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96-1312 Council File#�-l 3�� y �� r"' Green Sheet# 35796 RES ION O PAUL, MINNESOTA /� Presented by Referred To Committee Date 1 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 2 January 1, 1996 through December 31, 1997 Collective Bargaining Agreement between the Independent 3 School District No. 625 and Professional Employees Association, Inc. Yeas Na s Absent Requested by Department of: Blakey �-- Office of Labor Relations Bostrom �- Guerin ,� Harris ,� By: �'Q�-� / Megard ,i Rethnan � Form Approved by City Attorney Thune ��` � �30�,(,6 �/ By: � Adopted by Co � : D�ate Approved by Mayor for S mission to Council Adoption C rtified by Council S r ary By: ��C� � By: ��-<r i Approved by Mayor: ate /� �� By: L ✓ DEPARTMENT/OFFICE/COUNCIL: DATE INITIATED GREEN SHEET NO.: 35796 �` �t � 1, � LABOR RELATIONS September 23, 1996 CONTACT PERSON&PHONE: � INITIAL/DATE INITIAL/DATE MARY H. KEARNEY 266-6495 ASSIGN 1 DEPARTMENT DIR. M� 4 CITY CO,��`CIL NUMBER 2 CITY ATTORNEY (��,�[,'�(C MUST BE ON COUNCIL AGENDA BY(DATE) FOR BUDGET DIR. � 'FIN.&MGT.SERVICE DIR. ORDER G 3 MAYOR(OR ASST.) OCT O� �� TOTAL#OF SIGNATURE PAGES 1 (CLIP ALL LOCATIONS FOR SIGNATURE) �J°�''''��0 AcTioN REQuESTEn: This resolution approves the attached January l, 1996 through December 31, 1997Collective Bargaining Agreement between the Independent School District No. 625 and Professional Employees Association, Inc. RECOMMENDATIONS:Approve(A)or Reject(R) PERSONAL SERVICE CONTRACTS MUST ANSWER THE FOLLOWING QUESTIONS: PLANN[NG COMMISSION _CIVIL SERVICE COMMISSION 1. Has this person/firm ever worked under a contract for this department? CIB COMMITTEE 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 normally possessed by any current city employee? Yes No Explain all yes answers on separate sheet and attach to green sheet INITIATING PROBLEM,ISSUE,OPPORTUNITY(Who,What,When,Where,Why): See Attached. ADVANTAGES IF APPROVED: See attached. This Agreement pertains to Board of Education employees only. DISADVANTAGES IF APPROVED: NOrie. SEP 25 1996 CtTY ��'��y�"'�Y DISADVANTAGES IF NOT APPROVED: TOTAL AMOUNT OF TRANSACTION: COST/REVENUE BUDGETED: FUNDING SOURCE: ACTIVITY NUMBER: ��+� ��!��'��;��'� �]�' FINANCIAL INFORMATION:(EXPLAIN) �j r � A ��G 1 `t U J ' INDEPENDENT SCHOOL DISTRICT NO. 625 BOARD OF EDUCATION , SAINT PAUL PUBLIC SCHOOLS � `• 1�1� DATE: July 16, 1996 TOPIC: Approval of an employment agreement with Professional Employees Association, Inc. A. PERTINENT FACTS: 1. Term of the contract is two years from January 1, 1996 through December 31, 1997. 2. Contract changes include: Retiree Health Insurance: The provisions regarding retiree health insurance are changed consistent with the new overall long-term Transitional Plan developed with the teacher and other bargaining units. Active Em I�oyee Health Insurance: Employer paid premium contribution caps are increased effective January 1, 1996, by$10 to$180 per month for employee coverage, or increased by $25 to $300 per month for family coverage. Effective January 1, 1997, the Employer paid premium contribution caps are further increased by$10 per month for employee coverage or $30 for family coverage. Sick Leave: The language is amended to clarify the provisions for how leave will be granted. Additionally, one day of funeral leave will be allowed for the death of an aunt, uncle, sister-in-law,or brother-in-law. Wages: Effective December 23, 1995, the salary schedule rates are increased by 2.5%. Effective January 4, 1997,the salary rates are increased by an additional 2.5°/a. Progression on the Salarv Schedule and Insurance Eligibilitv: Effective for employees hired on or after July 1, 1996, they will no longer be eligible for a step increase after six months of employment. The first step increase will normally be after one year (2,080 hours). In conjunction with this change in step advancement, the health insurance eligibility waiting period is reduced from six months to three months for employees hired on or after July 1, 1996. Grievance Procedure: An optional mediation step is added to the grievance procedure prior to the arbitration step. Mileaae: The language will be changed to read "reimbursed at the current Board rate or 28� per mile whichever is greater." . °t C-l'� 1 � . Employment Agreement- City of Saint Paul -2- July 16, 1996 Professional Employees Association, Inc. 3. The District has 28 regular full-time equivalent employees in this bargaining unit. 4 This request is submitted by Richard Kreyer, Negotiations/Labor Relations Manager, and William 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 those employees in this school district for whom the Professional Employees Association, Inc., is the exclusive representative; duration of said Agreement is for the period of January 1, 1996 through December 31, 1997. qc.•��.. � h 1996 - 1997 COLLECTIVE BARGAINING AGREEMENT BETWEEN SAINT PAUL PUBLIC SCHOOL5 INDEPENDENT SCHOOL DISTRICT NO. 625 AND � PROFESSIONAL EMPLOYEES AS50CIATION, INC. January 1, 1996 through December 31, 1997 �� r PUBLIC SCHOOLS ��FELONG LEARN/NG � � • Ls=illS J!�l�� ^ � }�� J� � . PUBLIC SCHOOLS LIFELONG LEARN/NG � SAINT PAUL PUBLIC SCHOOLS Independent School District No. 625 Board of Education: Mary Thornton Phillips - Chair Tom Conlon - Director Marc Manderscheid - Vice Chair Greg Filice - Director Neal Thao - Clerk AI Oertwig - Director Becky Montgomery - Treasurer Administration: Curman L. Gaines - Superintendent Julio Almanza - Assistant Superintendent, • Planning and Support Services Maureen A. Flanagan - Assistant Superintendent, Administration and Government Relations William A. Larson - Assistant Superintendent, Fiscal Affairs and Operations Cy R.Yusten - Assistant Superintendent, Teaching and Learning � ii ��--�.��- � INDEX ' RA TICLE TITLE PAGE Preamble............................................................................................ v 1 . Recognition......................................................................................... 1 2. Severance Pay.................................................................................... 2 3. Management Rights............................................................................. 5 4. Maintenance of Standards................................................................... 5 5. Check Off And Service Fee.................................................................. 6 6. Hours of Work and Overtime.............................................................. 7 7. Seniority............................................................................................ 8 8. Working Out of Classification............................................................ 8 9. Discipline........................................................................................... 9 10. Legal Services.................................................................................... 9 11 . Grievance Procedure.......................................................................... 1 0 12. Wages.................................................................................................. 12 13. Saving Clause...................................................................................... 1 2 � 14. Insurance............................................................................................ 13 15. Vacation 2 7 16. Holidays.............................................................................................. 2 8 17. Mileage-Independent School District No. 625................................... 2 9 18. Non-Discrimination........................................................................... 2 9 19. Parental/Maternity Leave................................................................. 2 9 20. Sick Leave........................................................................................... 3 0 21 . Work Stoppage.................................................................................... 3 0 22. Duration and Effective Date................................................................ 31 AppendixA................................................................................. A 1-A 3 � iii � INTENTIONALLY BLANK � � IV �'�--��- • PREAMBLE This Agreement is entered into between Independent School District No. 625, ' hereinafter referred to as the "Employer" and the City of Saint Paul Professional Employees Association, Inc., hereinafter referred to as the "Association," for the purpose of fostering and promoting harmonious relations between the Employer and the ' Association in order that a high level of public service can be provided to the citizens in the School District. This Agreement attempts to accomplish this purpose by providing a fuller and more complete understanding on the part of both the Employer and the Association of their respective rights and responsibilities. The provisions of this Agreement shall not abrogate the rights and/or duties of the Employer, the Association, or the employees as established under the provisions of the Public Employment Labor Relations Act of 1971, as amended. � � • v � INTENTIONALLY BLANK � � . � 9��-�i� ARTICLE 1 . RECOGNITION � 1 .1 The Em lo er reco nizes the Association as the exclusiv p Y 9 e representative for the Classified Professional Employees Group, as certified by the State of Minnesota � Bureau of Mediation Services, dated May 11, 1988, Case No. 88-PR-2632. This unit consists of the following: ' All classified professional employees of Independent School District No. 625, St. Paul, Minnesota, who are public employees within the meaning of Minnesota Statute. § 179.03, Subd. 14, excluding supervisory, confidential, and all other employees. 1 .2 The rights and benefits of provisional employees shall be governed by the City's personnel rules unless such rights and benefits are specifically amended as to provisional employees by this contract. � , • 1 ARTICLE 2. SEVERANCE PAY 2.1 The Em lo er shall rovide a severance a ro ram as set forth in hi • p y p p y p g t s Article. 2.2 To be eligible for the severance pay program, an employee must meet the following requirements: 2.2.1 The employee must be fifty-five (55) years of age or older or must be � eligible for a non-reduced pension under the provisions of the Public Employees Retirement Association (PERA). For District employees covered by a pension plan other than PERA, such employees must be eligible for a non-reduced pension under the provisions of that particular pension plan. 2.2.2 The employee must be voluntarily separated from School District employment or have been subject to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency or any other disciplinary reason are not eligible for this severance pay program. 2.2.3 The employee must have at least ten (10) years of consecutive service under the classified or unclassified Civil Service at the time of separation. For the purpose of this Article, employment in either the City of Saint Paul or in Independent School District No. 625 may be used in meeting this ten (10)-year service requirement. 2.2.4 The employee must file a waiver of re-employment with the Director of � Human Resources, which will clearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type) with the City of Saint Paul or with Independent School District No. 625. 2.2.5 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 2.3 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half (1/2) of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave subject to a maximum of two hundred (200) accrued sick leave days. 2.4 The maximum amount of money that any employee may obtain through this severance pay program is $7,500. 2.5 For the purpose of this severance pay program, a death of an employee shall be considered as separation of employment and, if the employee would have met all of the requirements set forth above at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. ` • 2 9�-�-�.�� ARTICLE 2. SEVERANCE PAY (continued): • 2.6 For the ur ose of this severance a ro ram a transfer from Inde en p p p y p g , p dent School District No. 625 employment to City of Saint Paul employment is not � considered a separation of employment, and such transferee shall not be eligible for this severance program. ' 2.7 The manner of payment of such severance pay shall be made in accordance with the provisions of the School District Severance Pay Plan already in existence. 2.8 This severance pay program shall be subject to and governed by the original School District Severance Pay Plan (which allows $4,000 maximum payment), except in those cases where the specific provisions of this Article conflict with said Severance Pay Plan and in such cases, the provisions of this Article shall control. 2.9 Any employee hired prior to December 31, 1983, may, in any event, and upon meeting the qualifications of this Article 2.1 through 2.8, draw severance pay. However, an election by the employee to draw severance pay under either this Article or the original School District Severance Pay Plan (which allows $4,000 maximum payment) shall constitute a bar to receiving severance pay from the other. 2.10 An employee hired after December 31, 1983, and prior to October 20, 1988, shall on� be entitled to the benefits of 2.1 through 2.8 of this Article upon meeting the qualifications of Articles 2.1 through 2.8. � 2.10.1 The provisions of the above Articles 2.1 through 2.9 shall apply only to employees hired prior to the date of the signing of this Agreement. 2.11 For employees hired on or after October 20, 1988, � the severance pay provided in the following Articles 2.12 through 2.18 shall apply. 2.11 .1 Employees hired prior to December 31, 1983, who meet the stated requirements, shall be eligible for severance pay, based on the provisions of 2.12 through 2.18, but election of this plan shall create a bar to participation in either plan listed in 2.9 above. 2.12 Effective October 20, 1988, the Employer shall provide a severance pay program as set forth in Articles 2.13 through 2.18. 2.13 To be eligible for the severance pay program, an employee must meet the following requirements: 2.13.1 The employee must be voluntarily separated from District employment or have been subject to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the District severance pay program. � 3 ARTICLE 2. SEVERANCE PAY (continued): 2.13.2 The employee must file a waiver of re-em lo ment with the Director of • P Y Human Resource, Independent School District No. 625 and Director of Human Resources, City of Saint Paul, which will clearly indicate that � by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type), with the City or with Independent School District No. 625. ' 2.13.3 The employee must have an accumulated balance of at least eight (80) days of sick leave credits at the time of his separation from service. 2.14 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half (1/2) of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave subject to a maximum as shown below based on the number of years of service. Years of Service Maximum with the District/(City� �everance P� At least 20 $4,000 21 4,700 22 5,400 23 6,100 24 6,800 25 7,500 � The above schedule shall a�ply to any em I�oyee who meets the eligibilitX rea�irements for severance �ay under this �lan and who retires after May 1 . 1992. 2.15 For the purpose of this severance pay program, a death of an employee shall be considered as separation of employment, and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. 2.16 For the purpose of this severance pay program, a transfer from Independent School District No. 625 employment to City of Saint Paul employment is not considered a separation of employment, and such transferee shall not be eligible for the District severance pay program. 2.17 The manner of payment of such severance pay shall be made in accordance with the provisions of the original School District Severance Pay Plan cited in 2.8 above. 2.18 This severance pay program shall be subject to and governed by the provisions of the original School District Severance Pay Plan cited in 2.8 above, except in those cases where the specific provisions of this Article conflict with said Plan and in such cases, the provisions of this Article shall control. , � 4 9� ��3/�-. ARTICLE 3. MANAGEMENT RIGHTS � 3.1 The Association reco nizes the ri ht of the Em lo er to o erate and mana e its 9 9 P Y P 9 affairs in all respects in accordance with applicable laws and regulations of � appropriate authorities. The rights and authority which the Employer has not officially abridged, delegated or modified by this Agreement are retained by the Employer. � 3.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of discretion or policy as the functions and programs of the Employer, its overall budget, utilization of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 4. MAINTENANCE OF STANDARDS 4.1 The parties agree that all conditions of employment relating to wages, hours of work, vacations, and all other general working conditions except as modified by this Agreement shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul (Resolution No. 3250), and the Saint Paul Salary Plan and Rates of Compensation at the time � of the signing of this Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. � � 5 ARTICLE 5. CHECK OFF AND SERVICE FEE 5.1 The Em lo er a rees to deduct the Association membershi initiation fee � P Y 9 p 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 Association 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 is possible. 5.2 Any present or future employee who is not an Association member shall be required to contribute a fair share fee for services rendered by the Association. Upon notification by the Association, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Association. In no instance shall the fair share fee exceed eighty-five (85) percent of the membership dues. It is also understood that in the event the Employer shall make an improper fair share deduction from the earnings of an employee, the Association shall be obligated to make the Employer whole to the extent that the Employer shall be required to reimburse such employee for any amount improperly withheld. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 5.3 The Association agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of this Article. 5.4 The Association agrees that a service fee of fifty cents (50¢) per member, per � month shall be deducted by the Employer from the amount withheld for dues or fair share prior to remittance of dues or fair share to the Association. . � 6 q�� 13/�- ARTICLE 6. HOURS OF WORK AND OVERTIME � 6.1 The normal hours of work for the em lo ee shall be a minimum of seven n p y a d three-fourths (7 3/4) hours in any twenty-four (24) hour period and thirty-eight and three-fourths (38 3/4) hours in a seven (7)-day period. For employees on a shift basis this shall be construed to mean a minimum average of . thirty-eight and three-fourths (38 3/4) hours a week. 6.2 Employees who work more than seven and three-fourths (7 3/4) hours in any twenty-four (24)-hour period or more than thirty-eight and three-fourths (38 3/4) hours in any seven (7)-day period shall not receive pay for such additional work except as in 6.4 below. 6.3 It is understood by the parties that Section 28H - Overtime Compensation of Resolution No. 3250 shall not apply to this unit. 6.4 In unusual circumstances a department head may grant employees who work more than seven and three-fourths (7 3/4) hours in any twenty-four (24)-hour period or more than thirty-eight and three-fourths (38 3/4) hours in any particular seven (7)-day period compensatory time or pay on a straight time basis for the extra hours worked. The method of this compensation shall be determined solely by the Employer. � • 7 ARTICLE 7. SENIORITY 7.1 Seniorit , for the ur ose of this A reement shall be defined as follows: The � Y P P 9 � length of continuous, regular, and probationary service with the Employer from the date an employee was first certified and appointed to a class title covered by this Agreement, it being further understood that 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 seniority � shall be determined by the employee's rank on the eligible list from which certification was made. 7.2 Seniority shall terminate when an employee retires, resigns or is discharged. 7.3 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 within each department based on inverse length of seniority as defined above. 7.4 In cases where there are promotional series, such as Engineer I, II, II, etc., when the number of employees in the higher titles is to be reduced, employees who have held lower titles will be offered reductions to the highest title to which class seniority would keep them from being laid off, before layoffs are made by any class title in any department. 7.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two (2) years of layoff. It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. • 7.6 To the extent possible, vacation period shall be assigned on the basis of seniority. It is, however, understood that vacation assignment shall be subject to the ability of the Employer to maintain operations. ARTICLE 8. WORKING OUT OF CLASSIFICATION 8.1 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) consecutive working days shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16th) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, all of the significant duties and responsibilities of a position different from the employee's regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regular � appointment to the higher classification. . 8 �� -�/.�/�-- ARTICLE 9. DISCIPLINE � 9.1 The Employer will disci line em lo ees for 'ust cause onl . Disci line will be P P Y 1 Y P in the form of: 9.11 Written reprimand; 9.12 Suspension; • 9.13 Reduction; 9.14 Discharge. 9.2 Suspensions, reductions, and discharges will be in written form. 9.3 Employees and the Association will receive copies of written reprimands and notices of suspension and discharge. 9.4 Employees may examine all information in their Employer personnel files that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under the direct supervision of the Employer. 9.5 Discharges will be preceded by a five (5)-day preliminary suspension without pay. During said period, the employee and/or Association may request and shall be entitled to a meeting with the Employer representative who initiated the suspension with intent to discharge. During said five (5)-day period, the Employer may affirm the suspension and discharge in accordance with Civil Service Rules or may modify or withdraw same. � 9.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that an Association Representative be present. 9.7 A grievance relating to this Article shall be processed in accordance with the grievance procedure of this Agreement in Article 11 and Minnesota Statute § 179A.20, Subd. 4. This provision is not intended to abrogate rights of veterans pursuant to statute. ARTICLE 10. LEGAL SERVICES 10.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, Employer shall defend, save harmless and indemnify employee against any tort claim or demand, whether groundless or otherwise, arising out of alleged acts or omission occurring in the performance or scope of employee's duties. 10.2 Notwithstanding (10.1), the Employer shall not be responsible for paying any legal service fee or for providing any legal service arising from any legal action where the employee is the plaintiff. . � 9 ARTICLE 1 1 . GRIEVANCE PROCEDURE 1 1 .1 The Em lo er shall reco nize stewards selected in accord n � p y g a ce with Association rules and regulations as the grievance representatives of the bargaining unit. The Association shall notify the Employer in writing of the names of the stewards and of their successors when so named. 11 .2 It is recognized and accepted by the Employer and the Association 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 only when consistent with such employee duties and responsibilities. The steward involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the steward and the employee have notified and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the Employer. 11 .3 The procedure established by this Article shall be the sole and exclusive procedure for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this Agreement. 1 1 .4 Grievances shall be resolved in conformance with the following procedure: Ste�.1. Upon the occurrence of an alleged violation of this Agreement, the employee involved with or without the steward shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved to the employee's satisfaction by the informal � discussion, it may be reduced to writing and referred to Step 2 by the Association. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the Agreement violated, and relief requested. Any alleged violation of the Agreement not reduced to writing by the Association within seven (7) workdays of the first occurrence of the event giving rise to the grievance, shall be considered waived. t 2. Within seven (7) workdays after receiving the written grievance, a designated Employer supervisor shall meet with the Association steward and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unresolved, the Employer shall reply in writing to the Association within three (3) workdays following this meeting. The Association may refer the grievance in writing to Step 3 within seven (7) workdays following receipt of the Employer's written answer. Any grievance not referred in writing by the Association within seven (7) workdays following receipt of the Employer's answer shall be considered waived. . . 10 �'� �i.��a- ARTICLE 1 1 . GRIEVANCE PROCEDURE (continued): � S . Within seven 7 workda s foll w' te�3 ( ) y o mg receipt of a grievance referred from Step 2, a designated Employer supervisor shall meet with the Association's representative or his designated representative, the Employee, and the Steward, and attempt to resolve the grievance. Within seven (7) workdays following this meeting, the Employer shall ' reply in writing to the Association stating the Employer's answer concerning the grievance. If, as a result of the written response, the grievance remains unresolved, the Association may refer the grievance to Step 4. Any grievance not referred in writing by the Association to grievance mediation or Step 4 within seven (7) workdays following receipt of the Employer's answer shall be considered waived. The Employer within seven (7) working days of receipt of the request for review at Step 4 may refer the grievance to grievance mediation or allow the grievance to proceed to Step 4. Ste�4. If the grievance remains unresolved after the Step 3 response and/or grievance mediation, the Association may within seven (7) workdays after the response of the Employer or conclusion of inediation, request arbitration of the grievance. The arbitration proceedings shall be conducted by an arbitrator to be selected by mutual agreement of the Employer and the Association within seven (7) workdays after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said seven (7)-day period, either party may request the Bureau of Mediation Services to submit a panel of five (5) arbitrators. � Both the Employer and the Association shall have the right to strike two (2) names from the panel. The Association shall strike the first (1st) name; the Employer shall then strike one (1) name. The process will be repeated and the remaining person shall be the arbitrator. 11.5 The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Association, and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thirty (30) days following 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 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 decision of the arbitrator shall be final and binding on the Employer, the Association, and the employees. 11 .6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the Employer and the Association, provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to ' be made, providing it pays for the record. � 11 ARTICLE 1 1 . GRIEVANCE PROCEDURE (continued): 11 .7 The time limits in each ste of this rocedure ma be extended b mutual � P P Y Y agreement of the Employer and the Association. 1 1 .8 It is understood by the Association and the Employer that if an issue is determined by this grievance procedure, it shall not again be submitted for determination in another forum. If an issue is determined by any other forum, it shall not again ' be submitted for arbitration under this grievance procedure. ARTICLE 12. WAGES 12.1 The wage schedule in Appendix A is attached for purposes of reference only and is not a part of this contract. ARTICLE 13. SAVING CLAUSE � 13.1 This Agreement is subject to the laws of the United States, the State of Minnesota. In the event any provisions of this Agreement shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. All other provisions of this Agreement shall continue in full force and effect. � 12 9� �-�.�i�- ARTICLE 14. INSURANCE BENEFITS � SEG?ION 1 . ACTIVE EMPLOYEE HEALTH INSURANCE 1 .1 The Employer will continue for the period of this Agreement to provide for active employees such health and life insurance benefits as are provided by Employer at the time of execution of this Agreement. � 1 .2 Eligibility Waiting Period: Effective January 1. 1996, three (3) full months of continuous regularly appointed service in Independent School District No. 625 will be required before an eligible employee can receive the District contribution to premium cost for health and life insurance provided herein. 1 .3 Full-Time Status: For the purpose of this Article, full-time employment is defined as appearing on the payroll at least thirty-two (32) hours per week or at least sixty-four (64) hours per pay period, excluding overtime hours. 1 .4 H�If-Time Status: For the purpose of this Article, half-time employment is defined as appearing on the payroll at least twenty (20) hours but less than thirty-two (32) hours per week or at least forty (40) hours but less than sixty-four (64) hours per pay period, excluding overtime hours. 1 .5 Employer Contribution Amount--Full-Time Em I�oyees: Effective January 1, 1996, for each eligible employee covered by this Agreement who is employed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $180 per month, whichever is � less. For each eligible full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $300 per month, whichever is less. 1 .5.1 Effective January 1, 1997, for each eligible employee covered by this Agreement who is employed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $190 per month, whichever is less. For each eligible full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $330 per month, whichever is less. 1 .6 Em I�oyer Contribution Amount--Half-Time Emnloyees: For each eligible employee covered by this Agreement who is employed half time, the Employer agrees to contribute fifty percent (50%) of the amount contributed for full-time employees selecting employee coverage; or for each half-time employee who selects family insurance coverage, the Employer will contribute fifty percent (50%) of the amount contributed for full-time employees selecting family coverage in the same insurance plan. � 13 ARTICLE 14. INSURANCE, Section 1. (continued): 1 .7 Life Insurance: Effective Janua 1, 1996: The District a rees to contribute � rY 9 a maximum of $15 per month for each eligible employee for life insurance coverage. The amount of life insurance provided under this Subd. 1.7 shall be $50,000. This amount of life insurance shall be reduced to $5,000 upon early retirement and shall continue until the early retiree reaches age sixty-five (65), at which time the Employer paid life insurance shall be terminated. ' 1 .8 Dental Insurance: Effective January 1, 1996, the Employer will contribute for each eligible employee covered by this Agreement who is employed full-time toward participation in a dental care plan offered by the Employer up to $30 per month for employee coverage. 1 .9 Flexible Spending 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 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. 1 .10 The contributions indicated in this Article 14 shall be paid to the Employer's group health and welfare plan. 1 .11 Any cost of any premium for any Employer-offered employee or family insurance coverage in excess of the dollar amounts stated in this Article 14 shall be paid by the employee through payroll deduction. � � 14 �� v/�3�� ARTICLE 14. INSURANCE (continued): � SECTION 2. RETIREMENT HEALTH INSURANCE AND TRANSITIONAL BENEFIT Subd. 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 at least twenty (20) years of service for eligibility � requirements prior to retirement in order to be eligible for any payment of any insurance premium contribution by the District after retirement. For such employees or early retirees who have not completed at least twenty (20) years of service with the District at the time of their retirement, the Employer will discontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age sixty-five (65). A. Employees hired before January 1, 1982, must have completed at least nine (9) years of continuous employment with the District. For such employees or early retirees who have not completed at least nine (9) years of service with the District at the time of their retirement, the Employer will discontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age sixty-five (65). B. Employees hired on or after January 1, 1982, must have completed at least twenty (20) years of continuous employment with the District. For such employees or ' early retirees who have not completed at least twenty (20) years of service with the District at the time of their retirement, the Employer will discontinue providing any � health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age � sixty-five (65). 15 ARTICLE 14. INSURANCE, Section 2. (continued): Years of certified civil service time with the Cit of Saint Paul � Y earned prior to January 1, 1996, will continue to be counted toward meeting the DistricYs service requirement of this Subd. 1.1.1.2. 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. 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. Time worked in the Cfty of Saint Paul prior to January 1, 1996, will � be treated as Independent School District No. 625 time, for such employees. 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 Subd. 1.1 of this Section or for early retirees who qualified under the conditions of Subd. 2.1 of this Section and who 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 o n i v for employees hired into service i n Independent School District No. 625 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. � 16 ql�v/.3��'- ARTICLE 14. INSURANCE, Section 2. (continued): � Subd. 2 Early Retiree Provisions, Effective January 1, 1996 through June 30, 1997 2.1 This provision will be available to eligible employees hired for January 1, 1996, and eligible employees hired Qn 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. 2.1 .2 Em I�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; o r B. The combination of their age and their years of service must equal eighty-five (85) or more; o r C. Must have completed at least thirty (30) years of service; or D. Must have completed at least twenty (20) consecutive years of service wi hin 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 Subd. 2.1.2 A, B or C, but not for Subd. 2.1.2 D. 2.1 .3 Fm�loyees hire� �nrr, I�ictrirt Spip/IC2 after January 1 1996, and retiring after January 1, 1996 must have compieted 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 service 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. 17 ARTICLE 14. INSURANCE, Section 2. (continued): 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. 2.2 Early Retiree Health Insurance: Employer Contribution Levels The District will for the period of this Agreement provide for 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. � 18 �� /.�f�- ARTICLE 14. INSURANCE, Section 2. (continued): � Subd. 3. Retirement Benefits Transitional Plan � Background Information: In the negotiation of this Labor Agreement for the 1996-1997 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. 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 Subd. 2.1.2. Em 12oyees hired �nd aRnointed into Indeqendent School District No. 625 service on or �fter January 1 1996 must have comqleted twenty (20) years of continuQUS em�loyment with Inde�endent 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 be counted only for Earlv Retiree � premium contribution by the District for employees hired into Independent School District No. 625 service after January 1, 1996. Insurance premium contribution for such , employees shall cease when the employee reaches age sixty- five (65). � 19 ARTICLE 14. INSURANCE, Section 2. (continued): 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. 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 ear� retirement health insurance premium contribution as provided in Subd. 3.1. � 20 9� --/�� ARTICLE 14. INSURANCE, Section 2. (continued): � 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 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 Subds. 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 continue to be counted toward meeting the DistricYs service requirement in this Subd. 3.3.1.2. Time worked with the 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 reti�ee 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. 21 ARTICLE 14. INSURANCE, 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 in the Article 2, Severance Pay of this Agreement. • 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 Section and the � terms of the policy provided in this Subd. 3.3.2, or for early retirees who qualified under the conditions of Subd. 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. 1 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. � 22 �� /.�/�- ARTICLE 14. INSURANCE, Section 2. (continued): � 3.3.3 in2 - Min frred m n inPln in ' 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 in the Article 2, Severance Pay of this Agreement. � • The employee must initiate an application to participate through the DistricYs 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. � 23 ARTICLE 14. INSURANCE, 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 $7,500 of the Transitional Severance Allowance specified for that year of his/her retirement. 1 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. � � 24 9� --j3/�- ARTICLE 14. INSURANCE, Section 2. (continued): � • The employee must elect to waive all severance pay described in Article 2, Severance Pay of this Agreement (for up to $7,500) 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 �chool/Fiscal Year Severance Pay Allowance 1 996-97 $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 Eligible part-time employees assigned to .5 FTE or more, shall be eligible for up to one-half (1/2) the specified amount. 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 in the Article 2, Severance Pay section of this � Agreement. 25 ARTICLE 14. INSURANCE, Section 2. (continued): 3.3.4.4 At no time, and under no circumstances shall this O tion � P 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 �hoice of O tp ions: It will be apparent to current employees that if Option 2 - Minnesota Deferred Compensation Plan Option in Subd. 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) OR 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 into Independent School District No. 625 service before January 1, 1996, and who have completed the requirements in Subd. 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. • 26 9�Ji�r�--- ARTICLE 15. VACATION � 15.1 In each calendar ear, each full-time em lo ee shall be ranted vacation Y P Y 9 according to the following schedule: Years of Service Vacation Granted First year through completion of 8 years 15 days After 8 years through completion of 15 years 20 days After 15 years and thereafter 25 days Employees who work less than full time shall be granted vacation on a pro rata basis. 15.2 An employee may carryover into the following year up to one hundred and twenty (120) hours of vacation. 15.3 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Subdivision H. 15.4 If an employee has an accumulation of sick leave credits in excess of one hundred and eighty days, he/she may convert any part of such excess to vacation at the rate of one-half (1/2)-day's vacation for each day of sick leave credit. No employee may convert more then ten (10) days of sick leave in each calendar � year under this provision. � 27 ARTICLE 16. HOLIDAYS 16.1 Holidays Recognized and Observed: The following days shall be reco nized and � 9 observed as paid holidays: New Year's Day Martin Luther King Jr. Day Presidents' Day � Memorial Day Independence Day Labor Day Columbus Day Veterans' Day Thanksgiving Day Christmas Day Two floating holidays. Eligible employees shall receive pay for each of the holidays listed above on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. 16.2 The floating holidays set forth in Section 16.1 above may be taken at any time during the contract year, subject to the approval of the department head of any employee. 16.3 Eligibility Requirements: In order to be eligible for a holiday with pay, an � employee's name must appear on the payroll on any six (6) working days of the nine (9) working days preceding the holiday or an employee's name must appear on the payroll the last working day before the holiday and on three (3) other working days of the nine (9) working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this Section. It is further understood that neither temporary nor other employees not heretofore eligible shall receive holiday pay. 16.4 If Martin Luther King Jr. Day, Presidents' Day, Columbus Day or Veterans' Day falls on a day when school is in session, the employees shall work that day at straight time and another day shall be designated as the holiday. This designated holiday shall be a day determined by agreement between the employee and the supervisor. 16.5 Notwithstanding Article 16.1 and 16.4 above, the Employer may at any time during the life of this Agreement designate the day after Thanksgiving as a paid holiday. In the event of such designation, either Martin Luther King Jr. Day, Presidents' Day, Columbus Day, or Veterans' Day shall be deleted from the paid holidays list as set forth in Article 16.1. � 28 �� J��( � ARTICLE 17. MILEAGE- INDEPENDENT SCHOOL DISTRICT NO.625 � 17.1 Em lo ees of the School District under olic ado ted b the Board of Educ i P Y p y p y at on may be reimbursed for the use of their automobiles for school business. To be - eligible for such reimbursement, employees must receive authorization from the District Mileage Committee utilizing the following plan: PLAN "A", effective with the adoption of this Agreement, is reimbursed at the current Board approved rate or 28¢ per mile whichever is greater. In addition, a maximum amount which can be paid per month is established by an estimate furnished by the employee and the employee's supervisor. Another consideration for establishing the maximum amount can be the experience of another working in the same or similar position. Under this plan, it is necessary for the employee to keep a record of each trip made. ARTICLE 18. NON-DISCRIMINATION � 18.1 The terms and conditions of this Agreement will be applied to employees equally without regard to or discrimination for or against any individual because of race, color, creed, sex, age, or because of inembership or non-membership in the Association. 18.2 Employees will perform their duties and responsibilities in a non-discriminatory manner as such duties and responsibilities involve other employees and the general public. ARTICLE 19. PARENTAVMATERNITY LEAVE 19.1 Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the Employer ' may approve such leave at its option, and such leave may be no longer than one (1) year. � 19.2 Parental leave shall be granted to employees for the birth or adoption of a child � in accordance with applicable state and federal laws. 29 ARTICLE 20. SICK LEAVE 20.1 i k v A m I i n: Sick leave shall accumulate at the rate of .0576 of a � working hour for each full hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. � 20.2 Specified Allowable Uses of Sick Leave: Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay, for such period of time as the head of the department deems necessary, on account of sickness or injury of the employee, death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law or other person who is a member of the household; and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc., or in the case of sudden sickness or disability of a parent or a member of his/her household, making arrangements for the care of such sick or disabled persons up to a maximum of eight (8) hours sick leave. 20.2.1 Funeral Leave: Any employee who has accumulated sick leave credits, as provided in 20.1, shall be granted one (1) day of such leave to attend the funeral of the employee's grandparent, grandchild, aunt, uncle, sister-in-law or brother-in-law. 20.2.2 Sick Child Care Leave: An employee who has worked for the District for at least twelve (12) consecutive months for an average of twenty (20) or more hours per week prior to the leave request may use accumulated personal sick leave credits for absences required to care for the � employee's ill child. Sick leave for sick child care shall be granted on the same terms as the employee is able to use sick leave for the employee's own illness. This leave shall only be granted pursuant to Minnesota Statute § 191.9413 and shall remain available as provided in Statute. 20.3 Eligibility for Sick Leave: To be eligible for sick leave, the employee must meet the specified uses in 20.2 and report the need for time off to his/her supervisor no later than one-half hour past his/her regular scheduled starting time. 20.4 The granting of sick leave is subject additional provisions as provided in Civil Service Rules. ARTICLE 21 . WORK STOPPAGE 21 .1 The Association and the Employer agree that there shall be no strikes, work stoppages, slow-downs, sit-down, stay-in or other concerted interference with . the Employer's business or affairs by any of said Association and/or members thereof, and there shall be no bannering during existence of this Agreement without first using all possible means of peaceful settlement of any controversy � which may arise. Employees engaging in same shall be liable for disciplinary action. � 30 �Gy/�/�-- ARTICLE 22. DURATION AND EFFECTIVE DATE � 22.1 Except as herein provided, this Agreement shall be effective as of January 1, 1996, and shall continue in full force and effect through December 31, 1997, and thereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend or modify this Agreement shall notify the other in writing so as to comply with the provisions of the Public Employment Labor Relations Act of 1971, as amended. 22.2 This constitutes a tentative agreement between the parties which will be recommended by the Negotiations/Labor Relations Manager, but is subject to the approval of the Board of Education of Independent School District No. 625 and is also subject to ratification by the Association. WITNESSES: INDEPENDENT SCHOOL DISTRICT NO. 625 THE CITY OF SAINT PAUL PROFESSfONAL EMPLOYEES ASSOCIATION, INC. � .;�y'�..�:.r�.- Negotiations/Labor Relatio anager President, P.E.A. � , � � �� c�,-�� . Date —'— Negotiator, P.E.A. , , �� - �.,; . L i�y� air, Bo of Education Dat . � ` Date • 31 � INTENTIONALLY BLANK � • 9� ��.��- APPENDIX A � TITLES AND SALARIES STEP A B C D E F G 10 Year 15 Year NOTE" Start .5 Year' 1 Year 2 Year 3 Year 4 Year 5 Year 10 Year 15 Year Grade 3 Library Specialist Public Information Specialist I 12-23-95 1044.65 1086.39 1129.21 1186.32 1244.52 1308.28 1373.10 1414.81 1454.37 1-4-97 1070.77 1113.55" 1157.44 1215.98 1275.63 1340.99 1407.43 1450.18 1490.73 Grade 5 Graphic Artist I Management Assistant I 12-23-95 1109.45 1153.40 1197.32 1259.91 1321.43 1387.35 1455.45 1499.40 1542.23 1-4-97 1137.19 1182.24• 1227.25 1291.41 1354.47 1422.03 1491.84 1536.89 1580.79 r 7 Accountant I Librarian I Public Information Specialist II Research Analyst I � 12-23-95 1174.24 1221.48 1272.04 1334.60 1402.73 1473.07 1545.54 1591.66 1637.80 1-4-97. 1203.60 1252.02' 1303.84 1367.97 1437.80 1509.90 1584.18 1631.45 1678.75 Grade 8 Assistant Food Production Manager 12-23-95 1210.49 1259.91 1310.45 1375.29 1442.27 1515.88 1591.58 1640.00 1687.22 1-4-97 1240.75 1291.41• 1343.21 1409.67 1478.33 1553.78 1631.37 1681.00 1729.40 Grade 9 «. Graphic Artist II Landscape Architect I Management Assistant II 12-23-95 1245.66 1297.29 1348.89 1415.95 1487.30 1562.03 1640.00 1687.22 1736.66 1-4-97 1276.80 1329.72' 1382.61 1451.35 1524.48 1601.08 1681.00 1729.40 1780.08 : NOTE: Years listed above are illustrative. The rules goveming step progression are unchanged with the � exception that empioyees appointed after July 1, 1996, are not eligible for placement on Step B, and will normally move from Step A to Step C after 2,080 hours. .. This title in this grade abolished except for present incumbents. � A1 APPENDIX A (continued) STEP A B C D E F G 10 Year 15 Year � NOTE * Start .5 Year' 1 Year 2 Year 3 Year 4 Year 5 Year 10 Year 15 Year Grade 10 .. Graphic Artist II Research Analyst II Training Specialist 12-23-95 1285.22 1334.60 1387.35 1457.64 1531.25 1608.13 1687.22 1738.86 1790.49 1-4-97 1317.35 1367.97' 1422.03 1494.08 1569.53 1648.33 1729.40 1782.33 1835.25 Grade 11 Accountant II Architect I 12-23-95 1322.55 1376.36 1431.29 1502.69 1577.38 1657.60 1738.86 1787.18 1844.32 1-4-97 1355.61 1410.77' 1467.07 1540.26 1616.81 1699.04 1782.33 1831.86 1890.43 Grade 12 EDP Systems Analyst I Environmental Safety Specialist Food Production Manager Food Service Manager Value Analyst I � 12-23-95 1363.18 1417.02 1474.11 1546.64 1624.63 1705.92 1790.49 1846.51 1899.27 1-4-97 1397.26 1452.45' 1510.96 1585.31 1665.25 1748.57 1835.25. 1892.67 1946.75 Grade 13 Landscape Architect II Librarian II Management Assistant 111 12-23-95 1403.81 1458.78 1518.10 1594.98 1671.84 1756.43 1846.51 1900.34 1954.15 1-4-97 1438.91 1495.25' 1556.05 1634.85 1713.64 1800.34 1892.67 1947.85 2003.00 Grade 14 Research Analyst III 12-23-95 1445.56 1502.69 1563.09 1641.12 1724.59 1809.18 1900.34 1956.36 2014.61 1-4-97 1481.70 1540.26' 1602.17 1682.15 1767.70 1854.41 1947.85 2005.27 2064.98 . NOTE: Years listed above are illustrative. The rules governing step progression are unchanged with the exception that employees appointed after July 1, 1996, are not eligible for placement on Step B, and will normally move from Step A to Step C after 2,080 hours. ** This title in this grade abolished except as to present incumbents. A2 � 9� �f��- APPENDIX A (continued): '" STEP A B C D E F G 10 Year 15 Y r ea NOTE' Start .5 Year' 1 Year 2 Year 3 Year 4 Year 5 Year 10 Year 15 Year Grade 15 Accountant III Architect II Maintenance and Capital Improvement Planner 12-23-95 1489.52 1549.93 1610.35 1689.46 1775.12 1862.99 1956.36 2016.78 2076.11 1-4-97 1526.76 1588.68' 1650.61 1731.70 1819.50 1909.56 2005.27 2067.20 2128.01 Grade 16 EDP Systems Analyst II Network Specialist Value Analyst II 12-23-95 1534.55 1596.09 1658.73 1742.19 1828.94 1920.10 2016.78 2076.11 2136.50 1-4-97 1572.91 1635.99' 170020 1785.74 1874.66 1968.10 2067.20 2128.01 2189.91 Grade 18 Landscape Architect III 12-23-95 1627.93 1691.62 1758.63 1848.68 1939.90 2038.74 2139.78 2204.60 2266.13 1-4-97 1668.63 1733.91' 1802.60 1894.90 1988.40 2089.71 2193.27 2259.72 2322.78 i � Architect III EDP Systems Analyst III "Mechanical Engineer III 12-23-95 1726.80 1795.99 1867.38 1960.76 2058.52 2161.77 2269.44 2336.44 2405.63 1-4-97 1769.97 1840.89' 1914.06 2009.78 2109.98 2215.81 2326.18 2394.85 2465.77 . NOTE: Years listed above are illustrative. The �ules governing step progression are unchanged with the exception that employees appointed after July 1, 1996, are not eligible for placement on Step B, and will - normally move from Step A to Step C after 2,080 hours. if This titte abolished except as to present incumbents. i A3 � INTENTIONALLY BLANK � � �� 1 �,I ��' � �� 1996 - 1997 COLLECTIVE BARGAINING AGREEMENT BETWEEN SAINT PAUL PUBLIC SCHOOLS INDEPENDENT SCHOOL DISTRICT NO. 625 AND � PROFESSIONAL EMPLOYEES ASSOCIATION, INC. January 1, 1996 through December 31, 1997 �� d � � �� i PUBLIC SCHOOLS L/FELONG LEARN/NG y • • Ls=il!!1!�l�� }�}� � ��J� � . PUBLIC SCHOOLS �IFELONG LfARN/NG SAINT PAUL PUBLIC SCHOOLS Independent School District No. 625 Board of Education: Mary Thornton Phillips - Chair Tom Conlon - Director Marc Manderscheid - Vice Chair Greg Filice - Director Neal Thao - Clerk AI Oertwig - Director Becky Montgomery - Treasurer Administration: Curman L. Gaines - Superintendent Julio Almanza - Assistant Superintendent, � Planning and Support Services Maureen A. Flanagan - Assistant Superintendent, Administration and Government Relations William A. Larson - Assistant Superintendent, Fiscal Affairs and Operations Cy R.Yusten - Assistant Superintendent, Teaching and Learning � � ii �� - � ;�� . • INDEX ' ARTICLE TITLE PAGE Preamble............................................................................................ v 1 . Recognition......................................................................................... 1 2. Severance Pay.................................................................................... 2 3. Management Rights............................................................................. 5 4. Maintenance of Standards................................................................... 5 5. Check Off And Service Fee.................................................................. 6 6. Hours of Work and Overtime.............................................................. 7 7. Seniority............................................................................................ 8 8. Working Out of Classification............................................................ 8 9. Discipline........................................................................................... 9 10. Legal Services.................................................................................... 9 1 1 . Grievance Procedure.......................................................................... 1 0 12. Wages.................................................................................................. 12 13. Saving Clause...................................................................................... 1 2 � 14. Insurance............................................................................................ 1 3 15. Vacation. 2 7 16. Holidays.............................................................................................. 2 8 17. Mileage-Independent School District No. 625................................... 2 9 18. Non-Discrimination........................................................................... 2 9 19. Parental/Maternity Leave................................................................. 2 9 20. Sick Leave........................................................................................... 3 0 21 . Work Stoppage.................................................................................... 3 0 22. Duration and Effective Date................................................................ 31 AppendixA................................................................................. A 1-A 3 Y � �� INTENTIONALLY BLANK � r � IV �� c2 � PREAMBLE This Agreement is entered into between Independent School District No. 625, " hereinafter referred to as the "Employer" and the City of Saint Paul Professional Employees Association, Inc., hereinafter referred to as the "Association," for the purpose of fostering and promoting harmonious relations between the Employer and the ' Association in order that a high level of public service can be provided to the citizens in the School District. This Agreement attempts to accomplish this purpose by providing a fuller and more complete understanding on the part of both the Employer and the Association of their respective rights and responsibilities. The provisions of this Agreement shall not abrogate the rights and/or duties of the Employer, the Association, or the employees as established under the provisions of the Public Employment Labor Relations Act of 1971, as amended. � � � v � INTENTIONALLY BLANK � Y . � ;� - , � � �I�l!� 'l '� d ARTICLE 1 . RECOGNITION � 1 .1 The Em lo er reco nizes the Association as the exclusive re re n ' p y g p se tative for the Classified Professional Employees Group, as certified by the State of Minnesota ' Bureau of Mediation Services, dated May 11, 1988, Case No. 88-PR-2632. This unit consists of the following: All classified professional employees of Independent School District No. 625, St. Paul, Minnesota, who are public employees within the meaning of Minnesota Statute. § 179.03, Subd. 14, excluding supervisory, confidential, and all other employees. -- 1 .2 The rights and benefits of provisional employees shall be governed by the City's personnel rules unless such rights and benefits are specifically amended as to provisional employees by this contract. � . i � 1 ARTICLE 2. SEVERANCE PAY 2.1 The Em lo er shall rovide a severance a ro ram as set forth in this A i � P Y P P Y p 9 rt cle. 2.2 To be eligible for the severance pay program, an employee must meet the ' following requirements: 2.2.1 The employee must be fifty-five (55) years of age or older or must be eligible for a non-reduced pension under the provisions of the Public Employees Retirement Association (PERA). For District employees covered by a pension plan other than PERA, such employees must be eligible for a non-reduced pension under the provisions of that particular pension plan. 2.2.2 The employee must be voluntarily separated from School District employment or have been subject to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency or any other disciplinary reason are not eligible for this severance pay program. 2.2.3 The employee must have at least ten (10) years of consecutive service under the classified or unclassified Civil Service at the time of separation. For the purpose of this Article, employment in either the City of Saint Paul or in Independent School District No. 625 may be used in meeting this ten (10)-year service requirement. 2.2.4 The employee must file a waiver of re-employment with the Director of � Human Resources, which will clearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type) with the City of Saint Paul or with Independent School District No. 625. 2.2.5 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 2.3 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half (1/2) of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave subject to a maximum of two hundred (200) accrued sick leave days. 2.4 The maximum amount of money that any employee may obtain through this severance pay program is $7,500. 2.5 For the purpose of this severance pay program, a death of an employee shall be considered as separation of employment and, if the employee would have met all of the requirements set forth above at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. ' . � 2 n �-� �� " I �� ( � ARTICLE 2. SEVERANCE PAY (continued): � 2.6 For the ur ose of this severance a ro ram a transfer from Inde enden P P P Y P 9 � P t School District No. 625 employment to City of Saint Paul employment is not ' considered a separation of employment, and such transferee shall not be eligible for this severance program. ' 2.7 The manner of payment of such severance pay shall be made in accordance with the provisions of the School District Severance Pay Plan already in existence. 2.8 This severance pay program shall be subject to and governed by the original School District Severance Pay Plan (which allows $4,000 maximum payment), except in those cases where the specific provisions of this Article conflict with said Severance Pay Plan and in such cases, the provisions of this Article shall control. 2.9 Any employee hired prior to December 31, 1983, may, in any event, and upon meeting the qualifications of this Article 2.1 through 2.8, draw severance pay. However, an election by the employee to draw severance pay under either this Article or the original School District Severance Pay Plan (which allows $4,000 maximum payment) shall constitute a bar to receiving severance pay from the other. 2.10 An employee hired after December 31, 1983, and prior to October 20, 1988, shall onlv be entitled to the benefits of 2.1 through 2.8 of this Article upon meeting the qualifications of Articles 2.1 through 2.8. � 2.10.1 The provisions of the above Articles 2.1 through 2.9 shall apply only to employees hired prior to the date of the signing of this Agreement. 2.11 For employees hired on or after October 20, 1988, �n�y the severance pay provided in the following Articles 2.12 through 2.18 shall apply. 2.11 .1 Employees hired prior to December 31, 1983, who meet the stated requirements, shall be eligible for severance pay, based on the provisions of 2.12 through 2.18, but election of this plan shall create a bar to participation in either plan listed in 2.9 above. 2.12 Effective October 20, 1988, the Employer shall provide a severance pay program as set forth in Articles 2.13 through 2.18. 2.13 To be eligible for the severance pay program, an employee must meet the following requirements: 2.13.1 The employee must be voluntarily separated from District employment or have been subject to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, � inefficiency, incompetency, or any other disciplinary reason are not eligible for the District severance pay program. � 3 ARTICLE 2. SEVERANCE PAY (continued): 2.13.2 The em lo ee must file a waiver of re-em lo ment with the Director of � P Y P Y Human Resource, Independent School District No. 625 and Director of Human Resources, City of Saint Paul, which will clearly indicate that ' by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type), with the City or with Independent School District No. 625. ' 2.13.3 The employee must have an accumulated balance of at least eight (80) days of sick leave credits at the time of his separation from service. 2.14 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to one-half (1/2) of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave subject to a maximum as shown below based on the number of years of service. Years of Service Maximum with the District/(City� Severance Pav At least 20 $4,000 21 4,700 22 5,400 2 3 6,100 24 6,800 25 7,500 � The above schedule shall a��ly to any em I�oyee who meets the eli ibilitx reauirements for severance pay under this �lan and who retires after May 1 . 1992. 2.15 For the purpose of this severance pay program, a death of an employee shall be considered as separation of employment, and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. 2.16 For the purpose of this severance pay program, a transfer from Independent School District No. 625 employment to City of Saint Paul employment is not considered a separation of employment, and such transferee shall not be eligible for the District severance pay program. 2.17 The manner of payment of such severance pay shall be made in accordance with the provisions of the original School District Severance Pay Plan cited in 2.8 above. 2.18 This severance pay program shall be subject to and governed by the provisions of . the original School District Severance Pay Plan cited in 2.8 above, except in those cases where the specific provisions of this Article conflict with said Plan and in such cases, the provisions of this Article shall control. . � 4 i�� '1 '� /..� ARTICLE 3. MANAGEMENT RIGHTS � 3.1 The Association reco nizes the ri ht of the Em lo er to o erate and mana e i g g p y p g ts affairs in all respects in accordance with applicable laws and regulations of " appropriate authorities. The rights and authority which the Employer has not officially abridged, delegated or modified by this Agreement are retained by the Employer. 3.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of discretion or policy as the functions and programs of the Employer, its overall budget, utilization of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 4. MAINTENANCE OF STANDARDS 4.1 The parties agree that all conditions of employment relating to wages, hours of work, vacations, and all other general working conditions except as modified by this Agreement shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul (Resolution No. 3250), and the Saint Paul Salary Plan and Rates of Compensation at the time � of the signing of this Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. � 5 ARTICLE 5. CHECK OFF AND SERVICE FEE 5.1 The Employer agrees to deduct the Association membershi initiation fee � P 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 Association 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 is possible. 5.2 Any present or future employee who is not an Association member shall be required to contribute a fair share fee for services rendered by the Association. Upon notification by the Association, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Association. In no instance shall the fair share fee exceed eighty-five (85) percent of the membership dues. It is also understood that in the event the Employer shall make an improper fair share deduction from the earnings of an employee, the Association shall be obligated to make the Employer whole to the extent that the Employer shall be required to reimburse such employee for any amount improperly withheld. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 5.3 The Association agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of this Article. 5.4 The Association agrees that a service fee of fifty cents (50�) per member, per � month shall be deducted by the Employer from the amount withheld for dues or fair share prior to remittance of dues or fair share to the Association. � 6 ARTICLE 6. HOURS OF WORK AND OVERTIME �� 6.1 The normal hours of work for the em lo ee shall be a minimum of seven and P Y three-fourths (7 3/4) hours in any twenty-four (24) hour period and ' thirty-eight and three-fourths (38 3/4) hours in a seven (7)-day period. For employees on a shift basis this shall be construed to mean a minimum average of thirty-eight and three-fourths (38 3/4) hours a week. 6.2 Employees who work more than seven and three-fourths (7 3/4) hours in any twenty-four (24)-hour period or more than thirty-eight and three-fourths (38 3/4) hours in any seven (7)-day period shall not receive pay for such additional work except as in 6.4 below. 6.3 It is understood by the parties that Section 28H - Overtime Compensation of Resolution No. 3250 shall not apply to this unit. 6.4 In unusual circumstances a department head may grant employees who work more than seven and three-fourths (7 3/4) hours in any twenty-four (24)-hour period or more than thirty-eight and three-fourths (38 3/4) hours in any particular seven (7)-day period compensatory time or pay on a straight time basis for the extra hours worked. The method of this compensation shall be determined solely by the Employer. � � 7 ARTICLE 7. SENIORITY 7.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The � length of continuous, regular, and probationary service with the Employer from the date an employee was first certified and appointed to a class title covered by � this Agreement, it being further understood that 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 seniority ' shall be determined by the employee's rank on the eligible list from which certification was made. 7.2 Seniority shall terminate when an employee retires, resigns or is discharged. 7.3 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 within each department based on inverse length of seniority as defined above. 7.4 In cases where there are promotional series, such as Engineer I, II, II, etc., when the number of employees in the higher titles is to be reduced, employees who have held lower titles will be offered reductions to the highest title to which class seniority would keep them from being laid off, before layoffs are made by any class title in any department. 7.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two (2) years of layoff. It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. � 7.6 To the extent possible, vacation period shall be assigned on the basis of seniority. It is, however, understood that vacation assignment shall be subject to the ability of the Employer to maintain operations. ARTICLE 8. WORKING OUT OF CLASSIFICATION 8.1 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) consecutive working days shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16th) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, all of the significant duties and responsibilities of a position different from the employee's regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. � 8 ARTICLE 9. DISCIPLINE �� • 9.1 The Em lo er will disci line em lo ees for 'ust cause onl . Disci line will be P Y P P Y 1 Y P in the form of: 9.11 Written reprimand; 9.12 Suspension; 9.13 Reduction; 9.14 Discharge. 9.2 Suspensions, reductions, and discharges will be in written form. 9.3 Employees and the Association will receive copies of written reprimands and notices of suspension and discharge. 9.4 Employees may examine all information in their Employer personnel files that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under the direct supervision of the Employer. 9.5 Discharges will be preceded by a five (5)-day preliminary suspension without pay. During said period, the employee and/or Association may request and shall be entitled to a meeting with the Employer representative who initiated the suspension with intent to discharge. During said five (5)-day period, the Employer may affirm the suspension and discharge in accordance with Civil Service Rules or may modify or withdraw same. � 9.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that an Association Representative be present. 9.7 A grievance relating to this Article shall be processed in accordance with the grievance procedure of this Agreement in Article 11 and Minnesota Statute § 179A.20, Subd. 4. This provision is not intended to abrogate rights of veterans pursuant to statute. ARTICLE 10. LEGAL SERVICES 10.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, Employer shall defend, save harmless and indemnify employee against any tort claim or demand, whether groundless or otherwise, arising out of alleged acts or omission occurring in the performance or scope of employee's duties. 10.2 Notwithstanding (10.1), the Employer shall not be responsible for paying any legal service fee or for providing any legal service arising from any legal action ' where the employee is the plaintiff. • 9 ARTICLE 1 1 . GRIEVANCE PROCEDURE 1 1 .1 The Em lo er shall reco nize stewards selected in accordance with A � P Y 9 ssociation rules and regulations as the grievance representatives of the bargaining unit. The Association shall notify the Employer in writing of the names of the stewards and of their successors when so named. 11 .2 It is recognized and accepted by the Employer and the Association 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 only when consistent with such employee duties and responsibilities. The steward involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the steward and the employee have notified and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the Employer. 11 .3 The procedure established by this Article shall be the sole and exclusive procedure for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this Agreement. 1 1 .4 Grievances shall be resolved in conformance with the following procedure: Ste�1. Upon the occurrence of an alleged violation of this Agreement, the employee involved with or without the steward shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved to the employee's satisfaction by the informal � discussion, it may be reduced to writing and referred to Step 2 by the Association. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the Agreement violated, and relief requested. Any alleged violation of the Agreement not reduced to writing by the Association within seven (7) workdays of the first occurrence of the event giving rise to the grievance, shall be considered waived. SteP 2. Within seven (7) workdays after receiving the written grievance, a designated Employer supervisor shall meet with the Association steward and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unresolved, the Employer shall reply in writing to the Association within three (3) workdays following this meeting. The Association may refer the grievance in writing to Step 3 within seven (7) workdays following receipt of the Employer's written answer. Any grievance not referred in writing by the Association within seven (7) workdays following receipt of the Employer's answer shall be considered waived. � 10 F h �� , �� ARTICLE 1 1 . GRIEVANCE PROCEDURE (continued): � . Within seven 7 workda s followin recei t of a rievance referred Ste�3 ( ) Y 9 P 9 from Step 2, a designated Employer supervisor shall meet with the Association's representative or his designated representative, the Employee, and the Steward, and attempt to resolve the grievance. Within seven (7) workdays following this meeting, the Employer shall reply in writing to the Association stating the Employer's answer concerning the grievance. If, as a result of the written response, the grievance remains unresolved, the Association may refer the grievance to Step 4. Any grievance not referred in writing by the Association to grievance mediation or Step 4 within seven (7) workdays following receipt of the Employer's answer shall be considered waived. The Employer within seven (7) working days of receipt of the request for review at Step 4 may refer the grievance to grievance mediation or allow the grievance to proceed to Step 4. Ste{� 4. If the grievance remains unresolved after the Step 3 response and/or grievance mediation, the Association may within seven (7) workdays after the response of the Employer or conclusion of inediation, request arbitration of the grievance. The arbitration proceedings shall be conducted by an arbitrator to be selected by mutual agreement of the Employer and the Association within seven (7) workdays after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said seven (7)-day period, either party may request the Bureau of Mediation Services to submit a panel of five (5) arbitrators. � Both the Employer and the Association shall have the right to strike two (2) names from the panel. The Association shall strike the first (ist) name; the Employer shall then strike one (1) name. The process will be repeated and the remaining person shall be the arbitrator. 11.5 The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Association, and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary � to or inconsistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thirty (30) days following 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 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 decision of the arbitrator shall be final and binding on the Employer, the Association, and the employees. , 11 .6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the Employer and the Association, provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to � be made, providing it pays for the record. � 11 ARTICLE 11 . GRIEVANCE PROCEDURE (continued): 11 .7 The time limits in each ste of this rocedure ma be extended b � p p y y mutual agreement of the Employer and the Association. 1 1 .8 It is understood by the Association and the Employer that if an issue is determined by this grievance procedure, it shall not again be submitted for determination in another forum. If an issue is determined by any other forum, it shall not again be submitted for arbitration under this grievance procedure. ARTICI.E 12. WAGES 12.1 The wage schedule in Appendix A is attached for purposes of reference only and is not a part of this contract. ARTICLE 13. SAVING CLAUSE � � 13.1 This Agreement is subject to the laws of the United States, the State of Minnesota. In the event any provisions of this Agreement shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. All other provisions of this Agreement shall continue in full force and effect. � 12 ��V � �� . ARTICLE 14. INSURANCE BENEFITS � SECTION 1 . ACTIVE EMPLOYEE HEALTH INSURANCE 1 .1 The Employer will continue for the period of this Agreement to provide for active employees such health and life insurance benefits as are provided by Employer at the time of execution of this Agreement. � 1 .2 Eliaibility Waiting Period: Effective January 1. 1996, three (3) full months of continuous regularly appointed service in Independent School District No. 625 will be required before an eligible employee can receive the District contribution to premium cost for health and life insurance provided herein. 1 .3 Full-Time Status: For the purpose of this Article, full-time employment is defined as appearing on the payroll at least thirty-two (32) hours per week or at least sixty-four (64) hours per pay period, excluding overtime hours. 1 .4 Half-Time Status: For the purpose of this Article, half-time employment is defined as appearing on the payroll at least twenty (20) hours but less than thirty-two (32) hours per week or at least forty (40) hours but less than sixty-four (64) hours per pay period, excluding overtime hours. 1 .5 Em I�oyer Contribution Amount--Full-Time Em I�oyees: Effective January 1, 1996, for each eligible employee covered by this Agreement who is employed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $180 per month, whichever is � less. For each eligible full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $300 per month, whichever is less. 1 .5.1 Effective January 1, 1997, for each eligible employee covered by this Agreement who is employed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $190 per month, whichever is less. For each eligible full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $330 per month, whichever is less. 1 .6 Employer Contribution Amount--Half-Time Em I�oyees: For each eligible employee covered by this Agreement who is employed half time, the Employer agrees to contribute fifty percent (50%) of the amount contributed for full-time employees selecting employee coverage; or for each half-time employee who selects family insurance coverage, the Employer will contribute fifty percent (50%) of the amount contributed for full-time employees selecting family coverage in the same insurance plan. � 13 ARTICLE 14. INSURANCE, Section 1. (continued): 1 .7 Life Insurance: Effective Januar 1, 1996: The District a rees to contribute � Y 9 a maximum of $15 per month for each eligible employee for life insurance coverage. The amount of life insurance provided under this Subd. 1.7 shall be � $50,000. This amount of life insurance shall be reduced to $5,000 upon early retirement and shall continue until the early retiree reaches age sixty-five (65), at which time the Employer paid life insurance shall be terminated. ' 1 .8 pental Insurance: Effective January 1, 1996, the Employer will contribute for each eligible employee covered by this Agreement who is employed full-time toward participation in a dental care plan offered by the Employer up to $30 per month for employee coverage. 1 .9 Flexible S e�g 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 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. 1 .10 The contributions indicated in this Article 14 shall be paid to the Employer's group health and welfare plan. 1 .11 Any cost of any premium for any Employer-offered employee or family insurance coverage in excess of the dollar amounts stated in this Article 14 shall be paid by the employee through payroll deduction. � � 14 �� i � l, � ARTICLE 14. INSURANCE (continued): � SEG"110N 2. RETIREMENT HEALTH INSURANCE AND TRANSITIONAL BENEFIT Subd. 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 at least twenty (20) years of service for eligibility � requirements prior to retirement in order to be eligible for any payment of any insurance premium contribution by the District after retirement. For such employees or early retirees who have not completed at least twenty (20) years of service with the District at the time of their retirement, the Employer will discontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age sixty-five (65). A. Employees hired before January 1, 1982, must have completed at least nine (9) years of continuous employment with the District. For such employees or early retirees who have not completed at least nine (9) years of service with the District at the time of their retirement, the Employer will discontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age sixty-five (65). B. Employees hired on or after January 1, 1982, must have completed at least twenty (20) years of continuous employment with the District. For such employees or ' early retirees who have not completed at least twenty (20) years of service with the District at the time of their retirement, the Employer will discontinue providing any � health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age � sixty-five (65). 15 ARTICLE 14. INSURANCE, Section 2. (continued): Years of certified civil service time with the Cit of Saint Paul � Y earned prior to January 1, 1996, will continue to be counted toward meeting the District's service requirement of this ° Subd. 1.1.1.2. 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. 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. T1me worked in the City of Saint Paul prior to January 1, 1996, will not be treated as Independent School District No. 625 time, for such employees. 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 Subd. 1.1 of this Section or for early retirees who qualified under the conditions of Subd. 2.1 of this Section and who 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 into service in Independent School District No. 625 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. � 16 . �� i .�, o � ARTICLE 14. INSURANCE, Section 2. (continued). � 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. 2.1 .2 Em I�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; o r B. The combination of their age and their years of service must equal eighty-five (85) or more; o r 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 Subd. 2.1.2 A, B or C, but not for Subd. 2.1.2 D. 2.1 .3 i I�oy_ees 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 service 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. 17 ARTICLE 14. INSURANCE, Section 2. (continued): 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. • 2.2 Early Retiree Health Insurance: Employer Contribution Levels The District will for the period of this Agreement provide for 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. � 18 i� i (� � � Il � ARTICLE 14. INSURANCE, Section 2. (continued): � Subd. 3. Retirement Benefits Transitional Plan � Background Information: In the negotiation of this Labor Agreement for the 1996-1997 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. 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 Subd. 2.1.2. Em I�oyees hired and aR�ointed into Indgpendent School District No 625 service on or �fter Januarv 1. 1996. must have completed twentX (20) years of contin�ous em I�oXment with Inde�endent 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 be counted only for Earlv Retiree - premium contribution by the District for employees hired into Independent School District No. 625 service after January 1, 1996. Insurance premium contribution for such , employees shall cease when the employee reaches age sixty- five (65). • 19 ARTICLE 14. INSURANCE, Section 2. (continued): 3.1 .3 A retiree ma not car his/her s ouse as a de endent if such s ouse is � Y rY P P p 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. 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)-yea� 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. � 20 1�p i:� i i ARTICLE 14. INSURANCE, Section 2. (continued): � 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 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 Subds. 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 continue to be counted toward meeting the District's service requirement in this Subd. 3.3.1.2. Time worked with the 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. 21 ARTICLE 14. INSURANCE, Section 2. (continued): 3.3.2 Ontion 1 - Transitional Retiree A�e 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 in the Article 2, Severance Pay of this Agreement. • 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 Section and the � terms of the policy provided in this Subd. 3.3.2, or for early retirees who qualified under the conditions of Subd. 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: Coveraae Type ' le Fami 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 participation in the Minnesota � Deferred Compensation Plan as an individual investor with no employer-paid matching funds. 22 1� � i �� t � ARTICLE 14. INSURANCE, Section 2. (continued): � 3.3.3 O i n2 - Minn D f rred m n i n I n0 ti n � 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. �onditions: • 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 in the Article 2, Severance Pay of this Agreement. � • The employee must initiate an application to participate through the DistricYs 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. � 23 ARTICLE 14. INSURANCE, 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 $7,500 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. � ' 24 ' '�:�� -� � ��. ARTICLE 14. INSURANCE, Section 2. (continued): � • The employee must elect to waive all severance pay described in Article 2, Severance Pay of this Agreement (for up to $7,500) 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 Eligible part-time employees assigned to .5 FTE or more, shall be eligible for up to one-half (1/2) the specified amount. 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 in the Article 2, Severance Pay section of this � Agreement. 25 ARTICLE 14. INSURANCE, Section 2. (continued): 3.3.4.4 At no time, and under no circumstances shall this O tion � P 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 Subd. 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) OR Option 3 - Transitional Severance Allowance Option (Subd. 3.3.4), that decision can be made shortly ef re 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 in o Independent School District No. 625 service before January 1, 1996, and who have completed the requirements in Subd. 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. � 26 ��,, - l�l � ARTICLE 15. VACATION � 15.1 In each calendar ear each full-time em lo ee shall be ranted vacation Y , P Y 9 according to the following schedule: Years of Service Vacation Granted ' First year through completion of 8 years 15 days After 8 years through completion of 15 years 20 days After 15 years and thereafter 25 days Employees who work less than full time shall be granted vacation on a pro rata basis. 15.2 An employee may carryover into the following year up to one hundred and twenty (120) hours of vacation. 15.3 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Subdivision H. 15.4 If an employee has an accumulation of sick leave credits in excess of one hundred and eighty days, he/she may convert any part of such excess to vacation at the rate of one-half (1/2)-day's vacation for each day of sick leave credit. No employee may convert more then ten (10) days of sick leave in each calendar � year under this provision. � 27 ARTICLE 16. HOLIDAYS 16.1 Holidays Recognized and Observed: The following days shall be reco nized and � 9 observed as paid holidays: New Year's Day Martin Luther King Jr. Day Presidents' Day � Memorial Day Independence Day Labor Day Columbus Day Veterans' Day Thanksgiving Day Christmas Day Two floating holidays. Eligible employees shall receive pay for each of the holidays listed above on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. 16.2 The floating holidays set forth in Section 16.1 above may be taken at any time during the contract year, subject to the approval of the department head of any employee. 16.3 Eligibility Requirements: In order to be eligible for a holiday with pay, an � employee's name must appear on the payroll on any six (6) working days of the nine (9) working days preceding the holiday or an employee's name must appear on the payroll the last working day before the holiday and on three (3) other working days of the nine (9) working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this Section. It is further understood that neither temporary nor other employees not heretofore eligible shall receive holiday pay. 16.4 If Martin Luther King Jr. Day, Presidents' Day, Columbus Day or Veterans' Day falls on a day when school is in session, the employees shall work that day at straight time and another day shall be designated as the holiday. This designated holiday shall be a day determined by agreement between the employee and the supervisor. 16.5 Notwithstanding Article 16.1 and 16.4 above, the Employer may at any time during the life of this Agreement designate the day after Thanksgiving as a paid holiday. In the event of such designation, either Martin Luther King Jr. Day, Presidents' Day, Columbus Day, or Veterans' Day shall be deleted from the paid holidays list as set forth in Article 16.1. � 28 �� _ i �a, ;> ARTICLE 17. MILEAGE- INDEPENDENT SCHOOL DISTRICT NO. 625 � 17.1 Em lo ees of the School District under olic ado ted b h B r p y p y p y t e oa d of Education may be reimbursed for the use of their automobiles for school business. To be � eligible for such reimbursement, employees must receive authorization from the District Mileage Committee utilizing the following plan: " PLAN "A", effective with the adoption of this Agreement, is reimbursed at the current Board approved rate or 28¢ per mile whichever is greater. In addition, a maximum amount which can be paid per month is established by an estimate furnished by the employee and the employee's supervisor. Another consideration for establishing the maximum amount can be the experience of another working in the same or similar position. Under this plan, it is necessary for the employee to keep a record of each trip made. ARTICLE 18. NON-DISCRIMIN�►�ION � 18.1 The terms and conditions of this Agreement will be applied to employees equally without regard to or discrimination for or against any individual because of race, color, creed, sex, age, or because of inembership or non-membership in the Association. 18.2 Employees will perform their duties and responsibilities in a non-discriminatory manner as such duties and responsibilities involve other employees and the general public. ARTICLE 19. PARENTAVMATERNITY LEAVE 19.1 Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the Employer may approve such leave at its option, and such leave may be no longer than one (1) year. ' 19.2 Parental leave shall be granted to employees for the birth or adoption of a child � in accordance with applicable state and federal laws. 29 ARTICLE 20. SICK LEAVE 20.1 ick v Accu i n: Sick I"eave shall accumulate at the rate of . 57 � � G �fa working hour for each full hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. ` 20.2 Specified Allowable Uses of Sick Leave: Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay, for such period of � time as the head of the department deems necessary, on account of sickness or injury of the employee, death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law or other person who is a member of the household; and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc., or in the case of sudden sickness or disability of a parent or a member of his/her household, making arrangements for the care of such sick or disabled persons up to a maximum of eight (8) hours sick leave. 20.2.1 Funeral Leave: Any employee who has accumulated sick leave credits, as provided in 20.1, shall be granted one (1) day of such leave to attend the funeral of the employee's grandparent, grandchild, aunt, uncle, sister-in-law or brother-in-law. 20.2.2 Sick Child Care Leave: An employee who has worked for the District for at least twe7ve (12) consecutive months for an average of twenty (20) or more hours per week prior to the leave request may use accumulated personal sick leave credits for absences required to care for the employee's ill child. Sick leave for sick child care shall be granted on � the same terms as the employee is able to use sick leave for the employee's own illness. This leave shall only be granted pursuant to Minnesota Statute § 191.9413 and shall remain available as provided in Statute. 20.3 Eligibility for Sick Leave: To be eligible for sick leave, the employee must meet the specified uses in 20.2 and report the need for time off to his/her supervisor no later than one-half hour past his/her regular scheduled starting time. 20.4 The granting of sick leave is subject additional provisions as provided in Civil Service Rules. ARTICLE 21 . WORK STOPPAGE 21 .1 The Association and the Employer agree that there shall be no strikes, work stoppages, slow-downs, sit-down, stay-in or other concerted interference with the Employer's business or affairs by any of said Association and/or members thereof, and there shall be no bannering during existence of this Agreement without first using all possible means of peaceful settlement of any controversy . which may arise. Employees engaging in same shall be liable for disciplinary action. � 30 �� {\� !�� -�- ARTICLE 22. DURATION AND EFFECTIVE DATE � 22.1 Except as herein provided, this Agreement shall be effective as of January 1, 1996, and shall continue in fuli force and effect through December 31, 1997, and thereafter untii modified or amended by mutual ' agreement of the parties. Either party desiring to amend or modify this Agreement shall notify the other in writing so as to comply with the provisions of the Public Employment Labor Relations Act of 1971, as amended. 22.2 This constitutes a tentative agreement between the parties which will be recommended by the Negotiations/Labor Relations Manager, but is subject to the approval of the Board of Education of Independent School District No. 625 and is also subject to ratification by the Association. WITNESSES: INDEPENDENT SCHOOL DISTRICT NO. 625 THE CITY OF SAINT PAUL PROFESSIONAL EMPLOYEES ASSOCIATION, INC. � :;��C.��.r�-.— Negotiations/Labor Relatio Manager President, P.E.A. � � �1 ��-.�,,.E,C!�� _ � ` � �ate Negotiator, P.E.A. ' �% ? �, �� ' '�� , z ��y� air, Bo of Education Dat . � `- Date � 31 � . INTENTIONALLY BLANK � � ��- f �I � APPENDIX A � TITLES AND SALARIES STEP A B C D E F G 10 Year 15 Year • NOTE' Start .5 Year" 1 Year 2 Year 3 Year 4 Year 5 Year 10 Year 15 Year Grade 3 Library Specialist Public Information Specialist I 12-23-95 1044.65 1086.39 1129.21 1186.32 1244.52 1308.28 1373.10 1414.81 1454.37 1-4-97 1070.77 1113.55' 1157.44 1215.98 1275.63 1340.99 1407.43 1450.18 1490.73 Grade 5 Graphic Artist I Management Assistant I 12-23-95 1109.45 1153.40 1197.32 1259.91 1321.43 1387.35 1455.45 1499.40 1542.23 1-4-97 1137.19 1182.24' 1227.25 1291.41 1354.47 1422.03 1491.84 1536.89 1580.79 Grade 7 Accountant I Librarian I Public Information Specialist II Research Analyst I � 12-23-95 1174.24 1221.48 1272.04 1334.60 1402.73 1473.07 1545.54 1591.66 1637.80 1-4-97 1203.60 1252.02' 1303.84 1367.97 1437.80 1509.90 1584.18 1631.45 1678.75 Grade 8 Assistant Food Production Manager 12-23-95 1210.49 1259.91 1310.45 1375.29 1442.27 1515.88 1591.58 1640.00 1687.22 1-4-97 1240.75 1291.41' 1343.21 1409.67 1478.33 1553.78 1631.37 1681.00 1729.40 Grade 9 .. Graphic Artist II Landscape Architect I Management Assistant 11 12-23-95 1245.66 1297.29 1348.89 1415.95 1487.30 1562.03 1640.00 1687.22 1736.66 1-4-97 1276.80 1329.72' 1382.61 1451.35 1524.48 1601.08 1681.00 1729.40 1780.08 . NOTE: Years listed above are illustrative. The rules goveming step progression are unchanged with the exception that employees appointed after July 1, 1996, are not eligible for placement on Step B, and will normally move from Step A to Step C aRer 2,080 hours. .. This title in this grade abolished except for present incumbents. � A1 APPENDIX A (continued) STEP A B C D E F G 10 Year 15 Year � NOTE " Start .5 Year' 1 Year 2 Year 3 Year 4 Year 5 Year 10 Year 15 Year �rade 10 •w Graphic Artist II Research Analyst II Training Specialist 12-23-95 1285.22 1334.60 1387.35 1457.64 1531.25 1608.13 1687.22 1738.86 1790.49 1-4-97 1317.35 1367.97" 1422.03 1494.08 1569.53 1648.33 1729.40 1782.33 1835.25 Grade i l Accountant II Architect I 12-23-95 1322.55 1376.36 1431.29 1502.69 1577.38 1657.60 1738.86 1787.18 1844.32 1-4-97 1355.61 1410.77' 1467.07 1540.26 1616.81 1699.04 1782.33 1831.86 1890.43 Grade 12 EDP Systems Analyst I Environmental Safety Specialist Food Production Manager Food Service Manager Value Analyst I � 12-23-95 1363.18 1417.02 1474.11 1546.64 1624.63 1705.92 1790.49 1846.51 1899.27 1-4-97 1397.26 1452.45' 1510.96 1585.31 1665.25 1748.57 1835.25 1892.67 1946.75 Grade 13 Landscape Architect II Librarian II Management Assistant III 12-23-95 1403.81 1458.78 1518.10 1594.98 1671.84 1756.43 1846.51 1900.34 1954.15 1-4-97 1438.91 1495.25' 1556.05 1634.85 1713.64 1800.34 1892.67 1947.85 2003.00 Grade 14 Research Analyst III 12-23-95 1445.56 1502.69 1563.09 1641.12 1724.59 1809.18 1900.34 1956.36 2014.61 1-4-97 1481.70 1540.26' 1602.17 1682.15 1767.70 1854.41 1947.85 2005.27 2064.98 . NOTE: Years listed above are illustrative. The rules governing step progression are unchanged with the exception that employees appointed after July 1, 1996, are not eligible for placement on Step B, and will normally move from Step A to Step C after 2,080 hours. ** This title in this grade abolished except as to present incumbents. l A2 � �c� _ ��i � APPENDIX A (continued): � STEP A B C D E F G 1 Y 0 ear 15 Year NOTE* Start .5 Year' t Year 2 Year 3 Year 4 Year 5 Year 10 Year 15 Year Grade 15 , Accountant III Architect II Maintenance and Capital Improvement Planner 12-23-95 1489.52 1549.93 1610.35 1689.46 1775.12 1862.99 1956.36 2016.78 2076.11 1-4-97 1526.76 1588.68' 1650.61 1731.70 1819.50 1909.56 2005.27 2067.20 2128.01 Cifade 16 EDP Systems Analyst II Network Specialist Value Analyst II 12-23-95 1534.55 1596.09 1658.73 1742.19 1828.94 1920.10 2016.78 2076.11 2136.50 1-4-97 1572.91 1635.99' 1700.20 1785.74 1874.66 1968.10 2067.20 2128.01 2189.91 Grade 18 Landscape Architect III 12-23-95 1627.93 1691.62 1758.63 1848.68 1939.90 2038.74 2139.78 2204.60 2266.13 1-4-97 1668.63 1733.91' 1802.60 1894.90 1988.40 2089.71 2193.27 2259.72 2322.78 � Grade 20 Architect III EDP Systems Analyst 111 "*Mechanical Engineer III 12-23-95 1726.80 1795.99 1867.38 1960.76 2058.52 2161.77 2269.44 2336.44 2405.63 1-4-97 1769.97 1840.89' 1914.06 2009.78 2109.98 2215.81 2326.18 2394.85 2465.77 . NOTE: Years listed above are illustrative. The rules governing step progression are unchanged with the exception that employees appointed after July 1, 1996, are not eligible for placement on Step B, and will 1 normaliy move from Step A to Step C after 2,080 hours. if This title abolished except as to present incumbents. � A3 � INTENTIONALLY BLANK � r �