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96-1447 i� !'--.., e s � � , � � �'�� ; Council File# -1 y y� F , � t p Green Sheet# 35887 RESOLUTION CI OF SAINT PAUL, MINNESOTA 9 Presented by Referred To Committee Date 1 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 2 July 1, 1995 through June 30, 1997 Agreement between the Independent School Dstrict No. 625 and 3 Minnesota Teamsters Loca1320 representing Food Service Personnel. Yeas Na s Absent Requested by Department of: Blakey �/ Office of Labor Relations Bostrom � Guerin �--" Harris By' ' Megard �- Rethnan � Form A roved C' Attorney Thune � By: ` Adopted by Council: Date �,z� � ��q (o Approved by Mayor for S b ission to Council Adoption Certified by Council Secretary By: //,� ` �-�.�/ ..!�)`��'"� By: �« �- ��...�_ �..._. Approved by Mayor: Date � ?/ d 3 � By: � DEPARTMENT/OFFICE/COUNCIL: DATE INITIATED GREEN SHEET NO.: 3SHg� 1 ��I�4� LABOR RELATIONS November 13, 1996 CONTACT PERSON&PHONE: p INITIAL/DATE INITIAUDATE JULIE KRAUS 266-6513 ASSIGN I DEPARTMENT DIR. M'�'L 4 CITY COUNCIL NUMBER 2 CITY ATTORNEY � CITY CLERK MUST BE ON COUNCIL AGENDA BY(DATE) FOR BUDGET DiR. FIN.&MGT.SERVICE DIR. ROUTING 3 MAYOR(OR ASST.) ORDER TOTAL#OF SIGNATURE PAGES 1 (CLIP ALL LOCATIONS FOR SIGNATURE) ncriorr REQvESTEn: This resolution approves the attached July 1, 1995 through June 30, 1997 Agreement between Independent School District No. 625 and Minnesota Teamsters Loca1320 representing Food Service Personnel. RECOMMENDA770NS:Approve(A)or Reject(R) PERSONAL SERVICE CONTRACTS MUST ANSWER THE FOLLOWING QUESTIONS: PLANNING COMMISSION _CIVIL SERVICE COMMISSION l. Has this persoNfirm ever worked under a contract for this department? _CIB COMMI7TEE Yes No STAFF 2. Has this person/firm ever been a city employee? DISTRICT COURT Yes No SUPPORTS WHICH COUNCIL OBJECTIVE? 3. Does this person/firm possess a skill not normaily possessed by any current city employee? Yes No Explaia all yes answers on separate sheet and attach to green sheet INITIATING PROBLEM,ISSUE,OPPORTUNITY(Who,Whs�When,Where,Why): , ADVANTAGESIFAPPROVED: ��G�� ; This resolution pertains to Board of Education employees only. NOV 14 1996 �ur�c�l R��a ch �� DISADVANTAGES IF APPROVED: 1v�� -,,,,-�+ DiSADVANTAGES IF NOT APPROVED: TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGETED: FUNDING SOURCE: ACTIVITY NUMBER: FINANCIAL INFORMATtON:(EXPLAIN) �� rt�a�YO�rs oFFrcE NOTE: COMPLETE DIRECTIONS ARE INCLUDED IN THE GREEN SHEET INSTRUCTIONAL MANUAL AVAILABLE IN THE PURCHASING OFFICE(PHONE NO.266-8900). ROUTING ORDER: Below are correct routings for the five most frequent types of documents: CONTRACTS(assumes authorized budget exists) COI7NCIL RESOLUTION(Amend Budgets/Accept.Grants) 1. Outside Agency 1. Department Director 2. Department Director 2. Budget Director 3. City Attorney 3. City Attorney 4. Mayor(for contracts over$15,000) 4. Mayor/Assistant S. Human Rights(for contracts over SS0,000) S. City Council 6. Finance and Management Services Director 6. Chief Accountant,Finance and Management Services 7. Finance Accounting ADMiNISTRATIVE ORDERS(Budget Revision) COUNCIL RESOLUTION(sll others,and Ordinances) 1. Activity Manager 1. Department Ditector 2. Departrnent Accountant 2. City Attorney 3. Department Director 3. Mayor/Assistant 4. Budget Director 4. Ciry Council S. City Clerk 6. Chief Accountant.Finance and Management Services ADMINIS7RATIVE ORDERS(all others) 1. Department Director 2. Ciry Attorney . 3. Finance and Management Services Dirxtor 4. Cit� Clerk TOTAL NUMBER OF SIGNATURE PAGES Indicate the#of pages on which signatures are required and paperclip or fla�each of these pages. ACTION REQUESTED Describe what the proiecdrequest seeks to accomplish in either chronological order or order of importance,whichever is most appropriate for the issue. Do not H�rite complete sentences. Begin each item in your list with a verb. RECOMMENDATIONS Complete if the issue in question has been presented before any body,public or private. SUPPORTS WHICH COUNCIL OBJECTIVE? Indicate which council objective(s)your project/request supports by listing the key word(s)(HOUSING,RECREATION, NEIGHBORNOODS,ECONOMIC DEVELOPMENT,BUDGET,SEWER SEPARATION). (SEE COMPLETE LIST IN INSTRUCTIONAL MANUAL.) PERSONAL SERVICE CONTRACTS: This information will be used to determine the city's liability for workers compensation claims,taxes and proper civil service hiring rules. INITIATING PROBLEM,ISSUE,OPPORTUNITY Explain the situation or conditions that created a need for your project or request. ADVANTAGES IF APPROVED Indicate whether this is simply an annual budget procedure required by Iaw/charter or whother there are specific ways in which the Ciry of Saint Paul and its citizens will benefit from this projat/action DISADVANTAGES IF APPROVED What negative effects or major changes to existing or past processes might this project/request produce if it is passed(e.g.,traffic delays,noise, tax increases or assessments)? To Whom? When? For tiow long? DISADVANTAGES IF NOT APPROVED What will be the negative consequences if the promised action is aot approved? Inability to deliver service? Continued high u�c,noise, accident rate? Loss of revenue? FINANCIAL IMPACT Although you must tailor the information you provide here to the issue you are addressing,in general you must answer two questions: How much is it going to cost? Who is going to pay? ._ i' • , INDEPENDENT SCHOOL DISTRICT NO. 625 SAINT�PAUL�PUBL C SCHOOLS ��'�yy 1 DATE: April 9, 1996 TOPIC: Approval of an employment agreement between Independent School District. No. 625, Saint Paul Public Schools, and Minnesota Teamsters Public and Law Enforcement Employees Union Local No. 320, exclusive representative for Food Service Personnel A. PERTINENT FACTS: 1. Term of the contract is July 1, 1995 through June 30, 1997. 2. Contract changes include: INSURANCE: Retiree Health Insurance: The new transitional Retiree Health Insurance language will be included. Active Employee Health/Hospitalization: January 1, 1996: District premium contribution caps are increased by $20 to $170 per month on single coverage and by $30 to $300 per month on family coverage. January 1, 1997: District premium contribution caps are increased by an additional $10 per month on single coverage and by $10 per month on family coverage. VACATION: Language changed to provide vacation accrual to any full-time 12-month employee covered by this agreement who is regularly assigned to the District administration building kitchen. WAGES: July 1, 1995: Entry and base rates are frozen. A new step at two years is included. A 2%increase is made on rates above base. July 1, 1996: The Baker and Food Service Assistant titles receive an increase of 2% to steps above base. The Food Service Department has initiated a restructuring of the supervisor series which resulted in the abolishing of several titles which will be replaced with a new job series, Food Service Supervisor 1, 2 and 3. The overall effect of establishing salaries for the new titles and the other increases will have a cost equivalent to a 2.9% wage increase, including reorganization of supervisory titles. This is consistent with continuing progress toward Pay Equity objectives. � Employment Agreement for Minnesota Teamsters Public and April 9, 1996 Law Enforcement Employees Union Locai No. 320 Page Two , q �,-14N� 3. The District has approximately 140 FTE (approximately 300 employees mostly part-time) in this bargaining unit. 4. This item is submitted by Richard Kreyer, Negotiations/Labor Relations Assistant Manager; Phyllis E. Byers, Negotiations/Labor Relations Manager; and Wiliiam A. Larson, Assistant Superintendent, Fiscal Affairs and Operations. B. RECOMMENDATION: That the Board of Education of Independent School District No. 625 approve and adopt the Agreement concerning the terms and conditions of employment of food service personnel in this school district for whom Local No. 320, Minnesota Teamsters Public and Law Enforcement Employees Union is the exclusive representative. Duration of said Agreement is for the period of July 1, 1995, through June 30, 1997. ��- �� :,_ 1995 - 97 � � AGREEMENT between INDEPENDENT SCHOOL DI5T�CT NQ. 625 Saint Paul Public Schoals and � MINNESOTA TEAMSTERS L AL N ` . 320 OC Q Representing Food Service Personnel July 1 , 1995 through June 30, 1�97 ., ��, ,, D ' ��t�� . i, . PUBLIC SCMOOLS LIfELONG LEARNMIO � � . � _ r �� PUBLIC SCHOOLS c�fE�o�v° �en�nunr� SAINT PAUL PUBUC SCHOOLS Independent School Dis#rict No. 625 Board of Education: Mary Tham#on Phiilips - Chair Tom Conlon - Director Marc Manderscheid - Vice Chair Greg Filice - Director Neal Thao - Clerk AI Qertwig - Director Becky Montgomery - Treasurer � Administration: Curman L.Gaines - Superintendent Julio Almanza - Assistarrt Superintendent, Pianning and Support Services AAaureen A. Flanagan - Assistant Superintendent, Administration and Govemment Relations William A. Larson - Assistant Superintendent, Fiscal Affairs and Operations Cy Yusten - Assistant Superintendent, Teaching and Leaming � � i � �— �� . CONTENTS , NEGOTIATED TERMS AND CONDITIONS OF EMPLOYMENT ARTICLE PA E 1 . Definition of Agreement.................................................................. 1 2. Recognition...................................................................................... 1 3. Check Off, Fair Share...................................................................... 2 4. Maintenance of Standards................................................................ 2 5. Grievance Procedure....................................................................... 3 6. Non-Discrimination, Affirmative Action....................................... 5 7. Holidays........................................................................................... 6 8. Sick Leave........................................................................................ 6 9. Hours............................................................................................... 7 10. Vacations.......................................................................................... 7 1 1 . Lunch Break.................................................................................... 7 12. Civil Service Examinations and Probation..................................... 8 13. Seniority, Layoff and Recall............................................................ 9 14. Insurance Benefits.......................................................................... 1 1 15. Working Conditions......................................................................... 2 4 � 16. Court Duty....................................................................................... 2 6 17. Sick Leave Conversion..................................................................... 2 6 18. Discipline and Discharge................................................................. 2 6 19. Leaves.............................................................................................. 2 7 20. Uniforms......................................................................................... 28 21 . Wage Scale....................................................................................... 2 8 22. Duration of Agreement.................................................................... 2 9 Appendix AWage Scale................................................................................. A1-A4 . � iii • INTENTIONALLY BLANK s . • � ��y-� ARTICLE 1. DEFINITION OF AGREEMENT � SECTION 1. PARTIES: This Agreement is entered into between the Board of Education, Independent School District No. 625, Saint Paul, Minnesota, hereinafter ' referred to as the Board of Education, and Minnesota Teamsters Public and Law Enforcement Employees Union, Local No. 320 (certified in Case No. 81-PR-268-A on December 5, 1980, by the Director of Bureau of Mediation Services as the exclusive � representative), hereinafter referred to as Local No. 320, pursuant to and in compliance with the Public Employment Labor Relations Act of 1971, as amended, to set forth the terms and conditions of employment. SECTION 2. PUR E: The purpose of this Agreement is to promote orderly and constructive relationships between the Board of Education, the employees of this unit, and Local No. 320. ARTICLE 2. RECOGNITION SECTION 1. The Board of Education recognizes Local No. 320 as the certified exclusive � representative for the following unit: All food service personnel in the titles of Food Service Assistant, Food Service Supervisor, Senior High Food Service Supervisor and Baker employed by Independent School District No. 625, whose employment service exceeds the lesser of fourteen (14) hours per week or thirty-five percent (35%)of the normal work week and more than sixty-seven (67) workdays per year, excluding all supervisory and confidential employees. SECTION 2. The Board of Education agrees that so long as Local No. 320 is the exclusive representative in accordance with the provisions of PELRA 1971 as amended, and as certified by the Bureau of Mediation Services, State of Minnesota, for all personnel defined in Section 1 of this Article, that it will not meet and negotiate with any other labor or employee organization concerning the terms and conditions of employment for this unit. � 1 ARTICLE 3. CHECK OFF, FAIR SHARE � SECTION 1. The Employer agrees to deduct the Union membership initiation fee assessments and once , each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a representative of the Union and the aggregate deductions of all employees � shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as possible. SECTION 2. Any present or future employee who is not a Union member shall be required to contribute a fair share fee for services rendered by the Union. Upon notification by the Union, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Union. In no instance shall the required contribution exceed 85% of the Union membership dues amount. This provision shall remain operative only so long as specifically provided by Minnesota law. In the event there is a change in the law permitting the Union to assess an amount in excess of 85% of regular membership dues, the full amount permitted by law may be assessed by the Union. SECTION 3. • The Union will indemnify, defend, and hold the School District harmless against any claims made and against any suits instituted, and any orders or judgments issued against the School District, their officers or employees, by reason of negligence of the Union in requesting or receiving deductions under this Article. ARTICLE 4. MAINTENANCE OF STANDARDS �ECTION 1. The Employer agrees that all conditions of employment relating to wages, work, overtime differentials, vacations, and general working conditions shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul (Resolution No. 3250) at the time of signing of this Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. . � � 2 ��-��t ARTICLE 5. GRIEVANCE PROCEDURE � �ECTION 1. This grievance procedure is established to resolve any specific dispute between the � employee and the School District concerning, and limited to, the interpretation or application of the provisions of this Agreement. SECTION 2. An employee presenting a grievance may elect to be represented by an appropriate Union representative. At Step 1 or Step 2 of the grievance procedure, the employee may choose to present his/her grievance without being represented by a Union representative, provided, however, that the Union representative shall be notified of the adjustment or settlement of any Step 2 grievance and provided further that any adjustment or settlement shall not be inconsistent with the terms of the Agreement. SECTION 3. It is recognized and accepted by the Union and the Employer that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during normal working hours when consistent with such employees' duties and responsibilities. The aggrieved employee and a Union representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the Employer during normal working � hours provided that the employee and the Union representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and would not be detrimental to the work programs of the Employer. It is understood that the Employer shall not use the above limitation to hamper the processing of grievances. SECTION 4. A grievance shall be resolved in the following manner: Subd. 1. (Step 1) Any employee claiming a specific disagreement concerning the interpretation or application of the provisions of this Agreement shall, within twenty (20) working days of its first occurrence or within ten (10) working days of the time the employee reasonably should have had knowledge of the occurrence, whichever is later, discuss the complaint orally with the representative designated by the Director of Food Service. The representative of Director of Food Service shall attempt to adjust the complaint at that time. � 3 ARTICLE 5. GRIEVANCE PROCEDURE (continued): � ubd. 2. (Step 2) A grievance not resolved in Step 1 and appealed to Step 2 shali be placed in writing setting forth the nature of the grievance, the facts on which it is based, , the provision or provisions of the Agreement allegedly violated, the remedy requested, and shall be appealed to Step 2 by the employee within fifteen (15) working days after the Employer-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the employee within fifteen (15) working days shall be considered waived. If appealed, the written grievance shall be presented by the employee and the Union and discussed with the Director of School Food Service (or representative designated by the Superintendent). The Director of School Food Service shall give the Union the Employer's Step 2 answer in writing within ten (10) working days following the presentation. Any grievance not appealed in writing to Step 3 by the employee and the Union within ten (10) working days after receipt of the Employer's reply shall be considered waived. Subd. 3. (Step 3) If appealed, the written grievance shall be presented by the Union and discussed at an informal meeting within ten (10) working days of receipt of the written grievance, with the Superintendent of Schools or his representative. The Employer-designated representative shall give the Union the Employer's answer in writing within ten (10) working days after the review meeting. A grievance not resolved in Step 3 may be appealed in writing to Step 4 by the Union within ten (10) working days following the Employer-designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the Union within ten (10) working days shall be considered waived. � Subd. 4. (Step 4) A grievance unresolved in Step 3 and appealed to Step 4 by the Union shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971 as amended. If a mutually-acceptable arbitrator cannot be agreed upon, the selection of an arbitrator shall be made in accordance with the procedures of the Minnesota Bureau of Mediation Services, if the Union so requests within the specified ten (10) days. SECTION 5. The arbitrator shall have no right to amend, modify, nullify or ignore the terms and conditions of this Agreement. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the Employer and the Union, and shall have no authority to make decisions on any other issue not so submitted. . � 4 �.� -\`-�`��`l ARTICLE 5. GRIEVANCE PROCEDURE (continued): � The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules or regulations having ` the force and effect of law. The arbitrator's decision shall be submitted in writing, copies to both parties and the Bureau of Mediation Services within thirty (30) days following the close of the hearing or the submission of briefs by the parties, whichever � be later, unless the parties agree to an extension. The decision shall be binding on both the Employer and the Union and shall be based solely on the arbitrator's interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the Employer and the Union, provided that each party shall be responsible for compensating its own witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equally. If a grievance is not presented within the lime limits set forth above, it shall be considered waived. If a grievance is not appealed to the next step within the specified time limit or any extension thereof, it shall be considered settled on the basis of the Employer's last answer. If the Employer does not answer a grievance or an appeal thereof within the specified time limits, the Union may elect to process the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the Employer and the Union in each step. � It is agreed by the Union and the Employer that, if a specific grievance is determined by this grievance process, it shall not again be submitted for consideration under any other procedure. It is further understood that if a specific matter is determined by some other procedure, it shall not again be submitted for review and arbitration under the procedures set forth in this Article. ARTICLE 6. NON-DISCRIMINATION,AFFIRMATIVE ACTION SECTION 1. Neither the Union nor the Employer shall discriminate against any employee because of Union membership or non membership, or because of race, color, sex, religion, national origin or political opinion or affiliations. , SECTION 2. AFFIRMATIVE ACTION: None of the provisions of this Agreement shall be interpreted or implemented so as to be in conflict with or cause violation of the District's Affirmative Action Program as adopted by the Board.* � *Effective March 22, 1984 5 ARTICLE 7. HOLIDAYS SECTION 1. � Regular or provisional employees working under the titles covered by this Labor Agreement, shall be eligible for six (6) holidays with pay (Labor Day, Thanksgiving Day, Friday following Thanksgiving, Martin Luther King Day, Presidents' Day, and � Memorial Day), and in accordance with the following rules. Employees 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. 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. Holiday pay will be paid on the basis of the employee's regularly-scheduled number of hours in the workday. ARTICLE 8. SICK LEAVE � SECTION 1. Sick leave shall be provided for the Baker, Food Service Supervisor, Senior High Food Supervisor, Food Service Supervisor 1, Food Service Supervisor 2, and Food Service Supervisor 3 classifications in accordance with Civil Service Regulations. SECTION 2. Food Service Assistants who have been employed as regularly-certified or provisional Civil Service employees in the classification of Food Service Assistant for at least two (2) school years and who have been regularly assigned three (3) hours or more per workday for the three (3) preceding months shall begin accruing sick leave in accordance with Civil Service regulations. SECTION 3. They shall continue such accrual only so long as they are assigned three (3) or more hours per workday. Accrual in such cases shall be on the basis of a pro rata portion of the day worked. SECTION 4. . Sick Leave may be used for absence occasioned by the death of a family member, within the limits specified in Civil Service Rules, Section 20. B. � 6 �-�� \�� ARTICLE 9. HOURS � SECTION 1. HOURS: This Section is intended only to define the normal hours of work and to provide the basis for the calculation of overtime pay. Nothing herein shall � be construed as a guarantee of hours of work per day or per week. The normal workday shall be eight (8) hours of work and the normal work week, regardless of shift arrangements, shall be an average of forty (40) hours of work. SECTION 2. OVERTIME: Overtime is to be paid for at the rate of time and one-half (1-1/2) for all assigned hours on the regular job in excess of forty (40) hours per week. For an employee who voluntarily elects to participate in optional extra work offered by the department at a task that is not his/her regular assignment (for example: staffing concessions at events) those hours shall be worked at straight time, even though the total hours worked in one day exceed eight (8) hours. ARTICLE 10. VACATIONS SECTION 1. Vacations shall be earned by eligible employees on the basis of the Civil Service formula. � Eligible employees are limited to those employees assigned to the District Administration Office on a twelve (12)-month full-time basis. ARTICLE 1 1 . LUNCH BREAK SECTION 1. All employees are entitled to a duty-free lunch break of thirty (30) minutes without pay, at a time assigned by the manager. � 7 ARTICLE 12. CIVIL SERVICE EXAMINATIONS AND PROBATION • SECTION 1. CIVIL SERVICE EXAMINATIONS: Notice of Civil Service (Personnel) Examinations for positions in the food production and service functions shall be posted in the kitchen in each work location no later than five (5) working days before the closing � date for examination, subject to the timely receipt of information. SECTION 2. PROBATION: The probationary period shall be twelve (12) � consecutive months from the date of appointment for positions in the title Food Service Assistant. The probationary period, whether original or promotional appointment, for all other titles covered by this Agreement shall be six (6) consecutive calendar months from the date of appointment excluding holidays, school breaks, and leaves of absence. Extended absences of any kind lasting one month or more in duration shall not be credited when calculating time towards the completion of either the original or promotional probationary period. If the employee's service is found unsatisfactory by the Director of Food Service during the period of original appointment probation, the probationary employee may be discharged at the discretion of the Director of Food Service, prior to the end of the original probationary period. If the employee's service is found unsatisfactory by the Director of Food Service during the period of promotional appointment probation, the probationary employee shall be reinstated, at the discretion of the Director of Food Service, to his/her former position or to a position to which he/she might have been transferred or assigned prior to the � promotion, prior to the end of the promotional probationary period. Discharge or reinstatement to a lower level position during or at the conclusion of the probationary period stated in this Section 2 is not grievable under Article 5, nor is it subject to other appeal. � 8 ��` -\�� ARTICLE 13. SENIORITY, LAYOFF AND RECALL (Effective January 1, 1993) � � SECTION 1. Whenever possible, two (2) weeks of notice shall be given any employee laid off. SECTION 2. � Recall rights shall exist for sixteen (16) months from the date of layoff. SECTION 3. SENIORITY Subd. 1. Seniority, for the purpose of this Article, shall be defined as follows: DISTRICT-WIDE SENIORITY is the length of continuous, regular, and probationary service with the Employer from the date an employee was first certified and appointed to any class title covered by this Agreement, it being further understood that district-wide seniority is confined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same date, the district-wide seniority shall be determined by the employee's rank on the eligible list from which the certification was made. BUILDING SENIORITY is the length of continuous, regular and probationary service with the Employer from the date an employee's first day of work at one specific school district facility in a certified and appointed position in a class title covered � by this Agreement, it being further understood that building seniority is confined to the current class assignment held by an employee. In the event an employee requests voluntary transfer and is then transferred from one location to another, the employee shall begin to accrue building seniority at the new location based on the date of assignment to the new location. In the event an employee is involuntary transferred from one location to another (or laid off and recalled to a different location), the employee shall carry forward to the new assignment the seniority date held prior to the transfer. In cases where two or more employees are assigned to the same location in the same class title on the same date, the employee with the greater district-wide seniority shall be determined to have greater building seniority. bd. 2. Seniority shall terminate when an employee retires, resigns or is discharged. SECTION 4. LAYnFF Subd. 1. In the event it is determined by the Employer that it is necessary to reduce the workforce, employees will be laid off by class title based on inverse length of building senioritv in that class title. ubd. 2. Whenever possible, two (2) weeks of notice shall be given to any employee laid off. � 9 ARTICLE 13. SENIORITY, LAYOFF AND RECALL (Effective Jan. 1, 1993) (continued): SECTION 5. RECALL � Recail from layoff shall be in order of greatest district-wide seniority, except that recall rights shall expire after sixteen (16) months of layoff. Any employee is eligible for recall to any position in his/her title at any location, so long as the work hours do not exceed the employee's regularly scheduled hours prior to the layoff. Any employee who refuses an offer of recall at any location shall forfeit all further rights to recall. It is understood that a recalled employee will pick up his/her former seniority dates in any class of positions covered by this Agreement and previously held. � • 10 ��-��`�`� ARTICLE 14. INSURANCE BENEFITS � SECTION 1. ACTIVE EMPLOYEE INSURANCE � ubd. 1. Active Employee Health Insurance: Health and Welfare benefits shall be provided in the form of premium contributions for eligible employees under the plan offered by Independent School District No. 625 for Civil Service personnel. Employees � selecting a plan offered by a Health Maintenance Organization agree to accept any changes in benefits which the Health Maintenance Organization implements. bd. 2. Active Employee Insurance Employer Contribution: 2.1 The Employer agrees to contribute to the premium cost of employee hospital and medical coverage up to $150 per month for each full-time employee who is eligible and elects such coverage; or up to $270 per month for each full-time employee who is eligible and elects such coverage. 2.2 Effective January 1. 1996, the Employer agrees to contribute to the premium cost of hospital and medical coverage up to $170 per month for each full-time employee who is eligible and elects employee coverage; or up to $300 per month for each full-time employee who is eligible and elects family coverage. 2.3 Effective January 1. 1997. the Employer agrees to contribute to the premium cost of hospital and medical coverage up to $180 per month for each full-time employee who is eligible and elects employee coverage; or up to $310 per month � for each full-time employee who is eligible and elects family coverage. 2.4 Eligible em I�oyees: Employees who become eligible for hospital/medical coverage, shall be considered full-time if regularly assigned more than six (6) hours per day, and half-time if regularly assigned four (4) to six (6) hours per day. 2.4.1 For eligible half-time employees who elect hospital/medical coverage, the Employer will contribute one half (1/2) of the amount available for full-time employees electing such coverage. ub . Active Em.�lo_yee Life Insurance: The Employer agrees to contribute to the cost for $20,000 of life insurance coverage up to $5.10 per month for each employee who is eligible for such coverage. 3.1 The amount of life insurance specified in Subd. 3 shall be reduced to $5,000 coverage upon early retirement and shall continue until the early retiree reaches age sixty-five (65), at which time all employer paid life insurance shall be terminated. Subd. 4. Payroll Deductions: Any premium costs in excess of the amounts stated above ` shall be paid by the employee, by means of payroll deduction. Subd. 5. Flexible S ep nding Account: It is the intent of the Employer to maintain during ' the term of this Agreement a plan for medical and child care expense accounts to be available to active employees in this bargaining unit who are eligible for Employer-paid � premium contribution for health insurance for such expenses, within the established legal regulations and IRS requirements for such accounts. 11 ARTICLE 14. INSURANCE BENEFITS (continued): � SECTION 2. RETIREMENT HEALTH INSURANCE AND TRANSITIONAL BENEFIT ubd. 1. Required Conditions for Retirees �Age 65 and Over�, Effective January 1, 1996 through June 30, 1997 1 .1 Eligible and participating employees who retire on or after January 1, 1996, � must meet the following conditions at the time of retirement to qualify for any continuing District contributions toward premium payment for health insurance at age 65 or over: 1 .1 .1 Effective January 1. 1996: Required conditions for employee appointed to service in Independent School District No. 625 in a position within this bargaining unit prior to January 1, 1996: Eligible employees who were appointed to positions within this bargaining unit prior to January 1, 1996, and who retire on or after January 1, 1996, must meet the following conditions at the time of retirement to qualify for any District contributions of premium payment for health insurance or life insurance: 1 .1.1 .1 Be receiving pension benefits from the PERA, the Saint Paul Teachers' Retirement Fund or other public employee retiree program at the time of retirement and have severed the employment relationship with Independent School District � No. 625. 1.1 .1 .2 Employees retiring after January 1, 1996, must have completed the following service eligibility requirements prior to retirement in order to be eligible for any payment of any insurance premium contribution by the District after retirement. A. Employees hired before January 1, 1980, must be continuously employed with the District. B. Employees hired on or after January 1, 1980, must have completed at least twenty (20) years of continuous employment with the District. Years of certified civil service time with the City of Saint Paul earned prior to January 1, 1996, will continue to be counted toward meeting the District's service requirement of this Subdivision 1.1.1.2. Civil service time worked with City of Saint Paul after January 1, 1996, will be considered a break in District employment. . 1 .1.1 .3 A retiree may not carry his/her spouse as a dependent if such spouse is also an Independent School District No. 625 retiree . or Independent School District No. 625 employee and eligible for and is enrolled in the Independent School District No. 625 � health insurance program, or in any other Employer-paid health insurance program. 12 ��\�� ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): • 1 .1 .1 .4 Additional dependents beyond those designated to the District at the time of retirement may not be added at the District expense after retirement. 1 .1.1 .5 The employee must make application through District procedures prior to the date of retirement in order to be � eligible for any benefits provided in this Section. 1 .1 .2 For employees appointed into service in Independent School District No. 625 to positions within this bargaining unit after January 1, 1996, and who retire prior to July 1, 1997, there is no access to premium contributions for Retiree Health Insurance _ at age 65 and over. 1 .2 Retiree Age 65 and Over Health Insurance: Employer Contribution Levels Effective January 1, 1996 through June 30, 1997 only For eligible employees who were hired and appointed into Independent School District No. 625 service prior to January 1, 1996, and who retire at age sixty-five (65) or later and who meet the health insurance eligibility requirements in Subdivision 1.1 or for early retirees who qualified under the conditions of 2.1 are eligible under the terms of the Medicare supplement policy provided in this Subd. 1.2 upon reaching age sixty-five (65) after retirement, the District will provide payment of premium contributions for a Medicare Supplement health coverage policy selected by the District. This provision is � effective onlv for employees hired before January 1, 1996, who retire by June 30, 1997, and who have not requested participation in any component of the Transitional Plan in Article 14, Section 2, Subd. 3.1 of this Agreement following hereafter. This provision expires and is null and void after June 30, 1997. Subd• 2. Early Retiree Provisions Effective January 1, 1996 through June 30, 1997 2.1 This provision will be available to eligible employees hired before January 1, 1996, and eligible employees hired on or after January 1, 1996, who retire before June 30, 1997, and meet the required conditions below. The employee must meet the following conditions at the time of early retirement in order to be eligible for any payment of any insurance premium contribution by the Employer after his/her retirement (early retirement and subsequently after age 65): 2.1 .1 Be receiving pension benefits from the PERA, the Saint Paul Teachers' Retirement Fund or other public employee retiree program at the time of retirement and have severed the <employment relationship with ' Independent School District No. 625. • 13 ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): 2.1 .2 Em I � p oyees hired into District service before January 1 1996, and retiring after January 1, 1996, must have completed the following , service eligibility requirements with Independent School District No. 625 prior to retirement in order to be eligible for any payment of any insurance premium contribution by the District after retirement: A Must be at least fifty-five (55) years of age and have completed twenty-five (25) years of service, or; B. The combination of their age and their years of service must equal eighty-five (85) or more, or; C. Must have completed at least thirty (30) years of service, or; D. Must have completed at least twenty (20) consecutive years of service within Independent School District No. 625 immediately preceding retirement. Years of regular service with the City of Saint Paul will continue to be counted toward meeting the service requirement of this Subdivision 2.1.2 A, B or C, but not for 2.1.2 D. 2.1 .3 Em�loyees hired into District service after January 1 1996, and retiring after January 1, 1996 must have completed twenty (20) years of service with Independent School District No. 625. Time with � the City of Saint Paul will not be counted toward this twenty (20)-year requirement. 2.1 .4 A retiree may not carry his/her spouse as a dependent if such spouse is also an Independent School District No. 625 retiree or Independent School District No. 625 employee and eligible for and is enrolled in the Independent School District No. 625 health insurance program, or in any other Employer-paid health insurance program. 2.1 .5 Additional dependents beyond those designated to the District at the time of retirement may not be added at the District expense after retirement. 2.1 .6 The employee must make application through District procedures prior to the date of retirement in order to be eligible for any benefits provided in this Section. • 14 �� -\`�� ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): � 2.2 Early Retiree Health Insurance: Employer Contribution Levels The District will for the period of this Agreement provide employees who meet the eligibility requirements for health insurance in 2.1 above, who retire during the term of this Agreement, and until such employees reach sixty-five (65) ' years of age, such health insurance premium contributions up to the same dollar amount as were made by the District for health insurance for single or family coverage by that carrier, for an employee under this Agreement, in his/her last month of active employment. In the event new carriers replace those in place at execution of this Agreement, the dollar amounts being paid for single or family coverage to the carrier at the employee's date of retirement shall constitute the limit on future contributions. Any employee who is receiving family coverage premium contribution at date of retirement may not later claim an increase in the amount of the Employer obligation for single coverage premium contributions to a carrier after deleting family coverage. 2.3 Early Retiree Life Insurance: Employer Contribution Levels The District will provide for early retirees who qualify under the conditions of 2.1 above, premium contributions for eligible retirees for $5,000 of life insurance only until their 65th birthday. No life insurance will be provided, or premium contributions paid, for any retiree age sixty-five (65) or over. � Subd. 3. Retirement Benefits Transitional Plan Background Information: In the negotiation of this Labor Agreement for the 1995-1996 term, it was the intent of the parties to develop a long-range plan for retirement benefits which could be available to employees and managed by the District on a currently funded benefit basis, and at the same time to gradually phase out the unfunded future financial liability being generated by the open-ended provision of retirement health insurance premium contribution identified in the above Subd. 1.2 of this Section. To that end, the Retirement Benefits Transitional Plan developed by the parties in this Subd. 3 describes a long-range plan for accomplishing that goal by providing current active employees with the choice of one of three alternative benefits available during or at the conclusion of their careers in this District, which if prudently used, can effectively serve the purpose of assisting the employee in financial planning and preparation for his/her retirement. In addition, the plan design provides for future employees; i.e., those hired on or after January 1, 1996, the opportunity (after completing three [3] full years of consecutive active service) to participate in a deferred compensation savings plan with . specified Employer matching funds, which if prudently and consistently used, can effectively assist the employee in financial planning for retirement. • 15 ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): � 3.1 Health Insurance Premium Contribution for ALL Early Retirees (i.e., before age sixty-five [65]). Employees hired before January 1, 1996, and employees hired on or fa ter January 1, 1996, who fulfill the specified following conditions listed below will be eligible for District contribution to payment of premiums for health insurance coverage during early retirement (i.e., until the retiree reaches age sixty-five [65]) as provided in Subd. 2, Subparagraphs 2.2 and 2.3 of this Section. 3.1 .1 Be receiving pension benefits from the PERA, the Saint Paul Teachers' Retirement Fund or other public employee retiree program at the time of retirement and have severed the employment relationship with Independent School District No. 625. 3.1 .2 Employees hired before January 1, 1996, must have completed continuous employment requirements in Subdivisions 2.1.2. Em I�oyees hired and appointed into Indet�endent School District No 625 service on or after January 1 1996 must have completed twenty (20) years of continuous em I�oyment with Indeaendent School District No 625 prior to retirement in order to be eligible for any payment of any insurance premium contribution by the District after retirement. Time worked in City of Saint Paul will not be counted for employees hired into Independent School District No. 625 service after January 1 , 1996. � 3.1 .3 A retiree may not carry his/her spouse as a dependent if such spouse is also an Independent School District No. 625 retiree or Independent School District No. 625 employee and eligible for and is enrolled in the Independent School District No. 625 health insurance program, or in any other Employer-paid health insurance program. 3.1 .4 Additional dependents beyond those designated to the District at the time of retirement may not be added at the District expense after retirement. 3.1 .5 The employee must make application through District procedures prior to the date of retirement in order to be eligible for any benefits provided in this Section. • 16 ��.-\�� ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): � -- 3.2 Deferred Compensation Plan for Employees Hired Into Independent School District No. 625 Service on or after January 1, 1996: 3.2.1 New employees hired on or after January 1, 1996, will after completing three (3) full years of consecutive active service in " Independent School District No. 625 to attain eligibility, be eligible to receive up to $500 per year of matching contributions to the Minnesota Deferred Compensation Plan, so long as the employee remains in continuous active service, up to a cumulative lifetime maximum of $12,500 total in matching contributions by the District. Part-time employees working half-time or more will be eligible for up to one half (50%) of the available District match. Approved non-compensatory leave shall not be counted in reaching the three (3) full years of consecutive active service, and shall not be considered a break in service. Time worked in the City of Saint Paul will not be counted toward this three (3)-year requirement. Federal and state rules governing participation in the Minnesota Deferred Compensation Plan shall apply. The employee, not the District, is solely responsible for determining his/her total maximum allowable annual contribution amount under IRS regulations. The employee must initiate an application to participate through the DistricYs specified procedures. � 3.2.2 No employee hired on or after January 1, 1996, shall have or acquire in any way any eligibility for Employer-paid health insurance premium contribution for coverage in retirement at age sixty-five (65) and over. Employees hired on or after January 1, 1996, shall be eligible only for earlv retirement health insurance premium contribution as provided in Subd. 3.1. 3.3 Employees Hired into Independent School District No. 625 service before January 1 , 1996. A choice among three (3) possible options is available only to employees hired and appointed into Independent School District No. 625 service before January 1, 1996. Once the employee makes a choice of one of these options, that choice is irrevocable, and the other options are no longer accessible to the employee at any time, for any reason. The options are listed here, and detailed in the following subparagraphs: • Option 1 - Transitional Retiree Age 65 and Over Insurance Option • Option 2 - Minnesota Deferred Compensation Plan Option • • Option 3 - Transitional Severance Allowance Option � 17 ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): � 3.3.1 Required Conditions for ALL Retirees. effective January 1. 1996. Eligible employees who retire on or after January 1, 1996, must meet the conditions and eligibility requirements specified below in this Section 3.3.1 to be eligible for any of the options listed in 3.3 and in the following Subparagraphs. � 3.3.1.1 Be receiving pension benefits from the PERA, the Saint Paul Teachers' Retirement Fund or other public employee retiree program at the time of retirement and have severed the employment relationship with Independent School District No. 625. 3.3.1 .2 Employees hired before January 1, 1996, must have completed continuous employment requirements in Subdivisions 1.1.1.2 through 1.1.1.5. Years of certified civil service time with the City of Saint Paul earned prior to January 1, 1996, will be counted toward meeting the service requirements. Years of certified civil service time with the City of Saint Paul earned prior to January 1, 1996, will continue to be counted toward meeting the District's service requirement in this Subd. 3.3.1.2. Civil service time worked with City of Saint Paul after January 1, 1996, will be considered a break in District employment. � 3.3.1 .3 A retiree may not carry his/her spouse as a dependent if such spouse is also an Independent School District No. 625 retiree or Independent School District No. 625 employee and eligible for and is enrolled in the Independent School District No. 625 health insurance program, or in any other Employer-paid health insurance program. 3.3.1 .4 Additional dependents beyond those designated to the District at the time of retirement may not be added at the District expense after retirement. 3.3.1 .5 The employee must make application through District procedures prior to the date of retirement in order to be eligible for any benefits provided in this Section. � 18 ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): �� `�� 3.3.2 Option 1 - Transitional Retiree Age 65 and Over Insurance Option Conditions: • An employee who has earlier elected to participate in Option 2 , - Minnesota Deferred Compensation Plan Option (3.3.3 below) is not eligible for this provision, and cannot change his/her original decision.1 • An employee who elects at retirement to participate in Option 3 - Transitional Severance Allowance Option (3.3.4 below) is not eligible for this provision. • An employee who elects participation in this provision at retirement must irrevocably waive participation in the Option 3 - Transitional Severance Allowance Option, but is not required to waive eligibility for Severance Pay provided by Board of Education resolution. • The employee must initiate application to participate through specified District procedures. 3.3.2.1 Effective July 1, 1997, for employees hired before January 1, 1996, who retire at age sixty-five (65) or later and who are eligible under Subd. 3.3.1 of this Article and the � terms of the policy provided in this Subd. 3.3.2, or for early retirees who qualified under the conditions of Subdivision 3.1 above and who are eligible under the terms of the policy provided in this Subd. 3.3.2 upon reaching age sixty-five (65) after retirement, the District will provide contributions toward premium payment as specified herein, for a Medicare Supplement health coverage policy selected by the District. Effective June 30, 1997, premium contributions by the District toward retiree health insurance coverage at and after age sixty-five (65) will not exceed: Coverage Ty�e in I Familv Medicare Eligible $300 per month $400 per month Non-Medicare Eligible $400 per month $400 per month At no time shall any payment in any amount be made directly to the retiree. Any premium cost in excess of the maximum contributions specified must be paid directly and in full by the retiree, or � coverage will be discontinued. � � An employee is not excluded from this option by virtue of his/her partici ation in the Minnesota P Deferred Compensation Plan as an individual investor with no employer-paid matching funds. 19 ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): � 3.3.3 Option 2 - Minnesota Deferred Compensation Plan Option Effective July 1, 1997, employees hired before January 1, 1996, who have completed at least three (3) full years of continuous active service within Independent School District No. 625 can become eligible to participate in Minnesota Deferred Compensation Plan and receive � matching contribution by the District up to a maximum of $500 annually, for a maximum lifetime total of $12,500 in matching contributions (as provided in 3.2 of this Subdivision). Time worked in City of Saint Paul prior to January 1, 1996, will be counted toward meeting this three (3)-year service requirement. Conditions: • The employee must irrevocably waive Option 1 - Transitional Retiree age 65 and over Insurance Option as provided in 3.32 above of this Subdivision. • The employee must irrevocably waive Option 3 - Transitional Severance Allowance prior as provided under 3.3.4 (below) of this Subdivision. • The employee is not required to waive eligibility for Severance Pay provided by Board of Education resolution. • The employee must initiate an application to participate � through the District's specified procedures. Matching contribution by the District can only occur so long as the employee remains in continuous active service in the District, and shall not exceed $500 per year, with a cumulative lifetime maximum total of $12,500. Approved non-compensatory leave shall not be considered a break in service and shall not be counted in completing the three (3) year requirement. Eligible part-time employees assigned to .5 FTE or more, shall be eligible for up to one-half (1/2) the annual match by the District. � 20 ��—`�� ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): � 3.3.4 Option 3 - Transitional Severance Allowance Option: Effective July 1, 1996 through June 30, 2017 3.3.4.1 Conditions for participation in this specified Transitional Severance Allowance Option: • The employee must irrevocably waive Option 1 - Transitional Retiree Age 65 and over Insurance Option as provided in 3.3.2 (above) of this Subdivision. • An employee who has earlier elected to participate in Option 2 - Minnesota Deferred Compensation Plan Option (3.3.3 above) is not eligible for this provision, and cannot change his/her original decision.� • The employee must have completed at least twenty (20) full years of continuous active service in Independent School District No. 625 (not including periods of non- compensatory leave). Time worked in the City of Saint Paul prior to January 1, 1996, will be counted toward meeting this eligibility requirement. • The employee must be voluntarily separated from District employment. Those employees who are discharged for • cause, misconduct, inefficiency, incompetency or any other disciplinary reason are not eligible for this Transitional Severance Pay Option. • The employee must file a waiver of reemployment with the Director of Human Resources, which will clearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or reemployment (of any type) with Independent School District No. 625. • The employee must be at least age fifty-five (55), retiring from Independent School District No. 625 service, and eligible for pension under Minnesota PERA or Saint Paul Teachers' Retirement Fund. • The employee must have a minimum of sixty (60) days accumulated unused sick leave on his/her record at the date of retirement in order to qualify for the full Transitional Severance Allowance. Any employee who does not meet this condition will forfeit $4,000 of the Transitional . Severance Allowance specified for that year of his/her retirement. � � An employee is not excluded from this option by virtue of his/her participation in the Minnesota Deferred Compensation Plan as an individual investor with no employer-paid matching funds. 21 ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): � • The employee must elect to waive all severance pay described by Board of Education resolution (for up to $4,000) in favor of this option. � • The employee must provide to the District the required waivers and signed resignation by April 1 of the school ' year in which he/she intends to retire. Appeal of this deadline, based on emergency or extraordinary circumstances, will be considered by the District. • The employee must initiate application to participate through specified District procedures. 3.3.4.2 When application has been made, and all of the above conditions have been met, the employee will be deemed eligible for severance pay allowance equal to the lesser of one year's salary at his/her current salary or a maximum amount as prescribed herein: For Retirements in Maximum Transitional School/Fiscal Year Severance Pay Allowance 1996-97 $31 ,000 1 997-98 $31 ,750 1998-99 $32,500 1999-00 $33,250 2000-01 $34,000 2001 -02 $34,750 2002-03 $35,500 2003-04 $36,250 2004-05 $37,000 2005-06 $38,000 Such amount will normally be paid out according to District established procedures, in equal installments over five (5) years from the date of retirement; exception will be made in the event of the death of the employee; special or emergency appeal for earlier payment will be considered by the District. 3.3.4.3 There is no access to the benefits of this Option 3 - Transitional Severance Pay Allowance for the spouse or estate of an active employee who dies having not yet actually retired. A surviving spouse however mav be eligible for severance pay as provided by Board of Education resolution. � 22 ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): \ `�- �� 3.3.4.4 At no time, and under no circumstances shall this Option 3 - Transitional Severance Allowance Option be available to any person hired by the District into Independent School District No. 625 service on or after January 1 , 1996. This Option 3 - Transitional Severance Allowance Option expires on June 30, 2017, and will be thereafter null and void. 3.3.5 Choice of O tions: It will be apparent to current employees that if Option 2 - Minnesota Deferred Compensation Plan Option in Subdivisions. 3.3.2 is to be elected by the employee, that choice should be made at the earliest possible date, in order to allow for the greatest possible growth in the account. If, however, the current employee prefers to keep open the possible selection of Option 1 - Transitional Retiree Age 65 and Over Insurance Option (Subd. 3.3.2) O R Option 3 - Transitional Severance Allowance Option (Subd. 3.3.4), that decision can be made shortly before actual retirement. Once made, the decision is irrevocable. District Benefits Office will provide information upon request. � 3.3.5.1 If state and federal law permits, and the option remains available from carriers, the District will allow eligible retirees at age 65 who were hired before January 1, 1996, and who have completed the requirements in Subdivision 3.3.1 to continue, on a self-paid basis, to participate in the retiree group plan for Medicare supplement then made available by the District. The retiree must make application pursuant to District procedures, and must have or obtain Medicare Part B coverage at his/her own expense. No monetary contribution to premium cost or medical costs of any kind will be made by the District. The retiree will be responsible for the timely payment of premiums, and failure to do so will result in discontinuance of the coverage and the option to participate. � 23 ARTICLE 15. WORKING CONDITIONS � �ECTION 1. EMERGENCY CLOSINGS AND CALL IN ubd. 1. 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. . ub . 2. An employee who is expected to come to work on a regular workday, or who is called in to work at another time, shall receive a minimum of two (2) hours straight time pay for the work. SECTION 2. 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. SECTION 3. MILEAGE: When an employee is required and authorized by the proper supervisor to use his or her personal vehicle in the interest of the Employer (i.e., trips to the bank, grocery store, etc.) mileage reimbursement will be paid at the current School District rate, and by the approval of the Food Service Director. SECTION 4. WORKINGOUTOFCLASSIFICATION: Employer shall avoid, whenever � possible, working an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) working days during any fiscal year of employment shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth day of such assignment. For purposes of this Article, an out-of-class assignment is defined as the full-time performance of all of the significant duties and responsibilities of a classification by an individual in another classification. For the purposes of this Article, the rate of pay for an out-of-class assignment shall be the same rate the employee would receive if he/she were promoted to the higher classification. SECTION 5. ADDITION OF REGULARLY SCHEDULED WORK HOURS: Whenever regularly-scheduled hours are added to an existing Food Service Assistant position, the Food Service Assistant with the greatest building seniority regularly employed in that kitchen or facility will be first offered the additional work hours, if that Food Service Assistant is listed for such consideration. ubd. 1. To be listed for additional hours consideration, a Food Service Assistant must � indicate in writing, at the start of the school year, to the Director of Food Service or to the designated immediate supervisor, the intention to be available for such additional work time. - � 24 �1�-�`�`�-1 ARTICLE 15. WORKING CONDITIONS (continued); � Subd• 2. If a listed Food Service Assistant refuses additional regularly-scheduled work . time, the Director of Food Service or designated immediate supervisor may remove that Food Service AssistanYs name from the listing. . ub . 3. A reduction in regularly-scheduled hours to a position covered by this Agreement shall not be considered a layoff, and is not subject to the provisions of Article 8, Layoff and Recall. SECTION6. REQUESTSFORCHANGEOFLOCATION: Employees who wish to be considered for reassignment to another location should submit a written request to the office of Director of Food Service by April 1 of any year. The request should specify the location or area the employee prefers. SECTION 7. FOOD MANAGER'S FOOD SAFEfY CERTIFlCATION Food Service Supervisor 1 or 2: The District may determine that it is necessary to have Food Service Supervisor 1 or 2 titles covered by this Agreement maintain the Saint Paul Manager's Certification (or a State of Minnesota Certification if regulation changes ) as a requirement for holding these positions. The test or tests for the Saint � Paul Food Manager's Certification (or a State of Minnesota Certification if regulation changes) will be taken on employee's time. The District will pay a maximum of $30 one time in a two (2)-year period to reimburse the employee for the fees for acquiring the renewal certification for those employees appointed in these titles prior to July 1, 1995. Food Service Supervisor 3: The parties recognize and acknowledge that the Saint Paul Food Manager's Certification (or a State of Minnesota Certification if regulation changes) is requirement for holding a position in the Senior High Food Service Supervisor and Food Service Supervisor 3 title covered by this Agreement, and will be a requirement prospectively for new appointees as well. The test or tests for the Saint Paul Food Manager's Certification (or a State of Minnesota Certification if regulation changes) will be taken on employee's own time. The District will pay a maximum of $30 one time in a two (2)-year period to reimburse the employee for the fees for acquiring the renewal certification for those employees appointed in this title prior to July 1, 1992. • 25 ARTICLE 16. COURT DUTY SECTION 1. � Any employee who is required to appear in court as a juror or as a subpoenaed witness shall be paid his/her regular pay while so engaged, unless the court duty is the result of litigation undertaken by the employee or the Union against the Employer. Any fees that � the employee shall receive from the court for such service shall be paid to the Employer. Any employee who is scheduled to work a shift other than the normal daytime shift, shall be rescheduled to work the normal daytime shift during such time as he/she is required ' to appear in court as a juror or witness. ARTICLE 17. SICK LEAVE CONVERSION SECTION 1. Accumulated sick leave in excess of 180 days may be converted to vacation at the rate of two (2) days sick leave for one (1) day vacation up to a maximum of five (5) days vacation time. Vacation is to be paid on the basis of regularly-scheduled hours per day. ARTICLE 18. DISCIPLINE AND DISCHARGE SECTION 1. The Employer shall have the right to impose disciplinary actions on employees for just cause. � SECTION 2. Disciplinary actions by the Employer shall include only the following actions: ( 1 ) Oral reprimand; (2 ) Written reprimand; ( 3 ) Suspension; ( 4 ) Demotion; ( 5 ) Discharge. SECTION 3. Employees who are suspended, demoted or discharged shall have the right to request that such actions be reviewed through the provisions of Article 5, Grievance Procedure of this Agreement. This provision is not intended to abrogate rights of veterans pursuant to statute. SECTION 4. Discharges will be preceded by a five (5) day preliminary suspension without pay. During said period, the employee and/or Union may request, and shall be entitled to a " meeting with the Employer representative who initiated the suspension with intent to discharge. During the five (5) day period, the Employer may affirm the suspension and discharge in accordance with the Personnel Rules or may modify, or withdraw same. ' • 26 ��---��`� ARTICLE 19. LEAVES � SECTION 1. LONG-TERM LEAVES WITHOUT PAY: Leaves of absence may be requested, on the basis specified in Civil Service Regulations. The Food Service Director will reply to such requests within fifteen (15) calendar days after they are received in the Food Service Office. SECTION 2. SHORT-TERM LEAVES WITHOUT PAY: Short-term special leaves without pay, not to exceed two (2) weeks in duration, may be requested and will be considered by the Employer subject to the operational needs of the Employer and the ability to secure substitute help to satisfactorily maintain the particular assignment of the employee involved. Subd. 1. Applications for such leaves must be submitted in writing to the Food Service Director at least forty-five (45) calendar days prior to the proposed start of the leave without pay and shall include the proposed period of the leave and purpose for leave. Subd• 2. 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 (1)-week or two (2)-week school vacation, the thirty (30) days' notice shall occur thirty (30) days before the beginning of such vacation period, providing the request was received at least fifteen (15) days earlier. � Subd. 3. Eight (8) such leaves shall be made available by the Employer in each school year, for the entire department (i.e., for Cook Managers and Food Service Personnel combined). Four (4) of the eight (8) leaves available shall be reserved for employees who have worked for the Food Service Department for at least five (5) years. The other four (4) leaves will be available to employees on the basis specified in this Article. Subd. 4. No more than two (2) such leaves will be granted during the month of January and no more than two (2) leaves will be granted during the month of February each year. SECTION 3. FAMILY MEDICAL LEAVES: Effective February 1, 1994, leaves of absence shall be granted as required under the federal law known as the Family and Medical Leave Act (FMLA) so long as it remains in force. The Human Resource Department provides procedures. � 27 ARTICLE 20. UNIFORMS � SECTION 1. bd. 1. The Employer will provide three (3) uniform pieces to each empioyee per school year. Selection and composition of uniforms is the Employer's option. Subd• 2. The Employer will provide four (4) uniform pieces at start-up for new , employees. A new employee must have worked at least thirty (30) working days in a forty-five (45) working-day period before receiving the start-up uniform allotment. Subd. 3. A uniform piece for the purpose of this Article shall be defined as any one of the following items as designated by the Food Service Director for that location: 1 ) shirt/tops; 2 ) slacks/pants; 3 ) aprons. Employees will have the flexibility to select any combination of uniform pieces each school year, so long as the uniform pieces selected are part of the approved uniform for that location. SECTION 2. 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. , � 28 ARTICLE 21 . WAGE SCALE ��—\�� aSECTION 1. The pay rates shall be those described in Appendix A. � SECTION 2. b 1. Initial Placement on the Salary Schedule: When an employee is originally hired or moves from another unit into a title covered by ' this agreement or moves from one title covered by this agreement to a different title under this agreement, initial step placement will be conducted as described by Civil Service Rules, unless the labor agreement contains a provision describing an alternative action. The labor agreement supersedes these provisions of Civil Service Rules. A newly hired person regularly appointed in the Food Service Assistant classification will normally start at the entry rate. If the person had been consistently assigned as a temporary employee at the entry rate for at least six (6) months prior to being regularly appointed from the list, that employee will start at the base rate. If the person had been temporarily assigned at the entry rate for less than six (6) months prior to being regularly appointed from the list, that employee will move to the base rate the first pay period following the completion of six (6) months of work at the entry rate (this includes time worked immediately preceding appointment). A newly hired person regularly appointed in other titles covered by this agreement will typically start at the Base Rate for that title. A person appointed on a temporary basis normally will be paid at the entry rate. The only exception is for retirees returning to work as temporary employees as described in Appendix A,Wage Schedule Conditions. � Subd• 2. Step Placement on the Salary Schedule for a Promotion: The Human Resource Department will determine the step placement for a promotion from one title in the District to a title covered by this Agreement. The step placement will be determined by multiplying the hourly rate of pay the person was receiving prior to the promotion by 1.05 (a 5% increase). The person will be placed in the new title following promotion at the first salary step that is equal to or greater than the rate calculated when multiplying the previous rate by 1.05. For example, if the person was making $10/hr before the promotion, the Human Resource Department would multiply $10/hr x 1.05 = $10.50/hr. Then the person would be place on the step in the new title that was closest to but not less than $10.50/hr. Subd. 3. �alary Ste�Progression: Progression through the steps of a salary range in this contract will be based on the following conditions: Employees must have received an overall rating of "satisfactory" on their most recent performance evaluation to receive any salary step advancement. Movement to pay columns beyond the base rate will normally occur on the first pay period following the anniversary date of the appointment to the new title, providing that , the employee has completed the number of years in the District required for that step. For example, an employee hired on September 10, 1995, would move to the two (2)-year step the first pay period following September 10, 1997, and then to the four (4)-year step the first pay period following September 10, 1999. SECTION 3. � During the term of this Agreement the Board may at its discretion unilaterally increase the pay rates provided in Appendix A, to come into compliance with the requirements of the Minnesota Pay Equity Act. 29 i INTENTIONALLY BLANK � � 30 ��-`�`k�1 ARTICLE 22. DURATION OF AGREEMENT � This A reement shall be in full force and effect from Jul 1, 1995 throu h 9 Y 9 June 30, 1997, except as otherwise specified herein, and shall automatically be � continued from year to year thereafter, unless a new Agreement is developed in accordance with the provisions of the Public Employment Labor Relations Act of 1971, as amended. Intent to negotiate a new Agreement shall be indicated by either party - providing written notice thereof at least ninety (90) days prior to the termination date set forth herein. FOOD SERVICE PERSONNEL AGREEMENT This Agreement is by and between Independent School District No. 625 and Minnesota Teamsters Public and Law Enforcement Employees Union Local No. 320, on behalf of Food Service Personnel. In full settlement of 1995-97 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, as well as ratification by the Union. ;� INDEPENDENT SCHOOL DISTRICT NO.625 MINNESOTA TEAMSTERS PUBLIC AND LAW ENFORCEMENT EMPLOYEES UNION LOCAL NO.320 ,�.�� ) �-' .�%�/ � ....t'Cr.�c/ �� C_f�✓ Negotiat' ns/Labor Relations M ager Business Agent ;✓; �7� Negotiations/Labor Rela ' ns Date Assistant Manager �- �/ - 9� Date . Chair, B rd of Education �—Ic� —9c� � Date � 31 � INTENTIONALLY BLANK •� � �b �-- ��1 APPENDIX A: WAGES � Food Service Assistants EFFECIIVE ENTRY BASE 2-YR. 4YR. frYR. &YR. 10-YR. 16-YR. DATE B�T� HA� BA� Bg� B�� HgIE &�� 5g� July 1, 1995 $7.31 $8.04 $9.34 $9.65 $9.97 $10.29 $10.61 $10.93 July 1, 1996 $7.31 $8.04 $9.52 $9.85 $10.17 $10.50 $10.82 $11.14 f�TE: Line Leader Premium A Food Service Assistant working in the District Kitchen who is assigned by the Director of Food Service as Line Leader for a particular function will be paid a premium of $.25 (25�) per hour over his/her regular hourly rate while performing the Line Leader duties. Line Leader assignment will be made or discontinued at the discretion of the Director of Food Service. Wage Schedule Conditions - Food Service Assistant � Persons w rki o ng on an occasional basis in the Food Service Assistant ctassification as temporary, provisional, or substitute employees shall be paid at $7.00 hourly. Effective April 1. 1996. the only exception is for former employees of the Saint Paul Public School Food Service Department who retired with at least five (5) years of District Food Service experience, and who return on an occasional basis in the Food Service Assistant classification as temporary or substitute employees shall be paid at the BASE RATE of the Food Service Assistant wage schedule. Persons newly employed in the Food Service Assistant classification on a regularly-scheduled basis, shall be paid at the Entry column rate until such time as the employee shall have passed the Civil Service examination for the classification, been certified and appointed to a regularly-scheduled position. Movement to the Base Rate will occur at the time of certification, so long as the employee has served at least six (6) months' regularly-assigned work time at the Entry rate. After satisfactory completion of the above, including the six (6)-month minimum time on the Entry rate, the employee shall be paid at the Base Rate column rate. Movement to pay columns beyond the base rate shall be based on completion of the specified number of years of continuous regular employment from the date of certification/a�pointment. � A1 APPENDIX A: WAGES (continued): � Baker - 1995-96 EFFECTIVE BASE 2-YR. 4YR. 6-YR. &YR. 10-YR. 16-YR. DATE RA� L� �� B�� . BAIE 9�� ' July 1, 1995 $11.67 $12.20 $12.73 $12.99 $13.30 $13.54 $13.76 Food Service Supervisor - 1995-96 �>> EFF�CIIVE BASE 2-YR. 4YR. 6YR. &YR. 10-YR. 16-YR. DATE BB.� BA.� EL�� BA� &�� B�� RAT� July 1, 1995 $10.07 $10.60 $11.14 $11.51 $11.88 $12.31 $12.73 � Senior High Food Service Supervisor - 1995-96 EFFECTIVE BASE 2-YR. 4YR. 6-YR. &YR. 10-YR. 16-YR. DATE BA� B�� BA� BA� BA� BA� BA� July 1, 1995 $10.91 $11.66 $12.41 $12.78 $13.31 $13.95 $14.59 �1� Effective for the 1995-96 school year, a Food Service Supervisor in a junior high school shall be paid a . premium of $.05 (five cents) per hour over the sated hourly rate for Food Service Supervisor, so long as he/she remains assigned in that title, in a junior high school. � A2 ��-�`�`��l APPENDIX A: WAGES (continued): � Baker - 1996-97 EFFECTIVE BASE 2-YR. 4YR. 6-YR. &YR. 10-YR. 16-YR. ' �� F�� BAIE BA_� HA_� BA_� BA� fl�3g. July 1, 1996 $11.67 $12.33 $12.98 $13.25 $13.57 $13.81 $14.03 Food Service Supervisor 1 - 1996-97 EFFECIIVE BASE 2-YR. 4YR. 6-YR. &YR. 10-YR. 16-YR. DATE BA� BA� BA� BA� BA� BAI� BA,� July 1, 1996 $10.40 $11.00 $11.50 $12.00 $12.30 $12.75 $13.35 � Food Service Su�ervisor 2 - 1996-97 EFFECTIVE BASE 2-YR. 4YR. GYR. &YR. 10-YR. 16-YR. DATE B�� BA� BAIE B�� BA_� BL� BA.� July 1, 1996 $11.30 $12.00 $12.60 $13.20 $13.60 $14.15 $14.85 Food Service Superoisor 3 - 1996-97 EFFECTIVE BASE 2-YR. 4YR. 6YR. &YR. 10-YR. 16-YR. DATE BA_� Bg� BA_� BA.� �T� Bg�. BATF.. July 1, 1996 $12.55 $13.30 $13.90 $14.60 $15.00 $15.65 $16.35 � A3 APPENDIX A: WAGES (continued): • Minnesota Professionai Development Plan For School Food Service Ansi Nutrition - Level 3 Certification Premium � When a regularly (civil service) certified and appointed employee shall have completed � the credit hours required for Level 3 of the Minnesota Professional Development Plan for School Food and Nutrition and shall have received such certification, that employee shall become eligible for an additional $0.10 (ten cents) per hour premium over and above his/her normal biweekly rate of pay for all hours on the payroll so long as the employee maintains a current Level 3 certification. Payment of the $0.10 (ten cents) per hour premium shall become effective within thirty (30) days after the employee has presented to the Director of Food Service of the Saint Paul Public Schools evidence in writing of his/her completed Level 3 certification. Employees must maintain current Level 3 certification and show evidence of the renewed certification to be eligible for continuation of the premium. � A4 � � Q�•�w'�'� : • , 1�� - �� ..� AGREEMENT between INDEPENDENT SCHOOL DISTRICT N�. f25 Saint Paul Public Schools and � E l��][NN SOTA TEAMSTEI�S L4CAL Nt3. 32Q Represe�ting Food Service P�ersonnel - J�Iy 1 , i 995 thrc�ugh June 30, 1997 d � . ��°� � p�� ` LlFELONO LEARNfNO ��C ��0� � � . � - � �� PUBLIC SCHOOLS L1FE4CN�Ci LE�RNlMO SAINT PAUL PUBUC SCHOOLS Independent Sc�ool District No. 625 Board o# Education: Mary Thornton Phillips - Chair Tom Conlon - Direc�or Marc Manderscheid - Vice Chair Greg Filice • Director Neal Thao - Clerk A1 Oertwig - Director Becky Montgomery - Treasurer . � Administration: Curman L.Gaines - Superintendent Julio Aimanza - Assistant Superintendent, Planning and Support Services Maureen A. Flanagan - Assistant Swperin#endent� ' Administration and Govemment Relations Wiliiam A. Larson - Assista�t Superintendent, Fiscal Affafrs and Operations Cy Yu�ten - Assistant Superintendent, Teaching and Leaming � . � i • CONTENTS NEGOTIATED TERMS AND CONDITIONS OF EMPLOYMENT ARTICLE PAGE 1 . Definition of Agreement.................................................................. 1 2. Recognition...................................................................................... 1 3. Check Off, Fair Share...................................................................... 2 4. Maintenance of Standards................................................................ 2 5. Grievance Procedure....................................................................... 3 6. Non-Discrimination, Affirmative Action....................................... 5 7. Holidays........................................................................................... 6 8. Sick Leave........................................................................................ 6 9. Hours............................................................................................... 7 10. Vacations.......................................................................................... 7 1 1 . Lunch Break.................................................................................... 7 12. Civil Service Examinations and Probation..................................... 8 13. Seniority, Layoff and Recall............................................................ 9 14. Insurance Benefits.......................................................................... 1 1 15. Working Conditions......................................................................... 2 4 � 16. Court Duty......................................................................................: 2 6 17. Sick Leave Conversion.................................................................... 2 6 18. Discipline and Discharge................................................................. 2 6 19. Leaves.............................................................................................. 2 7 20. Uniforms......................................................................................... 2 8 21 . Wage Scale....................................................................................... 2 8 22. Duration of Agreement.................................................................... 2 9 Appendix AWage Scale................................................................................. A1-A4 • iii • INTENTIONALLY BLANK i • �(� � ��y �i ARTICLE 1. DEFINITION OF AGREEMENT • SECTION 1. PARTIE : This Agreement is entered into between the Board of Education, Independent School District No. 625, Saint Paul, Minnesota, hereinafter ` referred to as the Board of Education, and Minnesota Teamsters Public and Law Enforcement Employees Union, Local No. 320 (certified in Case No. 81-PR-268-A on December 5, 1980, by the Director of Bureau of Mediation Services as the exclusive ' representative), hereinafter referred to as Local No. 320, pursuant to and in compliance with the Public Employment Labor Relations Act of 1971, as amended, to set forth the terms and conditions of employment. SECTION 2. PURPOSE: The purpose of this Agreement is to promote orderly and constructive relationships between the Board of Education, the employees of this unit, and Local No. 320. ARTICLE 2. RECOGNITION �ECTION 1. The Board of Education recognizes Local No. 320 as the certified exclusive • representative for the following unit: All food service personnel in the titles of Food Service Assistant, Food Service Supervisor, Senior High Food Service Supervisor and Baker employed by Independent School District No. 625, whose employment service exceeds the lesser of fourteen (14) hours per week or thirty-five percent (35%)of the normal work week and more than sixty-seven (67) workdays per year, excluding all supervisory and confidential employees. SECTION 2. The Board of Education agrees that so long as Local No. 320 is the exclusive representative in accordance with the provisions of PELRA 1971 as amended, and as certified by the Bureau of Mediation Services, State of Minnesota, for all personnel defined in Section 1 of this Article, that it will not meet and negotiate with any other labor or employee organization concerning the terms and conditions of employment for this unit. . • 1 ARTICLE 3. CHECK OFF, FAIR SHARE • SECTION 1. The Employer agrees to deduct the Union membership initiation fee assessments and once , each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a representative of the Union and the aggregate deductions of all employees � shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as possible. SECTION 2. Any present or future employee who is not a Union member shall be required to contribute a fair share fee for services rendered by the Union. Upon notification by the Union, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Union. In no instance shall the required contribution exceed 85% of the Union membership dues amount. This provision shall remain operative only so long as specifically provided by Minnesota law. In the event there is a change in the law permitting the Union to assess an amount in excess of 85% of regular membership dues, the full amount permitted by law may be assessed by the Union. SECTION 3. • The Union will indemnify, defend, and hold the School District harmless against any claims made and against any suits instituted, and any orders or judgments issued against the School District, their officers or employees, by reason of negligence of the Union in requesting or receiving deductions under this Article. ARTICLE 4. MAINTENANCE OF STANDARDS SECTION 1. The Employer agrees that all conditions of employment relating to wages, work, overtime differentials, vacations, and general working conditions shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul (Resolution No. 3250) at the time of signing of this Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. . • 2 ARTICLE 5. GRIEVANCE PROCEDURE �`� ' � "�� OE TI N 1. This grievance procedure is established to resolve any specific dispute between the ' employee and the School District concerning, and limited to, the interpretation or application of the provisions of this Agreement. �ECTION 2. An employee presenting a grievance may elect to be represented by an appropriate Union representative. At Step 1 or Step 2 of the grievance procedure, the employee may choose to present his/her grievance without being represented by a Union representative, provided, however, that the Union representative shall be notified of the adjustment or settlement of any Step 2 grievance and provided further that any adjustment or settlement shall not be inconsistent with the terms of the Agreement. SECTION 3. It is recognized and accepted by the Union and the Employer that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during normal working hours when consistent with such employees' duties and responsibilities. The aggrieved employee and a Union representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the Employer during normal working • hours provided that the employee and the Union representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and would not be detrimental to the work programs of the Employer. It is understood that the Employer shall not use the above limitation to hamper the processing of grievances. SECTION 4. A grievance shall be resolved in the following manner: Subd• 1. (Step 1) Any employee claiming a specific disagreement concerning the interpretation or application of the provisions of this Agreement shall, within twenty (20) working days of its first occurrence or within ten (10) working days of the time the employee reasonably should have had knowledge of the occurrence, whichever is later, discuss the complaint orally with the representative designated by the Director of Food Service. The representative of Director of Food Service shall attempt to adjust the complaint at that time. • 3 ARTICLE 5. GRIEVANCE PROCEDURE (continued): • ubd. 2. (Step 2) A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth the nature of the grievance, the facts on which it is based, the provision or provisions of the Agreement allegedly violated, the remedy requested, � and shall be appealed to Step 2 by the employee within fifteen (15) working days after the Employer-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the employee within fifteen (15) working days shall be � considered waived. If appealed, the written grievance shall be presented by the employee and the Union and discussed with the Director of School Food Service (or representative designated by the Superintendent). The Director of School Food Service shall give the Union the Employer's Step 2 answer in writing within ten (10) working days following the presentation. Any grievance not appealed in writing to Step 3 by the employee and the Union within ten (10) working days after receipt of the Employer's reply shall be considered waived. ubd. . (Step 3) If appealed, the written grievance shall be presented by the Union and discussed at an informal meeting within ten (10) working days of receipt of the written grievance, with the Superintendent of Schools or his representative. The Employer-designated representative shall give the Union the Employer's answer in writing within ten (10) working days after the review meeting. A grievance not resolved in Step 3 may be appealed in writing to Step 4 by the Union within ten (10) working days following the Employer-designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the Union within ten (10) working days shall be considered waived. • Subd. 4. (Step 4) A grievance unresolved in Step 3 and appealed to Step 4 by the Union shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971 as amended. If a mutually-acceptable arbitrator cannot be agreed upon, the selection of an arbitrator shall be made in accordance with the procedures of the Minnesota Bureau of Mediation Services, if the Union so requests within the specified ten (10) days. SECTION 5. The arbitrator shall have no right to amend, modify, nullify or ignore the terms and conditions of this Agreement. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the Employer and the Union, and shall have no authority to make decisions on any other issue not so submitted. i 4 " l l!i �� "� ARTICLE 5. GRIEVANCE PROCEDURE (contmued): � • The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules or regulations having � the force and effect of law. The arbitrator's decision shall be submitted in writing, copies to both parties and the Bureau of Mediation Services within thirty (30) days following the close of the hearing or the submission of briefs by the parties, whichever � be later, unless the parties agree to an extension. The decision shall be binding on both the Employer and the Union and shall be based solely on the arbitrator's interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the Employer and the Union, provided that each party shall be responsible for compensating its own witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equally. If a grievance is not presented within the lime limits set forth above, it shall be considered waived. If a grievance is not appealed to the next step within the specified time limit or any extension thereof, it shall be considered settled on the basis of the Employer's last answer. If the Employer does not answer a grievance or an appeal thereof within the specified time limits, the Union may elect to process the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the Employer and the Union in each step. � It is agreed by the Union and the Employer that, if a specific grievance is determined by this grievance process, it shall not again be submitted for consideration under any other procedure. It is further understood that if a specific matter is determined by some other procedure, it shall not again be submitted for review and arbitration under the procedures set forth in this Article. ARTICLE 6. NON-DISCRIMINATION,AFFIRMATIVE ACTION SECTION 1. Neither the Union nor the Employer shall discriminate against any employee because of Union membership or non membership, or because of race, color, sex, religion, national origin or political opinion or affiliations. , SECTION 2. AFFIRMATIVE ACTION: None of the provisions of this Agreement shall be interpreted or implemented so as to be in conflict with or cause violation of the DistricYs Affirmative Action Program as adopted by the Board." • * Effective March 22, 1984 5 ARTICLE 7. HOLIDAYS SECTION 1. • Regular or provisional employees working under the titles covered by this Labor Agreement, shall be eligible for six (6) holidays with pay (Labor Day, Thanksgiving Day, Friday following Thanksgiving, Martin Luther King Day, Presidents' Day, and � Memorial Day), and in accordance with the following rules. Employees 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. 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. Holiday pay will be paid on the basis of the employee's regularly-scheduled number of hours in the workday. ARTICLE 8. SICK LEAVE � SECTION 1. Sick leave shall be provided for the Baker, Food Service Supervisor, Senior High Food Supervisor, Food Service Supervisor 1, Food Service Supervisor 2, and Food Service Supervisor 3 classifications in accordance with Civil Service Regulations. SECTION 2. Food Service Assistants who have been employed as regularly-certified or provisional Civil Service employees in the classification of Food Service Assistant for at least two (2) school years and who have been regularly assigned three (3) hours or more per workday for the three (3) preceding months shall begin accruing sick leave in accordance with Civil Service regulations. SECTION 3. They shall continue such accrual only so long as they are assigned three (3) or more hours per workday. Accrual in such cases shall be on the basis of a pro rata portion of the day worked. SECTION 4. , Sick Leave may be used for absence occasioned by the death of a family member, within the limits specified in Civil Service Rules, Section 20. B. • 6 q� - ��-i �� ARTICLE 9. HOURS • SECTION 1. HOURS: This Section is intended only to define the normal hours of work and to provide the basis for the calculation of overtime pay. Nothing herein shall � be construed as a guarantee of hours of work per day or per week. The normal workday shall be eight (8) hours of work and the normal work week, regardless of shift arrangements, shall be an average of forty (40) hours of work. SECTION 2. OVERTIME: Overtime is to be paid for at the rate of time and one-half (1-1/2) for all assigned hours on the regular job in excess of forty (40) hours per week. For an employee who voluntarily elects to participate in optional extra work offered by the department at a task that is not his/her regular assignment (for example: staffing concessions at events) those hours shall be worked at straight time, even though the total hours worked in one day exceed eight (8) hours. ARTICLE 10. VACATIONS SECTION 1. Vacations shall be earned by eligible employees on the basis of the Civil Service formula. Eligible employees are limited to those employees assigned to the District Administration • Office on a twelve (12)-month full-time basis. ARTICLE 1 1 . LUNCH BREAK SECTION 1. All employees are entitled to a duty-free lunch break of thirty (30) minutes without pay, at a time assigned by the manager. • 7 ARTICLE 12. CIVIL SERVICE EXAMINATIONS AND PROBATION • SECTION 1. CIVIL SERVICE EXAMINATIONS: Notice of Civil Service (Personnel) Examinations for positions in the food production and service functions shall be posted in the kitchen in each work location no later than five (5) working days before the closing date for examination, subject to the timely receipt of information. SECTION 2. PROBATION: The probationary period shall be twelve (12) - consecutive months from the date of appointment for positions in the title Food Service Assistant. The probationary period, whether original or promotional appointment, for all other titles covered by this Agreement shall be six (6) consecutive calendar months from the date of appointment excluding holidays, school breaks, and leaves of absence. Extended absences of any kind lasting one month or more in duration shall not be credited when calculating time towards the completion of either the original or promotional probationary period. If the employee's service is found unsatisfactory by the Director of Food Service during the period of original appointment probation, the probationary employee may be discharged at the discretion of the Director of Food Service, prior to the end of the original probationary period. If the employee's service is found unsatisfactory by the Director of Food Service during the period of promotional appointment probation, the probationary employee shall be reinstated, at the discretion of the Director of Food Service, to his/her former position or to a position to which he/she might have been transferred or assigned prior to the promotion, prior to the end of the promotional probationary period. • Discharge or reinstatement to a lower level position during or at the conclusion of the probationary period stated in this Section 2 is not grievable under Article 5, nor is it subject to other appeal. . 8 ��- �u�'l� ARTICLE 13. SENIORITY, LAYOFF AND RECALL (Effective January 1, 1993) • SECTION 1. Whenever possible, two (2) weeks of notice shall be given any employee laid off. SECTION 2. � Recall rights shall exist for sixteen (16) months from the date of layoff. SECTION 3. SENIORITY Subd. 1. Seniority, for the purpose of this Article, shall be defined as follows: DISTRICT-WIDE SENIORITY is the length of continuous, regular, and probationary service with the Employer from the date an employee was first certified and appointed to any class title covered by this Agreement, it being further understood that district-wide seniority is confined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same date, the district-wide seniority shall be determined by the employee's rank on the eligible list from which the certification was made. BUILDING SENIORITY is the length of continuous, regular and probationary service with the Employer from the date an employee's first day of work at one specific school district facility in a certified and appointed position in a class title covered • by this Agreement, it being further understood that building seniority is confined to the current class assignment held by an employee. In the event an employee requests voluntary transfer and is then transferred from one location to another, the employee shall begin to accrue building seniority at the new location based on the date of assignment to the new location. In the event an employee is involuntary transferred from one location to another (or laid off and recalled to a different location), the employee shall carry forward to the new assignment the seniority date held prior to the transfer. In cases where two or more employees are assigned to the same location in the same class title on the same date, the employee with the greater district-wide seniority shall be determined to have greater building seniority. b . 2. Seniority shall terminate when an employee retires, resigns or is discharged. SECTION 4. LAYOFF b . 1. In the event it is determined by the Employer that it is necessary to reduce the workforce, employees will be laid off by class title based on inverse length of 4uilding senioritx in that class title. Subd• 2. Whenever possible, two (2) weeks of notice shall be given to any employee laid off. • 9 ARTICLE 13. SENIORITY, LAYOFF AND RECALL (Effective Jan. 1, 1993) (continued): • SECTION 5. RECALL Recall from layoff shall be in order of greatest district-wide seniority, except that recall rights shall expire after sixteen (16) months of layoff. Any employee is eligible for recall to any position in his/her title at any location, so long as the work hours do not exceed the employee's regularly scheduled hours prior to the layoff. Any employee who refuses an offer of recall at any location shall forfeit all further rights to recall. It is understood that a recalled employee will pick up his/her former seniority dates in any class of positions covered by this Agreement and previously held. • • 10 ARTICLE 14. INSURANCE BENEFITS ��✓ �� SECTION 1. ACTIVE EMPLOYEE INSURANCE - Subd. 1. Active Employee Health Insurance: Health and Welfare benefits shali be provided in the form of premium contributions for eligible employees under the plan offered by Independent School District No. 625 for Civil Service personnel. Employees ' selecting a plan offered by a Health Maintenance Organization agree to accept any changes in benefits which the Health Maintenance Organization implements. Subd. 2. Active Employee Insurance Employer Contribution: 2.1 The Employer agrees to contribute to the premium cost of employee hospital and medical coverage up to $150 per month for each full-time employee who is eligible and elects such coverage; or up to $270 per month for each full-time employee who is eligible and elects such coverage. 2.2 Effective January 1. 1996, the Employer agrees to contribute to the premium cost of hospital and medical coverage up to $170 per month for each full-time employee who is eligible and elects employee coverage; or up to $300 per month for each full-time employee who is eligible and elects family coverage. 2.3 Effective January 1. 1997. the Employer agrees to contribute to the premium cost of hospital and medical coverage up to $180 per month for each full-time employee who is eligible and elects employee coverage; or up to $310 per month • for each full-time employee who is eligible and elects family coverage. 2.4 Eligible em I�oyees: Employees who become eligible for hospital/medical coverage, shall be considered full-time if regularly assigned more than six (6) hours per day, and half-time if regularly assigned four (4) to six (6) hours per day. 2.4.1 For eligible half-time employees who elect hospital/medical coverage, the Employer will contribute one half (1/2) of the amount available for full-time employees electing such coverage. Subd. 3. Active Employee Life Insurance: The Employer agrees to contribute to the cost for $20,000 of life insurance coverage up to $5.10 per month for each employee who is eligible for such coverage. 3.1 The amount of life insurance specified in Subd. 3 shall be reduced to $5,000 coverage upon early retirement and shall continue until the early retiree reaches age sixty-five (65), at which time all employer paid life insurance shall be terminated. Subd. 4. P�yroll Deductions: Any premium costs in excess of the amounts stated above • shall be paid by the employee, by means of payroll deduction. ubd. 5. Flexible S en nding Account: It is the intent of the Employer to maintain during ' the term of this Agreement a plan for medical and child care expense accounts to be available to active employees in this bargaining unit who are eligible for Employer-paid • premium contribution for health insurance for such expenses, within the established legal regulations and IRS requirements for such accounts. 11 ARTICLE 14. INSURANCE BENEFITS (continued): • SECTION 2. RETIREMENT HEALTH INSURANCE AND TRANSITIONAL BENEFIT ubd. 1. Required Conditions for Retirees (Aae 65 and Over�, Effective January 1, 1996 through June 30, 1997 1 .1 Eligible and participating employees who retire on or after January 1, 1996, � must meet the following conditions at the time of retirement to qualify for any continuing District contributions toward premium payment for health insurance at age 65 or over: 1 .1 .1 Effective January 1. 1996: Required conditions for employee appointed to service in Independent School District No. 625 in a position within this bargaining unit prior to January 1, 1996: Eligible employees who were appointed to positions within this bargaining unit prior to January 1, 1996, and who retire on or after January 1, 1996, must meet the following conditions at the time of retirement to qualify for any District contributions of premium payment for health insurance or life insurance: 1 .1 .1 .1 Be receiving pension benefits from the PERA, the Saint Paul Teachers' Retirement Fund or other public employee retiree program at the time of retirement and have severed the employment relationship with Independent School District • No. 625. 1 .1 .1 .2 Employees retiring after January 1, 1996, must have completed the following service eligibility requirements prior to retirement in order to be eligible for any payment of any insurance premium contribution by the District after retirement. A Employees hired before January 1, 1980, must be continuously employed with the District. B. Employees hired on or after January 1, 1980, must have completed at least twenty (20) years of continuous employment with the District. Years of certified civil service time with the City of Saint Paul earned prior to January 1, 1996, will continue to be counted toward meeting the District's service requirement of this Subdivision 1.1.1.2. Civil service time worked with City of Saint Paul after January 1, 1996, will be considered a break in District employment. . 1 .1.1 .3 A retiree may not carry his/her spouse as a dependent if such spouse is also an Independent School District No. 625 retiree , or Independent School District No. 625 employee and eligible for and is enrolled in the Independent School District No. 625 � health insurance program, or in any other Employer-paid health insurance program. 12 ��- I��-i �7 ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): • 1.1 .1 .4 Additional dependents beyond those designated to the District at the time of retirement may not be added at the District expense after retirement. 1 .1.1 .5 The employee must make application through District procedures prior to the date of retirement in order to be " eligible for any benefits provided in this Section. 1 .1 .2 For employees appointed into service in Independent School District No. 625 to positions within this bargaining unit after January 1, 1996, and who retire prior to July 1, 1997, there is no access to premium contributions for Retiree Health Insurance _ at age 65 and over. 1 .2 Retiree Age 65 and Over Health Insurance: Employer Contribution Levels Effective January 1, 1996 through June 30, 1997 only For eligible employees who were hired and appointed into Independent School District No. 625 service prior to January 1, 1996, and who retire at age sixty-five (65) or later and who meet the health insurance eligibility requirements in Subdivision 1.1 or for early retirees who qualified under the conditions of 2.1 are eligible under the terms of the Medicare supplement policy provided in this Subd. 1.2 upon reaching age sixty-five (65) after retirement, the District will provide payment of premium contributions for a Medicare Supplement health coverage policy selected by the District. This provision is • effective cn�x for employees hired before January 1, 1996, who retire by June 30, 1997, and who have not requested participation in any component of the Transitional Plan in Article y4, Section 2, Subd. 3.1 of this Agreement following hereafter. This provision expires and is null and void after June 30, 1997. Subd• 2. Early Retiree Provisions Effective January 1, 1996 through June 30, 1997 2.1 This provision will be available to eligible employees hired before January 1, 1996, and eligible employees hired on or after January 1, 1996, who retire before June 30, 1997, and meet the required conditions below. The employee must meet the following conditions at the time of early retirement in order to be eligible for any payment of any insurance premium contribution by the Employer after his/her retirement (early retirement and subsequently after age 65): 2.1 .1 Be receiving pension benefits from the PERA, the Saint Paul Teachers' Retirement Fund or other public employee retiree program at the time of retirement and have severed the employment relationship with • Independent School District No. 625. . 13 ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): • 2.1 .2 Employees hired into District service before January 1. 1996, and retiring after January 1, 1996, must have completed the following service eligibility requirements with Independent School District No. � 625 prior to retirement in order to be eligible for any payment of any insurance premium contribution by the District after retirement: A. Must be at least fifty-five (55) years of age and have completed twenty-five (25) years of service, or; B. The combination of their age and their years of service must equal eighty-five (85) or more, or; C. Must have completed at least thirty (30) years of service, or; D. Must have completed at least twenty (20) consecutive years of service within Independent School District No. 625 immediately preceding retirement. Years of regular service with the City of Saint Paul will continue to be counted toward meeting the service requirement of this Subdivision 2.1.2 A, B or C, but not for 2.1.2 D. 2.1 .3 Em I�oyees hired into District service after January 1. 1996, and retiring after January 1, 1996 must have completed twenty (20) years of service with Independent School District No. 625. Time with � the City of Saint Paul will not be counted toward this twenty (20)-year requirement. 2.1 .4 A retiree may not carry his/her spouse as a dependent if such spouse is also an Independent School District No. 625 retiree or Independent School District No. 625 employee and eligible for and is enrolled in the Independent School District No. 625 health insurance program, or in any other Employer-paid health insurance program. 2.1 .5 Additional dependents beyond those designated to the District at the time of retirement may not be added at the District expense after retirement. 2.1 .6 The employee must make application through District procedures prior to the date of retirement in order to be eligible for any benefits provided in this Section. • 14 ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): ��V�`�� i 2.2 Early Retiree Health Insurance: Employer Contribution Levels " The District will for the period of this Agreement provide employees who meet the eligibility requirements for health insurance in 2.1 above, who retire during the term of this Agreement, and until such employees reach sixty-five (65) years of age, such health insurance premium contributions up to the same dollar amount as were made by the District for health insurance for single or family coverage by that carrier, for an employee under this Agreement, in his/her last month of active employment. In the event new carriers replace those in place at execution of this Agreement, the dollar amounts being paid for single or family coverage to the carrier at the employee's date of retirement shall constitute the limit on future contributions. Any employee who is receiving family coverage premium contribution at date of retirement may not later claim an increase in the amount of the Employer obligation for single coverage premium contributions to a carrier after deleting family coverage. 2.3 Early Retiree Life Insurance: Employer Contribution Levels The District will provide for early retirees who qualify under the conditions of 2.1 above, premium contributions for eligible retirees for $5,000 of life insurance only until their 65th birthday. No life insurance will be provided, or premium contributions paid, for any retiree age sixty-five (65) or over. � Subd. 3. Retirement Benefits Transitional Plan Background Information: In the negotiation of this Labor Agreement for the 1995-1996 term, it was the intent of the parties to develop a long-range plan for retirement benefits which could be available to employees and managed by the District on a currently funded benefit basis, and at the same time to gradually phase out the unfunded future financial liability being generated by the open-ended provision of retirement health insurance premium contribution identified in the above Subd. 1.2 of this Section. To that end, the Retirement Benefits Transitional Plan developed by the parties in this Subd. 3 describes a long-range plan for accomplishing that goal by providing current active employees with the choice of one of three alternative benefits available during or at the conclusion of their careers in this District, which if prudently used, can effectively serve the purpose of assisting the employee in financial planning and preparation for his/her retirement. In addition, the plan design provides for future employees; i.e., those hired on or after January 1, 1996, the opportunity (after completing three [3] full years of consecutive active service) to participate in a deferred compensation savings plan with . specified Employer matching funds, which if prudently and consistently used, can effectively assist the employee in financial planning for retirement. � 15 ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): i 3.1 Health Insurance Premium Contribution for ALL Early Retirees (i.e., before age sixty-five [65]). Employees hired before January 1, 1996, and employees hired on or after January 1, 1996, who fulfill the specified following conditions listed below will be eligible for District contribution to payment of premiums for health insurance coverage during early retirement (i.e., until the retiree reaches age sixty-five [65]) as provided in Subd. 2, Subparagraphs 2.2 and 2.3 of this Section. 3.1 .1 Be receiving pension benefits from the PERA, the Saint Paul Teachers' Retirement Fund or other public employee retiree program at the time of retirement and have severed the employment relationship with Independent School District No. 625. 3.1 .2 Employees hired before January 1, 1996, must have completed continuous employment requirements in Subdivisions 2.1.2. �m,�loyees hired and appointed into Independent School District No. 625 service on or after January 1. 1996. must have comt�leted twenty (20� vears of continuous em�loyment with Indenendent School District No. 625 prior to retirement in order to be eligible for any payment of any insurance premium contribution by the District after retirement. Time worked in City of Saint Paul will not be counted for employees hired into Independent School District No. 625 service after • January 1, 1996. 3.1 .3 A retiree may not carry his/her spouse as a dependent if such spouse is also an Independent School District No. 625 retiree or Independent School District No. 625 employee and eligible for and is enrolled in the Independent School District No. 625 health insurance program, or in any other Employer-paid health insurance program. 3.1 .4 Additional dependents beyond those designated to the District at the time of retirement may not be added at the District expense after retirement. 3.1 .5 The employee must make application through District procedures prior to the date of retirement in order to be eligible for any benefits provided in this Section. � 16 � � �� ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): � 3.2 Deferred Compensation Plan for Employees Hired Into Independent School District No. 625 Service on or after January 1, 1996: 3.2.1 New employees hired on or after January 1, 1996, will after completing three (3) full years of consecutive active service in ' Independent School District No. 625 to attain eligibility, be eligible to receive up to $500 per year of matching contributions to the Minnesota Deferred Compensation Plan, so long as the employee remains in continuous active service, up to a cumulative lifetime maximum of $12,500 total in matching contributions by the District. Part-time employees working half-time or more will be eligible for up to one half (50%) of the available District match. Approved non-compensatory leave shall not be counted in reaching the three (3) full years of consecutive active service, and shall not be considered a break in service. Time worked in the City of Saint Paul will not be counted toward this three (3)-year requirement. Federal and state rules governing participation in the Minnesota Deferred Compensation Plan shall apply. The employee, not the District, is solely responsible for determining his/her total maximum allowable annual contribution amount under IRS regulations. The employee must initiate an application to participate through the District's specified procedures. � 3.2.2 No employee hired on or after January 1, 1996, shall have or acquire in any way any eligibility for Employer-paid health insurance premium contribution for coverage in retirement at age sixty-five (65) and over. Employees hired on or after January 1, 1996, shall be eligible only for � retirement health insurance premium contribution as provided in Subd. 3.1. 3.3 Employees Hired into Independent School District No. 625 service before January 1 , 1996. A choice among three (3) possible options is available only to employees hired and appointed into Independent School District No. 625 service before January 1, 1996. Once the employee makes a choice of one of these options, that choice is irrevocable, and the other options are no longer accessible to the employee at any time, for any reason. The options are listed here, and detailed in the following subparagraphs: • Option 1 - Transitional Retiree Age 65 and Over Insurance Option • Option 2 - Minnesota Deferred Compensation Plan Option • • Option 3 - Transitional Severance Allowance Option • 17 ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): • 3.3.1 Re�uired Conditions for ALL Retirees. effective January 1. 1996. Eligibie employees who retire on or after January 1, 1996, must meet - the conditions and eligibility requirements specified below in this Section 3.3.1 to be eligible for any of the options listed in 3.3 and in the following Subparagraphs. ' 3.3.1 .1 Be receiving pension benefits from the PERA, the Saint Paul Teachers' Retirement Fund or other public employee retiree program at the time of retirement and have severed the employment relationship with Independent School District No. 625. 3.3.1 .2 Employees hired before January 1, 1996, must have completed continuous employment requirements in Subdivisions 1.1.1.2 through 1.1.1.5. Years of certified civil service time with the City of Saint Paul earned prior to January 1, 1996, will be counted toward meeting the service requirements. Years of certified civil service time with the City of Saint Paul earned prior to January 1, 1996, will continue to be counted toward meeting the DistricYs service requirement in this Subd. 3.3.1.2. Civil service time worked with City of Saint Paul after January 1, 1996, will be considered a break in District employment. � 3.3.1 .3 A retiree may not carry his/her spouse as a dependent if such spouse is also an Independent School District No. 625 retiree or Independent School District No. 625 employee and eligible for and is enrolled in the Independent School District No. 625 health insurance program, or in any other Employer-paid health insurance program. 3.3.1 .4 Additional dependents beyond those designated to the District at the time of retirement may not be added at the District expense after retirement. 3.3.1.5 The employee must make application through District procedures prior to the date of retirement in order to be eligible for any benefits provided in this Section. � 18 �� `1`7 1 ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): • 3.3.2 Option 1 - Transitional Retiree Age 65 and Over Insurance Option ' Conditions: • An employee who has earlier elected to participate in Option 2 - - Minnesota Deferred Compensation Plan Option (3.3.3 below) is not eligible for this provision, and cannot change his/her original decision.� • An employee who elects at retirement to participate in Option 3 - Transitional Severance Allowance Option (3.3.4 below) is not eligible for this provision. • An employee who elects participation in this provision at retirement must irrevocably waive participation in the Option 3 - Transitional Severance Allowance Option, but is not required to waive eligibility for Severance Pay provided by Board of Education resolution. • The employee must initiate application to participate through specified District procedures. 3.3.2.1 Effective July 1, 1997, for employees hired before January 1, 1996, who retire at age sixty-five (65) or later and who are eligible under Subd. 3.3.1 of this Article and the � terms of the policy provided in this Subd. 3.3.2, or for early retirees who qualified under the conditions of Subdivision 3.1 above and who are eligible under the terms of the policy provided in this Subd. 3.3.2 upon reaching age sixty-five (65) after retirement, the District will provide contributions toward premium payment as specified herein, for a Medicare Supplement health coverage policy selected by the District. Effective June 30, 1997, premium contributions by the District toward retiree health insurance coverage at and after age sixty-five (65) will not exceed: Coverage Type in I Fami�X Medicare Eligible $300 per month $400 per month Non-Medicare Eligible $400 per month $400 per month At no time shall any payment in any amount be made directly to the retiree. Any premium cost in excess of the maximum contributions specified must be paid directly and in full by the retiree, or ' coverage will be discontinued. • 1 An employee is not excluded from this o tion b virtue f p y o his/her participation in the Minnesota Deferred Compensation Plan as an individual investor with no employer-paid matching funds. 19 ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): • 3.3.3 Qption 2 - Minnesota Deferred Compensation Plan Option Effective July 1, 1997, employees hired before January 1, 1996, who � have completed at least three (3) full years of continuous active service within Independent School District No. 625 can become eligible to participate in Minnesota Deferred Compensation Plan and receive matching contribution by the District up to a maximum of $500 annually, for a maximum lifetime total of $12,500 in matching contributions (as provided in 3.2 of this Subdivision). Time worked in City of Saint Paul prior to January 1, 1996, will be counted toward meeting this three (3)-year service requirement. Conditions: • The employee must irrevocably waive Option 1 - Transitional Retiree age 65 and over Insurance Option as provided in 3.3.2 above of this Subdivision. • The employee must irrevocably waive Option 3 - Transitional Severance Allowance prior as provided under 3.3.4 (below) of this Subdivision. • The employee is not required to waive eligibility for Severance Pay provided by Board of Education resolution. � • The employee must initiate an application to participate through the District's specified procedures. Matching contribution by the District can only occur so long as the employee remains in continuous active service in the District, and shall not exceed $500 per year, with a cumulative lifetime maximum total of $12,500. Approved non-compensatory leave shall not be considered a break in service and shall not be counted in completing the three (3) year requirement. Eligible part-time employees assigned to .5 FTE or more, shall be eligible for up to one-half (1/2) the annual match by the District. • 20 ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): G1�J `� "1�� 3.3.4 Option 3 - Transitional Severance Allowance Option: Effective July 1, 1996 through June 30, 2017 3.3.4.1 Conditions for participation in this specified Transitional Severance Allowance Option: • The employee must irrevocably waive Option 1 - Transitional Retiree Age 65 and over Insurance Option as provided in 3.3.2 (above) of this Subdivision. • An employee who has earlier elected to participate in Option 2 - Minnesota Deferred Compensation Plan Option (3.3.3 above) is not eligible for this provision, and cannot change his/her original decision.� • The employee must have completed at least twenty (20) full years of continuous active service in Independent School District No. 625 (not including periods of non- compensatory leave). Time worked in the City of Saint Paul prior to January 1, 1996, will be counted toward meeting this eligibility requirement. • The employee must be voluntarily separated from District employment. Those employees who are discharged for • cause, misconduct, inefficiency, incompetency or any other disciplinary reason are not eligible for this Transitional Severance Pay Option. • The employee must file a waiver of reemployment with the Director of Human Resources, which will clearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or reemployment (of any type) with Independent School District No. 625. • The employee must be at least age fifty-five (55), retiring from Independent School District No. 625 service, and eligible for pension under Minnesota PERA or Saint Paul Teachers' Retirement Fund. • The employee must have a minimum of sixty (60) days accumulated unused sick leave on his/her record at the date of retirement in order to qualify for the full Transitional Severance Allowance. Any employee who does not meet this condition will forfeit $4,000 of the Transitional , Severance Allowance specified for that year of his/her retirement. • � An employee is not excluded from this o tion b virtue of his/her artici ati n in P y p p o the Minnesota Deferred Compensation Plan as an individual investor with no employer-paid matching funds. 21 ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): • • The employee must elect to waive all severance pay described by Board of Education resolution (for up to $4,000) in favor of this option. ' • The employee must provide to the District the required waivers and signed resignation by April 1 of the school ' year in which he/she intends to retire. Appeal of this deadline, based on emergency or extraordinary circumstances, will be considered by the District. • The employee must initiate application to participate through specified District procedures. 3.3.4.2 When application has been made, and all of the above conditions have been met, the employee will be deemed eligible for severance pay allowance equal to the lesser of one year's salary at his/her current salary or a maximum amount as prescribed herein: For Retirements in Maximum Transitional School/Fiscal Year �everance Pay Allowance 1 996-97 $31 ,000 1997-98 $31 ,750 1998-99 $32,500 � 1999-00 $33,250 2000-01 $34,000 2001 -02 $34,750 2002-03 $35,500 2003-04 $36,250 2004-05 $37,000 2005-06 $38,000 Such amount will normally be paid out according to District established procedures, in equal installments over five (5) years from the date of retirement; exception will be made in the event of the death of the employee; special or emergency appeal for earlier payment will be considered by the District. 3.3.4.3 There is no access to the benefits of this Option 3 - Transitional Severance Pay Allowance for the spouse or estate of an active employee who dies having not yet actually retired. A surviving spouse however mav be eligible for severance pay ' as provided by Board of Education resolution. • 22 /`� ��(.� ARTICLE 14. INSURANCE BENEFITS, Section 2. (continued): �� • 3.3.4.4 At no time, and under no circumstances shall this Option 3 - Transitional Severance Allowance Option be ' available to any person hired by the District into Independent School District No. 625 service on or after January 1, 1996. This Option 3 - Transitional Severance Allowance Option expires on June 30, 2017, and will be thereafter null and void. 3.3.5 Choice of Options: It will be apparent to current employees that if Option 2 - Minnesota Deferred Compensation Plan Option in Subdivisions. 3.3.2 is to be elected by the employee, that choice should be made at the earliest possible date, in order to allow for the greatest possible growth in the account. If, however, the current employee prefers to keep open the possible selection of Option 1 - Transitional Retiree Age 65 and Over Insurance Option (Subd. 3.3.2) O R Option 3 - Transitional Severance Allowance Option (Subd. 3.3.4), that decision can be made shortly before actual retirement. Once made, the decision is irrevocable. District Benefits Office will provide information upon request. • 3.3.5.1 If state and federal law permits, and the option remains available from carriers, the District will allow eligible retirees at age 65 who were hired before January 1, 1996, and who have completed the requirements in Subdivision 3.3.1 to continue, on a self-paid basis, to participate in the retiree group plan for Medicare supplement then made available by the District. The retiree must make application pursuant to District procedures, and must have or obtain Medicare Part B coverage at his/her own expense. No monetary contribution to premium cost or medical costs of any kind will be made by the District. The retiree will be responsible for the timely payment of premiums, and failure to do so will result in discontinuance of the coverage and the option to participate. • 23 ARTICLE 15. WORKING CONDITIONS • SECTION 1. EMERGENCY CLOSINGS AND CALL IN ubd. 1. 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. u 2. An employee who is expected to come to work on a regular workday, or who is called in to work at another time, shall receive a minimum of two (2) hours straight time pay for the work. SECTION 2. WORKSHOPS: Employees in the Food Senrice program ordered by the Food Service Director to attend Food Service workshops shall be reimbursed for the tuition of the workshop and the normal hourly rate for the time spent in the workshop. SECTION 3. MILEAGE: When an employee is required and authorized by the proper supervisor to use his or her personal vehicle in the interest of the 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. SECTION 4. YVORKINGOUTOFCLASSIFlCATION: Employer shall avoid, whenever • possible, working an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) working days during any fiscal year of employment shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth day of such assignment. For purposes of this Article, an out-of-class assignment is defined as the full-time performance of all of the significant duties and responsibilities of a classification by an individual in another classification. For the purposes of this Article, the rate of pay for an out-of-class assignment shall be the same rate the employee would receive if he/she were promoted to the higher classification. SECTION 5. ADDITION OF REGULARLY SCHEDULED WORK HOURS: Whenever regularly-scheduled hours are added to an existing Food Service Assistant position, the Food Service Assistant with the greatest building seniority regularly employed in that kitchen or facility will be first offered the additional work hours, if that Food Service Assistant is listed for such consideration. ubd. 1. To be listed for additional hours consideration, a Food Service Assistant must � indicate in writing, at the start of the school year, to the Director of Food Service or to the designated immediate supervisor, the intention to be available for such additional work time. - � 24 ARTICLE 15. WORKING CONDITIONS (continued); �� '�� • ubd. 2. If a listed Food Service Assistant refuses additional regularly-scheduled work time, the Director of Food Service or designated immediate supervisor may remove that Food Service Assistant's name from the listing. . Subd• 3• A reduction in regularly-scheduled hours to a position covered by this Agreement shall not be considered a layoff, and is not subject to the provisions of Article 8, Layoff and Recall. SECTION6. REQUESTSFORC;HANGEOFLOCATION: Employees who wish to be considered for reassignment to another location should submit a written request to the office of Director of Food Service by April 1 of any year. The request should specify the location or area the employee prefers. SECTION 7. FOOD MANAGER'S FOOD SAFETY CERTIFlCATION Food Service Supervisor 1 or 2: The District may determine that it is necessary to have Food Service Supervisor 1 or 2 titles covered by this Agreement maintain the Saint Paul Manager's Certification (or a State of Minnesota Certification if regulation changes ) as a requirement for holding these positions. The test or tests for the Saint � Paul Food Manager's Certification (or a State of Minnesota Certification if regulation changes) will be taken on employee's time. The District will pay a maximum of $30 one time in a two (2)-year period to reimburse the employee for the fees for acquiring the renewal certification for those employees appointed in these titles prior to July 1, 1995. Food Service Supervisor 3: The parties recognize and acknowledge that the Saint Paul Food Manager's Certification (or a State of Minnesota Certification if regulation changes) is requirement for holding a position in the Senior High Food Service Supervisor and Food Service Supervisor 3 title covered by this Agreement, and will be a requirement prospectively for new appointees as well. The test or tests for the Saint Paul Food Manager's Certification (or a State of Minnesota Certification if regulation changes) will be taken on employee's own time. The District will pay a maximum of $30 one time in a two (2)-year period to reimburse the employee for the fees for acquiring the renewal certification for those employees appointed in this title prior to July 1, 1992. • 25 ARTICLE 16. COURT DUTY SECTION 1. � Any employee who is required to appear in court as a juror or as a subpoenaed witness shall be paid his/her regular pay while so engaged, unless the court duty is the result of litigation undertaken by the employee or the Union against the Employer. Any fees that ' the employee shall receive from the court for such service shall be paid to the Employer. Any employee who is scheduled to work a shift other than the normal daytime shift, shall be rescheduled to work the normal daytime shift during such time as he/she is required ' to appear in court as a juror or witness. ARTICLE 17. SICK LEAVE CONVERSION SECTION 1. Accumulated sick leave in excess of 180 days may be converted to vacation at the rate of two (2) days sick leave for one (1) day vacation up to a maximum of five (5) days vacation time. Vacation is to be paid on the basis of regularly-scheduled hours per day. ARTICLE 18. DISCIPLINE AND DISCHARGE SECTION 1. The Employer shall have the right to impose disciplinary actions on employees for just cause. � SECTION 2. Disciplinary actions by the Employer shall include only the following actions: ( 1 ) Oral reprimand; (2 ) Written reprimand; ( 3 ) Suspension; ( 4 ) Demotion; ( 5 ) Discharge. SECTION 3. Employees who are suspended, demoted or discharged shall have the right to request that such actions be reviewed through the provisions of Article 5, Grievance Procedure of this Agreement. This provision is not intended to abrogate rights of veterans pursuant to statute. SECTION 4. Discharges will be preceded by a five (5) day preliminary suspension without pay. During said period, the employee and/or Union may request, and shall be entitled to a ' meeting with the Employer representative who initiated the suspension with intent to discharge. During the five (5) day period, the Employer may affirm the suspension and discharge in accordance with the Personnel Rules or may modify, or withdraw same. ' • 26 �C� � �� ARTICLE 19. LEAVES • SECTION 1. LONG-TERM LEAVES WITHOUT PAY: Leaves of absence may be requested, on the basis specified in Civil Service Regulations. The Food Service Director will reply ' to such requests within fifteen (15) calendar days after they are received in the Food Service Office. SECTION 2. SHORT-TERM LEAVES WITHOUT PAY: Short-term special leaves without pay, not to exceed two (2) weeks in duration, may be requested and will be considered by the Employer subject to the operational needs of the Employer and the ability to secure substitute help to satisfactorily maintain the particular assignment of the employee involved. u d. 1. Applications for such leaves must be submitted in writing to the Food Senrice 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. u . 2. 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 (1)-week or two (2)-week school vacation, the thirty (30) days' notice shall occur thirty (30) days before the beginning of such vacation period, providing the request was received at least fifteen (15) days earlier. • Subd. 3. Eight (8) such leaves shall be made available by the Employer in each school year, for the entire department (i.e., for Cook Managers and Food Service Personnel combined). Four (4) of the eight (8) leaves available shall be reserved for employees who have worked for the Food Service Department for at least five (5) years. The other four (4) leaves will be available to employees on the basis specified in this Article. Subd. 4. No more than two (2) such leaves will be granted during the month of January and no more than two (2) leaves will be granted during the month of February each year. SECTION 3. FAMILY MEDICAL LEAVES: Effective February 1, 1994, leaves of absence shall be granted as required under the federal law known as the Family and Medical Leave Act (FMLA) so long as it remains in force. The Human Resource Department provides procedures. � 27 ARTICLE 20. UNIFORMS SECTION 1. . Subd. 1. The Employer will provide three (3) uniform pieces to each employee per school year. Selection and composition of uniforms is the Employer's option. ` ubd. 2. The Employer will provide four (4) uniform pieces at start-up for new employees. A new employee must have worked at least thirty (30) working days in a ' forty-five (45) working-day period before receiving the start-up uniform allotment. Subd. 3. A uniform piece for the purpose of this Article shall be defined as any one of the following items as designated by the Food Service Director for that location: 1 ) shirt/tops; 2 ) slacks/pants; 3 ) aprons. Employees will have the flexibility to select any combination of uniform pieces each school year, so long as the uniform pieces selected are part of the approved uniform for that location. SECTION 2. 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. . � 28 ARTICLE 21 . WAGE SCALE /�� /� I.f�J • �� ( SECTION 1. The pay rates shall be those described in Appendix A. � SECTION 2. Subd. 1. Initial Placement on the Salary Schedule: When an employee is originally hired or moves from another unit into a title covered by ' this agreement or moves from one title covered by this agreement to a different title under this agreement, initial step placement will be conducted as described by Civil Service Rules, unless the labor agreement contains a provision describing an alternative action. The labor agreement supersedes these provisions of Civil Service Rules. A newly hired person regularly appointed in the Food Service Assistant classification will normally start at the entry rate. If the person had been consistently assigned as a temporary employee at the entry rate for at least six (6) months prior to being regularly appointed from the list, that employee will start at the base rate. If the person had been temporarily assigned at the entry rate for less than six (6) months prior to being regularly appointed from the list, that employee will move to the base rate the first pay period following the completion of six (6) months of work at the entry rate (this includes time worked immediately preceding appointment). A newly hired person regularly appointed in other titles covered by this agreement will typically start at the Base Rate for that title. A person appointed on a temporary basis normally will be paid at the entry rate. The only exception is for retirees returning to work as temporary employees as described in � Appendix A, Wage Schedule Conditions. Subd• 2. Step Placement on the Salary Schedule for a Promotion: The Human Resource Department will determine the step placement for a promotion from one title in the District to a title covered by this Agreement. The step placement will be determined by multiplying the hourly rate of pay the person was receiving prior to the promotion by 1.05 (a 5% increase). The person will be placed in the new title following promotion at the first salary step that is equal to or greater than the rate calculated when multiplying the previous rate by 1.05. For example, if the person was making $10/hr before the promotion, the Human Resource Department would multiply $10/hr x 1.05 = $10.50/hr. Then the person would be place on the step in the new title that was closest to but not less than $10.50/hr. Subd. 3. Salary Step Progression: Progression through the steps of a salary range in this contract will be based on the following conditions: Employees must have received an overall rating of "satisfactory" on their most recent performance evaluation to receive any salary step advancement. Movement to pay columns beyond the base rate will normally occur on the first pay period following the anniversary date of the appointment to the new title, providing that the employee has completed the number of years in the District required for that step. For example, an employee hired on September 10, 1995, would move to the two (2)-year step the first pay period following September 10, 1997, and then to the four . (4)-year step the first pay period following September 10, 1999. � SECTION 3. During the term of this Agreement the Board may at its discretion unilaterally increase the pay rates provided in Appendix A, to come into compliance with the requirements of the Minnesota Pay Equity Act. 29 • � INTENTIONALLY BLANK � � 30 ARTICLE 22. DURATION OF AGREEMENT "�l% � �� • This A reement shail be in full force and effect from Jul 1 1995 throu h 9 Y , 9 June 30, 1997, except as otherwise specified herein, and shall automatically be � continued from year to year thereafter, unless a new Agreement is developed in accordance with the provisions of the Public Employment Labor Relations Act of 1971, as amended. Intent to negotiate a new Agreement shall be indicated by either party � providing written notice thereof at least ninety (90) days prior to the termination date set forth herein. FOOD SERVICE PERSONNEL AGREEMENT This Agreement is by and between Independent School District No. 625 and Minnesota Teamsters Public and Law Enforcement Employees Union Local No. 320, on behalf of Food Service Personnel. In full settlement of 1995-97 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, as well as ratification by the Union. � INDEPENDENT SCHOOL DISTRICT NO.625 MINNESOTA TEAMSTERS PUBLIC AND LAW ENFORCEMENT EMPLOYEES UNION LOCAL NO.320 -�-�.� � . � . . �� . ....�'tr ��GL .� � � Negotiat' ns/Labor Relations M ager Business Agent ✓; lr� Negotiations/Labor Rela ' s Date Assistant Manager �� /� ' g�, Date . Chair, B rd of Education �-1c� —9� � Date i 31 • INTENTIONALLY BLANK . i q��i�� APPENDIX A: WAGES • Food Service Assistants > EFFECTIVE ENTRY BASE 2-YR. 4YR. 6-YR. &YR. 10-YR. 16-YR. DATE � B�I� BA� Bg� BA.� �� 8� 5L� July 1, 1995 $7.31 $8.04 $9.34 $9.65 $9.97 $10.29 $10.61 $10.93 July 1, 1996 $7.31 $8.04 $9.52 $9.85 $10.17 $10.50 $10.82 $11.14 �IC TE: Line Leader Premium A Food Service Assistant working in the District Kitchen who is assigned by the Director of Food Service as Line Leader for a particular function will be paid a premium of $.25 (25�) per hour over his/her regular hourly rate while performing the Line Leader duties. Line Leader assignment will be made or discontinued at the discretion of the Director of Food Service. Wage Schedule Conditions - Food Service Assistant � Persons working on an occasional basis in the Food Service Assistant classification as temporary, provisional, or substitute employees shall be paid at $7.00 hourly. Effective A�ril 1. 1996. the only exception is for former employees of the Saint Paul Public School Food Service Department who retired with at least five (5) years of District Food Service experience, and who return on an occasional basis in the Food Service Assistant classification as temporary or substitute employees shall be paid at the BASE RATE of the Food Service Assistant wage schedule. Persons newly employed in the Food Service Assistant classification on a regularly-scheduled basis, shall be paid at the Entry column rate until such time as the employee shall have passed the Civil Service examination for the classification, been certified and appointed to a regularly-scheduled position. Movement to the Base Rate will occur at the time of certification, so long as the employee has served at least six (6) months' regularly-assigned work time at the Entry rate. After satisfactory completion of the above, including the six (6)-month minimum time on the Entry rate, the employee shall be paid at the Base Rate column rate. � Movement to pay columns beyond the base rate shall be based on completion of the specified number of years of continuous regular employment from the date of certification/a�,pointment. • A1 APPENDIX A: WAGES (continued): � Baker - 1995-96 . EFFECTIVE BASE 2-YR. 4YR. 6-YR. &YR. 10-YR. 16-YR. DATE �Al.� �� BL� B9� L9.� Ag� L� . July 1, 1995 $11.67 $12.20 $12.73 $12.99 $13.30 $13.54 $13.76 Food _Service Supervisor - 1995-96 �>> EFFECTIVE BASE 2-YR. 4YR. 6-YR. &YR. 10-YR. 16-YR. DATE �� BA� B�� BA_� �� BL>� B�� July 1, 1995 $10.07 $10.60 $11.14 $11.51 $11.88 $12.31 $12.73 � Senior High Food Service Supervisor - 1995-96 EFFECIIVE BASE 2-YR. 4YR. 6-YR. &YR. 10-YR. 16-YR. DATE BA� BA� BA� BA� BA� BB� BA.� July 1, 1995 $10.91 $11.66 $12.41 $12.78 $13.31 $13.95 $14.59 �1� Effective for the 1995-96 school year, a Food Service Supervisor in a junior high school shall be paid a premium of $.05 (five cents) per hour over the sated hourly rate for Food Service Supervisor, so long as he/she remains assigned in that title, in a junior high school. � A2 APPENDIX A: WAGES (continued): �� ✓ I�,i� c{� i Baker - 1996-97 EF�CTIVE BASE 2-YR. 4YR. 6-YR. &YR. 10-YR. 1 EYR. . DATE �A� �'f� BgTE BA.� BA.� Bg� �� July 1, 1996 $11.67 $12.33 $12.98 $13.25 $13.57 $13.81 $14.03 Food Service Supervisor 1 - 1996-97 EFFECTIVE BASE 2-YR. 4YR. 6-YR. &YR. 10-YR. 16-YR. DATE B�� BA� BA� BA� BA� BA.� BA� July 1, 1996 $10.40 $11.00 $11.50 $12.00 $12.30 $12.75 $13.35 � Food Service Sur�ervisor 2 - 1996-97 EFFECTIVE BASE 2-YR. 4YR. 6-YR. &YR. 10-YR. 16-YR. DATE R�T� BA� BA_� BA.� BA.� BB� BA.� July 1, 1996 $11.30 $12.00 $12.60 $13.20 $13.60 $14.15 $14.85 Food Service Supervisor 3 - 1996-97 EFFECIIVE BASE 2-YR. 4YR. 6-YR. &YR. 10-YR. 16-YR. DATE BBT� $�T� B�� BA_� BA.� HA� BA� July 1, 1996 $12.55 $13.30 $13.90 $14.60 $15.00 $15.65 $16.35 r • A3 APPENDIX A: WAGES (continued): i Minnesota Professional Development Plan For School Food Service And Nutrition - Level 3 Certification Premium " When a regularly (civil service) certified and appointed employee shall have completed the credit hours required for Level 3 of the Minnesota Professional Development Plan for School Food and Nutrition and shall have received such certification, that employee shall become eligible for an additional $0.10 (ten cents) per hour premium over and above his/her normal biweekly rate of pay for all hours on the payroll so long as the employee maintains a current Level 3 certification. Payment of the $0.10 (ten cents) per hour premium shall become effective within thirty (30) days after the employee has presented to the Director of Food Service of the Saint Paul Public Schools evidence in writing of his/her completed Level 3 certification. Employees must maintain current Level 3 certification and show evidence of the renewed certification to be eligible for continuation of the premium. � � A4 •