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274590 MHITE - CITV CLERK � PINK - FINANCE G I TY OF SA I NT PAiT L Council r'�s CANAR DEPARTMENT � BLUE ��MAVOR � F11C NO. :.-, Council Resolution , � Presented By Referred To Committee: Date Out of Committee By Date An Administrative Resolution approving the terms and conditions of the 1g80 Agreements between Independent School District No. 625 and the School Service Employees Local No. 284. 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 School Service Employees Local No. 2$4 as exclusive representative for those class�s of positions within Independent School District #625, certified by the Bureau of Mediation Services under Case No. 75-PR-284-A for the purpose of ineeting and negotiating the terms and conditions of employment for personnel in tlze classes of positions as set forth in the Agreements between Independent School District No. 625 and the exclusive representatives hereinabove referenced; and WHEREAS, Independent School District No. 625, through designated representatives, and the exclusive representatives have met in good faith and negotiated the terms and c�nditi�ns of employment for the period December 29, 1979, tlzrough December 26, 1980, for such personnel as are set forth in the Agreernents between Independent School District No. 625 and the exclusive representatives; and WHEREA.S, 1980 Agreements have been reached which include a wage adjustment retroactive to December 29, 1979; nov�i, therefore, be it �� continued) COUNCILMEN Yeas Nays Requested by Department of: Butler [n Favor Hozza Hunt Levine __ Against BY Maddox Showalter Tedesco Form Approved by City Attorney Adopted by Council: Date Certified Passed by Council Secretary By By Approved by Mavor: Date Approved by Mayor for Submission to Council BY - — — BY -, . WHITE - CITV CLERK COQfICll � �'�� . PINK - FINANCE G I TY OF SA I NT PAU L CANARV - DEPARTMENT �� B�UE �MAVOR File NO. � � Council Resolution Presented By Referred To Committee: Date Out of Committee By Date - 2 - RESOLVED, that the Agreements cited above, dated as of the effective date of this Resolution, between Independent School District No. 625 and the School Service Employees Local No. 284, on file in the office of the City Clerk, are hereby approved, and the authorized administrative officials of the City are hereby authorized and directed to execute said Agreements on behalf of the City. Approved: � Chai rman Civil Service Commission COUNCILMEN YeasMC��N Nays � Requested by Department of: �,. PERSONNEL OFFICE �fl In Favor _ Hunt .%=� , Levine _ � _ Against BY Maddox sn 1980 edesc MaR �. g Form proved by n Ad ed by uncil: Date � ert Yass by ci) Secret y BY g., fApprove Mavor: Da . MAR 1 q ra�n Appro ed by yo for Submis ion to Council � �.�� ` By — gy ' __ ltii'R1.istt�o MAR 2 2 1980 • �� 1980 AGREEMENT Between INDEPENDENT SCHOOL DISTRICT NO. 625 And SCHOOL SERVICE EMPLOYEES LOCAL NO. 284 S.E.I.U. , AFL-CLO Representing Cook Managers CONTENTS NEGOTIATED TERMS AND CONDITIONS OF EMPLOYMENT Article I. Definition of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . 1 II. Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 III. Check Off - Fair Share� . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 IV. Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . 5 V. Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 VI. Non-discrimination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 VII. Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 VIII. Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 IX. Hours - Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 X. Vacations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 XI. Lunch Break . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 XII. Civil Service Examinations . . . . . . . . . . . . . . . . . . . . . . . 18 XIII. Layoff Notice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 XIV. Insurance Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 XV. Working Conditions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 XVI. Court Duty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 XVII. Sick Leave Conversion . . . . . . . . . . . . . . . . . . . . . . . . 21 XVIII. Health Insurance Provision for Retireees . . . . . . . . . 21 XIX. Discipline and Discharge . . . . . . . . . . . . . . . . . . . . . . . . . 22 XX. Leaves . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 XXI. Uniforms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 XXII. Wage Scale . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 XXIII. Duration of•Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . 26 Appendices A. Vacation B. Wage Scale AGREEMENT ARTICLE I. DEFINITION OF AGREEMENT A. 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 Suburban Schools Employees Local No. 284, S. E. I. U. (certified by the Director of the Bureau of Mediation Services as tRe exclusive representative) , hereinafter referred to as Local No. 284, 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. B. Purpose: 'I'he purpose of this Agreement is to promote orderly and constructive relationships between the Board of Education, the employees of this unit, and Local No. 284. 80 CF - 1 - ARTICLE II. RECOGNITION A. The Board of Education recognizes Local No. 284 as the certified exclusive representative for the follawing unit: All food service personnel in the classifications of Cook Manager I, Cook Manager II and Cook Manager III employed by Independent School Distr�ct No. 625, whose terms and conditions of employment are established by the City of Saint Paul Personnel Office, who are employed for more than 14 hours per week and more than 100 work days per year, excluding all other employees. B. The Board of Education agrees that so long as Local No. 284 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 A 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. 80 C - 2 - ARTICLE III. CHECK OFF - FAIR SHARE A. 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 deduc- tions be made. The amounts to be deducted shall be certified to the Employer by a representative of the Uniori 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. B. 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. 80 CF - 3 - Article III. Check Off - Fair Share (continued) C. 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 request- ing or receiving deductions under this Article. - 4 - 80 CF ARTICLE IV. MAINTENANCE OF STANDARDS The City agrees that all conditions of employment relating to wages, work, overtime differentials, vacations and general work- ing 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 (Ordinance No. 3250) and Ordinance No. 6446 at the time of signing of this Agreement, and the conditions of employme nt shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. 80 CF - 5 - ARTICLE V. GRIEVANCE PROCEDURE - A. 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. B. An employee presenting a grievance may elect to be repre- sented 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 settle- ment of any Step 2 grievance and provided further that any adjustment or settlement shall not be inconsistent with the terms of the Agreement. C. 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 re- sponsibilities. The aggrieved employee and a Union repre- sentative shall be allawed a reasonable amount of time - 6 - 80 CF �i�� Article V. Grievance Procedure - Cook Managers (continued) without loss of pay when a grievance is investigated and presented to the Employer during normal working hours pro- vided that the employee and the Union representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and would not be detrimental to the work programs of the Employer. It is understood that the Employer sk�all not use the above limit- ation to hamper the processing of grievances. D. A grievance shall be resolved in the following manner: (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 knowledge of the occurrence, whichever is iater, discuss the complaint orally with the Director of School Food Service (or other representa- tive designated by Superintendent) . The Director of School Food Service (or Superintendent' s representative) shall attempt to adjust the complaint at that time. 80 C _ � _ Article V. Grievance Procedure - Cook Managers (continued) (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 provision s 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 i.n 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. (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) - 8 - 80 C �Article V. Grievance Procedure - Cook Manaqers (continued) 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 Super- 1 intendent 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. (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. 80 C - 9 - ?.� Article V. Grievance Procedure - E. The arbitrator shall have no right to amend, modify, nul- lify, 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 deeisions 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 80 CF - 10 - �45� Article V, Grievance Procedure - 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 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 griev- ance 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 80 CF - 11 - Article V. Grievance Procedure - 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. - 12 - 80 CF ARTICLE VI. NON-DISCRIMINATION 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. ; - 13 - 80 CF y . A�tT ICLE V I I. HOL IDAYS Regular or provisional employees in the bargaining unit 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 Washington ' s and Lincoln' s Birthday �ird 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. - 14 - 80 C .. �� Article VII. Holidavs - Cook Manaqers (continued) _..._ _ In addition, a floating holiday is to be granted subject to prior approval of the employee ' s supervisor. To be eligible for the floating holiday, a regular or provisional employee must work at least an equivalent of four full biweekly pay periods (320 hours) . Regular or provisional employees who work an equivalent of 13 full biweekly pay periods (1040 hours) shall receive an additional floating holiday. Holiday pay will be paid on the basis of the employee ' s regularly scheduled riumber of hours in the work day. � � � � V • � .T 80 C - 15 - ARTICLE VIII. SICK LEAVE - Cook Managers Sick leave is provided in accordance with the specifications of Civil Service Regulations. 80 C - 16 - ' ARTICLE IX. HOURS - OVERTIME A. 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 w ork per day or per week. The normal work day shall be eight (8) hours of work and the normal Jwork week, regardless of shift arrangements, shall be an average of forty (40) hours of work. B. 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. 80 CF - 17 - ,�+, ARTICLE X. VACATIONS - Cook Managers Vacations shall be earned by eligible employees on the basis of the Civil Service formula stated in Appendix A attached. ARTICLE XI. LUNCH BREAK Al1 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 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 Whenever possible, two (2) weeks notice shall be given any employee laid off. ARTICLE XIV. INSURANCE BENEFITS A. 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. 80 C - 18 - Article XIV. Insurance Benefits (continued) �� B. Effective January 1, 1979, the Employer agrees to contribute to the premium cost of hospital and medical coverage up ta $39.40 per month for each employee who is eligible for such coverage. 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. Effective January 1, 1979, the Employer agrees to contri.bute 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. Any premium costs in excess of the amounts stated above shall be paid by the employee, by means of payroll deduction. ARTICLE XV. WORKING CONDITIONS A. Emerqencv Closinqs: If it becomes necessary or desirable to close a school as a result of an emergency, the effort shall be made to notify employees not to come to work. Employees not notified who report for work shall be granted two (2) hours pay at their regular rate. 80 CF - 19 - Article XV. Working Conditions (continued) e B. Workshops: Employees in the Food Service program ordered by the Food Service Director to attend Food Service workshops shall be reimbursed for the tuition of the workshop and the normal hourly rate for the time spent in the workshop. C. Mileage: 4�1hen an employee is required and authorized by the proper supervisor to use his or her personal vehicle in the interest of the Employer (i.e. , trips to the bank, grocery store, etc. ) , mileage reimbursement will be paid at the current School District rate, and by the approval of the Food Service Director. D. Workinq 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. 80 CF _ 20 _ � �4�90� ARTICLE XVI. COURT DUTY 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 liti- ' gation undertaken by the employee or the Union against the Employer. Any fees that the employee shall receive from the i 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 Accumulated sick leave in excess of 180 days may be converted to vacation at the rate of 2 days sick leave for 1 day vaca- tion 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 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 re.tirement, 80 CF - 21 - Article XVIII. Health Insurance Provision fox Retireees (continued) 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. ARTICLE XIX. DISCIPLINE AND DISCHARGE Section 1. The Employer shall have the right to impose discipli- nary 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 j (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. 80 CF 22 + Article XIX. Discipline and Discharqe (continued) 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 PRO- CEDURE) . Section 4. Discharges will be preceded by a five (5) day pre- liminary 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. ARTICLE XX. LEAVES Section l. 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. 80 CF - 23 - ARTICLE XX. Leaves (continued) 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. . 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. 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. Eight (8) such leaves shall be made available by the Employer in each school year, for the entire department (i.e. , for Cook Managers and Food Service Personnel combined) . Four of the eight leaves available shall be reserved for employees who have worken for the Food Service Department for at least five years. 226 80 CF - 24 - ARTICLE XX. Leaves (continued) The other four leaves will be available to employees on the basis specified in this Article. 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. , ARTICLE XXI . UNIFORMS Employees will be provided one new uniform per school year by the Employer. Selection of uniforms is the Employer 's option. In order to initiate the system of Employer-supplied uniforms, ; each current manager who has met the conditions stated below for new employees shall receive three uniforms. A new employee must have worked at least thirty (30) working days in a forty-five (45) working day period before receiving the three uniforms supplied for start up by the Employer. An employee who has received uniforms and then terminates employment for any reason after less than six (6) 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. 226 80 C - 25 - ARTICLE XXII. WAGE SCALE See Appendix B. ARTICLE XXIII. DURATION OF AGREEMENT � This Agreement shall be in full force and effect from December 29, 1979 , through December 26 , 1980, 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. 80 CF - 26 - COOK MANAGERS I , II , AND III AGREEMENT THIS AGREEMENT IS BY AND BETWEEN INDEPENDENT SCHOOL DISTRICT NO. 625, THE CITY OF SAINT PAUL, AND SCHOOL SERVICE EMPLOYEES LOCAL N0. 284, S.E. I.U. , AFL-CIO, ON BEHALF OF COOK MANAGERS I , II , AND III. In full settlement of 1980 negotiations between the hezein 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 approval and adoption by the Board of Education of INDEPENDENT SCHOOL DISTRICT NO. 625, the CITY COUNCIL, and the CIVIL SERVICE COM- MISSION, as well as ratification by the UNION. I Independent School District No. 625 School Service Employees Local No. 284 , S.E.I .U. , AFL-CIO � � �� Negot' tor Business Representative ��-�-�-, �, /9 � Date Steward 3-- �9g0 Chairman, Board of Education Date Date 221 80 C - 27 - �� 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 ho�rs 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 - A - 80 CF ,�, r WAGES Appendix B COOK MANAGER I - II - III 1980 A B C D E F 10-Yr. 15-Yr. Grade 15 394 409 427 447 467 489 502 515 Grade 17 416 434 454 473 492 515 530 544 Grade 19 438 457 477 499 521 544 557 573 i 221 80 C - B - , � � 1��7v�3V 1980 AGREEMENT Between � INDEPENDENT SCHOOL DISTRICT N0. 625 And SCHOOL SERVICE EMPLOYEES LOCAL NO. 284 � � S.E.I.U. , AFL-CIO Representing Food Service Personnel CONTENTS NEGOTIATED TERMS AND CONDITIONS OF EMPLOYMENT Article I. Definition of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . 1 II. Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 III. Check Off - Fair Share . . . . . . . . . . . . . . . . . . . . . . . . . 3 IV. Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . 5 V. Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 VI. Non-discrimination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 VII. Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 VIII. Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 IX. Hours - Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 X. Vacations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 XI. Lunch Break . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 XII. Civil Service Examinations . . . . . . . . . . . . . . . . . . . . . . . 18 ' XIII. Layoff Notice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 ` XIV. Insurance Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 i XV. Working Conditions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 XVI. Court Duty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 XVII. Sick Leave Conversion . . . . . . . . . . . . . . . . . . . . . . . . . 21 XVIII. Health Insurance Provision for Retireees . . . . . . . . . 21 XIX. Discipline and Discharge . . . . . . . . . . . . . . . . . . . . . . . . . 22 XX. Leaves . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 XXI . Uniforms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 XXII. Wage Scale . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 XXIII. Duration of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 �ppendices A. Vacation B. Wage Scale AGREEMENT ARTICLE I. DEFINITION OF AGREEMENT A. 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 Suburban Schools Employees Local No. 284, S. E. I. U. (certified by the Director of the Bureau of Mediation Services as the exclusive representative) , hereinafter referred to as Loca1 No. 284, 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. B. 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. 284. 80 CF - 1 - . ARTICLE II. RECOGNITION A. The Board of Education recognizes Local No. 284 as the certified exclusive representative for the following unit: All food service personnel employed by Independ- ent School District No. 625 whose terms and con- ditions of employment are established by the City of Saint Paul Civil Service Department, who are employed for more than 14 hours per week and more than 100 work days per year; excluding those employees in the classifications of Cook Manager I, Cook Manager II and Cook Manager III, and supervisory and confidential employees. B. The Board of Education agrees that so long as Local No. 284 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 A 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. 80 F - 2 - �� ARTICLE III. CHECK OFF - FAIR SHARE A. 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 deduc- tions be made. The amounts to be deducted shall be certified to the Employer by a representative of the Uniori 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 passible. B. 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. Z'his 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. 80 CF - 3 - . -- _. , .,.�.,. , _ � .�.. Article III. Check Off - Fair Share (continued) C. 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 request- ing or receiving deductions under this Article. - 4 - 80 CF ,;. A ICLE ��`''�v RT IV. MAINTENANCE OF STANDARDS The City agrees that all conditions of employment relating to wages, work, overtime differentials, vacations and general work- ing conditions shall be maintained at not less than the highest minimum standard as set forth in tlle Civil Service Rules of the City of Saint Paul (Ordinance No. 3250) and Ordinance No. 6446 at the time of signing of this Agreement, and the conditions of employme nt shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. ' 80 CF - 5 - � . ARTICLE V. GRIEVANCE PROCEDURE - A. 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. B. An employee presenting a grievance may elect to be repre- sented 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 settle- ment of any Step 2 grievance and provided further that any adjustment or settlement shall not be inconsistent with the terms of the Agreement. C. 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 re- sponsibilities. The aggrieved employee and a Union repre- sentative shall be allowed a reasonable amount of time - 6 - 80 CF Article V. Grievance Procedure - Food Service Personnel (continued) without loss of pay when a grievance is investigated and presented to the Employer during normal working hours pro- vided that the employee and the Union representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and would not be detrimental to the work programs of the Employer. It is understood that the Employer shall not use the above limita- tion to hamper the processing of grievances. D. A grievance shall be resolved in the following manner: (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 knowledge of the occurrence, whichever is later, discuss the complaint orally with the employee ' s school Cafeteria Manager (or representa- tive designated by the Director of Foad Service) . Z'he school Cafeteria Manager (or representative of Director of Food Service) shall attempt to adjust the complaint at that time. 80 F - 7 - Article V. Grievance Procedure - Food Service Personnel (continued) (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. 80 F - 8 - Article V. Grievance Procedure - Food Service Personnel (continued) (Step 3) . If appealed, the written grievance shall be presented by the Union and discussed at an informal meet- ing within ten (10) working days of receipt of the written grievance, with the Superintendent of Schools or his rep- resentative. 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. (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. 80 F - 9 - Article V. Grievance Procedure - E. The arbitrator shall have no right to amend, modify, nul- lify, 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 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 80 CF - 10 - Article V. Grievance Procedure - 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 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 griev- ance 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 80 CF - 11 - Article V. Grievance Procedure - of the RuTes 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. - 12 - 80 CF ARTICLE VI. NON-DISCRIMINATION 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. - 13 - 8Q CF ARTICZE VII. HOLIDAYS 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 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 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. 221 80 F - 14 - *NOTE: For 1980, pay for the Presidents ' Day holiday will be issued on the final paycheck for the 1979-80 school year, to eligible employees. ��JV Article VII. Holidays - Food Service Personnel (continued) Al1 employees will be expected to work on all days when school is in session, except when on approved leave. In addition, a floating holiday is to be granted employees in the Cook II and Baker II classifications subject to prior approval of the employee ' s supervisor. To be eligible for the floating holiday, a regular or provisional employee must work at least an equivalent of four biweekly pay periods (320 hours) . Employees in the Cook II and Baker II classifications who work an equivalent of thirteen full biweekly pay periods (1040 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. 80 F - 15 - . ARTICLE VIII. SICK LEAVE - Food Service Personnel A. Sick leave shall continue to be provided for the class- ifications of Cook II and Baker II in accordance with Civil Service Regulations. � , B. 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. C. Effective with the first full pay period following Board of Education adoption of this Agreement, it is also aqreed 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. 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. 220 80 F - 16 - ARTICLE IX. HOURS - OVERTIME A. Hours: 'I''his 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 w ork 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. B. 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. 80 CF - 17 - •,.,', ARTICLE X. VACATIONS - Food Service Personnel 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 Al1 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 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 Whenever possible, two (2) weeks notice shall be given any . employee laid off. ARTICLE XIV. INSURANCE BENEFITS A. 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 personnel. 80 F - 18 - . ��tJa�V Article XIV. Insurance Benefits (continued) B. Effective January 1, 1979, the Employer agrees to contribute to the premium cost of hospital and medical coverage up ta $39.40 per month for each employee who is eligible for such coverage. 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. Effective January l, 1979, 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. Any premium costs in excess of the amounts stated above shall be paid by the employee, by means of payroll deduction. ARTICLE XV. WORKING CONDITIONS A. Emerctencv Closincts: If it becomes necessary or desirable to close a school as a result of an emergency, the effort shall be made to notify employees not to come to work. Employees not notified who report for work shall be granted two (2) hours pay at their regular rate. 80 CF - 19 - Artic�e XV. Workinq Conditions (continued) B. Workshops: Employees in the Food Service program ordered by the Food Service Director to attend Food Service workshops shall be reimbursed for the tuition of the workshop and the normal hourly rate for the time spent in the workshop. C. Mileaqe: When an employee is required and authorized by the proper supervisor to use his or her personal vehicle in the interest of the Employer (i.e. , trips to the bank, grocery store, etc. ) , mileage reimbursement will be paid at the current School District rate, and by the approval of the Food Service Director. D. Workinq 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. 80 CF _ 20 _ - ��so ARTICLE XVI. COURT DUTY Any employee who is required to appear in court as a juror or as a subpoenaed witness sYiall be paid his/rier regular pay while so engaged, unless the court duty is the result of liti- gation 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 Accumulated sick leave in excess of 180 days may be converted to vacation at the rate of 2 days sick leave for 1 day vaca- tion 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 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, 80 CF - 21 - Article XVIII. Health Insurance Provision for Retireees (continued) to be continued to age 65. �'his provision shall be applicable to any employee who retired on or after July 1, 1973, except that prior to January l, 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. ARTICLE XIX. DISCIPLINE AND DISCHARGE Section l. The Employer shall have the right to impose discipli- nary 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. 80 CF - 22 - Article XIX. Discipline and Discharqe (continued) 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 PRO- CEDURE) . Section 4. Discharges will be preceded by a five (5) day pre- liminary 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. ARTICLE XX. LEAVES Section 1. Lonq-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 x�equests within fifteen (15) calendar days after they are received in the Food Service Office. � 80 CF - 23 - , ;a, �' - . ARTICLE XX. Leaves (continued) ' 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. 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. 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. Eight (8) such leaves shall be made available by the Employer in each school year, for the entire department (i.e. , for Cook Managers and Food Service Personnel combined) . Four of the ' eight leaves available shall be reserved for employees who have workeci for the Food Service Department for at least five years. 226 80 CF - 24 - � - � ��4�90 ARTICLE XX. Leaves (continued) The other four leaves will be available to employees on the basis specified in this Article. � 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. ARTICLE XXI . UNIFORMS Employees will be provided one new uniform per school year by the Employer. Selection of uniforms is the Employer's option. In order to initiate the system of Employer-supplied uniforms, each current employee who has met the conditions stated below for new employees shall receive uniforms on the following basis: Food Service Aide ) two uniforms each Cook I , Baker I ) • Cook II, Baker II three uniforms each. A new employee must have worked at least thirty (30) working days in a forty-five (45) working day period before receiving the two uniforms supplied for start up by the Employer. An employee who has received uniforms and then terminates employ- ment 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. 226 80 F - 25 - ARTICLE XXII. WAGE SCALE See Appendix B. ARTICLE XXIII . DURATION OF AGREEMENT � This Agreement shall be in full force and effect from December 29, 1979 , through December 26 , 1980, 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. 80 CF - 26 - FOOD SERVICE PERSONNEL AGREEMENT THIS AGREEMENT IS BY AND BETWEEN INDEPENDENT SCHOOL DISTRICT NO. 625, THE CITY OF SAINT PAUL, AND SCHOOL SERVICE EMPLOYEES LOCAL NO. 284, S.E. I .U. , AFL-CIO, ON BEHALF OF FOOD SERVICE PERSONNEL. In full settlement of 1980 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 approval and adoption by the Board of Education of INDEPENDENT SCHOOL DISTRICT N0. 625, the CITY COUNCIL, and the CIVIL SERVICE COM- MISSION, as well as ratification by the UNION. Independent School District No. 625 School Service Employees Local No. 284, S.E. I .U. , AFL-CIO �� , Negot ator Busine s Representative c��N . � O O Date Steward Steward Chairman, Board of Education �3- � 980 Date Date 221 80 F - 27 - . �4�90 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 - A - 80 CF � i ! WAGES Appendix B 1980 Food Service Aide $ 3.66/hr. Cook I 4.03/hr. Baker I 4.03/hr. COOK II AND BAKER II 1980 A B C D E F 10-Yr. 15-Yr. Grade 11 356 375 389 404 422 442 454 464 22180F - B - n �- � ,�'. , . Do not deta�h this mrern��ur�t::� �the � , t thiS'�n��+�r1�� :` , resoiutfon so t� ` `� avatta�#e to t�+� � G��, _:, . ° ` r.��u,�zr�� o� ��r�y� �� , �E L � � , � . . _ � . . _ ; . - ' ,.. �,: D�tte: _ 1Vfareh 3, 1980 � ' � : . ". �� E � `�� , MA�?'S -19� � �0: MA�R: G8�tG8 L�iTIMER ,MA��R'SJ � ��. FR: Pesabimiel Of f�ce _ ` `� ;,. '� RB: �s�l�t�.an fc+r auhmise�.on ta City Co�ncil ' i � j . � . � , . .- - ° . � � . ..:.j - � . ' . � � . .. .:.. . � � �, _ t�V14V1� �� . . � . . . � . .. - - ,� . _� . .` r W.�ri..i..� � i � . � � �. . i .. . . . . �. , . � 1�`� � Ws_ r�cc�a�+d gau�r a�praval and s�bmi�sion of this RssolutiauA'tcy th� Cit�r �i],. ; �� ; � P.� �3 ��31�L� �OR THIS ACTIO�: � � � ,�, y r. ...e�� . . .. . . � . . � � � i � . . � . � � � , . � . . � � � � . . . . . . . . . . . � '.z #� See th;�t�'�eriai attached for a r�,a�nze of the pre�ir3.,si,oae coa#�i�ed in t�e. ` . :, '• � ; �s - : '`198�1 ��err��rneat� between Zndeper�deat School Distri�t'i�o� b2� ��.��e'9chot�l. , . � :� �+et�ri��o�rees Loca1 No. 28� - representixrg �e Co�l� M��e�B aad t�� ,: Food Serv�.ce Personnel. . . . . .' . . . , �.� . . _. . . . . ..� .. ,.. �� ` ::: .4.:'' .. . . ' ' . � . . � . .., .. . .. .. ..�.. . .,. . . . . . . . . - . . �� ,. .. b��' . . . . � k . . . . . . . . � .. . . . . . , . . . . . . . , . . . . . .. . . i U � � . . � �- � . � � .� . � � , �� . . . . . �� . . . . � . � �. . � � � ., � � . .. �, .. � . .. � �� ' . . . . ' . � . . . . � . . . �"p�. _. . , . . . . . .. . - . ';f � . '. . � � . . � � . . .. . ,�'Y . . . � . . . . .. . . . :3: , .` .. ... . .. . ' �.. :Y AT'FACy��&IaTS t _.,..� �.. , . � ��;� � :.;$w�eol�tiar� aad capy for the �City Clerk - also, copy��f the .Ag�em�tt�. -:s � t� s� � . , . . . ... . . � . , �K�'S .. . � . �. � . � , �� .. � �:'� . . . � • �� . .. . � . .. ... , , ...� �. ,.. �. . . . . .. � � .. , . . . � . . � .. . . ....... ....�. . ., .. . . . ... t�. _ �`�59� 1980 Contracts: Cook Managers Food Service Personnel , Both contracts are for calendar 1980. Fourteen employees are in the Cook Managers # bargaining unit and 284 employees in the Food Service Personnel bargaining unit. Contract changes are: , ', � Wages: Food Service Aides receive an added 30C per h�ur and one anditional holiday. Cooks I and Bakers I receive an added 34C per hour and one additional holiday. Cooks II and Bakers II, Managers I, II, and III receive increases averaging S1C per hour, resulting from SX increase on current straight-time rates. Sick Leave: For Food Service Aides, eligibility for earning sick leave will begin for 3-hour employees. Those employees with two years service in that classification vho have been regularly assigned three hours or more per work day for the three preceding months .Will be eligible. Formerly only employees regularly assigned four hours or more daily were eligible. Leaves: Short-term leaves language revised to provide that initial request for leave must be in vriting. � - Total number of leaves permitted in Department is increased from 7 to 8 for the year, with four leaves reserved for five-year (or more) employees. During the months of January and February, leaves are restricted to two per month. Uniforms: Paid uniform allowance is replaced by conversion to District-supplied uniforms. District vill supply each employee one uniform per year after an initial supply of 3 for each manager and 2 for all others. .