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88-2001 WHITE - C�TV CLERK COU�ICII /�/� PINK - FINANCE GITY OF SAINT PAUL Ob� CANARV - OEPARTMENT � /1 BLUE - MAVOR File NO• � - Council Resolution �3��, �._�.� Presented By Referred To Committee: Date Out of Committee By Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached Agreement between Independent School District ��625 and the Minnesota Teamsters Local No. 320 Representing Food Service Personnel. COUNCIL MEMBERS Yeas Nays Requested b De artment of: Dimond OFF IC -�e�a In Favor Gosw;tz Rettman C7 sche;ne� __ Against BY '. s�� ;-- �, w�►�o pQ : , �C 2 � ��W Fo�tn Approved by y At tney Adopted by Council: Date :! � � Certified Yass d ouncil ,ecr By , By� Approve lVlavor: Date _ C � � ' Approved by May r Eor mis on to Council By B - ��ii:t� I C�q' P'Lti�,�� ,d - 7 19�9 � . ; ��,� ��'�cb N4VN�91g8 -N°- 01406fi �' PERSONNEL-LABOR RELATIONS DEp�� 8 JAMES C. LOMBARbI CONTAQT NAML �� 298-4221 PHONE ' � November 25. 198$ DATE ! . ASSIGN NUHBER FOR ROIITING ORDER: �See reverse side.) . �Department Director ' 3 Mayor (or Assistant) _ Finance and Management Servicea� Director � City Clerk ' � Budget Director _ � City Attorney _ TOTAL NDKBER OF SIGNATURE PAGES: _ � (Clip all locations for signature,) 1 '� WHAT WILL BE AC�IEVED BY' TAKING AC�ION ON THE ATTACHED 1�tAT$RIALS4 (Purpose/Rationale) . This resolution approves the atta�hed one-year agreement between Independent School District #625 and the Minnesota Teamsters Local No. 32fl representing Food Service Personnel. , � Also attached is a aummary of the ;pertinent facts regarding the agreement. , �QST,(BENEFIT. BUDGETARY. AND PERSONNEL IMPACTS ANTICIPATED: ��C�,� xo�E dF� � - � �g88 Mq}•�R,S cF�' CF FINANCING SOURCE AND BUDGET ACTIVITY NUMBER CHARGED OR CREbITED: �, . , (Mayor's sig�nature not required if under $10,000.) Total Ampunt of Transgction: � Activity ��I Research Center � � Funding Source: U�l; Q 6 '�Q$$ ! � ATTACHM$NTS: (List and number all;attachments.) � s 1 - Council Resolution 1 - Copy City Clerk 1 - Agreement 1 - Copy Phyllis Byers 1 - Information Sheet (Pertinent F'acts) ADMINISTRATIVE PROCEDURES � _Yes _No Rules, Regulatio�s, Procedures, or Budget Amendment required? { _Yes _No If yes, are they;or timetable attached? � � DEPARTMENT REVIEW CITY ATTORNEY REVIEW �Yes _No Council resolution;required? Resolution required? _Yes _No ' _Yes �No Insurance required'� Insurance sufficient? _Yes _No _Yes X No Insurance attached; �.- _. �� .� . � Attachment INDEPENDENT SCHOOL DISTRICT NO. 625 BOARD OF EDUCATION ST. PAUL PUBLIC SCHOOLS DATE: October 4. 1988 TOPIC: Aoorovai of an emnloyment aqreement with Minnesota Teamsters Local No. 320 for food service �ersonnel A. PERTINENT FACTS: 1 ) Changes are as follows: - Effective October 1� 1988, the health insurance premium contributions for single and for dependent coverages are each increased by $5 per month. In addition, language was developed specifying senrice requirements for eligibility for retiree health insurance premium contributions. - The term of the Agreement is from July 1, 1988 through June 30, 1989. - Wages: . Wage increases are phased in through the year on July 2, 1988, December 31, 1988 and April 8, 1989. . The wage schedule includes the second year of oompensation adjustment based on the districYs comparable worth study and plan, as well as a general wage increase. 2) The grievance procedure and the discipline article were amended to delete Civil Service Commission review. 3) The District has 327 employees in this bargaining unit. 4) Requested by Phyilis E. Byers, Negotiator. �� - ��"a0e/ T r October 4, 1988 Page 2 B. RECOMMENDATION: That the Board of Education School District No. 625 approve and adopt the Agreement concerning the terms and conditions of employment of those employees in this school district for whom Minnesota Teamsters Local 320 is the exclusive representative; duration of said Agreement is for the period of July 1, 1988 through June 30, 1989. j 1 �� 1 ' 988 89 �� AGREEMEN'r Between � � ' ; o � � � 0 0 LfFELONG LEARNING , • i PUBLIC SCHOOLS � ; And MI OTA TEAI�RSTERS LOCAL NO. 3�0 � . Representing Food Service Personnel � ; , ; � �.. SAINT PAUL PUBLIC SCHOOLS - District 625 Board of Education: Daniel B. Bostrom - Chairman Bill Carlson - Member Margo Fox - Vice Chair A1 Oertwig - Member Eleanor �leber - Clerk Claudia Swanson - Member � James S. Griffin - Treasurer Administration: � Dr. David A. Bennett - Superintendent Curman L. Gaines - Associate Superintendent, Administrative Services Dr. David W. M. Frye - Associate Superintendent, Curriculum and Instruction �. . � � . � ��'�O�/ • CONTENTS NEGOTIATED TERMS AND CONDITIONS OF EMPLOYMENT Article Pa e I. Definition of Agreement . . . . . . . . . . . . . . . 1 II. Recognition . . . . . . . . . . . . . . . . . . . . . 1 ' III. Check Off - Fair Share. . . . . . . . . . . . . . . . . 2 IV. Maintenance of Standards. . . . . . . . . . . . . . . 2 V. Grievance Procedure 3 � . . . . . . . . . . . . . . . . . . VI. Non-discrir�ination, Affirmative Action. . . . . . . . . 6 VII. Holidays. . . . . . . . . . . . . . . . . . . . . . . . 7 VIII. Sick Leave. . . . . . . . . . . . . . . . . . . . . . $ IX. Hours . . . . . . . . . . . . . . . . . . . . . . . . . 9 X. Vacations . . . . . . . . . . . . . . . . . . . . . . . 9 XI. Lunch Break . . . . . . . . . . . . . . . . . . . . . 9 XII. Civil Service Examinations, and Probation . . . . . . 9 XIII. Layoff Notice . . . . . . . . . . . . . . . . . . . . 10 XIV. Insurance Benefits. . . . . . . . . . . . . . . . . . 10 XV. Working Conditions. . . . . . . . . . . . . . . . . . 11 • XVI. Court Duty. . . . . . . . . . . . . . . . . 12 XVII. Sick Leave Conversion . . . . . . . . . . . . . . . 12 XVIII. Health Insurance Provision for Retirees . . . . . . . . l2 XIX. Discipline and Discharge. . . . . . . . . . . . . . . 13 XX. Leaves. . . .. . . . . . . . . . . . . . . . . . . . . . 14 XXI. Uniforms. . . . . . . . . . . . . . . . . . . . . . . . 15 XXII. Wage Scale. . . . . . . . . . . . . . . . . . . . . 15 XXIII. Duration of Agreement . . . . . . . . . . . . . . . . . 16 Appendix � A. Wage Scale. . . . . . . . . . . . . . . . . . . . . . A1-A3 r • - ii - G'��,�o a J ARTICLE I - DEFINITION OF AGREEMENT • SECTION 1. PARTIES: THIS AGREEMENT is entered into between the Board of Education, Independent School District No. 625, Saint Paul, Minnesota, hereinafter referred to as the Board of Education, and Minnesota Teamsters Public and Law Enforcement Employees Union, Local No. 320 (certified in Case No. 81-PR-268-A on December 5, 1980, by the Director of the Bureau of Mediation Services as the exclusive representative) , hereinafter referred to as Local No. 320, pursuant to and in compliance with the Public Employment Labor Relations Act of 1971, as amended, to set forth the terms and conditions of employment. . SECTION 2. PURPOSE: The purpose of this Agreement is to promote orderly " and constructive relationships between the Board of Education, the employees of this unit, and Local No. 320. ARTICLE II - RECOGNITION SECTION 1. The Board of Education recognizes Local No. 320 as the certified exclusive representative for the following unit: All food service personnel employed by Independent School � District No. 625 whose terms and conditions of employment are established by the City of Saint Paul Civil Service Department, whose employment service exceeds the lesser of 14 hours per week or 35 per cent of the normal work week and more than l00 work days per year, excluding those employees in the classification of Cook Manager I, Cook Manager II, and Cook Manager III, and supervisory and confidential employees. SECTION 2. The Board of Education agrees that so long as Local No. 320 is the exclusive representative in accordance with the provisions of PELRA 1971. as amended, and as certified by the Bureau of Mediat�on Services, State of � Minnesota, for all personnel defined in Section l of this Article, that it will not meet and negotiate with any other labor or employee organization � concerning the terms and conditfons of employment for this unit. • - 1 - ARTICLE III - CHECK OFF - FAIR SHARE SECTION 1. • The Employer agrees to deduct the Union membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a representative of , the Union and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as possible. � SECTION 2. Any present or future employee who is not a Union member shall be required • to contribute a fair share fee for services rendered by the Union. Upon . notification by the Union, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Union. In no instance shall the required contribution exceed 85y of the Union membership dues amount. This provision shall remain operative only so long as specifically provided by Minnesota law. In the event there is a change in the law permitting the Union to assess an amount in excess of 85Y of regular membership dues, the full amount permitted by law may be assessed by the Union. SECTION 3. • The Union will indemnify, defend, and hold the School District harmless against any claims made and against any suits instituted, and any orders or judgments issued against the School District, their officers or employees, by reason of negligence of the Union in requesting or receiving deductions under this Article. ARTICLE IV - MAINTENANCE OF STANDARDS SECTION 1. The City agrees that all conditions of employment relating to wages, work, 1 overtime differentials, vacations, and general working conditions shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the cicy of Saint Paul (Resolution No. 3250) and � Resolution No. 6446 at the time of signing of this Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. • - 2 - �� ARTICLE V - GRIEVANCE PROCEDURE • SECTION 1. This grievance procedure is established to resolve any specific dispute between the employee and the School District concerning, and limited to, . the interpretation or application of the provisions of this Agreement. SECTION 2. � An employee presenting a grievance may elect to be represented by an appropriate Union representative. At Step 1 or Step 2 of the grievance procedure, the employee may choose to present his/her grievance without - being represented by a Union representative, provided, however, that the Union representative shall be notified of the adjustment or settlement of any Step 2 grievance and provided further that any adjustment or settlement shall not be inconsistent with the terms of the Agreement. SECTION 3. It is recognized and accepted by the Union and the Employer that the processing of grievances as hereinafter provided, is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during normal working hours when consistent with such employees' duties and responsibilities. The aggrieved employee and a Union representative shall be allowed e reasonable amount of time without loss of • pay when a grievance is investigated and presented to the Employer during normal working hours provided that the employee and the Union representative have notified and received the approval of desi�nated supervisor and provided that such absence is reasonable and would not be detrimental to the work programs of the Employer. It is understood that the Employer shall not use the above limitation to hamper the processing of grievances. SECTION 4. A grievance shall be resolved in the following manner: Subd. 1 (Step 1) . Any employee claiming a specific disagreement concerning R the interpretation or application of the provisions of this Agreement shall, within twenty (20) working days of its first occurrence or within ten (10) � working days of the time the employee reasonably should have had knowledge of the occurrence, whichever is later, discuss the complaint orally with the representative designated by the Director of Food Service. The representative of Director of Food Service shall attempt to adjust the complaint at that time. • - 3 - , ' ' Article V Grievance Procedure (continued) Subd. 2 (Step 2). A grievance not resolved in Step 1 and appealed to Step • 2 shall be placed in writing setting forth the nature of the grievance, the facts on which it is based, the provision or provisions of the Agreement allegedly violated, the remedy requested, and shall be appealed to Step 2 by the employee within fifteen (15) working days after the Employer-designated representative's final answer in Step 1 . Any grievance • not appealed in writing to Step 2 by the employee within fifteen (15) working days shall be considered waived. If appealed, the written grievance shall be presented by the employee and the Union and discussed with the Director of School Food Service (or � representative designated by the Superintendent). The Director of School Food Service shall give the Union the Employer's Step 2 answer in writing within ten (10) working days following the presentation. Any grievance not � appealed in writing to Step 3 by the employee and the Union within ten (10) working days after receipt of the Employer's reply shall be considered waived. Subd. 3 (Step 3) . If appealed, the written grievance shall be presented by the Union and discussed at an informal meeting within ten (10) working days of receipt of the written grievance, with the Superintendent of Schools or his representative. The Employer-designated representative shall give the Union the Employer's answer in writing within ten (10) working days after the review meeting. A grievance not resolved in Step 3 may be appealed in writing to Step 4 by the Union within ten (10) working e$ys following the Employer-designated representative's final answer in Step 3. Any grievance • not appealed in writing to Step 4 by the Union within ten (10) working days sha11 be considered waived. Subd. 4 (Step 4) . A grievance unresolved in Step 3 and appealed to Step 4 by the Union shall be submitted to arbitration subject to the provisions of - the Public Employment Labor Relations Act of 1971 as amended. If a mutually-acceptable arbitrator cannot be agreed upon, the selection of an arbitrator shall be made in accordance with the procedures of �the Minnesota Public Employment Relations Board, if the Union so requests within the specified 10 days. SECTION 5. The arbitrator shall have no right to amend, modify, nullify or ignore the � terms and conditions of this Agreement. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the Employer and � the Union, and shall have no authority to make decisions on any other issue not so submitted. • - 4 - ��-a�o� Article V Grievance Procedure (continued) • 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 shal,l be submitted im writing, copies to both parties and the Bureau of Mediation Services within thirty (30) days following the close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be binding on both the Employer and the Union and shall be based solely on the arbitrator's interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. � The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the Employer and the Union, provided that each party � shall be responsible for compensating its own witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equally. If a grievance is not presented within the time limits set forth above, it �. shall be considered waived. If a grievance is not appealed to the next step within the specified time linit or any extension thereof, it shall be considered settled on the basis of the Employer's last answer. If the Employer does not answer a grievance or an appeal thereof within the specified time limits, the Union may elect to process the grievance to the next step. The time limit in each step may be extended by mutual written • agreement of the Employer and the Union in each step. It is agreed by the Union and the Employer that, if a specific grievance is determined by this grievance process, it shall not again be submitted far consideration under any other procedure. It is further understood tha� 1f a specific matter is determined by some other procedure, it shall not again be submitted for review and arbitration under the procedures set forth in this Article. � � • . - 5 - �. . ARTICLE VI. NON-DISCRIMINATION, AFFIRMATIVE ACTION SECTION 1. • Neither the Union nor the Employer shall discriminate against any employee because of Union memberahip or nonmembership, or because of race, color, sex, religion, aational origin or political opinion or affiliations. SECTION 2. AFFIRMATIVE ACTION: None of the provisions of this Agreement shall be interpreted or implemented so as to be in conflict with or cause violation o� the district's Affirmative Action Program as adopted by the Board.* ' • ► ! *Effective March 22, 1984 . 6 - ��%'-�ea� ARTICLE VII. HOLIDAYS • SECTION 1. �tegular or provisional employeea working under the title Food Service Aide (including Line Leader), Food Service Supervisor, Cook I. and Baker I, shall be eligible for only five (5) holidays with pay (Memorial Day, Thanksgiving Day, Friday following Thanksgiving. Martin Luther King Day, and Presidents' Day), and in accordance with the following rules. Employees in Cook II and Baker II classifications shall be granted holidays off with pay provided, however, that their names have appeared on the payroll on any six working days of the nine working days preceding the holiday, or on the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither � case shall a holiday be counted as a working day. The following days are declared to be the holidays: New Year's Day January 1 Martin Luther King Day (effective 1986) Third Monday in January Washington's and Lincoln's Birthday Third Monda,y in February Memorial Day Last Monday in May Independence Day July 4 • Labor Day First Monday in September Christopher Columbus Day Second Monday in OctoDar Veterans' Day Nove�ber 11 Thanksgiving Day Fourth Thursday in November Christmas Day December 25. If one of the above listed holidays falls on a day when school is in session, then the Food Service Director shall designate another dav when school is not in session, a� a paid holiday. I All employees will be expected to work on all days when school is in ! session, except when on approved leave. In addition, a floating holiday is to be granted employees in the Cook II and Baker II classifications subject to prior approval of the employee's supervisor. To be eligible for the floating holiday, a regular or provisional employee must work at least an equivalent of four biweekly pay periods (320 hours). Employees in the Cook II and Baker II classificatfons who work an equivalent of thirteen full biweekly pay periods (1,040 hours) shall receive an additional floating holiday. • Holiday pay will be paid on the basis of the employee's regularly-scheduled ; number of hours in the work day. - 7 - � ARTICLE VIII. SICK LEAVE SECTION 1. • Sick leave shall continue to be provided for the classifications of Cook II and Baker II in accordance with Civil Service Regulations. SECTION 2. It is also agreed that employees in the classifications of Cook I and Baker I shall be entitled to sick leave in accordance with Civil Service Regulations. SECTION 3. It is also agreed that Food Service Aides who have been employed as regularly- " certified or provisional Civil Service employees in the classification of Food Service Aide for at least two (2) school years and who have been regularly assigned three (3) hours or more per work day for the three (3) preceding months shall begin accruing sick leave. SECTION 4. They shall continue such accrual only so long as they are assigned three (3) o�r more hours per work day. Accrual in such cases shall be on the bASis a� a pro rata portion of the day worked. � SECTION 5. Sick Leave may be used for ahsence occasioned by the death of a family member, within the limits specified in Civil Service Rules, Section 20.8. � 1 - 8 - • �� a0°� ARTICLE IX. HOURS ` SECTION 1. HOURS: This section is intended only to define the normal hours of work and to provide the basis for the calculation of overtime pay. Nothing herein ahall be construed as a guarantee of hours of work per day or per week. The normal work day shall be eight (8) houre of work and the normal work week, regardless of shift arrangementa, shall be an average of forty (40) hours of work. SECTION 2. OVERTIME: Overtime is to be paid for at the rate of time and one-half (1� for all work in excess of an eight (8) hour work day, or for time on payroll, or for hours in excess of forty (40) hours per week. ARTICLE X. VACATIONS SECTION 1. Vacations shall be earned by eligible employees on the basis of the Civil . Service formula. Eligible employees are limited to: Cook II and Baker IT Food Service Aides assigned to St. Paul Technical Institute and District Administration Office on a 12 month (2080 hours per year) full-time basis. � ARTICLE XI. LUNCH BREAK SECTION 1. All employees are entitled to a duty-free lunch break of thirty �3Qa minutes without pay, at a time assigned by the manager. ARTICLE XII. CIVIL SERVICE EXAMINATIONS, AND PROBATION SECTION 1. CIVIL SERVICE EXAMINATIONS: Notice of Civil Service t (Personnel) Examinations shall be posted in the kitchen in each work location no later than five (5) working days before the closing date for examination. A SECTION 2. PROBATION: A probationary period shall be in effect for six full months of work time after the date of certification and appointment to the position, whether original or promotional. If the probationer's service is found unsatisfactory by the Director of Food Service, the probationary employee may be discharged at the discretion of the Director of Food Service, prior to the end of the six-tnonth period. Discharge during or at the conclusion of the probationary period is not grievable under Article V, nor is it sub�ect to other appeal. � - 9 - , i ARTICLE XIII. LAYOFF NOTICE SECTION 1. i�lhenever possible. tWO (2) weeks' notice shall be given any employee laid , off. SECTION 2. Recall rights shall exist for sixteen (16) months from the date of layoff. ARTICLE XIV. INSURANCE BENEFITS SECTION 1. HOSPITALIZATION AND LIFE INSUR,AIVCE: Health and Welfare benefits shall be provided for eligible employees under the plan(s) offered by the City of Saint Paul and Independent School District No. 625 for Civil Service personnel. Employees selecting a plan offered by a Health Maintenance Organization agree to accept any changes in benefits which the Health Maintenance Organization implements. SECTION 2. Subd. 1. The Employer agrees to contribute to the premium cost of hospital and medical coverage up to $65.00 per month for each employee who is eligible for such coverage, Subd. 2. Effective September 1, 1988, the Employer agrees to contribute to � the premium cost of hospital and medical coverage up to $70.00 per month for each employee who is eligible for such coverage. Subd. 3. In addition, for each eligible employee who elects dependent coverage, the Employer will contribute one-half of the premium costs of such dependent coverage, or up to $70.40 per month, whichever amount is less. Subd. 4. In addition, effective September 1, 1988, for each eligible employee who elects dependent coverage, the Employer will cantribute one-half of the premium cost of such dependent coverage, or up to $75.40 per month, whichever amount is less. f Subd. 5. The Employer agrees to contribute to the cost for $5,000 of life �nsurance coverage up to $3.30 per month for each employee who is eligible for such coverage. � Subd. 6. Any premium costs in excess of the amounts stated above shall be paid by the employee, by means of payroll deduction. - 10 - � ��a�� ARTICLE XV. WORKING CONDITIONS • SECTION 1. EMERGENCY CLOSINGS: If it becomes necessary or desirable to close a school as a result of an emergency, the effort ahall be made to notify employees not to come to work. Employees not notified who report for work shall be granted two (2) hours' pay at their regular rate. SECTION 2. WORKSHOPS: Employees in the Food Service program ordered by the Food Service Director to attend Food Service workshopa shall be reimbursed for the tuition of the workshop and the normal hourly rate for the time spent in . the workshop. SECTION 3. MILEAGE: When an employee is required and authorized by the proper supervisor to use his or her personal vehicle in the interest of the Employer (i.e. , trips to the bank, grocery store, etc.), mileage reimbursement will be paid at the current School District rate, and by the approval of the Food Service Director. SECTION 4. WORKING OUT OF CLASSIFICATION: Employer shall avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) working days during any fiscal year of employment shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth day of such assignment. For • purposes of this Article, an out-of-class assignment is defined as the full-time performance of all of the significant duties and responsibilities of a classification by an individual in another classification. For the purposesof this Article, the rate of pay for an out-of-class assignment sha�l be the same rate the employee would receive if he/she were promoted to the higher classification. SECTION 5. SENIORITY: Effective August 17, 1981, whenever regularly-scheduled hours are added to an existing Food Service Aide position, the most senior Food Servfce Aide regularly employed in that kitchen or facility will be first offered the additional work hours, if that Food Service Aide is listed for such consideration. � Subd. 1 . To be listed for additional hours consideration, a Food Service Aide must indicate in writing, at the start of the school year, to the Director of � Food Service or to the designated immediate supervisor, the intention to be available for such additional work time. Subd. 2. If a listed aide refuses additional regularly-scheduled work time, the Director of Food Service or designated immediate supervisor may remove that aide's name from the listing. • - 11 - i � ARTICLE XVI. COURT DUTY SECTION 1. • Any employee who is required to appear in court as a �uror or as a subpoenaed witness shall be paid his/her regular pay while so engaged, unless the court duty is the result of litigation undertaken by the employee or the Union against the Employer. Any fees that the employee shall receive from the court for such service shall be paid to the Employer. Any employee who is scheduled to work a shift other than the normal daytime shift, shall be rescheduled to work the normal daytime shift during Buch time as he/she is required to appear in court as a �uror or witness. - ARTICLE XVII. SICK LEAVE CONVERSION S$CTION 1. Accumulated sick leave in excess of 180 days may be converted to vacation at the rate of 2 days sick leave for 1 day vacation up to a maximum of 5 days vacation time. Vacation is to be paid on the basis of regularly-scheduled hours per day. AIt�'�CLE XVIII. HEALTH INSURANCE PROVISION FOR RETIREES • SECTION 1. Subd. 1. The Employer will provide payment of health insurance premium con- tributions for those who retire prior to age 65, and who are receiving a PERA pension, provided they are eligible and covered at the time of retirement, to be continued to age 65 at the same amount paid at the time immediately pre- ceding retirement. This provision shall be applicable to any employee who retired on or after July 1, 1973, except that prior to January 1, 1974, the Employer will not be responsible for premiums. The employee must apply for this coverage prior to the date of retirement in order to receive the benefit. Subd. 2. Notwithstanding the provision of Section 1, Subd. 1 of this Article, effective January 1, 1989, any employee hired after January 1, 1980, must have � completed 20 years of continuous employment in the School District prior to retirement in order to be eligible for any payment of any insurance premium ! contribution by the Employer after t�is/her retirement. • - 12 - ��-�oo✓ ARTICLE XIX. DISCIPLINE AND DISCHARGE. • SECTION 1. ' The Employer shall have the right to impose disciplinary actions on employees for just cause. SECTION 2. Disciplinary actions by the Employer shall include only the following actions: (1) Oral reprimand (2) Written reprimand ' (3) Suspension (4) Demotion (S) Discharge. SECTION 3. Employees who are suspended, demoted or discharged shall have the right to request that such actions be reviewed through the provisions of ARTICLE V, (GRIEVANCE PROCEDURE) of this Agreement. This provision is not intended to abrogate rights of veterans pursuant to statute. • SECTION 4. Discharges will be preceded by a five (5) day preliminary suspension without pay. During said period, the employee and/or Union may request, and shall be entitled to a meeting with the Employer representative who initiated the suspension with intent to discharge. During the five (5) day period, the Employer may affirm the suspension and discharge in accordance with the Personnel Rules or may modify, or withdraw same. ;�� • - 13 - � � ARTICLE XX. LEAVES SECTION 1. LONG-TERM LEAVES WITHOUT PAY: Leaves of absence ma be • y requested, on the basis specified in Civi1 Service Regulationa. Effective July 1, 1976, the Food Service Director will reply to such requesta within fifteen (15) calendar days after they are received in the Food Service Office. . SECTION 2. SHORT-TERM LEAVES WITHOUT PAY: Short-term special leaves wi�t out pay, not to exceed two (2) weeks in duration, may be requested and will be considered by the Employer subject to the operational needs of the " Employer and the ability to secure substitute help to satisfactorily maintain the particular assignment of the employee involved. Subd. 1. Applications for such leaves must be submitted in writing to the Food Service Director at least forty-five (45) calendar days prior to the proposed start of the leave without pay and shall include the proposed period of the leave and purpose for leave. Subd. 2. Effective April 1, 1979, the Director of Food Service shall notify the employee requesting leave no less than thirty (30) calendar days prior to the proposed leave date, whether the leave is to be granted or denied, except that, 3f a leave is requested to immediately follow a one-week or two-week school vacation, the thirty days' notice shall occur thirty days before the beginning of such vacation period, providing the request was received at least fifteen (15) days earlier. • Subd. 3. Eight (8) such leaves shall be made available by the Employer in each school year, for the entire department (i.e. , for Cook Managers and Food Service Personnel combined). Four of the eight leaves available shall be reserved for employees who have worked for the Food Service Department for at least five years. The other four leaves will be available to employees on the basis specified in this Article. Subd. 4. No more than two such leaves will be granted during the month of January and no more than two leaves will be granted during the month of February each year. � • - 14 - ��°/ ARTICLE XXI. UNIFORMS • SECTION 1. Employees will be provided one new uniform per school year by the Employer. Selection of uniforms is the Employer's option. Subd. 1. A new employee must have worked at least thirty (30) working days in a forty-five (45) working day period before receiving two uniforms � supplied for start up by the Employer. Subd. 2. An employee who has received uniforms and then terminates employment for any reason after less than six full months of active _ employment, is obligated to return the uniforms to the School Food Service. If the uniforms are not returned, 90y of their costs will be deducted from the final paycheck of the terminating employee. ARTICLE XXII. WAGE SCALE See Appendix A. � _' r • — is — ARTICLE XXIII. DURATION OF AGREEMENT This Agteement Shall be .in full force and ef€ect €rom July 1, 1988 through • June 30, 1989, exeept ae otherwise specified herein, and shall sutomatically be cantinued from year to year thereafter, unless a new Agreement is devel- oped in accordaace with the provisions of the �ublic Employment Labor Relations Act of 1971, as smended. Intent to negotiate a new Agreement shall be indicat�d by either party providing written notice thereof at leset ninety (90) dsy� prior Co the termination date set forth her�in. � r . • - 16 - �� -�oo� � FOOD SERIIICE PERSONNEL AGREEMENT This Agreeroent is by and between Independent School District ?Jo. 625 and Minnesota Teamsters Public and Law Enforcement Employees Union Local No. 320, on behalf of Food Service Personnel. In full settlement of 1988-89 negotiations between the herein parties, the parties have adopted this Agreement, which is attached hereto and made � a part hereof. . It is understood that this settlement shall be sub�ect to approval and adoption by the Board of Education of Independent School District No. 625, as well as zatification by the Union. INDEPENDENT SCHOOL DISTRICT N0. 625 MINNESOTA TEArLSTERS PUBLIC AND LAW ENFORCEMENT II�LOYEES UNION LOCAL N0. 320 .�J�,��CJ C, � ` � ' � � � `�,_ � �1��la'� �C � n-��.;��. � Negotia r Bpsiness Agent ✓ ��-c�` � � � � �� , _ Date Business Agent � �� . � � y�� Chair' n, Board of Education Date ' � � � � � 5 g� Date • - 17 - �c��Oa� Appendix A • WAGE SCHEDULE CONDITIONS - FOOD SERVICE AIDE Persons working on an occasional basis in the Food Service Aide classification as Temporary, Emergency or Provisional employees shall be paid at the Entry (occasional) column rate. Persons newly employed in the Food Service Aide classification on a regularly- scheduled basis, shall be paid at the Entry column rate until such time as . the employee shall have passed the Civil Service examination for the classifi- cation, been certified and appointed to a regulary-scheduled position. Movement to the Base Rate will occur at the time of certification, so long - as the employee has served at least six months' regularly-assigned work time at the Entry rate. After satisfactory completion of the above, including the six-month minimum time on the Entry rate, the employee shall be paid at the Base Rate column rate. Movement to the 2-Year, 4-Year or 6-Year pay column shall be based on completion of the specified number of years of continuous regular employment from the date of certification/appointment. • MINNESOTA SCHOOL FOOD SERVICE CERTIFICATION PREMIUM Effective April 1, 1986 When a regularly (civil service) certified and appointed employee shall have completed the 90 credit hours required for Minnesota School Food Service Certification and shall have received such certification. that employee shall become eligible for an additional $.05 (S�) per hour premium over and above his/her normal hourly rate of pay for all hours worked. Payment of the $.05 per hour premium shall becbme effective within 30 days after the employee has presented to the Director of Food Service of the Saint Paul Public Schools, evidence in writing of his/her completed certification. � . • - A1 - ��-�ooi WA6ES FOOD SERVICE AIDES • - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - EFFECTIVE ENTRY BASE 2-YEAR 4-YEAR 6-YEAR 10-YEAR DATE RATE RATE RATE RATE RATE ?tATE July 2, 1988 $5.93 $6.52 $6.67 $6.85 $7.01 $7.19 Comparable Worth Increase December 31, 1988 6. 14 6.75 6.90 7.09 7.25 7.44 ' Comparable ---- tJorth Increase , April 8, 1989 6.35 6.98 7. 13 7.33 7.49 7.69 NOTE: A Food Service Aide working in the District Kitchen who is assigned by the Director of Food Service as Line Leader for a particular function, will be paid a premium of $.20 (twenty cents) per hour over his/her regular hourly rate while performing the Line Leader duties. Line Leader assignment will be made or discontinued at the discretion of the Director of Food Service. • COOK II AND BAKER II - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - EFFECTIVE DATE A B C D E F 10-Yr. 15-Yr. - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - Ju1y 2� 1988 $7.89 $8.23 $8.52 $8.82 $9. 15 $ 9.51 $ 9.76 $ 9.96 Comparable Worth Increase December 31, 1988 8.17 8.52 8.82 9. 13 9.47 9.84 10. 10 10.31 Comparable � � Worth Increase April 8� 1989 8.45 8.81 9.12 9.44 . 9 79 10 17 10.44 10.66 � • - A2 - G?,��"�°a� OTHER CLASSIFICATIONS • - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - CLASSIFICATION/ BASE 4-YEAR 8-YEAR 12-YEAR EFFECTIVE DATE RATE RATE RATE RATE - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - Food Service SuFervisor �1� � July 2, 1988 $7.52 g7.61 $7.68 $ 7.76 (Comparable Worth Increase) s December 31, 1988 7.88 7.97 8.05 8. 13 (Comparable Worth Increase) AQri1 8, 1989 8.24 8.33 8.42 8.50 . - - Senior High Food Service Supervisor Juiy 2, 1988 8.19 8.56 8.93 9.30 (Comparable Worth Increase) December 31 '1988 8.57 8.96 9.34 9.73 � (Comparable Worth ncrease) April 8, 1989 8.95 9.36 9.75 10.16 Cobk I, Baker I • July 2, 1988 8. 12 8.17 8.23 8.30 (Comparable Worth Increase) � December 31 , 1988 8.69 8.74 8.81 8.88 (Comparable Worth Increase) April 8, 1989 9.26 9.31 9.39 9.46 (1) A Food Service Supervisor in a junior high school shall be paid a premium of $.OS (five cents) per hour over the stated hourly rate for Food Service Supervisor, so long as he/she remains assigned in that title, in a junior high school. � � • - A3 -