86-72 WHITE - GITV CLERK
PINK - FINANCE
CANARV - OEPARTMENT GITY OF SA�INT PALTL COUIICI � �� .
BLUE - MAVOR Flle NO. ��
Co ncil Resolution
Presented y '�� �
Referred To l�f ly/�LJ L� Committee: Date � "� ! ��
Out of Committee By Date
RESOLVED, that the Council of the City of Saint Paul approves and ratifies
the attached 1985-1986 Agreement between the Independent School District No. 625
and the Teamsters Local 320 representing Food Service personnel.
COUNCILMEN Requested by Department of:
Yeas p�� Nays
�"'r����"� In Favor P NEL OF
Nicosia �
Scheibel �
Sonnen Against BY
Tedesco
w�iso� JAN 2 � 1986
Form Ap oved City At y
Adopted by Council: Date �
Certified Pa ed Council Se re y BY �
By
A►pprove 1Aavor: Date JA� � � 198 Appr d by Mayoc for S bmi n t Counci
gy B
PUBLISHED r�B 1 — 1986
Personnel Office DEPARTMENT ���`�� N� 3390
Jeanette Sobania CONTACT •
4221 PHONE � ��
December 23 1985 DATE Q� Q Q
ASSIGN NUMBER FOR ROUTING ORDER Cli All Locations for Si nature :
Department Director � Director of Management/Mayor
Finance and Management Services Director 4 City Clerk
Budget Director
� City Attorney
WHAT WILL BE ACHIEVED BY TAKING ACTION ON THE ATTACHED MATERIALS? (Purpose/
Rationale) :
fhis resolution approves the 1985-86 Agreement between the ISD�k625 and Teamsters Local No.320
representing Food Service Personnel. The �changes in the new Agreement are shown below. This
3greement has been approved by the St. Paul School Board.
A. PERTINENT FACTS:
1 . Changes are as follows:
- Martin Lurher King Day (the 3rd Mon=: in Jan. ) is added to holidays granted.
- The change in fee-for-service health insurance plan is implemented.
- All wage rates are increased by 60� per hour.
XfffiC� X�Ii��3�T�X
- Effective April 1 , 1986, any food service employee who completes the 90 hours
of training required and receives Minnesota School Food Service Certification
can receive an additional 5C per hour premium over the normal hourly rate.
- The term of the Agreement is fx'om July 8, 1985 through July 4, 1986.
FINANCIAL IMPACT: None
Applies only to the School District. �
��' �
FINANCING SOURCE AND BUDGET ACTIVITY NUMBER CHARGED OR CREDITED: (Mayor's signa- ^
ture not re-
Total Amount of Transaction: quired if under
$10,000)
Funding Source:
Activity Number:
ATTACHMENTS (List and Number Al l Attachments) : P'�C�,;"���
1 . Resolut ion � �� ��
2. Copy for City Clerk �'�'{' 2 : i�t�'�
� ���4`fGR'S 4FFICE
DEP RTMENT VIEW CITY ATTORNEY REVIEW �
Yes o Council Resolution Required? Resolution Required? Yes No
Yes Insurance Required? Insurance Sufficient? Yes No �/�
Yes No Insurance Attached:
(SEE REVERSE SIDE FOR INSTRUCTIONS)
Revised 12/84
��-��
�
�
19?85 - � �
�
AG��EEMENT
� Betwe�n .
• � S�'1t Pc7U� �.Jb�iC SCt100�5
INDEPENDENT SCHOOL DISTRICT 625
. Assd
�
MINNESOTA T'EAMSTERS -
LOCAL NO. 320
Representing
;
Food Service Personnel
.
�
- �'�� - 7.:z
• 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
Appendices
A. Vacation. . . . . . . . . . . . . . . . . . . . . . . . A1
• B. Wage Scale. . . . . . . . . . . . . . . . . . . . . . . B1-B2
�
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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 S, 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 emplopment
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 - CHECR 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 bq 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 857� 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 improve� 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 Emploqer. 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.
•
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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 limit 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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ARTICLE VII. HOLIpAYS
� 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 Ring 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
normsl 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 ERAMINATIONS: 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.
SECTTON 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 $60.00 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 ma.de 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.
• SECTZON 2. WORRSHOPS: 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 Emplayer
(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 juror or
witness.
ARTICLE XVII. SICR 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 of 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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n � i�
ARTICLE RIX. 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.
•
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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 1, 1979, the Director of Food Service shall
notify the employee requesting leave no less than thirty (30) calendar days
prior to the proposed leave date, whether the leave is to be granted or
denied, except that, if a leave is requested to immediately follow a
one-week or two-week school vacation, the thirty days' notice shall occur .
thirty days before the beginning of such vacation period, providing the
request was received at least fifteen (15) days earlier.
Subd. 3. Eight (8) such leaves shall be ma.de 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 eaeh year.
•
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ARTICLE XRI. 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°6 of their costs will be deducted from
� the final paycheck of the terminating employee.
ARTICLE XXII. WAGE SCALE
See Appendix B.
.
�
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ARTICLE XXIII. DURATION OF AGREEMENT
�
This Agreement shall be in full force and effect from July 8, 1985, through
July 4, 1986, 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 Emploqees Union Local
No. 320, on behalf of Food Service Personnel.
In full settlement of 1985-86 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 Cauncil and appronal and adoption by the Board of Education of
. Independent School District No. 625, as well as ratification bq the Union.
INDEPENDENT SCHOOL DISTRICT N0. 625 MINNESOTA TEAMSTERS PUBLIC AND
LAW ENFORC�TT EMPLOYEES UNION
LOCAL N0. 320
`�` , r—� '!°1 ; �
�\/' C.� � ; �
� Negoti tor U B siness Agent
� / �� .
i ( � (
Date Business Agent
i ,;,-
" �� � �i y�
1/�',:��,�,/�ri /,
Chairman, Board of Education Date
�•2�7�`�/
Date
�
�.
- 17 -
Appendix A
�
Regulatioa Effective 1-5-74
Vacation for Less Than a Full Year
For the purpose of computing the amount of vacation an employee who is
eligible for twenty-one days after 15 years of service and twenty-two days
after 25 years of service has earned, the following shall apply:
Hours of Vacation Earned
Years of Service Per Hour on Payroll
� First Five Years .0384
After Five Years .0576
After Fifteen Years .0806
After Twenty-five Years .0845
Round off to the nearest hour.
Example: If an employee with three years of service appeared on the
payroll for 1,680 hours in 1972, he will have earned (1,680
x .0384) 64.51 hours of vacation. This is rounded off to
• the nearest hour and the employee is granted 65 hours of
vacation. The time of vacation is fixed by the head of the
department in which the employee is employed.
Chief Examiner
•
- A1 -
��� ��
Appendix B
� 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
regularlq-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 Entrq 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 (5�) per hour premium
over and above his/her normal hourly rate of pay for all hours worked.
Payment of the $.OS 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
- certification.
�
- B1 -
WAGES Appendix B
(1)
� F�D SER� AI�DES
DATE ENTRY BASE 2-YEAR 4-YEAR 6-YEAR 10-YEAR
(and RATE RATE RATE RATE RATE
Occasional)
RATE
Effective
July 8, 1985 $4.90 $5.40 $5.55 $5.70 $5.85 $6.00
OTHER CLASSIFICATIONS (Effective July 8, 1985)
Classification BASE RATE 6-YEAR RATE 12-YEAR RATE
�2)
, Food Service
Supervisor $�6. 10 $6. 15 $6.20
Senior High
Food Service $6.70 $7.05 $7.55
Supervisor
Cook I
Baker I $6.24 $6.30 $6.39
•
COOK II AND BAKER II
Effective A B C D E F 10-Yr. 15-Yr.
July 8, 1985
6.62 6.92 7.17 7.43 7.73 8.05 8.26 8.44
. (1) A Food Service Aide working in the District Ritchen 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.
(2) 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 rema.ins
assigned in that title, in such a school.
�
- B2 -
. � ���- 7�
_ �. CITY OF SAINT PgUL
`.i;i� OF�IGE O�' TH�.' CIT'Y COtTNCIL
Committee Reg�rt ��,� .� �``�° �
' c,n,� �G : '' ';.j :�'n
�:�.anc�. l� na�ement,� &, Personnel �omn�a.� :ee. � .
... � � . ,�. . � - _Jn,-.
, � ,r
' .�C
JANLTARX 16, 1986
1. Approval of minutes from meetings held December 19, 1985 and
January 9, 1986. Approved
2. Resolution approving 1�85-1986 agreement between Independent School
District No. 625 and Teamsters Local 320, and Teamsters Local 320
re�resentittg the Food Service Personnel. Approved '
3. Resolution approving 1986-1987 collective bargaining agreement between
the City and the Classified Confidential Employees Association.
Approved
4. Resolution amending the Salary Plan and Rates of Compensation Resolution
regarding accounting for the earning of vacation. Approved
CT� �►I-I- SEVENTH FLOOR SAINT PAUL,MINNESOTA SSI02
. �#6 . . � : � .