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277744 WNITE - CITY CLERK �J PINK - FINANCE .[�� CANARY - DEPARTMENT COURCII � � BLUE - MAYOR G I T Y O F S A I N T F�A U L File N O. ouncil Resolution ! Presented By � Referred To Committee: Date - � Out of Committee By Date An administrative Resolution approving the terms and I conditions of the 1981 Agreement between Independent School District No. 625 and the Food Teamsters Local , 320. ' WHEREAS, the Council, pursuant to the provisions of Section 12. 09 ; of the St. Paul City Charter and the Public Employees Labor Relations Act ', of 1971, as amended, recognizes the Teamsters Local 320 as exclusive 'i representative for those classes of positions within Independent SchoolDistrict�l, #625, certified by the Bureau of Mediation Services under Case 81 -PR-268-A for the purpose of ineeting and negotiating the terms and conditions of employ-I ment for personnel in the classes of positions as set forth in the Agreement I� between Independent School District No. 625 and the exclusive representatives ', hereinabove referenced; and WHEREAS, Independent School District No. 625, through de signated � repreaentatives, and the exclusive representatives have met in good faith and I negotiated the terms and conditions of employment for the period December 26 1980, through July 11, 1982, for such personnel as are set forth in the Agree ent between Independent School District No. 625 and the exclusive representatives; now, therefore, be it ' RESOLVED, that the Agreement cited above, dated as of the effective date of this Resolution, between Independent School District No. 625 and the Teams�ers Local 320, on file in the office of the City Clerk, is hereby approved, and the , authorized administrative officials of the City are hereby authorized and direc�ed to execute said Agreement on behalf of the City. ' Approved: ' � Chairma C Service Commissio COUNCILMEN Requested by Department of: ' Yeas Nays � Hunt PERSONNEL OFFICE � Levine In FBVO[ � Maddox McM�°�.. _ __ Against y �'� � �� B '" � ��?l� .�. Tedesco Wilson DEC � �98� Form A roved Cit tor y Adopted by Council: Date — c�=wC �, Certified � ssed by oun �I Sec ary BY � ./�i��/��, B;� _��- � � Approved avo : Date C � �� App o ed by Mayor or i sion to Council ' _ BY - - — r PUBLISHED D E C 12 1981 , ' ��`:� , • 1981 AGREEMENT Between INDEPEIIDENT SCHOOL DIS�RICT N0. 625 And MINNESOTA TEAMSTERS PUBLIC AND LAW ENFORCEMENT EMPLOYEES UNION, LOCAL N0. 320 • Representing Food Service Personnel . � �'�� CONTENTS NEGOTIATED TERMS AND CONDtTIONS OF EMPLOYMENT Article Pa e I. Definition of Agreement . . . . . . . . . . . . . 1 II. Recognition . . . . . . . . . . . . . . . . . . . 2 III. Check Off - Fair Share. . . . . . . . . . . . . . 3 IV. Maintenance of Standards. . . . . . . . . . . . . 4 V. Grievance Procedure . . . . . . . . . . . . . . . 5 VI. Non-discrimination, Affirmative Action. . . . . . 8 VII. Holidays. . . . . . . . . . . . . . . . . . . . . 9 VIII. Sick Leave. . . . . . . . . . . . . . . . . . . . 10 IX. Hours . . . . . . . . . . . . . . . . . . . . . . 11 X. Vacations . . . . . . . . . . . . . . . . . . . 12 XI. Lunch Break . . . . . . . . . . . . . . . . . . . 12 • XII. Civil Service Examinations: : : : : : : : : : : : 12 XIII. Layoff Notice 12 XIV. Insurarice Benefits. . . . . . . . . . . . . . . . 13 XV. Working Conditions. . . . . . . . . . . . . . . . 14 XVI. Court Duty. . . . . . . . . . . . . . . . . . . . 15 XVII. Sick Leave Conversion . . . . . . . . . . . . . . 15 XVIII. Health Insurance Provision for Retirees . . . . . 16 XIX. Discipline and Discharge. . . . . . . . . . . . . 17 XX. Leaves. . . . . . . . . . . . . . . . . . . . . . 18 XXI. Uniforms. . . . . . . . . . . . . . . . . . . . . 19 XXII. Wage Scale. . . . . . . . . . . . . . . . . . . . 19 XXIII. Duration of Agreement . . . . . . . . . . . . . . 20 Appendices A. Vacation. . . . . . . . . . . . . . . . . . . . . Al B. Wage Scale. . . . . . . . . . . . . . . . . . . Bl-B3 • . � I I , �� AGREEMENT • 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 Employ- ment Labor Relations Act of 1971, as amended, to set forth the terms and conditions of employment SECTIOII 2. PURPOSE: The purpose of this Agreement is to promote orderly and constructive relationships between the Board of Education, the employ- ees of this unit, and Local No. 320. • • 81FS - 1 - ARTICLE II - RECOGNITION SECTIOId l. • 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 establis:ied by the City of Saint Paul Civil Service Department, whose employment service exceeds the lesser of 14 hours per week or 35 percent of the normal work week and more than 100 work days per year, excluding those em- ployees in the classification of Cook Ma.nager I, Cook Manager II, and Cook Manager III, and supervisory and confidential employees. SECTIOPd 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. . 81 FS - 2 - • . �� ARTICL� III - CHECK OFF - FAIR SHARE • SECTION l. The Employer agrees to deduct the Uaion membership initiation fee assessmen�s 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 denuctions are made or as soon thereafter as possible. SECTIOIV 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 Bmployer 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. SI:CTION 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 of- ficers or employees, by reason of negligence of the Union in requesting or receiving deductions under this Article. • 81 FS - 3 - ARTICLE IV - MAINTENAIQCB OF STANDARDS SECTIQN l. • 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 I�to. 6446 at the ti�ne of signing of this Agreement, and the con- ditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. • 81 FS - 4 - • ARTICLE V - GRIEVAVCE 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 approprialte Union representative. At Step 1 or Step 2 of the grievance procedure, the em-'' ployee may choose to present his/her grievance without being represented by a Union representative, provided, however, that the Union representative shall b.e 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 proces- sing 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 respon- sibilities. The aggrieved employee and a Union representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investiga�ed and presented to the Employer during normal working hours provided that the em- ployee and the Union representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and would mot be detrimental to the work programs of the Employer. It is understood that t1�e • Employer shall not use the above limitation to hamper the processing of griev� ances. 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 d'ays of the time the employee reasonably should have knowledge of the occurrence, whichever is later, discuss the complaint orally with the employee's school C'af- eteria 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. Subd. 2 (Step 2) . A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in wr�tir�g setting forth the nature of the grievance, the facts on which it is based, the provision or provisions of the Agreement allegedly vi- olated, 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 t$he employee within fifteen (15) working days shall be considered waived. i • 81 FS - 5 - If appealed, the written�grievance shall be presented by the employee and the Union and discussed with the Director of School Food Service (or repre- sentative 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 Su�erintendent 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 Re�ations Act of 1971 as amended. If a mutual- ly acceptable arbitrator cannot be agreed upon, the selection of an arbitra- tor shall be ma.de 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. The arbitrator shall be without power to make decisions contrary to or in- consistent 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 Bu- reau of Mediation Services within thirty (30) days following the close of the hearin� or the submission of briefs by the parties, whichever be later, unless the parties a�ree 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 representatives and witnesses. If either party desires a verbatim record of the proceedings, it ma.y 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 equal- ly. • 81 FS - 6 - � ��"�� 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 sub- mitted 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. � • 81 FS - 7 - I . . ARTICLE VII. HOLIDAYS • SECTION 1. Regular or provisional employees working under the title Food Service Aide, Cook I, and Baker I, shall be eligible for only four (4) holidays with pay (Memorial Day, Thanksgiving Day, Friday following Thanksgiving, and Presidents' Day), and in accordance with the following rules. All other regular or provisional employees in the bargaining unit shall be granted holidays off with pay provided, however, that their names have ap- peared on the payroll on any six working days of the nine working days pre- ceding 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 daXs are declared to be the holidays: New Year's Day January 1 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 llirector 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 subject to prior approval of the employee's supervisor. To be eligible for the floating holiday, a regular or provisional employee mus:t work at least an equivalent of four biweekly pay periods (320 hours). Employ�es 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. • 71381FS - 9 - � 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 adop- tion 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. . 81 FS - 10 - • �"�� ARTICL� IX. HOURS . SECTIOiV l. 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 (12) 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. • • 81 FS - 11 - � 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 form�la 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 SECTION 1. 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. ARTICLE XIII. LAYOFF NOTICE • SECTION l. Whenever possible, two (2) weeks' notice shall be given any employee laid off. 81 FS - 12 - • ARTICLE XIV. INSURANCE BENEFITS • SECTION 1. HOSPITALIZATION AND LIFE INSURANCE: Health and Welfare benefits shall be provided for eligible employees under the plan carried by the City of Saint Paul and Independent School District No. 625 for Civil Service per- sonnel. SECTION 2. Subd. 1. Effective January 1, 1979, the Employer agrees to contribute to the premium cost of. hospital and medical coverage up to $39.40 per month for each. employee who is eligible for such coverage. Subd. 2. In addition, effective January 1, 1979, 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 $45.40 per month, whichever amount is less. Subd. 3. Effective January 1, 1979, the Employer agrees to contribute to the cost for $5,000. of life insurance coverage up to $3.30 per month for each em- ployee 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. SECTION 3. Subd. 1. Effective October 1, 1981, the Employer agrees to contribute to the • premium cost of hospital and medical coverage up to $44.40 per month for each employee who is eligible for such coverage. Subd. 2. In addition, effective October 1, 1981, 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 $50.40 per month, whichever amount is less. Subd. 3. Effective October 1, 1981, the Employer agrees to contribute to the cost for $5,000. of life insurance coverage up to $3.30 per month for each em- ployee 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. • 81 FS - 13 - 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 efiort shall be made to notify em- ployees 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 llirector 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 �mployer (i.e. , trips to the bank, grocery store, etc.), mileage reimburse- ment will be paid at the current School District rate, and by the approval of the Food Service Director. SECTION 4. WOR�ING 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 purposes • 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 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 con� sideration. Subd. l. 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 addi�ional 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. 81 FS - 14 - • � �� ARTICLE XVI. COURT DUTY • SECTION 1. Any employee who is required to appear in court as a juror or as a sub- poenaed 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. SICK LEAVE CONVERSION SECTION 1. Accumulated sick leave in excess of 130 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-sche�uled hours per day. • • 81 FS - 15 - ARTICLE XVIII. HEALTH INSURANCE PROVISION FOR RETIREES ' SECTION l. 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 pro- vision shall be applicable to any employee who retired on or after July l, 1973, except tiiat prior to January l, 1974, the Employer will not be re- sponsible for premiums. The employee must apply for this coverage prior to the date of retirement in order to receive the benefit. • . 81 FS - 16 - • . ?'� '�� y � , ARTICLE XIX. DISCIPLINE AND DISCHARGE • SECTION l. The Employer shall have the right to impose disciplinary actions on employ- ees 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 liave 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 sus- pension, 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 with- out 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. • 81 FS - 17 - 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) cal- endar days after they a�e received in the Food Service Office. SECTION 2. SHORT-TERM LEAVES WITHOUT PAY: . Short-term special leaves with- oiit 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 Em- ployer 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 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 Feb- ruary each year. 81 FS - 18 - • � � �'`�'�'��t� ARTICLE XXI. UNIFORMS • SECTION 1. Employees will be provided one new uniform per school year by the Em- ployer. 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 uni- forms 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 B. • � 81FS - 19 - , ARTICLE XXIII. DURATION OF AGREEMENT This Agreement shall be in full force and effect from December 26, 1980, • through July 11, 1982, 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 Employees 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. • 81 FS - 20 - • � �� ' � FUpD SEfiVICE P�RSONNEL AGREEMENT This Agreemen� is by and between Independent School District No. 625 and Mir�nesota Teamsters Public and Law F.nforcement Employees Union Local No. 320, on behalf of Food Service Personnel. In full settlement of 1981-82 negatiati_ons between the here?n parti.es, 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, approval and adoption Uy the Board of Education of Indeper:dent 5chool District I3o. 625, as well as ratification by the Union. Independent School District No. 625 • Minnesota Teamsters Public and Law Enforcement Em- _ _ ployees Union �Local No. 320 �` . , �, ;�_�'/ , � �� ....-; �+ � � � / '�.� �i. �if -c�/ ! Negoti tor / � Bus J ss Agent t � , ��-�Y_�'l ,�i ��C�� '.�� Date iness Agent � — C — / . � � -� c� Chairn�n, Board of E cation Date � � �S~� �_L�____ Date � 8] FS - 21 - ' ` ' �� II� . �!1 �� r.. '� Appendix A • Regulation 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 - Al - • • � �'7 � '��,�y' Appendix B - 1 WAGE SCHEDULE CONDITIONS - FOOD SERVICE AIDE • January 1, 1981: � 1.1 Al1 current regulazly-worlcing employees in the Food Service Aide classification at the date of Board approval of this Agreement, shall be placed in the Base Rate column of the Wage Schedule for purposes of calculation of any retroactive pay adjustment due for the period of January l, 1981, through August 21, 1981. 1.2 Persons who worked on an occasional basis in the Food Service Aide classification, averaging less than 14 hours per week or 100 days per year, and who did not begin working regularly prior to the end of the 1980-81 school year, shall be paid at the Probationary column rate for work performed during the period of January l, 1981, through August 21, 1981. August 22, 1981: � 2.1 Current regularly-working employees in the Food Service Aide classification as identified in Paragraph 1.1 above, who have passed the Civil Service test for this classification, and have been certified to a position, and who have completed at least four cal- endar years of continuous employment in the classification, shall • be paid at the 4-Year column-rate. �c 2.2 All other current regularly working employees in the Food Service Aide classification as identified in Paragraph 1.1 above, shall be paid at the Base Rate, regardless of length of continuous employment. 2.3 Persons working on an occasional basis in the Food Service Aide classification as Temporary, Emergency, or Provisional employees shall be paid at the Probationary column rate. 2.4 Persons newly employed (at any time after July 1, 1981) in the Food Service Aide classification on a regularly-scheduled basis, shall be paid at the Probationary column rate until such time as the em- ployee shall have passed the Civil Service examination for the classification, been certified and appointed to a regularly-scheduled position, and shall have completed the six-month probationary period. After satisfactory completion of all of the above, including the six- month probationary period, the employee shall be paid at the Base Rate column rate: *"Current" means regularly and continuously employed prior to July 1, 1981. • 71581FS - Bl - Appendix B - 2 WAGE SCHEDULE CONDITIONS - FOOD SERVICE AIDE (continued) • December 28, 1981: * 3.1 Current regularly-working employees in the Food Service Aide classification as identified in Paragraph 1.1 above, who have passed the Civil Service examination for this classification, have been certified/appointed to a position, and who have com- pleted two, four or six calendar years of continuous employment in the Food Service Department of the school district, shall be paid at the 2-Year, 4-Year or 6-Year column rate as appropriate to the employee's length of continuous service. * 3.2 All other current regularly-working employees in the Food Service Aide classification as identified in Paragraph 1.1 above, shall be paid at the Base Rate, regardless of length of continuous employment. 3.3 Persons working on an occasional basis in the Food Service Aide classification as Temporary, Emergency, or Provisional employees shall be paid at the Probationary column rate. , 3.4 Persons newly employed (at any time after July 1, 1981) in the Food Service Aide classification on a regularly-scheduled basis, shall be paid at the Probationary column rate until such time as • the employee shall have passed the Civil Service examination for Food Service Aide, been certified/appointed to a position, and shall have completed the six-month probationary period. After satisfactory completion of all of the above, including the six-month probationary period, the employee shall be paid at the Base Rate column rate. Movement to the 2-Ye�r, 4-Year or 6-Year pay column shall be based on completion of the specified number of years of continu- ous regular employment from the date of certification/�point- ment. April 19, 1982: The same conditions apply as are specified effective December 28, 1981, for each employee in the Food Service Aide classification. i • * "Current" means regularly and continuously employed prior to July 1, 1981. �1i 7 2081FS - B2 - � WAGES Appendix B-3 ��'�� • FOOD SERVICE AIDES Date Probation Base 2-Year 4-Year 6-Year Rate Rate Rate Rate Rate Jan. 1, 1981 $3.66 $3.85 per hour Aug. 22, 1981 3.66 4.00 $4.10 Dec. 28, 1981 3.75 4.05 $4.15 4.25 $4.30 April 19, 1982 3.85 4.20 4.30 4.40 4.50 OTHER CLASSIFICATIONS • Classification 1-1-81 8-22-81 12-28-81 4-19-82 Food Service Supervisor I $4.10 $4.30 $4.50 Food Service Supervisor II 4.20 4.35 4.55 Food Service 4.40 4.50 4.70 Supervisor III Cook I Baker I $4.25 4.45 4.55 4.90 COOK II AND BAKER II A B C D E F 10-Yr. 15-Y�t. Jan. 1, 1981 $k.70 $ 4.93 $ 5.12 $5.33 $5.56 � 5.82 $ 5.98 $ 5.1� Aug. 17, 1981 4.90 5.15 5.35 5.56 5.80 6.07 6.24 6.3� • Jan. l, 1982 5.15 5.41 5.62 5.84 6.09 6.37 6.55 6.7� 71381FS - B3 - _ _ _ __ _ _ _. . _� _ _ ___ _ WHITE - CITY C3_`ERK� �/�� q�F� PINK - FtNANCE ( � T ♦ COUACII F5r k J : . _. � CANARY - DEPARTMENT `) I T� O F SL� I :�IT� l,t1II L File NO. BLUE - MAYOR CITY CLERK �,Q��,�Z� �eSO�L��Z Presented By Referred To Committee: Date Out of Committee By Date An administrative Resolution approving the terms and conditions of the 19g1 Agreement between Independent School District No. 625 and the Fooa Teamsters Local 320. WHEREAS, the Council, pursuant to the provisions of Section 1 Z. 09 of the St. Paul City Charter and the Public Employees Labor Relations Act of 1971, as amended, recognizes the Teamsters Local 320 as exclusive representative for those classes of positions within Independent SchoolDistrict #625, certified by the Bureau of Mediation Services under Case 81-PR-268-A for the purpose of ineeting and negotiating the terms and conditions of employ- ment for personnel in the classes of positions as set forth in the Agreement between Independent School District No. 625 and the exclusive representatives hereinabove referenced; ancl WHEREAS, Independent School District No. 625, through designated regresentatives, and the exclusive representatives have met in good faith and negotiated the terms and conditions of employment for the period December Z6, 1980, through July 11, 1982, for such personnel as are set forth in the Agre�ment between Independent School District No. 625 and the exclusive representatives; now, therefore, be it RESOLVED, that the Agreement cited above, dated as of the effective tlate of this Resolution, between Independent School District No. 625 and the Teamsters Local 320, on file in the office of the City Clerk, is hereby approved, and th� authorized administrative officials of the City are hereby authorized and directed to execute said Agreement on behalf of the City. Approved: Chairman, Civil Service Commissimn COUNCIL:�1EN Requested by Department of: ' Yeas N ays Hunt PERSONNEL OFFICE Levine In Favor Maddox McMahon B Showatter __ Against Y Tedesc:o w Ison Form Approved by City Attorney , Adopted by Council: Date Certified Passed by Council Secretary BY BJ __ Approved by �la�•or: Date _ Approved by Mayor for Submission to Courtcil B}' — - T BY � Do not detach this mem�ran��:m from t;3�� F � �� ,r#�/_a�� resolution so that this in#ormation will be avaitable to the City Council. �"6� �� EXPLANATION OF ADMINISTRATIVE ORDERS, • RESOLUTIONS, AND ORDINANCES Date: October 28, 1981 RECEIVE'D NOV 1 31981 T0: MAYOR GEORGE LATIMER MAYORS OFF�CE FR: Personn�l Office RE: Resoluti.on for submission to City Council ACTION REQUESTED We recommend your approval and submiss�on of this Resolution to the City Council. PURPOSE AND RATIONALE FOR THIS ACTION This resolution approves the 1981 Agreements between the ISD #625 and the Teamste s , Local No. 3�0 representing the Non-Supervi.sory Food Service Personnel. FINANCIAL IMPACT None. Not applicable to city emplayees. ATTACHIrIENTS: Resolution, Agreement and copy for City Clerk.