1 44 1 8 After 8 years through completion of 15 years 184 23 After 15 years and thereafter 224 28 Employees who work less than twelve (12) months per year or full-time shall be granted vacation on a pro rata basis. Years of service with the CiTy of St. Paui prior to January 1, 1996, and years of service in any bargaining group with the Schooi District will be counted as years of service for purposes of this Section. Hours/days listed are based on a full-time, 2,080-hour work year. 9.2 An employee may carry over into the following year up to one hundred sixty (160) hours of vacation. 9.3 The time of vacation shall be fixed by the head of the department in which the employee is employed. If an employee has been granted more vacation than he/she has eamed up to the time of his/her separation from the Employer's service, the employee shall reimburse the Employer for such unearned � vacation. If an employee is separated from service by reason of resignation, the employee shall be granted such vacation pay as he/she may have earned and not used up to the time of such separation, provided that the employee has notified the department head in writing at least fifteen calendar days prior to the date of resignation. If an employee is separated from the service by reason of discharge, retirement or death, he/she shall be granted such vacation pay as he/she may have eamed and not used up to the time of such separation. The provisions of this Article shall not apply to temporary employees. 9.4 If an employee has an accumulation of sick leave credits in excess of one hundred and eighty days, any part of such excess may be converted to vacation at the rate of one-half day of vacation for each day of sick leave credit. No employee may convert more than ten (10) days of sick leave in each calendar year under this provision. 9.5 For purposes of vacation, one (1) day equals eight (8) hours. r� ►._� 5 ARTICLE 10. LEAVES OF ABSENCE 10.1 Sick Leave. Sick leave shall accumulate at the rate of .0576 of a working hour for each full hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave, the employee must report to his/her supervisor no later than one-half hour past his/her regular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of this Agreement. 10.1.1 �ecified Allowable Uses of Sick Leave. Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay, for such period of time as the head of the department deerris necessary, on account of sickness or injury of the employee, quarantine established and declared by the Bureau of Health, death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law or other person who is a member of the household; and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc., or in the case of sudden sickness or disability of a parent or a member of his/her household, making arrangements for the care of such sick or disabled persons up to a maximum of eight (8) hours sick leave. 10.1 .2 Funeral Leave. Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted one (1) day of such leave to attend the funeral of the employee's grandparent, grandchild, aunt, uncle, sisier-in-law or brother-in-Iaw. 10.1 .3 Sick Child Care Leave. An employee who has worked for the District for at least twelve (12) consecutive months for an average of twenty ( 2 0) or more hours per week prior to the leave request may use accumulated personal sick leave credits for absences required to care for the employee's ill child. Sick leave for sick child care shali be granted on ihe same terms as the employee is able to use sick leave for the employee's own illness. This leave shall only be granted pursuant to Minnesota. Statute § 181.9413 and shall remain available as provided in Statute. 10.1.4 Soouse/Dependent Parertt Leave. Up to five (5) days of accumulated sick leave may be used in a work year to allow the employee to care f o r and attend to the serious or critical illness of his/her spouse o r dependent parent. These days when used are deductible from sick leave. 10.1.5 Sick Leave Conversion. Sick leave accumulation in excess of 1,440 hours may be converted to paid vacation time at a ratio of two (2) hours of sick leave time for one (1) hour of vacation time, to a maximum of five (5) regularly-assigned workdays (not to exceed a total of forty (40) hours in any year. There shall be no conversion of unused sick leave in any amount at any time to any cash payment other than the above-described conversion to vacation time or severance pay in Article 13. i � LJ � ��a� • 10.2 Maternitk/Parentai/Family Medical leave ARTICLE 10. LEAVES OF ABSENCE (continued) 10.2.1 Maternity Leave is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the empioyee may apply for leave without pay at any time during the period stated above and the Employer may approve such leave at its option, and such leave may be no longer than one (1) year. 10.2.2 Parental leave shall be granted to employees for the birth or adoption of a chiid in accordance with applicable state laws. 10.2.3 Effective February 1, 1994, leaves of absence shall be granted as required under the federal law known as the Family and Medical Leave Act (FMLA) so long as it remains in force. The Human Resource Department provides procedures. ARTICLE 11. WAGES S 1 1.1 The wage schedule for the purpose of this contract shall be Appendix A. 11 .2 Salary Step Progression 1 1.2.1 An employee must have received an overall rating of °Satisfactory" on hislher most recent performance evaluation to receive any salary step advancement. 11.2.2 Step Movement from January 1, 1998, through June 30, 1998, will be based on Civil Service rules. 11 .2.3 On July 1, 1998, the "StarY' step is removed and Step 1 becomes the beginning step. The ten-year and fifteen-year steps become Steps 6 and 7 and a new Step 8 is ackled. Employees who were paid a minimum of 1,040 hours in the previous twelve months (minimum hours requirement is prorated for part-time employees), whose last step advancement occurred prior to January 1, 1998, and whose calendar years of service support a step advancement will advance one step on the salary schedule. 11 .2.4 On January 1, 1999, and each January 1 thereafter, employees who received overall satisfactory pertormance rating and who were paid a minimum of 1,040 hours in the previous twelve (12) months � (prorated for part-time employees) wili receive a step. 7 ARTICLE 12. INSURANCE BENEFITS SECTfON 1. ACTIVE EMPLOYEE HEALTH fNSURANCE 1.1 The Employer will continue for the period of this Agreement to provide for active employees such health and life insurance benefits as are provided by Employer at the time of execution of this Agreement. 1.2 Eliaibility Waiting Period. Three (3) full months of continuous regulariy appointed service in independent School District No. 625 wiil be required before an eligible employee can receive the District contribution to premium cost for health and life insurance provided herein. 1.3 Full-Time Status. For the purpose of this Article, ful)-time employment is defined as appearing on the payroll at least thirty-two (32) hours per week o r at least sixty-four (64) hours per pay period, excluding overtime hours. 1.4 Hali-Time Status. For the purpose of this Article, half-time employment is defined as appearing on the payroll at least twenty (20) hours but less than thirty-two (32) hours per week or at least forty (40) hours but less than sixty-four (64) hours per pay period, excluding overtime hours. 1.5 Emplover Contribution Amount: Full-Time Employees. Effective January 1, 1998, for each eligible employee covered by this Agreement who is employed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $196.05 per month, whichever is less. For each eligible full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $350 per month, whichever is less. 1.5.1 Effective January 1, 1999, for each eligible employee covered by this Agreement who is employed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $205 per month, whichever is less. For each eligible full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $375 per month, whichever is less. 1.6 Emplover Contribution Amount� Half-Time Em I�ovees. For each eligible employee covered by this Agreement who is employed half time, the Empioyer agrees to contribute fifty percent (50%) of the amount contributed for full-time employees selecting employee coverage; or for each half-time employee who selects family insurance coverage, the Employer will contribute fifty percent (50%) of the amount contributed for full-time employees selecting family coverage in the same insurance plan. 1.7 �molover Contribution Amount: Married Cou les. Employees who are married to another District employee and who are covered under their spouse's health plan may waive the single or family contribution to health insurance and receive up to $150 per month toward their spouse's family premium. The coordination of District contributions cannot exceed the full cost of family coverage. The coordination of District contributions cannot exceed the full cost of famify coverage and cannot be applied in cases where the spouse is receiving health insurance through the District's cafeteria benefits plan. �� L_� � � F:7 �� u 1.8 Life Insurance. The District agrees to contribute the cost of life insurance. The amount of life insurance provided under this Subd. 1.7 shall be equal to the empioyee's annual salary to the nearest full thousand dollars. This amount of life insurance shall be reduced to $5,000 upon retirement and shall continue unti4 the early retiree reaches age sixty-five (65), at which time all Employer paid life insurance shall be terminated. For the purpose of this provision, the employee's °annual salary" shall be adjusted to the salary as of the first day of the first payroll period after adoption of this Agreement. There shall be no retroactive increase in life insurance coverage. ARTICLE 12. INSIlRANCE, Section 1. (continued) 1.8.1 Effective January 1, 1999, the amount of life insurance provided to each active employee shall be $50,000. This amount of life insurance shall be reduced to $5,000 upon retirement and shali continue until the early retiree reaches age sixty-five (65), at which time all Employer paid life insurance shali be terminated. 1.9 Dental Insurance. The Employer will contribute for each eligible employee covered by this Agreement who is empioyed full-time toward participation in a dental care plan offered by the Employer up to $30 per month for single coverage, or up to $70 per month for family coverage. 1.10 Lo�-Term Disability insurance. Effective January 1, 1999, the Emptoyer shall contribute up to $10 per month for each eligible employee covered by this � Agreement who is empioyed full time toward long-term disability insurance. 1.1 1 Flexible Spending Account. It is the intent of the Employer to maintain during the term of this Agreement a plan for medicai and child care expense accounts to be availabie to emp{oyees in this bargaining unit who are eligible tor Employer-paid premium contribution for health insurance for such expenses, within the established legal regulations and IRS requirements for such accounts. L� 1.12 The contributions indicated in this Article 12 shall be paid to the Employer's group health and welfare plan. 1.13 Any cost of any premium for any Employer-offered employee or family insurance coverage in excess of the dollar amounts stated in this Article 12 shall be paid by the employee through payroll deduction. �7 ARTICLE 12. INSURANCE (continued) SECTION 2. REfIREMENT HEALTH INSURANCE � Subd. 1. Benefit Eligibility for Employeeswho Retire Before Age65 1.1 E�lovees 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 Retirement Association or other public employee retiree program at the time of retirement and have severed the employment relationship with Independent School District 625; B. 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; D. Must have completed at least thirty (30) years of service, or; E Must have completed at least twenty (20) consecutive years of service within Independent School District No. 625 immediately preceding retirement. � Years of regular service 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 �mployees hired into District service after Jartuary 1. 1996. musi have completed twenty (20) years of service with Independent School District No. 625. Time with the City of Saint Paul will not be counted toward this twenty (20)-year requirement. 1.3 Eligibility requirements for all retirees: A. A retiree may not carry his/her spouse as a dependent if such spouse is also an Independent School District No. 625 retiree or Independent School District No.625 employee and eligible for and is enrolled in the Independent School District No. 625 health insurance program, or in any other Employer-paid heafth insurance program. B. Additional dependents beyond those designated to the District at the time of retirement may not be added at District expense after retirement. C. The employee must make application through District procedures prior to the date of retirement in order to be eligible for any benefits provided i n this Section. � �J 10 ��7 • ARTiCLE 12. INSURANCE, Section 2. (continued) Subd.2. Em�lover Contribution Levels for Em I�ovees Retiring Before A�e65 2.1 Heatth Insurance Employer Contribution The District will for ihe period of this Agreement provide employees who meet the eligibility requirements for health insurance in 1.1 or 1.2 above, who retire during the term of this Agreement, and until such empioyees reach sixty-five (65) years of age, such health insurance premium contributions up to the same dollar amount as were made by the District for health insurance for singie o r family wverage by that carrier, for an employee under this Agreement, i n his/her last month of active empioyment. In the event new carriers replace those in place at execution of this Agreement, the dollar amounts being paid for single or family coverage to the carrier at the employee's date of retirement shall constitute the limit on future contributions. Any employee who is receiving family coverage premium contribution at date of retirement may not later claim an increase in the amount of the Employer obligation for singie coverage premium contributions to a carrier after deleting family coverage. 2.2 Life Insurance Employer Contribution The District will provide for early retirees who qualify under the conditions of 1.1 or 1.2 above, premium contributions for eligible retirees for $5,000 of life insurance oniy until their 65th birthday. No life insurance will be provided, o r • premium contributions paid, for any retiree age sixty-five (65) or over. Subd.3. Benefit Eligibility for EmployeesAfter Age65 3.1 Employees hired into the District before January 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 healih insurance described i n Subd. 4 of this Article. 3.2 Empioyees hired into the District before January 1. 1 996, who retire at age 65 or older must have completed the eligibility requirements in Subd. 1 above or the following eligibility requirements to receive District contributions toward post- age-65 hea{th insueance premiums: A Employees hired before January 1, 1990, must have completed at least ten (10) years of continuous employment with the District. For such employees or early retirees who have not completed at least ten (10) years of service with the District at the time of their retirement, the Employer will discontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age 65. � 11 ARTICLE 12. INSURANCE, Section 2. (continued) B. Employees hired on or after January 1, 1990 and prior to January 1, 1996, must have completed twenty (20) years of continuous employment with the District. For such employees or early retirees who have not completed at least twenty (20) years of service with the District at the time of their retirement, the Employer will discontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age 65. Years of certified civil service time with the City of Saint Paul earned prior to January 1, 1996, will continue to be counted toward meeting the DistricYs service requirement of this Subd. 3. Civil service time worked with City of Saint Paul after January 1, 1996, will be considered a break in District employment. 3.3 Emolovees hired on or after January 1. 1 996, shall not have or acquire in any way any eligibility for Employer-paid healtF� insurance premium contribution for coverage in retirement at age sixty-five (65) and over in Subd. 4. Employees hired on or after May 1, 1996, shall be eligible for only eariv retirement insurance premium contributions as provided in Subd. 2 and Deferred Compensation match in Subd. 5. Subd. 4. Em�loyer Contribution Levels for Retirees After Ac�e 6 5 4.1 Emolovees hired into the District before January 1. 1996 and who meet the e�igibility requirements in Subdivisions 3.1 or 3.2 ot this Article are eligible for premium contribufions for a Medicare Supplement health coverage policy selected by the District. Premium contributions for such policy will not exceed: Coveraye Ty�e Medicare Eligible Non-Medicare Eiigible Sinale $300 per month $400 per month F mil $400 per month $500 per month At no time shall any payment in any amount be made directly to the retiree. Any premium cost in excess of the maximum contributions specified must be paid directly and in full by the retiree, or coverage will be discontinued. Subd.5. Em�lovees hired after January 1. 1996, after completion of three (3) full years of consecutive active service in Independent School District No. 625, are eligible to participate in an employer matched Minnesota Deferred Compensation Plan. Upon reaching eligibility, the District will match up to $500 per year of consecutive active service, up to a cumulative lifetime maximum of $12,500. Part-time empioyees working half time or more wifl be eligible for up to one half (50%) of the available District match. Approved non-compensatory leave shall not be counted in reaching the three (3) full years of consecutive active service, and shall not be considered a break in service. Time worked in the City of Saint Paul will not be counted toward this three (3)-year requirement. Federal and state rules governing participation in the Minnesota Deferred Compensation Plan shall apply. The employee, not the District, is sole�y responsible for determining his/her total maximum allowable annual contribution amount under IRS regulations. The employee must initiate an application to participate through the DistricYs specified procedures. • • � 12 ��' c ?7 ARTICLE 13. SEVERANCE PAY � 13.1 The Empioyer shall provide a severance pay program as set forth in this Article. Payment of severance pay shali be made within the tax year of the retirement. 13.2 To be eligible for the severance pay program, the employee must meet the following requirements: 13.2.1 The employee must be fifty-five (55) years of age or older or must be eligible for pension under the "Rule of 90° provisions of the Public Employees Retirement Association {PERA). The "Rule of 85" or the °Rule of 90" criteria shali also appiy to employees covered by a public pension plan other than PERA. 13.2.2 The empioyee must be voluntarily separated from School District 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. 13.2.3 The employee must file a waiver of re-employment with the Director of Human Resources, which will clearly indicate that by requesting severance pay, fhe employee waives all claims to reinstatement o r re-employment (of any type) with the City of Saint Paul or with Independent School District No. 625. • 13.3 If an 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 amount equal to $100 pay for each day of accrued, unused sick leave, up to one hundred fifty (150) days. 13.4 The maximum amount of money that any employee may obtain through this severance pay program is $15,000. 13.5 For the purpose of this severance pay program, a death of an employee shall be considered as separation of employment, and if the employee would have met al I of the requirements set forth above at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. 13.6 For the purpose of this severance pay program, a transfer from Independen4 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. �� 13 ARTICLE 14. LEGAL SERVICES 14.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend, hold harmless, and indemnify employee against any tort claim or demand, whether groundiess or otherwise, arising out of an alleged act or omission occurring in the performance and scope of employee's duties. 14.2 Notwithstanding (14.1.), the Employer shali not be responsible for paying any legal service fee or for providing any legal service arising from any legal action where the employee is the plaintiff. ARTICLE 15. DISCIPLINE 15.1 Preliminary Review. Prior to issuing a disciplinary action of unpaid suspension, demotion, or discharge, the supervisor will make a recommendation to his/her supervisor regarding proposed discipiine. That supervisor will then schedule a meeting with the employee prior to making a final determination of the proposed discipline. The employee shall have the opportunity to have union representation present and be provided the opportunity to speak on his/her behalf regarding the proposed action, If the employee is unable to meet with the supervisor, the employee will be given the opportunity to respond in writing. 15.2 A suspended, demoted, or discharged employee may appeal the disciplinary action by filing a ciaim of grievance under the provisions of Article 16. of this Agreement. ARTICLE 16. GRIEVANCE PROCEDURE 16.1 A grievance is defined as a dispute or disagreement as to the interpretation o r application of the specific terms and conditions of this Agreement. 16.2 The Employer will recognize representatives designated by the Organization � the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The Organization shall notify the Employer in writing of the names of such Organization Representatives and of their successors when designated. The Employer shall notify the Organization i n writing as to its designated representatives. i � � 14 `��7+�! • � 16.3 It is recognized and accepted by the Organization and the Employer that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during normal working hours when consistent with such employee duties and responsibiiities. The aggrieved employee and an Organization representative shall be allowed a reasonabie amount of time without loss of pay when a grievance is investigated and presented to the Employer during normal working hours, provided that the employee and the Organization Representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and would not be detrimental to the work program of the Employer. I t is understood that the Employer shall not use the above limitation to hamper the processing of grievances. ARTICLE 16. GRIEVANCE PROCEDURE (continued) 16.4 Grievances, as defined by 16.1, shall be resolved in conformance with the following procedure: SteP 1. An employee claiming a violation concerning the interpretation or application of this Agreement shall, within twenty-one (21) calendar days after such alieged violation has occurred, present such grievance to the Employee's supervisor as designated by the Employer. The Employer-designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 arxi appealed to Step 2 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 2 by the Organization within fifteen (15) calendar days after the Employer-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the Organization within fifteen (15) calendar days shall be considered waived. Ste° 2. If appealed, the written grievance shall be and discussed with the Employer-designated Employer-designated representative shall give tt Step 2 answer in writing within ten (10) Employer-designated representative's final Step appealed in writing to Step 3 by the Organization shall be considered waived. presented by the Organization Step 2 representative. The e Organization the Employer's calendar days following the 2 answer. Any grievance not within ten (10) calendar days Ste� 3. If appealed, the written grievance shall be presented by the Organization and discussed with the Employer-designated Step 3 representative. The Employer-designated representative shall give the Organization the Employer's answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resoived in Step 3 may be appealed to Step 4 within Yen (10) calendar days following the Employer-designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the Organization within ten (10) calendar days shall be considered waived. � 15 ARTlCLE 16. GRIEVANCE PROCEDURE (continued) Steo 4. A grievance unresolved in Step 3 and appealed to Step 4 by the Organization 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 uport, the selection of an arbitrator shall be made in accordance with the rules established by the Bureau of Mediation Services. The arbitrator shall have no right to amend, modify, nullify or ignore the terms and conditions of this Agreement. The arbitrator shail consider and decide only the specific issue(s) submitted in writing by the Employer and the Organization, and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shali be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, ruies or regulations having the force and effect of (aw. The arbitrator's decision shall be submitted in writing, with copies to both parties and the Bureau of Mediation Services within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be binding on both the Employer and the Organization and shali 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. • 16.5 The fees and expenses for the arbitrator's services and proceedings shall be • borne equally by the Employer and the Organization, provided that each party shall be responsible for compensating its own representatives and witnesses. I f either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equally. 1 6.6 If a grievance is not presented within the time limits set forth above, it shall be considered "waived." If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shall be considered settled on the basis of the Employer's last answer. If the Employer dces not answer a grievance or an appeal thereof within the specified time limits, the Organization may elect to take the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the Employer and the Organization in each step. 16.7 It is understood by the Organization and the Employer that if an issue is determined by this grievance procedure, it shall not again be submitted for determination in another forum. If an issue is determined by any other forum, i t shall not again be submitted for arbitration under this grievance procedure. � i[:� �;.�� • 17.i Employees of the School District under policy adopted by the Board of Education may be reimbursed for the use of their automobiles for school business. To be eligibie for such reimbursement, employees must receive authorization from the District Mileage Committee utilizing the following plan: ARTICLE �7. MILEAGE Reimbursement is at the current Board approved rate or 31¢ per mile, whichever is greater. In addition, a maximum amount which can be paid per month is established by an estimate furnished by the employee and the employee's supervisor. Another consideration for establishing the maximum amount can be the experience of another employee working in the same or similar position. !t is necessary for the employee to keep a record of each trip made. ARTICLE 18. SAVINGS CLAUSE � 18.1 This Agreement is subject to the laws of the United States and the State of Minnesota. In the event any provision of this Agreement shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeaf has been taken within the time provided, such provision shal{ be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. All other provisions of this Agreement shali continue in full force and effect. . 17 ARTICLE 19. DURATION AND EFFECTIVE DATE 19.'f Complete Agreement with Waiver of Bar aiq 'ning. This Agreement shatf represent the complete Agreement between the Organization and the Employer. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make requests and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Employer and the Organization, for the tife of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obiigated to bargain coilectively with respect to any subject or matter referred to or covered in this Agreement. 19.2 Except as herein provided, this Agreement shall be effective as of the date it is executed by the parties and shall continue in fuil force and etfect untii December 31, 1999, and thereafter until modified or amended by mutual agreemenf of the parties. Either party desiring to arnend or modify this Agreement shall notify the other in writing so as to comply with the provisions of the Public Empioyment Labor Relations Act of 1971. 19.3 This constitutes a tentative Agreement between the parties which will be recommended by the Negotiations(Labor Relations Manager, but is subject to the approval of the School Board and is also subject to ratification by the Organization. WITNESSES: INDEPENDENT SCHOOL DISTRICT NO. 625 SAINT PAUL SUPERVISORS' ORGANIZATION .� 3 / y y8 Date President �� Negotiator �/ai/ 9�- Date i8 � � � "� `�' � 7 !� � � �. APPENDIX A: EFFECTIVE JANUARY 3, 1998 • TITLES AND SALARIES SAINT PAUL SUPERVISORS' ORGANIZATION Years of Service STAFiT 7 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years Step 1 2 3 4 5 6 7 8 Grade 10 Inventory and Records Manager 1-3-98 1,389.75 1,487.30 1,554.62 1,624.90 1,698.47 1.773.98 1,823.39 1,872.68 Grade 15 Human Rights Specialist 1-3-98 1,584.98 1,700.61 7,776.19 1,857.95 1,941.97 2,031.32 2,088.96 2,745.65 • � Grade 18 Executive Secretary to Superintendent 13-98 1,717.18 1,842.34 1,92827 2.015.41 2.709.97 2,206.52 2.268.49 2,327.31 Grade 20 Accountant IV Compensation/Information Manager EVectronic Data Management Supervisor Employee Benefits Manager Payroll Manager Staffing Manager 1-3-98 1,871.71 1,946.13 2.035.41 2,128.77 2,227.54 2,330.38 2,394.52 2,460.73 Grade 21 Transportation Administrator 1-3-98 1,860.70 1,998.62 2,091.05 2,187.67 2,290.40 2,394.52 2,461.70 2,529.95 Grade 23 Accouniant V Internal Auditor 1-3-98 1,965.06 2,112.07 2,208.59 Grade 24 Environmental Health and Safety Managei Manager of Facility Planning Purchasing Manager 13-98 2,017.53 2,168.71 2,270.56 2,310.44 2,419.67 2,531.01 2,603.50 2,674.84 2,375.51 2,485.97 2,603.50 2,674.84 2,747.16 Grade 26 Food Service Director 13-98 2,�35.98 2,293.62 2,396.66 2,510.96 2,628.57 2,�51.45 2,829.07 2,905.75 19 APPENDIX A: EFFEC7IVE JANUARY 3, 1998 (coniinued) TITLES AND SALARIES SAINT PAUL SUPERVISORS' ORGANI2ATION Years of Service START 1 Year 2 Years 3 Years 4 Years 5 Years 70 Years 15 Y� Step 1 2 3 4 5 6 7 8 Grade 28 Food Service Director General Manager of Facility Operations and Maintenance (Civil Service Unclassified) 13-98 2,251.64 2,427.80 2,535.18 2,654.82 2,776.65 2,907.97 2,991.81 3,073.72 Grade 30 MIS Assistant Director 13-98 2,378.74 2,560.30 2,679.07 2,803.98 2,937.38 3,075.79 3,160.88 3,252.11 Grede 33 Chief Accountant 1-3-98 2,584.55 2,780.81 2,913.14 3,050.68 3,196.44 3,346.84 3,44223 3,537.86 APPENDIX A: EFFECTiVE JULY 4, 1998 AND JANUARY 2, 7999 TITLES AND SALARIES SAINT PAUL SUPERVISORS' ORGANIZATION 5 New Step 8 Grade 70 Inventory and Records Manager 7-4-98 1.487.30 7,554.62 1,624.90 1.698.47 1.773.98 1.823.39 1.872.68 1,909.54 1-2-99 1,520.76 7,589.60 1,667.46 1,736.69 1,813.90 1.864.42 1,914.87 7,957.28 Grade 15 Human Rights Specialist 7-4-98 1.700.61 1.776.19 1,857.95 1.941.97 2.037.32 2.088.96 2.145.65 2,187.89 1-2-99 1,738.87 7,876.15 1,899.75 1,985.67 2,077.02 2,135.96 2,193.93 2,242.59 Grade 18 Executive Secretary to Superintendent 7-4-98 1,842.34 1,92827 2,015.41 2,709.97 2,206.52 2268.49 2,327.31 2,373.12 1-2-99 1,883.79 1,977.65 2,060.76 2,757.44 2,256.16 2.319.53 2,379.67 2,432.45 � • � 20 �c-27� C� � APPENDIX A: EFFECTIVE JULY 4, 1998 AND JANUARY 2, 1999 (continued) TITLES AND SALARIES SAINT PAUL SUPERVISORS' ORGANIZATION Old Step 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years ( New Siep New Step 1 2 3 4 5 6 7 8 Grade 20 Accountant IV Compensationflntormation Manager Electronic Data Management Supervisor Employee Benefiis Manager Payroil Manager Staffing Manager 7-4-98 1,946.13 2,035.41 2,728.77 2,227.54 2,330.38 2,394.52 2,460.73 2,509.17 1-2-99 1,989.91 2,08720 2,176.67 2,277.66 2,382.87 2,448.40 2,516.09 2,571.89 Grade 21 Transportation Administrator 7-4-98 1,998.62 2,091.05 2,187.67 2,290.40 2,394.52 2,461.70 2,529.95 2,579.75 7-2-99 2,043.59 2,138.10 2,236.89 2,341.93 2,4A8.40 2,517.09 2,586.87 2.644.24 Grade 23 Accountant V Internal Auditor 7-a-9s 2,112.07 1-2-99 2,159.59 2,208.59 2,310.44 2.479.67 2,531.01 2,603.50 2,674.84 2,727.50 2,25828 2,362.43 2,474.71 2,587.95 2,662.07 2,735.03 2,795.68 Grade 24 Environmental Health and Safety Manager Manager of Facility Ptanning Purchasing Manager 7-4-98 2,768.71 2,270.56 2,375.51 2,485.97 2,603.50 2,674.84 2,747.16 2,801.24 1-2-99 2,217.50 2,327.65 2,428.96 2,541.91 2,662.07 2,735.03 2,808.97 2,871.27 Grade 28 Food Service Director General Manager of Facility Operations and Maintenance 7-4-98 2,421.80 2,535.16 2,654.82 2,776.65 2,907.97 2,991.81 3,073.72 3,13423 1-2-99 2.47629 2,59220 2,774.55 2,839.13 2,973.33 3,059.12 3.142.88 3,212.58 Grade 30 MIS Assistant Director 7-4-98 2,560.30 1-2-99 2,677.90 � Grade 33 Chief Accountant 7-4-98 2,780.81 1-2-99 2,843.38 � 2,679.07 2,803.98 2,937.38 3,075.79 3,160.88 3,252.17 3,316.13 2,739.35 2,867.07 3,003.47 3,145.00 3,232.00 3,32528 3,399.03 2,913.14 3,050.68 3,796.44 3,346.84 3,44223 3,537.86 3,607.51 2,978.68 3,119.32 3,268.36 3,422.14 3,519.68 3,617.47 3,697.69 2� APPENDIX B Grades Grade 20 Grade 23 Grade 25 Grade 33 Grade 20 Grade 20 Grade 23 Grade 10 Grade 10 Grade 20 Grade 24 Grade 21 TITLES AND GRADES SAINT PAUL SUPERVISORS' ORGANIZATION Classified Titles Accountant IV Accountant V Accounting Manager Chief Accountant Electronic Data Management Supervisor Employee Benefits Manager Internal Auditor fnventory and Records Manager Office Manager Payroll Manager Purchasing Manager Transportation Administrator Grades Unclassified Titles Grade 20 Compensation/Information Manager Grade 24 Environmental Health and Safety Manager Grade 18 Executive Secretary to Superintendent Grade 26 Food Service Director Grade 28 Food Service Director (Effective 3/28/98) Grade 28 General Manager of Facility Operations and Maintenance Grade 15 Human Rights Speciatist Grade 24 Manager of Facility Planning Grade 30 MIS Assistant Director Grade 20 Staffing Manager Titles designated as Civil Service Unclassified are not covered by the provisions of Civil Service Rules or any related rules covering employment in classified service positions unless specifically stated in this Agreement. � � � 22 • � � APPENDIX C Years of Service 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 � 23 24 25 26 27 28 29 30 31 32 33 � 35 36 37 38 39 40 41 42 43 44 45 ��=Z7 STANDARD RANGES, JANUARY 3, 1998 SAINT PAUL SUPERVISORS' ORGANIZATION Start 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years 1 2 3 4 5 6 7 8 1,102.14 1,130.37 1,159.65 1,189.19 1,227.67 7,252.22 1,279.63 1,318.31 1, 352.02 1,389.75 1,425.36 1,46427 1,503.06 1,543.00 1,584.98 i,sza.oi 1,672.02 1,777.18 1,�64.48 1.817J1 1,860.09 1,911.57 1,965.06 2,077.52 2,07327 2,131.97 2,189.74 2,251.63 2,314.57 2,378.73 2,445.91 2,51420 2,584.55 2,656.98 2,732.53 2,810.11 2,886.94 2,971.84 3,053.85 3,139.96 3.229.19 3,321.55 3,416.11 3,513.75 3,613.59 1,179.67 1,27023 1,240.50 1,273.16 7,305.77 1,341.39 1,372.70 1,413.93 1,450.62 1,48729 1,52923 1,57021 1,672.33 1,655.44 1,700.61 1,746.70 1.794.95 1.842.34 7.892.68 1,946.13 1.998.62 2.054.40 2,112.07 2,168.70 2,230.67 2,293.62 2,355.63 2,421.80 2.489.96 2,560.29 2,631.70 2,704.25 2.780.81 2,859.58 2,941.50 3,024.44 3,111.00 3,199.67 3,290.70 3,384.49 3,480.02 3,580.92 3,681.70 3,787.70 3.897.79 1,229.09 1,261.64 1,295.24 1,327.86 1,365.46 1.401.18 1,432.13 1.475.75 1,514.70 1,554.62 1,597.63 1,639.59 1,684.99 t,729.92 7,776.79 i,azs.as 1,874.79 1,92827 1.979.78 2,035.40 2,091.05 2,148.83 2,2osss 2,270.57 2,333.52 2,396.65 2,465.90 2,535.76 2,605.57 2,679.07 2,755.56 2,83326 2,913.74 2,996.03 3,082.15 3,16728 3,257.52 3,350.98 3,446.47 3,54621 3,646.90 3,749.95 3,858.98 3,96929 4.083.71 23 1,282.59 1,31728 1,350.95 1,387.69 1,424.31 1,46325 1,496.04 1,539.93 1.582.91 1,624.97 1,668.95 1,714.11 1,759.30 1,809.56 1,857.94 1,909.41 1,959.89 2,015.41 2,071.17 2,128.77 2,187.67 2,248.46 2,310.43 2,375.52 2,440.76 2,570.96 2,580.33 2,654.82 2,727.43 2,803.98 2,884.80 2,966.68 3,050.68 3,137.78 3,225.98 3,378.37 3,471.99 3,510.59 3.610.26 3,71522 3,820.36 3,929.46 4,042.78 4, 7 60.43 4.279.16 1,340.36 1,374.09 1,411.85 1,449.63 1,487.29 1,527.16 1,562.46 1.610.15 1,65A.33 1,698.47 1,745.85 1,791.85 1,840.20 1,890.54 1,941.97 1,996.53 2,051.18 2,109.97 2,166.63 2,227.54 2,290.39 2,352.43 2,419.68 2,455.97 2,SSS.t9 2,628.56 2,702.11 2,776.66 2,857.45 2,937.39 3,020.17 3,707.35 3,196.44 3.285.83 3,379.32 3,476.87 3,575.62 3,677.57 3,784.57 3,890.65 4,002.90 4,117.45 4,237.14 4,360.94 4,484.93 1.397.11 1,435.97 1,473.77 1,513.66 1,552.42 1,594.45 1,631.75 1,682.65 1.728.84 1,773.99 1,823.39 1,872.68 1,926.77 1,977.63 2,031.31 2,088.96 2,1as.ss 2,206.52 2.268.49 2,330.38 2,394.52 2,461.70 2,531.01 2,603.50 2,674.84 2,751.45 2.829.07 2.907.91 2.991.81 3,075.80 3.163.03 3253.30 3.346.84 3,44223 3,540.01 3,641.72 3.745.79 3,853.78 3,965.13 4,079.60 4,19521 A,375.95 4,441.80 4,569.97 4,701.16 1,435.97 1,473.77 1,513.62 1,552.42 1,594.45 1,638.54 1,675.47 1.728.86 1,773.99 1,823.39 1,869.62 1,926.17 1,977.63 2,031.37 2,088.96 2, 7 45.65 2,206.52 2,268.49 2,328.31 2,394.52 2,461.70 2,531.01 2,603.50 2,674.84 2,751.45 2,829.07 2.907.91 2.991.81 3,075.76 3, 7 60.88 3253.30 3, 346.84 3,442.23 3,540.01 3,642.77 3,745.79 3,853.78 3,964.96 4,07822 4,203.47 4,323.17 4,448.11 4,5�727 4,709.53 4,845.02 1,471.65 1,572.52 1,551.35 1,553.85 1,635.45 1,680.62 1.719.16 1.773.99 1,821.35 1,872.68 1.923.98 1,976.58 2,029.20 2,086.69 2, 7 45.65 2,203.44 2,267.37 2,327.31 2,393.47 2,46072 2,529.94 2,600.31 2,674.84 2,747.16 2,825.97 2,905.75 2,988.70 3,073.73 3,160.88 3,252.7 9 3,343.60 3,438.08 3,537.86 3,640.66 3,743.70 3,849.70 3,960.98 4,074.43 4,193.02 4,313.62 4,436.71 4,565.69 4,698.01 4,834.37 4.974.17 ., APPENDIX C C�I6' 10 11 12 13 14 15 16 17 18 19 20 27 � 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 (Continued) STANDARD RANGES, JULY 4, 1998 SAINT PAUL SUPERVISORS' ORGANIZATION 1 Year 2 Year 3 Years 4 Years 5 Years 10 Years 15 t,779.67 1,21023 7,240.50 1,273.16 1,305.77 1,341.39 1,372.70 t,473.93 1,450.62 1,48729 7,52923 1,57021 1,612.33 1,655.44 t,700.61 1,746.70 1.794.95 7,842.34 1,892.68 1,946.13 1.998.62 2,054.40 2.172.07 2,168.70 2,230.67 2,293.62 2,355.63 z,az�.ao 2,489.96 2,560.29 2,631.70 2,70425 2.780.81 2.859.58 2,941.50 3,024.44 3,171.00 3,199.67 3,290.10 3,384.49 3,480.02 3,580.92 3.65170 3,787.70 3,897.79 1, 229.09 1, 282.59 1, 340.36 1,261.64 1,31728 1,374.09 t, 295 24 1, 350.9 5 1, 411.85 1, 327.86 1, 387.69 1, 449.63 1.365.46 1,424.31 7 ,48729 7,401.18 1,46325 1,527.16 1,432.73 7,496.04 1,562.46 1,475.75 1,539.93 7,610.15 1,514.70 1,582.97 1, 654.33 1,554.62 1,597.63 1,639.59 7,684.99 1,729.92 1,776.19 1,826.46 1,874.79 1,928.27 1.979.78 2,035.40 2,091.05 2,748.83 2,208.59 2.270.57 2,333.52 2,396.65 2,465.90 2,535. Y 6 2,605.57 2,679.07 2,755.56 2,83326 2,973.74 2,996.03 3,082.15 3,76728 3,257.52 3,350.98 3,446.47 3,54621 3,646.90 3,749.95 3,858.98 3,969.29 4,083.71 1,624.91 1,668.95 1,714.11 1,759.30 1,809.56 1,857.94 1,909.41 1,959.89 2,015.47 2.071.17 2.128.77 2,787.67 2,248.46 2,310.43 2,375.52 2,440.76 2,510.96 2,580.33 2,654.82 2.727.43 2,803.98 2,884.80 2,966.68 3,050.68 3,137.78 3,225.98 3,318.37 3,411.99 3,510.59 3,61026 3,71522 3,820.36 3,929.46 4,042.78 4,160.43 4.279.16 1.698.47 1,745.85 1,791.85 1,84020 7,890.54 t,941.97 7,996.53 2,051.78 2,109.97 2,166.63 2,227.54 2,290.39 2,352.43 2,419.66 2,485.97 2,555.19 2,628.56 2.702.11 z,ns.ss 2,857.45 2,937.39 3,020.17 3,107.35 3,196.44 3,285.83 3,379.32 3,476.87 3,575.62 3,677.57 3,784.57 3,890.65 4,002.90 4,117.45 4,237.14 4,360.94 4,484.93 1,397.11 1,435.97 1.435.97 1,47377 1,473.77 1,513.62 1,573.66 1,552.42 1,552.42 1,594.45 7,594.45 1,638.54 1,631.75 1,652.65 7 ,728.84 1.773.99 1,823.39 1,872.68 7.926.17 1,977.63 2,031.31 2,088.96 2,745.65 2,206.52 2,268.49 2,330.38 2,394.52 2.461.70 2,531.01 2,603.50 2,674.84 2,751.45 2,529.07 2,907.91 2.991.81 3,075.80 3,163.03 3,253.30 3,346.84 3,442.23 3,540.01 3,647.72 3,745.79 3,853.78 3,965.13 4,079.60 4,19527 4,315.95 4,441.80 4,569.91 4,701.16 1,675.47 1.728.86 1,773.99 1,823.39 7,869.62 1.926.17 1,977.63 2,031.31 2,088.96 2.145.65 2,206.52 2,268.49 2,328.31 2,394.52 2,467.70 2,531.07 2,603.50 2,674.84 2,751.45 2,829.07 2,907.91 z,ss�.ai 3,075.76 3, 7 60.88 3,253.30 3,346.84 3,442.23 3,540.01 3,642.77 3,745.79 3,853.78 3,964.96 4,078.22 4,203.47 4,323.17 4,448.11 4.57727 4,709.53 4,845.02 7,471.65 1,572.52 1,551.35 1,553.85 1,635.45 1,680.62 7,719.16 7,773.99 1,821.35 1,872.68 7.923.98 1,976.58 2,02920 2,086.69 2,145.65 2,203.44 2,267.37 2,327.37 2,393.47 2,460.72 2,529.94 2,600.31 2,674.84 2.747.16 2,825.97 2,905.75 2,988.70 3,073.73 3,160.88 3,252.17 3,343.60 3,438.08 3,537.86 3,640.66 3,743.70 3,849.70 3,960.98 4,074.43 4,193.02 4,313.62 4,436.71 4,565.69 4,698.01 4,834.37 4,974.17 New Step 1,500.61 1,54229 1,581.89 1,584.44 1,667.64 1,713.70 1,753.01 1,808.91 1.857.21 1,909.54 1,961.85 2,015.49 2,069.14 2,127.77 2, 787.89 2,246.81 2,372.00 2,373.12 2,440.59 2,509.76 2.579.�4 2,651.50 2,727.50 2,807.24 2,881.60 2,962.95 3,047.53 3,13423 3,223.10 3,316.13 3,409.41 3,505.76 3,607.51 3,712.33 3,877.39 3,925.48 4,038.95 4,t54.64 4,275.56 4,398.53 4,524.05 4,655.57 4,790.50 4.929.54 5,072.09 • � � �z� • � � APPENDiX C (Continued) •. 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 1$ 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 `d0�? STANDARD RANGES, JANUARY 2, 1999 SAINT PAUL SUPERVISORS' ORGANIZATION 1 Year 2 Year 3 Years 4 Years 5 Years 10 Years 15 Years � New Step 1,20621 1,237.46 7,268.41 1,301.81 1,335.15 1,371.57 1,403.59 1,445.74 1,48326 1,520.75 1,563.64 1,605.54 1,648.61 1,692.69 t,738.87 1,786.00 1,835.34 1,883.79 1,93527 1,989.92 2,043.59 2,100.62 2,159.59 2,217.50 2,280.86 2,34523 2,408.63 2,476.29 2,545.98 2,617.90 2,690.91 2,765.10 2,843.38 2,923.92 3,007.68 3,092.49 3,181.00 3,271.66 3,364.13 3,460.64 3,558.32 3,661.49 3,764.54 3,8�2.92 3,985.49 1,256.74 1,290.03 1,324.38 1,357.74 1,396.18 1,432.71 1,464.35 1,508.95 1,548.78 1,589.60 1,633.58 1,676.48 1.722.90 1.768.84 1,816.15 1,867.56 1,916.97 1,971.66 2,024.33 2,081.20 2,138.10 2.197.18 2,258.28 2,327.66 2,386.02 2,450.57 2,521.38 2,59220 2,664.20 2,739.35 2,817.56 2,897.01 2.978.69 3,063.44 3,157.50 3,238.54 3,330.81 3,426.38 3,524.02 3,626.00 3,728.96 3,834.32 3,945.81 4,058.60 4,175.59 1,371.45 1,346.92 1,381.35 1.418.91 1,456.36 1,496.17 1,529.70 1,574.58 7,678.53 7,661.47 1,706.50 7,752.68 1,798.88 1,85028 1,899J4 1,952.37 2,003.99 2,060.76 2,1 1777 2,176.67 2,236.89 2,299.05 2,362.41 2,428.97 2,495.68 2,567.46 2,638.39 2,714.55 2,788.80 2,867.07 2,949.71 3,033.43 3,119.32 3,208.38 3,298.56 3,393.03 3,488.76 3,589.58 3,691.49 3,798.87 3,906.32 4.017.87 4, 7 33.74 4,254.04 4,375.44 1,370.52 1,405.01 1,443.62 1,48225 1,520.75 1,561.52 1,597.62 1,6a6.38 1,691.55 1,736.69 1,785.13 1.832.17 1,881.60 1,933.08 1,985.66 2,041.a5 2.097.33 2,157.44 2,215.38 2,277.66 2, 341.92 2,405.36 2,474.12 2,541.90 2,612.68 2,687.70 2,762.91 2,839.53 2,927.7a 3,003.48 3,088.12 3,17727 3,268.36 3,359.76 3,455.35 3,555.10 3,656.07 3,760.32 3,869.72 3,978.79 4,092.97 4,210.09 4,332.48 4,459.06 4,585.84 1,428.54 7,468.28 7,506.93 1,547.72 7,587.35 1,630.33 1,668.46 t,720.51 1,767.74 1,813.90 7,864.42 7,914.82 7,969.51 2,022.13 2,077.01 2,135.96 2,193.93 2,256.17 2,319.53 2,382.81 2,448.40 2,517.09 2,587.96 2,662.08 2,735.02 2,813.36 2,892.72 2,973.34 3,059.13 3,745.01 3,234.20 3,326.50 3,422.14 3,519.68 3,679.66 3,723.66 3,830.07 3,940.49 4,054.35 4,171.39 4,289.60 4,413.06 4,541.74 4,672.73 4,806.94 1,46828 1,506.93 1,547.68 1,587.35 1,630.33 1,675.41 1,713.17 1,767.76 1,813.90 1.864.42 1,911.69 1,969.51 2,022.73 2,077.01 2, 7 35.96 2,193.93 2,256.17 2,319.53 2,380.70 2,448.40 2,517.09 2,587.96 2,662.08 2,735.02 2,873.36 2,892.72 2,973.34 3,059.13 3,144.96 3,232.00 3,326.50 3,422.14 3,519.68 3,619.66 3,724.73 3,830.07 3,940.49 4,054.17 4,169.98 4,298.05 4,420.44 4,548.19 4,68026 4,875.49 4,954.03 1,504.76 1,546.55 1,586.26 1,588.81 7,67225 1,718.43 1,757.84 1,813.90 1,862.33 1,914.82 1,96727 2,027.05 2,074.86 2,133.64 2,193.93 2,253.02 2,318.39 2,379.67 2,447.32 2,516.09 2,586.86 2, 658.82 2,735.02 2,808.97 2,889.55 2,971.13 3,055.95 3,142.89 3,232.00 3,325.28 3,418.83 3,515.44 3,617.46 3,722.57 3,827.93 3,936.32 4,050.10 4,166.10 4,287.36 4,470.68 4,536.54 4,668.42 4,803.72 4,943.74 5,086.09 7,538.13 1,580.85 1,621.44 1,624.05 t,709.33 t,756.54 7,796.84 7 ,854.13 1,903.64 1,95728 2,010.90 2,065.88 2,120.87 2,180.96 2,242.59 2,302.98 2,369.80 2,432.45 2,501.60 2,571.89 2,64423 2.777.�9 2,795.69 2,871.27 2,953.64 3,037.02 3,123.72 3,212.59 3,303.68 3,399.03 3,494.65 3,593.40 3,697.70 3,805.14 3,972.82 4,023.62 4,139.92 4,258.51 4,382.45 4,508.49 4,637.15 4.771.96 4,97026 5,052.78 5, 7 98.89 P�.� fi�l�]�/ D Dental Insurance .......................................... 9 Discipline ................................................ 14 F Fair Shaze Fee ............................................1 Flexible Spending Account ...........................9 Funeral I,eave .---- ....... .. .. ...... -------.......... 6 G Grievance Procedure ................................... 14 H Health Insurance ..........................................8 Holidays .................................................... 4 Hours of Work ............................................2 L Legal Services .......................................... 14 Life Insurance .............................................9 Long-Tettn Disability Insurance .....................9 M Matemity/PazentaUFamily Medical Leave ........7 Membership Fee Assessments ....................... I Mileage ................................................... 17 0 Overtime ...................................................2 P Preamble.................................................. iv R Retirement Healih Insvrance ........................ 10 S Salaries ................................................... 19 Seniority ...................................................3 Seveiance Pay ...........................................13 Sick Child Caze I.eave ..................................6 Sick Leave .................................................6 Sick Leave Conversion .................................6 Spouse/Dependent ParenT Leave .....................6 Standard Ranges ........................................ 23 T Tides And Grades ...................................... 22 V V acation .................................................... 5 W Wages ....................................................... 7 Working Out of Classification .......................3 � � � 26 Council File # �q � a.� SAINT PAUL, MINNESOTA Presented Referred To Committee Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached January 1, 1998 through December 31, 1999 Employment Agreement between the Independent School District No. 625, Saint Paul Public Schools, and Saint Paul Supervisors Organizafion, Representing Civil Service Supervisors. Requested by Departrnent oL Office of Labor Relations Adopted by Council: Date �� `�� Adoprion Certified by Council Secretary By: � � , -4—� Approved by Mayor: Date VRt�i �� q gy . C�uiLl �� '°�(if B �� -g--s, Form Ap roved b A B �dQ��n'►'vC t��'lt�t 4 0 R I G I N A L Green Sheet # 62416 RESOLUTION � M DEYARTl1�NT/OFFICE/COUNCIL: DATE A'ITIATED f , � LABORRELATIONS 12/28/98 GREEN SHEET No.: 62416 �.a� �1� CONTACf PERSON & PHONE: q uvTTw/DATE 1Nn7n1.mn7'E JUI.� �E�US 266-6513 �IGN 1 DEPARTMENf DIR. 4 CITY COUNCIL NUMBER 2 C17Y ATIORNEY � C[TY CLERK MOST BE ON COUNQL AGENDA BY (DATE) FOR BU1xiEf DIR. FIN. & MGT. SERVICE DIIL ROUTING 3 MAYOR (OR ASST.)� ORDER TOTAL # OF SIGNATURE PAGES I (CLIP ALL LOCAIIONS FOR SIGNATORE) ncr�ox �QVFSrEn: This resolution approves the attached January 1, 1998 through December 31, 1999 Employment Agreement between the Independent School Distdct No. 625, Saint Paul Public Schools, and Saint Paul Supervisors Organization, Representing Civil Service Supervisors. RECOMIv�NDAT70NS: Approve (A) or Rejec[ (R) PERSONAL SERVICE CONTRACI'S MUST ANSWER 1TiE FOI.LOWING QUESTIONS: - _PLANNING CAMbIISSION _CI VIL SERVICE COMIv�SSION l. Has this pe�soNfirm ever worked under a contract for this depazlment? _Cffi COMIvII11'EE Yes No _STAFF 2. Haz this persodfirm ever been a city empioyee? � _DISTRICT COURT Ya No SUPPORTS WHICH COUNCIL OBJECTI VE? 3. Does this person/firm possess a skill not no�mally possessed by any curtent city emptoyee? Yes No Explain ail yes answers on separate s6eet and attach to green sheet INiTIA1'IIVG PROBLEM, ISSITE, OPPORTUNITY (Who, W6at, W6en, W6erq Why): ADVANTAGESIFAPPROVED: �'°'i�;?�?1 ��;a� .�3. This Agreement pertains to Board of Education employees only. �� DISADVANI'AGES IF APPROVED: DISADVANTAGES IF NOT APPROVED: TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGETED: FONDING SOURCE: AGTIVITY NUMBER: FJNANCIAL INFORMATION: (EXPI.AIl� RECEIVE6 MAYOR'S OFFICE INDEPENDENT SCHOOL DISTRICT NO. 625 Otq -a� BOARD OF EDUCATION SAINT PAUL PUBLIC SCHOOLS DATE: July 21, 1998 TOPIC: Approval of Employment Agreement Between Independent School District No. 625, Saint Paul Public Schools and Saint Paul Superoisors Organization, Representing Civil Service Supervisors A. PERTINENT FACTS: 1. New Agreement is for a two-year period from January 1, 1998, through December 31, 1999. 2. Contract changes are as follows: Waqes: Effective January 3, 1998, increase wage schedule 1.6%. Effective January 2, 1999, increase wage schedule 225%. Restructured step schedule from a civil service format to a straight eight-year schedule, removing the beginning step and adding a new top step. The timing of step increases will be changed from anniversary date to annually at the beginning of the calendar year. This change was made to facilitate District business practices. Insurance: The insurance premium contributions by the District are increased from The current insurance caps of $190 for single coverage and $325 for family coverage will increase as follows: Sinqle Familv Effective January 1, 1998 $196.05 $350.00 Effective January 1, 1999 $205.00 $375.00 Effective January 1, 1999, life insurance coverage will change from one times annual salary to $50,000. The District will provide up to $10 per month toward a long-term disability policy. Employees who are married to another District employee and who are covered under their spouse's health plan may waive the Single or Family contribution to health insurance and receive up to $150 per month toward their spouse's family premium. Retiree Health Insurance: Language revised, removing options that created a tax liability for employees. Holidavs: The Columbus Day holiday is deleted and replaced with the Day After Thanksgiving. Veterans Day and two floating holidays are converted to vacation days. The eligibility language is revised. These changes streamline the leave system by aligning the leave system with the organizational calendar and reducing payroll processing time. Severance Pav: Employees who retire and meet eligibility requirements will receive $100 per day for unused, accumulated sick leave up to a maximum of $15,000. This replaces all previous severance pay plans. Sick Leave: Employees may use up to five sick days to care for and attend to the serious or critical illness of his/her spouse or dependent parent. 3. The District has 18 FTE's in this bargaining unit. 4. This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager; Richard Kreyer, Negotiations/Labor Relations Manager; and Lois Rockney, Interim Executive Director, 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 civil service supervisors in this school district; duration of said Agreement is for the period of January 1, 1998, through December 31, 1999. ��s2� ��t � 1998 - 1999 , ; COLLECTIVE BARGAINING AGREEMENT between INDEPENDENT SCHOOL DISTRICT NO. 625 and • SAINT PAUL SUPERVISORS' ORGANIZATION January 1, 1998 Through December 31, 1999 � Sainf Pau/ Public Schools L/ F E L O N G L E A R N/ N G � �' Sainf Pau1 Public Schools L/ i E L O N G L E A R N/ N G SAINT PAUL PUBLIC SCHOOLS Independent School Districf No. 625 Board of Education Mary Thornton Phitlips - Chair Greg Filice - Vice Chair Giibert de la O- Clerk Neal Thao - Treasurer Administration William A. Larson - Maureen A. Flanagan - (Vacant) Lois M. Rockney Gy R. Yusten Tom Conlon - Direcior Becky Montgomery - Director AI Oertwig - Director Interim Superintendent of Schools Executive Assistant Superintendent of Schools Assistant Saperintendent Accountability, Technology and Support Services Interim Executive Director Fiscal Affairs and Operations Assistani Superintendent Teaching and Leaming � • � � • � 0 � ARTICLE TITLE Article 1 Article 2 Article 3 Article 4 Article 5 Article 6. Article 7. Article 8. Article 9. Ar4icle 10 Article 11 Article 12 Article 13 Article 14 Article 15 Article 16 Article 17 Article 18 Article 19 TABLE OF CONTENTS �ae�� PAGE Preamble ................................................................................................... i v Recognition ..................................................................................................1 Check Off and Administrative Service Fee .................................................. 1 Management ......................................................................................2 Maintenance of Standards ............................................................................2 Hours of Work and Overtime .......................................................................2 Working Out of Classification ..................................................................... 3 Seniority .....................................................................................................3 Holidays ....................................................................................................... 4 Vacation ....................................................................................................... 5 Leaves Absence ........................................................................................ 6 Wages ........................................................................................................... 7 Insurance Benefits ......................................................................................8 Severance ........................................................................................... i 3 LegalServices ...........................................................................................1 4 Discipline ..................................................................................................1 4 Grievance Procedure .................................................................................1 4 Mileage ....................... ..............................................................................1 7 Savings Clause ........................................................................................... i 7 Duration and Effective Date ....................................................................... i S Appendix A: Titles and Salaries ...................................................... 1 9- 21 Appendix B: Titles and Grades ............................................................... 2 2 Appendix C: Standard of Ranges ...................................................... 2 3- 2 5 Index ....................................................................................................... 2 6 � 0 PREAMBLE This Agreement, entered into between Independent School District No. 625, hereinafter referred to as the °Employer," and the Saint Paul Supervisors' Organization, hereinafter referred to as the "Organization " for the purpose of fostering and promoting harmonious relations between the Employer and the Organization in order that a high level of public service can be provided to the citizens of the independent Schooi District No. 625. This Agreement attempts to accomplish this purpose by providing a fuller and more complete understanding on the part oi both the Employer and the Organization of their respective rights and responsibilities. The provisions of this Agreement shall not abrogate the the Employer, the Organization or the employees as established the Public Employment Labor Relations Act of 1971, as amended. rights and/or duties of under the provisions of • • � � �,o�� ARTICLE 1. RECOGNff10N i 1.1 The Employer recognizes the Sai�t Paul Supervisors' Organization as the exclusive representative for the White Collar Supervisory Employees of the Professional Group, and certain Unciassified Supervisory Employees as certified by the State of Minnesota Bureau of Mediation Services (BMS), dated December 11, 1973, Case No. 74-PR-207A and as revised by Unit Ciarification Hearing of Bargaining Unit, April 16, 1974, Case No.74-PR-414-A, and as revised by Certification of Exclusive Representative, December 7, 1977, Case No. 78-PR-500-A; and as revised by Unit Ciarification order, December 9, 1988, BMS Case IVo. 89-PR-2134. This unit represents titles as listed in Appendix B. 1.2 The parties agree that any new classifications which are an expansion of the above bargaining unit or which derive from the classifications set forth in this Agreement shall be recognized as a part of this bargaining unit, and the parties shall take ail steps required under the Public Employment Relations Act to accomplish said objective. ARTICLE 2. CHECK OFF AND ADMINISTRATIVE SERVICE FEE 2.1 The Employer agrees to deduct the Organization 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 • Organization and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 2.2 Any present or future employee who is not an Organization member shall be required to contribute a fair share fee for services rendered by the Organization. Upon notification by the Organization, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Organization. In rro instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. It is also understood that in the event the Employer shali make an improper fair share deduction from the earnings of the employee, the Organization shall be obiigated to make the Employer whole to the extent that the Employer shall be required to reimburse such employee for any amount improperly withheld. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 2.3 Administrative Service Fee. The Organization agrees that an administrative fee of fifty cents ($.50) per member per month shall be deducted by the Employer from the amount withheld for dues or fair share prior to remittance of dues o r fair share to 4he Organization. 2.4 The Organization agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgments brought or issued against the � Employer as a result of any action taken or not taken by the Employer under the provisions of this Article. ARTICLE 3. MANAGEMENT RIGHTS 3.1 The Organization recognizes the right of the Employer to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The rights and authority which the Employer has not officially 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 of inherent managerial policy, which incfude, but are not limited to, such areas of discretion or policy as the functions and programs of the Employer, its overall budget, utilization of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 4. MAINTENAhlCE OF STANDARDS 4.1 The parties agree that all conditions of employment relating to wages, hours of work, vacations, and all other general working conditions except as modified by this Agreement 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 (Council File No. 273022, June 2, 1979, as amended) at the time of the signing of this Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. ARTICLE 5. HOURS OF WORK AND OVERTIME 5.1 The normal hours of work for the employees shall be seven and three-fourths (7-3/4) hours in any twenty-four (24) hour period and thirty-eight and three-fourths (38-3/4) hours in a seven (7)-day period. For employees on a shift basis, this shall be construed to mean an average of thirty-eight and three-fourths (38-3/4) hours a week. 5.2. Employees who work more than seven and three-fourths (7-3/4) hours in any twenty-four (24) hour period or more than thirty-eight and three-fourths (38-3/4) hours in any seven (7) day period shall not receive pay for such additional work. 5.3 It is understood by the parties that Section 28H (Overtime Compensation) of the Civil Service Rules (Council File No. 273022, June 2, 1979 as amended) shall not apply to this unit. 5.4 In unusual c+rcumstances, employees who work more than seven and three-fourths (7-3/4) hours in any twenty-four (24) hour period or more than thirty-eight and three-fourths (38-3/4) hours in any particuiar seven (7) day period may be granted compensatory time with the approval of their department head. � � r, LJ 2 � �m�7 1I \ J 6.1 The Employer shall avoid, whenever possible, working an employee on an out-of-ciass assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16th) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, all of the significant duties and responsibilities of either a) a position previously held by another employee and different from the empioyee's regular position, bj a position held by an employee on extended leave or c) a new position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. ARTICLE 6. WORKING OUT OF CLASSIFICATION ARTICLE 7. SENIORITY 7.1 Seniority, for the purposes of this Agreement, shall be defined as follows: The length of continuous, regular, and probationary service with the Employer from the date an employee was first certified and appointed to a class title covered by � this Agreement, it being further understood that seniority is confined to the current class assignment heid by an employee. In cases where two or more empioyees are appointed to the same class title on the same date, the seniority shaii be determined by the employee's rank on the eligible list from which the certification was made. 7.2 Seniority shall terminate when an employee retires, resigns or is discharged. � 7.3 In the event it is determined by the Employer that it is necessary to reduce the workforce, employees will be laid off by class title within each department based on inverse length of seniority as defined above. 7.4 In cases where 4here are promotional series, such as ACCOUntant IV, V, eYc., when the number of employees in the higher title is to be reduced, employees will be offered reductions to the highest title in which class seniority would keep them from being laid off, before layoffs are made by any class title in any department. 7.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shali expire after two years of layoff. It is understood that such employees w i I I pick up their former seniority date in any class of positions that they previously held. 7.6 To the e�ent possible, vacation periods shall be assigned on the basis of seniority. It is, however, understood that vacation assignment shall be subject to the ability of the Employer to maintain operations. K3 ARTICLE 8. HOLIDAYS 8.1 Holida� recoanized and observed. The fo!lowing days sha!! be recogroized and observed as paid holidays: New YeaPs Day Martin Luther King Presidents' Day Memorial Day Independence Day Labor Day Jr. Day Thanksgiving Day Day After Thanksgiving Christmas Day Eligible employees shall receive pay for each of the holidays listed above on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. 8.2 Elioibitity Requirements. To be etigible for holiday pay, employees must have been compensated for all scheduled hours of their last scheduled workday before the holiday and for their first scheduled workday following the holiday. I n neither case shall the holiday be counted as a working day for the purposes of this Section. 8.3 If Martin Luther King Jr. Day or Presidents' Day falls on a day when school is i n session, the employee shall work that day at straight time and another day shall be designated as the holiday. This designated holiday shall be determined by agreement between the employee and the supervisor. � � r1 L J 0 ��m2� .�� ARTICLE 9. VACATION s 9.1 At the beginning of each calendar year, each full-time employee shall be granted vacation according to the foilowing schedule: Annuai Annual Hours Days Years of Service Granted Granted First year through completion of 8 years 1 44 1 8 After 8 years through completion of 15 years 184 23 After 15 years and thereafter 224 28 Employees who work less than twelve (12) months per year or full-time shall be granted vacation on a pro rata basis. Years of service with the CiTy of St. Paui prior to January 1, 1996, and years of service in any bargaining group with the Schooi District will be counted as years of service for purposes of this Section. Hours/days listed are based on a full-time, 2,080-hour work year. 9.2 An employee may carry over into the following year up to one hundred sixty (160) hours of vacation. 9.3 The time of vacation shall be fixed by the head of the department in which the employee is employed. If an employee has been granted more vacation than he/she has eamed up to the time of his/her separation from the Employer's service, the employee shall reimburse the Employer for such unearned � vacation. If an employee is separated from service by reason of resignation, the employee shall be granted such vacation pay as he/she may have earned and not used up to the time of such separation, provided that the employee has notified the department head in writing at least fifteen calendar days prior to the date of resignation. If an employee is separated from the service by reason of discharge, retirement or death, he/she shall be granted such vacation pay as he/she may have eamed and not used up to the time of such separation. The provisions of this Article shall not apply to temporary employees. 9.4 If an employee has an accumulation of sick leave credits in excess of one hundred and eighty days, any part of such excess may be converted to vacation at the rate of one-half day of vacation for each day of sick leave credit. No employee may convert more than ten (10) days of sick leave in each calendar year under this provision. 9.5 For purposes of vacation, one (1) day equals eight (8) hours. r� ►._� 5 ARTICLE 10. LEAVES OF ABSENCE 10.1 Sick Leave. Sick leave shall accumulate at the rate of .0576 of a working hour for each full hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave, the employee must report to his/her supervisor no later than one-half hour past his/her regular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of this Agreement. 10.1.1 �ecified Allowable Uses of Sick Leave. Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay, for such period of time as the head of the department deerris necessary, on account of sickness or injury of the employee, quarantine established and declared by the Bureau of Health, death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law or other person who is a member of the household; and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc., or in the case of sudden sickness or disability of a parent or a member of his/her household, making arrangements for the care of such sick or disabled persons up to a maximum of eight (8) hours sick leave. 10.1 .2 Funeral Leave. Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted one (1) day of such leave to attend the funeral of the employee's grandparent, grandchild, aunt, uncle, sisier-in-law or brother-in-Iaw. 10.1 .3 Sick Child Care Leave. An employee who has worked for the District for at least twelve (12) consecutive months for an average of twenty ( 2 0) or more hours per week prior to the leave request may use accumulated personal sick leave credits for absences required to care for the employee's ill child. Sick leave for sick child care shali be granted on ihe same terms as the employee is able to use sick leave for the employee's own illness. This leave shall only be granted pursuant to Minnesota. Statute § 181.9413 and shall remain available as provided in Statute. 10.1.4 Soouse/Dependent Parertt Leave. Up to five (5) days of accumulated sick leave may be used in a work year to allow the employee to care f o r and attend to the serious or critical illness of his/her spouse o r dependent parent. These days when used are deductible from sick leave. 10.1.5 Sick Leave Conversion. Sick leave accumulation in excess of 1,440 hours may be converted to paid vacation time at a ratio of two (2) hours of sick leave time for one (1) hour of vacation time, to a maximum of five (5) regularly-assigned workdays (not to exceed a total of forty (40) hours in any year. There shall be no conversion of unused sick leave in any amount at any time to any cash payment other than the above-described conversion to vacation time or severance pay in Article 13. i � LJ � ��a� • 10.2 Maternitk/Parentai/Family Medical leave ARTICLE 10. LEAVES OF ABSENCE (continued) 10.2.1 Maternity Leave is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the empioyee may apply for leave without pay at any time during the period stated above and the Employer may approve such leave at its option, and such leave may be no longer than one (1) year. 10.2.2 Parental leave shall be granted to employees for the birth or adoption of a chiid in accordance with applicable state laws. 10.2.3 Effective February 1, 1994, leaves of absence shall be granted as required under the federal law known as the Family and Medical Leave Act (FMLA) so long as it remains in force. The Human Resource Department provides procedures. ARTICLE 11. WAGES S 1 1.1 The wage schedule for the purpose of this contract shall be Appendix A. 11 .2 Salary Step Progression 1 1.2.1 An employee must have received an overall rating of °Satisfactory" on hislher most recent performance evaluation to receive any salary step advancement. 11.2.2 Step Movement from January 1, 1998, through June 30, 1998, will be based on Civil Service rules. 11 .2.3 On July 1, 1998, the "StarY' step is removed and Step 1 becomes the beginning step. The ten-year and fifteen-year steps become Steps 6 and 7 and a new Step 8 is ackled. Employees who were paid a minimum of 1,040 hours in the previous twelve months (minimum hours requirement is prorated for part-time employees), whose last step advancement occurred prior to January 1, 1998, and whose calendar years of service support a step advancement will advance one step on the salary schedule. 11 .2.4 On January 1, 1999, and each January 1 thereafter, employees who received overall satisfactory pertormance rating and who were paid a minimum of 1,040 hours in the previous twelve (12) months � (prorated for part-time employees) wili receive a step. 7 ARTICLE 12. INSURANCE BENEFITS SECTfON 1. ACTIVE EMPLOYEE HEALTH fNSURANCE 1.1 The Employer will continue for the period of this Agreement to provide for active employees such health and life insurance benefits as are provided by Employer at the time of execution of this Agreement. 1.2 Eliaibility Waiting Period. Three (3) full months of continuous regulariy appointed service in independent School District No. 625 wiil be required before an eligible employee can receive the District contribution to premium cost for health and life insurance provided herein. 1.3 Full-Time Status. For the purpose of this Article, ful)-time employment is defined as appearing on the payroll at least thirty-two (32) hours per week o r at least sixty-four (64) hours per pay period, excluding overtime hours. 1.4 Hali-Time Status. For the purpose of this Article, half-time employment is defined as appearing on the payroll at least twenty (20) hours but less than thirty-two (32) hours per week or at least forty (40) hours but less than sixty-four (64) hours per pay period, excluding overtime hours. 1.5 Emplover Contribution Amount: Full-Time Employees. Effective January 1, 1998, for each eligible employee covered by this Agreement who is employed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $196.05 per month, whichever is less. For each eligible full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $350 per month, whichever is less. 1.5.1 Effective January 1, 1999, for each eligible employee covered by this Agreement who is employed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $205 per month, whichever is less. For each eligible full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $375 per month, whichever is less. 1.6 Emplover Contribution Amount� Half-Time Em I�ovees. For each eligible employee covered by this Agreement who is employed half time, the Empioyer agrees to contribute fifty percent (50%) of the amount contributed for full-time employees selecting employee coverage; or for each half-time employee who selects family insurance coverage, the Employer will contribute fifty percent (50%) of the amount contributed for full-time employees selecting family coverage in the same insurance plan. 1.7 �molover Contribution Amount: Married Cou les. Employees who are married to another District employee and who are covered under their spouse's health plan may waive the single or family contribution to health insurance and receive up to $150 per month toward their spouse's family premium. The coordination of District contributions cannot exceed the full cost of family coverage. The coordination of District contributions cannot exceed the full cost of famify coverage and cannot be applied in cases where the spouse is receiving health insurance through the District's cafeteria benefits plan. �� L_� � � F:7 �� u 1.8 Life Insurance. The District agrees to contribute the cost of life insurance. The amount of life insurance provided under this Subd. 1.7 shall be equal to the empioyee's annual salary to the nearest full thousand dollars. This amount of life insurance shall be reduced to $5,000 upon retirement and shall continue unti4 the early retiree reaches age sixty-five (65), at which time all Employer paid life insurance shall be terminated. For the purpose of this provision, the employee's °annual salary" shall be adjusted to the salary as of the first day of the first payroll period after adoption of this Agreement. There shall be no retroactive increase in life insurance coverage. ARTICLE 12. INSIlRANCE, Section 1. (continued) 1.8.1 Effective January 1, 1999, the amount of life insurance provided to each active employee shall be $50,000. This amount of life insurance shall be reduced to $5,000 upon retirement and shali continue until the early retiree reaches age sixty-five (65), at which time all Employer paid life insurance shali be terminated. 1.9 Dental Insurance. The Employer will contribute for each eligible employee covered by this Agreement who is empioyed full-time toward participation in a dental care plan offered by the Employer up to $30 per month for single coverage, or up to $70 per month for family coverage. 1.10 Lo�-Term Disability insurance. Effective January 1, 1999, the Emptoyer shall contribute up to $10 per month for each eligible employee covered by this � Agreement who is empioyed full time toward long-term disability insurance. 1.1 1 Flexible Spending Account. It is the intent of the Employer to maintain during the term of this Agreement a plan for medicai and child care expense accounts to be availabie to emp{oyees in this bargaining unit who are eligible tor Employer-paid premium contribution for health insurance for such expenses, within the established legal regulations and IRS requirements for such accounts. L� 1.12 The contributions indicated in this Article 12 shall be paid to the Employer's group health and welfare plan. 1.13 Any cost of any premium for any Employer-offered employee or family insurance coverage in excess of the dollar amounts stated in this Article 12 shall be paid by the employee through payroll deduction. �7 ARTICLE 12. INSURANCE (continued) SECTION 2. REfIREMENT HEALTH INSURANCE � Subd. 1. Benefit Eligibility for Employeeswho Retire Before Age65 1.1 E�lovees 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 Retirement Association or other public employee retiree program at the time of retirement and have severed the employment relationship with Independent School District 625; B. 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; D. Must have completed at least thirty (30) years of service, or; E Must have completed at least twenty (20) consecutive years of service within Independent School District No. 625 immediately preceding retirement. � Years of regular service 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 �mployees hired into District service after Jartuary 1. 1996. musi have completed twenty (20) years of service with Independent School District No. 625. Time with the City of Saint Paul will not be counted toward this twenty (20)-year requirement. 1.3 Eligibility requirements for all retirees: A. A retiree may not carry his/her spouse as a dependent if such spouse is also an Independent School District No. 625 retiree or Independent School District No.625 employee and eligible for and is enrolled in the Independent School District No. 625 health insurance program, or in any other Employer-paid heafth insurance program. B. Additional dependents beyond those designated to the District at the time of retirement may not be added at District expense after retirement. C. The employee must make application through District procedures prior to the date of retirement in order to be eligible for any benefits provided i n this Section. � �J 10 ��7 • ARTiCLE 12. INSURANCE, Section 2. (continued) Subd.2. Em�lover Contribution Levels for Em I�ovees Retiring Before A�e65 2.1 Heatth Insurance Employer Contribution The District will for ihe period of this Agreement provide employees who meet the eligibility requirements for health insurance in 1.1 or 1.2 above, who retire during the term of this Agreement, and until such empioyees reach sixty-five (65) years of age, such health insurance premium contributions up to the same dollar amount as were made by the District for health insurance for singie o r family wverage by that carrier, for an employee under this Agreement, i n his/her last month of active empioyment. In the event new carriers replace those in place at execution of this Agreement, the dollar amounts being paid for single or family coverage to the carrier at the employee's date of retirement shall constitute the limit on future contributions. Any employee who is receiving family coverage premium contribution at date of retirement may not later claim an increase in the amount of the Employer obligation for singie coverage premium contributions to a carrier after deleting family coverage. 2.2 Life Insurance Employer Contribution The District will provide for early retirees who qualify under the conditions of 1.1 or 1.2 above, premium contributions for eligible retirees for $5,000 of life insurance oniy until their 65th birthday. No life insurance will be provided, o r • premium contributions paid, for any retiree age sixty-five (65) or over. Subd.3. Benefit Eligibility for EmployeesAfter Age65 3.1 Employees hired into the District before January 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 healih insurance described i n Subd. 4 of this Article. 3.2 Empioyees hired into the District before January 1. 1 996, who retire at age 65 or older must have completed the eligibility requirements in Subd. 1 above or the following eligibility requirements to receive District contributions toward post- age-65 hea{th insueance premiums: A Employees hired before January 1, 1990, must have completed at least ten (10) years of continuous employment with the District. For such employees or early retirees who have not completed at least ten (10) years of service with the District at the time of their retirement, the Employer will discontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age 65. � 11 ARTICLE 12. INSURANCE, Section 2. (continued) B. Employees hired on or after January 1, 1990 and prior to January 1, 1996, must have completed twenty (20) years of continuous employment with the District. For such employees or early retirees who have not completed at least twenty (20) years of service with the District at the time of their retirement, the Employer will discontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age 65. Years of certified civil service time with the City of Saint Paul earned prior to January 1, 1996, will continue to be counted toward meeting the DistricYs service requirement of this Subd. 3. Civil service time worked with City of Saint Paul after January 1, 1996, will be considered a break in District employment. 3.3 Emolovees hired on or after January 1. 1 996, shall not have or acquire in any way any eligibility for Employer-paid healtF� insurance premium contribution for coverage in retirement at age sixty-five (65) and over in Subd. 4. Employees hired on or after May 1, 1996, shall be eligible for only eariv retirement insurance premium contributions as provided in Subd. 2 and Deferred Compensation match in Subd. 5. Subd. 4. Em�loyer Contribution Levels for Retirees After Ac�e 6 5 4.1 Emolovees hired into the District before January 1. 1996 and who meet the e�igibility requirements in Subdivisions 3.1 or 3.2 ot this Article are eligible for premium contribufions for a Medicare Supplement health coverage policy selected by the District. Premium contributions for such policy will not exceed: Coveraye Ty�e Medicare Eligible Non-Medicare Eiigible Sinale $300 per month $400 per month F mil $400 per month $500 per month At no time shall any payment in any amount be made directly to the retiree. Any premium cost in excess of the maximum contributions specified must be paid directly and in full by the retiree, or coverage will be discontinued. Subd.5. Em�lovees hired after January 1. 1996, after completion of three (3) full years of consecutive active service in Independent School District No. 625, are eligible to participate in an employer matched Minnesota Deferred Compensation Plan. Upon reaching eligibility, the District will match up to $500 per year of consecutive active service, up to a cumulative lifetime maximum of $12,500. Part-time empioyees working half time or more wifl be eligible for up to one half (50%) of the available District match. Approved non-compensatory leave shall not be counted in reaching the three (3) full years of consecutive active service, and shall not be considered a break in service. Time worked in the City of Saint Paul will not be counted toward this three (3)-year requirement. Federal and state rules governing participation in the Minnesota Deferred Compensation Plan shall apply. The employee, not the District, is sole�y responsible for determining his/her total maximum allowable annual contribution amount under IRS regulations. The employee must initiate an application to participate through the DistricYs specified procedures. • • � 12 ��' c ?7 ARTICLE 13. SEVERANCE PAY � 13.1 The Empioyer shall provide a severance pay program as set forth in this Article. Payment of severance pay shali be made within the tax year of the retirement. 13.2 To be eligible for the severance pay program, the employee must meet the following requirements: 13.2.1 The employee must be fifty-five (55) years of age or older or must be eligible for pension under the "Rule of 90° provisions of the Public Employees Retirement Association {PERA). The "Rule of 85" or the °Rule of 90" criteria shali also appiy to employees covered by a public pension plan other than PERA. 13.2.2 The empioyee must be voluntarily separated from School District 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. 13.2.3 The employee must file a waiver of re-employment with the Director of Human Resources, which will clearly indicate that by requesting severance pay, fhe employee waives all claims to reinstatement o r re-employment (of any type) with the City of Saint Paul or with Independent School District No. 625. • 13.3 If an 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 amount equal to $100 pay for each day of accrued, unused sick leave, up to one hundred fifty (150) days. 13.4 The maximum amount of money that any employee may obtain through this severance pay program is $15,000. 13.5 For the purpose of this severance pay program, a death of an employee shall be considered as separation of employment, and if the employee would have met al I of the requirements set forth above at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. 13.6 For the purpose of this severance pay program, a transfer from Independen4 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. �� 13 ARTICLE 14. LEGAL SERVICES 14.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend, hold harmless, and indemnify employee against any tort claim or demand, whether groundiess or otherwise, arising out of an alleged act or omission occurring in the performance and scope of employee's duties. 14.2 Notwithstanding (14.1.), the Employer shali not be responsible for paying any legal service fee or for providing any legal service arising from any legal action where the employee is the plaintiff. ARTICLE 15. DISCIPLINE 15.1 Preliminary Review. Prior to issuing a disciplinary action of unpaid suspension, demotion, or discharge, the supervisor will make a recommendation to his/her supervisor regarding proposed discipiine. That supervisor will then schedule a meeting with the employee prior to making a final determination of the proposed discipline. The employee shall have the opportunity to have union representation present and be provided the opportunity to speak on his/her behalf regarding the proposed action, If the employee is unable to meet with the supervisor, the employee will be given the opportunity to respond in writing. 15.2 A suspended, demoted, or discharged employee may appeal the disciplinary action by filing a ciaim of grievance under the provisions of Article 16. of this Agreement. ARTICLE 16. GRIEVANCE PROCEDURE 16.1 A grievance is defined as a dispute or disagreement as to the interpretation o r application of the specific terms and conditions of this Agreement. 16.2 The Employer will recognize representatives designated by the Organization � the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The Organization shall notify the Employer in writing of the names of such Organization Representatives and of their successors when designated. The Employer shall notify the Organization i n writing as to its designated representatives. i � � 14 `��7+�! • � 16.3 It is recognized and accepted by the Organization and the Employer that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during normal working hours when consistent with such employee duties and responsibiiities. The aggrieved employee and an Organization representative shall be allowed a reasonabie amount of time without loss of pay when a grievance is investigated and presented to the Employer during normal working hours, provided that the employee and the Organization Representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and would not be detrimental to the work program of the Employer. I t is understood that the Employer shall not use the above limitation to hamper the processing of grievances. ARTICLE 16. GRIEVANCE PROCEDURE (continued) 16.4 Grievances, as defined by 16.1, shall be resolved in conformance with the following procedure: SteP 1. An employee claiming a violation concerning the interpretation or application of this Agreement shall, within twenty-one (21) calendar days after such alieged violation has occurred, present such grievance to the Employee's supervisor as designated by the Employer. The Employer-designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 arxi appealed to Step 2 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 2 by the Organization within fifteen (15) calendar days after the Employer-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the Organization within fifteen (15) calendar days shall be considered waived. Ste° 2. If appealed, the written grievance shall be and discussed with the Employer-designated Employer-designated representative shall give tt Step 2 answer in writing within ten (10) Employer-designated representative's final Step appealed in writing to Step 3 by the Organization shall be considered waived. presented by the Organization Step 2 representative. The e Organization the Employer's calendar days following the 2 answer. Any grievance not within ten (10) calendar days Ste� 3. If appealed, the written grievance shall be presented by the Organization and discussed with the Employer-designated Step 3 representative. The Employer-designated representative shall give the Organization the Employer's answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resoived in Step 3 may be appealed to Step 4 within Yen (10) calendar days following the Employer-designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the Organization within ten (10) calendar days shall be considered waived. � 15 ARTlCLE 16. GRIEVANCE PROCEDURE (continued) Steo 4. A grievance unresolved in Step 3 and appealed to Step 4 by the Organization 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 uport, the selection of an arbitrator shall be made in accordance with the rules established by the Bureau of Mediation Services. The arbitrator shall have no right to amend, modify, nullify or ignore the terms and conditions of this Agreement. The arbitrator shail consider and decide only the specific issue(s) submitted in writing by the Employer and the Organization, and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shali be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, ruies or regulations having the force and effect of (aw. The arbitrator's decision shall be submitted in writing, with copies to both parties and the Bureau of Mediation Services within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be binding on both the Employer and the Organization and shali 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. • 16.5 The fees and expenses for the arbitrator's services and proceedings shall be • borne equally by the Employer and the Organization, provided that each party shall be responsible for compensating its own representatives and witnesses. I f either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equally. 1 6.6 If a grievance is not presented within the time limits set forth above, it shall be considered "waived." If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shall be considered settled on the basis of the Employer's last answer. If the Employer dces not answer a grievance or an appeal thereof within the specified time limits, the Organization may elect to take the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the Employer and the Organization in each step. 16.7 It is understood by the Organization and the Employer that if an issue is determined by this grievance procedure, it shall not again be submitted for determination in another forum. If an issue is determined by any other forum, i t shall not again be submitted for arbitration under this grievance procedure. � i[:� �;.�� • 17.i Employees of the School District under policy adopted by the Board of Education may be reimbursed for the use of their automobiles for school business. To be eligibie for such reimbursement, employees must receive authorization from the District Mileage Committee utilizing the following plan: ARTICLE �7. MILEAGE Reimbursement is at the current Board approved rate or 31¢ per mile, whichever is greater. In addition, a maximum amount which can be paid per month is established by an estimate furnished by the employee and the employee's supervisor. Another consideration for establishing the maximum amount can be the experience of another employee working in the same or similar position. !t is necessary for the employee to keep a record of each trip made. ARTICLE 18. SAVINGS CLAUSE � 18.1 This Agreement is subject to the laws of the United States and the State of Minnesota. In the event any provision of this Agreement shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeaf has been taken within the time provided, such provision shal{ be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. All other provisions of this Agreement shali continue in full force and effect. . 17 ARTICLE 19. DURATION AND EFFECTIVE DATE 19.'f Complete Agreement with Waiver of Bar aiq 'ning. This Agreement shatf represent the complete Agreement between the Organization and the Employer. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make requests and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Employer and the Organization, for the tife of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obiigated to bargain coilectively with respect to any subject or matter referred to or covered in this Agreement. 19.2 Except as herein provided, this Agreement shall be effective as of the date it is executed by the parties and shall continue in fuil force and etfect untii December 31, 1999, and thereafter until modified or amended by mutual agreemenf of the parties. Either party desiring to arnend or modify this Agreement shall notify the other in writing so as to comply with the provisions of the Public Empioyment Labor Relations Act of 1971. 19.3 This constitutes a tentative Agreement between the parties which will be recommended by the Negotiations(Labor Relations Manager, but is subject to the approval of the School Board and is also subject to ratification by the Organization. WITNESSES: INDEPENDENT SCHOOL DISTRICT NO. 625 SAINT PAUL SUPERVISORS' ORGANIZATION .� 3 / y y8 Date President �� Negotiator �/ai/ 9�- Date i8 � � � "� `�' � 7 !� � � �. APPENDIX A: EFFECTIVE JANUARY 3, 1998 • TITLES AND SALARIES SAINT PAUL SUPERVISORS' ORGANIZATION Years of Service STAFiT 7 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years Step 1 2 3 4 5 6 7 8 Grade 10 Inventory and Records Manager 1-3-98 1,389.75 1,487.30 1,554.62 1,624.90 1,698.47 1.773.98 1,823.39 1,872.68 Grade 15 Human Rights Specialist 1-3-98 1,584.98 1,700.61 7,776.19 1,857.95 1,941.97 2,031.32 2,088.96 2,745.65 • � Grade 18 Executive Secretary to Superintendent 13-98 1,717.18 1,842.34 1,92827 2.015.41 2.709.97 2,206.52 2.268.49 2,327.31 Grade 20 Accountant IV Compensation/Information Manager EVectronic Data Management Supervisor Employee Benefits Manager Payroll Manager Staffing Manager 1-3-98 1,871.71 1,946.13 2.035.41 2,128.77 2,227.54 2,330.38 2,394.52 2,460.73 Grade 21 Transportation Administrator 1-3-98 1,860.70 1,998.62 2,091.05 2,187.67 2,290.40 2,394.52 2,461.70 2,529.95 Grade 23 Accouniant V Internal Auditor 1-3-98 1,965.06 2,112.07 2,208.59 Grade 24 Environmental Health and Safety Managei Manager of Facility Planning Purchasing Manager 13-98 2,017.53 2,168.71 2,270.56 2,310.44 2,419.67 2,531.01 2,603.50 2,674.84 2,375.51 2,485.97 2,603.50 2,674.84 2,747.16 Grade 26 Food Service Director 13-98 2,�35.98 2,293.62 2,396.66 2,510.96 2,628.57 2,�51.45 2,829.07 2,905.75 19 APPENDIX A: EFFEC7IVE JANUARY 3, 1998 (coniinued) TITLES AND SALARIES SAINT PAUL SUPERVISORS' ORGANI2ATION Years of Service START 1 Year 2 Years 3 Years 4 Years 5 Years 70 Years 15 Y� Step 1 2 3 4 5 6 7 8 Grade 28 Food Service Director General Manager of Facility Operations and Maintenance (Civil Service Unclassified) 13-98 2,251.64 2,427.80 2,535.18 2,654.82 2,776.65 2,907.97 2,991.81 3,073.72 Grade 30 MIS Assistant Director 13-98 2,378.74 2,560.30 2,679.07 2,803.98 2,937.38 3,075.79 3,160.88 3,252.11 Grede 33 Chief Accountant 1-3-98 2,584.55 2,780.81 2,913.14 3,050.68 3,196.44 3,346.84 3,44223 3,537.86 APPENDIX A: EFFECTiVE JULY 4, 1998 AND JANUARY 2, 7999 TITLES AND SALARIES SAINT PAUL SUPERVISORS' ORGANIZATION 5 New Step 8 Grade 70 Inventory and Records Manager 7-4-98 1.487.30 7,554.62 1,624.90 1.698.47 1.773.98 1.823.39 1.872.68 1,909.54 1-2-99 1,520.76 7,589.60 1,667.46 1,736.69 1,813.90 1.864.42 1,914.87 7,957.28 Grade 15 Human Rights Specialist 7-4-98 1.700.61 1.776.19 1,857.95 1.941.97 2.037.32 2.088.96 2.145.65 2,187.89 1-2-99 1,738.87 7,876.15 1,899.75 1,985.67 2,077.02 2,135.96 2,193.93 2,242.59 Grade 18 Executive Secretary to Superintendent 7-4-98 1,842.34 1,92827 2,015.41 2,709.97 2,206.52 2268.49 2,327.31 2,373.12 1-2-99 1,883.79 1,977.65 2,060.76 2,757.44 2,256.16 2.319.53 2,379.67 2,432.45 � • � 20 �c-27� C� � APPENDIX A: EFFECTIVE JULY 4, 1998 AND JANUARY 2, 1999 (continued) TITLES AND SALARIES SAINT PAUL SUPERVISORS' ORGANIZATION Old Step 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years ( New Siep New Step 1 2 3 4 5 6 7 8 Grade 20 Accountant IV Compensationflntormation Manager Electronic Data Management Supervisor Employee Benefiis Manager Payroil Manager Staffing Manager 7-4-98 1,946.13 2,035.41 2,728.77 2,227.54 2,330.38 2,394.52 2,460.73 2,509.17 1-2-99 1,989.91 2,08720 2,176.67 2,277.66 2,382.87 2,448.40 2,516.09 2,571.89 Grade 21 Transportation Administrator 7-4-98 1,998.62 2,091.05 2,187.67 2,290.40 2,394.52 2,461.70 2,529.95 2,579.75 7-2-99 2,043.59 2,138.10 2,236.89 2,341.93 2,4A8.40 2,517.09 2,586.87 2.644.24 Grade 23 Accountant V Internal Auditor 7-a-9s 2,112.07 1-2-99 2,159.59 2,208.59 2,310.44 2.479.67 2,531.01 2,603.50 2,674.84 2,727.50 2,25828 2,362.43 2,474.71 2,587.95 2,662.07 2,735.03 2,795.68 Grade 24 Environmental Health and Safety Manager Manager of Facility Ptanning Purchasing Manager 7-4-98 2,768.71 2,270.56 2,375.51 2,485.97 2,603.50 2,674.84 2,747.16 2,801.24 1-2-99 2,217.50 2,327.65 2,428.96 2,541.91 2,662.07 2,735.03 2,808.97 2,871.27 Grade 28 Food Service Director General Manager of Facility Operations and Maintenance 7-4-98 2,421.80 2,535.16 2,654.82 2,776.65 2,907.97 2,991.81 3,073.72 3,13423 1-2-99 2.47629 2,59220 2,774.55 2,839.13 2,973.33 3,059.12 3.142.88 3,212.58 Grade 30 MIS Assistant Director 7-4-98 2,560.30 1-2-99 2,677.90 � Grade 33 Chief Accountant 7-4-98 2,780.81 1-2-99 2,843.38 � 2,679.07 2,803.98 2,937.38 3,075.79 3,160.88 3,252.17 3,316.13 2,739.35 2,867.07 3,003.47 3,145.00 3,232.00 3,32528 3,399.03 2,913.14 3,050.68 3,796.44 3,346.84 3,44223 3,537.86 3,607.51 2,978.68 3,119.32 3,268.36 3,422.14 3,519.68 3,617.47 3,697.69 2� APPENDIX B Grades Grade 20 Grade 23 Grade 25 Grade 33 Grade 20 Grade 20 Grade 23 Grade 10 Grade 10 Grade 20 Grade 24 Grade 21 TITLES AND GRADES SAINT PAUL SUPERVISORS' ORGANIZATION Classified Titles Accountant IV Accountant V Accounting Manager Chief Accountant Electronic Data Management Supervisor Employee Benefits Manager Internal Auditor fnventory and Records Manager Office Manager Payroll Manager Purchasing Manager Transportation Administrator Grades Unclassified Titles Grade 20 Compensation/Information Manager Grade 24 Environmental Health and Safety Manager Grade 18 Executive Secretary to Superintendent Grade 26 Food Service Director Grade 28 Food Service Director (Effective 3/28/98) Grade 28 General Manager of Facility Operations and Maintenance Grade 15 Human Rights Speciatist Grade 24 Manager of Facility Planning Grade 30 MIS Assistant Director Grade 20 Staffing Manager Titles designated as Civil Service Unclassified are not covered by the provisions of Civil Service Rules or any related rules covering employment in classified service positions unless specifically stated in this Agreement. � � � 22 • � � APPENDIX C Years of Service 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 � 23 24 25 26 27 28 29 30 31 32 33 � 35 36 37 38 39 40 41 42 43 44 45 ��=Z7 STANDARD RANGES, JANUARY 3, 1998 SAINT PAUL SUPERVISORS' ORGANIZATION Start 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years 1 2 3 4 5 6 7 8 1,102.14 1,130.37 1,159.65 1,189.19 1,227.67 7,252.22 1,279.63 1,318.31 1, 352.02 1,389.75 1,425.36 1,46427 1,503.06 1,543.00 1,584.98 i,sza.oi 1,672.02 1,777.18 1,�64.48 1.817J1 1,860.09 1,911.57 1,965.06 2,077.52 2,07327 2,131.97 2,189.74 2,251.63 2,314.57 2,378.73 2,445.91 2,51420 2,584.55 2,656.98 2,732.53 2,810.11 2,886.94 2,971.84 3,053.85 3,139.96 3.229.19 3,321.55 3,416.11 3,513.75 3,613.59 1,179.67 1,27023 1,240.50 1,273.16 7,305.77 1,341.39 1,372.70 1,413.93 1,450.62 1,48729 1,52923 1,57021 1,672.33 1,655.44 1,700.61 1,746.70 1.794.95 1.842.34 7.892.68 1,946.13 1.998.62 2.054.40 2,112.07 2,168.70 2,230.67 2,293.62 2,355.63 2,421.80 2.489.96 2,560.29 2,631.70 2,704.25 2.780.81 2,859.58 2,941.50 3,024.44 3,111.00 3,199.67 3,290.70 3,384.49 3,480.02 3,580.92 3,681.70 3,787.70 3.897.79 1,229.09 1,261.64 1,295.24 1,327.86 1,365.46 1.401.18 1,432.13 1.475.75 1,514.70 1,554.62 1,597.63 1,639.59 1,684.99 t,729.92 7,776.79 i,azs.as 1,874.79 1,92827 1.979.78 2,035.40 2,091.05 2,148.83 2,2osss 2,270.57 2,333.52 2,396.65 2,465.90 2,535.76 2,605.57 2,679.07 2,755.56 2,83326 2,913.74 2,996.03 3,082.15 3,16728 3,257.52 3,350.98 3,446.47 3,54621 3,646.90 3,749.95 3,858.98 3,96929 4.083.71 23 1,282.59 1,31728 1,350.95 1,387.69 1,424.31 1,46325 1,496.04 1,539.93 1.582.91 1,624.97 1,668.95 1,714.11 1,759.30 1,809.56 1,857.94 1,909.41 1,959.89 2,015.41 2,071.17 2,128.77 2,187.67 2,248.46 2,310.43 2,375.52 2,440.76 2,570.96 2,580.33 2,654.82 2,727.43 2,803.98 2,884.80 2,966.68 3,050.68 3,137.78 3,225.98 3,378.37 3,471.99 3,510.59 3.610.26 3,71522 3,820.36 3,929.46 4,042.78 4, 7 60.43 4.279.16 1,340.36 1,374.09 1,411.85 1,449.63 1,487.29 1,527.16 1,562.46 1.610.15 1,65A.33 1,698.47 1,745.85 1,791.85 1,840.20 1,890.54 1,941.97 1,996.53 2,051.18 2,109.97 2,166.63 2,227.54 2,290.39 2,352.43 2,419.68 2,455.97 2,SSS.t9 2,628.56 2,702.11 2,776.66 2,857.45 2,937.39 3,020.17 3,707.35 3,196.44 3.285.83 3,379.32 3,476.87 3,575.62 3,677.57 3,784.57 3,890.65 4,002.90 4,117.45 4,237.14 4,360.94 4,484.93 1.397.11 1,435.97 1,473.77 1,513.66 1,552.42 1,594.45 1,631.75 1,682.65 1.728.84 1,773.99 1,823.39 1,872.68 1,926.77 1,977.63 2,031.31 2,088.96 2,1as.ss 2,206.52 2.268.49 2,330.38 2,394.52 2,461.70 2,531.01 2,603.50 2,674.84 2,751.45 2.829.07 2.907.91 2.991.81 3,075.80 3.163.03 3253.30 3.346.84 3,44223 3,540.01 3,641.72 3.745.79 3,853.78 3,965.13 4,079.60 4,19521 A,375.95 4,441.80 4,569.97 4,701.16 1,435.97 1,473.77 1,513.62 1,552.42 1,594.45 1,638.54 1,675.47 1.728.86 1,773.99 1,823.39 1,869.62 1,926.17 1,977.63 2,031.37 2,088.96 2, 7 45.65 2,206.52 2,268.49 2,328.31 2,394.52 2,461.70 2,531.01 2,603.50 2,674.84 2,751.45 2,829.07 2.907.91 2.991.81 3,075.76 3, 7 60.88 3253.30 3, 346.84 3,442.23 3,540.01 3,642.77 3,745.79 3,853.78 3,964.96 4,07822 4,203.47 4,323.17 4,448.11 4,5�727 4,709.53 4,845.02 1,471.65 1,572.52 1,551.35 1,553.85 1,635.45 1,680.62 1.719.16 1.773.99 1,821.35 1,872.68 1.923.98 1,976.58 2,029.20 2,086.69 2, 7 45.65 2,203.44 2,267.37 2,327.31 2,393.47 2,46072 2,529.94 2,600.31 2,674.84 2,747.16 2,825.97 2,905.75 2,988.70 3,073.73 3,160.88 3,252.7 9 3,343.60 3,438.08 3,537.86 3,640.66 3,743.70 3,849.70 3,960.98 4,074.43 4,193.02 4,313.62 4,436.71 4,565.69 4,698.01 4,834.37 4.974.17 ., APPENDIX C C�I6' 10 11 12 13 14 15 16 17 18 19 20 27 � 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 (Continued) STANDARD RANGES, JULY 4, 1998 SAINT PAUL SUPERVISORS' ORGANIZATION 1 Year 2 Year 3 Years 4 Years 5 Years 10 Years 15 t,779.67 1,21023 7,240.50 1,273.16 1,305.77 1,341.39 1,372.70 t,473.93 1,450.62 1,48729 7,52923 1,57021 1,612.33 1,655.44 t,700.61 1,746.70 1.794.95 7,842.34 1,892.68 1,946.13 1.998.62 2,054.40 2.172.07 2,168.70 2,230.67 2,293.62 2,355.63 z,az�.ao 2,489.96 2,560.29 2,631.70 2,70425 2.780.81 2.859.58 2,941.50 3,024.44 3,171.00 3,199.67 3,290.10 3,384.49 3,480.02 3,580.92 3.65170 3,787.70 3,897.79 1, 229.09 1, 282.59 1, 340.36 1,261.64 1,31728 1,374.09 t, 295 24 1, 350.9 5 1, 411.85 1, 327.86 1, 387.69 1, 449.63 1.365.46 1,424.31 7 ,48729 7,401.18 1,46325 1,527.16 1,432.73 7,496.04 1,562.46 1,475.75 1,539.93 7,610.15 1,514.70 1,582.97 1, 654.33 1,554.62 1,597.63 1,639.59 7,684.99 1,729.92 1,776.19 1,826.46 1,874.79 1,928.27 1.979.78 2,035.40 2,091.05 2,748.83 2,208.59 2.270.57 2,333.52 2,396.65 2,465.90 2,535. Y 6 2,605.57 2,679.07 2,755.56 2,83326 2,973.74 2,996.03 3,082.15 3,76728 3,257.52 3,350.98 3,446.47 3,54621 3,646.90 3,749.95 3,858.98 3,969.29 4,083.71 1,624.91 1,668.95 1,714.11 1,759.30 1,809.56 1,857.94 1,909.41 1,959.89 2,015.47 2.071.17 2.128.77 2,787.67 2,248.46 2,310.43 2,375.52 2,440.76 2,510.96 2,580.33 2,654.82 2.727.43 2,803.98 2,884.80 2,966.68 3,050.68 3,137.78 3,225.98 3,318.37 3,411.99 3,510.59 3,61026 3,71522 3,820.36 3,929.46 4,042.78 4,160.43 4.279.16 1.698.47 1,745.85 1,791.85 1,84020 7,890.54 t,941.97 7,996.53 2,051.78 2,109.97 2,166.63 2,227.54 2,290.39 2,352.43 2,419.66 2,485.97 2,555.19 2,628.56 2.702.11 z,ns.ss 2,857.45 2,937.39 3,020.17 3,107.35 3,196.44 3,285.83 3,379.32 3,476.87 3,575.62 3,677.57 3,784.57 3,890.65 4,002.90 4,117.45 4,237.14 4,360.94 4,484.93 1,397.11 1,435.97 1.435.97 1,47377 1,473.77 1,513.62 1,573.66 1,552.42 1,552.42 1,594.45 7,594.45 1,638.54 1,631.75 1,652.65 7 ,728.84 1.773.99 1,823.39 1,872.68 7.926.17 1,977.63 2,031.31 2,088.96 2,745.65 2,206.52 2,268.49 2,330.38 2,394.52 2.461.70 2,531.01 2,603.50 2,674.84 2,751.45 2,529.07 2,907.91 2.991.81 3,075.80 3,163.03 3,253.30 3,346.84 3,442.23 3,540.01 3,647.72 3,745.79 3,853.78 3,965.13 4,079.60 4,19527 4,315.95 4,441.80 4,569.91 4,701.16 1,675.47 1.728.86 1,773.99 1,823.39 7,869.62 1.926.17 1,977.63 2,031.31 2,088.96 2.145.65 2,206.52 2,268.49 2,328.31 2,394.52 2,467.70 2,531.07 2,603.50 2,674.84 2,751.45 2,829.07 2,907.91 z,ss�.ai 3,075.76 3, 7 60.88 3,253.30 3,346.84 3,442.23 3,540.01 3,642.77 3,745.79 3,853.78 3,964.96 4,078.22 4,203.47 4,323.17 4,448.11 4.57727 4,709.53 4,845.02 7,471.65 1,572.52 1,551.35 1,553.85 1,635.45 1,680.62 7,719.16 7,773.99 1,821.35 1,872.68 7.923.98 1,976.58 2,02920 2,086.69 2,145.65 2,203.44 2,267.37 2,327.37 2,393.47 2,460.72 2,529.94 2,600.31 2,674.84 2.747.16 2,825.97 2,905.75 2,988.70 3,073.73 3,160.88 3,252.17 3,343.60 3,438.08 3,537.86 3,640.66 3,743.70 3,849.70 3,960.98 4,074.43 4,193.02 4,313.62 4,436.71 4,565.69 4,698.01 4,834.37 4,974.17 New Step 1,500.61 1,54229 1,581.89 1,584.44 1,667.64 1,713.70 1,753.01 1,808.91 1.857.21 1,909.54 1,961.85 2,015.49 2,069.14 2,127.77 2, 787.89 2,246.81 2,372.00 2,373.12 2,440.59 2,509.76 2.579.�4 2,651.50 2,727.50 2,807.24 2,881.60 2,962.95 3,047.53 3,13423 3,223.10 3,316.13 3,409.41 3,505.76 3,607.51 3,712.33 3,877.39 3,925.48 4,038.95 4,t54.64 4,275.56 4,398.53 4,524.05 4,655.57 4,790.50 4.929.54 5,072.09 • � � �z� • � � APPENDiX C (Continued) •. 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 1$ 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 `d0�? STANDARD RANGES, JANUARY 2, 1999 SAINT PAUL SUPERVISORS' ORGANIZATION 1 Year 2 Year 3 Years 4 Years 5 Years 10 Years 15 Years � New Step 1,20621 1,237.46 7,268.41 1,301.81 1,335.15 1,371.57 1,403.59 1,445.74 1,48326 1,520.75 1,563.64 1,605.54 1,648.61 1,692.69 t,738.87 1,786.00 1,835.34 1,883.79 1,93527 1,989.92 2,043.59 2,100.62 2,159.59 2,217.50 2,280.86 2,34523 2,408.63 2,476.29 2,545.98 2,617.90 2,690.91 2,765.10 2,843.38 2,923.92 3,007.68 3,092.49 3,181.00 3,271.66 3,364.13 3,460.64 3,558.32 3,661.49 3,764.54 3,8�2.92 3,985.49 1,256.74 1,290.03 1,324.38 1,357.74 1,396.18 1,432.71 1,464.35 1,508.95 1,548.78 1,589.60 1,633.58 1,676.48 1.722.90 1.768.84 1,816.15 1,867.56 1,916.97 1,971.66 2,024.33 2,081.20 2,138.10 2.197.18 2,258.28 2,327.66 2,386.02 2,450.57 2,521.38 2,59220 2,664.20 2,739.35 2,817.56 2,897.01 2.978.69 3,063.44 3,157.50 3,238.54 3,330.81 3,426.38 3,524.02 3,626.00 3,728.96 3,834.32 3,945.81 4,058.60 4,175.59 1,371.45 1,346.92 1,381.35 1.418.91 1,456.36 1,496.17 1,529.70 1,574.58 7,678.53 7,661.47 1,706.50 7,752.68 1,798.88 1,85028 1,899J4 1,952.37 2,003.99 2,060.76 2,1 1777 2,176.67 2,236.89 2,299.05 2,362.41 2,428.97 2,495.68 2,567.46 2,638.39 2,714.55 2,788.80 2,867.07 2,949.71 3,033.43 3,119.32 3,208.38 3,298.56 3,393.03 3,488.76 3,589.58 3,691.49 3,798.87 3,906.32 4.017.87 4, 7 33.74 4,254.04 4,375.44 1,370.52 1,405.01 1,443.62 1,48225 1,520.75 1,561.52 1,597.62 1,6a6.38 1,691.55 1,736.69 1,785.13 1.832.17 1,881.60 1,933.08 1,985.66 2,041.a5 2.097.33 2,157.44 2,215.38 2,277.66 2, 341.92 2,405.36 2,474.12 2,541.90 2,612.68 2,687.70 2,762.91 2,839.53 2,927.7a 3,003.48 3,088.12 3,17727 3,268.36 3,359.76 3,455.35 3,555.10 3,656.07 3,760.32 3,869.72 3,978.79 4,092.97 4,210.09 4,332.48 4,459.06 4,585.84 1,428.54 7,468.28 7,506.93 1,547.72 7,587.35 1,630.33 1,668.46 t,720.51 1,767.74 1,813.90 7,864.42 7,914.82 7,969.51 2,022.13 2,077.01 2,135.96 2,193.93 2,256.17 2,319.53 2,382.81 2,448.40 2,517.09 2,587.96 2,662.08 2,735.02 2,813.36 2,892.72 2,973.34 3,059.13 3,745.01 3,234.20 3,326.50 3,422.14 3,519.68 3,679.66 3,723.66 3,830.07 3,940.49 4,054.35 4,171.39 4,289.60 4,413.06 4,541.74 4,672.73 4,806.94 1,46828 1,506.93 1,547.68 1,587.35 1,630.33 1,675.41 1,713.17 1,767.76 1,813.90 1.864.42 1,911.69 1,969.51 2,022.73 2,077.01 2, 7 35.96 2,193.93 2,256.17 2,319.53 2,380.70 2,448.40 2,517.09 2,587.96 2,662.08 2,735.02 2,873.36 2,892.72 2,973.34 3,059.13 3,144.96 3,232.00 3,326.50 3,422.14 3,519.68 3,619.66 3,724.73 3,830.07 3,940.49 4,054.17 4,169.98 4,298.05 4,420.44 4,548.19 4,68026 4,875.49 4,954.03 1,504.76 1,546.55 1,586.26 1,588.81 7,67225 1,718.43 1,757.84 1,813.90 1,862.33 1,914.82 1,96727 2,027.05 2,074.86 2,133.64 2,193.93 2,253.02 2,318.39 2,379.67 2,447.32 2,516.09 2,586.86 2, 658.82 2,735.02 2,808.97 2,889.55 2,971.13 3,055.95 3,142.89 3,232.00 3,325.28 3,418.83 3,515.44 3,617.46 3,722.57 3,827.93 3,936.32 4,050.10 4,166.10 4,287.36 4,470.68 4,536.54 4,668.42 4,803.72 4,943.74 5,086.09 7,538.13 1,580.85 1,621.44 1,624.05 t,709.33 t,756.54 7,796.84 7 ,854.13 1,903.64 1,95728 2,010.90 2,065.88 2,120.87 2,180.96 2,242.59 2,302.98 2,369.80 2,432.45 2,501.60 2,571.89 2,64423 2.777.�9 2,795.69 2,871.27 2,953.64 3,037.02 3,123.72 3,212.59 3,303.68 3,399.03 3,494.65 3,593.40 3,697.70 3,805.14 3,972.82 4,023.62 4,139.92 4,258.51 4,382.45 4,508.49 4,637.15 4.771.96 4,97026 5,052.78 5, 7 98.89 P�.� fi�l�]�/ D Dental Insurance .......................................... 9 Discipline ................................................ 14 F Fair Shaze Fee ............................................1 Flexible Spending Account ...........................9 Funeral I,eave .---- ....... .. .. ...... -------.......... 6 G Grievance Procedure ................................... 14 H Health Insurance ..........................................8 Holidays .................................................... 4 Hours of Work ............................................2 L Legal Services .......................................... 14 Life Insurance .............................................9 Long-Tettn Disability Insurance .....................9 M Matemity/PazentaUFamily Medical Leave ........7 Membership Fee Assessments ....................... I Mileage ................................................... 17 0 Overtime ...................................................2 P Preamble.................................................. iv R Retirement Healih Insvrance ........................ 10 S Salaries ................................................... 19 Seniority ...................................................3 Seveiance Pay ...........................................13 Sick Child Caze I.eave ..................................6 Sick Leave .................................................6 Sick Leave Conversion .................................6 Spouse/Dependent ParenT Leave .....................6 Standard Ranges ........................................ 23 T Tides And Grades ...................................... 22 V V acation .................................................... 5 W Wages ....................................................... 7 Working Out of Classification .......................3 � � � 26 Council File # �q � a.� SAINT PAUL, MINNESOTA Presented Referred To Committee Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached January 1, 1998 through December 31, 1999 Employment Agreement between the Independent School District No. 625, Saint Paul Public Schools, and Saint Paul Supervisors Organizafion, Representing Civil Service Supervisors. Requested by Departrnent oL Office of Labor Relations Adopted by Council: Date �� `�� Adoprion Certified by Council Secretary By: � � , -4—� Approved by Mayor: Date VRt�i �� q gy . C�uiLl �� '°�(if B �� -g--s, Form Ap roved b A B �dQ��n'►'vC t��'lt�t 4 0 R I G I N A L Green Sheet # 62416 RESOLUTION � M DEYARTl1�NT/OFFICE/COUNCIL: DATE A'ITIATED f , � LABORRELATIONS 12/28/98 GREEN SHEET No.: 62416 �.a� �1� CONTACf PERSON & PHONE: q uvTTw/DATE 1Nn7n1.mn7'E JUI.� �E�US 266-6513 �IGN 1 DEPARTMENf DIR. 4 CITY COUNCIL NUMBER 2 C17Y ATIORNEY � C[TY CLERK MOST BE ON COUNQL AGENDA BY (DATE) FOR BU1xiEf DIR. FIN. & MGT. SERVICE DIIL ROUTING 3 MAYOR (OR ASST.)� ORDER TOTAL # OF SIGNATURE PAGES I (CLIP ALL LOCAIIONS FOR SIGNATORE) ncr�ox �QVFSrEn: This resolution approves the attached January 1, 1998 through December 31, 1999 Employment Agreement between the Independent School Distdct No. 625, Saint Paul Public Schools, and Saint Paul Supervisors Organization, Representing Civil Service Supervisors. RECOMIv�NDAT70NS: Approve (A) or Rejec[ (R) PERSONAL SERVICE CONTRACI'S MUST ANSWER 1TiE FOI.LOWING QUESTIONS: - _PLANNING CAMbIISSION _CI VIL SERVICE COMIv�SSION l. Has this pe�soNfirm ever worked under a contract for this depazlment? _Cffi COMIvII11'EE Yes No _STAFF 2. Haz this persodfirm ever been a city empioyee? � _DISTRICT COURT Ya No SUPPORTS WHICH COUNCIL OBJECTI VE? 3. Does this person/firm possess a skill not no�mally possessed by any curtent city emptoyee? Yes No Explain ail yes answers on separate s6eet and attach to green sheet INiTIA1'IIVG PROBLEM, ISSITE, OPPORTUNITY (Who, W6at, W6en, W6erq Why): ADVANTAGESIFAPPROVED: �'°'i�;?�?1 ��;a� .�3. This Agreement pertains to Board of Education employees only. �� DISADVANI'AGES IF APPROVED: DISADVANTAGES IF NOT APPROVED: TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGETED: FONDING SOURCE: AGTIVITY NUMBER: FJNANCIAL INFORMATION: (EXPI.AIl� RECEIVE6 MAYOR'S OFFICE INDEPENDENT SCHOOL DISTRICT NO. 625 Otq -a� BOARD OF EDUCATION SAINT PAUL PUBLIC SCHOOLS DATE: July 21, 1998 TOPIC: Approval of Employment Agreement Between Independent School District No. 625, Saint Paul Public Schools and Saint Paul Superoisors Organization, Representing Civil Service Supervisors A. PERTINENT FACTS: 1. New Agreement is for a two-year period from January 1, 1998, through December 31, 1999. 2. Contract changes are as follows: Waqes: Effective January 3, 1998, increase wage schedule 1.6%. Effective January 2, 1999, increase wage schedule 225%. Restructured step schedule from a civil service format to a straight eight-year schedule, removing the beginning step and adding a new top step. The timing of step increases will be changed from anniversary date to annually at the beginning of the calendar year. This change was made to facilitate District business practices. Insurance: The insurance premium contributions by the District are increased from The current insurance caps of $190 for single coverage and $325 for family coverage will increase as follows: Sinqle Familv Effective January 1, 1998 $196.05 $350.00 Effective January 1, 1999 $205.00 $375.00 Effective January 1, 1999, life insurance coverage will change from one times annual salary to $50,000. The District will provide up to $10 per month toward a long-term disability policy. Employees who are married to another District employee and who are covered under their spouse's health plan may waive the Single or Family contribution to health insurance and receive up to $150 per month toward their spouse's family premium. Retiree Health Insurance: Language revised, removing options that created a tax liability for employees. Holidavs: The Columbus Day holiday is deleted and replaced with the Day After Thanksgiving. Veterans Day and two floating holidays are converted to vacation days. The eligibility language is revised. These changes streamline the leave system by aligning the leave system with the organizational calendar and reducing payroll processing time. Severance Pav: Employees who retire and meet eligibility requirements will receive $100 per day for unused, accumulated sick leave up to a maximum of $15,000. This replaces all previous severance pay plans. Sick Leave: Employees may use up to five sick days to care for and attend to the serious or critical illness of his/her spouse or dependent parent. 3. The District has 18 FTE's in this bargaining unit. 4. This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager; Richard Kreyer, Negotiations/Labor Relations Manager; and Lois Rockney, Interim Executive Director, 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 civil service supervisors in this school district; duration of said Agreement is for the period of January 1, 1998, through December 31, 1999. ��s2� ��t � 1998 - 1999 , ; COLLECTIVE BARGAINING AGREEMENT between INDEPENDENT SCHOOL DISTRICT NO. 625 and • SAINT PAUL SUPERVISORS' ORGANIZATION January 1, 1998 Through December 31, 1999 � Sainf Pau/ Public Schools L/ F E L O N G L E A R N/ N G � �' Sainf Pau1 Public Schools L/ i E L O N G L E A R N/ N G SAINT PAUL PUBLIC SCHOOLS Independent School Districf No. 625 Board of Education Mary Thornton Phitlips - Chair Greg Filice - Vice Chair Giibert de la O- Clerk Neal Thao - Treasurer Administration William A. Larson - Maureen A. Flanagan - (Vacant) Lois M. Rockney Gy R. Yusten Tom Conlon - Direcior Becky Montgomery - Director AI Oertwig - Director Interim Superintendent of Schools Executive Assistant Superintendent of Schools Assistant Saperintendent Accountability, Technology and Support Services Interim Executive Director Fiscal Affairs and Operations Assistani Superintendent Teaching and Leaming � • � � • � 0 � ARTICLE TITLE Article 1 Article 2 Article 3 Article 4 Article 5 Article 6. Article 7. Article 8. Article 9. Ar4icle 10 Article 11 Article 12 Article 13 Article 14 Article 15 Article 16 Article 17 Article 18 Article 19 TABLE OF CONTENTS �ae�� PAGE Preamble ................................................................................................... i v Recognition ..................................................................................................1 Check Off and Administrative Service Fee .................................................. 1 Management ......................................................................................2 Maintenance of Standards ............................................................................2 Hours of Work and Overtime .......................................................................2 Working Out of Classification ..................................................................... 3 Seniority .....................................................................................................3 Holidays ....................................................................................................... 4 Vacation ....................................................................................................... 5 Leaves Absence ........................................................................................ 6 Wages ........................................................................................................... 7 Insurance Benefits ......................................................................................8 Severance ........................................................................................... i 3 LegalServices ...........................................................................................1 4 Discipline ..................................................................................................1 4 Grievance Procedure .................................................................................1 4 Mileage ....................... ..............................................................................1 7 Savings Clause ........................................................................................... i 7 Duration and Effective Date ....................................................................... i S Appendix A: Titles and Salaries ...................................................... 1 9- 21 Appendix B: Titles and Grades ............................................................... 2 2 Appendix C: Standard of Ranges ...................................................... 2 3- 2 5 Index ....................................................................................................... 2 6 � 0 PREAMBLE This Agreement, entered into between Independent School District No. 625, hereinafter referred to as the °Employer," and the Saint Paul Supervisors' Organization, hereinafter referred to as the "Organization " for the purpose of fostering and promoting harmonious relations between the Employer and the Organization in order that a high level of public service can be provided to the citizens of the independent Schooi District No. 625. This Agreement attempts to accomplish this purpose by providing a fuller and more complete understanding on the part oi both the Employer and the Organization of their respective rights and responsibilities. The provisions of this Agreement shall not abrogate the the Employer, the Organization or the employees as established the Public Employment Labor Relations Act of 1971, as amended. rights and/or duties of under the provisions of • • � � �,o�� ARTICLE 1. RECOGNff10N i 1.1 The Employer recognizes the Sai�t Paul Supervisors' Organization as the exclusive representative for the White Collar Supervisory Employees of the Professional Group, and certain Unciassified Supervisory Employees as certified by the State of Minnesota Bureau of Mediation Services (BMS), dated December 11, 1973, Case No. 74-PR-207A and as revised by Unit Ciarification Hearing of Bargaining Unit, April 16, 1974, Case No.74-PR-414-A, and as revised by Certification of Exclusive Representative, December 7, 1977, Case No. 78-PR-500-A; and as revised by Unit Ciarification order, December 9, 1988, BMS Case IVo. 89-PR-2134. This unit represents titles as listed in Appendix B. 1.2 The parties agree that any new classifications which are an expansion of the above bargaining unit or which derive from the classifications set forth in this Agreement shall be recognized as a part of this bargaining unit, and the parties shall take ail steps required under the Public Employment Relations Act to accomplish said objective. ARTICLE 2. CHECK OFF AND ADMINISTRATIVE SERVICE FEE 2.1 The Employer agrees to deduct the Organization 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 • Organization and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 2.2 Any present or future employee who is not an Organization member shall be required to contribute a fair share fee for services rendered by the Organization. Upon notification by the Organization, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Organization. In rro instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. It is also understood that in the event the Employer shali make an improper fair share deduction from the earnings of the employee, the Organization shall be obiigated to make the Employer whole to the extent that the Employer shall be required to reimburse such employee for any amount improperly withheld. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 2.3 Administrative Service Fee. The Organization agrees that an administrative fee of fifty cents ($.50) per member per month shall be deducted by the Employer from the amount withheld for dues or fair share prior to remittance of dues o r fair share to 4he Organization. 2.4 The Organization agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgments brought or issued against the � Employer as a result of any action taken or not taken by the Employer under the provisions of this Article. ARTICLE 3. MANAGEMENT RIGHTS 3.1 The Organization recognizes the right of the Employer to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The rights and authority which the Employer has not officially 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 of inherent managerial policy, which incfude, but are not limited to, such areas of discretion or policy as the functions and programs of the Employer, its overall budget, utilization of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 4. MAINTENAhlCE OF STANDARDS 4.1 The parties agree that all conditions of employment relating to wages, hours of work, vacations, and all other general working conditions except as modified by this Agreement 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 (Council File No. 273022, June 2, 1979, as amended) at the time of the signing of this Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. ARTICLE 5. HOURS OF WORK AND OVERTIME 5.1 The normal hours of work for the employees shall be seven and three-fourths (7-3/4) hours in any twenty-four (24) hour period and thirty-eight and three-fourths (38-3/4) hours in a seven (7)-day period. For employees on a shift basis, this shall be construed to mean an average of thirty-eight and three-fourths (38-3/4) hours a week. 5.2. Employees who work more than seven and three-fourths (7-3/4) hours in any twenty-four (24) hour period or more than thirty-eight and three-fourths (38-3/4) hours in any seven (7) day period shall not receive pay for such additional work. 5.3 It is understood by the parties that Section 28H (Overtime Compensation) of the Civil Service Rules (Council File No. 273022, June 2, 1979 as amended) shall not apply to this unit. 5.4 In unusual c+rcumstances, employees who work more than seven and three-fourths (7-3/4) hours in any twenty-four (24) hour period or more than thirty-eight and three-fourths (38-3/4) hours in any particuiar seven (7) day period may be granted compensatory time with the approval of their department head. � � r, LJ 2 � �m�7 1I \ J 6.1 The Employer shall avoid, whenever possible, working an employee on an out-of-ciass assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16th) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, all of the significant duties and responsibilities of either a) a position previously held by another employee and different from the empioyee's regular position, bj a position held by an employee on extended leave or c) a new position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. ARTICLE 6. WORKING OUT OF CLASSIFICATION ARTICLE 7. SENIORITY 7.1 Seniority, for the purposes of this Agreement, shall be defined as follows: The length of continuous, regular, and probationary service with the Employer from the date an employee was first certified and appointed to a class title covered by � this Agreement, it being further understood that seniority is confined to the current class assignment heid by an employee. In cases where two or more empioyees are appointed to the same class title on the same date, the seniority shaii be determined by the employee's rank on the eligible list from which the certification was made. 7.2 Seniority shall terminate when an employee retires, resigns or is discharged. � 7.3 In the event it is determined by the Employer that it is necessary to reduce the workforce, employees will be laid off by class title within each department based on inverse length of seniority as defined above. 7.4 In cases where 4here are promotional series, such as ACCOUntant IV, V, eYc., when the number of employees in the higher title is to be reduced, employees will be offered reductions to the highest title in which class seniority would keep them from being laid off, before layoffs are made by any class title in any department. 7.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shali expire after two years of layoff. It is understood that such employees w i I I pick up their former seniority date in any class of positions that they previously held. 7.6 To the e�ent possible, vacation periods shall be assigned on the basis of seniority. It is, however, understood that vacation assignment shall be subject to the ability of the Employer to maintain operations. K3 ARTICLE 8. HOLIDAYS 8.1 Holida� recoanized and observed. The fo!lowing days sha!! be recogroized and observed as paid holidays: New YeaPs Day Martin Luther King Presidents' Day Memorial Day Independence Day Labor Day Jr. Day Thanksgiving Day Day After Thanksgiving Christmas Day Eligible employees shall receive pay for each of the holidays listed above on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. 8.2 Elioibitity Requirements. To be etigible for holiday pay, employees must have been compensated for all scheduled hours of their last scheduled workday before the holiday and for their first scheduled workday following the holiday. I n neither case shall the holiday be counted as a working day for the purposes of this Section. 8.3 If Martin Luther King Jr. Day or Presidents' Day falls on a day when school is i n session, the employee shall work that day at straight time and another day shall be designated as the holiday. This designated holiday shall be determined by agreement between the employee and the supervisor. � � r1 L J 0 ��m2� .�� ARTICLE 9. VACATION s 9.1 At the beginning of each calendar year, each full-time employee shall be granted vacation according to the foilowing schedule: Annuai Annual Hours Days Years of Service Granted Granted First year through completion of 8 years 1 44 1 8 After 8 years through completion of 15 years 184 23 After 15 years and thereafter 224 28 Employees who work less than twelve (12) months per year or full-time shall be granted vacation on a pro rata basis. Years of service with the CiTy of St. Paui prior to January 1, 1996, and years of service in any bargaining group with the Schooi District will be counted as years of service for purposes of this Section. Hours/days listed are based on a full-time, 2,080-hour work year. 9.2 An employee may carry over into the following year up to one hundred sixty (160) hours of vacation. 9.3 The time of vacation shall be fixed by the head of the department in which the employee is employed. If an employee has been granted more vacation than he/she has eamed up to the time of his/her separation from the Employer's service, the employee shall reimburse the Employer for such unearned � vacation. If an employee is separated from service by reason of resignation, the employee shall be granted such vacation pay as he/she may have earned and not used up to the time of such separation, provided that the employee has notified the department head in writing at least fifteen calendar days prior to the date of resignation. If an employee is separated from the service by reason of discharge, retirement or death, he/she shall be granted such vacation pay as he/she may have eamed and not used up to the time of such separation. The provisions of this Article shall not apply to temporary employees. 9.4 If an employee has an accumulation of sick leave credits in excess of one hundred and eighty days, any part of such excess may be converted to vacation at the rate of one-half day of vacation for each day of sick leave credit. No employee may convert more than ten (10) days of sick leave in each calendar year under this provision. 9.5 For purposes of vacation, one (1) day equals eight (8) hours. r� ►._� 5 ARTICLE 10. LEAVES OF ABSENCE 10.1 Sick Leave. Sick leave shall accumulate at the rate of .0576 of a working hour for each full hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave, the employee must report to his/her supervisor no later than one-half hour past his/her regular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of this Agreement. 10.1.1 �ecified Allowable Uses of Sick Leave. Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay, for such period of time as the head of the department deerris necessary, on account of sickness or injury of the employee, quarantine established and declared by the Bureau of Health, death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law or other person who is a member of the household; and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc., or in the case of sudden sickness or disability of a parent or a member of his/her household, making arrangements for the care of such sick or disabled persons up to a maximum of eight (8) hours sick leave. 10.1 .2 Funeral Leave. Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted one (1) day of such leave to attend the funeral of the employee's grandparent, grandchild, aunt, uncle, sisier-in-law or brother-in-Iaw. 10.1 .3 Sick Child Care Leave. An employee who has worked for the District for at least twelve (12) consecutive months for an average of twenty ( 2 0) or more hours per week prior to the leave request may use accumulated personal sick leave credits for absences required to care for the employee's ill child. Sick leave for sick child care shali be granted on ihe same terms as the employee is able to use sick leave for the employee's own illness. This leave shall only be granted pursuant to Minnesota. Statute § 181.9413 and shall remain available as provided in Statute. 10.1.4 Soouse/Dependent Parertt Leave. Up to five (5) days of accumulated sick leave may be used in a work year to allow the employee to care f o r and attend to the serious or critical illness of his/her spouse o r dependent parent. These days when used are deductible from sick leave. 10.1.5 Sick Leave Conversion. Sick leave accumulation in excess of 1,440 hours may be converted to paid vacation time at a ratio of two (2) hours of sick leave time for one (1) hour of vacation time, to a maximum of five (5) regularly-assigned workdays (not to exceed a total of forty (40) hours in any year. There shall be no conversion of unused sick leave in any amount at any time to any cash payment other than the above-described conversion to vacation time or severance pay in Article 13. i � LJ � ��a� • 10.2 Maternitk/Parentai/Family Medical leave ARTICLE 10. LEAVES OF ABSENCE (continued) 10.2.1 Maternity Leave is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the empioyee may apply for leave without pay at any time during the period stated above and the Employer may approve such leave at its option, and such leave may be no longer than one (1) year. 10.2.2 Parental leave shall be granted to employees for the birth or adoption of a chiid in accordance with applicable state laws. 10.2.3 Effective February 1, 1994, leaves of absence shall be granted as required under the federal law known as the Family and Medical Leave Act (FMLA) so long as it remains in force. The Human Resource Department provides procedures. ARTICLE 11. WAGES S 1 1.1 The wage schedule for the purpose of this contract shall be Appendix A. 11 .2 Salary Step Progression 1 1.2.1 An employee must have received an overall rating of °Satisfactory" on hislher most recent performance evaluation to receive any salary step advancement. 11.2.2 Step Movement from January 1, 1998, through June 30, 1998, will be based on Civil Service rules. 11 .2.3 On July 1, 1998, the "StarY' step is removed and Step 1 becomes the beginning step. The ten-year and fifteen-year steps become Steps 6 and 7 and a new Step 8 is ackled. Employees who were paid a minimum of 1,040 hours in the previous twelve months (minimum hours requirement is prorated for part-time employees), whose last step advancement occurred prior to January 1, 1998, and whose calendar years of service support a step advancement will advance one step on the salary schedule. 11 .2.4 On January 1, 1999, and each January 1 thereafter, employees who received overall satisfactory pertormance rating and who were paid a minimum of 1,040 hours in the previous twelve (12) months � (prorated for part-time employees) wili receive a step. 7 ARTICLE 12. INSURANCE BENEFITS SECTfON 1. ACTIVE EMPLOYEE HEALTH fNSURANCE 1.1 The Employer will continue for the period of this Agreement to provide for active employees such health and life insurance benefits as are provided by Employer at the time of execution of this Agreement. 1.2 Eliaibility Waiting Period. Three (3) full months of continuous regulariy appointed service in independent School District No. 625 wiil be required before an eligible employee can receive the District contribution to premium cost for health and life insurance provided herein. 1.3 Full-Time Status. For the purpose of this Article, ful)-time employment is defined as appearing on the payroll at least thirty-two (32) hours per week o r at least sixty-four (64) hours per pay period, excluding overtime hours. 1.4 Hali-Time Status. For the purpose of this Article, half-time employment is defined as appearing on the payroll at least twenty (20) hours but less than thirty-two (32) hours per week or at least forty (40) hours but less than sixty-four (64) hours per pay period, excluding overtime hours. 1.5 Emplover Contribution Amount: Full-Time Employees. Effective January 1, 1998, for each eligible employee covered by this Agreement who is employed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $196.05 per month, whichever is less. For each eligible full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $350 per month, whichever is less. 1.5.1 Effective January 1, 1999, for each eligible employee covered by this Agreement who is employed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $205 per month, whichever is less. For each eligible full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $375 per month, whichever is less. 1.6 Emplover Contribution Amount� Half-Time Em I�ovees. For each eligible employee covered by this Agreement who is employed half time, the Empioyer agrees to contribute fifty percent (50%) of the amount contributed for full-time employees selecting employee coverage; or for each half-time employee who selects family insurance coverage, the Employer will contribute fifty percent (50%) of the amount contributed for full-time employees selecting family coverage in the same insurance plan. 1.7 �molover Contribution Amount: Married Cou les. Employees who are married to another District employee and who are covered under their spouse's health plan may waive the single or family contribution to health insurance and receive up to $150 per month toward their spouse's family premium. The coordination of District contributions cannot exceed the full cost of family coverage. The coordination of District contributions cannot exceed the full cost of famify coverage and cannot be applied in cases where the spouse is receiving health insurance through the District's cafeteria benefits plan. �� L_� � � F:7 �� u 1.8 Life Insurance. The District agrees to contribute the cost of life insurance. The amount of life insurance provided under this Subd. 1.7 shall be equal to the empioyee's annual salary to the nearest full thousand dollars. This amount of life insurance shall be reduced to $5,000 upon retirement and shall continue unti4 the early retiree reaches age sixty-five (65), at which time all Employer paid life insurance shall be terminated. For the purpose of this provision, the employee's °annual salary" shall be adjusted to the salary as of the first day of the first payroll period after adoption of this Agreement. There shall be no retroactive increase in life insurance coverage. ARTICLE 12. INSIlRANCE, Section 1. (continued) 1.8.1 Effective January 1, 1999, the amount of life insurance provided to each active employee shall be $50,000. This amount of life insurance shall be reduced to $5,000 upon retirement and shali continue until the early retiree reaches age sixty-five (65), at which time all Employer paid life insurance shali be terminated. 1.9 Dental Insurance. The Employer will contribute for each eligible employee covered by this Agreement who is empioyed full-time toward participation in a dental care plan offered by the Employer up to $30 per month for single coverage, or up to $70 per month for family coverage. 1.10 Lo�-Term Disability insurance. Effective January 1, 1999, the Emptoyer shall contribute up to $10 per month for each eligible employee covered by this � Agreement who is empioyed full time toward long-term disability insurance. 1.1 1 Flexible Spending Account. It is the intent of the Employer to maintain during the term of this Agreement a plan for medicai and child care expense accounts to be availabie to emp{oyees in this bargaining unit who are eligible tor Employer-paid premium contribution for health insurance for such expenses, within the established legal regulations and IRS requirements for such accounts. L� 1.12 The contributions indicated in this Article 12 shall be paid to the Employer's group health and welfare plan. 1.13 Any cost of any premium for any Employer-offered employee or family insurance coverage in excess of the dollar amounts stated in this Article 12 shall be paid by the employee through payroll deduction. �7 ARTICLE 12. INSURANCE (continued) SECTION 2. REfIREMENT HEALTH INSURANCE � Subd. 1. Benefit Eligibility for Employeeswho Retire Before Age65 1.1 E�lovees 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 Retirement Association or other public employee retiree program at the time of retirement and have severed the employment relationship with Independent School District 625; B. 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; D. Must have completed at least thirty (30) years of service, or; E Must have completed at least twenty (20) consecutive years of service within Independent School District No. 625 immediately preceding retirement. � Years of regular service 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 �mployees hired into District service after Jartuary 1. 1996. musi have completed twenty (20) years of service with Independent School District No. 625. Time with the City of Saint Paul will not be counted toward this twenty (20)-year requirement. 1.3 Eligibility requirements for all retirees: A. A retiree may not carry his/her spouse as a dependent if such spouse is also an Independent School District No. 625 retiree or Independent School District No.625 employee and eligible for and is enrolled in the Independent School District No. 625 health insurance program, or in any other Employer-paid heafth insurance program. B. Additional dependents beyond those designated to the District at the time of retirement may not be added at District expense after retirement. C. The employee must make application through District procedures prior to the date of retirement in order to be eligible for any benefits provided i n this Section. � �J 10 ��7 • ARTiCLE 12. INSURANCE, Section 2. (continued) Subd.2. Em�lover Contribution Levels for Em I�ovees Retiring Before A�e65 2.1 Heatth Insurance Employer Contribution The District will for ihe period of this Agreement provide employees who meet the eligibility requirements for health insurance in 1.1 or 1.2 above, who retire during the term of this Agreement, and until such empioyees reach sixty-five (65) years of age, such health insurance premium contributions up to the same dollar amount as were made by the District for health insurance for singie o r family wverage by that carrier, for an employee under this Agreement, i n his/her last month of active empioyment. In the event new carriers replace those in place at execution of this Agreement, the dollar amounts being paid for single or family coverage to the carrier at the employee's date of retirement shall constitute the limit on future contributions. Any employee who is receiving family coverage premium contribution at date of retirement may not later claim an increase in the amount of the Employer obligation for singie coverage premium contributions to a carrier after deleting family coverage. 2.2 Life Insurance Employer Contribution The District will provide for early retirees who qualify under the conditions of 1.1 or 1.2 above, premium contributions for eligible retirees for $5,000 of life insurance oniy until their 65th birthday. No life insurance will be provided, o r • premium contributions paid, for any retiree age sixty-five (65) or over. Subd.3. Benefit Eligibility for EmployeesAfter Age65 3.1 Employees hired into the District before January 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 healih insurance described i n Subd. 4 of this Article. 3.2 Empioyees hired into the District before January 1. 1 996, who retire at age 65 or older must have completed the eligibility requirements in Subd. 1 above or the following eligibility requirements to receive District contributions toward post- age-65 hea{th insueance premiums: A Employees hired before January 1, 1990, must have completed at least ten (10) years of continuous employment with the District. For such employees or early retirees who have not completed at least ten (10) years of service with the District at the time of their retirement, the Employer will discontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age 65. � 11 ARTICLE 12. INSURANCE, Section 2. (continued) B. Employees hired on or after January 1, 1990 and prior to January 1, 1996, must have completed twenty (20) years of continuous employment with the District. For such employees or early retirees who have not completed at least twenty (20) years of service with the District at the time of their retirement, the Employer will discontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age 65. Years of certified civil service time with the City of Saint Paul earned prior to January 1, 1996, will continue to be counted toward meeting the DistricYs service requirement of this Subd. 3. Civil service time worked with City of Saint Paul after January 1, 1996, will be considered a break in District employment. 3.3 Emolovees hired on or after January 1. 1 996, shall not have or acquire in any way any eligibility for Employer-paid healtF� insurance premium contribution for coverage in retirement at age sixty-five (65) and over in Subd. 4. Employees hired on or after May 1, 1996, shall be eligible for only eariv retirement insurance premium contributions as provided in Subd. 2 and Deferred Compensation match in Subd. 5. Subd. 4. Em�loyer Contribution Levels for Retirees After Ac�e 6 5 4.1 Emolovees hired into the District before January 1. 1996 and who meet the e�igibility requirements in Subdivisions 3.1 or 3.2 ot this Article are eligible for premium contribufions for a Medicare Supplement health coverage policy selected by the District. Premium contributions for such policy will not exceed: Coveraye Ty�e Medicare Eligible Non-Medicare Eiigible Sinale $300 per month $400 per month F mil $400 per month $500 per month At no time shall any payment in any amount be made directly to the retiree. Any premium cost in excess of the maximum contributions specified must be paid directly and in full by the retiree, or coverage will be discontinued. Subd.5. Em�lovees hired after January 1. 1996, after completion of three (3) full years of consecutive active service in Independent School District No. 625, are eligible to participate in an employer matched Minnesota Deferred Compensation Plan. Upon reaching eligibility, the District will match up to $500 per year of consecutive active service, up to a cumulative lifetime maximum of $12,500. Part-time empioyees working half time or more wifl be eligible for up to one half (50%) of the available District match. Approved non-compensatory leave shall not be counted in reaching the three (3) full years of consecutive active service, and shall not be considered a break in service. Time worked in the City of Saint Paul will not be counted toward this three (3)-year requirement. Federal and state rules governing participation in the Minnesota Deferred Compensation Plan shall apply. The employee, not the District, is sole�y responsible for determining his/her total maximum allowable annual contribution amount under IRS regulations. The employee must initiate an application to participate through the DistricYs specified procedures. • • � 12 ��' c ?7 ARTICLE 13. SEVERANCE PAY � 13.1 The Empioyer shall provide a severance pay program as set forth in this Article. Payment of severance pay shali be made within the tax year of the retirement. 13.2 To be eligible for the severance pay program, the employee must meet the following requirements: 13.2.1 The employee must be fifty-five (55) years of age or older or must be eligible for pension under the "Rule of 90° provisions of the Public Employees Retirement Association {PERA). The "Rule of 85" or the °Rule of 90" criteria shali also appiy to employees covered by a public pension plan other than PERA. 13.2.2 The empioyee must be voluntarily separated from School District 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. 13.2.3 The employee must file a waiver of re-employment with the Director of Human Resources, which will clearly indicate that by requesting severance pay, fhe employee waives all claims to reinstatement o r re-employment (of any type) with the City of Saint Paul or with Independent School District No. 625. • 13.3 If an 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 amount equal to $100 pay for each day of accrued, unused sick leave, up to one hundred fifty (150) days. 13.4 The maximum amount of money that any employee may obtain through this severance pay program is $15,000. 13.5 For the purpose of this severance pay program, a death of an employee shall be considered as separation of employment, and if the employee would have met al I of the requirements set forth above at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. 13.6 For the purpose of this severance pay program, a transfer from Independen4 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. �� 13 ARTICLE 14. LEGAL SERVICES 14.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend, hold harmless, and indemnify employee against any tort claim or demand, whether groundiess or otherwise, arising out of an alleged act or omission occurring in the performance and scope of employee's duties. 14.2 Notwithstanding (14.1.), the Employer shali not be responsible for paying any legal service fee or for providing any legal service arising from any legal action where the employee is the plaintiff. ARTICLE 15. DISCIPLINE 15.1 Preliminary Review. Prior to issuing a disciplinary action of unpaid suspension, demotion, or discharge, the supervisor will make a recommendation to his/her supervisor regarding proposed discipiine. That supervisor will then schedule a meeting with the employee prior to making a final determination of the proposed discipline. The employee shall have the opportunity to have union representation present and be provided the opportunity to speak on his/her behalf regarding the proposed action, If the employee is unable to meet with the supervisor, the employee will be given the opportunity to respond in writing. 15.2 A suspended, demoted, or discharged employee may appeal the disciplinary action by filing a ciaim of grievance under the provisions of Article 16. of this Agreement. ARTICLE 16. GRIEVANCE PROCEDURE 16.1 A grievance is defined as a dispute or disagreement as to the interpretation o r application of the specific terms and conditions of this Agreement. 16.2 The Employer will recognize representatives designated by the Organization � the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The Organization shall notify the Employer in writing of the names of such Organization Representatives and of their successors when designated. The Employer shall notify the Organization i n writing as to its designated representatives. i � � 14 `��7+�! • � 16.3 It is recognized and accepted by the Organization and the Employer that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during normal working hours when consistent with such employee duties and responsibiiities. The aggrieved employee and an Organization representative shall be allowed a reasonabie amount of time without loss of pay when a grievance is investigated and presented to the Employer during normal working hours, provided that the employee and the Organization Representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and would not be detrimental to the work program of the Employer. I t is understood that the Employer shall not use the above limitation to hamper the processing of grievances. ARTICLE 16. GRIEVANCE PROCEDURE (continued) 16.4 Grievances, as defined by 16.1, shall be resolved in conformance with the following procedure: SteP 1. An employee claiming a violation concerning the interpretation or application of this Agreement shall, within twenty-one (21) calendar days after such alieged violation has occurred, present such grievance to the Employee's supervisor as designated by the Employer. The Employer-designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 arxi appealed to Step 2 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 2 by the Organization within fifteen (15) calendar days after the Employer-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the Organization within fifteen (15) calendar days shall be considered waived. Ste° 2. If appealed, the written grievance shall be and discussed with the Employer-designated Employer-designated representative shall give tt Step 2 answer in writing within ten (10) Employer-designated representative's final Step appealed in writing to Step 3 by the Organization shall be considered waived. presented by the Organization Step 2 representative. The e Organization the Employer's calendar days following the 2 answer. Any grievance not within ten (10) calendar days Ste� 3. If appealed, the written grievance shall be presented by the Organization and discussed with the Employer-designated Step 3 representative. The Employer-designated representative shall give the Organization the Employer's answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resoived in Step 3 may be appealed to Step 4 within Yen (10) calendar days following the Employer-designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the Organization within ten (10) calendar days shall be considered waived. � 15 ARTlCLE 16. GRIEVANCE PROCEDURE (continued) Steo 4. A grievance unresolved in Step 3 and appealed to Step 4 by the Organization 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 uport, the selection of an arbitrator shall be made in accordance with the rules established by the Bureau of Mediation Services. The arbitrator shall have no right to amend, modify, nullify or ignore the terms and conditions of this Agreement. The arbitrator shail consider and decide only the specific issue(s) submitted in writing by the Employer and the Organization, and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shali be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, ruies or regulations having the force and effect of (aw. The arbitrator's decision shall be submitted in writing, with copies to both parties and the Bureau of Mediation Services within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be binding on both the Employer and the Organization and shali 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. • 16.5 The fees and expenses for the arbitrator's services and proceedings shall be • borne equally by the Employer and the Organization, provided that each party shall be responsible for compensating its own representatives and witnesses. I f either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equally. 1 6.6 If a grievance is not presented within the time limits set forth above, it shall be considered "waived." If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shall be considered settled on the basis of the Employer's last answer. If the Employer dces not answer a grievance or an appeal thereof within the specified time limits, the Organization may elect to take the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the Employer and the Organization in each step. 16.7 It is understood by the Organization and the Employer that if an issue is determined by this grievance procedure, it shall not again be submitted for determination in another forum. If an issue is determined by any other forum, i t shall not again be submitted for arbitration under this grievance procedure. � i[:� �;.�� • 17.i Employees of the School District under policy adopted by the Board of Education may be reimbursed for the use of their automobiles for school business. To be eligibie for such reimbursement, employees must receive authorization from the District Mileage Committee utilizing the following plan: ARTICLE �7. MILEAGE Reimbursement is at the current Board approved rate or 31¢ per mile, whichever is greater. In addition, a maximum amount which can be paid per month is established by an estimate furnished by the employee and the employee's supervisor. Another consideration for establishing the maximum amount can be the experience of another employee working in the same or similar position. !t is necessary for the employee to keep a record of each trip made. ARTICLE 18. SAVINGS CLAUSE � 18.1 This Agreement is subject to the laws of the United States and the State of Minnesota. In the event any provision of this Agreement shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeaf has been taken within the time provided, such provision shal{ be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. All other provisions of this Agreement shali continue in full force and effect. . 17 ARTICLE 19. DURATION AND EFFECTIVE DATE 19.'f Complete Agreement with Waiver of Bar aiq 'ning. This Agreement shatf represent the complete Agreement between the Organization and the Employer. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make requests and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Employer and the Organization, for the tife of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obiigated to bargain coilectively with respect to any subject or matter referred to or covered in this Agreement. 19.2 Except as herein provided, this Agreement shall be effective as of the date it is executed by the parties and shall continue in fuil force and etfect untii December 31, 1999, and thereafter until modified or amended by mutual agreemenf of the parties. Either party desiring to arnend or modify this Agreement shall notify the other in writing so as to comply with the provisions of the Public Empioyment Labor Relations Act of 1971. 19.3 This constitutes a tentative Agreement between the parties which will be recommended by the Negotiations(Labor Relations Manager, but is subject to the approval of the School Board and is also subject to ratification by the Organization. WITNESSES: INDEPENDENT SCHOOL DISTRICT NO. 625 SAINT PAUL SUPERVISORS' ORGANIZATION .� 3 / y y8 Date President �� Negotiator �/ai/ 9�- Date i8 � � � "� `�' � 7 !� � � �. APPENDIX A: EFFECTIVE JANUARY 3, 1998 • TITLES AND SALARIES SAINT PAUL SUPERVISORS' ORGANIZATION Years of Service STAFiT 7 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years Step 1 2 3 4 5 6 7 8 Grade 10 Inventory and Records Manager 1-3-98 1,389.75 1,487.30 1,554.62 1,624.90 1,698.47 1.773.98 1,823.39 1,872.68 Grade 15 Human Rights Specialist 1-3-98 1,584.98 1,700.61 7,776.19 1,857.95 1,941.97 2,031.32 2,088.96 2,745.65 • � Grade 18 Executive Secretary to Superintendent 13-98 1,717.18 1,842.34 1,92827 2.015.41 2.709.97 2,206.52 2.268.49 2,327.31 Grade 20 Accountant IV Compensation/Information Manager EVectronic Data Management Supervisor Employee Benefits Manager Payroll Manager Staffing Manager 1-3-98 1,871.71 1,946.13 2.035.41 2,128.77 2,227.54 2,330.38 2,394.52 2,460.73 Grade 21 Transportation Administrator 1-3-98 1,860.70 1,998.62 2,091.05 2,187.67 2,290.40 2,394.52 2,461.70 2,529.95 Grade 23 Accouniant V Internal Auditor 1-3-98 1,965.06 2,112.07 2,208.59 Grade 24 Environmental Health and Safety Managei Manager of Facility Planning Purchasing Manager 13-98 2,017.53 2,168.71 2,270.56 2,310.44 2,419.67 2,531.01 2,603.50 2,674.84 2,375.51 2,485.97 2,603.50 2,674.84 2,747.16 Grade 26 Food Service Director 13-98 2,�35.98 2,293.62 2,396.66 2,510.96 2,628.57 2,�51.45 2,829.07 2,905.75 19 APPENDIX A: EFFEC7IVE JANUARY 3, 1998 (coniinued) TITLES AND SALARIES SAINT PAUL SUPERVISORS' ORGANI2ATION Years of Service START 1 Year 2 Years 3 Years 4 Years 5 Years 70 Years 15 Y� Step 1 2 3 4 5 6 7 8 Grade 28 Food Service Director General Manager of Facility Operations and Maintenance (Civil Service Unclassified) 13-98 2,251.64 2,427.80 2,535.18 2,654.82 2,776.65 2,907.97 2,991.81 3,073.72 Grade 30 MIS Assistant Director 13-98 2,378.74 2,560.30 2,679.07 2,803.98 2,937.38 3,075.79 3,160.88 3,252.11 Grede 33 Chief Accountant 1-3-98 2,584.55 2,780.81 2,913.14 3,050.68 3,196.44 3,346.84 3,44223 3,537.86 APPENDIX A: EFFECTiVE JULY 4, 1998 AND JANUARY 2, 7999 TITLES AND SALARIES SAINT PAUL SUPERVISORS' ORGANIZATION 5 New Step 8 Grade 70 Inventory and Records Manager 7-4-98 1.487.30 7,554.62 1,624.90 1.698.47 1.773.98 1.823.39 1.872.68 1,909.54 1-2-99 1,520.76 7,589.60 1,667.46 1,736.69 1,813.90 1.864.42 1,914.87 7,957.28 Grade 15 Human Rights Specialist 7-4-98 1.700.61 1.776.19 1,857.95 1.941.97 2.037.32 2.088.96 2.145.65 2,187.89 1-2-99 1,738.87 7,876.15 1,899.75 1,985.67 2,077.02 2,135.96 2,193.93 2,242.59 Grade 18 Executive Secretary to Superintendent 7-4-98 1,842.34 1,92827 2,015.41 2,709.97 2,206.52 2268.49 2,327.31 2,373.12 1-2-99 1,883.79 1,977.65 2,060.76 2,757.44 2,256.16 2.319.53 2,379.67 2,432.45 � • � 20 �c-27� C� � APPENDIX A: EFFECTIVE JULY 4, 1998 AND JANUARY 2, 1999 (continued) TITLES AND SALARIES SAINT PAUL SUPERVISORS' ORGANIZATION Old Step 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years ( New Siep New Step 1 2 3 4 5 6 7 8 Grade 20 Accountant IV Compensationflntormation Manager Electronic Data Management Supervisor Employee Benefiis Manager Payroil Manager Staffing Manager 7-4-98 1,946.13 2,035.41 2,728.77 2,227.54 2,330.38 2,394.52 2,460.73 2,509.17 1-2-99 1,989.91 2,08720 2,176.67 2,277.66 2,382.87 2,448.40 2,516.09 2,571.89 Grade 21 Transportation Administrator 7-4-98 1,998.62 2,091.05 2,187.67 2,290.40 2,394.52 2,461.70 2,529.95 2,579.75 7-2-99 2,043.59 2,138.10 2,236.89 2,341.93 2,4A8.40 2,517.09 2,586.87 2.644.24 Grade 23 Accountant V Internal Auditor 7-a-9s 2,112.07 1-2-99 2,159.59 2,208.59 2,310.44 2.479.67 2,531.01 2,603.50 2,674.84 2,727.50 2,25828 2,362.43 2,474.71 2,587.95 2,662.07 2,735.03 2,795.68 Grade 24 Environmental Health and Safety Manager Manager of Facility Ptanning Purchasing Manager 7-4-98 2,768.71 2,270.56 2,375.51 2,485.97 2,603.50 2,674.84 2,747.16 2,801.24 1-2-99 2,217.50 2,327.65 2,428.96 2,541.91 2,662.07 2,735.03 2,808.97 2,871.27 Grade 28 Food Service Director General Manager of Facility Operations and Maintenance 7-4-98 2,421.80 2,535.16 2,654.82 2,776.65 2,907.97 2,991.81 3,073.72 3,13423 1-2-99 2.47629 2,59220 2,774.55 2,839.13 2,973.33 3,059.12 3.142.88 3,212.58 Grade 30 MIS Assistant Director 7-4-98 2,560.30 1-2-99 2,677.90 � Grade 33 Chief Accountant 7-4-98 2,780.81 1-2-99 2,843.38 � 2,679.07 2,803.98 2,937.38 3,075.79 3,160.88 3,252.17 3,316.13 2,739.35 2,867.07 3,003.47 3,145.00 3,232.00 3,32528 3,399.03 2,913.14 3,050.68 3,796.44 3,346.84 3,44223 3,537.86 3,607.51 2,978.68 3,119.32 3,268.36 3,422.14 3,519.68 3,617.47 3,697.69 2� APPENDIX B Grades Grade 20 Grade 23 Grade 25 Grade 33 Grade 20 Grade 20 Grade 23 Grade 10 Grade 10 Grade 20 Grade 24 Grade 21 TITLES AND GRADES SAINT PAUL SUPERVISORS' ORGANIZATION Classified Titles Accountant IV Accountant V Accounting Manager Chief Accountant Electronic Data Management Supervisor Employee Benefits Manager Internal Auditor fnventory and Records Manager Office Manager Payroll Manager Purchasing Manager Transportation Administrator Grades Unclassified Titles Grade 20 Compensation/Information Manager Grade 24 Environmental Health and Safety Manager Grade 18 Executive Secretary to Superintendent Grade 26 Food Service Director Grade 28 Food Service Director (Effective 3/28/98) Grade 28 General Manager of Facility Operations and Maintenance Grade 15 Human Rights Speciatist Grade 24 Manager of Facility Planning Grade 30 MIS Assistant Director Grade 20 Staffing Manager Titles designated as Civil Service Unclassified are not covered by the provisions of Civil Service Rules or any related rules covering employment in classified service positions unless specifically stated in this Agreement. � � � 22 • � � APPENDIX C Years of Service 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 � 23 24 25 26 27 28 29 30 31 32 33 � 35 36 37 38 39 40 41 42 43 44 45 ��=Z7 STANDARD RANGES, JANUARY 3, 1998 SAINT PAUL SUPERVISORS' ORGANIZATION Start 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years 1 2 3 4 5 6 7 8 1,102.14 1,130.37 1,159.65 1,189.19 1,227.67 7,252.22 1,279.63 1,318.31 1, 352.02 1,389.75 1,425.36 1,46427 1,503.06 1,543.00 1,584.98 i,sza.oi 1,672.02 1,777.18 1,�64.48 1.817J1 1,860.09 1,911.57 1,965.06 2,077.52 2,07327 2,131.97 2,189.74 2,251.63 2,314.57 2,378.73 2,445.91 2,51420 2,584.55 2,656.98 2,732.53 2,810.11 2,886.94 2,971.84 3,053.85 3,139.96 3.229.19 3,321.55 3,416.11 3,513.75 3,613.59 1,179.67 1,27023 1,240.50 1,273.16 7,305.77 1,341.39 1,372.70 1,413.93 1,450.62 1,48729 1,52923 1,57021 1,672.33 1,655.44 1,700.61 1,746.70 1.794.95 1.842.34 7.892.68 1,946.13 1.998.62 2.054.40 2,112.07 2,168.70 2,230.67 2,293.62 2,355.63 2,421.80 2.489.96 2,560.29 2,631.70 2,704.25 2.780.81 2,859.58 2,941.50 3,024.44 3,111.00 3,199.67 3,290.70 3,384.49 3,480.02 3,580.92 3,681.70 3,787.70 3.897.79 1,229.09 1,261.64 1,295.24 1,327.86 1,365.46 1.401.18 1,432.13 1.475.75 1,514.70 1,554.62 1,597.63 1,639.59 1,684.99 t,729.92 7,776.79 i,azs.as 1,874.79 1,92827 1.979.78 2,035.40 2,091.05 2,148.83 2,2osss 2,270.57 2,333.52 2,396.65 2,465.90 2,535.76 2,605.57 2,679.07 2,755.56 2,83326 2,913.74 2,996.03 3,082.15 3,16728 3,257.52 3,350.98 3,446.47 3,54621 3,646.90 3,749.95 3,858.98 3,96929 4.083.71 23 1,282.59 1,31728 1,350.95 1,387.69 1,424.31 1,46325 1,496.04 1,539.93 1.582.91 1,624.97 1,668.95 1,714.11 1,759.30 1,809.56 1,857.94 1,909.41 1,959.89 2,015.41 2,071.17 2,128.77 2,187.67 2,248.46 2,310.43 2,375.52 2,440.76 2,570.96 2,580.33 2,654.82 2,727.43 2,803.98 2,884.80 2,966.68 3,050.68 3,137.78 3,225.98 3,378.37 3,471.99 3,510.59 3.610.26 3,71522 3,820.36 3,929.46 4,042.78 4, 7 60.43 4.279.16 1,340.36 1,374.09 1,411.85 1,449.63 1,487.29 1,527.16 1,562.46 1.610.15 1,65A.33 1,698.47 1,745.85 1,791.85 1,840.20 1,890.54 1,941.97 1,996.53 2,051.18 2,109.97 2,166.63 2,227.54 2,290.39 2,352.43 2,419.68 2,455.97 2,SSS.t9 2,628.56 2,702.11 2,776.66 2,857.45 2,937.39 3,020.17 3,707.35 3,196.44 3.285.83 3,379.32 3,476.87 3,575.62 3,677.57 3,784.57 3,890.65 4,002.90 4,117.45 4,237.14 4,360.94 4,484.93 1.397.11 1,435.97 1,473.77 1,513.66 1,552.42 1,594.45 1,631.75 1,682.65 1.728.84 1,773.99 1,823.39 1,872.68 1,926.77 1,977.63 2,031.31 2,088.96 2,1as.ss 2,206.52 2.268.49 2,330.38 2,394.52 2,461.70 2,531.01 2,603.50 2,674.84 2,751.45 2.829.07 2.907.91 2.991.81 3,075.80 3.163.03 3253.30 3.346.84 3,44223 3,540.01 3,641.72 3.745.79 3,853.78 3,965.13 4,079.60 4,19521 A,375.95 4,441.80 4,569.97 4,701.16 1,435.97 1,473.77 1,513.62 1,552.42 1,594.45 1,638.54 1,675.47 1.728.86 1,773.99 1,823.39 1,869.62 1,926.17 1,977.63 2,031.37 2,088.96 2, 7 45.65 2,206.52 2,268.49 2,328.31 2,394.52 2,461.70 2,531.01 2,603.50 2,674.84 2,751.45 2,829.07 2.907.91 2.991.81 3,075.76 3, 7 60.88 3253.30 3, 346.84 3,442.23 3,540.01 3,642.77 3,745.79 3,853.78 3,964.96 4,07822 4,203.47 4,323.17 4,448.11 4,5�727 4,709.53 4,845.02 1,471.65 1,572.52 1,551.35 1,553.85 1,635.45 1,680.62 1.719.16 1.773.99 1,821.35 1,872.68 1.923.98 1,976.58 2,029.20 2,086.69 2, 7 45.65 2,203.44 2,267.37 2,327.31 2,393.47 2,46072 2,529.94 2,600.31 2,674.84 2,747.16 2,825.97 2,905.75 2,988.70 3,073.73 3,160.88 3,252.7 9 3,343.60 3,438.08 3,537.86 3,640.66 3,743.70 3,849.70 3,960.98 4,074.43 4,193.02 4,313.62 4,436.71 4,565.69 4,698.01 4,834.37 4.974.17 ., APPENDIX C C�I6' 10 11 12 13 14 15 16 17 18 19 20 27 � 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 (Continued) STANDARD RANGES, JULY 4, 1998 SAINT PAUL SUPERVISORS' ORGANIZATION 1 Year 2 Year 3 Years 4 Years 5 Years 10 Years 15 t,779.67 1,21023 7,240.50 1,273.16 1,305.77 1,341.39 1,372.70 t,473.93 1,450.62 1,48729 7,52923 1,57021 1,612.33 1,655.44 t,700.61 1,746.70 1.794.95 7,842.34 1,892.68 1,946.13 1.998.62 2,054.40 2.172.07 2,168.70 2,230.67 2,293.62 2,355.63 z,az�.ao 2,489.96 2,560.29 2,631.70 2,70425 2.780.81 2.859.58 2,941.50 3,024.44 3,171.00 3,199.67 3,290.10 3,384.49 3,480.02 3,580.92 3.65170 3,787.70 3,897.79 1, 229.09 1, 282.59 1, 340.36 1,261.64 1,31728 1,374.09 t, 295 24 1, 350.9 5 1, 411.85 1, 327.86 1, 387.69 1, 449.63 1.365.46 1,424.31 7 ,48729 7,401.18 1,46325 1,527.16 1,432.73 7,496.04 1,562.46 1,475.75 1,539.93 7,610.15 1,514.70 1,582.97 1, 654.33 1,554.62 1,597.63 1,639.59 7,684.99 1,729.92 1,776.19 1,826.46 1,874.79 1,928.27 1.979.78 2,035.40 2,091.05 2,748.83 2,208.59 2.270.57 2,333.52 2,396.65 2,465.90 2,535. Y 6 2,605.57 2,679.07 2,755.56 2,83326 2,973.74 2,996.03 3,082.15 3,76728 3,257.52 3,350.98 3,446.47 3,54621 3,646.90 3,749.95 3,858.98 3,969.29 4,083.71 1,624.91 1,668.95 1,714.11 1,759.30 1,809.56 1,857.94 1,909.41 1,959.89 2,015.47 2.071.17 2.128.77 2,787.67 2,248.46 2,310.43 2,375.52 2,440.76 2,510.96 2,580.33 2,654.82 2.727.43 2,803.98 2,884.80 2,966.68 3,050.68 3,137.78 3,225.98 3,318.37 3,411.99 3,510.59 3,61026 3,71522 3,820.36 3,929.46 4,042.78 4,160.43 4.279.16 1.698.47 1,745.85 1,791.85 1,84020 7,890.54 t,941.97 7,996.53 2,051.78 2,109.97 2,166.63 2,227.54 2,290.39 2,352.43 2,419.66 2,485.97 2,555.19 2,628.56 2.702.11 z,ns.ss 2,857.45 2,937.39 3,020.17 3,107.35 3,196.44 3,285.83 3,379.32 3,476.87 3,575.62 3,677.57 3,784.57 3,890.65 4,002.90 4,117.45 4,237.14 4,360.94 4,484.93 1,397.11 1,435.97 1.435.97 1,47377 1,473.77 1,513.62 1,573.66 1,552.42 1,552.42 1,594.45 7,594.45 1,638.54 1,631.75 1,652.65 7 ,728.84 1.773.99 1,823.39 1,872.68 7.926.17 1,977.63 2,031.31 2,088.96 2,745.65 2,206.52 2,268.49 2,330.38 2,394.52 2.461.70 2,531.01 2,603.50 2,674.84 2,751.45 2,529.07 2,907.91 2.991.81 3,075.80 3,163.03 3,253.30 3,346.84 3,442.23 3,540.01 3,647.72 3,745.79 3,853.78 3,965.13 4,079.60 4,19527 4,315.95 4,441.80 4,569.91 4,701.16 1,675.47 1.728.86 1,773.99 1,823.39 7,869.62 1.926.17 1,977.63 2,031.31 2,088.96 2.145.65 2,206.52 2,268.49 2,328.31 2,394.52 2,467.70 2,531.07 2,603.50 2,674.84 2,751.45 2,829.07 2,907.91 z,ss�.ai 3,075.76 3, 7 60.88 3,253.30 3,346.84 3,442.23 3,540.01 3,642.77 3,745.79 3,853.78 3,964.96 4,078.22 4,203.47 4,323.17 4,448.11 4.57727 4,709.53 4,845.02 7,471.65 1,572.52 1,551.35 1,553.85 1,635.45 1,680.62 7,719.16 7,773.99 1,821.35 1,872.68 7.923.98 1,976.58 2,02920 2,086.69 2,145.65 2,203.44 2,267.37 2,327.37 2,393.47 2,460.72 2,529.94 2,600.31 2,674.84 2.747.16 2,825.97 2,905.75 2,988.70 3,073.73 3,160.88 3,252.17 3,343.60 3,438.08 3,537.86 3,640.66 3,743.70 3,849.70 3,960.98 4,074.43 4,193.02 4,313.62 4,436.71 4,565.69 4,698.01 4,834.37 4,974.17 New Step 1,500.61 1,54229 1,581.89 1,584.44 1,667.64 1,713.70 1,753.01 1,808.91 1.857.21 1,909.54 1,961.85 2,015.49 2,069.14 2,127.77 2, 787.89 2,246.81 2,372.00 2,373.12 2,440.59 2,509.76 2.579.�4 2,651.50 2,727.50 2,807.24 2,881.60 2,962.95 3,047.53 3,13423 3,223.10 3,316.13 3,409.41 3,505.76 3,607.51 3,712.33 3,877.39 3,925.48 4,038.95 4,t54.64 4,275.56 4,398.53 4,524.05 4,655.57 4,790.50 4.929.54 5,072.09 • � � �z� • � � APPENDiX C (Continued) •. 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 1$ 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 `d0�? STANDARD RANGES, JANUARY 2, 1999 SAINT PAUL SUPERVISORS' ORGANIZATION 1 Year 2 Year 3 Years 4 Years 5 Years 10 Years 15 Years � New Step 1,20621 1,237.46 7,268.41 1,301.81 1,335.15 1,371.57 1,403.59 1,445.74 1,48326 1,520.75 1,563.64 1,605.54 1,648.61 1,692.69 t,738.87 1,786.00 1,835.34 1,883.79 1,93527 1,989.92 2,043.59 2,100.62 2,159.59 2,217.50 2,280.86 2,34523 2,408.63 2,476.29 2,545.98 2,617.90 2,690.91 2,765.10 2,843.38 2,923.92 3,007.68 3,092.49 3,181.00 3,271.66 3,364.13 3,460.64 3,558.32 3,661.49 3,764.54 3,8�2.92 3,985.49 1,256.74 1,290.03 1,324.38 1,357.74 1,396.18 1,432.71 1,464.35 1,508.95 1,548.78 1,589.60 1,633.58 1,676.48 1.722.90 1.768.84 1,816.15 1,867.56 1,916.97 1,971.66 2,024.33 2,081.20 2,138.10 2.197.18 2,258.28 2,327.66 2,386.02 2,450.57 2,521.38 2,59220 2,664.20 2,739.35 2,817.56 2,897.01 2.978.69 3,063.44 3,157.50 3,238.54 3,330.81 3,426.38 3,524.02 3,626.00 3,728.96 3,834.32 3,945.81 4,058.60 4,175.59 1,371.45 1,346.92 1,381.35 1.418.91 1,456.36 1,496.17 1,529.70 1,574.58 7,678.53 7,661.47 1,706.50 7,752.68 1,798.88 1,85028 1,899J4 1,952.37 2,003.99 2,060.76 2,1 1777 2,176.67 2,236.89 2,299.05 2,362.41 2,428.97 2,495.68 2,567.46 2,638.39 2,714.55 2,788.80 2,867.07 2,949.71 3,033.43 3,119.32 3,208.38 3,298.56 3,393.03 3,488.76 3,589.58 3,691.49 3,798.87 3,906.32 4.017.87 4, 7 33.74 4,254.04 4,375.44 1,370.52 1,405.01 1,443.62 1,48225 1,520.75 1,561.52 1,597.62 1,6a6.38 1,691.55 1,736.69 1,785.13 1.832.17 1,881.60 1,933.08 1,985.66 2,041.a5 2.097.33 2,157.44 2,215.38 2,277.66 2, 341.92 2,405.36 2,474.12 2,541.90 2,612.68 2,687.70 2,762.91 2,839.53 2,927.7a 3,003.48 3,088.12 3,17727 3,268.36 3,359.76 3,455.35 3,555.10 3,656.07 3,760.32 3,869.72 3,978.79 4,092.97 4,210.09 4,332.48 4,459.06 4,585.84 1,428.54 7,468.28 7,506.93 1,547.72 7,587.35 1,630.33 1,668.46 t,720.51 1,767.74 1,813.90 7,864.42 7,914.82 7,969.51 2,022.13 2,077.01 2,135.96 2,193.93 2,256.17 2,319.53 2,382.81 2,448.40 2,517.09 2,587.96 2,662.08 2,735.02 2,813.36 2,892.72 2,973.34 3,059.13 3,745.01 3,234.20 3,326.50 3,422.14 3,519.68 3,679.66 3,723.66 3,830.07 3,940.49 4,054.35 4,171.39 4,289.60 4,413.06 4,541.74 4,672.73 4,806.94 1,46828 1,506.93 1,547.68 1,587.35 1,630.33 1,675.41 1,713.17 1,767.76 1,813.90 1.864.42 1,911.69 1,969.51 2,022.73 2,077.01 2, 7 35.96 2,193.93 2,256.17 2,319.53 2,380.70 2,448.40 2,517.09 2,587.96 2,662.08 2,735.02 2,873.36 2,892.72 2,973.34 3,059.13 3,144.96 3,232.00 3,326.50 3,422.14 3,519.68 3,619.66 3,724.73 3,830.07 3,940.49 4,054.17 4,169.98 4,298.05 4,420.44 4,548.19 4,68026 4,875.49 4,954.03 1,504.76 1,546.55 1,586.26 1,588.81 7,67225 1,718.43 1,757.84 1,813.90 1,862.33 1,914.82 1,96727 2,027.05 2,074.86 2,133.64 2,193.93 2,253.02 2,318.39 2,379.67 2,447.32 2,516.09 2,586.86 2, 658.82 2,735.02 2,808.97 2,889.55 2,971.13 3,055.95 3,142.89 3,232.00 3,325.28 3,418.83 3,515.44 3,617.46 3,722.57 3,827.93 3,936.32 4,050.10 4,166.10 4,287.36 4,470.68 4,536.54 4,668.42 4,803.72 4,943.74 5,086.09 7,538.13 1,580.85 1,621.44 1,624.05 t,709.33 t,756.54 7,796.84 7 ,854.13 1,903.64 1,95728 2,010.90 2,065.88 2,120.87 2,180.96 2,242.59 2,302.98 2,369.80 2,432.45 2,501.60 2,571.89 2,64423 2.777.�9 2,795.69 2,871.27 2,953.64 3,037.02 3,123.72 3,212.59 3,303.68 3,399.03 3,494.65 3,593.40 3,697.70 3,805.14 3,972.82 4,023.62 4,139.92 4,258.51 4,382.45 4,508.49 4,637.15 4.771.96 4,97026 5,052.78 5, 7 98.89 P�.� fi�l�]�/ D Dental Insurance .......................................... 9 Discipline ................................................ 14 F Fair Shaze Fee ............................................1 Flexible Spending Account ...........................9 Funeral I,eave .---- ....... .. .. ...... -------.......... 6 G Grievance Procedure ................................... 14 H Health Insurance ..........................................8 Holidays .................................................... 4 Hours of Work ............................................2 L Legal Services .......................................... 14 Life Insurance .............................................9 Long-Tettn Disability Insurance .....................9 M Matemity/PazentaUFamily Medical Leave ........7 Membership Fee Assessments ....................... I Mileage ................................................... 17 0 Overtime ...................................................2 P Preamble.................................................. iv R Retirement Healih Insvrance ........................ 10 S Salaries ................................................... 19 Seniority ...................................................3 Seveiance Pay ...........................................13 Sick Child Caze I.eave ..................................6 Sick Leave .................................................6 Sick Leave Conversion .................................6 Spouse/Dependent ParenT Leave .....................6 Standard Ranges ........................................ 23 T Tides And Grades ...................................... 22 V V acation .................................................... 5 W Wages ....................................................... 7 Working Out of Classification .......................3 � � � 26