99-29Council Fffe # 1�' e t
ORiGINAL
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
Disirict No. 625, Saint Paul Public Schools, and Professional Empioyees Association, Inc., Representing
4 Classified and Unclassified Professional Employees.
Requested by Departrnent of:
Office of Labor Relations
By: � F- ,
Adopted by Council: Date °
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Adoption Certified by Council Secretary
By: ���� . ^�-��
Approved by Mayorc� te � �QiI�C ��J � � �
By: _3vUGGK �YW�-�'GCQf�
RESOLUTION .
CITY OF SAINT PAUL, MINNESOTA
Green Sheet # 62415
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Form Ap oved by Ci Attomey
B ��� � �ti�I�Q
DEPARTMENT/OFFICE/COUNCIL: DATE INITIATED GREEN SHEET 1vo.: 62415 �/
LABOR RELATTONS 12/28/98 {�'
CONTACI' PERSON & PAONE:
NLIE KRAUS 266-6513
MUSI' BE ON COUNCII. AGENDA BY (DA1'E�
TOTAL # OF SIGNATURE
� INIIWJDATE ATfIALDAl
ASSIGN 1 DEPARTMENT DIR. � 4 CR'Y CAUNCIL
NUMBER 2 CITY ATIORNEY � C1TY CLERK
FOR BUDGEI DIR. FIN. & MGT. SERVICE DIR
ROUTING 3 MAYOR (OR ASS2.) �
ORD. `a?
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(CIdP ALL LO(:ATIONS FOR SIGNATURE)
ncnox xEQUESren: This resolution approves the attached January 1, 1998 through December 31, 1999 Employment
Agreement between the Independent School District No. 625, Saint Paul Public Schoois, and Professional
Employees Association, Inc., Representing Classi&ed and UncIassified Professionai Employees.
RECOMIvfINDA1TONS: Approve (A) or Reject (R)
_PLANNING COMIvIISSION _CIVIL SERVICE COMMIISSION
M
_CIB CAM[�9TfEE
STAFF
DISIRICT COURT
SUPPOR'IS N'HICH COUNCIL OB7ECTIVE?
PERSONAI, SERVICE CONTRACI'S MiJST ANSR'ER TfIE FOLLOWING
QUESTIONS:
1. Has this persodfum ever worked under a contrac[ for ihis department?
Ya No
2. Has this peisoNfvm ever been a city amployee?
Yes No
3. Does this person/fum possas a skill not notmally possessed by arry current city
Yes No
Ezplain ail yes answers on sepante sheet and attach to greeo s6eet
INl'LIA1'ING PROBLEM, ISSUE, OPPORI'IJNI1'N (Who, What, W6en, Wherq Why):
ADVANTAGESIFAPPROVED:
This Agreement pertains to Boazd of Education employees only.
DISADVANTAGES IF APPROVED:
DISADVANTAGES IF NOT APPROVED:
TOTAL AMOUNT OF TRANSACiTON:
Fl1NDING SOURCE:
; � FINANCIAL INFORMATION: (EXPLAQ�
M� �,>m�fik� r;;.^�.a�r
� �� E�.��,a:_.. �_ , .., � . .
D���d199�
COST/REVENUE BUDGETED:
ACI7VITY NUMBER:
DEC 3
�iAYOR'S OFFICE
INDEPENDENT SCHOOL DISTRICT NO. 625
BOARD OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
DATE: August 18, 1998
q q -z
TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Paul Public Schools and Professional Employees Association,
Inc., Representing Classified and Unclassified Professional Employees
A. PERTINENT FACTS:
1. New Agreement is for a two-year period from January 1, 1998, through December 3'I, 1999.
2. Contract changes are as follows:
Waaes: Effective January 3, 1998, increase wages an average of 2.5%. Effective
January 2, 1999, increase wages an average of 2.4%. Restructured step schedule from a civil
service format to a straight eight-year schedule, removing the beginning step and adding a
new top step.
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:
Sinple Familv
Effective January 1, 1998 $196.05 $350.00
Effective January 1, 1999 $205.00 $375.00
Effective January 1, 1999, 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 tvc 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 $�00 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
Richard Kreyer, Negotiations/Labor Relations Manager; and Lois
Director, Fiscal Affairs and Operations.
B. RECOMMENDATION:
Relations Assistant Manager;
M. Rockney, Interim Executive
That the Board of Education of Independent School District No. 625 approve and adopt the Agreement
concerning the terms and conditions of employment for Classified and Unclassified Professional
Employees in this school district; duration of said Agreement is for the period of
January 1, 1998, through December 31, 1999.
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1998 -1999
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
SAINT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
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PROFESSIONAL EMPLOYEES
ASSOCIATION, INC.
January 1, 1998 through December 31, 1999
� Saint Paul Public Schools
L/ F E L O N G L E A R N/ N C
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�' Sainf Paul Public Schools
L! F E L O N G L E.I R N/ N G
SAIfVT PAUL PUBLIC SCHOOLS
Independent School District No. 625
Board of Education
Mary Thornton Phillips - Chair
Greg Filice - Vice Chair
Gilbert de la O- Clerk
Neal Thao - Treasurer
Administration
William A. Larson -
Maureen A. Flanagan -
(Vacant)
Lois M. Rockney
Cy R. Yusten
Tom Conlon - Director
Becky Montgomery - Director
AI Oertwig - Director
Interim Superintendent of Schools
Executive Assistant
Superintendent of Schools
Interim Assistant Superintendent
Accountability, Techrtology
and Support Services
Interim Executive Director
Fiscal Affairs and Operations
Assistant Superintendent
Teaching and Leaming
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TABLE OF CONTENTS
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ARTICLE TITLE
Article 1.
Article 2.
Article 3.
Article 4.
Article 5.
Article 6.
Article 7.
Article 8.
Article 9.
Article 10.
Article 11.
Article 12.
Article 13.
Article 14.
Article 15.
Article 16.
Article 17.
Article 18.
Article 19.
Article 20.
Article 21.
Article 22.
Article 23.
PAGE
Preamble.................................................................................................... i v
Recognition ..................................................................................................1
Management ......................................................................................1
Maintenance of Standards ............................................................................ i
Check Off and Service Fee ............................................................................ 2
Hours of Work and Overtime .......................................................................2
Pro bation ..................................................................................................... 3
Seniority ..................................................................................................... 4
Working Out of Classification .....................................................................4
Wages ........................................................................................................... 5
Holidays ....................................................................................................... 6
Vacation....................................................................................................... 7
SickLeave .................................................................................................... 7
Parental/Maternity Leave .......................................................................... 8
Employee Benefits .......................................................................................9
Severance ...........................................................................................1 4
LegaiServices ...........................................................................................1 5
Discipline ..................................................................................................1 5
Grievance Procedure .................................................................................i 6
Non-Discrimination ..................................................................................1 8
Work Stoppage ............................................°------............°-°-°.........-�---..... t 8
Mileage ......................................................................................................1 8
Saving Clause .............................................................................................1 9
Duration and Effective Date .......................................................................1 9
Appendix A: Titles and Salary .................................................................2 0
Appendix B: Titles and Grades .................................................................2 3
Appendix C: Standard Ranges ..................................................................2 4
Index ..........................................................................................................2 6
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PREAMBLE
This Agreement
hereinafter referred to
Employees Association,
purpose of fostering and
Association in order that
the School District.
s entered into between Independent School District No. 625,
as the "Employer� and the City of Saint Paul Professional
Inc., hereinafter referred to as the °Association," for the
promoting harmonious relations between the Employer and the
a high level of public service can be provided to the citizens i n
This Agreement attempts to accomplish this purpose by providing a fuller arxi
more complete understanding on the part of both the Employer and the Association of
their respective rights and responsibilities.
The provisions of this Agreement shall not abrogate the
the Employer, the Association, or the employees as established
the Public Empioyment Labor Relations Act of 1971, as amended.
rights and/or duties of
under the provisions of
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1.1 The Employer recognizes the Association
Classified Professional Employees Group,
Bureau of Mediation Services, dated May
This unit consists of the following:
ARTICLE 1. RECOGNITION
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as the exclusive representative for the
as certified by the State of Minnesota
1i, 1988, C�e No. 88-PR-2632.
All ciassified professional employees of Independent
School District No. 625, St. Paul, Minnesota, who
are public employees within the meaning of
Minnesota Statute. § 179.03, Subd. 14, excluding
supervisory, confidential, and ali other employees.
1.2 The rights and benefits of provisional employees shall be govemed by the Civii
Service Rules unless such rights and benefits are specifically amended as to
provisional employees by this contract.
ARTICLE 2. MANAGEMENT RIGHTS
3.1 The Association 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.
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3.2 A pubiic employer is not required to meet and negotiate on matters of inherent
managerial policy, which include, 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 3. MAINTENANCE OF STANDARDS
3.1 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 shail be maintained at not less than the highest minimum standard
as set forth in the Civii Service Rules of the City of Saint Paul (Resolution
No. 3250), and the Saint Paul Salary Plan and Rates of Compensation at the time
of the signing of this Agreement, and the conditions of empioyment shall be
improved wherever specific provisions for improvement are made elsewhere i n
this Agreement.
ARTICLE 4. CHECK OFF AND SERVICE FEE
4.1 The Employer agrees to deduct the Association 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 Empioyer by a representative of the Association
and the aggregate deductions of all employees shail 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 possibie.
4.2 Any present or future employee who is not an Association member shall be
required to contribute a fair share fee for services rendered by the Association.
Upon notification by the Association, the Employer shall check off said fee from
the earnings of the employee and transmit the same to the Association. In no
instance shall the fair share fee exceed eighty-five (85) percent of the
membership dues. It is also understood that in the event the Employer shall make
an improper fair share deduction from the earnings of an employee, the
Association shall be obligated to make the Employer whole to the extent that the
Empioyer shall be required to reimburse such employee for any amount
improperiy witfiheld. This provision shatl remain operative only so long �
specifically provided by Minnesota iaw, and as otherwise legal.
4.3 The Association agrees to indemnify and hold the Employer harmless against any
and all claims, suits, orders or judgments brought or issued against the
Empioyer as a result of any action taken or not taken by the Employer under ihe
provisions of this Article.
4.4 The Association agrees that a service fee of fifty cents (50¢) per member, per
month shall be deducted by the Employer from the amount withheid for dues o r
fair share prior to remittance of dues or fair share to the Association.
ARTICLE 5. HOURS OF WORK AND OVERTIME
5.1 The normal hours of work tor the employee shall be a minimum of 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 a minimum 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 except as in 6.4 below.
5.3 It is understood by the parties that Section 28H - Overtime Compensation of
Resolution No. 3250 shall not apply to this unit.
5.4 In unusual circumstances a department head may grant employees who work
more ihan 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 particular seven (7)-day period compensatory time or pay on a straight
time basis for the extra hours worked. The method of this compensation shall be
determined solely by the Employer.
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ARTICLE 6. PROBATION
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6.1 The probationary period shaii be one (1) year for all original and promotion
appointees and employees who have been transferred at their own request o r
reinstated after resigning in the Professional Employees unit. in the case of a one
(1)-year probation, the employee's progress report shall be submitted to the
Human Resources Director at the end of the fourth (4th) and eighth (8th) month
of employment.
Unless the head of the department where the employee is empioyed at the end of
his/her probationary period shall, during the last month of the employee's
probation, certify that the services of such probationer during the probationary
period were unsatisfactory, the employment of such probationer shall continue,
and the probationer shall be deemed to have satisfactorily completed the
probationary period. If the probationer's service has been certified as
unsatisfactory by the head of the department in which the empioyee is employed,
the empioyment of such probationer shall terminate at the end of the
probationary period. If the probationer is entitled to veteran's preference i n
accordance with the Veterans' Preference Act of the State of Minnesota, he/she
shall be entitied to a hearing as required by said Act and in accordance with
Section 16 of Civil Service Rules.
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6.2 Time served on probation, whether continuous or not, shall be charged to the
period of probation.
6.3 If any probationer on fair test shall be found incompetent or unqualified to
perform the duties of the portion to which he/she has been certified o r
transferred, the appointing officer shalt report such fact in writing to the Human
Resources Office and may, for reasons specifically stated in writing and filed
with the Human Resources Office, discharge, reduce, or in the case of a
transferee, return to the former position of said probationer at any time during
the probationary period; except that if the probationer is entitled to veterans'
preference in accordance with the Veterans' Preference Act of the State of
Minnesota, he/she shall be entitied to a hearing as required by said Act and i n
accordance with Section 16 of the Civil Service Rules.
6.4 If a promotional or a transferee probationer is found unsatisfactory because
he/she is incompetent or unqualified to pertorm the duties of the certified o r
transferred position, the probationer shall be reinstated to his/her former
position or to a position to which the employee might have been transferred prior
to such promotion; except that if the probationer is entitled to veterans'
preference in accordance with the Veterans' Preference Act of the State of
Minnesota, he/she shall be entitled to a hearing as required by said Act and i n
accordance with Section 18 of the Civii Service Rules.
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ARTICLE 7. SENIORITY
7.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The •
length of continuous, regular, and probationary service with the Employer from
the date an employee was first certified and appointed to a class title covered by
this Agreement, it being further understood that seniority is confined to the
current class assignment held by an employee. In cases where two or more
employees are appointed to the same class title on the same date, the seniority
shall be determined by the employee's rank on the eligible list from which
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 !n cases where there are promotional series, such as Accountant I, II, III, etc.,
when the number of employees in the higher tities is to be reduced, employees
will be offered reductions to the highest title to 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
shall expire after two (2) years of layoff. It is understood that such employees
wiil pick up their former seniority date in any class of positions that the �
employee previously heid.
7.6 To the e�ent possible, vacation period 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.
ARTICLE 8. WORKING OUT OF CLASSIFICATION
8.1 Employer shail avoid, whenever possibie, working an employee on an
out-of-class assignment for a prolonged period of time. Any employee working
an out-of-class assignment for a period in 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 siuteenth (16th) day of such assignment.
For purposes of this Article, an out-of-class assignment is defined as an
assignment of an employee to perform, on a full-time basis, all of the significant
duties and responsibilities of a position different from the empioyee's regular
position, and which is in a classification higher than the classification held by
such employee. The rate of pay for an approved out-of-class assignment shall be
the same rate the employee would receive if such employee received a reguiar
appointment to the higher classification.
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ARTICLE 9. WAGES
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9.1 The wages shall be as shown in Appendices A, B R� C.
9.2 Step Progression.
9.2.1 Eliaibility for Ste� Progression.
9.2.1.1 An employee must have received an overall rating of
°Satisfactory" on his/her most recent performance evaluation
to receive any salary step advancement.
9.2.1 .2 An employee must have been paid a minimum of 1,040 hours
in the previous twelve (12) months (minimum hours
requirement is prorated for part-time employees) to receive
any salary step advancement.
9.2.2 Ste� Progression in 1 998.
9.2.2.1 Employees who are eligible shail advance one (1) step on the
pay period following the one (1) year anniversary of their
last step.
9.2.2.2 Employees who are on their five (5)-year, ten (10)-year or
fifteen-(15) year step and who have not received a step since
• prior to January 1, 1998, shall progress one (1) step on
their anniversary date or July 4, 1998, whichever occurs
first.
9.2.3 Step Progression in 1 999.
9.2.3.1 Employees who are eligible shall advance one (1) step on the
pay period following their anniversary date.
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ARTICLE 10. HOLIDAYS
10.1 Holidays Recognized and Observed. The following days shall be recognized and
observed as paid holidays:
New Year's Day
Martin Luther King Jr. Day
Presidents' Day
Memorial Day
Independence Day
Labor 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.
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10.3 Eliaibility Requirements. To be eligible for holiday pay, empioyees must have
been compensated for all scheduled hours of their last scheduled workday before
the holiday and for their first scheduled workday following the holiday. In
neither case shall the holiday be counted as a working day for the purposes of this
Section. •
10.4 If Martin Luther King Jr. Day or Presidents' Day falls on a day when school is in
session, the employees shall work that day at straight time and another day shall
be designated as the holiday. This designated holiday shall be a day determined by
agreement between the employee and the supervisor.
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ARTICLE 11. VACATION
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11.1 in each calendar year, each full-time employee shall be granted vacation
according to the following schedule:
Years of Service
First year through 8th year
After the 9th year through 15th year
After 15 years and thereafter
Hours of
Vacation
Earned Per Annual
Hour on Hours
Payroll Eamed
.0692 144
.0885 1 84
.1077 224
Annual
Days
Eamed
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23
28
Calculations are based on 2,080 hours and shall be rounded off to the nearest
hour. "Years of Service" means calendar years of service.
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1 1.2 An employee may carryover into the following year up to one hundred and sixty
(160) hours of vacation.
11.3 Upon separation of service, if employee has provided ten (10) calendar day'
notice to the Empioyer, any unused, accrued vacation shall be paid at the
employee's current rate of pay. If an empioyee has been granted more vacation
than the employee has earned up to the time of separation irom service, the
employee shall reimburse the District for such unearned vacation at the
employee's current rat of pay. If an employee is separated from service by
reason of discharge, retirement or death, the employee shall be paid for any
unused, accrued vacation earned up to the time of such separation.
1 1.4 Sick Leave Conversio�. If an empioyee has an accumulation of sick leave credits
in excess of one hundred and eighty (180) days, he/she may convert any part of
such excess to vacation at the rate of one-half (1 /2) day's vacation for each day
of sick leave credit. No employee may convert more than then (10) days of sick
leave in each calendar year under this provision.
ARTICLE 12. SICK LEAVE
12.1 Sick Leave. Sick leave shali accumulate at the rate of .0576 of a working hour
for each fuli 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.
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ARTICLE 12. SICK LEAVE (continued)
1 2.2 Specified Aliowable 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 deems necessary, on account of sickness o r
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 actualiy
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.
12.2.1 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, sister-in-law or brother-in-law.
12.2.2 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 shall be granted on
the same terms as the employee is able to use sick leave for the
employee's own illness. This leave shall only be granted pursuant to
Minnesota Statute § 181.9413 and shall remain available as provided �
in Statute.
12.2.3 Spouse/Dependent Parent 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 iliness of his/her spouse or
dependent parent. These days when used are deductible from sick leave.
1 2.3 E�ibility for Sick Leave. To be eligible for sick leave, the employee must meet
the specified uses in 122 and report the need for time off to his/her supervisor
no later than one-half hour past his/her regular scheduled starting time.
12.4 The granting of sick leave is subject to additional provisions as provided in Civil
Service Rules.
ARTICLE 1 3. PARENTAUMATERNITY LEAVE
13.1 Maternity 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 employee 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.
13.2 Parental leave shall be granted to employees for the birth or adoption of a child •
in accordance with applicable state and federal laws.
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ARTICLE 1 4. EMPLOYEE BENEFITS
SECTION 'I . ACTIVE EMPLOYEE HEALTH INSURANCE
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1.1 The Empioyer 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 Eliaibititv Waiting Period. Three (3) full months of continuous regu{arly
appointed service in Independent Schooi District No. 625 will be required before
an eligibie employee can receive the District contribution to premium cost for
health and life insurance provided herein.
1.3 Full-Time Status. For the purpose of this Article, full-time employment is
defined as appearing on the payroll at least thirty-two (32) hours per week o r
at ieast sixty-four (64) hours per pay period, exc4uding overtime hours.
1.4 Half-Time Status. For the purpose of this Article, half-time employment is
defined as appearing on the payroll at least twenty (20) hours but less than
thirty-two (32) hours per week or at least forty (40) hours but less than
sixty-four (64) hours per pay period, excluding overtime hours.
1.5 Em�lover Contribution Amount: Full-Time Emplovees. Effective
January 1, 1998 and who selects empioyee 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 $350.00 per
month, whichever is less.
1.5.1 Effective January 1, 1999, for each eligible employee covered by this
Agreement who is employed fulf 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 w i i l
contribute the cost of such family coverage or $375 per month,
whichever is less.
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1.6 Emotover Co�tribution Amount: Half-Time Em�loyees. For each eligible
employee covered by this Agreement who is empioyed half time, the Employer
agrees to contribute fifty percent (50°/a) of the amount contributed for fuil-time
employees for the insurance coverages in 1.5, 1.7, 1.8 and 1.9 of this Articie.
Part-time empioyees are not eligible for any of the married couple contributions
in Subd. 1.7.
1.7 Em�lover Contribution Amount• Married Couples. Effective January 1, 1999,
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 combination of District contributions cannot exceed the full cost
of family coverage and cannot be applied in cases where the spouse is receiving
health insurance through the District's cafeteria benefits plan.
E'7
ARTICLE 14. EMPLOYEE BENEFITS, Section 1. (continued)
1.8 Life Insurance. Effective January 1, 1996: The District agrees to contribute �
a maximum of $15 per month for each eligible employee for life insurance
coverage. The amount of life insurance provided under this Subd. 1.7 shall be
$50,000. This amount of life insurance shall be reduced to $5,000 upon eariy
retirement and shall continue until the early retiree reaches age sixty-five
(65), at which time the Employer paid life insurance shall be terminated.
1.9 Dental Insurance. Effective January 1, 1996, the Employer will contribute
for each eligible employee covered by this Agreement who is employed full-time
toward participation in a dental care plan offered by the Employer up to $30 per
month for employee coverage.
1.1 0 Flexible Soending Account. It is the intent of the Employer to maintain during
the term of this Agreement a plan for medical and child care expense accounts to
be available to employees in this bargaining unit who are eligible for
Employer-paid premium contribution for health insurance for such expenses,
within the established legal regulations and IRS requirements for such accounts.
1.1 1 The contributions indicated in this Article 14 shall be paid to the Employer's
group health and welfare plan.
1.12 Any cost of any premium for any Employer-offered employee or family
insurance coverage in excess of the dollar amounts stated in this Article 14 shall
be paid by the employee through payroll deduction.
SECTION 2. RETIREMENT HEALTH INSURANCE AND 7RANSITIONAL BENEFIT •
Subd. 1. Benefit Eligibility for Emploveeswho Retire Before Age65.
1.1 Employees hired into District service before January 1. 1996, must have
completed the foilowing 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 empfoyment relationship with Irtdeperident
School District 625;
B. Must be at least fifty-eight (58) years of age and have completed
twenty-five (25) years of service, or;
C. The combination of their age and their years of service must equal
eighty-five (85) or more, or;
D. Must have completed at least thirty (30) years of service, or;
E. Must have completed at least twenty (20) consecutive years of service
within Independent School District No. 625 immediately preceding
retirement.
Years of regular service 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.
10
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ARTICLE 1 4. EMPLOYEE BENEFITS, Section 2. (continued) �'
•
1.2 E�loyees hired into District service after January 1. 1996. must 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 Eliaibility 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 Schooi District No. 625 health insurance program, or in any
other Empioyer-paid health insurance program.
B. Additional dependents beyond those designated to the District at ihe 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 in this Section.
Subd.2. Employer Contribution Levels for Empioyees Retiring Before Age65.
2.1 Health Insurance Employer Contribution.
• The District wil{ for the period of this Agreement provide employees who meet
the eligibility requirements for health insurance in 1.1 or 1.2 above, who retire
during the term of this Agreement, and until such employees reach sixty-tive
(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 or
family coverage by that carrier, for an employee under this Agreement, i n
his/her last month of active employment. In the event new carriers replace
those in place at execution of this Agreemeni, the dollar amounts being paid for
single or family coverage to the carrier at the employee's date of retirement
shall constitute the limit on future contributions. Any employee who is receiving
family coverage premium contribution at date of retirement may not later ciaim
an increase in the amount of the Employer obligation for single coverage
premium contributions to a carrier after deieting family coverage.
2.2 Life Insurance Employer Contribution.
The District wil4 provide for early retirees who quality under the conditions of
1.1 or 1.2 above, premium contributions for eligible retirees for $5,000 of life
insurance only untii their 65th birthday. No life insurance wiil be provided, or
premium contributions paid, for any retiree age sixty-five (65) or over.
•
11
ARTICLE 14. EMPLOYEE BENEFITS, Section 2. (continued)
Subd.3. Benefit Eligibility for Em�loveesAfter P�ge65.
3.1
3.2
Emolovees hired into the District before Januarr�l. 1996. who retired before
age 65 and are receiving benefits per Subd. 2 above are eligible, upon reaching
age65, for employer premium contributions for health insurance described in
Subd. 4 of this Article.
Em�lovees hired into the District before Janua� 1 1 996, who retire at age 65
or older must have completed the service eligibility requirements in Subd. 1
above to receive District contributions toward post-age-65 health insurance
premiums.
3.3 Em I�ovees hired on or after January 1 1 996,
way any eligibility for Employer-paid health
for coverage in retirement at age sixty-five
Employees hired on or after January 1, 1996,
retiremenf insurance premium confribution
Deferred Compensation match in Subd. 5.
shall not have or acquire in any
insurance premium contribution
(65) and over in Subd. 4.
shall be eligible for only earlv
s as provided in Subd. 2 and
Subd. 4. Em I�over Contribution Levels for Em I�ovees After Age 6 5.
4. t Em I�ovees hired into Yhe District before January 1 1996 who retire before
January 1. 1 998, and who meet the eligibility requirements in Subdivisions
3.1, 32, or the following requirements of this Subdivision are eligible for
premium contributions for a Medicare Supplement health coverage policy
selected by the District. This provision 4.1 expires and is null and void after
December 31. 1997.
A Employees hired before January 1, 1982, must have completed at least
nine (9} years of continuous employment with the District. For such
employees or early retirees who have not completed at least nine (9) years
oi 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.
B. Employees hired on or after January 1, 1982, must have completed at least
twenty (20) years of continuous employment with tfie District. For such
employees or early retirees who have not completed at least twerity ( 2 0)
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
Paui after January 1, 1996, will be considered a break in District employment.
i
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ARTICLE 14. EMPLOYEE BENEFITS, Section 2. (continued) �'�?�
•
_ 4.2 Em t�ovees hired into the District before Januar� l. 1996. who retire on o r
after January 1. 1998, and who meet the eligibility requirements in
Subdivisions 3.1 or 3.2 of this Article are eligible for premium contributions
, for a Medicare Supplement health coverage policy selected by the District.
Premium contributions for such policy wili not exceed:
Coverage Tvpe
Medicare Eligible
Non-Medicare Eligible
Sinale
$300 per month
$400 per month
Familv
$400 per month
$500 per month
At no time shall any payment in any amount be made directly to the retiree.
Any premium cost in excess of the maximum contributions specified must be paid
directiy and in full by the retiree, or coverage wili be discontinued.
•
.
•
Subd.5. Em i�ovees hired after January 1. 1 996, after compietion of three (3) fuli
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 employees
working half-time or more will 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 i n
service. Time worked in the City of Saint Paul will not be counted toward this three
(3)-year requirement.
Federal and state rules governing participation in the Minnesota Deferred Compensation
Plan shall apply. The empioyee, not the District, is solely responsible for determining
his/her total maximum ailowable annual contribution amount under IRS regulations.
The employee must initiate an application to participate through the DistricYs specified
procedures.
13
ARTICLE 15. SEVERANCE PAY
•
15.1 The Employer shall provide a severance pay program as set forth in this Article.
Payment of severance pay shall be made within the tax year of the retirement. -
15.2 To be eligible for the severance pay program, the employee must meet the
following requirements:
15.2.1 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 shall also apply to employees covered by a pubiic
pension plan other than PERA.
15.2.2 The employee 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.
15.2.3 The employee must file a waiver of re-employment with the Director of
Human Resources, which will clearly indicate that by requesting
severance pay, the employee waives all claims to reinstatement o r
re-employment (of any type) with the City of Saint Paul or with
Independent School District No. 625.
15.3 If an employee requests severance pay and if the employee meets the eligibility •
requirements set forth above, he or she will be granted severance pay in an
amount equal to $100 pay for each day of accrued, unused sick leave, up to one
hundred fifty (150) days.
15.4 The maximum amount of money that any employee may obtain through this
severance pay program is $15,000.
1 5.5 For the purpose of this severance pay program, a death of an employee shall be
considered as separation of employment and, if the employee would have met all
of the requirements set forth above at the time of his or her death, payment of the
severance pay may be made to the employee's estate or spouse.
15.6 For the purpose of this severance pay program, a transfer from Independent
School District No. 625 employment to City of Saint Paul employment is not
considered a separation of employment, and such transferee shall not be eligible
for this severance program.
,
•
14
•
ARTICLE 16. LEGAL SERVICES
µ�Jm�9 ,.{
16.1 Except in cases of malfeasance in office or willful or wanton neglect of duty,
Employer shall defend, save harmless and indemnify employee against any tort
ciaim or demand, whether groundless or otherwise, arising out of alleged acts or
omission occurring in the performance or scope of employee's duties.
16.2 Notwithstanding (16.1), the Employer shall not be responsibie for paying any
legal service fee or for providing any legal service arising from any legal action
where the employee is the plaintiff.
ARTICLE 17. DISCIPLINE
17.1 The Employer wili discipline employees for just cause only. Discipline will be
in the form of:
17.11 Written reprimand;
17.12 Suspension;
17.13 Reduction;
17.14 Discharge.
•
�
17.2 Suspensions, reductions, and discharges will be in written form.
17.3 Employees and the Association will receive copies of written reprimands and
notices of suspension and discharge.
1 7.4 Employees may examine all information in their Employer personnel files that
concerns work evaluations, commendations and/or discipiinary actions. Files
may be examined at reasonable times under the direct supervision of the
Employer.
17.5 Preliminary Review. Prior to issuing a discip4inary action of unpaid
suspension, demotion, or discharge, the supervisor will make a recommendation
to his/her supervisor regarding proposed discipline. That supervisor wiil 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
behaif regarding the proposed action. If the employee is unabie to meet with the
supervisor, the employee and/or union will be given the opportunity to respond
in writing.
1 7.6 M employee to be questioned concerning an investigation of disciplinary action
shall have the right to request that an Association Representative be present.
17.7 A grievance relating to this Article shall be processed in accordance with the
• grievance procedure of this Agreement in Article 18 and Minnesota
Statute § 179A20, Subd. 4. This provision is not intended to abrogate rights of
veterans pursuant to statute.
'I 5
'ARTICLE 18. GRIEVANCE PROCEDURE
18.1 The Employer shall recognize stewards selected in accordance with Association
rules and regulations as the grievance representatives of the bargaining unit.
The Association shall notify the Employer in writing of the names of the stewards
and of their successors when so named.
18.2 It is recognized and accepted by the Employer and the Association 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 only when consistent with such employee duties and
responsibilities. The steward involved and a grieving employee shall suffer no
loss in pay when a grievance is processed during working hours, provided the
steward and the employee have notified and received the approval of their
supervisor to be absent to process a grievance and that such absence would not be
detrimental to the work programs of the Employer.
18.3 The procedure established by this Article shall be the sole and exclusive
procedure for the processing of grievances, which are defined as an alleged
violation of the terms and conditions of this Agreement.
18.4 Grievances shall be resolved in conformance with the following procedure:
Step 1. Upon the occurrence of an alleged violation of this Agreement, the
employee involved with or without the steward shall attempt to resolve
the matter on an informal basis with the employee's supervisor. If the
matter is not resolved to the empioyee's satisfaction by the informal
discussion, it may be reduced to writing and referred to Step 2 by the
Association. The written grievance shall set forth the nature of the
grievance, the facts on which it is based, the aileged section(s) of the
Agreement violated, and relief requested. Any alleged violation of the
Agreement not reduced to writing by the Association within ten ( 1 0)
workdays of the first occurrence of the event giving rise to the
grievance, shall be considered waived.
Steo 2. Within ten (10) workdays after receiving the written grievance, a
designated Employer supervisor shall meet with the Association steward
and attempt to resolve the grievance, If, as a result of this meeting, the
grievance remains unresolved, the Employer shall reply in writing to
the Association within five (5) workdays following this meeting. The
Association may refer the grievance in writing to Step 3 within
ten (10) workdays following receipt of the Employer's written
answer. Any grievance not referred in writing by the Association
within ten (10) workdays following receipt of the Employer's answer
shall be considered waived.
�
•
.
16
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ARTICLE 18. GRIEVANCE PROCEDURE (continued):
.�
Steo 3. Within ten (10) workdays following receipt of a grievance referred
from Step 2, a designated Empioyer supervisor shail meet with the
Association's representative or his designated representative, the
Employee, and the Steward, and attempt to resolve the grievance.
Within ten (10) workdays following this meeting, the Employer shali
reply in writing to the Association stating the Employer's answer
concerning the grievance. If, as a result of the written response, the
grievance remains unresolved, the Association may refer the grievance
to Step 4. Any grievance not referred in writing by the Association to
grievance mediation or Step 4 within ten (10) workdays following
receipt of the Empioyer's answer shall be considered waived. The
Empioyer within ten (10) working days of receipt of the request for
review at Step 4 may refer the grievance to grievance mediation or
allow the grievance to proceed to Step 4.
�
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•
Steo 4. If the grievance remains unresolved after the Step 3 response and/or
grievance mediation, the Association may within ten (10) workdays
after the response of the Employer or conclusion of inediation, request
arbitration of the grievance. The arbitration proceedings shall be
conducted by an arbitrator to be selected by mutual agreement of the
Employer and the Association within ten (10) workdays after notice has
been given. If the parties fail to mutually agree upon an arbitrator
within the said ten (10)-day period, either party may request the
Bureau of Mediation Services to submit a panel of five (5) arbitrators.
Both the Employer and the Association shall have the right to strike
two (2) names from the panel. The Association shail strike the
first (1st) name; the Employer shall then strike one (1) name. The
process will be repeated and the remaining person shall be the
arbitrator.
18.5 The arbitrator shall have no right to amend, modify, nuilify, ignore, add to or
subtract from the provisions of this Agreement. The arbitrator shall consider
and decide only the specific issue submitted in writing by the Employer and the
Association, and shali have no authority to make a decision on any other issue not
so submitted. The arbitrator shall be without power to make decisions contrary
to or inconsistent with or modifying or varying in any way the application of
laws, rules or regulations having the force and effect of law. The arbitrator's
decision shall be submitted in writing within thirty (30) days following close of
the hearing or the submission of briefs by the parties, whichever be later,
unless the parties agree to an extension. The decision shall be based solely on the
arbitrator's interpretation or appiication of the express terms of this Agreement
and to the facts of the grievance presented. The decision of the arbitrator shali be
final and binding on the Employer, Yhe Association, and the employees.
18.6 The fees and expenses for the arbitrator's services and proceedings shall be
borne equally by the Employer and the Association, provided that each party shall
be responsible for compensating its own representatives and witnesses. If either
party desires a verbatim record of the proceedings, it may cause such a record to
be made, providing it pays for the record.
17
ARTICLE 18. GRIEVANCE PROCEDURE (continued):
18.7 The time limits in each step of this procedure may be extended by mutual �
agreement of the Employer and the Association.
18.8 It is understood by the Association and the Empioyer that if an issue is determined
by this grievance procedure, it shall not again be submitted for determination i n
another forum. If an issue is determined by any other forum, it shall not again
be submitted for arbitration under this grievance procedure.
ARTICLE 19. NON-DISCRIMINATION
19.1 The terms and conditions of this Agreement will be applied to employees equally
without regard to or discrimination for or against any individual because of race,
color, creed, sex, age, or because of inembership or non-membership in the
Association.
19.2 Employees will perform their duties and responsibilities in a
non-discriminatory manner as such duties and responsibilities involve other
employees and the general public.
ARTICLE 20. WORK STOPPAGE
20.1 The Association and the Employer agree that there shall be no strikes, work •
stoppages, slow-downs, sit-down, stay-in or other concerted interference with
the Employer's business or affairs by any of said Association and/or members
thereof, and there shall be no bannering during existence of this Agreement
without first using ali possible means of peaceful settlement of any controversy
which may arise. Employees engaging in same shali be liable for disciplinary
action.
ARTICLE 21. MILEAGE
21 .1 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
eligible for such reimbursement, employees must receive authorization from the
District Mileage Committee utilizing the foliowing plan:
PLAN " A". Effective with the adoption of this Agreement, is reimbursed
at the current Board approved rate or 3i� 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 estabiishing the maximum amount can be the
experience of another working in the same or similar position.
Under this plan, it is necessary for the empioyee to keep a record of �
each trip made.
18
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r - ,
• ARTICLE 22. SAVING CLAUSE
22.1 This Agreement is subject to the laws of the United States, the State of Minnesota.
In the event any provisions of this Agreement shail be held to be contrary to law
by a court of competent jurisdiction from whose final judgment or decree no
appeal has been taken within the time provided, such provisions shali be voided.
Ali other provisions shaii continue in fuli force and effect. The voided provision
may be renegotiated at the written request of either party. All other provisions
of this Agreement shall continue in full force and effect.
ARTICLE 23. DURATION AND EFFECTIVE DATE
23.1 Except as herein provided, this Agreement shall be effective as of
January 1, 1998, and shali continue in full force and effect through
December 31, 1999, and thereafter until modified or amended by mutual
agreement of the parties. Either party desiring to amend or modify this
Agreement shall notify the other in writing so as to comply with the provisions of
the Public Employment Labor Relations Act of 1971, as amended.
23.2 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 Board of Education of Independent School District No. 625 and is
aiso subject to ratification by the Association.
W ITN ESSES:
INDEPENDENT SCHOOL DISTRICT NO. 625 THE CITY OF SAINT PAUL PROFESSIONAL
EMPLOYEES ASSOCIATION, INC.
Chair, Board of Education
Negotiations/Labor Relations Manager
Negotiations/tabor Relations
Assistant Manager
• Date
President, P.E.A.
Negotiator, P.E.A.
'I 9
APPENDIX A
TITLES AND SALARIES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Old Step 7 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years � New Step
New Step 1 2 3 4 5 6 7 8
Grade 3
Library Specialist
Public Information Specialist I
13-98 1,169.01 1,228.14 1,288.39 1,354.40 1,421.50 1,464.68 1,505.64 7,535.75
t-2-99 1,186.55 1, 246.56 1, 307.71 1, 374.72 1, 442.83 1, 486.65 1, 528 22 1, 580.29
Grade 5
Graphic Artist I
Management Assistant I
1-3-98 1,239.52 1,304.32 7,368.01 1,43625 1,506.76 1,552.26 1,596.60 1,628.53
1-2-99 1,258.12 1,323.89 1,358.53 1,457.79 1,529.36 1,575.54 1,620.55 7,675.76
Grade 7
Accountant I
Librarian i
Public Information Specialist II
Research Analyst I
1-3-98 1,316.88 1,381.65 1,452.18 1,525.00 1,600.02 7,647.76 1,695.54 7,729.45
1-2-99 1,336.63 1,402.37 1,473.96 1,547.87 1,624.02 1,672.48 1,720.97 7,779.60
Grade 8
Assistant Food Production Manager
7-4-98 1,356.64 1,423.77 1,493.11 1, 569.32 1, 647.68 1, 697.81 1,746.69 1,787 .63
1-2-99 1,376.99 1,445.7 2 1,515.51 7,592.86 1,672.40 1,72328 1,772.89 1,833.30
Grade 9
Landscape Architect
Management Assistant II
7 3-98 1,396.44 1,465.86 1,539.72 1,617.09 1,697.81 1,746.69 1,797.88 1,833.84
1-2-99 1,417.38 1,487.55 7,562.82 1,641.35 1,72328 1,772.89 1,824.85 1,887.02
Grade 10
Contract Coordinator
Graphic Artist II�
Research Analyst II
Staffing Specialist
Training Specialist
13-98 1,43625 7,509.02
1-2-99 1,45�.79 1, 531.66
1,58523 1,664.87 1,746.69 1,800.15 1,853.60 1,890.67
1, 609.00 1, 689.79 1, 772.89 1.827.16 1.881.41 1.945.50
This title in this grade abolished except as to present incumbents.
•
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•
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20
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APPENDIX A (continued)
TITLES AND SALARIES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
���,��
r �
Old Siep 1 Year 2 Years 3 Years 4 Years 5 Years 70 Years 15 Years � New Step
, New Step 1 2 3 4 5 6 7 8
Grade 11
Accountant II
Architect i
7-3-98 l,481.74 1,555.66 1,632.98 1,716.03 1,800.7 5 1,850.18 1,909.33 1,947.52
1-2-99 1,503.97 1,579.00 1,657.47 1,741.77 1,827.16 1,877.93 1.937.97 2.004.00
Grade 12
EDP Systems Analyst 1
Environmental Safety Specialist
Food Production Manager
Food Service Manager
Human Rights Investigator
Value Analyst I
13-98 1,526.07 1,601.16 1,681.90 7,766.06 1,853.60 1,911.60 1,966.22 2,005.54
1-2-99 1.548.96 1,625.18 1,707.7 3 1,792.55 1,881.41 1,94027 1,995.71 2,063.70
Grade 13
• Landscape Architect II
Librarian II
Management Assistant III
7 -3-98 1,571.61 1,65120
7 -2-99 1,595.18 1,675.97
•
1,730.78 1,818.34 1,911.60 1,967.33 2,023.03 2,063.49
1,756.74 1,845.62 1,940.27 1.996.84 2,053.38 2,123.33
Grade 74
Human Resource Specialist
Ombudsperson
Research Analyst III
13-98 7,618.79 1,698.97 1,785.38 1,872.95 1,967.33 2,025.32 2,085.63 2,127.34
7-2-99 1,642.46 1,724.46 1,812.16 1,901.05 1,996.84 2,055.70 2,116.91 2,189.04
Grade 75
Accountant III
Architect II
Maintenance and Capital Improvement Planner
1-3-98 7.667.12 1,749A2 1,837.70 1,928.66
1-2-99 7,692.12 1,775.25 1,865.26 1,957.59
2,025.32 2.087.87 2,14929 2,192.28
2,055.70 2,179.79 2,187.53 2,255.85
2'I
APPENDIX A (continued)
TITLES AND SALARIES •
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Old Step t Year 2 Years 3 Years 4 Years 5 Years 70 Years 75 Years � New Step
New Step � 2 3 4 5 6 7 8 t
Grade 76
EDP Systems Analyst II
Network Specialist
Value Analyst il
1-3-98 1.71720 1,803.60 7,893.41 1.987.78 2,OS7.87 2,14929 2,211.8t 2,256.05
1-2-99 1,742.96 7,830.65 1,921.81 2,077.60 2,179.19 2,181.53 2,244.99 2,321.47
Grade 18
Landscape Architect III
1-3-98 1,820.63 1,913.85 2,008.28 2,110.61 2,21520 2,252.32 2,346.01 2,392.93
1-2-99 1,847.94 1,942.56 2,038.41 2,142.27 2,248.43 2,316.55 2,38120 2,462.32
Grade 20
Architect III
EDP Systems Analyst III
Mechanical Engineer III
t-3-98 1,93320 2,029.88 2,131.08 2,237.97 2.349.44 2,478.80 2,490.43 2,540.24
1-2-99 1,96220 2,060.33 2,163.05 2,271.54 2,384.68 2,455.08 2,527.78 2,613.90
Grade 26
UNIX Administrator
13-98 2,309.60 2,421.05 2,545.04 2,672.38 2,805.41 2,889.58 2,972.59 3,032.04
7-2-99 2.34424 2.457.37 2.583.21 2,712.46 2,847.49 2,932.92 3.017.18 3.119.97
Grade 35
Database Administrator (Oracle)
73-98 3,011.24 3,163.67 3,319.45 3,485.50 3,659.46 3,770.88 3,880.06 3,957.66
7-2-99 3,056.41 3,211.13 3,36924 3,537.78 3,714.35 3,827.44 3,93826 4,072.43
* This title in this grade abolished except as to present incumbents.
•
f�X:
� `�- �9 ���+
�
•
APPENDIX B
TITLES AND GRADES
PROPESSIONAL EMPLOYEES' ASSOCIATION, INC.
�
r
�
•
Grades
Grade 7
Grade 11
Grade 15
Grade 11
Grade 15
Grade 20
Grade 8
Grade 12
Grade 16
Grade 20
Grade 12
Grade 12
Grade 12
Grade 5
Grade 70
Grade 9
Grade 13
Grade 18
Grade 7
Grade 13
Grade 3
Grade 15
Grade 5
Grade 9
Grade 13
Grade 20
Grade 16
Grade 3
Grade 7
Grade 7
Grade 10
Grade 14
Grade 10
Grade 12
Grade 16
Grades
Grade 10
Grade 35
Grade 12
Grade 14
Grade 14
Grade 10
Grade 26
Classified Titles
Accountant I
Accountant 11
Accountant III
Architect I
Architect II
Architect III
Assistant Food Production Manager
EDP Systems Analyst I
EDP Systems Analyst II
EDP Systems Analyst III
Environmental Safety Specialist
Food Production Manager
Food Service Manager
Graphic Artist I
Graphic Artist II'
Landscape Architect
Landscape Architect II
Landscape Architect III
Librarian I
Librarian II
Library Specialist
Maintenance and Capital Improvement Planner
Management Assistant I
Management Assistant II
Management Assistant III
Mechanical Engineer III'
Neiwork Specialist
Public Information Specialist I
Public Information Specialist II
Research Analyst I
Research Analyst II
Research Analyst Iil
Training Specialist
Value Analyst I
Value Analyst II
Unclassified Titles
Contract Coordinator
Database Administrator (Oracle)
Human Rights Investigator
Human Resource Specialist
Ombudsperson
Staffing Specialist
UNIX Administrator
* This tiile in this grade abolished except as to present incumbents.
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.
23
APPENDIX C
•r
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
2s
26
27
28
29
30
31
32
33
�
35
36
37
38
39
40
41
42
43
44
45
STANDARD RANGES, JANUARY 3, 1998
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
1 Year
2 Year
3 Years 4 Years 5 Years 10 Years 15 Years � New Step
1,103.09
1,136.05
1,169.01
7,20425
1,239.52
1,278.1 S
1,316.88
1,356.64
1,396.44
1,43625
1,481.74
1,526.07
1,571.61
1,618.19
1,667.12
1,7V20
1,769.45
1,820.63
1,875.20
1,93320
1,990.09
2,050.36
2,11321
2,174.30
2,241.39
2,309.60
2,376.69
2,448.37
2,522.26
2,598.44
2,675.78
2,754.26
2,83727
2,922.56
3,01124
3,101.08
3,194.34
3,291.01
3,388.91
3,491.16
3,594.64
3,703.78
3,813.01
3,927.81
4,04721
1,156.50
1,191.75
1,228.14
1,263.41
1,304.32
1,343.02
1,381.65
7,423.77
1,465.86
1,509.02
1,555.66
1,601.16
1,651.20
1,698.97
1,749.02
1,803.60
1,855.69
1,913.85
1,969.58
2,029.88
2,090.15
2,152.67
2,217.52
2,284.55
2,352.84
2,421.05
2,496.10
2,571.20
2,647.37
2,726.98
2,809.94
2,894.11
2,980.56
3,070.39
3,163.67
3,255.78
3,353.54
3,454.76
3,55827
3,666.29
3,775.44
3,886.88
4,005.16
4,124.56
4,248.48
1,214.51
1,252.06
1,288.39
1,328.25
1,368.07
1,410.12
1,452.18
1,493.11
1,539.72
1,58523
1,632.98
1,681.90
1,73078
1,785.38
1,837.70
1,893.41
1,947.98
2,008.28
2,068.51
2, 7 31.08
2,194.79
2,260.72
2,327.07
2,398.32
2,asa.�s
2,545.04
2,620.05
2,700.82
2,77926
2.86227
2,949.86
3,038.55
3,129.53
3,223.87
3,319.45
3,419.50
3,520.72
3,627.60
3,735.65
3,849.35
3,963.06
4.081.34
4,204.17
4,331.54
4,460.04
1,277.07
1,313.43
1,354.40
1,395.33
1,436.25
1,479.48
1,525.00
1,569.32
1,617.09
1,664.81
1,716.03
1,766.06
1,818.34
1,872.95
1,928.66
1,987.78
2,046.91
2,110.61
2,172.04
2,237.97
2,30620
2,37327
2,446.07
2,517.70
2,592.80
2,672.38
2,751.98
2,832.73
2,920.26
3,006.72
3,096.55
3,190.93
3,287.56
3,384.27
3,485.50
3,59124
3,698.09
3,808.43
3,924.43
4,03927
4,160.94
4,284.91
4,414.55
4,548.75
4,682.59
1,338.45
1,380.58
1,421.50
1,464.68
1,506.76
1,552.26
1,600.02
1,647.68
1,697.81
1,746.69
1,800.15
1,853.60
7 ,911.60
1,967.33
2,025.32
2,087.87
2,149.29
2,21520
2,282.32
2,349.44
2,418.80
2,491.55
2,566.63
2,645.11
2,722.41
2,805.41
2,889.58
2,974.85
3,065.84
3,156.82
3,251.19
3,349.00
3,45022
3,553.70
3,659.46
3,769.74
3,882.35
3,999.49
4,120.00
4,243.97
4,369.08
4,499.84
4,636.28
4,775.02
4,917.15
1,380.58
1,421.50
1,464.68
1,506.76
1,552.26
1,600.02
1,647.76
1,697.81
1,746.69
1,800.15
1,850.18
1,911.60
1,967.33
2,025.32
2,087.87
2,14929
2,21520
2,282.32
2,347.72
2,418.80
2,491.55
2,566.63
2,645.11
2,722.41
2,805.41
2,889.58
2,974.85
3,065.84
3,156.82
3,248.90
3,349.00
3,45022
3,553.70
3,659.46
3,770.88
3,882.35
3,999.49
4,120.00
4,241.69
4,378.18
4,507.77
4,643.10
4,782.99
4,926.26
5,072.99
1,41920
1,463.55
1,505.64
1,55226
1,596.60
1,645.48
1,695.54
1,746.69
1,797.88
1,853.60
1,909.33
1,96622
2,023.03
2,085.63
2,149.29
2,211.81
2,28123
2,346.01
2,417.63
2,490.43
2,565.47
2,641.64
2,722.41
2,800.89
2,886.21
2,972.59
3,062.41
3,154.54
3,248.90
3,347.88
3,44628
3,549.16
3,657.17
3,768.63
3,880.06
3,994.88
4,115.45
4,238.24
4,366.77
4,497.55
4,630.61
4,770.47
4,913.76
5,061.57
5,212.83
1,447.59
1,492.82
1,535.75
1,583.30
1,628.53
1,678.39
1,729.45
1,781.63
1,833.84
1,890.67
1,947.52
2,005.54
2,063.49
2.127.34
2.192.28
2,256.05
2,326.85
2,392.93
2,465.98
2,54024
2,616.78
2,694.48
2.776.86
2,856.91
2,943.93
3,032.04
3,123.66
3,217.63
3,313.88
3,474.83
3,515.21
3,620.14
3,730.31
3,844.01
3,957.66
4,074.78
4,197.76
4,323.01
4,454.10
4,587.50
4,72322
4,865.88
5,012.04
5,162.81
5,317.09
•
C J
u
24
•
�
❑
•
APPENDIX C
•.
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
(continued)
STANDARD RANGES, JANUARY 2, 1999
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
1 Year 2 Year 3 Years 4 Years 5 Years
1.119.64 1.173.85
1,153.09
1,186.55
1,222.32
1,258.12
1,297.35
1,336.63
1,376.99
1,417.38
1,457.79
1,503.97
1,548.96
1,595.1 S
1,642.46
1,692.12
1,742.96
1,795.99
1,847.94
1,903.32
1,962.20
2,019.95
2,081.12
2,144.91
2,206.91
2,275.01
2,34424
2,412.34
2,485.10
2,560.10
2,637.41
2,715.92
2,795.57
2,879.83
2,966.39
3,056.41
3,147.60
3,24225
3,340.38
3,439.75
3,543.52
3,648.56
3,759.34
3,87021
3,986.73
4,107.92
1,209.63
1,246.56
1,282.36
1,323.89
1,363.16
1,402.37
1,445.12
1,487.85
1,531.66
1,579.00
1,625.18
1,675.97
1,724.46
1,775.25
1,830.65
1,883.72
1,942.56
1,999.12
2,060.33
2,121.51
2,184.96
2,250.78
2,318.82
2,388.13
2,457.37
2,533.55
2,609.77
2,687.08
2,767.88
2,852.09
2,937.53
3,025.27
3,116.45
3,211.13
3,304.61
3,403.85
3,506.58
3,611.64
3,721.28
3,832.07
3,945.19
4,06523
4,186.43
4,312.21
1,232.73
1,270.84
1,307.71
1,348.17
1,388.53
1,43127
1,473.96
1,515.51
1,562.82
1,609.00
1,657.47
1,707.13
1,756.74
1,812.16
1,865.26
1,921.81
1,977.20
2,038.41
2,099.54
2,163.05
2,227.71
2,294.63
2,361.98
2,434.29
2,505.83
2,583.21
2,659.35
2,741.33
2,820.95
2,905.20
2,994.10
3,084.13
3,176.47
3,272.23
3,369.24
3,470.79
3,573.53
3,682.01
3,791.68
3,907.09
4,022.50
4,142.56
4,267.23
4,396.51
4,526.94
1,29623
1,333.14
1,37472
1,41625
1,457.79
1,501.67
1,547.87
1,592.86
1,641.35
1,689.79
1,741.77
1,792.55
1,845.62
1,901.05
1,957.59
2,017.60
2,077.61
2,142.27
2,204.62
2,271.54
2,340.80
2,408.87
2,482.76
2,555.46
2,631.69
2,712.46
2,793.26
2,875.22
2,964.07
3,051.82
3,143.00
3,238.80
3,336.87
3,435.03
3,537.78
3,645.11
3,753.57
3,865.55
3,98329
4,099.86
4,223.35
4,349.19
4,480.77
4,616.98
4,752.83
1,358.53
1,401.29
1,442.83
1,486.65
1,529.36
1,575.54
1,624.02
1,672.40
1,72328
1,772.89
1,827.16
1,881.41
1,940.27
1,996.84
2,055.70
2,119.19
2,181.53
2,248.43
2,316.55
2,384.68
2,455.08
2,528.92
2,605.13
2,684.79
2,763.25
2,847.49
2,932.92
3,019.48
3,111.83
3,204.17
3,299.96
3,399.23
3,501.97
3,607.00
3,714.35
3,826.29
3,940.58
4,059.48
4,181.80
4,307.63
4,434.61
4,567.34
4,705.83
4,846.64
4,990.91
25
� .
= =�-29
9
10 Years 15 Years � New Step
� � o
1,40129
1,442.83
1,486.65
1,523.36
1,575.54
1,624.02
1,672.48
1,72328
1,772.89
1.827.16
1,877.93
1,940.27
1,996.84
2,055.70
2,119.19
2,181.53
2,248.43
2,316.55
2,382.33
2,455.08
2,528.92
2,605.13
2,684.79
2,763.25
2,847.49
2,932.92
3,019.48
3,111.83
3,204.17
3,297.63
3,39923
3,501.97
3,607.00
3,714.35
3,827.44
3,940.58
4,059.48
4,181.80
4,305.31
4,443.85
4,575.39
4,712.75
4,854.73
5,000.16
5,149.08
1,440.49
1,485.50
1,52822
1,575.54
1,620.55
1,670.16
1,720.97
1,772.89
1,824.85
1,881.41
1,937.97
1.995.71
2,053.38
2,116.91
2,181.53
2,244.99
2,315.44
2,381.20
2,453.89
2,527.78
2,603.95
2,681.27
2,763.25
2,842.90
2,929.50
3,017.18
3,108.35
3,201.86
3,297.63
3,398.10
3,497.98
3,602.40
3,712.03
3,825.16
3,938.26
4,054.81
4,177.18
4,301.82
4,432.27
4,565.01
4,700.07
4,842.03
4,987.47
5,137.50
5,291.02
1,489.57
1,536.11
1,58029
1,62922
1,67576
t,727.06
1,779.60
1,833.30
1,887.02
1,945.50
2,004.00
2,063.70
2,123.33
2,189.04
2,255.85
2,321.47
2,394.33
2,462.32
2,537.49
2,613.90
2, 692.67
2,772.62
2, 857.39
2, 939.76
3, 029.30
3,119.97
3,21425
3,310.95
3,409.98
3, 513.87
3,617.15
3,725.13
3, 838.49
3,955.48
4,072.43
4,192.95
4, 319.49
4,448.37
4,583.27
4,720.54
4,860.19
5,006.99
5,157.39
5,312.53
5,47128
•u,17�3
c
Child Care Leave .................................... 8
D
Dentai Insurance .................................1 0
Discipiine ............................................i 5
F
Fair Share Fee .......................................2
Flexible Spending Account ...................1 0
Funeral Leave ........................................8
G
Grievance Procedure ....................16-18
H
Health Insurance ...................................9
Holidays ................................................. 6
Hours Of Work .......................................2
L
Legal Services .....................................1 5
Life Insurance .....................................10
M
Membership Dues ..................................2
Mileage................................................1 8
N
N on-Discrimination ............................1 8
0
Overti m e ................................................ 2
P
Parental/Maternity Leave ....................8
Probationary Period ............................. 3
R
Retirement Health Insurance ..............1 0
S
Salaries ........................................2 0 - 2 2
Seniority ............................................... 4
Severance Pay .....................................1 4
Sick Leave ..........................................7 - 8
Sick Leave Conversion ...........................7
Spouse/Dependent Parent Leave ........... 8
Standard Ranges ............................2 4- 2 5
Step Progression ...................................5
T
Titles And Grades .................................2 3
V
Vacation ................................................. 7
W
Wages..................................................... 5
Work Stoppage .....................................1 8
Working Out Of Classification ...............4
�
•
�
s
26
•
Council Fffe # 1�' e t
ORiGINAL
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
Disirict No. 625, Saint Paul Public Schools, and Professional Empioyees Association, Inc., Representing
4 Classified and Unclassified Professional Employees.
Requested by Departrnent of:
Office of Labor Relations
By: � F- ,
Adopted by Council: Date °
!
Adoption Certified by Council Secretary
By: ���� . ^�-��
Approved by Mayorc� te � �QiI�C ��J � � �
By: _3vUGGK �YW�-�'GCQf�
RESOLUTION .
CITY OF SAINT PAUL, MINNESOTA
Green Sheet # 62415
��
Form Ap oved by Ci Attomey
B ��� � �ti�I�Q
DEPARTMENT/OFFICE/COUNCIL: DATE INITIATED GREEN SHEET 1vo.: 62415 �/
LABOR RELATTONS 12/28/98 {�'
CONTACI' PERSON & PAONE:
NLIE KRAUS 266-6513
MUSI' BE ON COUNCII. AGENDA BY (DA1'E�
TOTAL # OF SIGNATURE
� INIIWJDATE ATfIALDAl
ASSIGN 1 DEPARTMENT DIR. � 4 CR'Y CAUNCIL
NUMBER 2 CITY ATIORNEY � C1TY CLERK
FOR BUDGEI DIR. FIN. & MGT. SERVICE DIR
ROUTING 3 MAYOR (OR ASS2.) �
ORD. `a?
, --�
(CIdP ALL LO(:ATIONS FOR SIGNATURE)
ncnox xEQUESren: This resolution approves the attached January 1, 1998 through December 31, 1999 Employment
Agreement between the Independent School District No. 625, Saint Paul Public Schoois, and Professional
Employees Association, Inc., Representing Classi&ed and UncIassified Professionai Employees.
RECOMIvfINDA1TONS: Approve (A) or Reject (R)
_PLANNING COMIvIISSION _CIVIL SERVICE COMMIISSION
M
_CIB CAM[�9TfEE
STAFF
DISIRICT COURT
SUPPOR'IS N'HICH COUNCIL OB7ECTIVE?
PERSONAI, SERVICE CONTRACI'S MiJST ANSR'ER TfIE FOLLOWING
QUESTIONS:
1. Has this persodfum ever worked under a contrac[ for ihis department?
Ya No
2. Has this peisoNfvm ever been a city amployee?
Yes No
3. Does this person/fum possas a skill not notmally possessed by arry current city
Yes No
Ezplain ail yes answers on sepante sheet and attach to greeo s6eet
INl'LIA1'ING PROBLEM, ISSUE, OPPORI'IJNI1'N (Who, What, W6en, Wherq Why):
ADVANTAGESIFAPPROVED:
This Agreement pertains to Boazd of Education employees only.
DISADVANTAGES IF APPROVED:
DISADVANTAGES IF NOT APPROVED:
TOTAL AMOUNT OF TRANSACiTON:
Fl1NDING SOURCE:
; � FINANCIAL INFORMATION: (EXPLAQ�
M� �,>m�fik� r;;.^�.a�r
� �� E�.��,a:_.. �_ , .., � . .
D���d199�
COST/REVENUE BUDGETED:
ACI7VITY NUMBER:
DEC 3
�iAYOR'S OFFICE
INDEPENDENT SCHOOL DISTRICT NO. 625
BOARD OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
DATE: August 18, 1998
q q -z
TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Paul Public Schools and Professional Employees Association,
Inc., Representing Classified and Unclassified Professional Employees
A. PERTINENT FACTS:
1. New Agreement is for a two-year period from January 1, 1998, through December 3'I, 1999.
2. Contract changes are as follows:
Waaes: Effective January 3, 1998, increase wages an average of 2.5%. Effective
January 2, 1999, increase wages an average of 2.4%. Restructured step schedule from a civil
service format to a straight eight-year schedule, removing the beginning step and adding a
new top step.
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:
Sinple Familv
Effective January 1, 1998 $196.05 $350.00
Effective January 1, 1999 $205.00 $375.00
Effective January 1, 1999, 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 tvc 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 $�00 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
Richard Kreyer, Negotiations/Labor Relations Manager; and Lois
Director, Fiscal Affairs and Operations.
B. RECOMMENDATION:
Relations Assistant Manager;
M. Rockney, Interim Executive
That the Board of Education of Independent School District No. 625 approve and adopt the Agreement
concerning the terms and conditions of employment for Classified and Unclassified Professional
Employees in this school district; duration of said Agreement is for the period of
January 1, 1998, through December 31, 1999.
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1998 -1999
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
SAINT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
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PROFESSIONAL EMPLOYEES
ASSOCIATION, INC.
January 1, 1998 through December 31, 1999
� Saint Paul Public Schools
L/ F E L O N G L E A R N/ N C
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�' Sainf Paul Public Schools
L! F E L O N G L E.I R N/ N G
SAIfVT PAUL PUBLIC SCHOOLS
Independent School District No. 625
Board of Education
Mary Thornton Phillips - Chair
Greg Filice - Vice Chair
Gilbert de la O- Clerk
Neal Thao - Treasurer
Administration
William A. Larson -
Maureen A. Flanagan -
(Vacant)
Lois M. Rockney
Cy R. Yusten
Tom Conlon - Director
Becky Montgomery - Director
AI Oertwig - Director
Interim Superintendent of Schools
Executive Assistant
Superintendent of Schools
Interim Assistant Superintendent
Accountability, Techrtology
and Support Services
Interim Executive Director
Fiscal Affairs and Operations
Assistant Superintendent
Teaching and Leaming
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TABLE OF CONTENTS
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ARTICLE TITLE
Article 1.
Article 2.
Article 3.
Article 4.
Article 5.
Article 6.
Article 7.
Article 8.
Article 9.
Article 10.
Article 11.
Article 12.
Article 13.
Article 14.
Article 15.
Article 16.
Article 17.
Article 18.
Article 19.
Article 20.
Article 21.
Article 22.
Article 23.
PAGE
Preamble.................................................................................................... i v
Recognition ..................................................................................................1
Management ......................................................................................1
Maintenance of Standards ............................................................................ i
Check Off and Service Fee ............................................................................ 2
Hours of Work and Overtime .......................................................................2
Pro bation ..................................................................................................... 3
Seniority ..................................................................................................... 4
Working Out of Classification .....................................................................4
Wages ........................................................................................................... 5
Holidays ....................................................................................................... 6
Vacation....................................................................................................... 7
SickLeave .................................................................................................... 7
Parental/Maternity Leave .......................................................................... 8
Employee Benefits .......................................................................................9
Severance ...........................................................................................1 4
LegaiServices ...........................................................................................1 5
Discipline ..................................................................................................1 5
Grievance Procedure .................................................................................i 6
Non-Discrimination ..................................................................................1 8
Work Stoppage ............................................°------............°-°-°.........-�---..... t 8
Mileage ......................................................................................................1 8
Saving Clause .............................................................................................1 9
Duration and Effective Date .......................................................................1 9
Appendix A: Titles and Salary .................................................................2 0
Appendix B: Titles and Grades .................................................................2 3
Appendix C: Standard Ranges ..................................................................2 4
Index ..........................................................................................................2 6
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PREAMBLE
This Agreement
hereinafter referred to
Employees Association,
purpose of fostering and
Association in order that
the School District.
s entered into between Independent School District No. 625,
as the "Employer� and the City of Saint Paul Professional
Inc., hereinafter referred to as the °Association," for the
promoting harmonious relations between the Employer and the
a high level of public service can be provided to the citizens i n
This Agreement attempts to accomplish this purpose by providing a fuller arxi
more complete understanding on the part of both the Employer and the Association of
their respective rights and responsibilities.
The provisions of this Agreement shall not abrogate the
the Employer, the Association, or the employees as established
the Public Empioyment Labor Relations Act of 1971, as amended.
rights and/or duties of
under the provisions of
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1.1 The Employer recognizes the Association
Classified Professional Employees Group,
Bureau of Mediation Services, dated May
This unit consists of the following:
ARTICLE 1. RECOGNITION
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as the exclusive representative for the
as certified by the State of Minnesota
1i, 1988, C�e No. 88-PR-2632.
All ciassified professional employees of Independent
School District No. 625, St. Paul, Minnesota, who
are public employees within the meaning of
Minnesota Statute. § 179.03, Subd. 14, excluding
supervisory, confidential, and ali other employees.
1.2 The rights and benefits of provisional employees shall be govemed by the Civii
Service Rules unless such rights and benefits are specifically amended as to
provisional employees by this contract.
ARTICLE 2. MANAGEMENT RIGHTS
3.1 The Association 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.
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3.2 A pubiic employer is not required to meet and negotiate on matters of inherent
managerial policy, which include, 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 3. MAINTENANCE OF STANDARDS
3.1 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 shail be maintained at not less than the highest minimum standard
as set forth in the Civii Service Rules of the City of Saint Paul (Resolution
No. 3250), and the Saint Paul Salary Plan and Rates of Compensation at the time
of the signing of this Agreement, and the conditions of empioyment shall be
improved wherever specific provisions for improvement are made elsewhere i n
this Agreement.
ARTICLE 4. CHECK OFF AND SERVICE FEE
4.1 The Employer agrees to deduct the Association 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 Empioyer by a representative of the Association
and the aggregate deductions of all employees shail 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 possibie.
4.2 Any present or future employee who is not an Association member shall be
required to contribute a fair share fee for services rendered by the Association.
Upon notification by the Association, the Employer shall check off said fee from
the earnings of the employee and transmit the same to the Association. In no
instance shall the fair share fee exceed eighty-five (85) percent of the
membership dues. It is also understood that in the event the Employer shall make
an improper fair share deduction from the earnings of an employee, the
Association shall be obligated to make the Employer whole to the extent that the
Empioyer shall be required to reimburse such employee for any amount
improperiy witfiheld. This provision shatl remain operative only so long �
specifically provided by Minnesota iaw, and as otherwise legal.
4.3 The Association agrees to indemnify and hold the Employer harmless against any
and all claims, suits, orders or judgments brought or issued against the
Empioyer as a result of any action taken or not taken by the Employer under ihe
provisions of this Article.
4.4 The Association agrees that a service fee of fifty cents (50¢) per member, per
month shall be deducted by the Employer from the amount withheid for dues o r
fair share prior to remittance of dues or fair share to the Association.
ARTICLE 5. HOURS OF WORK AND OVERTIME
5.1 The normal hours of work tor the employee shall be a minimum of 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 a minimum 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 except as in 6.4 below.
5.3 It is understood by the parties that Section 28H - Overtime Compensation of
Resolution No. 3250 shall not apply to this unit.
5.4 In unusual circumstances a department head may grant employees who work
more ihan 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 particular seven (7)-day period compensatory time or pay on a straight
time basis for the extra hours worked. The method of this compensation shall be
determined solely by the Employer.
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ARTICLE 6. PROBATION
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6.1 The probationary period shaii be one (1) year for all original and promotion
appointees and employees who have been transferred at their own request o r
reinstated after resigning in the Professional Employees unit. in the case of a one
(1)-year probation, the employee's progress report shall be submitted to the
Human Resources Director at the end of the fourth (4th) and eighth (8th) month
of employment.
Unless the head of the department where the employee is empioyed at the end of
his/her probationary period shall, during the last month of the employee's
probation, certify that the services of such probationer during the probationary
period were unsatisfactory, the employment of such probationer shall continue,
and the probationer shall be deemed to have satisfactorily completed the
probationary period. If the probationer's service has been certified as
unsatisfactory by the head of the department in which the empioyee is employed,
the empioyment of such probationer shall terminate at the end of the
probationary period. If the probationer is entitled to veteran's preference i n
accordance with the Veterans' Preference Act of the State of Minnesota, he/she
shall be entitied to a hearing as required by said Act and in accordance with
Section 16 of Civil Service Rules.
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6.2 Time served on probation, whether continuous or not, shall be charged to the
period of probation.
6.3 If any probationer on fair test shall be found incompetent or unqualified to
perform the duties of the portion to which he/she has been certified o r
transferred, the appointing officer shalt report such fact in writing to the Human
Resources Office and may, for reasons specifically stated in writing and filed
with the Human Resources Office, discharge, reduce, or in the case of a
transferee, return to the former position of said probationer at any time during
the probationary period; except that if the probationer is entitled to veterans'
preference in accordance with the Veterans' Preference Act of the State of
Minnesota, he/she shall be entitied to a hearing as required by said Act and i n
accordance with Section 16 of the Civil Service Rules.
6.4 If a promotional or a transferee probationer is found unsatisfactory because
he/she is incompetent or unqualified to pertorm the duties of the certified o r
transferred position, the probationer shall be reinstated to his/her former
position or to a position to which the employee might have been transferred prior
to such promotion; except that if the probationer is entitled to veterans'
preference in accordance with the Veterans' Preference Act of the State of
Minnesota, he/she shall be entitled to a hearing as required by said Act and i n
accordance with Section 18 of the Civii Service Rules.
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ARTICLE 7. SENIORITY
7.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The •
length of continuous, regular, and probationary service with the Employer from
the date an employee was first certified and appointed to a class title covered by
this Agreement, it being further understood that seniority is confined to the
current class assignment held by an employee. In cases where two or more
employees are appointed to the same class title on the same date, the seniority
shall be determined by the employee's rank on the eligible list from which
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 !n cases where there are promotional series, such as Accountant I, II, III, etc.,
when the number of employees in the higher tities is to be reduced, employees
will be offered reductions to the highest title to 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
shall expire after two (2) years of layoff. It is understood that such employees
wiil pick up their former seniority date in any class of positions that the �
employee previously heid.
7.6 To the e�ent possible, vacation period 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.
ARTICLE 8. WORKING OUT OF CLASSIFICATION
8.1 Employer shail avoid, whenever possibie, working an employee on an
out-of-class assignment for a prolonged period of time. Any employee working
an out-of-class assignment for a period in 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 siuteenth (16th) day of such assignment.
For purposes of this Article, an out-of-class assignment is defined as an
assignment of an employee to perform, on a full-time basis, all of the significant
duties and responsibilities of a position different from the empioyee's regular
position, and which is in a classification higher than the classification held by
such employee. The rate of pay for an approved out-of-class assignment shall be
the same rate the employee would receive if such employee received a reguiar
appointment to the higher classification.
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ARTICLE 9. WAGES
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9.1 The wages shall be as shown in Appendices A, B R� C.
9.2 Step Progression.
9.2.1 Eliaibility for Ste� Progression.
9.2.1.1 An employee must have received an overall rating of
°Satisfactory" on his/her most recent performance evaluation
to receive any salary step advancement.
9.2.1 .2 An employee must have been paid a minimum of 1,040 hours
in the previous twelve (12) months (minimum hours
requirement is prorated for part-time employees) to receive
any salary step advancement.
9.2.2 Ste� Progression in 1 998.
9.2.2.1 Employees who are eligible shail advance one (1) step on the
pay period following the one (1) year anniversary of their
last step.
9.2.2.2 Employees who are on their five (5)-year, ten (10)-year or
fifteen-(15) year step and who have not received a step since
• prior to January 1, 1998, shall progress one (1) step on
their anniversary date or July 4, 1998, whichever occurs
first.
9.2.3 Step Progression in 1 999.
9.2.3.1 Employees who are eligible shall advance one (1) step on the
pay period following their anniversary date.
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ARTICLE 10. HOLIDAYS
10.1 Holidays Recognized and Observed. The following days shall be recognized and
observed as paid holidays:
New Year's Day
Martin Luther King Jr. Day
Presidents' Day
Memorial Day
Independence Day
Labor 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.
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10.3 Eliaibility Requirements. To be eligible for holiday pay, empioyees must have
been compensated for all scheduled hours of their last scheduled workday before
the holiday and for their first scheduled workday following the holiday. In
neither case shall the holiday be counted as a working day for the purposes of this
Section. •
10.4 If Martin Luther King Jr. Day or Presidents' Day falls on a day when school is in
session, the employees shall work that day at straight time and another day shall
be designated as the holiday. This designated holiday shall be a day determined by
agreement between the employee and the supervisor.
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ARTICLE 11. VACATION
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11.1 in each calendar year, each full-time employee shall be granted vacation
according to the following schedule:
Years of Service
First year through 8th year
After the 9th year through 15th year
After 15 years and thereafter
Hours of
Vacation
Earned Per Annual
Hour on Hours
Payroll Eamed
.0692 144
.0885 1 84
.1077 224
Annual
Days
Eamed
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Calculations are based on 2,080 hours and shall be rounded off to the nearest
hour. "Years of Service" means calendar years of service.
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1 1.2 An employee may carryover into the following year up to one hundred and sixty
(160) hours of vacation.
11.3 Upon separation of service, if employee has provided ten (10) calendar day'
notice to the Empioyer, any unused, accrued vacation shall be paid at the
employee's current rate of pay. If an empioyee has been granted more vacation
than the employee has earned up to the time of separation irom service, the
employee shall reimburse the District for such unearned vacation at the
employee's current rat of pay. If an employee is separated from service by
reason of discharge, retirement or death, the employee shall be paid for any
unused, accrued vacation earned up to the time of such separation.
1 1.4 Sick Leave Conversio�. If an empioyee has an accumulation of sick leave credits
in excess of one hundred and eighty (180) days, he/she may convert any part of
such excess to vacation at the rate of one-half (1 /2) day's vacation for each day
of sick leave credit. No employee may convert more than then (10) days of sick
leave in each calendar year under this provision.
ARTICLE 12. SICK LEAVE
12.1 Sick Leave. Sick leave shali accumulate at the rate of .0576 of a working hour
for each fuli 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.
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ARTICLE 12. SICK LEAVE (continued)
1 2.2 Specified Aliowable 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 deems necessary, on account of sickness o r
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 actualiy
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.
12.2.1 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, sister-in-law or brother-in-law.
12.2.2 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 shall be granted on
the same terms as the employee is able to use sick leave for the
employee's own illness. This leave shall only be granted pursuant to
Minnesota Statute § 181.9413 and shall remain available as provided �
in Statute.
12.2.3 Spouse/Dependent Parent 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 iliness of his/her spouse or
dependent parent. These days when used are deductible from sick leave.
1 2.3 E�ibility for Sick Leave. To be eligible for sick leave, the employee must meet
the specified uses in 122 and report the need for time off to his/her supervisor
no later than one-half hour past his/her regular scheduled starting time.
12.4 The granting of sick leave is subject to additional provisions as provided in Civil
Service Rules.
ARTICLE 1 3. PARENTAUMATERNITY LEAVE
13.1 Maternity 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 employee 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.
13.2 Parental leave shall be granted to employees for the birth or adoption of a child •
in accordance with applicable state and federal laws.
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ARTICLE 1 4. EMPLOYEE BENEFITS
SECTION 'I . ACTIVE EMPLOYEE HEALTH INSURANCE
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1.1 The Empioyer 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 Eliaibititv Waiting Period. Three (3) full months of continuous regu{arly
appointed service in Independent Schooi District No. 625 will be required before
an eligibie employee can receive the District contribution to premium cost for
health and life insurance provided herein.
1.3 Full-Time Status. For the purpose of this Article, full-time employment is
defined as appearing on the payroll at least thirty-two (32) hours per week o r
at ieast sixty-four (64) hours per pay period, exc4uding overtime hours.
1.4 Half-Time Status. For the purpose of this Article, half-time employment is
defined as appearing on the payroll at least twenty (20) hours but less than
thirty-two (32) hours per week or at least forty (40) hours but less than
sixty-four (64) hours per pay period, excluding overtime hours.
1.5 Em�lover Contribution Amount: Full-Time Emplovees. Effective
January 1, 1998 and who selects empioyee 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 $350.00 per
month, whichever is less.
1.5.1 Effective January 1, 1999, for each eligible employee covered by this
Agreement who is employed fulf 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 w i i l
contribute the cost of such family coverage or $375 per month,
whichever is less.
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1.6 Emotover Co�tribution Amount: Half-Time Em�loyees. For each eligible
employee covered by this Agreement who is empioyed half time, the Employer
agrees to contribute fifty percent (50°/a) of the amount contributed for fuil-time
employees for the insurance coverages in 1.5, 1.7, 1.8 and 1.9 of this Articie.
Part-time empioyees are not eligible for any of the married couple contributions
in Subd. 1.7.
1.7 Em�lover Contribution Amount• Married Couples. Effective January 1, 1999,
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 combination of District contributions cannot exceed the full cost
of family coverage and cannot be applied in cases where the spouse is receiving
health insurance through the District's cafeteria benefits plan.
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ARTICLE 14. EMPLOYEE BENEFITS, Section 1. (continued)
1.8 Life Insurance. Effective January 1, 1996: The District agrees to contribute �
a maximum of $15 per month for each eligible employee for life insurance
coverage. The amount of life insurance provided under this Subd. 1.7 shall be
$50,000. This amount of life insurance shall be reduced to $5,000 upon eariy
retirement and shall continue until the early retiree reaches age sixty-five
(65), at which time the Employer paid life insurance shall be terminated.
1.9 Dental Insurance. Effective January 1, 1996, the Employer will contribute
for each eligible employee covered by this Agreement who is employed full-time
toward participation in a dental care plan offered by the Employer up to $30 per
month for employee coverage.
1.1 0 Flexible Soending Account. It is the intent of the Employer to maintain during
the term of this Agreement a plan for medical and child care expense accounts to
be available to employees in this bargaining unit who are eligible for
Employer-paid premium contribution for health insurance for such expenses,
within the established legal regulations and IRS requirements for such accounts.
1.1 1 The contributions indicated in this Article 14 shall be paid to the Employer's
group health and welfare plan.
1.12 Any cost of any premium for any Employer-offered employee or family
insurance coverage in excess of the dollar amounts stated in this Article 14 shall
be paid by the employee through payroll deduction.
SECTION 2. RETIREMENT HEALTH INSURANCE AND 7RANSITIONAL BENEFIT •
Subd. 1. Benefit Eligibility for Emploveeswho Retire Before Age65.
1.1 Employees hired into District service before January 1. 1996, must have
completed the foilowing 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 empfoyment relationship with Irtdeperident
School District 625;
B. Must be at least fifty-eight (58) years of age and have completed
twenty-five (25) years of service, or;
C. The combination of their age and their years of service must equal
eighty-five (85) or more, or;
D. Must have completed at least thirty (30) years of service, or;
E. Must have completed at least twenty (20) consecutive years of service
within Independent School District No. 625 immediately preceding
retirement.
Years of regular service 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.
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ARTICLE 1 4. EMPLOYEE BENEFITS, Section 2. (continued) �'
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1.2 E�loyees hired into District service after January 1. 1996. must 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 Eliaibility 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 Schooi District No. 625 health insurance program, or in any
other Empioyer-paid health insurance program.
B. Additional dependents beyond those designated to the District at ihe 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 in this Section.
Subd.2. Employer Contribution Levels for Empioyees Retiring Before Age65.
2.1 Health Insurance Employer Contribution.
• The District wil{ for the period of this Agreement provide employees who meet
the eligibility requirements for health insurance in 1.1 or 1.2 above, who retire
during the term of this Agreement, and until such employees reach sixty-tive
(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 or
family coverage by that carrier, for an employee under this Agreement, i n
his/her last month of active employment. In the event new carriers replace
those in place at execution of this Agreemeni, the dollar amounts being paid for
single or family coverage to the carrier at the employee's date of retirement
shall constitute the limit on future contributions. Any employee who is receiving
family coverage premium contribution at date of retirement may not later ciaim
an increase in the amount of the Employer obligation for single coverage
premium contributions to a carrier after deieting family coverage.
2.2 Life Insurance Employer Contribution.
The District wil4 provide for early retirees who quality under the conditions of
1.1 or 1.2 above, premium contributions for eligible retirees for $5,000 of life
insurance only untii their 65th birthday. No life insurance wiil be provided, or
premium contributions paid, for any retiree age sixty-five (65) or over.
•
11
ARTICLE 14. EMPLOYEE BENEFITS, Section 2. (continued)
Subd.3. Benefit Eligibility for Em�loveesAfter P�ge65.
3.1
3.2
Emolovees hired into the District before Januarr�l. 1996. who retired before
age 65 and are receiving benefits per Subd. 2 above are eligible, upon reaching
age65, for employer premium contributions for health insurance described in
Subd. 4 of this Article.
Em�lovees hired into the District before Janua� 1 1 996, who retire at age 65
or older must have completed the service eligibility requirements in Subd. 1
above to receive District contributions toward post-age-65 health insurance
premiums.
3.3 Em I�ovees hired on or after January 1 1 996,
way any eligibility for Employer-paid health
for coverage in retirement at age sixty-five
Employees hired on or after January 1, 1996,
retiremenf insurance premium confribution
Deferred Compensation match in Subd. 5.
shall not have or acquire in any
insurance premium contribution
(65) and over in Subd. 4.
shall be eligible for only earlv
s as provided in Subd. 2 and
Subd. 4. Em I�over Contribution Levels for Em I�ovees After Age 6 5.
4. t Em I�ovees hired into Yhe District before January 1 1996 who retire before
January 1. 1 998, and who meet the eligibility requirements in Subdivisions
3.1, 32, or the following requirements of this Subdivision are eligible for
premium contributions for a Medicare Supplement health coverage policy
selected by the District. This provision 4.1 expires and is null and void after
December 31. 1997.
A Employees hired before January 1, 1982, must have completed at least
nine (9} years of continuous employment with the District. For such
employees or early retirees who have not completed at least nine (9) years
oi 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.
B. Employees hired on or after January 1, 1982, must have completed at least
twenty (20) years of continuous employment with tfie District. For such
employees or early retirees who have not completed at least twerity ( 2 0)
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
Paui after January 1, 1996, will be considered a break in District employment.
i
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: ,-, `
ARTICLE 14. EMPLOYEE BENEFITS, Section 2. (continued) �'�?�
•
_ 4.2 Em t�ovees hired into the District before Januar� l. 1996. who retire on o r
after January 1. 1998, and who meet the eligibility requirements in
Subdivisions 3.1 or 3.2 of this Article are eligible for premium contributions
, for a Medicare Supplement health coverage policy selected by the District.
Premium contributions for such policy wili not exceed:
Coverage Tvpe
Medicare Eligible
Non-Medicare Eligible
Sinale
$300 per month
$400 per month
Familv
$400 per month
$500 per month
At no time shall any payment in any amount be made directly to the retiree.
Any premium cost in excess of the maximum contributions specified must be paid
directiy and in full by the retiree, or coverage wili be discontinued.
•
.
•
Subd.5. Em i�ovees hired after January 1. 1 996, after compietion of three (3) fuli
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 employees
working half-time or more will 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 i n
service. Time worked in the City of Saint Paul will not be counted toward this three
(3)-year requirement.
Federal and state rules governing participation in the Minnesota Deferred Compensation
Plan shall apply. The empioyee, not the District, is solely responsible for determining
his/her total maximum ailowable annual contribution amount under IRS regulations.
The employee must initiate an application to participate through the DistricYs specified
procedures.
13
ARTICLE 15. SEVERANCE PAY
•
15.1 The Employer shall provide a severance pay program as set forth in this Article.
Payment of severance pay shall be made within the tax year of the retirement. -
15.2 To be eligible for the severance pay program, the employee must meet the
following requirements:
15.2.1 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 shall also apply to employees covered by a pubiic
pension plan other than PERA.
15.2.2 The employee 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.
15.2.3 The employee must file a waiver of re-employment with the Director of
Human Resources, which will clearly indicate that by requesting
severance pay, the employee waives all claims to reinstatement o r
re-employment (of any type) with the City of Saint Paul or with
Independent School District No. 625.
15.3 If an employee requests severance pay and if the employee meets the eligibility •
requirements set forth above, he or she will be granted severance pay in an
amount equal to $100 pay for each day of accrued, unused sick leave, up to one
hundred fifty (150) days.
15.4 The maximum amount of money that any employee may obtain through this
severance pay program is $15,000.
1 5.5 For the purpose of this severance pay program, a death of an employee shall be
considered as separation of employment and, if the employee would have met all
of the requirements set forth above at the time of his or her death, payment of the
severance pay may be made to the employee's estate or spouse.
15.6 For the purpose of this severance pay program, a transfer from Independent
School District No. 625 employment to City of Saint Paul employment is not
considered a separation of employment, and such transferee shall not be eligible
for this severance program.
,
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14
•
ARTICLE 16. LEGAL SERVICES
µ�Jm�9 ,.{
16.1 Except in cases of malfeasance in office or willful or wanton neglect of duty,
Employer shall defend, save harmless and indemnify employee against any tort
ciaim or demand, whether groundless or otherwise, arising out of alleged acts or
omission occurring in the performance or scope of employee's duties.
16.2 Notwithstanding (16.1), the Employer shall not be responsibie for paying any
legal service fee or for providing any legal service arising from any legal action
where the employee is the plaintiff.
ARTICLE 17. DISCIPLINE
17.1 The Employer wili discipline employees for just cause only. Discipline will be
in the form of:
17.11 Written reprimand;
17.12 Suspension;
17.13 Reduction;
17.14 Discharge.
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17.2 Suspensions, reductions, and discharges will be in written form.
17.3 Employees and the Association will receive copies of written reprimands and
notices of suspension and discharge.
1 7.4 Employees may examine all information in their Employer personnel files that
concerns work evaluations, commendations and/or discipiinary actions. Files
may be examined at reasonable times under the direct supervision of the
Employer.
17.5 Preliminary Review. Prior to issuing a discip4inary action of unpaid
suspension, demotion, or discharge, the supervisor will make a recommendation
to his/her supervisor regarding proposed discipline. That supervisor wiil 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
behaif regarding the proposed action. If the employee is unabie to meet with the
supervisor, the employee and/or union will be given the opportunity to respond
in writing.
1 7.6 M employee to be questioned concerning an investigation of disciplinary action
shall have the right to request that an Association Representative be present.
17.7 A grievance relating to this Article shall be processed in accordance with the
• grievance procedure of this Agreement in Article 18 and Minnesota
Statute § 179A20, Subd. 4. This provision is not intended to abrogate rights of
veterans pursuant to statute.
'I 5
'ARTICLE 18. GRIEVANCE PROCEDURE
18.1 The Employer shall recognize stewards selected in accordance with Association
rules and regulations as the grievance representatives of the bargaining unit.
The Association shall notify the Employer in writing of the names of the stewards
and of their successors when so named.
18.2 It is recognized and accepted by the Employer and the Association 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 only when consistent with such employee duties and
responsibilities. The steward involved and a grieving employee shall suffer no
loss in pay when a grievance is processed during working hours, provided the
steward and the employee have notified and received the approval of their
supervisor to be absent to process a grievance and that such absence would not be
detrimental to the work programs of the Employer.
18.3 The procedure established by this Article shall be the sole and exclusive
procedure for the processing of grievances, which are defined as an alleged
violation of the terms and conditions of this Agreement.
18.4 Grievances shall be resolved in conformance with the following procedure:
Step 1. Upon the occurrence of an alleged violation of this Agreement, the
employee involved with or without the steward shall attempt to resolve
the matter on an informal basis with the employee's supervisor. If the
matter is not resolved to the empioyee's satisfaction by the informal
discussion, it may be reduced to writing and referred to Step 2 by the
Association. The written grievance shall set forth the nature of the
grievance, the facts on which it is based, the aileged section(s) of the
Agreement violated, and relief requested. Any alleged violation of the
Agreement not reduced to writing by the Association within ten ( 1 0)
workdays of the first occurrence of the event giving rise to the
grievance, shall be considered waived.
Steo 2. Within ten (10) workdays after receiving the written grievance, a
designated Employer supervisor shall meet with the Association steward
and attempt to resolve the grievance, If, as a result of this meeting, the
grievance remains unresolved, the Employer shall reply in writing to
the Association within five (5) workdays following this meeting. The
Association may refer the grievance in writing to Step 3 within
ten (10) workdays following receipt of the Employer's written
answer. Any grievance not referred in writing by the Association
within ten (10) workdays following receipt of the Employer's answer
shall be considered waived.
�
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16
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ARTICLE 18. GRIEVANCE PROCEDURE (continued):
.�
Steo 3. Within ten (10) workdays following receipt of a grievance referred
from Step 2, a designated Empioyer supervisor shail meet with the
Association's representative or his designated representative, the
Employee, and the Steward, and attempt to resolve the grievance.
Within ten (10) workdays following this meeting, the Employer shali
reply in writing to the Association stating the Employer's answer
concerning the grievance. If, as a result of the written response, the
grievance remains unresolved, the Association may refer the grievance
to Step 4. Any grievance not referred in writing by the Association to
grievance mediation or Step 4 within ten (10) workdays following
receipt of the Empioyer's answer shall be considered waived. The
Empioyer within ten (10) working days of receipt of the request for
review at Step 4 may refer the grievance to grievance mediation or
allow the grievance to proceed to Step 4.
�
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•
Steo 4. If the grievance remains unresolved after the Step 3 response and/or
grievance mediation, the Association may within ten (10) workdays
after the response of the Employer or conclusion of inediation, request
arbitration of the grievance. The arbitration proceedings shall be
conducted by an arbitrator to be selected by mutual agreement of the
Employer and the Association within ten (10) workdays after notice has
been given. If the parties fail to mutually agree upon an arbitrator
within the said ten (10)-day period, either party may request the
Bureau of Mediation Services to submit a panel of five (5) arbitrators.
Both the Employer and the Association shall have the right to strike
two (2) names from the panel. The Association shail strike the
first (1st) name; the Employer shall then strike one (1) name. The
process will be repeated and the remaining person shall be the
arbitrator.
18.5 The arbitrator shall have no right to amend, modify, nuilify, ignore, add to or
subtract from the provisions of this Agreement. The arbitrator shall consider
and decide only the specific issue submitted in writing by the Employer and the
Association, and shali have no authority to make a decision on any other issue not
so submitted. The arbitrator shall be without power to make decisions contrary
to or inconsistent with or modifying or varying in any way the application of
laws, rules or regulations having the force and effect of law. The arbitrator's
decision shall be submitted in writing within thirty (30) days following close of
the hearing or the submission of briefs by the parties, whichever be later,
unless the parties agree to an extension. The decision shall be based solely on the
arbitrator's interpretation or appiication of the express terms of this Agreement
and to the facts of the grievance presented. The decision of the arbitrator shali be
final and binding on the Employer, Yhe Association, and the employees.
18.6 The fees and expenses for the arbitrator's services and proceedings shall be
borne equally by the Employer and the Association, provided that each party shall
be responsible for compensating its own representatives and witnesses. If either
party desires a verbatim record of the proceedings, it may cause such a record to
be made, providing it pays for the record.
17
ARTICLE 18. GRIEVANCE PROCEDURE (continued):
18.7 The time limits in each step of this procedure may be extended by mutual �
agreement of the Employer and the Association.
18.8 It is understood by the Association and the Empioyer that if an issue is determined
by this grievance procedure, it shall not again be submitted for determination i n
another forum. If an issue is determined by any other forum, it shall not again
be submitted for arbitration under this grievance procedure.
ARTICLE 19. NON-DISCRIMINATION
19.1 The terms and conditions of this Agreement will be applied to employees equally
without regard to or discrimination for or against any individual because of race,
color, creed, sex, age, or because of inembership or non-membership in the
Association.
19.2 Employees will perform their duties and responsibilities in a
non-discriminatory manner as such duties and responsibilities involve other
employees and the general public.
ARTICLE 20. WORK STOPPAGE
20.1 The Association and the Employer agree that there shall be no strikes, work •
stoppages, slow-downs, sit-down, stay-in or other concerted interference with
the Employer's business or affairs by any of said Association and/or members
thereof, and there shall be no bannering during existence of this Agreement
without first using ali possible means of peaceful settlement of any controversy
which may arise. Employees engaging in same shali be liable for disciplinary
action.
ARTICLE 21. MILEAGE
21 .1 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
eligible for such reimbursement, employees must receive authorization from the
District Mileage Committee utilizing the foliowing plan:
PLAN " A". Effective with the adoption of this Agreement, is reimbursed
at the current Board approved rate or 3i� 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 estabiishing the maximum amount can be the
experience of another working in the same or similar position.
Under this plan, it is necessary for the empioyee to keep a record of �
each trip made.
18
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r - ,
• ARTICLE 22. SAVING CLAUSE
22.1 This Agreement is subject to the laws of the United States, the State of Minnesota.
In the event any provisions of this Agreement shail be held to be contrary to law
by a court of competent jurisdiction from whose final judgment or decree no
appeal has been taken within the time provided, such provisions shali be voided.
Ali other provisions shaii continue in fuli force and effect. The voided provision
may be renegotiated at the written request of either party. All other provisions
of this Agreement shall continue in full force and effect.
ARTICLE 23. DURATION AND EFFECTIVE DATE
23.1 Except as herein provided, this Agreement shall be effective as of
January 1, 1998, and shali continue in full force and effect through
December 31, 1999, and thereafter until modified or amended by mutual
agreement of the parties. Either party desiring to amend or modify this
Agreement shall notify the other in writing so as to comply with the provisions of
the Public Employment Labor Relations Act of 1971, as amended.
23.2 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 Board of Education of Independent School District No. 625 and is
aiso subject to ratification by the Association.
W ITN ESSES:
INDEPENDENT SCHOOL DISTRICT NO. 625 THE CITY OF SAINT PAUL PROFESSIONAL
EMPLOYEES ASSOCIATION, INC.
Chair, Board of Education
Negotiations/Labor Relations Manager
Negotiations/tabor Relations
Assistant Manager
• Date
President, P.E.A.
Negotiator, P.E.A.
'I 9
APPENDIX A
TITLES AND SALARIES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Old Step 7 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years � New Step
New Step 1 2 3 4 5 6 7 8
Grade 3
Library Specialist
Public Information Specialist I
13-98 1,169.01 1,228.14 1,288.39 1,354.40 1,421.50 1,464.68 1,505.64 7,535.75
t-2-99 1,186.55 1, 246.56 1, 307.71 1, 374.72 1, 442.83 1, 486.65 1, 528 22 1, 580.29
Grade 5
Graphic Artist I
Management Assistant I
1-3-98 1,239.52 1,304.32 7,368.01 1,43625 1,506.76 1,552.26 1,596.60 1,628.53
1-2-99 1,258.12 1,323.89 1,358.53 1,457.79 1,529.36 1,575.54 1,620.55 7,675.76
Grade 7
Accountant I
Librarian i
Public Information Specialist II
Research Analyst I
1-3-98 1,316.88 1,381.65 1,452.18 1,525.00 1,600.02 7,647.76 1,695.54 7,729.45
1-2-99 1,336.63 1,402.37 1,473.96 1,547.87 1,624.02 1,672.48 1,720.97 7,779.60
Grade 8
Assistant Food Production Manager
7-4-98 1,356.64 1,423.77 1,493.11 1, 569.32 1, 647.68 1, 697.81 1,746.69 1,787 .63
1-2-99 1,376.99 1,445.7 2 1,515.51 7,592.86 1,672.40 1,72328 1,772.89 1,833.30
Grade 9
Landscape Architect
Management Assistant II
7 3-98 1,396.44 1,465.86 1,539.72 1,617.09 1,697.81 1,746.69 1,797.88 1,833.84
1-2-99 1,417.38 1,487.55 7,562.82 1,641.35 1,72328 1,772.89 1,824.85 1,887.02
Grade 10
Contract Coordinator
Graphic Artist II�
Research Analyst II
Staffing Specialist
Training Specialist
13-98 1,43625 7,509.02
1-2-99 1,45�.79 1, 531.66
1,58523 1,664.87 1,746.69 1,800.15 1,853.60 1,890.67
1, 609.00 1, 689.79 1, 772.89 1.827.16 1.881.41 1.945.50
This title in this grade abolished except as to present incumbents.
•
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♦
20
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APPENDIX A (continued)
TITLES AND SALARIES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
���,��
r �
Old Siep 1 Year 2 Years 3 Years 4 Years 5 Years 70 Years 15 Years � New Step
, New Step 1 2 3 4 5 6 7 8
Grade 11
Accountant II
Architect i
7-3-98 l,481.74 1,555.66 1,632.98 1,716.03 1,800.7 5 1,850.18 1,909.33 1,947.52
1-2-99 1,503.97 1,579.00 1,657.47 1,741.77 1,827.16 1,877.93 1.937.97 2.004.00
Grade 12
EDP Systems Analyst 1
Environmental Safety Specialist
Food Production Manager
Food Service Manager
Human Rights Investigator
Value Analyst I
13-98 1,526.07 1,601.16 1,681.90 7,766.06 1,853.60 1,911.60 1,966.22 2,005.54
1-2-99 1.548.96 1,625.18 1,707.7 3 1,792.55 1,881.41 1,94027 1,995.71 2,063.70
Grade 13
• Landscape Architect II
Librarian II
Management Assistant III
7 -3-98 1,571.61 1,65120
7 -2-99 1,595.18 1,675.97
•
1,730.78 1,818.34 1,911.60 1,967.33 2,023.03 2,063.49
1,756.74 1,845.62 1,940.27 1.996.84 2,053.38 2,123.33
Grade 74
Human Resource Specialist
Ombudsperson
Research Analyst III
13-98 7,618.79 1,698.97 1,785.38 1,872.95 1,967.33 2,025.32 2,085.63 2,127.34
7-2-99 1,642.46 1,724.46 1,812.16 1,901.05 1,996.84 2,055.70 2,116.91 2,189.04
Grade 75
Accountant III
Architect II
Maintenance and Capital Improvement Planner
1-3-98 7.667.12 1,749A2 1,837.70 1,928.66
1-2-99 7,692.12 1,775.25 1,865.26 1,957.59
2,025.32 2.087.87 2,14929 2,192.28
2,055.70 2,179.79 2,187.53 2,255.85
2'I
APPENDIX A (continued)
TITLES AND SALARIES •
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Old Step t Year 2 Years 3 Years 4 Years 5 Years 70 Years 75 Years � New Step
New Step � 2 3 4 5 6 7 8 t
Grade 76
EDP Systems Analyst II
Network Specialist
Value Analyst il
1-3-98 1.71720 1,803.60 7,893.41 1.987.78 2,OS7.87 2,14929 2,211.8t 2,256.05
1-2-99 1,742.96 7,830.65 1,921.81 2,077.60 2,179.19 2,181.53 2,244.99 2,321.47
Grade 18
Landscape Architect III
1-3-98 1,820.63 1,913.85 2,008.28 2,110.61 2,21520 2,252.32 2,346.01 2,392.93
1-2-99 1,847.94 1,942.56 2,038.41 2,142.27 2,248.43 2,316.55 2,38120 2,462.32
Grade 20
Architect III
EDP Systems Analyst III
Mechanical Engineer III
t-3-98 1,93320 2,029.88 2,131.08 2,237.97 2.349.44 2,478.80 2,490.43 2,540.24
1-2-99 1,96220 2,060.33 2,163.05 2,271.54 2,384.68 2,455.08 2,527.78 2,613.90
Grade 26
UNIX Administrator
13-98 2,309.60 2,421.05 2,545.04 2,672.38 2,805.41 2,889.58 2,972.59 3,032.04
7-2-99 2.34424 2.457.37 2.583.21 2,712.46 2,847.49 2,932.92 3.017.18 3.119.97
Grade 35
Database Administrator (Oracle)
73-98 3,011.24 3,163.67 3,319.45 3,485.50 3,659.46 3,770.88 3,880.06 3,957.66
7-2-99 3,056.41 3,211.13 3,36924 3,537.78 3,714.35 3,827.44 3,93826 4,072.43
* This title in this grade abolished except as to present incumbents.
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APPENDIX B
TITLES AND GRADES
PROPESSIONAL EMPLOYEES' ASSOCIATION, INC.
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Grades
Grade 7
Grade 11
Grade 15
Grade 11
Grade 15
Grade 20
Grade 8
Grade 12
Grade 16
Grade 20
Grade 12
Grade 12
Grade 12
Grade 5
Grade 70
Grade 9
Grade 13
Grade 18
Grade 7
Grade 13
Grade 3
Grade 15
Grade 5
Grade 9
Grade 13
Grade 20
Grade 16
Grade 3
Grade 7
Grade 7
Grade 10
Grade 14
Grade 10
Grade 12
Grade 16
Grades
Grade 10
Grade 35
Grade 12
Grade 14
Grade 14
Grade 10
Grade 26
Classified Titles
Accountant I
Accountant 11
Accountant III
Architect I
Architect II
Architect III
Assistant Food Production Manager
EDP Systems Analyst I
EDP Systems Analyst II
EDP Systems Analyst III
Environmental Safety Specialist
Food Production Manager
Food Service Manager
Graphic Artist I
Graphic Artist II'
Landscape Architect
Landscape Architect II
Landscape Architect III
Librarian I
Librarian II
Library Specialist
Maintenance and Capital Improvement Planner
Management Assistant I
Management Assistant II
Management Assistant III
Mechanical Engineer III'
Neiwork Specialist
Public Information Specialist I
Public Information Specialist II
Research Analyst I
Research Analyst II
Research Analyst Iil
Training Specialist
Value Analyst I
Value Analyst II
Unclassified Titles
Contract Coordinator
Database Administrator (Oracle)
Human Rights Investigator
Human Resource Specialist
Ombudsperson
Staffing Specialist
UNIX Administrator
* This tiile in this grade abolished except as to present incumbents.
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.
23
APPENDIX C
•r
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
2s
26
27
28
29
30
31
32
33
�
35
36
37
38
39
40
41
42
43
44
45
STANDARD RANGES, JANUARY 3, 1998
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
1 Year
2 Year
3 Years 4 Years 5 Years 10 Years 15 Years � New Step
1,103.09
1,136.05
1,169.01
7,20425
1,239.52
1,278.1 S
1,316.88
1,356.64
1,396.44
1,43625
1,481.74
1,526.07
1,571.61
1,618.19
1,667.12
1,7V20
1,769.45
1,820.63
1,875.20
1,93320
1,990.09
2,050.36
2,11321
2,174.30
2,241.39
2,309.60
2,376.69
2,448.37
2,522.26
2,598.44
2,675.78
2,754.26
2,83727
2,922.56
3,01124
3,101.08
3,194.34
3,291.01
3,388.91
3,491.16
3,594.64
3,703.78
3,813.01
3,927.81
4,04721
1,156.50
1,191.75
1,228.14
1,263.41
1,304.32
1,343.02
1,381.65
7,423.77
1,465.86
1,509.02
1,555.66
1,601.16
1,651.20
1,698.97
1,749.02
1,803.60
1,855.69
1,913.85
1,969.58
2,029.88
2,090.15
2,152.67
2,217.52
2,284.55
2,352.84
2,421.05
2,496.10
2,571.20
2,647.37
2,726.98
2,809.94
2,894.11
2,980.56
3,070.39
3,163.67
3,255.78
3,353.54
3,454.76
3,55827
3,666.29
3,775.44
3,886.88
4,005.16
4,124.56
4,248.48
1,214.51
1,252.06
1,288.39
1,328.25
1,368.07
1,410.12
1,452.18
1,493.11
1,539.72
1,58523
1,632.98
1,681.90
1,73078
1,785.38
1,837.70
1,893.41
1,947.98
2,008.28
2,068.51
2, 7 31.08
2,194.79
2,260.72
2,327.07
2,398.32
2,asa.�s
2,545.04
2,620.05
2,700.82
2,77926
2.86227
2,949.86
3,038.55
3,129.53
3,223.87
3,319.45
3,419.50
3,520.72
3,627.60
3,735.65
3,849.35
3,963.06
4.081.34
4,204.17
4,331.54
4,460.04
1,277.07
1,313.43
1,354.40
1,395.33
1,436.25
1,479.48
1,525.00
1,569.32
1,617.09
1,664.81
1,716.03
1,766.06
1,818.34
1,872.95
1,928.66
1,987.78
2,046.91
2,110.61
2,172.04
2,237.97
2,30620
2,37327
2,446.07
2,517.70
2,592.80
2,672.38
2,751.98
2,832.73
2,920.26
3,006.72
3,096.55
3,190.93
3,287.56
3,384.27
3,485.50
3,59124
3,698.09
3,808.43
3,924.43
4,03927
4,160.94
4,284.91
4,414.55
4,548.75
4,682.59
1,338.45
1,380.58
1,421.50
1,464.68
1,506.76
1,552.26
1,600.02
1,647.68
1,697.81
1,746.69
1,800.15
1,853.60
7 ,911.60
1,967.33
2,025.32
2,087.87
2,149.29
2,21520
2,282.32
2,349.44
2,418.80
2,491.55
2,566.63
2,645.11
2,722.41
2,805.41
2,889.58
2,974.85
3,065.84
3,156.82
3,251.19
3,349.00
3,45022
3,553.70
3,659.46
3,769.74
3,882.35
3,999.49
4,120.00
4,243.97
4,369.08
4,499.84
4,636.28
4,775.02
4,917.15
1,380.58
1,421.50
1,464.68
1,506.76
1,552.26
1,600.02
1,647.76
1,697.81
1,746.69
1,800.15
1,850.18
1,911.60
1,967.33
2,025.32
2,087.87
2,14929
2,21520
2,282.32
2,347.72
2,418.80
2,491.55
2,566.63
2,645.11
2,722.41
2,805.41
2,889.58
2,974.85
3,065.84
3,156.82
3,248.90
3,349.00
3,45022
3,553.70
3,659.46
3,770.88
3,882.35
3,999.49
4,120.00
4,241.69
4,378.18
4,507.77
4,643.10
4,782.99
4,926.26
5,072.99
1,41920
1,463.55
1,505.64
1,55226
1,596.60
1,645.48
1,695.54
1,746.69
1,797.88
1,853.60
1,909.33
1,96622
2,023.03
2,085.63
2,149.29
2,211.81
2,28123
2,346.01
2,417.63
2,490.43
2,565.47
2,641.64
2,722.41
2,800.89
2,886.21
2,972.59
3,062.41
3,154.54
3,248.90
3,347.88
3,44628
3,549.16
3,657.17
3,768.63
3,880.06
3,994.88
4,115.45
4,238.24
4,366.77
4,497.55
4,630.61
4,770.47
4,913.76
5,061.57
5,212.83
1,447.59
1,492.82
1,535.75
1,583.30
1,628.53
1,678.39
1,729.45
1,781.63
1,833.84
1,890.67
1,947.52
2,005.54
2,063.49
2.127.34
2.192.28
2,256.05
2,326.85
2,392.93
2,465.98
2,54024
2,616.78
2,694.48
2.776.86
2,856.91
2,943.93
3,032.04
3,123.66
3,217.63
3,313.88
3,474.83
3,515.21
3,620.14
3,730.31
3,844.01
3,957.66
4,074.78
4,197.76
4,323.01
4,454.10
4,587.50
4,72322
4,865.88
5,012.04
5,162.81
5,317.09
•
C J
u
24
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❑
•
APPENDIX C
•.
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
(continued)
STANDARD RANGES, JANUARY 2, 1999
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
1 Year 2 Year 3 Years 4 Years 5 Years
1.119.64 1.173.85
1,153.09
1,186.55
1,222.32
1,258.12
1,297.35
1,336.63
1,376.99
1,417.38
1,457.79
1,503.97
1,548.96
1,595.1 S
1,642.46
1,692.12
1,742.96
1,795.99
1,847.94
1,903.32
1,962.20
2,019.95
2,081.12
2,144.91
2,206.91
2,275.01
2,34424
2,412.34
2,485.10
2,560.10
2,637.41
2,715.92
2,795.57
2,879.83
2,966.39
3,056.41
3,147.60
3,24225
3,340.38
3,439.75
3,543.52
3,648.56
3,759.34
3,87021
3,986.73
4,107.92
1,209.63
1,246.56
1,282.36
1,323.89
1,363.16
1,402.37
1,445.12
1,487.85
1,531.66
1,579.00
1,625.18
1,675.97
1,724.46
1,775.25
1,830.65
1,883.72
1,942.56
1,999.12
2,060.33
2,121.51
2,184.96
2,250.78
2,318.82
2,388.13
2,457.37
2,533.55
2,609.77
2,687.08
2,767.88
2,852.09
2,937.53
3,025.27
3,116.45
3,211.13
3,304.61
3,403.85
3,506.58
3,611.64
3,721.28
3,832.07
3,945.19
4,06523
4,186.43
4,312.21
1,232.73
1,270.84
1,307.71
1,348.17
1,388.53
1,43127
1,473.96
1,515.51
1,562.82
1,609.00
1,657.47
1,707.13
1,756.74
1,812.16
1,865.26
1,921.81
1,977.20
2,038.41
2,099.54
2,163.05
2,227.71
2,294.63
2,361.98
2,434.29
2,505.83
2,583.21
2,659.35
2,741.33
2,820.95
2,905.20
2,994.10
3,084.13
3,176.47
3,272.23
3,369.24
3,470.79
3,573.53
3,682.01
3,791.68
3,907.09
4,022.50
4,142.56
4,267.23
4,396.51
4,526.94
1,29623
1,333.14
1,37472
1,41625
1,457.79
1,501.67
1,547.87
1,592.86
1,641.35
1,689.79
1,741.77
1,792.55
1,845.62
1,901.05
1,957.59
2,017.60
2,077.61
2,142.27
2,204.62
2,271.54
2,340.80
2,408.87
2,482.76
2,555.46
2,631.69
2,712.46
2,793.26
2,875.22
2,964.07
3,051.82
3,143.00
3,238.80
3,336.87
3,435.03
3,537.78
3,645.11
3,753.57
3,865.55
3,98329
4,099.86
4,223.35
4,349.19
4,480.77
4,616.98
4,752.83
1,358.53
1,401.29
1,442.83
1,486.65
1,529.36
1,575.54
1,624.02
1,672.40
1,72328
1,772.89
1,827.16
1,881.41
1,940.27
1,996.84
2,055.70
2,119.19
2,181.53
2,248.43
2,316.55
2,384.68
2,455.08
2,528.92
2,605.13
2,684.79
2,763.25
2,847.49
2,932.92
3,019.48
3,111.83
3,204.17
3,299.96
3,399.23
3,501.97
3,607.00
3,714.35
3,826.29
3,940.58
4,059.48
4,181.80
4,307.63
4,434.61
4,567.34
4,705.83
4,846.64
4,990.91
25
� .
= =�-29
9
10 Years 15 Years � New Step
� � o
1,40129
1,442.83
1,486.65
1,523.36
1,575.54
1,624.02
1,672.48
1,72328
1,772.89
1.827.16
1,877.93
1,940.27
1,996.84
2,055.70
2,119.19
2,181.53
2,248.43
2,316.55
2,382.33
2,455.08
2,528.92
2,605.13
2,684.79
2,763.25
2,847.49
2,932.92
3,019.48
3,111.83
3,204.17
3,297.63
3,39923
3,501.97
3,607.00
3,714.35
3,827.44
3,940.58
4,059.48
4,181.80
4,305.31
4,443.85
4,575.39
4,712.75
4,854.73
5,000.16
5,149.08
1,440.49
1,485.50
1,52822
1,575.54
1,620.55
1,670.16
1,720.97
1,772.89
1,824.85
1,881.41
1,937.97
1.995.71
2,053.38
2,116.91
2,181.53
2,244.99
2,315.44
2,381.20
2,453.89
2,527.78
2,603.95
2,681.27
2,763.25
2,842.90
2,929.50
3,017.18
3,108.35
3,201.86
3,297.63
3,398.10
3,497.98
3,602.40
3,712.03
3,825.16
3,938.26
4,054.81
4,177.18
4,301.82
4,432.27
4,565.01
4,700.07
4,842.03
4,987.47
5,137.50
5,291.02
1,489.57
1,536.11
1,58029
1,62922
1,67576
t,727.06
1,779.60
1,833.30
1,887.02
1,945.50
2,004.00
2,063.70
2,123.33
2,189.04
2,255.85
2,321.47
2,394.33
2,462.32
2,537.49
2,613.90
2, 692.67
2,772.62
2, 857.39
2, 939.76
3, 029.30
3,119.97
3,21425
3,310.95
3,409.98
3, 513.87
3,617.15
3,725.13
3, 838.49
3,955.48
4,072.43
4,192.95
4, 319.49
4,448.37
4,583.27
4,720.54
4,860.19
5,006.99
5,157.39
5,312.53
5,47128
•u,17�3
c
Child Care Leave .................................... 8
D
Dentai Insurance .................................1 0
Discipiine ............................................i 5
F
Fair Share Fee .......................................2
Flexible Spending Account ...................1 0
Funeral Leave ........................................8
G
Grievance Procedure ....................16-18
H
Health Insurance ...................................9
Holidays ................................................. 6
Hours Of Work .......................................2
L
Legal Services .....................................1 5
Life Insurance .....................................10
M
Membership Dues ..................................2
Mileage................................................1 8
N
N on-Discrimination ............................1 8
0
Overti m e ................................................ 2
P
Parental/Maternity Leave ....................8
Probationary Period ............................. 3
R
Retirement Health Insurance ..............1 0
S
Salaries ........................................2 0 - 2 2
Seniority ............................................... 4
Severance Pay .....................................1 4
Sick Leave ..........................................7 - 8
Sick Leave Conversion ...........................7
Spouse/Dependent Parent Leave ........... 8
Standard Ranges ............................2 4- 2 5
Step Progression ...................................5
T
Titles And Grades .................................2 3
V
Vacation ................................................. 7
W
Wages..................................................... 5
Work Stoppage .....................................1 8
Working Out Of Classification ...............4
�
•
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s
26
•
Council Fffe # 1�' e t
ORiGINAL
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
Disirict No. 625, Saint Paul Public Schools, and Professional Empioyees Association, Inc., Representing
4 Classified and Unclassified Professional Employees.
Requested by Departrnent of:
Office of Labor Relations
By: � F- ,
Adopted by Council: Date °
!
Adoption Certified by Council Secretary
By: ���� . ^�-��
Approved by Mayorc� te � �QiI�C ��J � � �
By: _3vUGGK �YW�-�'GCQf�
RESOLUTION .
CITY OF SAINT PAUL, MINNESOTA
Green Sheet # 62415
��
Form Ap oved by Ci Attomey
B ��� � �ti�I�Q
DEPARTMENT/OFFICE/COUNCIL: DATE INITIATED GREEN SHEET 1vo.: 62415 �/
LABOR RELATTONS 12/28/98 {�'
CONTACI' PERSON & PAONE:
NLIE KRAUS 266-6513
MUSI' BE ON COUNCII. AGENDA BY (DA1'E�
TOTAL # OF SIGNATURE
� INIIWJDATE ATfIALDAl
ASSIGN 1 DEPARTMENT DIR. � 4 CR'Y CAUNCIL
NUMBER 2 CITY ATIORNEY � C1TY CLERK
FOR BUDGEI DIR. FIN. & MGT. SERVICE DIR
ROUTING 3 MAYOR (OR ASS2.) �
ORD. `a?
, --�
(CIdP ALL LO(:ATIONS FOR SIGNATURE)
ncnox xEQUESren: This resolution approves the attached January 1, 1998 through December 31, 1999 Employment
Agreement between the Independent School District No. 625, Saint Paul Public Schoois, and Professional
Employees Association, Inc., Representing Classi&ed and UncIassified Professionai Employees.
RECOMIvfINDA1TONS: Approve (A) or Reject (R)
_PLANNING COMIvIISSION _CIVIL SERVICE COMMIISSION
M
_CIB CAM[�9TfEE
STAFF
DISIRICT COURT
SUPPOR'IS N'HICH COUNCIL OB7ECTIVE?
PERSONAI, SERVICE CONTRACI'S MiJST ANSR'ER TfIE FOLLOWING
QUESTIONS:
1. Has this persodfum ever worked under a contrac[ for ihis department?
Ya No
2. Has this peisoNfvm ever been a city amployee?
Yes No
3. Does this person/fum possas a skill not notmally possessed by arry current city
Yes No
Ezplain ail yes answers on sepante sheet and attach to greeo s6eet
INl'LIA1'ING PROBLEM, ISSUE, OPPORI'IJNI1'N (Who, What, W6en, Wherq Why):
ADVANTAGESIFAPPROVED:
This Agreement pertains to Boazd of Education employees only.
DISADVANTAGES IF APPROVED:
DISADVANTAGES IF NOT APPROVED:
TOTAL AMOUNT OF TRANSACiTON:
Fl1NDING SOURCE:
; � FINANCIAL INFORMATION: (EXPLAQ�
M� �,>m�fik� r;;.^�.a�r
� �� E�.��,a:_.. �_ , .., � . .
D���d199�
COST/REVENUE BUDGETED:
ACI7VITY NUMBER:
DEC 3
�iAYOR'S OFFICE
INDEPENDENT SCHOOL DISTRICT NO. 625
BOARD OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
DATE: August 18, 1998
q q -z
TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Paul Public Schools and Professional Employees Association,
Inc., Representing Classified and Unclassified Professional Employees
A. PERTINENT FACTS:
1. New Agreement is for a two-year period from January 1, 1998, through December 3'I, 1999.
2. Contract changes are as follows:
Waaes: Effective January 3, 1998, increase wages an average of 2.5%. Effective
January 2, 1999, increase wages an average of 2.4%. Restructured step schedule from a civil
service format to a straight eight-year schedule, removing the beginning step and adding a
new top step.
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:
Sinple Familv
Effective January 1, 1998 $196.05 $350.00
Effective January 1, 1999 $205.00 $375.00
Effective January 1, 1999, 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 tvc 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 $�00 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
Richard Kreyer, Negotiations/Labor Relations Manager; and Lois
Director, Fiscal Affairs and Operations.
B. RECOMMENDATION:
Relations Assistant Manager;
M. Rockney, Interim Executive
That the Board of Education of Independent School District No. 625 approve and adopt the Agreement
concerning the terms and conditions of employment for Classified and Unclassified Professional
Employees in this school district; duration of said Agreement is for the period of
January 1, 1998, through December 31, 1999.
,��� ,
,
�
�
,
1998 -1999
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
SAINT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
�
;►•
PROFESSIONAL EMPLOYEES
ASSOCIATION, INC.
January 1, 1998 through December 31, 1999
� Saint Paul Public Schools
L/ F E L O N G L E A R N/ N C
C
"i
�
�' Sainf Paul Public Schools
L! F E L O N G L E.I R N/ N G
SAIfVT PAUL PUBLIC SCHOOLS
Independent School District No. 625
Board of Education
Mary Thornton Phillips - Chair
Greg Filice - Vice Chair
Gilbert de la O- Clerk
Neal Thao - Treasurer
Administration
William A. Larson -
Maureen A. Flanagan -
(Vacant)
Lois M. Rockney
Cy R. Yusten
Tom Conlon - Director
Becky Montgomery - Director
AI Oertwig - Director
Interim Superintendent of Schools
Executive Assistant
Superintendent of Schools
Interim Assistant Superintendent
Accountability, Techrtology
and Support Services
Interim Executive Director
Fiscal Affairs and Operations
Assistant Superintendent
Teaching and Leaming
•
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�
TABLE OF CONTENTS
� r-29
•
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�
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ARTICLE TITLE
Article 1.
Article 2.
Article 3.
Article 4.
Article 5.
Article 6.
Article 7.
Article 8.
Article 9.
Article 10.
Article 11.
Article 12.
Article 13.
Article 14.
Article 15.
Article 16.
Article 17.
Article 18.
Article 19.
Article 20.
Article 21.
Article 22.
Article 23.
PAGE
Preamble.................................................................................................... i v
Recognition ..................................................................................................1
Management ......................................................................................1
Maintenance of Standards ............................................................................ i
Check Off and Service Fee ............................................................................ 2
Hours of Work and Overtime .......................................................................2
Pro bation ..................................................................................................... 3
Seniority ..................................................................................................... 4
Working Out of Classification .....................................................................4
Wages ........................................................................................................... 5
Holidays ....................................................................................................... 6
Vacation....................................................................................................... 7
SickLeave .................................................................................................... 7
Parental/Maternity Leave .......................................................................... 8
Employee Benefits .......................................................................................9
Severance ...........................................................................................1 4
LegaiServices ...........................................................................................1 5
Discipline ..................................................................................................1 5
Grievance Procedure .................................................................................i 6
Non-Discrimination ..................................................................................1 8
Work Stoppage ............................................°------............°-°-°.........-�---..... t 8
Mileage ......................................................................................................1 8
Saving Clause .............................................................................................1 9
Duration and Effective Date .......................................................................1 9
Appendix A: Titles and Salary .................................................................2 0
Appendix B: Titles and Grades .................................................................2 3
Appendix C: Standard Ranges ..................................................................2 4
Index ..........................................................................................................2 6
�
PREAMBLE
This Agreement
hereinafter referred to
Employees Association,
purpose of fostering and
Association in order that
the School District.
s entered into between Independent School District No. 625,
as the "Employer� and the City of Saint Paul Professional
Inc., hereinafter referred to as the °Association," for the
promoting harmonious relations between the Employer and the
a high level of public service can be provided to the citizens i n
This Agreement attempts to accomplish this purpose by providing a fuller arxi
more complete understanding on the part of both the Employer and the Association of
their respective rights and responsibilities.
The provisions of this Agreement shall not abrogate the
the Employer, the Association, or the employees as established
the Public Empioyment Labor Relations Act of 1971, as amended.
rights and/or duties of
under the provisions of
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1.1 The Employer recognizes the Association
Classified Professional Employees Group,
Bureau of Mediation Services, dated May
This unit consists of the following:
ARTICLE 1. RECOGNITION
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as the exclusive representative for the
as certified by the State of Minnesota
1i, 1988, C�e No. 88-PR-2632.
All ciassified professional employees of Independent
School District No. 625, St. Paul, Minnesota, who
are public employees within the meaning of
Minnesota Statute. § 179.03, Subd. 14, excluding
supervisory, confidential, and ali other employees.
1.2 The rights and benefits of provisional employees shall be govemed by the Civii
Service Rules unless such rights and benefits are specifically amended as to
provisional employees by this contract.
ARTICLE 2. MANAGEMENT RIGHTS
3.1 The Association 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.
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3.2 A pubiic employer is not required to meet and negotiate on matters of inherent
managerial policy, which include, 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 3. MAINTENANCE OF STANDARDS
3.1 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 shail be maintained at not less than the highest minimum standard
as set forth in the Civii Service Rules of the City of Saint Paul (Resolution
No. 3250), and the Saint Paul Salary Plan and Rates of Compensation at the time
of the signing of this Agreement, and the conditions of empioyment shall be
improved wherever specific provisions for improvement are made elsewhere i n
this Agreement.
ARTICLE 4. CHECK OFF AND SERVICE FEE
4.1 The Employer agrees to deduct the Association 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 Empioyer by a representative of the Association
and the aggregate deductions of all employees shail 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 possibie.
4.2 Any present or future employee who is not an Association member shall be
required to contribute a fair share fee for services rendered by the Association.
Upon notification by the Association, the Employer shall check off said fee from
the earnings of the employee and transmit the same to the Association. In no
instance shall the fair share fee exceed eighty-five (85) percent of the
membership dues. It is also understood that in the event the Employer shall make
an improper fair share deduction from the earnings of an employee, the
Association shall be obligated to make the Employer whole to the extent that the
Empioyer shall be required to reimburse such employee for any amount
improperiy witfiheld. This provision shatl remain operative only so long �
specifically provided by Minnesota iaw, and as otherwise legal.
4.3 The Association agrees to indemnify and hold the Employer harmless against any
and all claims, suits, orders or judgments brought or issued against the
Empioyer as a result of any action taken or not taken by the Employer under ihe
provisions of this Article.
4.4 The Association agrees that a service fee of fifty cents (50¢) per member, per
month shall be deducted by the Employer from the amount withheid for dues o r
fair share prior to remittance of dues or fair share to the Association.
ARTICLE 5. HOURS OF WORK AND OVERTIME
5.1 The normal hours of work tor the employee shall be a minimum of 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 a minimum 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 except as in 6.4 below.
5.3 It is understood by the parties that Section 28H - Overtime Compensation of
Resolution No. 3250 shall not apply to this unit.
5.4 In unusual circumstances a department head may grant employees who work
more ihan 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 particular seven (7)-day period compensatory time or pay on a straight
time basis for the extra hours worked. The method of this compensation shall be
determined solely by the Employer.
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ARTICLE 6. PROBATION
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6.1 The probationary period shaii be one (1) year for all original and promotion
appointees and employees who have been transferred at their own request o r
reinstated after resigning in the Professional Employees unit. in the case of a one
(1)-year probation, the employee's progress report shall be submitted to the
Human Resources Director at the end of the fourth (4th) and eighth (8th) month
of employment.
Unless the head of the department where the employee is empioyed at the end of
his/her probationary period shall, during the last month of the employee's
probation, certify that the services of such probationer during the probationary
period were unsatisfactory, the employment of such probationer shall continue,
and the probationer shall be deemed to have satisfactorily completed the
probationary period. If the probationer's service has been certified as
unsatisfactory by the head of the department in which the empioyee is employed,
the empioyment of such probationer shall terminate at the end of the
probationary period. If the probationer is entitled to veteran's preference i n
accordance with the Veterans' Preference Act of the State of Minnesota, he/she
shall be entitied to a hearing as required by said Act and in accordance with
Section 16 of Civil Service Rules.
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6.2 Time served on probation, whether continuous or not, shall be charged to the
period of probation.
6.3 If any probationer on fair test shall be found incompetent or unqualified to
perform the duties of the portion to which he/she has been certified o r
transferred, the appointing officer shalt report such fact in writing to the Human
Resources Office and may, for reasons specifically stated in writing and filed
with the Human Resources Office, discharge, reduce, or in the case of a
transferee, return to the former position of said probationer at any time during
the probationary period; except that if the probationer is entitled to veterans'
preference in accordance with the Veterans' Preference Act of the State of
Minnesota, he/she shall be entitied to a hearing as required by said Act and i n
accordance with Section 16 of the Civil Service Rules.
6.4 If a promotional or a transferee probationer is found unsatisfactory because
he/she is incompetent or unqualified to pertorm the duties of the certified o r
transferred position, the probationer shall be reinstated to his/her former
position or to a position to which the employee might have been transferred prior
to such promotion; except that if the probationer is entitled to veterans'
preference in accordance with the Veterans' Preference Act of the State of
Minnesota, he/she shall be entitled to a hearing as required by said Act and i n
accordance with Section 18 of the Civii Service Rules.
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ARTICLE 7. SENIORITY
7.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The •
length of continuous, regular, and probationary service with the Employer from
the date an employee was first certified and appointed to a class title covered by
this Agreement, it being further understood that seniority is confined to the
current class assignment held by an employee. In cases where two or more
employees are appointed to the same class title on the same date, the seniority
shall be determined by the employee's rank on the eligible list from which
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 !n cases where there are promotional series, such as Accountant I, II, III, etc.,
when the number of employees in the higher tities is to be reduced, employees
will be offered reductions to the highest title to 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
shall expire after two (2) years of layoff. It is understood that such employees
wiil pick up their former seniority date in any class of positions that the �
employee previously heid.
7.6 To the e�ent possible, vacation period 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.
ARTICLE 8. WORKING OUT OF CLASSIFICATION
8.1 Employer shail avoid, whenever possibie, working an employee on an
out-of-class assignment for a prolonged period of time. Any employee working
an out-of-class assignment for a period in 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 siuteenth (16th) day of such assignment.
For purposes of this Article, an out-of-class assignment is defined as an
assignment of an employee to perform, on a full-time basis, all of the significant
duties and responsibilities of a position different from the empioyee's regular
position, and which is in a classification higher than the classification held by
such employee. The rate of pay for an approved out-of-class assignment shall be
the same rate the employee would receive if such employee received a reguiar
appointment to the higher classification.
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ARTICLE 9. WAGES
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9.1 The wages shall be as shown in Appendices A, B R� C.
9.2 Step Progression.
9.2.1 Eliaibility for Ste� Progression.
9.2.1.1 An employee must have received an overall rating of
°Satisfactory" on his/her most recent performance evaluation
to receive any salary step advancement.
9.2.1 .2 An employee must have been paid a minimum of 1,040 hours
in the previous twelve (12) months (minimum hours
requirement is prorated for part-time employees) to receive
any salary step advancement.
9.2.2 Ste� Progression in 1 998.
9.2.2.1 Employees who are eligible shail advance one (1) step on the
pay period following the one (1) year anniversary of their
last step.
9.2.2.2 Employees who are on their five (5)-year, ten (10)-year or
fifteen-(15) year step and who have not received a step since
• prior to January 1, 1998, shall progress one (1) step on
their anniversary date or July 4, 1998, whichever occurs
first.
9.2.3 Step Progression in 1 999.
9.2.3.1 Employees who are eligible shall advance one (1) step on the
pay period following their anniversary date.
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ARTICLE 10. HOLIDAYS
10.1 Holidays Recognized and Observed. The following days shall be recognized and
observed as paid holidays:
New Year's Day
Martin Luther King Jr. Day
Presidents' Day
Memorial Day
Independence Day
Labor 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.
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10.3 Eliaibility Requirements. To be eligible for holiday pay, empioyees must have
been compensated for all scheduled hours of their last scheduled workday before
the holiday and for their first scheduled workday following the holiday. In
neither case shall the holiday be counted as a working day for the purposes of this
Section. •
10.4 If Martin Luther King Jr. Day or Presidents' Day falls on a day when school is in
session, the employees shall work that day at straight time and another day shall
be designated as the holiday. This designated holiday shall be a day determined by
agreement between the employee and the supervisor.
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ARTICLE 11. VACATION
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11.1 in each calendar year, each full-time employee shall be granted vacation
according to the following schedule:
Years of Service
First year through 8th year
After the 9th year through 15th year
After 15 years and thereafter
Hours of
Vacation
Earned Per Annual
Hour on Hours
Payroll Eamed
.0692 144
.0885 1 84
.1077 224
Annual
Days
Eamed
18
23
28
Calculations are based on 2,080 hours and shall be rounded off to the nearest
hour. "Years of Service" means calendar years of service.
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1 1.2 An employee may carryover into the following year up to one hundred and sixty
(160) hours of vacation.
11.3 Upon separation of service, if employee has provided ten (10) calendar day'
notice to the Empioyer, any unused, accrued vacation shall be paid at the
employee's current rate of pay. If an empioyee has been granted more vacation
than the employee has earned up to the time of separation irom service, the
employee shall reimburse the District for such unearned vacation at the
employee's current rat of pay. If an employee is separated from service by
reason of discharge, retirement or death, the employee shall be paid for any
unused, accrued vacation earned up to the time of such separation.
1 1.4 Sick Leave Conversio�. If an empioyee has an accumulation of sick leave credits
in excess of one hundred and eighty (180) days, he/she may convert any part of
such excess to vacation at the rate of one-half (1 /2) day's vacation for each day
of sick leave credit. No employee may convert more than then (10) days of sick
leave in each calendar year under this provision.
ARTICLE 12. SICK LEAVE
12.1 Sick Leave. Sick leave shali accumulate at the rate of .0576 of a working hour
for each fuli 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.
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ARTICLE 12. SICK LEAVE (continued)
1 2.2 Specified Aliowable 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 deems necessary, on account of sickness o r
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 actualiy
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.
12.2.1 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, sister-in-law or brother-in-law.
12.2.2 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 shall be granted on
the same terms as the employee is able to use sick leave for the
employee's own illness. This leave shall only be granted pursuant to
Minnesota Statute § 181.9413 and shall remain available as provided �
in Statute.
12.2.3 Spouse/Dependent Parent 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 iliness of his/her spouse or
dependent parent. These days when used are deductible from sick leave.
1 2.3 E�ibility for Sick Leave. To be eligible for sick leave, the employee must meet
the specified uses in 122 and report the need for time off to his/her supervisor
no later than one-half hour past his/her regular scheduled starting time.
12.4 The granting of sick leave is subject to additional provisions as provided in Civil
Service Rules.
ARTICLE 1 3. PARENTAUMATERNITY LEAVE
13.1 Maternity 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 employee 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.
13.2 Parental leave shall be granted to employees for the birth or adoption of a child •
in accordance with applicable state and federal laws.
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ARTICLE 1 4. EMPLOYEE BENEFITS
SECTION 'I . ACTIVE EMPLOYEE HEALTH INSURANCE
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1.1 The Empioyer 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 Eliaibititv Waiting Period. Three (3) full months of continuous regu{arly
appointed service in Independent Schooi District No. 625 will be required before
an eligibie employee can receive the District contribution to premium cost for
health and life insurance provided herein.
1.3 Full-Time Status. For the purpose of this Article, full-time employment is
defined as appearing on the payroll at least thirty-two (32) hours per week o r
at ieast sixty-four (64) hours per pay period, exc4uding overtime hours.
1.4 Half-Time Status. For the purpose of this Article, half-time employment is
defined as appearing on the payroll at least twenty (20) hours but less than
thirty-two (32) hours per week or at least forty (40) hours but less than
sixty-four (64) hours per pay period, excluding overtime hours.
1.5 Em�lover Contribution Amount: Full-Time Emplovees. Effective
January 1, 1998 and who selects empioyee 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 $350.00 per
month, whichever is less.
1.5.1 Effective January 1, 1999, for each eligible employee covered by this
Agreement who is employed fulf 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 w i i l
contribute the cost of such family coverage or $375 per month,
whichever is less.
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1.6 Emotover Co�tribution Amount: Half-Time Em�loyees. For each eligible
employee covered by this Agreement who is empioyed half time, the Employer
agrees to contribute fifty percent (50°/a) of the amount contributed for fuil-time
employees for the insurance coverages in 1.5, 1.7, 1.8 and 1.9 of this Articie.
Part-time empioyees are not eligible for any of the married couple contributions
in Subd. 1.7.
1.7 Em�lover Contribution Amount• Married Couples. Effective January 1, 1999,
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 combination of District contributions cannot exceed the full cost
of family coverage and cannot be applied in cases where the spouse is receiving
health insurance through the District's cafeteria benefits plan.
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ARTICLE 14. EMPLOYEE BENEFITS, Section 1. (continued)
1.8 Life Insurance. Effective January 1, 1996: The District agrees to contribute �
a maximum of $15 per month for each eligible employee for life insurance
coverage. The amount of life insurance provided under this Subd. 1.7 shall be
$50,000. This amount of life insurance shall be reduced to $5,000 upon eariy
retirement and shall continue until the early retiree reaches age sixty-five
(65), at which time the Employer paid life insurance shall be terminated.
1.9 Dental Insurance. Effective January 1, 1996, the Employer will contribute
for each eligible employee covered by this Agreement who is employed full-time
toward participation in a dental care plan offered by the Employer up to $30 per
month for employee coverage.
1.1 0 Flexible Soending Account. It is the intent of the Employer to maintain during
the term of this Agreement a plan for medical and child care expense accounts to
be available to employees in this bargaining unit who are eligible for
Employer-paid premium contribution for health insurance for such expenses,
within the established legal regulations and IRS requirements for such accounts.
1.1 1 The contributions indicated in this Article 14 shall be paid to the Employer's
group health and welfare plan.
1.12 Any cost of any premium for any Employer-offered employee or family
insurance coverage in excess of the dollar amounts stated in this Article 14 shall
be paid by the employee through payroll deduction.
SECTION 2. RETIREMENT HEALTH INSURANCE AND 7RANSITIONAL BENEFIT •
Subd. 1. Benefit Eligibility for Emploveeswho Retire Before Age65.
1.1 Employees hired into District service before January 1. 1996, must have
completed the foilowing 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 empfoyment relationship with Irtdeperident
School District 625;
B. Must be at least fifty-eight (58) years of age and have completed
twenty-five (25) years of service, or;
C. The combination of their age and their years of service must equal
eighty-five (85) or more, or;
D. Must have completed at least thirty (30) years of service, or;
E. Must have completed at least twenty (20) consecutive years of service
within Independent School District No. 625 immediately preceding
retirement.
Years of regular service 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.
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ARTICLE 1 4. EMPLOYEE BENEFITS, Section 2. (continued) �'
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1.2 E�loyees hired into District service after January 1. 1996. must 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 Eliaibility 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 Schooi District No. 625 health insurance program, or in any
other Empioyer-paid health insurance program.
B. Additional dependents beyond those designated to the District at ihe 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 in this Section.
Subd.2. Employer Contribution Levels for Empioyees Retiring Before Age65.
2.1 Health Insurance Employer Contribution.
• The District wil{ for the period of this Agreement provide employees who meet
the eligibility requirements for health insurance in 1.1 or 1.2 above, who retire
during the term of this Agreement, and until such employees reach sixty-tive
(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 or
family coverage by that carrier, for an employee under this Agreement, i n
his/her last month of active employment. In the event new carriers replace
those in place at execution of this Agreemeni, the dollar amounts being paid for
single or family coverage to the carrier at the employee's date of retirement
shall constitute the limit on future contributions. Any employee who is receiving
family coverage premium contribution at date of retirement may not later ciaim
an increase in the amount of the Employer obligation for single coverage
premium contributions to a carrier after deieting family coverage.
2.2 Life Insurance Employer Contribution.
The District wil4 provide for early retirees who quality under the conditions of
1.1 or 1.2 above, premium contributions for eligible retirees for $5,000 of life
insurance only untii their 65th birthday. No life insurance wiil be provided, or
premium contributions paid, for any retiree age sixty-five (65) or over.
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ARTICLE 14. EMPLOYEE BENEFITS, Section 2. (continued)
Subd.3. Benefit Eligibility for Em�loveesAfter P�ge65.
3.1
3.2
Emolovees hired into the District before Januarr�l. 1996. who retired before
age 65 and are receiving benefits per Subd. 2 above are eligible, upon reaching
age65, for employer premium contributions for health insurance described in
Subd. 4 of this Article.
Em�lovees hired into the District before Janua� 1 1 996, who retire at age 65
or older must have completed the service eligibility requirements in Subd. 1
above to receive District contributions toward post-age-65 health insurance
premiums.
3.3 Em I�ovees hired on or after January 1 1 996,
way any eligibility for Employer-paid health
for coverage in retirement at age sixty-five
Employees hired on or after January 1, 1996,
retiremenf insurance premium confribution
Deferred Compensation match in Subd. 5.
shall not have or acquire in any
insurance premium contribution
(65) and over in Subd. 4.
shall be eligible for only earlv
s as provided in Subd. 2 and
Subd. 4. Em I�over Contribution Levels for Em I�ovees After Age 6 5.
4. t Em I�ovees hired into Yhe District before January 1 1996 who retire before
January 1. 1 998, and who meet the eligibility requirements in Subdivisions
3.1, 32, or the following requirements of this Subdivision are eligible for
premium contributions for a Medicare Supplement health coverage policy
selected by the District. This provision 4.1 expires and is null and void after
December 31. 1997.
A Employees hired before January 1, 1982, must have completed at least
nine (9} years of continuous employment with the District. For such
employees or early retirees who have not completed at least nine (9) years
oi 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.
B. Employees hired on or after January 1, 1982, must have completed at least
twenty (20) years of continuous employment with tfie District. For such
employees or early retirees who have not completed at least twerity ( 2 0)
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
Paui after January 1, 1996, will be considered a break in District employment.
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ARTICLE 14. EMPLOYEE BENEFITS, Section 2. (continued) �'�?�
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_ 4.2 Em t�ovees hired into the District before Januar� l. 1996. who retire on o r
after January 1. 1998, and who meet the eligibility requirements in
Subdivisions 3.1 or 3.2 of this Article are eligible for premium contributions
, for a Medicare Supplement health coverage policy selected by the District.
Premium contributions for such policy wili not exceed:
Coverage Tvpe
Medicare Eligible
Non-Medicare Eligible
Sinale
$300 per month
$400 per month
Familv
$400 per month
$500 per month
At no time shall any payment in any amount be made directly to the retiree.
Any premium cost in excess of the maximum contributions specified must be paid
directiy and in full by the retiree, or coverage wili be discontinued.
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Subd.5. Em i�ovees hired after January 1. 1 996, after compietion of three (3) fuli
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 employees
working half-time or more will 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 i n
service. Time worked in the City of Saint Paul will not be counted toward this three
(3)-year requirement.
Federal and state rules governing participation in the Minnesota Deferred Compensation
Plan shall apply. The empioyee, not the District, is solely responsible for determining
his/her total maximum ailowable annual contribution amount under IRS regulations.
The employee must initiate an application to participate through the DistricYs specified
procedures.
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ARTICLE 15. SEVERANCE PAY
•
15.1 The Employer shall provide a severance pay program as set forth in this Article.
Payment of severance pay shall be made within the tax year of the retirement. -
15.2 To be eligible for the severance pay program, the employee must meet the
following requirements:
15.2.1 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 shall also apply to employees covered by a pubiic
pension plan other than PERA.
15.2.2 The employee 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.
15.2.3 The employee must file a waiver of re-employment with the Director of
Human Resources, which will clearly indicate that by requesting
severance pay, the employee waives all claims to reinstatement o r
re-employment (of any type) with the City of Saint Paul or with
Independent School District No. 625.
15.3 If an employee requests severance pay and if the employee meets the eligibility •
requirements set forth above, he or she will be granted severance pay in an
amount equal to $100 pay for each day of accrued, unused sick leave, up to one
hundred fifty (150) days.
15.4 The maximum amount of money that any employee may obtain through this
severance pay program is $15,000.
1 5.5 For the purpose of this severance pay program, a death of an employee shall be
considered as separation of employment and, if the employee would have met all
of the requirements set forth above at the time of his or her death, payment of the
severance pay may be made to the employee's estate or spouse.
15.6 For the purpose of this severance pay program, a transfer from Independent
School District No. 625 employment to City of Saint Paul employment is not
considered a separation of employment, and such transferee shall not be eligible
for this severance program.
,
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14
•
ARTICLE 16. LEGAL SERVICES
µ�Jm�9 ,.{
16.1 Except in cases of malfeasance in office or willful or wanton neglect of duty,
Employer shall defend, save harmless and indemnify employee against any tort
ciaim or demand, whether groundless or otherwise, arising out of alleged acts or
omission occurring in the performance or scope of employee's duties.
16.2 Notwithstanding (16.1), the Employer shall not be responsibie for paying any
legal service fee or for providing any legal service arising from any legal action
where the employee is the plaintiff.
ARTICLE 17. DISCIPLINE
17.1 The Employer wili discipline employees for just cause only. Discipline will be
in the form of:
17.11 Written reprimand;
17.12 Suspension;
17.13 Reduction;
17.14 Discharge.
•
�
17.2 Suspensions, reductions, and discharges will be in written form.
17.3 Employees and the Association will receive copies of written reprimands and
notices of suspension and discharge.
1 7.4 Employees may examine all information in their Employer personnel files that
concerns work evaluations, commendations and/or discipiinary actions. Files
may be examined at reasonable times under the direct supervision of the
Employer.
17.5 Preliminary Review. Prior to issuing a discip4inary action of unpaid
suspension, demotion, or discharge, the supervisor will make a recommendation
to his/her supervisor regarding proposed discipline. That supervisor wiil 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
behaif regarding the proposed action. If the employee is unabie to meet with the
supervisor, the employee and/or union will be given the opportunity to respond
in writing.
1 7.6 M employee to be questioned concerning an investigation of disciplinary action
shall have the right to request that an Association Representative be present.
17.7 A grievance relating to this Article shall be processed in accordance with the
• grievance procedure of this Agreement in Article 18 and Minnesota
Statute § 179A20, Subd. 4. This provision is not intended to abrogate rights of
veterans pursuant to statute.
'I 5
'ARTICLE 18. GRIEVANCE PROCEDURE
18.1 The Employer shall recognize stewards selected in accordance with Association
rules and regulations as the grievance representatives of the bargaining unit.
The Association shall notify the Employer in writing of the names of the stewards
and of their successors when so named.
18.2 It is recognized and accepted by the Employer and the Association 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 only when consistent with such employee duties and
responsibilities. The steward involved and a grieving employee shall suffer no
loss in pay when a grievance is processed during working hours, provided the
steward and the employee have notified and received the approval of their
supervisor to be absent to process a grievance and that such absence would not be
detrimental to the work programs of the Employer.
18.3 The procedure established by this Article shall be the sole and exclusive
procedure for the processing of grievances, which are defined as an alleged
violation of the terms and conditions of this Agreement.
18.4 Grievances shall be resolved in conformance with the following procedure:
Step 1. Upon the occurrence of an alleged violation of this Agreement, the
employee involved with or without the steward shall attempt to resolve
the matter on an informal basis with the employee's supervisor. If the
matter is not resolved to the empioyee's satisfaction by the informal
discussion, it may be reduced to writing and referred to Step 2 by the
Association. The written grievance shall set forth the nature of the
grievance, the facts on which it is based, the aileged section(s) of the
Agreement violated, and relief requested. Any alleged violation of the
Agreement not reduced to writing by the Association within ten ( 1 0)
workdays of the first occurrence of the event giving rise to the
grievance, shall be considered waived.
Steo 2. Within ten (10) workdays after receiving the written grievance, a
designated Employer supervisor shall meet with the Association steward
and attempt to resolve the grievance, If, as a result of this meeting, the
grievance remains unresolved, the Employer shall reply in writing to
the Association within five (5) workdays following this meeting. The
Association may refer the grievance in writing to Step 3 within
ten (10) workdays following receipt of the Employer's written
answer. Any grievance not referred in writing by the Association
within ten (10) workdays following receipt of the Employer's answer
shall be considered waived.
�
•
.
16
�
ARTICLE 18. GRIEVANCE PROCEDURE (continued):
.�
Steo 3. Within ten (10) workdays following receipt of a grievance referred
from Step 2, a designated Empioyer supervisor shail meet with the
Association's representative or his designated representative, the
Employee, and the Steward, and attempt to resolve the grievance.
Within ten (10) workdays following this meeting, the Employer shali
reply in writing to the Association stating the Employer's answer
concerning the grievance. If, as a result of the written response, the
grievance remains unresolved, the Association may refer the grievance
to Step 4. Any grievance not referred in writing by the Association to
grievance mediation or Step 4 within ten (10) workdays following
receipt of the Empioyer's answer shall be considered waived. The
Empioyer within ten (10) working days of receipt of the request for
review at Step 4 may refer the grievance to grievance mediation or
allow the grievance to proceed to Step 4.
�
«
•
Steo 4. If the grievance remains unresolved after the Step 3 response and/or
grievance mediation, the Association may within ten (10) workdays
after the response of the Employer or conclusion of inediation, request
arbitration of the grievance. The arbitration proceedings shall be
conducted by an arbitrator to be selected by mutual agreement of the
Employer and the Association within ten (10) workdays after notice has
been given. If the parties fail to mutually agree upon an arbitrator
within the said ten (10)-day period, either party may request the
Bureau of Mediation Services to submit a panel of five (5) arbitrators.
Both the Employer and the Association shall have the right to strike
two (2) names from the panel. The Association shail strike the
first (1st) name; the Employer shall then strike one (1) name. The
process will be repeated and the remaining person shall be the
arbitrator.
18.5 The arbitrator shall have no right to amend, modify, nuilify, ignore, add to or
subtract from the provisions of this Agreement. The arbitrator shall consider
and decide only the specific issue submitted in writing by the Employer and the
Association, and shali have no authority to make a decision on any other issue not
so submitted. The arbitrator shall be without power to make decisions contrary
to or inconsistent with or modifying or varying in any way the application of
laws, rules or regulations having the force and effect of law. The arbitrator's
decision shall be submitted in writing within thirty (30) days following close of
the hearing or the submission of briefs by the parties, whichever be later,
unless the parties agree to an extension. The decision shall be based solely on the
arbitrator's interpretation or appiication of the express terms of this Agreement
and to the facts of the grievance presented. The decision of the arbitrator shali be
final and binding on the Employer, Yhe Association, and the employees.
18.6 The fees and expenses for the arbitrator's services and proceedings shall be
borne equally by the Employer and the Association, provided that each party shall
be responsible for compensating its own representatives and witnesses. If either
party desires a verbatim record of the proceedings, it may cause such a record to
be made, providing it pays for the record.
17
ARTICLE 18. GRIEVANCE PROCEDURE (continued):
18.7 The time limits in each step of this procedure may be extended by mutual �
agreement of the Employer and the Association.
18.8 It is understood by the Association and the Empioyer that if an issue is determined
by this grievance procedure, it shall not again be submitted for determination i n
another forum. If an issue is determined by any other forum, it shall not again
be submitted for arbitration under this grievance procedure.
ARTICLE 19. NON-DISCRIMINATION
19.1 The terms and conditions of this Agreement will be applied to employees equally
without regard to or discrimination for or against any individual because of race,
color, creed, sex, age, or because of inembership or non-membership in the
Association.
19.2 Employees will perform their duties and responsibilities in a
non-discriminatory manner as such duties and responsibilities involve other
employees and the general public.
ARTICLE 20. WORK STOPPAGE
20.1 The Association and the Employer agree that there shall be no strikes, work •
stoppages, slow-downs, sit-down, stay-in or other concerted interference with
the Employer's business or affairs by any of said Association and/or members
thereof, and there shall be no bannering during existence of this Agreement
without first using ali possible means of peaceful settlement of any controversy
which may arise. Employees engaging in same shali be liable for disciplinary
action.
ARTICLE 21. MILEAGE
21 .1 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
eligible for such reimbursement, employees must receive authorization from the
District Mileage Committee utilizing the foliowing plan:
PLAN " A". Effective with the adoption of this Agreement, is reimbursed
at the current Board approved rate or 3i� 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 estabiishing the maximum amount can be the
experience of another working in the same or similar position.
Under this plan, it is necessary for the empioyee to keep a record of �
each trip made.
18
' `�� 2 9
r - ,
• ARTICLE 22. SAVING CLAUSE
22.1 This Agreement is subject to the laws of the United States, the State of Minnesota.
In the event any provisions of this Agreement shail be held to be contrary to law
by a court of competent jurisdiction from whose final judgment or decree no
appeal has been taken within the time provided, such provisions shali be voided.
Ali other provisions shaii continue in fuli force and effect. The voided provision
may be renegotiated at the written request of either party. All other provisions
of this Agreement shall continue in full force and effect.
ARTICLE 23. DURATION AND EFFECTIVE DATE
23.1 Except as herein provided, this Agreement shall be effective as of
January 1, 1998, and shali continue in full force and effect through
December 31, 1999, and thereafter until modified or amended by mutual
agreement of the parties. Either party desiring to amend or modify this
Agreement shall notify the other in writing so as to comply with the provisions of
the Public Employment Labor Relations Act of 1971, as amended.
23.2 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 Board of Education of Independent School District No. 625 and is
aiso subject to ratification by the Association.
W ITN ESSES:
INDEPENDENT SCHOOL DISTRICT NO. 625 THE CITY OF SAINT PAUL PROFESSIONAL
EMPLOYEES ASSOCIATION, INC.
Chair, Board of Education
Negotiations/Labor Relations Manager
Negotiations/tabor Relations
Assistant Manager
• Date
President, P.E.A.
Negotiator, P.E.A.
'I 9
APPENDIX A
TITLES AND SALARIES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Old Step 7 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years � New Step
New Step 1 2 3 4 5 6 7 8
Grade 3
Library Specialist
Public Information Specialist I
13-98 1,169.01 1,228.14 1,288.39 1,354.40 1,421.50 1,464.68 1,505.64 7,535.75
t-2-99 1,186.55 1, 246.56 1, 307.71 1, 374.72 1, 442.83 1, 486.65 1, 528 22 1, 580.29
Grade 5
Graphic Artist I
Management Assistant I
1-3-98 1,239.52 1,304.32 7,368.01 1,43625 1,506.76 1,552.26 1,596.60 1,628.53
1-2-99 1,258.12 1,323.89 1,358.53 1,457.79 1,529.36 1,575.54 1,620.55 7,675.76
Grade 7
Accountant I
Librarian i
Public Information Specialist II
Research Analyst I
1-3-98 1,316.88 1,381.65 1,452.18 1,525.00 1,600.02 7,647.76 1,695.54 7,729.45
1-2-99 1,336.63 1,402.37 1,473.96 1,547.87 1,624.02 1,672.48 1,720.97 7,779.60
Grade 8
Assistant Food Production Manager
7-4-98 1,356.64 1,423.77 1,493.11 1, 569.32 1, 647.68 1, 697.81 1,746.69 1,787 .63
1-2-99 1,376.99 1,445.7 2 1,515.51 7,592.86 1,672.40 1,72328 1,772.89 1,833.30
Grade 9
Landscape Architect
Management Assistant II
7 3-98 1,396.44 1,465.86 1,539.72 1,617.09 1,697.81 1,746.69 1,797.88 1,833.84
1-2-99 1,417.38 1,487.55 7,562.82 1,641.35 1,72328 1,772.89 1,824.85 1,887.02
Grade 10
Contract Coordinator
Graphic Artist II�
Research Analyst II
Staffing Specialist
Training Specialist
13-98 1,43625 7,509.02
1-2-99 1,45�.79 1, 531.66
1,58523 1,664.87 1,746.69 1,800.15 1,853.60 1,890.67
1, 609.00 1, 689.79 1, 772.89 1.827.16 1.881.41 1.945.50
This title in this grade abolished except as to present incumbents.
•
•
•
♦
20
�
APPENDIX A (continued)
TITLES AND SALARIES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
���,��
r �
Old Siep 1 Year 2 Years 3 Years 4 Years 5 Years 70 Years 15 Years � New Step
, New Step 1 2 3 4 5 6 7 8
Grade 11
Accountant II
Architect i
7-3-98 l,481.74 1,555.66 1,632.98 1,716.03 1,800.7 5 1,850.18 1,909.33 1,947.52
1-2-99 1,503.97 1,579.00 1,657.47 1,741.77 1,827.16 1,877.93 1.937.97 2.004.00
Grade 12
EDP Systems Analyst 1
Environmental Safety Specialist
Food Production Manager
Food Service Manager
Human Rights Investigator
Value Analyst I
13-98 1,526.07 1,601.16 1,681.90 7,766.06 1,853.60 1,911.60 1,966.22 2,005.54
1-2-99 1.548.96 1,625.18 1,707.7 3 1,792.55 1,881.41 1,94027 1,995.71 2,063.70
Grade 13
• Landscape Architect II
Librarian II
Management Assistant III
7 -3-98 1,571.61 1,65120
7 -2-99 1,595.18 1,675.97
•
1,730.78 1,818.34 1,911.60 1,967.33 2,023.03 2,063.49
1,756.74 1,845.62 1,940.27 1.996.84 2,053.38 2,123.33
Grade 74
Human Resource Specialist
Ombudsperson
Research Analyst III
13-98 7,618.79 1,698.97 1,785.38 1,872.95 1,967.33 2,025.32 2,085.63 2,127.34
7-2-99 1,642.46 1,724.46 1,812.16 1,901.05 1,996.84 2,055.70 2,116.91 2,189.04
Grade 75
Accountant III
Architect II
Maintenance and Capital Improvement Planner
1-3-98 7.667.12 1,749A2 1,837.70 1,928.66
1-2-99 7,692.12 1,775.25 1,865.26 1,957.59
2,025.32 2.087.87 2,14929 2,192.28
2,055.70 2,179.79 2,187.53 2,255.85
2'I
APPENDIX A (continued)
TITLES AND SALARIES •
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Old Step t Year 2 Years 3 Years 4 Years 5 Years 70 Years 75 Years � New Step
New Step � 2 3 4 5 6 7 8 t
Grade 76
EDP Systems Analyst II
Network Specialist
Value Analyst il
1-3-98 1.71720 1,803.60 7,893.41 1.987.78 2,OS7.87 2,14929 2,211.8t 2,256.05
1-2-99 1,742.96 7,830.65 1,921.81 2,077.60 2,179.19 2,181.53 2,244.99 2,321.47
Grade 18
Landscape Architect III
1-3-98 1,820.63 1,913.85 2,008.28 2,110.61 2,21520 2,252.32 2,346.01 2,392.93
1-2-99 1,847.94 1,942.56 2,038.41 2,142.27 2,248.43 2,316.55 2,38120 2,462.32
Grade 20
Architect III
EDP Systems Analyst III
Mechanical Engineer III
t-3-98 1,93320 2,029.88 2,131.08 2,237.97 2.349.44 2,478.80 2,490.43 2,540.24
1-2-99 1,96220 2,060.33 2,163.05 2,271.54 2,384.68 2,455.08 2,527.78 2,613.90
Grade 26
UNIX Administrator
13-98 2,309.60 2,421.05 2,545.04 2,672.38 2,805.41 2,889.58 2,972.59 3,032.04
7-2-99 2.34424 2.457.37 2.583.21 2,712.46 2,847.49 2,932.92 3.017.18 3.119.97
Grade 35
Database Administrator (Oracle)
73-98 3,011.24 3,163.67 3,319.45 3,485.50 3,659.46 3,770.88 3,880.06 3,957.66
7-2-99 3,056.41 3,211.13 3,36924 3,537.78 3,714.35 3,827.44 3,93826 4,072.43
* This title in this grade abolished except as to present incumbents.
•
f�X:
� `�- �9 ���+
�
•
APPENDIX B
TITLES AND GRADES
PROPESSIONAL EMPLOYEES' ASSOCIATION, INC.
�
r
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•
Grades
Grade 7
Grade 11
Grade 15
Grade 11
Grade 15
Grade 20
Grade 8
Grade 12
Grade 16
Grade 20
Grade 12
Grade 12
Grade 12
Grade 5
Grade 70
Grade 9
Grade 13
Grade 18
Grade 7
Grade 13
Grade 3
Grade 15
Grade 5
Grade 9
Grade 13
Grade 20
Grade 16
Grade 3
Grade 7
Grade 7
Grade 10
Grade 14
Grade 10
Grade 12
Grade 16
Grades
Grade 10
Grade 35
Grade 12
Grade 14
Grade 14
Grade 10
Grade 26
Classified Titles
Accountant I
Accountant 11
Accountant III
Architect I
Architect II
Architect III
Assistant Food Production Manager
EDP Systems Analyst I
EDP Systems Analyst II
EDP Systems Analyst III
Environmental Safety Specialist
Food Production Manager
Food Service Manager
Graphic Artist I
Graphic Artist II'
Landscape Architect
Landscape Architect II
Landscape Architect III
Librarian I
Librarian II
Library Specialist
Maintenance and Capital Improvement Planner
Management Assistant I
Management Assistant II
Management Assistant III
Mechanical Engineer III'
Neiwork Specialist
Public Information Specialist I
Public Information Specialist II
Research Analyst I
Research Analyst II
Research Analyst Iil
Training Specialist
Value Analyst I
Value Analyst II
Unclassified Titles
Contract Coordinator
Database Administrator (Oracle)
Human Rights Investigator
Human Resource Specialist
Ombudsperson
Staffing Specialist
UNIX Administrator
* This tiile in this grade abolished except as to present incumbents.
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.
23
APPENDIX C
•r
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
2s
26
27
28
29
30
31
32
33
�
35
36
37
38
39
40
41
42
43
44
45
STANDARD RANGES, JANUARY 3, 1998
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
1 Year
2 Year
3 Years 4 Years 5 Years 10 Years 15 Years � New Step
1,103.09
1,136.05
1,169.01
7,20425
1,239.52
1,278.1 S
1,316.88
1,356.64
1,396.44
1,43625
1,481.74
1,526.07
1,571.61
1,618.19
1,667.12
1,7V20
1,769.45
1,820.63
1,875.20
1,93320
1,990.09
2,050.36
2,11321
2,174.30
2,241.39
2,309.60
2,376.69
2,448.37
2,522.26
2,598.44
2,675.78
2,754.26
2,83727
2,922.56
3,01124
3,101.08
3,194.34
3,291.01
3,388.91
3,491.16
3,594.64
3,703.78
3,813.01
3,927.81
4,04721
1,156.50
1,191.75
1,228.14
1,263.41
1,304.32
1,343.02
1,381.65
7,423.77
1,465.86
1,509.02
1,555.66
1,601.16
1,651.20
1,698.97
1,749.02
1,803.60
1,855.69
1,913.85
1,969.58
2,029.88
2,090.15
2,152.67
2,217.52
2,284.55
2,352.84
2,421.05
2,496.10
2,571.20
2,647.37
2,726.98
2,809.94
2,894.11
2,980.56
3,070.39
3,163.67
3,255.78
3,353.54
3,454.76
3,55827
3,666.29
3,775.44
3,886.88
4,005.16
4,124.56
4,248.48
1,214.51
1,252.06
1,288.39
1,328.25
1,368.07
1,410.12
1,452.18
1,493.11
1,539.72
1,58523
1,632.98
1,681.90
1,73078
1,785.38
1,837.70
1,893.41
1,947.98
2,008.28
2,068.51
2, 7 31.08
2,194.79
2,260.72
2,327.07
2,398.32
2,asa.�s
2,545.04
2,620.05
2,700.82
2,77926
2.86227
2,949.86
3,038.55
3,129.53
3,223.87
3,319.45
3,419.50
3,520.72
3,627.60
3,735.65
3,849.35
3,963.06
4.081.34
4,204.17
4,331.54
4,460.04
1,277.07
1,313.43
1,354.40
1,395.33
1,436.25
1,479.48
1,525.00
1,569.32
1,617.09
1,664.81
1,716.03
1,766.06
1,818.34
1,872.95
1,928.66
1,987.78
2,046.91
2,110.61
2,172.04
2,237.97
2,30620
2,37327
2,446.07
2,517.70
2,592.80
2,672.38
2,751.98
2,832.73
2,920.26
3,006.72
3,096.55
3,190.93
3,287.56
3,384.27
3,485.50
3,59124
3,698.09
3,808.43
3,924.43
4,03927
4,160.94
4,284.91
4,414.55
4,548.75
4,682.59
1,338.45
1,380.58
1,421.50
1,464.68
1,506.76
1,552.26
1,600.02
1,647.68
1,697.81
1,746.69
1,800.15
1,853.60
7 ,911.60
1,967.33
2,025.32
2,087.87
2,149.29
2,21520
2,282.32
2,349.44
2,418.80
2,491.55
2,566.63
2,645.11
2,722.41
2,805.41
2,889.58
2,974.85
3,065.84
3,156.82
3,251.19
3,349.00
3,45022
3,553.70
3,659.46
3,769.74
3,882.35
3,999.49
4,120.00
4,243.97
4,369.08
4,499.84
4,636.28
4,775.02
4,917.15
1,380.58
1,421.50
1,464.68
1,506.76
1,552.26
1,600.02
1,647.76
1,697.81
1,746.69
1,800.15
1,850.18
1,911.60
1,967.33
2,025.32
2,087.87
2,14929
2,21520
2,282.32
2,347.72
2,418.80
2,491.55
2,566.63
2,645.11
2,722.41
2,805.41
2,889.58
2,974.85
3,065.84
3,156.82
3,248.90
3,349.00
3,45022
3,553.70
3,659.46
3,770.88
3,882.35
3,999.49
4,120.00
4,241.69
4,378.18
4,507.77
4,643.10
4,782.99
4,926.26
5,072.99
1,41920
1,463.55
1,505.64
1,55226
1,596.60
1,645.48
1,695.54
1,746.69
1,797.88
1,853.60
1,909.33
1,96622
2,023.03
2,085.63
2,149.29
2,211.81
2,28123
2,346.01
2,417.63
2,490.43
2,565.47
2,641.64
2,722.41
2,800.89
2,886.21
2,972.59
3,062.41
3,154.54
3,248.90
3,347.88
3,44628
3,549.16
3,657.17
3,768.63
3,880.06
3,994.88
4,115.45
4,238.24
4,366.77
4,497.55
4,630.61
4,770.47
4,913.76
5,061.57
5,212.83
1,447.59
1,492.82
1,535.75
1,583.30
1,628.53
1,678.39
1,729.45
1,781.63
1,833.84
1,890.67
1,947.52
2,005.54
2,063.49
2.127.34
2.192.28
2,256.05
2,326.85
2,392.93
2,465.98
2,54024
2,616.78
2,694.48
2.776.86
2,856.91
2,943.93
3,032.04
3,123.66
3,217.63
3,313.88
3,474.83
3,515.21
3,620.14
3,730.31
3,844.01
3,957.66
4,074.78
4,197.76
4,323.01
4,454.10
4,587.50
4,72322
4,865.88
5,012.04
5,162.81
5,317.09
•
C J
u
24
•
�
❑
•
APPENDIX C
•.
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
(continued)
STANDARD RANGES, JANUARY 2, 1999
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
1 Year 2 Year 3 Years 4 Years 5 Years
1.119.64 1.173.85
1,153.09
1,186.55
1,222.32
1,258.12
1,297.35
1,336.63
1,376.99
1,417.38
1,457.79
1,503.97
1,548.96
1,595.1 S
1,642.46
1,692.12
1,742.96
1,795.99
1,847.94
1,903.32
1,962.20
2,019.95
2,081.12
2,144.91
2,206.91
2,275.01
2,34424
2,412.34
2,485.10
2,560.10
2,637.41
2,715.92
2,795.57
2,879.83
2,966.39
3,056.41
3,147.60
3,24225
3,340.38
3,439.75
3,543.52
3,648.56
3,759.34
3,87021
3,986.73
4,107.92
1,209.63
1,246.56
1,282.36
1,323.89
1,363.16
1,402.37
1,445.12
1,487.85
1,531.66
1,579.00
1,625.18
1,675.97
1,724.46
1,775.25
1,830.65
1,883.72
1,942.56
1,999.12
2,060.33
2,121.51
2,184.96
2,250.78
2,318.82
2,388.13
2,457.37
2,533.55
2,609.77
2,687.08
2,767.88
2,852.09
2,937.53
3,025.27
3,116.45
3,211.13
3,304.61
3,403.85
3,506.58
3,611.64
3,721.28
3,832.07
3,945.19
4,06523
4,186.43
4,312.21
1,232.73
1,270.84
1,307.71
1,348.17
1,388.53
1,43127
1,473.96
1,515.51
1,562.82
1,609.00
1,657.47
1,707.13
1,756.74
1,812.16
1,865.26
1,921.81
1,977.20
2,038.41
2,099.54
2,163.05
2,227.71
2,294.63
2,361.98
2,434.29
2,505.83
2,583.21
2,659.35
2,741.33
2,820.95
2,905.20
2,994.10
3,084.13
3,176.47
3,272.23
3,369.24
3,470.79
3,573.53
3,682.01
3,791.68
3,907.09
4,022.50
4,142.56
4,267.23
4,396.51
4,526.94
1,29623
1,333.14
1,37472
1,41625
1,457.79
1,501.67
1,547.87
1,592.86
1,641.35
1,689.79
1,741.77
1,792.55
1,845.62
1,901.05
1,957.59
2,017.60
2,077.61
2,142.27
2,204.62
2,271.54
2,340.80
2,408.87
2,482.76
2,555.46
2,631.69
2,712.46
2,793.26
2,875.22
2,964.07
3,051.82
3,143.00
3,238.80
3,336.87
3,435.03
3,537.78
3,645.11
3,753.57
3,865.55
3,98329
4,099.86
4,223.35
4,349.19
4,480.77
4,616.98
4,752.83
1,358.53
1,401.29
1,442.83
1,486.65
1,529.36
1,575.54
1,624.02
1,672.40
1,72328
1,772.89
1,827.16
1,881.41
1,940.27
1,996.84
2,055.70
2,119.19
2,181.53
2,248.43
2,316.55
2,384.68
2,455.08
2,528.92
2,605.13
2,684.79
2,763.25
2,847.49
2,932.92
3,019.48
3,111.83
3,204.17
3,299.96
3,399.23
3,501.97
3,607.00
3,714.35
3,826.29
3,940.58
4,059.48
4,181.80
4,307.63
4,434.61
4,567.34
4,705.83
4,846.64
4,990.91
25
� .
= =�-29
9
10 Years 15 Years � New Step
� � o
1,40129
1,442.83
1,486.65
1,523.36
1,575.54
1,624.02
1,672.48
1,72328
1,772.89
1.827.16
1,877.93
1,940.27
1,996.84
2,055.70
2,119.19
2,181.53
2,248.43
2,316.55
2,382.33
2,455.08
2,528.92
2,605.13
2,684.79
2,763.25
2,847.49
2,932.92
3,019.48
3,111.83
3,204.17
3,297.63
3,39923
3,501.97
3,607.00
3,714.35
3,827.44
3,940.58
4,059.48
4,181.80
4,305.31
4,443.85
4,575.39
4,712.75
4,854.73
5,000.16
5,149.08
1,440.49
1,485.50
1,52822
1,575.54
1,620.55
1,670.16
1,720.97
1,772.89
1,824.85
1,881.41
1,937.97
1.995.71
2,053.38
2,116.91
2,181.53
2,244.99
2,315.44
2,381.20
2,453.89
2,527.78
2,603.95
2,681.27
2,763.25
2,842.90
2,929.50
3,017.18
3,108.35
3,201.86
3,297.63
3,398.10
3,497.98
3,602.40
3,712.03
3,825.16
3,938.26
4,054.81
4,177.18
4,301.82
4,432.27
4,565.01
4,700.07
4,842.03
4,987.47
5,137.50
5,291.02
1,489.57
1,536.11
1,58029
1,62922
1,67576
t,727.06
1,779.60
1,833.30
1,887.02
1,945.50
2,004.00
2,063.70
2,123.33
2,189.04
2,255.85
2,321.47
2,394.33
2,462.32
2,537.49
2,613.90
2, 692.67
2,772.62
2, 857.39
2, 939.76
3, 029.30
3,119.97
3,21425
3,310.95
3,409.98
3, 513.87
3,617.15
3,725.13
3, 838.49
3,955.48
4,072.43
4,192.95
4, 319.49
4,448.37
4,583.27
4,720.54
4,860.19
5,006.99
5,157.39
5,312.53
5,47128
•u,17�3
c
Child Care Leave .................................... 8
D
Dentai Insurance .................................1 0
Discipiine ............................................i 5
F
Fair Share Fee .......................................2
Flexible Spending Account ...................1 0
Funeral Leave ........................................8
G
Grievance Procedure ....................16-18
H
Health Insurance ...................................9
Holidays ................................................. 6
Hours Of Work .......................................2
L
Legal Services .....................................1 5
Life Insurance .....................................10
M
Membership Dues ..................................2
Mileage................................................1 8
N
N on-Discrimination ............................1 8
0
Overti m e ................................................ 2
P
Parental/Maternity Leave ....................8
Probationary Period ............................. 3
R
Retirement Health Insurance ..............1 0
S
Salaries ........................................2 0 - 2 2
Seniority ............................................... 4
Severance Pay .....................................1 4
Sick Leave ..........................................7 - 8
Sick Leave Conversion ...........................7
Spouse/Dependent Parent Leave ........... 8
Standard Ranges ............................2 4- 2 5
Step Progression ...................................5
T
Titles And Grades .................................2 3
V
Vacation ................................................. 7
W
Wages..................................................... 5
Work Stoppage .....................................1 8
Working Out Of Classification ...............4
�
•
�
s
26
•