86-251 WHITE - CITV CLERK I
PINK - FINANCE G I TY O F SA I N,T PA U L Co ncil (//�/ �
CANARV - OEPARTMENT FII NO. `� `+' ���/
BLUE - MAVOR
Council Resolution �
Presente By
_ Referred To r� N/�� �� °�` � � �� x l.�
Committee: Da e
Out of Committee By Da�e
RESOLVED, that the Council of the City of Saint Paul hereb approves and
ratifies the attached 1986 Collective Bargaining Agreement betwe��en the Independent
School District �k625 and School Service Employees Local No. 284 epresenting
Cook Managers.
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COUNC[LMEN Requested by Department f:
Yeas Drew . Nays
�;��k�g.� � RSONNEL OF ICE
Nicosia [n Favor ,
Scheibel � B _ �
Sonnen A gainst
Tedesco
W i Ison
MAR '� �{ Form Ap rov by Cit orn
Adopted by Council: Date � c
Certified Pass d ouncil cret BY
By
A►ppr y lVlavor: Date AR 1 O 19� Approv by Mayor for S i sidn to Council
By By
PU�IIcHFp �r?AR 1 51986
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Personnel O�fice �� . � DEPARTMENT �G °�� NO 4134
Jeanette Sot�ania CONTACT
4221 PHONE
_ _ DATE reen �e
ASSIG NUh� R FOR ROUTING ORDER Cli All Locations for Si nature :
bepartm�nt Director 3 Director o Management/Mayor
Finance and Management Services Director 4 City Clerk
Budget pirector
� City At�orney
WHAT WILL BE ACHIEVED BY TAKTNG ACTION ON THE ATTACHED MATERIALS? (Pur se/
Rati nale) :
This resolutlion approves the 1986 Agreement between ISD ��625 and School Service Emplo ees
Loca1 No:: 2$4. The changes in the new Ag�eement are shown oa the attac ed:-sh�eet'.- T�is
Agreement has been approved by the St. Paul School Board.
, r�tC iV�� RFCf�V�'�
F E B 6 'y�' FFA � .
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COST/BENEFI�, BUDGETARY AND PERSONNEL IMPACTS ANTICIPATED: MAYOR' OFFICE ��Tr Ar'�K�y
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None - Applies only to the School District
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FINANCING SOURCE AND BUDGET ACTIVITY NUMBER CHARGED OR CREDITED: (Mayor's signa-
ture ot re-
Total Amqunt of Transaction: quire if under
' �1�� 0)
Funding 5ource:
Activity,Number:
ATTACHMENTS (List and Number All Attachments) : '
1 . Resolution
2. Copy for', City Clerk
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DEP RTMENT �- I�EW CITY ATTORNEY R VIEW �!
Yes Council Resolution Required? Resolution Requ red? Yes No
Yes Insurance Required? Insurance Suffi ient? Yes No �/�
Yes N� Insurance Attached:
(SEE REVERSE SIDE FOR INSTRUCTIONS)
Revised 12/$4
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1986 Agreement between ISD ��625 and School Service Employees Local,'',No. 284.
1) Changes in this contract are as follows:
- Holidays: The new Agreement provides for the addition of M�rtin Luther
King Day on the third Monday in January, as a ho�liday.
- Insurance: Effective January 1 , 1986, the Employer's maximu contribution
for dental coverage will be established at $14 m�nthly.
- Wages: - All biweekly salaries are increased by $53 per pay period.
- Effective April 1 , 1986, any employee in this unit who comp�etes the 90
' hours of training required and receives Minnesota School Fo d Service
certification can receive an additional SG per hour premiumlover the
normal hourly rate.
- This new A reement is for the eriod December 2 1 8 throtr h December
g p 1 , 9 5 g
19, 1986.
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2) The District has 12 employees in this bargaining unit.
3) The dollar impact of this new Agreement has been calculated by' the School
Food Service Department as $14,500. �I
4) Requested by Phyllis E. Byers, Negotiator. I
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CONTENTS ,
NEGOTIATED TERMS AND CONDITIONS OF EMPLOYM NT
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Article I
I. Definition of Agreement. . . . . . . . . . . . . . . . . 1
� � II. Recognition. . . . . . . . . . . . . . . . . . . . . . 1
III. Check Off - Fair Share . . . . . . . . . . . . II, • • • • • . . 2
IV. Maintenance of Standards . . . . . . . . . . . . . . . . . . 2
V. Grievance Procedure. . . . . . . . . . . . . . . . . . . . . 3
VI. Non-discrimination . . . . . . . . . . . . . . ' . . . . . . 6
VII. Holidays . . . . . . . . . . . . . . . . . . . ' . . . . . . 7
VIII. Sick Leave . . . . . . . . . . . . . . . . . . I�!. . . . . . . 8
IX. Hours - Overtime . . . . . . . . . . . . . . . '. . . . . . . 9
X. Vacations. . . . . . . . . . . . . . . . . . . . . . . . . 9
• XI. Lunch Break. . . . . . . . . . . . . . . . . . . . . . . . 9
XII. Civil Service Examinations . . . . . . . . . . . . . . . . 9
XIII. Layoff Notice. . . . . . . . . . . . . . . . . . . . . . . 9
XIV. Insurance Benefits . . . . . . . . . . . . . . �. . . . . . .10
XV. Severance Pay. . . . . . . . . . . . . . . . . . . . . . . .11
XVI. Working Conditions . . . . . . . . . . . . . . . . . . . .13
XVII. Court Duty . . . . . . . . . . . . . . . . . . , . . . . . .14
' XVIII. Sick Leave Conversion. . . . . . . . . . . . . . . . . . .14
XIX. Health Insurance Provision for Retirees. . . . �I. . . . . . .14
XX. Discipline and Discharge . . . . . . . . . . . . . . . . .15
XXI. Leaves . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
XXII. Uniforms . . . . . . . . . . . . . . . . . . . ,� . . . . . .17
XXIII. Wage Scale . . . . . . . . . . . . . . . . . . I. . . . . . . 17
XXIV. Duration of Agreement. . . . . . . . . . . . . . . . . . .17
Appendices
A. Vacation I
B. Wage Scale j
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ARTICLE I - DEFINITION OF AGREEMENT
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SECTION 1. PARTIES: THIS AGREEMENT is entered into be�ween the Board
of Education, Independent School District No. 625, Saint Paul,
Minnesota, hereinafter referred to as the Board of Education, and
School Service Employees Local No. 284, S.E.I.U. (ce�tified by the
Director of the Bureau of Mediation Services as the exclusive
representative) , hereinafter referred to as Local No. 2 4, pursuant to
and in compliance with the Public Employment Labor Re�lations Act of
1971, as amended, to set forth the terms and conditions �f employment.
SECTION 2. PURPOSE: The purpose of this Agreement is to '�promote orderly
and constructive relationships between the Board of IEducation, the
- employees of this unit, and Local No. 284. .
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ARTICLE II - RECOGNITION I
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SECTION 1.
The Board of Education recognizes Local No. 284 asij the certified
exclusive representative for the following unit:
• All food service personnel in the classifications �f Cook Manager
I, Cook Manager II, Cook Manager III, Food Prepara ion Supervisor,
Quality Control Assistant, and School Lunch Coordin�}tor employed by
Independent School District No. 625 whose terms anld conditions of
employment are established by the City of Saint ', Paul Personnel
Office, who are employed for more than 14 hours pe� week and more
than 67 work days per year, excluding all other employees.
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SECTION 2.
The Board of Education agrees that so long as Local I�No. 284 is the
� exclusive representative in accordance with the provisio�s of PELRA 1971
as amended, and as certified by the Bureau of Mediation'�Sexvices, State
of Minnesota, for all personnel defined in Section 1 o this Article,
that it will not meet and negotiate with any other 1 or or employee
organization concerning the terms and conditions of emp oyment 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 85% 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 negiigence 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 'I
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SECTION 1. ''
This grievance procedure is established to resolve any�, specific dispute
between the employee and the City or School Distric� concerning, and
limited to, the interpretation or application of the p�rovisions of this
Agreement.
SECTION 2. I
An employee presenting a grievance may elect to be �epresented by an
appropriate Union representative. At Step 1 or Step 2��, of the grievance
procedure, the employee may choose to present his/herlgrievance without
being represented by a Union representative, provided, ',however, that the
Union representative shall be notified of the ad�ustm nt or settlement
of any Step 2 grievance and provided further that �iny adjustment or
settlement shall not be inconsistent with the terms of th�e Agreement.
SECTION 3. I�I
It is recognized and accepted by the Union and the �mployer that the
processing of grievances as hereinafter provided is l�,mited by the job
duties and • responsibilities of the employees and s 11 therefore be
accomplished during normal working hours when cons stent with such
employees' duties and responsibilities. The aggrieve 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 thatl� the employee and
the Union representative have notified and received th� approval of the
designated supervisor and provided that such absence �Ls reasonable and
would not be detrimental to the work programs of theI Employer. It is
understood that the Employer shall not use the aboi�e limitation to
hamper the processing of grievances. !
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SECTION 4.
A grievance shall be resolved in the following manner:
Subd. 1 (Step 1). Any employee claiming a spec fic disagreement
concerning the interpretation or application of the p ovisions of this
Agreement shall, within twenty (20) working days of its' first occurrence
or within ten (10) working days of the time the em loyee reasonably
should have had knowledge of the occurrence, whichever ,is later, discuss
the complaint orally with the Director of School Food S�ervice (or other
representative designated by the Superintendent) . IThe Director of
School Food Service (or Superintendent's representative) shall attempt
to ad�ust the complaint at that time.
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Article V - Grievance Procedure (continued)
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Subd. 2 (Step 2) . If the grievance is not resolved through oral discussion
and concluded within five (5) working days, the employee may appeal the
grievance to Step 2 by placing the grievance in writing, setting forth the
nature of the grievance, the facts on which it is based, the provisions of
the Agreement allegedly violated, and the remedy requested. This written
statement shall be presented to the Director of School Food Service for
formal discussion and written response. The formal discussion of the
grievance shall be within ten (10) working days of the receipt of the written
grievance by the Director of School Food Service. A reply shall be given to
the employee and the Union in writing within ten (10) days following the
formal discussion. If the employee is not satisfied with the findings on
Step 2, the grievance may be appealed to Step 3.
Subd. 3 (Step 3) . A grievance not resolved in Step 2 and appealed to
Step 3 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 3 by the employee and the Union within fifteen (15)
working days after the Employer-designated representative's final answer
in Step 2. Any grievance not appealed in writing to Step 3 by the
employee and the Union 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 Superintendent of Schools or his
representative, within ten (10) working days after receipt of the
written grievance. The Employer-designated representative shall give
the Union the Employer's Step 3 answer in writing within ten (10)
working days following the presentation and discussion of the
matter.
If the employee is not satisfied with the findings on Step 3, the Union �
may request arbitration within ten (10) working days after receipt of
the Employer's reply on Step 3.
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 Bureau of Mediation Services.
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) �
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The arbitrator shall be without power to make decision� contrary to or
inconsistent with or modifying or varying in any way tl�e 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 �pf briefs by the
parties, whichever be later, unless the parties agree to an extension.
The decision shall be binding on both the Employer a�id the Union and
shall be based solely on the arbitrator's interpretati�n or application
of the express terms of this Agreement and to the factsllof the grievance
presented. ji
The fees and expenses for the arbitrator's services�� and proceedings
shall be borne equally by the Employer and the Union p�ovided that each
party shall be responsible for compensating its own re��presentatives and
witnesses. If either party desires a verbatim � record of the
proceedings, it may cause such a record to be made, roviding it pays
for the record. If both parties desire a verbati� record of the
proceedings, the cost shall be shared equally. ii
If a grievance is not presented within the time limits�, set forth above,
it shall be considered waived. If a grievance is no� appealed to the
next step within the specified time limit or any exte�sion thereof, it
Sshall be considered settled on the basis of the Employlier's last answer.
If the Employer does not answer a grievance or an appe��al thereof within
the specified time limits, the Union may elect to pro�,ess the grievance
to the next step. The time limit in each step may be e�xtended by mutual
written agreement of the Employer and the Union in each s�tep.
It is agreed by the Union and the Employer that, if a �Specifi.c grievance
is determined by this grievance process, it shall not �gain be submitted
for consideration under the provisions of the Rules a�nd Regulations of
- Civil S.ervice. It is further understood that if a spe�ific grievance is
submitted and determined by the grievance procedurel! under the Civil
Service Rules and Regulations, it shall not again pbe submitted for
review and arbitration under the procedures set forth in this Article.
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ARTICLE VI. NON-DISCRIMINATION .
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.
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� ARTICLE VII. HOLIDAYS �I
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SECTION 1.
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Regular or provisional employees in the bargaining unit shall be granted
holidays off with pay provided, however, that their n�iames have appeared
on the payroll on any six working days of the �nine working days
preceding the holiday, or on the last working day befoljre the holiday and
on three other working days of the nine working ays preceding the
holiday. In neither case shall a holiday be counted as a working day;
holiday pay is assured for the Labor Day, Christmas D y, and New Year's
- Day holidays, for any active and regularly-worki employee. The
following days are declared to be the holidays:
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New Year's Day January 1
Martin Luther King Day Third Monda�r in January
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Washington's and Lincoln's Birthday Third Monday in February
Memorial Day Last Monday in May
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Independence Day July 4
Labor Day First MondaX in September
• Christopher Columbus Day Second Mond�y in October
Veterans' Day November lli
Thanksgiving Day Fourth Thurs�day in November
Christmas Day December 25.I
If one of the above listed holidays falls on a day when school is in
session, then the Food Service Director shall desig�}ate 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 sessio�i, except when on
approved leave.
In addition, a floating holiday is to be granted subject to prior
approval of the employee's supervisor. To be eligiblellfor the floating
holiday, a regular or provisional employee must wprk at least an
equivalent of four full biweekly pay periods (320 ho�rs) . Regular or
provisional employees who work an equivalent of thirteen full biweekly
pay periods (1,040 hours) shall receive an additional j,floating holiday.
Holiday pay will be paid on the basis of the employee's
regularly-scheduled number of hours in the work day. I;
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ARTICLE VIII. SICK LEAVE �
SECTION 1.
Sick leave is provided in accordance with the specifications of Civil
Service Regulations.
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ARTICLE IX. HOURS - OVERTIME
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SECTION 1. HOURS: This section is intended only to �lefine the normal
hours of work and to provide the basis for the calculiation of overtime
pay. Nothing herein shall be construed as a guarantee 'Ijof hours of work
per day or per week. The normal work day shall be e$ght (8) hours of
work and the normal work week, regardless of shift a�'rangements, shall
be an average of fortq (40) hours of work.
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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 for�y (40) hours per
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week.
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ARTICLE X. VACATIONS
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SECTION 1.
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Vacations shall be earned by eligible employees on j�he basis of the
Civil Service formula stated in Appendix A attached.
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ARTICLE XI. LUNCH BREAK '
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SECTION 1. I
Al1 emploqees are entitled to a duty-free lunch bre�k of thirty (30)
minutes without pay, at a time assigned by the manager. i
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ARTICLE XII. CIVIL SERVICE EXAMINATIONS
SECTION 1.
Notice of Civil Service (Personnel) Examinations shall be posted in the
kitchen in each work location no later than five (5) rking days before
the closing date for examination. I
ARTICLE XIII. LAYOFF NOTICE
SECTION 1.
• Whenever possible, two (2) weeks' notice shall be iven any employee
laid off.
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ARTICLE XIV. INSURANCE BENEFITS , �
SECTION 1. HOSPITALIZATION AND LIFE INSURANCE: Health and Welfare benefits
shall be provided under the plan carried by the City of Saint Paul and
Independent School District No. 625 for Civil Service personnel.
Subd. 1. The Employer will attempt to prevent any changes in the benefits
offered by the Health Maintenance Organizations plan. However, 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 $70.00 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 up to $85.00 per month.
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. Effective January l, 1986, the EmpToyer agrees to contribute up to ,
$14.00 per month to the premium cost for a dental plan selected by the
Employer, for each employee who is eligible for such coverage.
Subd. 5. 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 - SEVERANCE PAY
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15. 1 The Employer shall provide a severance pay progra� as set forth in
this Article. I'
15.2 To be eligible for the severance pay program, an employee must meet
the following requirements:
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15.21 The employee must be 58 years of age or older or must be
eligible for pension under the "rule of 90" or the "rule
of 85" provisions of the Public Emp oyees Retirement
Association (PERA) . The "rule of 90" or the "rule of 85"
criteria shall also apply to employees cov�red by a public
pension plan other than PERA. '
15.22 The employee must be voluntarily separatedlfrom School
District employment or have been subject t�o separation by
layoff or compulsory retirement. Those emu�loyees who are
discharged for cause, misconduct, inefficillency,
incompetency or any other disciplinary reason are not
eligible for this severance pay program.
15.23 The employee must have at least ten (10) y�lears of
consecutive service under the classifie'� or unclassified
Civil Service at the time of separation.l, For the purpose
� . of this Article, employment in either the City of Saint
Paul or in Independent School DistrictII No. 625 may be
used in meeting this ten- (10) year servic�le requirement.
15.24 The employee must file a waiver of re-emp�yment with the
Director of Personnel, which will clea ly indicate that
by requesting severance pay, the emp�oyee waives all
claims to reinstatement or re-employme t (of any type)
with the City of Saint Paul or with �ndependent School
District No. 625. _
� 15.25 The emploqee must have accumulated a minilmum of sixty
(60) days of sick leave credits at the time of his
separation from service. �
15.3 If an employee requests severance pay and if the employee meets the
eligibility requirements set forth above, he or s e will be granted
severance pay in an amount equal to one-half of the daily rate of
pay for the position held by the employee on the ate of separation
for each day of accrued sick leave sub,}ect to a maximum of 200
accrued sick leave days.
15.4 The maximum amount of money that any employee muay obtain through
this severance pay program is $6,500.
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Article XV - Severance Pa� (continued)
15.5 For the purpose of this severance pay program, a death of an �
employee shall be considered as separation of employment and, if
the employee would have met all of the requirements set forth above
at the time of his or her death, payment of the severance pay may
be made to the employee's estate or spouse.
15.6 For the purpose of this severance pay program, a transfer from
Independent School District No. 625 employment to City of Saint
Paul employment is not considered a separation of employment, and
such transferee shall not be eligible for this severance program.
15.7 The manner of payment of such severance pay shall be made in
accordance with the provisions of the School District Severance Pay
Plan already in existence.
15.8 This severance pay program shall be subject to and governed by the
provisions of the original School District Severance Pay Plan
(which allows $4,000 maximum payment) except in those cases where
the specific provisions of this Article conflict with said
Severance Pay Plan and in such cases, the provisions of this
Article shall control.
15.9 The provisions of this Article shall be effective as of January 1,
1985.
15. 10 Any employee hired prior to December 31, 1984 may, in any event, �
and upon meeting the qualifications of this Article or the original
School District Basic Severance Pay Plan (which allows $4,000
maximum payment) , draw severance pay. However, an election by the
employee to draw severance pay under either this Article or the
basic School District Severance Pay Plan shall constitute a bar to
receiving severance pay from the other. Any employee hired after
December 31, 1984 shall be entitled only to the benefits of this
Article upon meeting the qualifications herein.
15. 11 An employee of Independent School District No. 625 shall not be _
eligible for the severance pay provision of this Article if such
employee is also eligible and a recipient of Early Retirement
Incentive payment under the Memorandum of Agreement with the
exclusive representative dated October 19, 1983.
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� ARTICLE XVI. WORKING CONDITIONS
SECTION 1. EMERGENCY CLOSINGS: If it becomes necessa�y 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 re�ular rate.
SECTION 2. WORKSHOPS: Employees in the Food Service rogram ordered by
the Food Service Director to attend Food Service w rkshops shall be
reimbursed for the tuition of the workshop and the ormal hourly rate
for the time spent in the workshop.
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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 stor�, 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: Emplo�er shall avoid,
whenever possible, working an employee on an out-of-cl�ss assignment for
a prolonged period of time. Any employee working an out-of-class
assignment for a period in excess of fifteen (15) warking days during
Sany fiscal year of employment shall receive the rate of pay for the
out-of-class assignment in a higher classification n�'�t later than the
sixteenth day of such assignment. For purposes of �Ithis Article, an
out-of-class assignment is defined as the full-time erformance of all
of the significant duties and responsibilities of a cl ssification by an
individual in another classification. For the purpose ' of 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 promot d to the higher
classification.
SECTION 5. WORK IN ADVANCE OF SCHOOL YEAR: In the ev�nt that a manager
is required to work in advance of the beginning of th�e school/work year
in arranging the work force, the manager will make thei arrangements from
a school district facility as assigned,.. and will be'� paid the regular
contract rates for the assigned duty time.-
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ARTICLE XVII. COURT DUTY
SECTION l. .
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 XVIII. 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 ma.ximum of 5 days'
vacation time. Vacation is to be paid on the basis of regularly-scheduled
hours per day.
ARTICLE XIX. HEALTH INSURANCE PROVISION FOR RETIREES
SECTION 1. �
The Employer will provide paid health insurance 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. 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 XX. DISCIPLINE AND DISCHARGE.
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SECTION 1.
The Employer shall have the right to impose disciplinary I�actions on employees
for just cause. �
SECTION 2.
Disciplinary actions by the Employer shall include o�ly the following
actions:
(1) Oral reprimand I
(2) Written reprimand II
� (3) Suspension
(4) Demotion
(5) Discharge. I
SECTION 3.
Employees who are suspended, demoted or discharged shalll! have the right to
request that such actions be reviewed by the Civil Service Commission or a
designated Board of Review. The Civil Service Commissio , or a designated
Board of Review, shall be the sole and exclusive mea�s of reviewing a
• suspension, demotion or discharge. No appeal of a susp�sion, demotion or
discharge shall be considered a "grievance" for the pur ose of processing
through the provisions of ARTICLE V. (GRIEVANCE PROCEDUR�) .
SECTION 4.
Discharges will be preceded by a five (5) day preliminaryr suspension without
paq. During said period, the employee and/or Union may �equest, 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 ,a�cordance with the
Personnel Rules or may modify, or withdraw same.
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ARTICLE XXI. 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 each year.
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� ARTICLE XXII. UNIFORMS I
SECTION 1. jl
Employees will be provided two new uniforms per school year by the Employer;
employees who are assigned a twelve-month work year, ratl��er than the school
year, will receive three new uniforms per year. Selectidn of uniforms is the
Employer's option.
Subd. 1. A new employee must have worked at least thirt� (30) working days
in a forty-five (45) working day period before receivinglithe three uniforms
supplied for start up by the Employer.
Subd. 2. An employee who has received uniforms an� then terminates
emploqment for any reason after less than six (6) ful months of active
employment, is obligated to return the uniforms to the S hool Food Service.
If the uniforms are not returned, 90% of their costs wi]�1 be deducted from
the final paycheck of the terminating employee.
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ARTICLE XXIII. WAGE SCALE
See Appendix B. I
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ARTICLE XXIV. DURATION OF AGREEMENT '
� This Agreement shall be in full force and effect from �becember 21, 1985,
through December 19, 1986, and shall automatically �e continued from
year to year thereafter, unless a new Agreement 'lis developed in
accordance with the provisions of the Public Employme�t Labor Relations
Act of 1971, as amended. Intent to negotiate a new �greement 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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COOK MANAGERS I, II, AND III AGREEMENT II
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THIS AGREEMENT IS BY AND BETWEEN INDEPENDENT SCHOOL'I DISTRICT N0. 625
AND SCHOOL SERVICE EMPLOYEES LOCAL N0. 284, S.E.I.U. , ,AFL-CIO, ON BEAALF
OF COOR MANAGERS I, II, AND III. I'
In full settlement of 1986 negotiations between the l��erein parties, the
parties have adopted this Agreement, which is attachedl hereto and made a
part hereof.
It is understood that this settlement shall be subjelt to approval and
ado tion b the Board of Education of INDEPENDENT S�fl00L DISTRICT N0.
P Y
625 as well as ratification by the IJNION. j�l
Independent School District No. 625 School Servicel�mploqees Local
No. 284, S.E.I�.U. , AFL-CIO
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Negoti tor Business Repres��entative
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� °�c�,� . � / � ��
Da Steward
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Chairman, Board of Education Date I
.��i� � � t9�� �'
Date
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� Appendix A
Regulation Effective 1-5-74
Vacation for Less Than a Full Year
For the purpose of computing the amount of vacation n employee who
is eligible for twenty-one days after 15 years of servi ce and twenty-two
days after 25 years of service has earned, the following �hall apply:
Hours of Vac tion Earned
Years of Service . Per Hour o�n Payroll
First Five Years .038�+
After Five Years .0576
After Fifteen Years .08U6
After Ttaenty-five Years .084„5
Round off to the nearest hour.'
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Example: If an employee with three years of servicl'I
• 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 I
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 employ�led.
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Chief Examiner I'I
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� Appendix B
WAGES II
COOK MANAGER I - II - III
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BIWEEKLY WAGE RATES
Effective December 21, 1985: '
A B C D E F 10-yr. 15-yr.
*Grade 15 618. 637 656 680 702 728 , 742 764
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**Grade 17 644 665 688 710 731 757 ' 775 794
***Grade 19 669 692 714 740 764 791 I 806 824
• *Grade 15 includes the title: Cook Manager I
**Grade 17 includes the title: Cook Manager II I
***Grade 19 includes the titles: Cook Manager III '
Food Preparation Supervisor
Quality Control Assista t
School Lunch Coordinato�r
' MINNESOTA SCAOOL FOOD SERVICE CERTIFICATION P EMIUM
Effective April 1, 1986 '
When a regularly (civil service) certified and ppointed employee
shall have completed the 90 credit hours required for Min�esota School Food
Service Certification and shall have received such cc�rtification, that
employee shall become eligible for an additional $.OS (5C' 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 effect ve within 30 days
after the employee has presented to the Director of Faod Service of the
Saint Paul Public Schools, evidence in writing of �'his/her completed
certification.
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^:ITTEE REPORT I' a p
;..VCE, MANAGEMENT & PERSONNEL COMMITTEE � a� �S/
�ruary 27, 1986
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9. Resolution consenting to the issuance of $4,125,000 Port Authori��ty
Industrial Development Revenue Bonds for the refunding of the C�ity Walk
Parking Ramp. No action taken; matter addressed in City Develo�ment Committee 2/24.
10. Resolution a rovin Officials' Suret Bond No. 96854.
PP $ Y laid ov�r to 3/6 _.
11. Resolution author].zing liability insurance co'v�erage for Distric� Council
Board and Directors. laid over to 4/3 �
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12. Resolution approving Memorandum of Agreersent between Independenl School
District No. 625 and I.U.O.E. Local 967 regarding Ma.rtin Luther King Day
as a paid holiday. approved , , I
13. Resolution approving 1985-1987 Agreement between the City and t�e International
Association of Ma�hinists Lodge No. 77. approved
14. �u �pproving the 1986 Agreement between..Independent Sch�ol District
a � ' . ice Employees Local No. 284 represetitinghCook
M�.,_..:.a� =°euvroved j! �
15. Resolution amending Section 4 of the Civil Service Rules concer�kiing
announcements of positions. avproved
16. Resolution amending Section 8.A of the Civil Service Rules conqlerning dual
titles. __ auuroved __ --- -
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17. Resolution amending Section 6.B of the Civil Service Rules conc�erning oral
interviews. approved '
18. Discussion of possible upgrading of Animal Control Officer pos�tion. laid over to 3/13
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�, , � ,�,� CITY OF SA.INT PAUL
;:�u'�:i:� ' OFFICE OF TH� CITY COUNCIL •
:U1 i111 tl . ' .
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�On1l�lltt�� �2 Ort . ,!� I
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�:i�.a�nee. �I�a�ement� & Personnel �amm�ittee. I
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--- -- -- __TFEBRUARY 27�--1�86
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1. Approval of minutes from meeting held February 13, 1986. �pproved _
2. City Council budget cuts (committee-of-the-whole) . discu�sed
3. Resolution concurring in the Mayor's recommendation to use hi executine powers
to reduce spending to match current revenue projections (lett r of Mayor
accompanies resolution notifying the Council of a revenue sho�?tage for financing
the adopted .1986.budget) . laid over to 3/6 �
4. Resolution anending the salary plan and rates of compensation'resolution ta
change the compensation for the position of Human Rights Anal�tst -.
Researcher. �aid over to 3/6
5. Resolution amending the 1986 budget by adding $162,04Q to the Financing Plan
and to the Spending Plan for Library Special Revenue. app�oved
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6. Administrative Orders: �
D-7879: Transfer of salaries from administration to health c�re for the
homeless to fund a contract to be negotiated with Mii�nesota Food
Association. laid over to 3/6 "
D-7884: Payment of travel and lodging expenses for applicant,s for position
� of Director of Finance and Management Services. la�.d over to 3/6
D-7885: Transfers of PIR for seventh floor air conditioning.l�, laid over to 3/6
D-7890: Budget to reflect payment made to United Way. laid�over to 3/6
D-7893: Surplus in Fringe Benefit budget transferred to cov 'r deficit -
in Salary budget. laid over to 3/6
D-7897: Compensates contractor for extra work performed. �Ilaid over to 3/6 -
D-7918: Authorizes payment of $342.00 to Women in City Mana�ement
Group. laid over to _3/6 ;
7. Resolution amending Section 2.B of the Salary Plan and Rates 'of Compensation
Resolution and adjusting the rate of pay for Library Aide. ap roved '
8. Resolution authorizing agreements with Saint Paul Police Off�lcers for rental
of snowmobiles as needed to be used as Police patrol vehicle$ during the
1986 Winter Carnival. laid over to 3/6
CITy HALL SEVENTH FLOOR � S T PAUL,MINNESOTA 55102
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