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271303 WHITE — CITV CLERK 1 �!�■ .�sr, � PINK -�FINANQE � COUI1C11 / '!.� ` CA�dARY�—��DEPARTMENT G I TY OF SA I NT PA LT L �"��.j.��o'� BLUE�� -�AVOR File NO. � Council Resolution � Presented By Referred To Committee: Date Out of Committee By Date An administrative Resolution approving tlie terms and conditions of the 1978 Agreements and a Memorandum of Understanding between the Independent School District No. 625 and the Suburban School 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 Suburban School Employees Local No. 284, as exclusive representative for those classes of positions with.in 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 the classes of positions as set fort,h in the Agreements between the Independent School District No. 625 and the exclusive representatives hereinabove referenced; and WHEREAS, the Independent School District No. 625, through designated representatives, and the exclusive representatives have met in good faith and negotiated the terms and conditions of ernployment for the period January 2, 1978, through December 29, 1978, for such personnel as are set forth in the Agreements between Independent School District No. 625 and the exclusive representatives; and . WHEREA5, 1978 Agreements have been reached which include a wage adjustment retroactive to January 2, 1978; now, therefore, be it _ 1 ., COUNCILMEN Requested by Department of: Yeas Nays In Favor __ Against 'BY -- Form A prov by it Attorney Adopted by Council: Date , Certified Passed by Council Secretary BY By _ Approved by ;Vlayoc Date _ Ap ro by Mayor for S i ''on to Council By _ _ _ � BY WHITE - CITV CLERK ►yw.a►��7 py � PINK� �- - FINANC�E y � �`�unCll � /� (d $1� CANARV -.pEPARTMENT G I TY OF SA I NT PAU L � � � � BLUE -�- MAYOR File NO. -� `'� ' � Council Resolution Presented By Referred To Committee: Date Out of Committee By Date _ 2 _ RESOLVED, that the Agreements and the Memorandum of Understandi.ng, cited above, dated as of the effective date of this Resolution, between the Independent School District No. 625, and the 5uburban School Employees Local No. 284, on file i.n the office of the City Clerk; are hereby approved, and th.e authorized administrative officials of the City are hereby auth.orized and directed to execute said Agreements and Memorandum of Understanding on behalf of the City. Approved: Chairma.n Civi.l Service Comm' sion COU[VCILMEN Yeas Nays Requested by Department of: B`� � In Favor �'E S N N E O I C E Hoaa �- l.svk�e _ � __ Against BY -- MaddoX Showalter �� " �� ,2 t�3,� For Appro ed Cit ney Adopted by Council: Date CerfiEied Pa_se '`Cour�,�rl Secreta�y . BY C�-.. . . �S'" 'l Approved '14ayor: Date r�/ �2' 'K Approved by Mayor for Submission to Council By ` ��— � — BY PUBLtSHED JUN Z 4 �g�$ � ! ' � ' � .J �~(�_rPo:� 1978 AGREEMENT Between INDEPENDENT SCHOOL DISTRICT N0.625 . And SUBURBAN SCHOOLS EMPLOYEES LOCAL NO. 284 S .E. I.U. , AFL-�IO 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 XV. Working Conditions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 XVI. Court Duty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 XVII. Sick Leave Conversion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 XVIII. Health Insurance Provision for Retirees . . . . . . . . . . . 21 XIX. Discipline and Discharge . . . . . . . . . . . . . . . . . . . . . . . . 22 XX. Leaves . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 XXI. Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 XXII. Wage Scale . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 �III. Duration of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 Appendices A. Vacation B. Wage Scale 2��I w`�'�;� 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 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: 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. - 1 - 42178 CF 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. - 2 - 42178 F 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 Union and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as possible. 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. 42178 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 - 42178 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. 42178 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 - 42178 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 emp.loyee 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 abov� 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 Food Service) . The school Cafeteria Manager (or r�presentative of Director of Food Service) shall attempt to adjust the complaint at that time. - 7 - 42178 F 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-de.signated 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. - 8 - 42178 F 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. - 9 - 42178 F 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 follow ing 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 42178 CF - 10 - "+" 1 4.�,.•V\� 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 � 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 tl�ereof 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 42178 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 - 42178 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 - 42178 CF ARTICLE VII. HOLIDAYS Regular or provisional employees working under the title Food Service Aide, Cook I, and Baker I, shall be eligible for only two holidays with pay (2hanksgiving Day and the Friday fol�ow ing Thanksgiving Day) , and in accordance with the following rules. Al1 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 work- ing days preceding the holiday. In neither case shall a holiday be counted as a working day. '�he 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 'I'hursday 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. 5�078 F - 14 - �~11 `?0:� Article VII. Holidays - Food Service Personnel (continued) 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 must work at least an equivalent of four biweekly pay periods (320 hours) . Employees in the Cook II and �aker II classifications who work an equivalent of thirteen full biweekly pay periods (1040 hours) shall receive an ac�ditional floating holiday. Holiday pay will be paid on the basis of the employee ' s regularly scheduled number of hours in the work day. 42178 F - 15 - ARTICLE VIII. SICK LEAVE - Food Service Personnel A. Sick leave sha11 continue to be provided for the class- ifications of Cook II and Baker II in accordance with Civil SBrvice 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 July 19, 1977, 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 four (4) 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 four (4) or more hours per work day. Accrual in such cases shall be on the basis of a pro rata portion of the day worked. - 16 - 42178 F ARTICLE IX. HOURS - OVERTIME A. Hours: Z'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 ark 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. - 17 - 42178 CF 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 BRE�1K 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 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. - 18 - 42178 F Article XIV. Insurance Benefits (continued) B. The Employer agrees to contribute to the cost of hospital and medical coverage up to $34.46 per month from January 1, 1978, through June 30, 1978, for each employee who is eligible for such coverage. Beginning July 1, 1978, the Employer will contribute up to $36.85 per month for each employee who is eligible for such coverage. In addition, for each eligible employee who selects dependent coverage, the Employer will contribute one-half of the cost of such dependent coverage, or up to $38.79 per month, whichever amount is less, from January 1, 1978, through June 30, 1978. Beginning July 1, 1978, the Employer will contribute one-half of the cost or up to $42.43 per month, whichever amount is less. The Employer agrees to contribute to the cost for $5, 000. of life insurance coverage up to $3.05 per month for each employee who is eligible for such coverage. ARTICLE XV. WORKING CONDITIONS A. Emergency 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. 42178 CF - 19 - Article XV. Workinq Conditions (continued) B. Workshops: Employees in the Food Service program ordered by the Food 5ervice 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: 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 w ill be paid at the current School District rate, and by the approval of the Food Service Director. D. Workina 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. 42178 CF - 20 - 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 eourt 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, sha�l 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 INSUR.ANCE PROVISION FOR RETIREES The Employer w ill 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, - 21 - 42178 CF 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 l, 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 follawing 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. - 22 - 42178 CF ��•�l� ��o� Article XIX. Discipline and Discharge (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 rec�uests within fifteen (15) calendar days after they are received in the Food Service Office. Section 2. Short-term Leaves without Pay: Effective July l, 1978, short-term special leaves without pay, not to exceed two (2) weeks in duration, may be requested and will be considered by the Employer 42178 CF - 23 - Article XX. Leaves (continued) subject to the operational needs of the Employer and the ability to secure substitute help to satisfactorily maintain the particular assign- ment of the employee involved. Applications for such leaves must be submitted at least thirty (30) days prior to the proposed start of the leave without pay and shall include the proposed period of the leave and purpose for leave. Five (5) such leaves shall be made available by the Employer in each school year, for the entire department (i.e. , for Food Service personnel and Cook Managers combined) . ARTICLE XXI. UNIFORM ALLOWANCE. Food Service Aides shall receive a uniform allowance of 5� per hour. Cook I and II and Baker I and II classifications shall receive a uniform allowance of 5� per hour. Uniform choice is the employee ' s option. ARTICLE XXII. WAGE SCALE See Appendix B. ARTICLE XXIII. DURATION OF AGREEMENT This Agreement shall be in full force and effect from January 2, 1978, through December 29, 1978, and shall automatically be continued from year to year thereafter, unless a new Agreement is developed in accord- ance 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. 5878 F - 24 - FOOD SERVICE PERSONNEL AGREEMENT THIS AGREEMENT IS BY AND BETWEEN INDEPENDENT SCHOOL DISTRICT NO. 625, THE CITY OF SAINT PAUL, AND SUBURBAN SCHOOLS EMPLOYEES LOCAL NO. 284, S.E.I.U., AFL-CIO, ON BEHALF OF FOOD SERVICE PERSONNEL. In full settlement of i9�g 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 NO. 625, the CITY COUNCIL, and the CIVIL SERVICE COM- MISSION, as well as ratification by the UNION. Independent 5chool District No. 625 Suburban Schools Employees �/�j� ' � Local No. 284, S.E.I.U.. AFL-CIO �i�C�o Nego iator -�' '�' r: I ` � o�v7 �1� � ''�t'� �� ',��,, � ^ -1' ; .i �1 � �"t �;' :/'-' . �':% � �� Date Business Representative , Steward � 5 % Chairper on, Board of Education Steward `�-��' ��, `�' ;��_._. % ;,� � !, � Date Date � - 25 - 42178 F 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 .057b 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 - 42178 CF � l�_r?o:3 Appendix B WAGES 1978 Food Service Aide $ 3.15/hr. Cook I 3.47/hr. Baker I 3.47/hr. COOK II AND BAKER II 1978 A B C D E F 10-Yr. 15-Yr. Grade 11 311 327 340 353 369 386 396 406 OVER-RATE AIDES ADJUSTED FOR 1978 Mary Nowak $ 3. 15 Loretta Holstein (ret. ) 3.25 Valerie Kruse 3.25 Fern O'Day 3.25 5478 F _ g _ 2'��! �� 1978 AGREEMENT Between INDEPENDENT SCHOOL DISTRICT NO. 625 And SUBURBAN SCHOOLS EMPLOYEES LOCAL NO. 284 S.E. I.U. , AFL-CIO 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 Retirees . . . . . . . . . . . 21 XIX. Discipline and Discharge . . . . . . . . . . . . . . . . . . . . . . . . . . 22 XX. Leaves . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 XXI. Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 XXII . Wage Scale . . . . . . . . . . . . . . . . . . . . . : . . . . . . . . . . . . . . . . . . 24 XXIII. Duration of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 Appendices A. Vacation B. Wage Scale �� s� . :=�1.� 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 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: 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. - 1 - 42178 CF - , i ARTICLE II. RECOGNITION A. The Board of Education recognizes Local No. 284 as the certified exclusive re presentative for the following unit: All food service personnel in the classifications of Cook Manager I, Cook Manager II and Cook Manager III employed by Independent School District 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. 42178 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 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 sueh 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. 42178 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 - 42178 CF . . ��m`�Q`� 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 employmer�t shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. 42178 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. Z'he aggrieved employee and a Union repre- sentative shall be allawed a reasonable amount of time - 6 - 42178 CF 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 shall 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 later, discuss the complaint orally wi th 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. 42178 c - 7 - Article V. Grievance Procedure - Cook Manaqers (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 provisions of the Agreement allegedly violated, and the remedy requested. This written statement shall be presented to the Director of School Food Service for formal discussion and written response. The formal discussion of the grievance shall be within ten (10) working days of the receipt of the written grievance by the Director of School Food Service. A reply shall be given to the employee and the Union in writing within ten (10) days following the formal �discussion. If the employee is not satisfied with the findings on Step 2, the grievance may be appealed to Step 3. (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 w ithin fifteen (15) - 8 - 42178 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- 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. - 9 - 42178 C 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 5ha11 be without power to make decisions contrary to, or inconsistent with, or modifying or varying in any way the �pplication of laws, rules or regu.lations 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. Z'he 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 42178 CF - 10 - �'7� `�4� 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 gr`ievance process, it shall not again be submitted for consideration under the provisions 42178 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 - 42178 CF ?'�"�.`�L�� 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 - 42178 CF ARTICLE VII. HOLIDAYS 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 follawing 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 �1'hanksgiving 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 - 42178 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 number of hours in the work day. 5478 C - 15 - ARTICLE VIII. SICK LEAVE - Cook Managers Sick leave is provided in accordance with the specifications of Civil Service ReguTations. - 16 - 42178 C 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 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. - 17 - 42178 CF 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. INSUE2ANCE 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. - 18 - 41178 C �~` �•�`,�� Article XIV. Insurance Benefits (continued) B. The Employer agrees to contribute to the cost of hospital and medical coverage up to $34.46 per month from January 1, 1978, through June 30, 1978, for each employee who is eligible for such coverage. Beginning July l, 1978, the Employer will contribute up to $36.85 per month for each employee who is eligible for such coverage. In addition, for each eligible employee who selects dependent coverage, the Employer will contribute one-half of the cost of such dependent coverage, or up to $38.79 per month, whichever amount is less, from January l, 1978, through June 30, 1978. Beginning July 1, 1978, the Employer will contribute one-half of the cost or up to $42.43 per month, whichever amQUnt is less. The Employer agrees to contribute to the cost for $5, 000. of life insurance coverage up to $3.05 per month for each employee who is eligible for such coverage. ARTICLE XV, WORKING CONDITIONS A. Emerqency 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. 42178 CF - 19 _ Article 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. Mileage: When an employee is required and authorized by the proper supervisor to use his or her personal vehicle in the interest of the Employer (i.e. , trips to the bank, grocery store, etc. ) , mileage reimbursement w ill 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 classificatian 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. 42178 CF - 20 - �"1�.��0:� 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 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 INSLTRANCE 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, - 21 - 42178 CF Article XVIII. Health Insurance Provision for 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 (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 Re�iew. - 22 - 42178 CF - � ~j�► ��y;� � �-�. �. � 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 Le�ves without Pav: 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 reauests within fifteen (15) calendar days after they are received in the Food Service Office. Section 2. Short-term Leaves without Pa�: Effective July l, 1978, short-term special leaves without pay, not to exceed two (2) weeks in duration, may be requested and will be considered by the Employer 42178 CF _ 23 _ Article XX. Leaves (continued) 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 at least thirty (30) days prior to the proposed start of the leave without pay and shall include the proposed period of the leave and purpose for leave. Five (5) such leaves shall be made available by the Employer in each school year, for the entire department (i.e. , for Food Service Personnel and Cook Managers combined) . ARTICLE XXI. UNIFORM ALLOWANCE Employees shall receive a uniform allowance of 5� per hour. Uniform choice is employee ' s option. ARTICLE XXII. WAGE SCALE See Appendix B. ARTICLE XXIII. DURATION OF AGREEMENT This Agreement shall be in full force and effect from January 2, 1978, through December 29, 1978, and shall automatically be continued from year to year thereafter, unless a new Agreement is developed in accord- ance 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. 5878 C - 24 - `��.ry'U� COOK MANAGERS I, II AND III AGREEMENT THIS AGREEMENT IS 8Y AND BETWEEN INDEPENDENT SCHOOL DISTRICT NO. 625, THE CITY OF SAINT PAUL, AND SUBURBAN SCHOOLS EMPLOYEES LOCAL NO. 284, S.E.I.U. AFL-CIO, ON BEHALF OF COOK MANAGERS I, II AND III., In full settlement of 1978 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 NO. 625, the CITY COUNCIL, and the CIVTL SERVICE COM- MISSION, as well as ratification by the UNION. Independent School District No. 625 Suburban Schools Employees Local No. 284, S.E.I.U. AFL-CIO Negoti tor � a 9 �� -� � . . ��, Date Business Representative � � Chairpe so , oard of Ed cat on Steward � � r�7� Date Date - 25 - 42178 C 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 - 42178 CF Appendix B �w -.:��.�.��..� WAGES COOK MANAGER I - II - III 1978 A B C D E F I 10 Yr. - 15 Yr. Grade 15 344 358 373 391 408 427 439 450 Grade 17 363 379 396 413 430 450 463 475 Grade 19 383 399 417 436 455 475 487 501 42178 C _ g _ M� •` ��~��.rrl.)� MEMOR.ANDUM OF UNDERSTANDING It is mutually understood and agreed between the parties, Independent School District No. 625, Employer, and Suburban Schools Employees Local No. 284, exclusive representative for Food Service Personnel in Independent School District No. 625, that the following conditions will govern the reimbursement to certain employees, identified by name, of part of the cost of health and life insurance premiums under the plan maintained by the School District and the City of Saint Paul. The following employees, having been at one time regularly assigned the necessary hours to enable them to qualify for the district contribution to insurance coverage premiums, are currently no longer so qualified, and have been advised that the district' s premium contribution will be discontinued: . Allen, Rena Life, Hosp. single Barrett, Eva Life, Hosp. single Blackstock, Eleanor Life Cierzan, �Sylvia Life Clemons, Eulah Life Colvin, Jocelyn Life Craddock, Marcia Life, Hosp. single Evans, Hildegarde Life, Hosp. single Friesen, Marcella Life, Hosp. - single Gakin, Bernadine Life, Hosp. single Greene, Lorraine Life, Hosp. single, Hosp. dependen� Heller, Loretta Life Johnson, Rosemary Life, Hcsp. single Jordan, Charlotte Life, Hosp. single Lean, Lynn Life, Hosp. single Linton, Violet Life,- HoSp. single McCall, Lucille Life, Hosp. single McDonough, Donna Life Monsour, Ruth Life, Hosp. single Mu11en, Thomas Life, Hosp. single Renner, Mary Life Roth, Pauline Life Selb, Mary Life, Hosp. single Zabilla, Victoria Life, Hosp. single The School District will reimburse these employees for premiums paid directly to the insurance company for the months of April, 1978, May, 1978, and June, 1978, to the extent of the dollar level of the district contribution which would have been provided during those months under the negotiated Agreement between the district and the exclusive representative, had these employees been eligible. Said reimbursement will occur only if the district is provided with - 1 - � � , "` �` `�F��.rxU:� .. � evidence of continued participation and payment of premiums by the individual employee for the periods in question. There is no obligation for any continuation of coverage by the School District for these employees beyond the April 1, 1978, cutoff date, nor is there any fu ture obligation of the School District to continue payment of premiums for employees who at some time in the future cease to be eligible for district-paid premium contribution. This Understanding shall be subject to approval and adoption _ by the Board of �ducation of Independent School District No. 625, the Saint Paul Civil Service Commission, and the Council of the City of Saint Paul. Independent School District No. 625 Suburban Schools Employees _ ✓�`'/(� � Local No. 284, S.E.I.U. , AFL-CIO �(, Nego iator a� � �� Date �� . . `; Business Representative � � S—�� Chairperso , Board of Education Steward �`�` / �� ' Date Date ` - 2 - <� -� ,i►- Do no# detach this memorandum from th� � rtsc�Sution so that this inform�tibn wili b� . avaiiabte to the City. �oun�. a� 4�: ��I�s�s _ aey.: ��817'b - _ i � . 4 , " � � !��3Q� D�s�a: Ivtay 26, 1978 . �:� �� aRO��G I+�'�'�R �{ � '. .��' : f�f � � �'it=. Psrec�na3� +D#�3ae JUN �3 �J�� . � $YCs� Riss�,ut�.ou !or a�i� Ls:Git��C�mcl;7,: �� :°r •��. . � ' _ Wi r�ao�d �rou= �pprav�a�1. and sub�.ss�c�� o� �t�i;u;Tt�o�u��a�a �a �M►� Cl.t� �►u��:'. : _ _ lt 3 ACTI�: . � T�i:� Resoluti.oa approves a 1978 Agreement w�th the Food �Service Persoanel, a� 1978 ` A�ree�e�t with the Cool� Managers, and a Memoraandurn:of Underatanding reda�in:g to � iaen�raace gremium coatribn�.tians for certa.isi Food Service employee.s. _ • Attac�xed is a copy af �he 1q78 Agreement with Food Sexvice p,� e na . Tlsi.s cd�tract crr�er� app�oa�mately 27 e� mployees i.n fi,h.e low�r-paid classif�:catiaaa in �e Fa�t Sex�.ae ilepartm,e�t. : �hanges are as follows: : 5„` HDLIDAYS (pp. 14 and 15) Two classi.fications o€ employees �Food Servi�e A3�es`aad � �Cook I, �3aker I) who previously had no paid holidaqs will now r.eceive two paal$holidaya ,,� ger gear. The cost of the hol'xdays fs estimated into the"�ota1 cost of the se#leznea�. Z'he bargai�ti�tg cornznitt�ee elected this benefit in preference to a few a.dditi.o�a3. ceats Qa ; �e wage. � �SUR.�i1��CE P�MTUM CONTRLBUTION (PP. -18 a.ntd l�) Effecti�e Jvly 1, tlae ax�� .;i� emploper coa►.tributioa for aasnraac� premiums is iacreased, to becot�e coa�fs�t with the laraguage a�d amovnts estabiished i.n our other`Cavil Service ca�tracts. LE�YES {pp. 23 and 24) A ehort-term leave clau$e has been added. Under t�:s clause, #1ie Ileparh�ent will permit five leaves per year, short-term, and� baeed on cer�.i.n cc�ad3.�i<ans. (aee aext page) � _ ` A7* A 3 �Z�8. Reso],tat�n, copY of the tvv+� Agreemeat� and a ccrpy of the"Memar�m of Underatandxag. 4 .I f PURPOSE AND R.ATIONALE FOR THIS ACTION (continued) UNtFORM ALLOWANCE (p. 24) The uniform allowance is i.n.creased to 5� per hour. V�AGE 5CALE (Appendix B) The i.ncrease on the wage scale is approximately 5%. When the fringe benefit improvements are added, the total cost of this settlexnent is 7. 1%. Actual cost may run a 1ittle lower, since we used a 2� per hour esti.ma.te for the cost of the two holidays, and anticipate that it may x�n a litta.e less than tliat. This is a one-year contract. Also attached is a copy of the 1978 A�reement with Cook Mana.�ers. This is a one-year contract covering approximately 35 employees. Changes are as follows: INSURANCE PREMIUM CONTRIBUTION (pp. 18 and 19) Effecti.ve July 1, the amount of employer contribution for insurance premiums is increased, to become consistent with tlie language and amounts established in our other Civil Service contracts. LEA.VES (pp. 23 and 24) A shox•E-term leave clause has been added. Under this clause, the Department will permit five leaves per year, short-term, and based on certain conditions. TJNIFORM ALLOWANCE (p. 24) The uniform allowance is increased to 5� per hour. WAGE SCALE (Appendix B) The increase on the wage scale is 5. 5%. When combined with improvements in un.i.form allowance, and insurance, it produces approximately a 6. 8% i.ncrease. Total cost impact for 1978 for both contracts (Food Service Persannel and Cook Mana.ge�s�; _ is: Wages and uniform allowa.nce $60, 05g Insurance increase 3, 420 Holidays added 5, 312 $68, 791 Ha1f of this will be new cost in the 19??-78 budget, half in the 1978-?9 budget. Also attached is the Memorandum of Understandin� related to the loss of insurance premium contribution by the Employer for employees who no longer work the required 40 hours per pay period (basis for eligibility). Approxima.tely 24 employees, whose hours �veral months ago were reduced below the required 40 hours per pay period, wer� noti.fied i.n March of the loss of eligibility �or Employer-paid insurance premivxn contribution. As part of the Agreement, the Union asked that we reimburse the amount of Employer-paid premium contributi.on for an additi.onal thr.ee months to those employees who have elected to continue the insurance at their own expense. In an effort to sase the transition to self-paid insurance, we agreed, as indicated �.n the Memora.n.�ium, to make tliis reimburse- ment for April., May, and June, 1978. We estimate the total cost at $2, 000 (possibly less, dependi.ng on the number of affected employees who have elected to continue the i.nsurance.