87-682 WHITE - CITV CLERK
PINK - FINANCE COUnCII ��/`
CANARV - DEPARTMENT G I TY OF SA I NT PA U L File NO• ✓ � ���
BLUE - MAVOR
Co ncil �es lution .
Presented By
✓Referred To �1 N�"l� �,.1�� Committee: Date �"��� 1
Out of Committee By Date
RESOLVED, that the Council of the City of Saint Paul hereby approves and
ratifies the attached Ag=eement between the Independent School District No. 625
and the Minnesota Teamsters Public & Law Enforcement Employees Local No. 320
representing Food Service Personnel.
COUNCILMEN R tme of:
Yeas preW Nays _� -
,���, � PERSONNEL OFFI
Rettman [n Favor �
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Sonnen __ �1gal[ISt
Tedesco
W°�°° 1g87
MAY 1 �! Form prove b Attorney
Adopted by Council: Date
Certified Vas e b uncil Se e a BY
B}�
App by Mavor: t �Y � 5 �� Approve y Ma or Su ission to Council
Pt�.{SN�D ���,=1`f � � 198Z
PERSONNEL OFFICE DEPART'MENT _ C�'" " ' �O� '1�Tp. _ 081 (V
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,�iM yor�aRni � , CONTACT
73�L ., , PHONE
APril 15, 1987 DATf ��� e „i
�
ASSI NUN�ER FOR. ROUTING ORDER C1 i Al l Locations for Si nature :
DeRsrtraent Dlrector �irector of Management/Mayor
Finance and Management Services Director � 4 City Clerk
� dget Director
City Attorney
I�FiAT WILL BE ACNIEVED BY TAKING ACTION �t T�IE ATTACHED MATERIALS? �Purpose/
� Rationale) :
This resolution approves the 1986-1988 Agreement between the Independent School District
No. 625 and the Minnesota Teamsters Public & �aw Enforcement Employees Local No. 320
representing Food Service Personnel.
Changes in the new Agreement are shown on the attached sheet. ,
fAST/BENEFIT, BUDGETARY AND PERSONNEL IMPACTS ANTTCIPATED, RECEj�Fp
FINANCIAL IMPACT: None--applies only to the St. Paul School Distri��R X s
198�
N1N�YpR►S .
. . � OFf��E '
FINANCING SOURCE AND BUDGET ACTIVITY NUl�BER CHARGED OR CREDITED: (Mayor's signa-
ture not re-
Total Amou�t ,of "Transaction: quired if under
- a,o,000)
Fu�ding Source:
Activity Number: •
ATTACHMENTS (List and Number All Attachments) :
T—'Agreement attac ed s eet
2. Resolution � •
3. CQpx, for Ci.ty Clerk _
4.. Copy for Phylli,s Byers
DEPARTMENT REVIEW CITY ATTQRWEY RfVI�MI '
x Yes No Council Resolution Required? ' Resolution Required? Yes No
Yes x No Insurance Required? Insurance Suf�icient? Yes No �
Yes �No Insurance Attached:
. ;
� (SEE •REVERSE SI� FOR INSTRUCTIONSj
Revised 12/84 -
, . � `�0 7`��l
INDEPENDENT SCHOOL DISTRICT #625
BOARD OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
DATE: April 7, 1987
TOPIC: �proval of an employment agreement with Minnesota Teamsters Local
No. 320 for food service personnel
A. PERTINENT FACTS:
1) Changes are as follows:
- The health insurance premium contribution for single
coverage is increased from $60 to $65 per month.
- The term of the Agreement is from July 5, 1986 through
Julq 1, 1988.
- Wages:
. The student participation premium is amended effective
July 1, 1987 to apply to �unior high school food
service supervisors onlq. .
. Effective Julq 1, 1987, the Food Service Supervisor
rate schedule is amended to provide for a base rate,
4-year, 8-year, and 12-year rates.
. The wage increases are phased in over the two years on
July 7, 1986, January 5, 1987, Julq 6, 1987, January 4,
1988, and April 11, 1988.
. The wage schedule includes in 1987-88 the first year of
compensation ad�ustment based on the district's
comparable worth study and implementation plan.
2) The District has 310 employees in this bargaining unit.
3) The total cost to the Food Service budget is estimated by the
School Food Service office as:
1986-87 $ 67,900.
1987-88 $116.100.
4) Requested by Phyllis E. Byers, Negotiator.
B. RECOP4IENDATION: That the Board of Education of Independent School
District No. 625 approve and adopt the Agreement concerning the terms
and conditions of employment of those emploqeea in this school
district for whom Minnesota Teamsters Local 320 is the exclusive
representative; duration of said Agreement is for the period of
Julq 5, 1986 through July 1, 1988.
V- �-�O��
e
1986 - 1988
' AGREEMENT
Between
• • S�i�'1t �UL PUl7�iC SCf'100L5
INDEPENDENT SCHOOL DISTRICT 625
Astd
� .
MINrTESOTA TEAMSTERS
LOCAL N4. 320
Representing
� Food Se�ice Persor�nel
:
•
/
�� g����
• CONTENTS
NEGOTIATED TERMS AND CONDITIONS OF EMPLOYMENT
Article Page
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-discrimination, Affirmative Action. . . . . . . . . 6
VII. Holidays. . . . . . . . . . . . . . . . . . . . . . . . 7
VIII. Sick Leave. . . . . . . . . . . . . . . . . . . . . . . 8
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 . . . . . . . . 12
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
•
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������
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 100 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 Mediation Services, State of
Minnesota, for all personnel defined in Section 1 of this Article, that it
will not meet and negotiate with any other labor or employee organization
concerning the terms and conditions of employment for this unit.
•
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ARTICLE III - CHECK OFF - FAIR SHARE
SECTION 1.
�
The Employer agrees to deduct the Union membership initiation fee
assessments and once each month dues from the pay of those employees who
individually request in writing that such deductions be made. The amounts
to be deducted shall be certified to the Employer by a representative of
the Union and the aggregate deductions of all employees shall be remitted
together with an itemized statement to the representative by the first of
the succeeding month after such deductions are made or as soon thereafter
as possible.
SECTION 2. �
Any present or future employee who is not a Union member shall be required
to contribute a fair share fee for services rendered by the Union. Upon .
notification by the Union, the Employer shall check off said fee from the
earnings of the employee and transmit the same to the Union. In no
instance shall the required contribution exceed 85% of the Union membership
dues amount. This provision shall remain operative only so long as
specifically provided by Minnesota law.
In the event there is a change in the law permitting the Union to assess an
amount in excess of 85Y of regular membership dues, the full amount
permitted by law may be assessed by the Union.
SECTION 3. ,
The Union will indemnify, defend, and hold the City and School District
harmless against any claims made and against any suits instituted, and any
orders or judgments issued against the City and School District, their
officers or employees, by reason of negligence of the Union in requesting
or receiving deductions under this Article.
ARTICLE IV - MAINTENANCE OF STANDARDS
SECTION 1.
The City agrees that all conditions of employment relating to wages, work,
overtime differentials, vacations, and general working conditions shall be •
maintained at not less than the highest minimum standard as set forth in
the Civil Service Rules of the City of Saint Paul (Resolution No. 3250) and
Resolution No. 6446 at the time of signing of this Agreement, and the
conditions of employment shall be improved wherever specific provisions for
improvement are made elsewhere in this Agreement.
•
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�=��-���
ARTICLE V - GRIEVANCE PROCEDURE
�
SECTION 1.
This grievance procedure is established to resolve any specific dispute
between the employee and the City or 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 a 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 designated
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
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 employee's school Cafeteria Manager (or representative
designated by the Director of Food Service) . The school Cafeteria Manager
(or representative of Director of Food Service) shall attempt to adjust the
complaint at that time.
�
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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 days 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
shall 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.
i
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��,���
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 shall be submitted in 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 for
consideration under the provisions of the Rules and Regulations of Civil
Service. It is further understood that if a specific grievance is
submitted and determined by the grievance procedure under the Civil Service
Rules and Regulations, it shall not again be submitted for review and
arbitration under the procedures set forth in this Article.
•
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ARTICLE VI. NON-DISCRIMINATION, AFFIRMATIVE ACTION
SECTION 1.
.
Neither the Union nor the Employer shall discriminate against any employee
because of Union membership or nonmembership, or because of race, color,
sex, religion, national origin or political opinion or affiliations.
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 of the district's Affirmative Action Program as adopted by the
Board.*
•
*Effective March 22, 1984
•
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� �7 ���
ARTICLE VII. HOLIDAYS
� -
SECTION 1.
Regular or provisional employees 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 Monday in February
Memorial Day Last Monday in May
Independence Day July 4
• Labor Day First Monday in September
Christopher Columbus Day Second Monday in October
Veterans' Day November 11
Thanksgiving Day Fourth Thursday in November
Christmas Day December 25.
If one of the above listed holidays falls on a day when school is in
session, then the Food Service Director shall designate another day when
school is not in session, as a paid holiday.
All employees will be expected to work on all days when school is in
session, except when on approved leave.
In addition, a floating holiday is to be granted employees in the Cook II
and Baker II classifications sub�ect 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 classifications
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.
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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.
Effective with the first full pay period following Board of Education
adoption of this Agreement, 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) or more hours per work day. Accrual in such cases shall be on the
basis of a pro rata portion of the day worked. •
•
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�������
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 shall be construed as a guarantee of hours of work per day
or per week. The normal work day shall be eight (8) hours of work and the
normal work week, regardless of shift arrangements, 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 (Cook II and Baker II only)
on the basis of the Civil Service formula stated in Appendix A attached.
• ARTICLE XI. LUNCH BREAK
SECTION 1.
All employees are entitled to a duty-free lunch break of thirty (30)
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
(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.
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-month period. Discharge
during or at the conclusion of the probationary period is not grievable
under Article V, nor is it subject to other appeal.
•
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ARTICLE XIII. LAYOFF NOTICE
SECTION 1. ,
Whenever 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 INSURANCE: Health and Welfare '
benefits shall be provided for eligible employees under the plans carried
by the City of Saint Paul and Independent School District No. 625 for Civil
Service personnel. It is recognized and acknowledged by the parties that
the fee-for-service plan has been amended by the provider, effective
January 1, 1986. Employees selecting one of the plans offered by one of
the Health Maintenance Organizations agree to accept any changes in
benefits which the specific Health Maintenance Organization implements.
SECTION 2.
Subd. 1. 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. In addition, for each eligible employee who elects dependent
coverage, the Employer will contribute one-half of the premium cost of such
dependent coverage, or up to $70.40 per month, whichever amount is less.
Subd. 3. The Employer agrees to contribute to the cost for $5,000 of life
insurance coverage up to $3.30 per month for each employee who is eligible
for such coverage.
Subd. 4. Any premium costs in excess of the amounts stated above shall be
paid by the employee, by means of payroll deduction. '
•
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���-���
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 shall be made to notify
employees not to come to work. Employees not notified who report for work
shall be granted two (2) hours' pay at their regular rate.
SECTION 2. WORKSHOPS: Employees in the Food Service program ordered by the
Food Service Director to attend Food Service workshops 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 shall
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
Service 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.
•
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ARTICLE XVI. COURT DUTY
. �
SECTION 1.
Any employee who is required to appear in court as a juror or as a
subpoenaed witness shall be paid his/her regular pay while so engaged,
unless the court duty is the result of litigation undertaken by the
employee or the Union against the Employer. Any fees that the employee
shall receive from the court for such service shall be paid to the
Employer. Any employee who is scheduled to work a shift other than the
normal daytime shift, shall be rescheduled to work the normal daytime shift
during such time as he/she is required to appear in court as a �uror or
witness.
ARTICLE XVII. SICK LEAVE CONVERSION '
SECTION 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.
ARTICLE XVIII. HEALTH INSURANCE PROVISION FOR RETIREES �
SECTION 1.
The Employer will provide payment of health insurance premium contributions
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
preceding 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.
.
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���_���
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
(5) Discharge.
SECTION 3.
Employees who are suspended, demoted or discharged shall have the right to
request that such actions be reviewed by the Civil Service Commission or a
designated Board of Review. The Civil Service Commission, or a designated
Board of Review, shall be the sole and exclusive means of reviewing a
• suspension, demotion or discharge. No appeal of a suspension, demotion or
discharge shall be considered a "grievance" for the purpose of processing
through the provisions of ARTICLE V. (GRIEVANCE PROCEDURE).
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.
s
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ARTICLE XX. LEAVES
�
SECTION 1. LONG-TERM LEAVES WITHOUT PAY: Leaves of absence may be
requested, on the basis specified in Civil Service Regulations. Effective
July 1, 1976, the Food Service Director will reply to such requests within
fifteen (15) calendar days after they are received in the Food Service
Office.
SECTION 2. SHORT-TERM LEAVES WITHOUT PAY: Short-term special leaves
without pay, not to exceed two (2) weeks in duration, may be requested and
will be considered by the Employer subject to the operational needs of the
Employer and the ability to secure substitute help to satisfactorily
maintain the particular assignment of the employee involved.
Subd. 1. Applications for such leaves must be submitted in writing to the
Food Service Director at least forty-five (45) calendar days prior to the
proposed start of the leave without pay and shall include the proposed
period of the leave and purpose for leave.
Subd. 2. Effective April l, 1979, the Director of Food Service shall
notify the employee requesting leave no less than thirty (30) calendar days
prior to the proposed leave date, whether the leave is to be granted or
denied, except that, if a leave is requested to immediately follow a
one-week or two-week school vacation, the thirty days' notice shall occur •
thirty days before the beginning of such vacation period, providing the
request was received at least fifteen (15) days earlier.
Subd. 3. Eight (8) such leaves shall be made available by the Employer in
each school year, for the entire department (i.e. , for Cook Managers and
Food Service Personnel combined). Four of the eight leaves available shall
be reserved for employees who have worked for the Food Service Department
for at least five years. The other four leaves will be available to
employees on the basis specified in this Article.
Subd. 4. No more than two such leaves will be granted during the month of
January and no more than two leaves will be granted during the month of
February each year. �
•
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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, 90% of their costs will be deducted from
• the final paycheck of the terminating employee.
ARTICLE XXII. WAGE SCALE
See Appendix A.
•
•
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ARTICLE XXIII. DURATION OF AGREEMENT
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This Agreement shall be in full force and effect from July 5, 1986, through
July 1, 1988, except as otherwise specified herein, and shall automatically
be continued from year to year thereafter, unless a new Agreement is
developed in accordance with the provisions of the Public Employment Labor
Relations Act of 1971, as amended. Intent to negotiate a new Agreement
shall be indicated by either party providing written notice thereof at
least ninety (90) days prior to the termination date set forth herein.
•
•
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• FOOD SERVICE PERSONNEL AGREEMENT
This Agreement is by and between Independent School District No. 625
and Minnesota Teamsters Public and Law Enforcement Employees Union Local
No. 320, on behalf of Food Service Personnel.
In full settlement of 1986-88 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 subject to review by
the City Council and approval and adoption by the Board of Education of
• Independent School District No. 625, as well as ratification by the Union.
INDEPENDENT SCHOOL DISTRICT N0. 625 MINNESOTA TEAMSTERS PUBLIC AND
LAW ENFORCEMENT EMPLOYEES UNION
LOCAL N0. 320
� ' . ", .. _ _; ,
V '� ..cJ ` �
y , i -> > .�..
� - �
• Nego iator Business Agent
' ���i �� l 9 ��
Date Business Agent
� �� " ' C /�
Chairman, Board of Education Da e
p�p�: 1 f; '��a'�
� Date
•
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�pendix 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 classification, been certified and appointed to a
regularly-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) certif.ied 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 (5�) 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 become 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
certif ication.
PARTICIPATION PREMIUM (through June 30, 1987 only)
A Food Service Supervisor in a school in which the student
participation rate is in excess of 250 students as of November 1 of
the school year, 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 such a school.
See page A3 for Food Service Supervisor rates July 1, 1986 through June 30,
• 1987.
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WAGES
FOOD SERVICE AIDES
. - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
DATE ENTRY BASE 2-YEAR 4-YEAR 6-YEAR 10-YEAR
RATE RATE RATE RATE RATE RATE
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
Effective
July 7, 1986 $5. 10 $5.60 $5.75 $5.90 $6.05 $6.20
Effective
January 5, 1987 5.20 5.70 5.85 6.00 6. 15 6.30
Comparable
Worth Increase
Effective
• .ruiy 6, 1987 5.41 5.93 6.08 6.24 6.39 6.55
Comparable
Worth Increase
Effective
January 4, 1988 5.62 6. 17 6.32 6.49 6.64 6.81
Effective
April 11, 1988 5.79 6.36 6.51 6.68 6.84 7.01
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 A B C D E F 10-Yr. 15-Yr.
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
July 7, 1986 $6.82 $7.12 $7.37 $7.63 $7.93 $8.25 58.46 $8.64
January 5, 1987 6.92 7.22 7.47 7.73 8.03 8.35 8.56 8.74
Comparable
Worth Increase
July 6, 1987 7.20 7.51 7.77 8.04 8.35 8.68 8.90 9.09
Comparable
Worth Increase
January 4, 1988 7.48 7.80 8.07 8.35 8.67 9.01 9.24 9.44
• April 11, 1988 7.70 8.03 8.31 8.60 8.93 9.28 9.52 9.72
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OTHER CLASSIFICATIONS
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
CLASSIFICATION/ BASE RATE 6-YEAR RATE 12-YEAR RATE
� _EFFECTIVEDATE - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
Food Service Supervisor
Julv 7, 1986 $6.30 $6.40 $6.50
January 5, 1987 6.40 6.50 6.60
Senior High Food Service Supervisor
July 7, 1986 6.90 7.30 7.85
January 5, 1987 7.00 7.40 7.95
Cook I, Baker I
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July 7, 1986 6.44 6.50 6.59
January 5, 1987 6.54 6.60 6.69
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
CLASSIFICATION/ BASE RATE 4-YEAR 8-YEAR 12-YEAR
EFFECTIVE DATE RATE RATE RATE
Food Service Supervisor�i�
• (Comparable Worth Increase)
Juiy 6, 1987 6.76 6.83 6.90 6.97
(Comparable Worth Increase)
January 4, 1988 7.13 7.20 7.27 7.35
April 11, 1988 7.34 7.42 7.44 7.57
Senior High Food Service Supervisor
(Comparable Worth Increase)
July 6, 1987 7.38 7.71 8.04 8.38
(Co�parable Worth Increase)
January 4, 1988 7.76 8. 11 8.46 8.81
" April 11, 1988 7.99 8.35 8.71 � 9.07
' Cook I, Baker I
(Comparable Worth Increase)
July 6, 1987 7. 11 7. 16 7.21 7.27
(Comparable Worth Increase)
January 4, 1988 7.69 7.74 7.80 7.86
April 11, 1988 7.92 7.97 8.03 8.10
(1) A Food Service Supervisor in a �unior high school shall be paid a
premium of $.05 (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.
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,� : ..F�I ', � CITY OF SAINT PAUL U� ���y
S'
:;iisi�i:�iil OFFICE OF TFIF CITY COUNCIL
�
Committee Report
�i�.�nce. Mana ezne�t, &__Per�Jnnel �o�nmittee.
MAY 7, 1987
l. Continued discussion regarding the Civic Organization Partnerstiip Program.
discussed (Plan approved subject to submission of resoJ.ution)
2. Approval of minutes from meeting held Agril 30, 1987. approved �
3. Ordinance establishing the title of Labor Relations Manager as specified by
Cfiapter 12 of the City Charter, Section 12.03.2(h) in the Unclassified Service
of the city of Saint Paul. approved
4. Resolution approving an agreement between ISD 625 and the rfinnesota Teamster,�
Publ.ic and Law Enforcement Employees Local No. 320 r.epresenting Food Service '
Personnel. approved
5. Resolution establishing the rate of pay for the title of Chief Internal Auditor
in Grade 26, Professional F.mployees Supervisory Standard Range of the Salary
Pl.an and Rates of Compensation resolution. approved
6. R.esolution establishing the, rate of pay for t}�e class of Safety Officer in
Grade 13, Professional Employees Non-Supervisory Standard Range of the Salary
Plan and Rates o€ Compensation resolution. approved
7. Resolution establishing the rate of pay for the title of X-Ray Technologist
in Grade 32, Technical Standard Range of the Salary Plan and Rates of Compensation
resolution. approved
8. Resolution establishing the rate of pay and grade for the title of Labor
Relations Manager in Grade 26, Professional Administrative Group of the Salary
Plan and Rates of Compensation resolution, approved
CITY HALL SEVENTH FLOOR SAINT PAUL, b1INNESOTA 55102
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