01-379�.
Council Fffe # 0 � 3
Green Sheet # 106831
RESOLUTION
CITY OF SAINT PAUL, MINNESOTA 5
Presented by
Referred To
Committee Date
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
Juty 1, 2000 through June 30, 2002 Employment Agreement between the Independent School District
No. 625, Saint Paul Public Schools, and American Federation of State, County and Municipal Employees,
4 Council 14, Local No. 844 and Local No. 1842 Representing Clerical and Technical Employees.
Requested by Department o£
Office of Labor Relations
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By:
Form App ved by Ci ttomey
By: �`� �� �./( t{ � 11 ��I
Approved by Mayor for Submission to Council
Adopfion Certified by Council Secretary By:
BY � �
Approved by Mayor: Date �i� � ���
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Adopted by Council: Date �,� �,, '.LS a p e
�� IT_—�.
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DEPARTMENT/OFFiCE/COUNCIL: DATE INITIATED GREEN SHEET No.: 106831
LABOR RELATIONS April 9, 2001 � �' �� e'
CONTACI' PERSON & PHONE: � ATe INiT1ALDA'[E
JLJI,IE KRAUS 266-6513
ASSIGN I DEPARTMENT DIR. 4 C1TY COUNCIL
NI7MBER 2 CITY A'ITORNEY <C CITY CLERK
MUST BE ON COUNCIL AGENDA BY (DATE) FOR BUDGEI' DIR. FIN. & MGT. SERVICE DII2.
ROUTIIVG 3MAYOR(ORASST.)
ORDER
TOTAL # OF SIGNAIL'RE PAGES_1 (CLIP ALL I,OCATIONS FOR SIGNATURE) �
Acriox xeQUes�n: This resolution approves the attached July 1, 2000 through June 30, 2002 Employment
Agreement between Independent School District No. 625, Public Schools, and American Federation of Staxe,
Counry and Municipal Employees, Council 14, Local No. 844 and Local No. 1842 Representing Clerical and
Technical Employees.
RECOMMENDATIONS: Apptove (A) or Reject (R) PERSONAI. SERVICE CONTRACTS MUST ANSWER THE FOLLOWING
QUESTIONS:
_PLANNING COMMISSION _CI VIL SERVICE COMMISSION i. Hu this person/firm ever worked under a contract for this departmeM?
CIB COMMI7"IEE Yes No
_STAFF 2. Has this person/fimi ever been a city employee?
DISTRICT COURT Yu No
SUPPORTS WHICH COIJNCIL OBJECTIVE? 3. Dces this person/fvm possess a skitl not no}matly possessed by any cunent ciTy employee?
Yes No
Explain aIl yes answers ov separate sheet and attach to green sheet
INTTIATING PROBLEM, ISSUE, OPPORTI7NTTY (Who, What, When, Where, Why):
4s �'=�'�t�,�
ADVANTAGESIFAPPROVED �����ry.i,P',, -"'"'�
This Agreement pertains to Boazd of Education ernployees only. ���
�� � �'�, ���3�
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- DISADVANTAGESIFAPPROVED:
DISADVANTAGES IF N07' APPROVED:
� TOTAL AMOUAT OF TRANSACTION: none COST/REVENUE BUDGETED:
FUNDING SOURCE: AC'ITV17'Y NUMBER:
FINANCIAL INFORMATION: (EXPLAIN)
A '. �
INDEPENDENT SCHOOL DISTRICT NO. 625
BOARD OF EDUCATION 0 � ' � ��
ST. PAUL PUBLIC SCHOOLS
DATE: December 19, 2000
TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Paul Public Schools, and American Federation of State,
County and Municipal Employees, Council 14, Local No. 844 and Local No.
1842 Representing Clerical and Technical Employees
A. PERTINENT FACTS:
1) New Agreement is for a two-year period from July 1, 2000 through June 30, 2002. The
technical and clerical agreements will be combined to form one agreement.
2) Contract changes are as follows:
Waaes: Effective July i, 2000, move the technical titles to equivafent grades in the clerical
wage schedule and increase the schedule by 3%. Effective June 30, 2001, increase wage
schedule 2%, increase the five-year and ten-year step an additional 1%, and increase top step
an additional 2%.
Steo Proqression/Waae Increase: Increased accountability provisions whereby eligibility for
step advancement and salary increases is changed so that steps/increases are no longer
automatic. If an employee is on an improvement plan and does not stay on track with the
requirements of the plan, the employee's step increase may be withheld. If an employee is on
the five-year, ten-year, or top step of the salary schedule, not eligible for a step, and not on
track with an improvement plan, the employee's salary may be frozen.
Insurance: The eligibility waiting period for new employees to receive benefits is reduced from
three months to one month consistent with other district contracts. Effective January 2001,
the district contribution for single coverage is increased to $235; family coverage is increased
to $430; effective January 2002, the district contribution for single coverage is increased to
$260, family coverage is increased to $470. Effective January 1, 2001, the district will
contribute up to $12 per month for long-term disability coverage. Effective January 1, 2002,
the district will contribute up to $30 per month for single dental insurance.
Holidavs: Employees who work during holidays will be paid at overtime rate plus holiday pay.
Employees who are active on the payroll the day of a holiday will be eligible for holiday pay.
This change was made to simplify payroll processing.
Adoqtion Leave: Employees may use up to 15 days of sick leave for the adoption or care of a
newly adopted child. One day of sick leave may be used to bereave the death of a niece of
nephew.
Severance Pav: To ensure the district has timely information to plan staffing, employees who
notify the District three months in advance of retiring are eligible to receive $70 for each day of
accrued sick leave, up to $15,000. If notification is less than three months, eligible employees
will receive $60 per day up to $15,000.
Safety Shoes: The annuai reimbursement for repair or replacement of safety shoes is
increased from $30 per year to $50 per year.
Ot•3�i
Employment Agreement December 19, 2000
Clerical and Technical Employees Page Two
3) The District currently has four hundred two (402) regular employees in this bargaining unit.
4) This contract supports the DistricYs goal of preparing alf students tor life.
5) This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager;
Wayne Arndt, Negotiations/Labor Relations Manager; Richard Kreyer, Executive Director of
Human Resources and Labor Relations; and lois Rockney, Interim Chief Operating Officer.
B. RECOMMENDATION:
That the Board of Education of Independent Schooi District No. 625 approve and adopt the
Agreement concerning the terms and conditions of employment of those cierical and technical
employees in this school district for whom the American Federation of State, County and Municipal
Employees, Council 14, Local No. 844 and Local No. 1842 is the exclusive representative;
duration of said Agreement is for the period of July 1, 2000 through June 30, 2002.
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2000 - 2002
AGREEMENT BETWEEN
SAINT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
And
LOCAL UNION 844
u
DISTRICT COUNCIL 14
OF THE AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL
EMPLOYEES, AFL-CIO
Representing Ciericaf and Technicai Employees
, �,
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July 1, 2000 Through June 30, 2002
��N FE �f
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i 5 ` � i : e
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EMO""':�s mthepublicservite
�' Saint Paul Public Schools
L/ F E L O N G L E R R N/ N G
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� Saint Paa! Pubiic Schools
L/ F E L 0• 6 L£ I B/! I 6
SAINT PAUL PUBLIC SCHOOLS
fndependent School District No. 625
Board of Education
Becky Montgomery
Anne Carroll
Tom Conlon
Giibeft de ta O
AI Oertwig
Mary Thornton Phillips
Neal Thao
Chair
Director
Director
Director
Director
Director
Director
Administration
Superintendent of Schools
Interim Chief Operating Otficer
Chief Academic Officer
Chief Accountability Officer
Executive Assistant
Area Superintendents
Patricia A. Harvey
Lois Rockney
Kate Foate Trewick
Margo Baines
Tanya Martin Pekel
Luz Maria Serrano, Area A
Louis Kanavati, Area B
Joann Knuth, Area C
Mary K. Boyd, Area D
Terilyn Turner, Area E
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ARTICLE
ArtiCle 1.
Article 2.
Article 3.
Article 4.
Article 5.
Article 6.
Article 7.
Article 8.
Article 9.
Article 10.
Article 11.
Article 12.
Article 13.
Article 14.
Article 15.
Article 16.
Article 17.
Article 1 S.
Article 19.
Article 20.
Article 21.
Article 22.
Article 23.
Article 24.
Articie 25.
Article 26.
Article 27.
TABLE OF CONTENTS
PAGE
Preamble ............................................................................................................................iv
Recognition... .................................................................................................................. 1
CheckOff ............................................................................................................................ 1
Maintenance Standards .................................................................................................. 2
Management ........................................................................................................... 2
Work ............................................................................................................................2
Lunch Breaks and Rest Breaks .......................................................................................... 3
H o I idays .............................................................................................................................. 3
Vacation ............................................................................................................................. 4
Leaves Absence ...................................................................................................-........5
W ages ................................................................................................................................ 9
Working Out of Classification ........................................................................................... 10
Mileage............................................................................................................................. t0
Severance ................................................................................................................. 11
Insurance ............................................................................................................ 12
Probation .......................................................................................................................... 17
Seniority ............................................................................................................................ 1 S
Discipline .......................................................................................................................... 20
Employee Records ...........................................................................................................20
Grievance Procedure ........................................................................................................ 21
Temporary Employees ..................................................................................................... 23
Bulletin ................................................................................................................. 23
V acanci es ......................................................................................................................... 23
Non -Discrimination ........................................................................................................... 23
No Strike, No Lockout ....................................................................................................... 24
Legal Services .................................................................................................................. 24
Safety .................................................................................................................... 24
Terms Agreement ......................................................................................................... 24
Appendix A. Titles and Salaries ............................................................................... 28
Appendix B. Titles and Grades ................................................................................. 33
Appendix C. Standard Ranges ................................................................................. 35
ADDITIONAL INFORMATION
(Not a Part of the Negotia[ed Agreement)
MEMORANDA OF UNDERSTANDING
Labor Management Task Force .................................................................................................................... 38
Filling Vacancies and Staffing Levels ........................................................................................................... 39
MEMORANDUM OFAGREEMENT
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Improvement Plan Process .........................................................................................................
Index ...........................................................................................................................................
40
42
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PREAMBLE
This Agreement, entered into by Independent School District No. 625, hereinafter referred to as
the Employer or as the District, and Local Union 844 affiliated with Council 14 of the American
Federation of State, County, and Municipal Employees, AFL-CIO, hereinafter referred to as the
Union, has as its purpose the promotion of harmonious relations between the Employer and the
Union, the establishment of an equitable and peacefui procedure for the resolution of differences,
and the establishment of rates of pay, hours of work, and other conditions of employment.
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ARTICLE 1. RECOGNITION
1.1 The Employer recognizes the Union as the sole and exclusive bargaining agent for the
purpose of establishing salaries, wages, hours, and other conditions of employment for all
of its employees as outlined in the certification by the State of Minnesota Bureau of
Mediation Services, dated October 16, 1986, in Case No. 87-PR-158 and as amended
and as set forth in Section 12 below.
1.2 The bargaining unit covered by this Agreement shall consist of the following: All office,
clerical, administrative and technical personnel who are employed by Independent School
District No. 625, Saint Paul, Minnesota, who work a minimum of fourteen (14) hours per
week and sixty-seven (67) days per year, and who are public employees within the
meaning of Minn. Stat. § 179A.03, Subd. 14 in the classifications listed in Appendix B
excluding supervisory, confidential and all other employees.
1.3 Any present or future employee who is not a Union member shall be required to
contribute a fair share fee for services rendered by the Union and, upon notification by the
Union, the Employer shall check off said fee from the earnings of the employee and
transmit the same to the Union. In no instance shall the required contribution exceed a
pro rata share of the specific expenses incurred for services rendered by the
representative in relationship to negotiations and administration of grievance procedures.
This provision shall remain operative only so long as specifically provided by Minnesota
law, and as otherwise legal.
1.4 The Union 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 1,
Section 1.3.
ARTICLE 2. CHECK OFF
2.1 The Employer agrees to deduct the Union membership initiation fee assessments and
once each month dues from the pay of those employees who individually request in
writing that such deductions be made. The amounts to be deducted shall be certified to
the Employer by a representative of the Union and the aggregate deductions of all
employees shall be remitted together with an itemized statement to the representative by
the first of the succeeding month after such deductions are made or as soon thereafter as
is possible.
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2.3
The Employer shall provide a payroll deduction for voluntary employee contributions to the
Union's Political Action Committee.
The Union 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.
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ARTICLE 3. MAINTENANCE OF STANDARDS
3.1 The parties agree that all conditions of employment relating to wages, hours of work,
overtime differentials, vacations, and ali other general working conditions shall be
maintained at not less than the highest minimum standard 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.
ARTICLE 4. MANAGEMENT RIGHTS
4.1 The Union recognizes the right of the Employer to operate and manage its affairs in all
respects in accordance with applicable laws and regulations of appropriate authorities. Ail
rights and authority which the Employer has not officially abridged, delegated or modified
by this Agreement are retained by the Employer.
4.2 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 5. WORK DAY
5.1 The normal workday shall be eight and one-half (8 1/2) hours in duration, eight (8) of
which are paid. Each normal workday shall include two paid fifteen (15)-minute rest
breaks. In addition, a forty-five (45) minute, duty-free lunch shall be provided. Fifteen
(15) minutes of the duty-free lunch is paid and the remaining thirty (30) minutes is unpaid.
The following is an example of a normal workday schedule:
Work day begins at:
Morning Rest Break:
Lunch Break:
Afternoon Rest Break:
Work day ends at:
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5.3
5.4
5.5
8:00 a.m.
10:00 - 10:15 a.m.
Noon-12:45 p.m. (15 paid minutes)
3:00 - 3:15 p.m.
4:30 p.m.
The normal work week shall be forty (40) hours in any seven (7)-day period.
This Article shall not be construed as, and is not a guarantee of, any hours of work per
normal workday or per normal work week.
Overtime is to be paid at the rate of one and one-half (1 1/2) times the employee's normal
hourly rate for all hours worked in excess of eight (8) hours per day and forty (40) hours
per week.
The overtime compensation due the employee shall be paid at the rate herein cited, or by
granting compensatory time on a time and one-half basis by mutual agreement between
the District and the employee.
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� ARTiCLE 6. LUNCH BREAKS AND REST BREAKS
6.1 Lunch breaks shall be forty-five (45)-minutes in length, thirty (30) of which are unpaid, and
shall he scheduled by the supervisor at approximately the middle of the employee's shift.
62 All employees' work schedules shali provide for a paid fifteen (15)-minute rest break
during each one-half shift. The rest breaks shall be scheduled by the supervisor at
approximately the middle of each one-half shift whenever this is feasible.
6.3 If an employee is scheduled to work a full half-shift beyond the regular quitting time, the
employee shall be entitled to the rest period that occurs during said ha{f shift.
ARTICLE 7. HOLIDAYS
7.1 Holidavs recognized and observed. The following days shall be recognized and observed
as paid holidays;
New Year's Day Labor Day
Martin Luther King Day Thanksgiving Day
Presidents' Day Day After Thanksgiving
Memorial Day Christmas Day
Independence Day
Eligible employees shall receive pay for each of the holidays listed above, on which they
• pertorm no work, provided the holiday falls within their work year. 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 fall on Sunday, the succeeding
Monday shall be observed as the holiday. For those employees assigned to a work week
other than Monday through Friday, the holiday shall be observed on the calendar date of
the holiday.
7.2 Eligibilitv Requirements. To be eligible for holiday pay, employees must be active on the
payroll the day of the holiday. The holiday shall not be counted as a working day for the
purpases of this Article.
7.3 Notwithstanding Article 7.2, a temporary employee shall be eligible for holiday pay only
after such employee has been employed as a temporary employee for sixty-seven (67)
consecutive workdays.
7.4 If Martin Luther King Day or Presidents' Day falis on a day when school is in session, the
employee shall work that day at straight time and another day shall be designated as the
holiday. This designated holiday shall be determined by agreement between the
employee and the supervisor.
7.5 Employees who work summer school and qualify under the efigibility requirements of 72
above shall be paid for the Independence Day holiday.
7.6 Employees who are required to work on a holiday listed in Article 7.1, except in situations
defined in Article 7.4, shall be compensated on a time and one-haif basis in addition to
regular holiday pay.
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ARTICLE 8. VACATION
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Vacation credits shall accumufate at the rates shown below for each full hour on the
payroll, excluding overtime. Years of service means calendar years of service, regardless
of F.T.E.
For Twelve (12)-Month Emolovees
Years of
Service
First year through 4`" year
5 �rear through 9`" year
10` year through 15`" year
16` year through 23` year
24�' year and thereafter
For Ten (101-Month Emplovees
Years of
Seroice
First year through 4`" year
5' �ear through 9` year
10` year through 15' year
16 year through 23` year
24`" year and thereafter
Twelve-Month
Accrual Rate`
.0500
.0692
.0769
.0923
.1115
Ten-Month
Accrual Rate'
.0521
.0713
.0790
.0944
.1136
Annual
Hours
Earned
104
144
160
192
232
Annual
Hours
Earned
91.5
125.5
139.0
166,1
200.0
Annual
Days
Earned
13
18
20
24
29
Annual
Days
Earned
11.5
15.7
17.4
21.0
25.0
The head of the department may permit an employee to carry over into the next'�acation
yea�" up to one hundred si�y (160) hours ot vacation.
8.2.1 An employee who has more than one hundred sixty {160) hours of accrued
vacation remaining at the end of the last full pay period in October shall either:
82.2
82.3
(a)
(b)
(c)
be required to use ihe hours of vacation in excess of one hundred sixty
(160) hours prior to the end of the calendar year: or
be compensated for hours in excess of one hundred sixty (160) hours at
e�d of year: or
be provided an exception for additional carryover of vacation by means of
approval of his/her department head.
Choice'of option a, b,'or'c is atthe discretion oi the Employer:
For the purpose of this Article, the "vacation yea�" shall be the calendar year.
Ten (10)-month employees may use accrued vacation during the period of
summer break up to June 30 with the approval of their supervisor.
The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates
of Compensation, Section I, Subd. H.
*There is a difference in the ten (t0)-month and twelve (12)-month accrual rates so that the full value of the
three (3) converted holidays (twenry-four [24] hours) will be eamed during ihat length of work year. The
hvelve-month hours and days are based on a 2,080-hour work year; the ten (10)-month hours and days are
based on a 1,760-hour work year.
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ARTICLE 8. VACATION (continued)
8.4 Sick leave accumulation in excess of 1,440 hours may be converted to paid vacation time
at a ratio of two (2) hours of sick leave time for one (1) hour of vacation time, to a
mvcimum of five (5) regularly assigned workdays (not to exceed a total of forty (40) hours
in any year.
There shall be no conversion of unused sick leave in any amount at any time to any cash
payment other than the above-described conversion to vacation time or severance pay in
Article 13.
ARTICLE 9. LEAVES OF ABSENCE
9.1 Sick Leave. Sick leave shall accumulate at the rate of .0576 of a working hour for each
fuli hour on the payroii, excluding overtime. Sick leave accumuiation is unlimited. To be
eligible for sick leave, the employee must report to his/her supervisor no later than one-
half hour past his/her regular scheduled starting time. The granting of sick leave shall be
subject to the terms and provisions of this Agreement. Any employee who has
accumulated sick leave as provided above shall be granted leave with pay, for such
period of time as the head of the department deems necessary for the following specified
allowable uses:
9.1.1 Personal Iliness: Employees may use accumulated sick leave for hours off due
to personal illness. The employee may be required to furnish a medical
certificate from a qualified physician as evidence of illness or physical disability in
order to qualify for paid sick leave as per District practice Accumulated sick leave
may also be granted for such time as is actually necessary for office visits to a
doctor, dentist, optometrist, etc.
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9.1.2 Familv Illness: Employees may use accumulated sick leave for hours off due to
sudden sickness or disability of a parent or a member of his/her household or to
make arrangements for the care of such sick or disabled persons up to a
maximum of eight hours sick leave per incident. Up to forty (40) hours of
accumulated sick leave may be used in a work year to allow the employee to care
for and attend to the serious or critical iliness of his/her spouse or parent. These
hours when used are deducted trom sick leave.
9.1.3 Sick Child Care Leave. Sick leave to care for a sick child shall be granted on the
same terms as the employee is able to use sick leave for the empioyee's own
ill�ess. This leave shall only be granted pursuant to Minn. Stat. §181.12413 and
shall remain available as provided in Statute.
9.1.4 Bereavement Leave. A leave of absence with pay, not to exceed five (5) days,
shafl 6e granted Because of the death of an employee's spouse or child.
9.1.4.1 Up to three (3) days shall be granted because of death of other
members of the employee's immediate family. Other members of the
immediate family shall mean father, mother, sister, brother, parent-in-
law, son-in-law or daughter-in-law.
9.1.42 Leave of absence for one (1) day shalf be granted because of death of
other close relatives. Other close relatives shall mean grandparent,
grandchild, uncle, aunt, nephew, niece, brother-in-law, and sister-in-
law.
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9.1.4.3 A"day' for this purpose shall be equivalent to the regularly assigned
workday of the employee, and such leave shall be deducted from
accumulated sick leave.
ARTICLE 9. LEAVE OF ABSENCE (continued) •
9.1.5 Adoption Leave. Up to fifteen (15) days of accumulated sick leave may be used
in a contract year to attend to adoption procedures or care for a newly adopted
child. Use of these f'rfteen (15) days does not need to occur consecutive(y.
9.2 Court DuN Leave. Any empfoyee who is required during fiis/her regular working hours to
appear in court as a juror or witness except as a witness in his/her own behalf against the
Empioyer, shafl be paid the regular pay while so engaged, provided, however, that any
fees that the employee may receive from the court for such service shall be paid to the
Employer and be deposited with the Employer Business Office. Any employee who is
scheduled to work a shift other than the normal daytime shift shall be rescheduled to work
the normal daytime shift during such time as the employee is required to appear in court
as a juror or witness.
9.3 Militarv Leave With Pav. Any employee who shall be a member of the National Guard,
the Naval Militia or any other component of the militia of the state, now or hereafter
organized or constituted under state or federal law, or who shall be a member of the
Officers Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine
Corps Reserve or any other reserve component of the military or naval force of the United
States, now or hereafter organized or constituted under federal law, shall be entitled to
leave of absence from employment without loss of pay, seniority status, efficiency rating,
vacation, sick leave or other benefits for all the time when such employee is engaged with
such organization or component in training or active service ordered or authorized by
proper authority pursuant to law, whether for state or federai purposes, provided that such
leave shall not exceed a total of fitteen (15) days in any calendar year and further
provided that such leave shall be allowed only in case the required military or naval
service is satisfactorily performed, which shall be presumed unless the contrary is •
established. Such leave shall not be allowed unless the employee (1) returns to hislher
position immediately upon being relieved from such military or naval service and not later
than the expiration of time herein limited for such Ieave, or (2) is prevented from so
returning by physical or mental disability or other cause not due to such employee's own
fault, or (3) is required by proper authority to continue in such military or naval service
beyond the time herein limited for such leave.
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ARTICLE 9. LEAVES OF ABSENCE (continued)
9.4 General Non-Comoensatorv Leave ot Absence. After three months of employment, an
employee may make application for a Ieave of absence not to exceed one year. A leave
of absence shalf be granted on the basis established in the Civil Service Rules
(Resolution No. 3250).
9.4.1 Said rules are supplemented and amended by the following provision:
All requests for unpaid leave are subject to District approval. Such requests
are to be submitted to the Human Resource Department on a form provided by
the Employer.
If an employee's request for thirty (30) days or more of non-medical and non-
parental Ieave is approved, the employee will be offered the opportunity to
return to employment in an equivalent position, if a vacancy is available after
the conclusion of the leave. If no equivalent vacancy exists at that time, the
District will continue to consider the employee's return for two (2) years after the
conclusion of leave. If no equivalent vacancy has occurred and has been
assigned by the end of rivo (2) years from the conciusion of leave, the
employee's name wifl be dropped from consideration as though he/she had
resigned, and the employee will be considered resigned.
"Equivalent vacancy" means a position of the same job classification held by
the employee at the time of the leave, which remains in existence, has been
vacated by the resignation or termination of another employee, and which the
District intends to fill in the same classification.
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9.5 Parental Leave
9.5.1 Parental leave is a leave without pay or benefits which shall be granted upon
reqUest subject to the provisions ot this Section. it may be granted for reasons
of adoption or pregnancy and/or the need to provide parental care for a child or
children of the employee for an extended period oi time immediately following
adoption or the conclusion of pregnancy; such period of leave shall be no
longer than one calendar year in fenglh. Leave up to six (6) calendar months
shall be granted upon request. Leave for more than six (6) calendar months is
at the discretion of the Empfoyer.
9.5.2 in the case of pregnancy, an employee who wishes to use a period of (paid)
earned sick leave at the time of pregnancy and deiivery-related disability, may
request unpaid parental leave for a period following the use of earned sick
leave; however, sick leave time shall not be granted within (during the course
of) a period of unpaid parental leave. The employee requesting such
sequential leave shall submit an application in writing to the Director of Human
Resources of Independent School District No. 625 not iater than tweive (12)
weeks in advance of the anticipated date of delivery. The employee will be
required to submit, at the time of use, appropriate medical verification for the
sick leave time claimed.
•
9.5.3 In the case of adoption, the employee shall submit to the Director of Human
Resources of Independent School District No. 625 a written application
including the anticipated date of placement of the child, at least twelve (12)
weeks in advance of the anticipated date of placement, or earlier if possible.
Documentation will be required.
ARTICLE 9. LEAVES OF ABSENCE (continued) •
9.5.4 When an employee is returning from parental leave e�ctending over a period of
six (6) calendar months or less, the employee shali be placed, at the beginning
of the first pay period following the scheduled date of return, in the same
position held prior to the leave or, if necessary, in an equivalent position.
9.5.5 When an employee has requested and been granted leave for a period longer
than six (6} caiendar months, but no more than twelve (12) cafendar months,
ihe employee will be placed in an equivalent position after the scheduled date
of return as soon as an equivalent vacancy becomes availabie. For purposes
of this provision, an equivalent vacancy is a position in the same title which
exists, has no certified incumbent, which is to be filled, and for which no other
person has rights.
9.6 Familv Medical Leave. Effective February 1, 1994, leaves of absence shall be granted as
required under the federal law known as the Family and Medical Leave Act (FMLA) so
long as it remains in force. The Human Resource Department provides procedures which
coordinate contractual provisions with FMLA.
9.7 School Activities Leave Without Pav. An employee may request and be granted up to
sixteen (16) hours of unpaid leave per calendar year for school activities of his/her own
child, pursuant to Minn. Stat. § 181.9412 rules, so long as the Statute so provides.
9.8 Military Leave Without Pav. Any employee who engages in active service in time of war
or other emergency declared by proper authority of any of the military or naval forces of
the Siate or of ihe United States for which leave is not otherwise aliowed by law shall be
entitled to leave of absence from empioyment without pay during such service wiih right of .
reinstatement and subject to such conditions as are imposed by law. Such leaves of
absence as are granied under 9.3 of this Article sha)I conform to Minnesota Siatutes,
Section 192, as amended from time to time and shall confer no additional benefits other
than those granied by said statute.
9.9 Educational Leave. Leave with pay may be granted for educational purposes at the
option of the Employer.
9.10 Union Official Leave. An employee elected or appointed to a full-time paid position by the
exclusive representative may be granted a leave of absence without pay for not more
than one (1) year for the purpose of conducting the duties of the exclusive representative.
•
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• ARTICLE 10. WAGES
10.1 The wage schedule, for purposes of this contract, shall be Appendices A, B and C
attached hereto. Both parties agree that the inclusion of the cfassifications and safary
ranges in Appendices A, B and C does not preclude the employer from the following:
1. Reorganizing;
2. Abolishing classifications;
3. Establishing new classifications;
4. Regrading classifications;
5. Reclassifying positions.
102 Both parties also agree that titles and grades in Appendices A, B and C refer to
employees in the positions at the date of signing of the Agreement. No empioyee in this
bargaining unit shall suffer any reduction in salary because of a regrading or
reclassification during the contract period in which such regrading or reclassification takes
place.
10.3 Initial Steo Placement. When an employee is regularly appointed into a title covered by
this Agreement or moves from one title covered by the Agreement to an appointment in a
different title under this Agreement, shall be governed by Civil Service Rules.
10.4 Salarv Step/Increase Eliqibilitv. Employees must meet the following conditions in order to
be eligible tor salary step advancement or, if on the 5, 1 � or 15-year step, to be eligible for
a salary increase:
10.4.1 Full-time employees must have been paid a minimum of 1,040 hours on the
. payroll in the previous twelve months. Part-time employees must complete a pro-
rata number of hours in order to qualify for a step advancement (i.e., a half-time
employee must complete five hundred twenty (520) hours to qualify for a step).
10.42 If an employee is on an improvement plan, the employee must be on track with
the components of the improvement plan.
10.4.3 The improvement plan process as it relates to step progression and salary
increases is described in a Memorandum of Agreement in the back of this
Agreement.
10.5 Salaro Step Proqression.
10.5.1 An employee who meets the eligibility requirements in 10.4 of this Section will
advance one step up to Step 6(five-year step).
1�.52 An employee who meets the eligibility requirements in 1Q.4 of this Section and
who has completed ten (10) calendar years of service in the District will
advance one (1) additional salary step on the first pay period in July, not to
exceed Step 7.
10.5.3 An employee who meets the eligibility requiremsnts in 10.4 of this Section and
who has completed fifteen (15) calendar years of service in the District will
advance one (1) additional salary step on the first pay period in July, not to
exceed Step 8.
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ARTICLE 11. WORKING OUT OF CLASSIFICATION
11.1 Empioyer 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-c(ass
assignment for a period in excess of fifteen (15) working days during a year shall receive
the rate of pay for fhe out-of-cfass 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 Yhe employee would receive if such employee received a regular appointment to the
higher classification.
11.2 For the following classifications, the provisions of 11.1 shall not apply to performance of
the duties of the ne� higher classification in the job series:
Clerk I BOE
Clerk-Stenographer I BOE
Clerk-Typist I BOE
Data Entry Operator I BOE
ARTICLE 12. MILEAGE
�
12.1 Employees of the School District, under policy adopted by the Board of Education, may be
reimbursed for the use of their automobiles for school business. The mileage allowance •
for eligible employees shall be 31 ¢ per mile, or such higher rate as may be established at
the discretion of the Board.
An employee must keep a record of each trip made. Reimbursement shaii be for the
actual mileage driven in the pertormance of assigned duties as verified by the appropriate
school district administrator and in accordance with School District Business Office
policies and procedures.
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� ARTICLE 13. SEVERANCE PAY
13.1 The Employer shall provide a severance pay program as set forth in this Article. Payment
of severance pay shall be made within the tax year of the retirement.
13.2 To be eligible for the severance pay program, the employee must meet the following
requirements:
t32.1 The empfoyee must be fifty-five (55) years ot age or older or must be eligible tor
pension under the "Rule of 90" provisions of the Public Employees Retirement
Association (PERA). The "Rule of 85" or the "Rule of 90" criteria shafl aiso
apply to employees covered by a public pension plan other than PERA.
1322 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, irtefficiency,
incompetence or any other disciplinary reason are not eligible for this
severance pay program.
13.3 If an employee notifies the Human Resource Department three (3) months in advance of
the date of retirement and requests severance pay and if the employee meets the
eligibility requirements set forth in 132 above, he or she wili be granted severance pay in
an amount equal to $70 pay for each day of accrued, unused sick leave, up to 214 days.
13.3.1 If an employee notifies the Human Resource Department in less than three (3)
months in advance of the date of retirement and requests severance pay and if
the employee meets the eligibility requirement set forth in 132 above, he or she
• will be granted severance pay in an amount equal to $60 pay for each day of
accrued, unused sick Ieave up to 250 days.
13.32 If exigent circumstances exist, such as a sudden ilinesslnjury of the employee
or immediate family member necessitating immediate retirement, and if the
employee meets the eligibility requirements set forth in 132 above, he or she
wi{I be granted severance pay in an amount equal to $70 pay for each day of
accrued, unused sick leave up to 214 days.
13.4 The maximum amount of money that any employee may obtain through this severance
pay program is $15,000.
13.5 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.
13.6 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 this severance
program.
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11
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 Eliqibilitv Waitinq Period. One (1) full monYh 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 payroli 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-Yime employment is defined
as appeari�g on the payroll at least twenty (20) hours but less than thirty-two (32) hours
per week or at least forty (40) hours but Iess than sixty-four (64) hours per pay period,
excluding overtime hours.
1.5 Emplover Contribution Amount--Full-Time Emplovees. Effective January 1, 2000, for
each eligible employee covered by this Agreement who is employed fuli time and who
selects employee insurance coverage, the Employer agrees to contribute the cost of such
coverage or $215 per month, whichever is less. For each eiigible full-time empioyee who
selects family coverage, the Employer will contribute the cost of such family coverage or
$400 per month, whichever is less,
1.5.1 Effective January 1, 2001, 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 $235
per month, whichever is less. For each eligible full-time employee who seiects
family coverage, the Employer wil! contribute the cost of such family coverage
or $430 per month, whichever is less.
1.52 Effective January 1, 2002, for each eligible employee covered by this
Agreement who is empfoyed full time and who selects employee insurance
coverage, the Employer agrees to contribute the cost of such coverage or $260
per' month, whichever is less. For each eiigib{e fuH-time erraployee who selects
family coverage, the Employer will contribute the cost of such family coverage
or $470 per month, whichever is less.
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D!- 379
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ARTICLE 14. INSURANCE, Section 1. (continued)
1.6 Emolover Contribution Amount--Half-Time Emolovees. 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 wifl contribute fifty percent (50%) of the amount contributed for full-time
employees selecting family coverage in the same insurance plan.
1.6.1 Notwithstanding Section 1.6 above, employees covered by this Agreement and
employed half time prior to January 1, 1986, shall receive the same insurance
contributions as a full-time employee. This Section 1.6.i applies only to
employees who were employed half-time during the month of December 1985
and shall continue to apply only as iong as such employee remains
continuously employed half time.
1.7 Life Insurance. For each efigible employee, the Employer agrees to contribute to the
cost of $25,000 life insurance coverage. The total premium contribution by the Employer
Sor all life insurance coverage shali not exceed $6.32 per month. This amount shall drop
to $5,000 of coverage (in the event of early retirement) untii the retiree reaches age 65;
then aIl Employer coverage shall terminate.
1.8
1.9
Dental insurance. Effective January 1, 2002, 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 single coverage.
Lonq-Term Disability Insurance. Effective January 1, 2001, the Employer shall contribute
up to $15 per month for each eligible employee covered by this Agreement who is
employed full time toward long-term disability insurance.
i.10 Flexible Spendinq 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.
1.11 The contributions indicated in this Ar[icle 14 shall be paid to the Employer's group health
and weltare plan.
1.12 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.
13
ARTICLE 74. INSURANCE (coMinued)
SECTION 2. RETIREMENT HEALTH INSURANCE
Subd. 1. Benefit EligibiliN for Emplovees who Retire Before Aae 65
i.1 Employees hired into Districi service before Mav t. 1996, must have completed the
following service eligibility requirements with Independent School District No. 625 prior to
retirement 'rn order to be eligible for any paymertt of any insurance premium contribution
by the District after retirement:
A. Be receiving pension benefits from PERA, St. Paul Teachers Retirement
Association or other public employee retiree program at the time of retirement and
have severed the employment relationship with Independent School District 625;
B. Must be at least fifty-eight (58) years of age and have completed twenty-five (25)
years of service, or;
C. The combination of their age and their years of service must equal eighty-five (85)
or more, or;
D. Must have completed at least thirry (30) years of service, or;
E. Must have completed at least twenty (20) consecutive years of service within
Independent Schoo( District No. 625 immediately preceding retirement.
� J
Years of regular service with the City of Saint Paul will continue to be counted toward
meeting the service requirement of this Subdivision 1.7 B, C or D, but not for 1.1 E. •
12 Emolovees hired into District service after May 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 requirement.
1.3 Eligibility requirements for all retirees:
A. 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 heafth insurance program, or in any other Employer-paid health insurance
program.
B. Additional dependenis beyond thase designated to ihe Disirict at the time of
retirement may not be added at District expense afier retirement.
C. 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.
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Ol- 379
� ARTICLE 14. INSURANCE (continued)
Subd. 2. Emolover Contribution Levels for Emolovees Retirinq Before Age Sixtv-Five
2.1 Health Insurance Employer Contribution
Employees who meet the requirements in Subd. ? or Subd. 2 will receive a District
contribution toward health insurance until the employee reaches sixty-five (65) years of
age as defined in this subdivision.
2.1.1 The District contribution toward health insurance premiums will equal the same
dollar amount the District contributed for single or family coverage to the carrier in
the employee's Iast month of active employment.
2.12 In the event the District changes health insurance carriers, it wi!( have no impact
on the District contribution for such coverage.
2.1.3 Any employee who is receiving family coverage premium contribution at date of
retirement and later changes to single coverage will receive the dollar contribution
to single coverage that was provided in the contract under which the retirement
became effective.
22 Life Insurance Employer Contribution
The District will provide for early retirees who qualify under the conditions of 1.1 or 12
above, premium contributions for eligible retirees for $5,000 of life insurance only until
their sixty-fifth (65th) birthday. No life insurance will be provided, or premium
• contributions paid, for any retiree age sixty-five (65) or over.
Subd. 3. Benefit Elipibilitv for Emqlovees After Aqe Sixty-Five (651
3.1 Emplovees hired into the District before Mav 1, 1996. who retired before age sixty-five
(65) and are receiving benefits per Subd. 2 above are eligible, upon reaching age sixty-
five (65), for employer premium contributions for health insurance described in Subd. 4 of
this Article.
3.2 Emplovees hired into the District before Mav 1. 1996, who retire at age sixty-five (65) or
oider must have completed the eligibility requirements in Subd. 1 above or the following
eligibility requirements to receive District contributions toward post-age-sixry-five (65)
health insurance premiums:
A. Employees hired before January 1, 1990, must have completed at least ten (10) years
of continuous employment with the District. For such employees or early retirees who
have not completed at least ten (10) 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 eariy retirees, upon their
reaching age sixty-five (65).
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15
ARTICLE 14. INSURANCE, Section 2. (continued)
B. Employees hired on or after January 1, 1990 and prior to May 1, 1996, must have
completed twenty (20) years of continuous employment with the District. For such
employees or early retirees who have not compieted at least twenty (20) years of
service with ihe 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).
Years of certified civil service time with the City of Saint Pauf earned prior to May 1, 1996,
will continue to be counted toward meeting the DistricYs service requirement of this Subd.
3. Civil service time worked with City of Saint Paul after May 1, 1996, will be considered a
break in District employment.
3.3 Emplovees hired on or after Mav 1, 1996, shall not have or acquire in any way any
eligibility ior Employer-paid health insurance premium contribution for coverage in
retirement at age sixty-five (65) and over in Subd. 4. Employees hired on or after
May 1, 1996, shall be eligible for only earlv retirement insurance premium contributions as
provided in Subd. 2 and Deferred Compensation match in Subd. 5.
Subd. 4. Employer Contribution Levels for Retirees After Aae Sixtv-Five (651
4.1 Emplovees hired into the District before Mav 1. 1996, and who meet the eligibility
requirements in Subdivisions 3.1 or 32 of this Article are eligible for premium
contributions for a Medicare Supplement health coverage policy selected by the Disirict.
Premium contributions for such policy will not exceed:
Coveraoe 7we
Medicare Eligible
Non-Medicare Eligible
Sinole Famiiv
$300 per month $400 per month
$400 per month $500 per month
At no time shall any payment in any amount be made directly to the retiree.
Any premium cost in excess of the ma�cimum contributions specified must be paid directly
and in full by the retiree, or coverage will be discontinued,
Subd.5. Employees hired after Mav 1. 1996, after completion of three (3) full years of
consecutive active service in independent Schooi District No. 625, are eligible to participate in an
employer matched Minnesota Deferred Compensation Plan. Upon reaching eligibility, the District
will match up to $50 per paycheck up to $500 per year of consecutive active service, up to a
cumulative lifetime maximum of $12,500. Part-time employees working half-time or more will be
eligible for up to one half (50%) of the availabie District match. Approved non-compensa4ory
leave shall not be counted in reaching the three (3) fup 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 Disirict, is solely responsible for determining his/her total
maximum allowab(e annual contribution amount under IRS regulations.
The employee must initiate an application to participate through the DistricYs specified
procedures.
16
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� ARTICLE 15. PROBATION
15.1 General Principles. This Article is effective for appointments made on or after May 1,
1994. For the purpose of this Article, six (6) months shall mean six (6) full-time equivalent
months (1,040 hours on the payroll). The calculation for time on probation will exciude
any unpaid breaks not worked by the employee. Extended absences of any kind (paid or
unpaid) lasting one (1) week or more in duration may be excluded when calculating time
toward the completion of any probationary period.
15.1.1 If a District employee who is covered by this Agreement transfers to a position
in the City of Saint Paul, that employee will have the right to return to his/her
former position or to a position to which the employee may have been
transferred or assigned prior to the new assignment, during or immediately at
the conclusion of that probationary period, if the employee fails probation in the
City position.
152 Oriainal Emolovment Probation. A new employee shall serve a six (6)-month
probationary period, as defined in 15.1, above, following regular appointment from an
eligible list to a position covered by this Agreement. At any time during this original
probationary period, the employee may be suspended, disciplined or discharged at the
discretion of the Employer, and without recourse to the grievance procedure.
15.3 Promotional probation. An employee newly promoted to a position covered by this
Agreement shall remain on promotional probation tor a period of six (6) months. At any
time during this probationary period, the employee may be returned to the employee's
previous position or to a position to which the employee may have been transferred or
assigned prior to the promotion, at the discretion of the Employer, and without recourse to
� the grievance procedure.
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17
ARTICLE 16. SENIORITY
16.1 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 contined 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 employee's rank on the eiigible
list from which certification was made.
162 Seniority shall terminate when an employee retires, resigns or is discharged.
16.3 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. However, when layoff occurs in any of the titles listed below
under Column A, layoff shall be based on inverse length of total seniority in all titles listed
on the corresponding line under Column B.
The Human Resource Department will identify such least senior employee in the
department reducing positions, and shall notify said employee of his/her reduction from
tfie department. If there are any vacancies in any of the titles under Column B on which
seniority was based, in any other District department, the Human Resource Department
shall place the affected employee in such vacancy. If two or more vacant positions are
available, the Human Resource Department shall decide which vacant positions the
affected employee shall fiil. If no vacancy exists in such tities, then the least senior
District employee in such titles shall be identified, and if the employee affected by the
original departmental reduction is more senior, he/she shall have the right to claim that
position and the least senior District employee in such titles shall be the empioyee laid off.
For the purposes of this Articie, the Board of Education is not included as a City
department nor is a Board of Education employee included as a City employee.
Column A
Child Development Technician BOE
Engineering Aide I BOE
Engineering Aide II BOE
*Speciai Student Attendant BOE
Coiumn B
Child Development Technician BOE,
'Special Student Attendant BOE
Engineering Aide I BOE,
Engineering Aide II BOE
Engineering Aide I BOE,
Engineering Aide II BOE
Child Development Techrician BOE,
'Special Student Attendant BOE
Clerk I BOE
Clerk II BOE
Clerk-Stenographer I BOE
Clerk-Typist I BOE
Clerk-Typist II BOE
Data Entry Operator I BOE
*Abolished except as to present incumbents.
Clerk I BOE, Cierk II BOE
Clerk I BOE, Clerk II BOE
Clerk-Stenographer I BOE,
Clerk-Stenographer II BOE
Clerk-Typist I BOE, Clerk-Typist 11 BOE
Clerk-Typist Il BOE, Clerk-Typist I BOE
Data Entry Operator I BOE
Data Entry Operator II BOE
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ARTICLE 16. SENIORITY (continued)
� 16.4 In cases where there are promotional series, such as Technician I, II, Iil, etc., when the
number of employees in these higher titles is to be reduced, employees who have held
lower titles which are in this bargaining unit will be offered reductions to the highest of
these titles to which class seniority would keep them from being laid off, before layoffs are
made by any class titfe in any department.
16.5 In cases where an employee to be laid off has held no regular appointment in a lower title
in the same promotional series as his(her current title, that empioyee wil{ be offered a
reduction to the title within the bargaining unit to which he/she was regularly appointed
immediately prior to his/her current title, so long as there is either a vacancy or, ifi no
vacancy exists, a less senior employee in such title may be displaced. In cases where an
employee to be laid off has held no regular appointment to any titles immediately prior to
hislher current title, said employee shall be laid otf. The employee reducing into a title
formerly held must satisfactorily complete a six (6)-month probationary period in such title.
If the probationary period is not satisfactory, the employee shall, at any time during the
probationary period, be reinstated to his/her former title and shall be laid off, but such
employee's name wilf be placed on tfie reinstatement register in hislher former titie and
"bumping" rights herein shall not again appiy to such empioyee.
This procedure will be followed by the Board of Education for Board of Education
employees. City employees being reduced or laid off may not displace Board of
Education empioyees. Soard ot Education employees being reduced or laid off may not
displace City employees.
16.6 It is understood that such employees will pick up their former seniority date in any class of
� positions that they previously held.
16.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire
after two years ot layoff.
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ARTlCLE 17. DISCIPLINE
17.1 Discipline will be administered for just cause only. Discipline will be in the torm of the �
following actions. Such actions may be taken in an order different form that listed here,
based on the specific employee action.
17.1.1 Oral reprimand;
i7.1.2 Written reprimand;
17.1.3 Suspension;
17.1.4 Reduction;
17.1.5 Discharge.
172 Any written reprimand made concerning any member of this bargaining unit which is filed
with the Human Resource Department or within any Employer department, shall be
shown to the member before it is placed on file, Before the reprimand is piaced on file,
the Employer shall request from the employee an acknowledgment, in writing, that the
reprimand has been read by said employee.
17.3 Suspensions, reductions, and discharges will be in written form.
17.4 Employees and the Union will receive copies of written reprimands and notices of
suspension and discharge.
17.5 Employees may examine all information in their Empioyer 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.
17.6 Preliminarv review. Prior to issuing a disciplinaty action of unpaid suspension, demotion, .
or discharge, the supervisor will make a recommendation to his/her supervisor regarding
proposed discipline. That supervisor wiii then offer to meet with the employee prior to
making a final determination of the proposed discipline. The emptoyee shali have the
opportunity to have Union representation present and be provided the opportunity to
speak on his/her behalf regarding the proposed action. If the employee is unable to meet
wiih the supervisor, the employee wil! be given the opportunity to respond in writing.
17.7 An employee to be questioned concerning an investigation of disciplinary action shall
have the right to request that a Union representative be present.
17.8 A grievance relating to this Article shal� be processed in accordance with the grievance
procedure in Article i9 of this Agreement. This prov,ision is not intended to abrogate
rights of veterans pursuant to statute.
ARTICLE 18. EMPLOYEE RECORDS
18.1 Any written reprimand made concerning any member of this bargaining unit which is filed
wilh the Human Resource Department or within any Employer department, shall be
shown to the member before it is placed on file. Before the reprimand is placed on file,
the Employer shali request from the empfoyee an acknowiedgment, in writing, that the
reprimand has been read by said employee.
182 Any member of ihe bargaining unit may, during usual working hours, with the approvai of
the supervisor, review any material placed in the employee's personnel file, after first
giving proper notice to the supervisor in custody of such file.
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ARTICLE 19. GRIEVANCE PROCEDURE
19.1 The Employer shall recognize stewards selecied in accordance with Union rules and
regulations as the grievance represe�tative of the bargaining unit. The Union shall notify
the Employer in writing of the names of the stewards and of their successors when so
named.
19.2 It is recognized and accepted by the Employer and the Union that the processing of
grievances as hereinafter provided is limited by the job duties and responsibilities of the
employees and shall therefore be accompiished during working hours only when
consistent with such empfoyee duties and responsi6ilities. 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 notiSied and received the
approval of their supervisor to be absent to process a grievance and that such absence
wouid not be detrimental to the work programs of the Empioyer.
19.3 The procedure established by this Article shail be the sole and exclusive procedure,
except for the appeal of disciplinary action as provided by Article 17, for the processing of
grievances, which are defined as an alleged violation of the terms and conditions of this
Agreement.
19.4 Grievance shall be resolved in conformance with the following procedure:
Steo �. 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 Union. 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 Union within fifteen (15)
workdays of the first occurrence of the event giving rise to the grievance shall
be considered waived.
Steo 2. Within ten (10) workdays after receiving the written grievance, a designated
Employer supervisor shall meet with the Union 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 Union within five (5) workdays following
this meeting. The Union may refer the grievance in writing to Step 3 within ten
(10) workdays following receipt of the Employer's written answer. Any
grievance not referred in writing by the Union within ten (10) workdays foilowing
receipt of the Employer's answer shall be considered waived.
5tep 3. Within ten (10) workdays following receipt of a grievance referred from Step 2,
a designated Employer supervisor shall meet with the Union Business Manager
or his/her designated representative, the Employee, and the steward, and
attempt to resolve the grievance. Within ten (10) workdays following this
meeting, the Employer shali reply in writing to the Union, stating the Employer's
answer concerning the grievance. If, as a result of the written response, the
grievance remains unresolved, the Union may refer the grievance to Step 4.
Any grievance not referred in writing by the Union to Step 4 within ten (10)
workdays following receipt of the Employer's answer shall be considered
waived.
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21
ARTICLE 19. GRIEVANCE PROCEDURE (continued)
Step 4. if the grievance remains unresolved, the Union may within ten (10) workdays
after the response of the Employer in Step 3, by written notice to the Employer
request arbitration of the grievance. The arbitration proceedings shall be
conducted by an arbRrator to be selected by mutuai agreement of the Employer
and the Union within ten (10) workdays 2fter notiCe has been given. If the
parties fail to mutually agree upon an arbitrator within the said ten (10)-day
period, either party may request the Bureau of Mediation Services to submit a
panel of five (5) arbitrators. Both the Employer and the Union shall have the
right to strike two (2) names from the panel. The Union shail strike ihe first
(1st) name; the Employer shall then strike one (1) name. The process wiil be
repeaYed and the remaining person shal! be the arbitrator.
19.5 The arbitrator shali 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 Union 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 ciose
ot the hearing or ihe 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 Union, and the employees.
�
19.6 The fees and expenses for the arbitratoPs services and proceedings shali be borne •
equaily by the Employer and the Union, provided thaf each parry shall be responsible for
compensating its own representatives and witnesses. If either party desires a verbatim
record of ihe proceedings, it may cause such a record to be made, providing it pays for
the record.
19.7 The time limits in each step of this procedure may be extended by mutual agreement of
the Employer and the Union.
19.8 It is understood by the Union and the Employer that if an issue is determined by this
grievance procedure, it shall not again be submitted for determination in another forum. It
an issue is determined by any other forum, it shall not again be submitted for arbitration
under this grievance procedure. This provision is°rtot intencfed Fa abrogate rights under
state or federal statutes.
19.8.1 Notwithstanding that portion of Article 272 referring to laws of the City of Saint
Paul, no issue regarding actions taken under this Agreement shall be submitted
to the Civil Service Commission, except as permitted in Article 77.8, for
persons covered by veterans preference.
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v�-3�9
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ARTICLE 20. TEMPORARY EMPLOYEES
20.1 It is recognized that temporary employees are within the unit covered by this Agreement,
however, except as specifically provided by this Agreement, temporary employees shall
not have or acquire any rights or benefits other than specifically provided by the provisions
of the Civil Service Rufes and/or the Saint Paul Salary Plan and Rates of Compensation.
In cases of temporary work, appointment officers may fill a vacant position with a
temporary employee. The appointing officer must indicate in making such a request that
such employment is in fact temporary. No person shall serve as a temporary employee
more than 1040 working hours in any fiscal year. No person may work in excess of 1040
hours unless the Human Resources Director approves such extension prior to the use of
the full 1040 hours.
Persons on appropriate eligible lists shall be given, at the discretion of the Human
Resources Director, preference in temporary appointment, and their names shall remain
on all eligible lists for regular employment.
The Human Resources Director may aker the number of working days permitted upon
determination that market conditions warrant an adjustment.
Whenever discretionary changes are made in accordance with this section by the Human
Resources Director, the effective date of the action shall be preceded by a twenty day
public notice period. This period shall be initiated by notice to the recognized bargaining
unit for the title affected and the affected departments.
•
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ARTICLE 21. BULLETIN BOARDS
21.1 The Employer shall provide reasonable bulletin space for use by the Union in posting
notices of Union business and activities. Said bulietin board space shall not be used by
the Union for political purposes other than Union elections. Use of this bulletin board is
subject to approval of the department head.
ARTICLE 22. VACANCIES
22.1 The Human Resource Department will send notices of job vacancies to each building to
be posted at least five (5) working days before tilling the vacancy so that qualified District
employees who hold the title may apply for consideration.
22.2 For the purpose of this ARicle, a vacancy need not be posted if it is to be filled by a
current employee to avoid a layoff.
22.3 For the purpose of this Article, a vacancy need not be posted if it is to be filled through
reinstatement of a laid-off School District employee covered by this Agreement with recall
rights to the vacancy.
ARTICLE 23. NON-DISCRIMINATION
23.1 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 Union.
23.2 Employees will pertorm their duties and responsibilities in a non-discriminatory manner as
such duties a�d responsibilities involve other employees and the general public.
23
ARTICLE 24. NO STRIKE, NO LOCKOUT
24.1 Neither the Union, its officers or agents, nor any of the employees covered by this
Agreement will engage in, encourage, sanction or support any strike, or the withholding in
whole or in part of the full pertormance of their duties during the iife of this Agreement,
except as specifically allowed by the Pubtic Employment Labor Relations Act. In the
event of a violation of this Articie, the Employer will warn employees of the consequences
of their action and shall instruct them to immediately return to their normal duties. Any
employee who fails to return to his/her full duties within twenty-four (24) hours of such
warning may be subject to the penalties provided in the Public Employment Labor
Relations Act.
242 No lockout, or refusal to allow employees to perform available work, shall be instituted by
the Employer and/or its appointing authorities during the life of this Agreement.
ARTICLE 25. LEGAL SERVICES
25.1 Except in cases of malfeasance in office or wiliful or wanton neglect of duty, the Employer
shall defend, save harmless, and indemnify employee against tort claim or demand,
whether groundless or otherwise, arising out of alleged acts or omission occurring in the
pertormance or scope of the employee's duties.
252 Notwithstanding 25.1, 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.
ARTICLE 26. SAFETY SHOES
The District agrees to pay fifty dollars ($50) per year toward the purchase or repair of safety sfioes
for an employee who is a member of this unit, under the following conditions:
The District shall contribute toward the purchase or repair of one (1) pair of shoes per
contract year and shall not be responsibie for any additionai cost of any additional shoes
hereafter. This reimbursement of fifty dollars ($50j sha(f be made only after verification of
expenditure and approval by the Department head or designated supervisor of the
employee. This fifty dollar ($50) Employer contribution shall apply only to those
employees who are required to wear protective shoes or boots by the Employer, and the
contribution shaq not exceed the actual co„st, of, such shoes or, boots.
ARTICLE 27. TERMS OF AGREEMENT
27.7 Comolete Aareement and Waiver of Bargainina. This Agreement shall represent the
complete Agreement between the Union and the Employer. The parties acknowiedge
that during the negotiations which resulted in this Agreement, each had the unlimited right
and opportunity to make requests and proposals with respecf fo any subject or matter not
removed by law from the area of collective bargaining, and that the complete
understandings and agreements arrived at by the parties after the exercise of that right
and opportunity are set forth in this Agreement. Therefore, the Employer and the Union,
for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each
agrees that the other shall not be obligated to bargain collectively with respect to any
subject or matter referred to or covered in this Agreement.
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24
O/ 37y'
� ARTICLE 27. TERMS OF AGREEMENT (continued)
27.1.1 Pav Eouitv - Possible Re-Ooener.
If, during the term of this Agreement, the District is found out of compiiance with
Pay Equity requirements by the Minnesota Depar[ment of Empioyee Relations
(DOER), and if the finding of non-compiiance indicates that American
Federation of State, County, and Municipai Empioyees' classes which are
female-dominated and described by DOER as under-compensated are a
specific corrtributing cause of the non-compfiance judgment, and 'rf the non-
compliance judgment stands after the completion of any and aii appeal
processes, then the District and the Union wiii re-open the contract for the sole
purpose of negotiations limited to efSarts to address the specii'�c compliance
prob(ems in a manner designed by the parties to move toward compliance.
The Union and the District acknowledge that no right to strike is derived from
any outcome of the negotiations or lack of agreement during this re-opener,
shouid it be necessary to re-open.
27.2 Savings Clause. This Agreement is subiect to the laws of the United States, the State of
Min�esota, and the Gity of Saint Paut. ln the event any provision of this Agreement shall
hold to be contrary to law by a court of competent jurisdiction from whose finai judgment
or decree no appeai has been taken within the time provided, such provision shalf be
voided. All other provisions shali continue in full force and effect.
27.3 Term of Aareement. This Agreement shail be in full force and effect from July 1, 2000,
through June 3Q, 2002, and shali be automaticalty renewed from year to year thereafter
unless either party shall notify the other in writing by June 1 that it desires to modify or
� terminate this Agreement.
27.4 This constitutes a tentative Agreement between the parties which wifl be recommended
by the Negotiations/Labor Relations Manager, but is subject to the approval of the Board
of Education and is also subject to ratification by Local Union No. 844.
W ITNESSES:
INDEPENDENT SCHOOL DISTRICT NO.
625
� L— ���
Chair, Bo of Educa io
LOCAL UNION 844, DISTRICT COUNCIL
14 OF THE AMERICAN FEDERATION OF
•
25
jZ . j9- dC>
Date
! - �/-a d
Date
D/- 3Z�
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APPENDICES A, B AND C
APPENDIX A: SALARY SCHEDULES
APPENDIX B: TITLES AND GRADES
APPENDIX C: CLERICAL STANDARD RANGES
i
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APPENDIX A: TITLES AND WAGES �
Clerical and Technical Employees
All Tiiles are Board of Education Titles and Unique from Ciiy of Saint Paui Titles
Years of Service Siart 7 2 3 4 5 70 15
Step � 2 3 4 5 6 7 8
Grade 7
Trainee (Clerical) BOE
Trainee (Child Development) BOE
Trainee {Maintenance) BOE
Trainee (Storehouse) BOE .
7-1-00 9.55 102i 70.58 10.94 1i27 11.61 71.95 72.46
6-30-Ot 9.74 10.42 10.79 71.16 11.49 11.95 12.31 12.96
Grade 8
Trainee (Counselor Aide) BOE
Trainee (Management)BOE
Trainee (Technical) BOE
7-1-00 9.77 10.41 10.78 1120 11.53 11.88 1223 12.75
6-30-Ot 9.96 10.62 10.99 11.42 11.76 1223 12.60 13.26
Grade 9
Clerk I BOE
Service Worker II BOE •
7-1-00 9.96 10.67 11.02 11.44 1 t.78 12.13 12.50 13.02
6-30-01 10.16 70.88 1124 11.67 12.02 12.50 12.87 13.54
Grade 10
Clerk-Typist I BOE
Clerk-Typist I (Bilingual) BOE
7-1-00 10.79 10.85 1124 11.60 71.95 12.31 12.67 1320
6-30-07 70.39 11.06 17.46 17.83 12.79 12.67 73.05 13.73
Grade 12
Data Entry Operator I BOE ' � �
7•7-00 10.58 11.36 11.76 12.18 12.55 12.93 73.31 13.86
6-30-07 10.79 17.58 12.00 12.43 72.80 73.37 13.77 74.47
Grade 13 �
Clerk-Stenographerl BOE
Mail Clerk BOE
7-1-00 10.78 1'1.57 11.99 12.46 12.83 1322 13.62 14.17 �
6-30-Ot 10.99 11.80 1223 12.71 13.09 13.62 14.02 14.74
Grade 14
Clerk 11 BOE
7-1-00 11.02 11.83 1229 12.74 13.12 13.51 13.92 14.48
&30-07 1124 12.06 12.53 12.99 13.38 13.92 74.33 15.06
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28
o�- 37 9
• Years of Service Start 7 2 3 4 5 /0 15
Step 1 2 3 4 5 6 7 8
Grade 15
Order Distribution Assistant BOE
7-1-00 1124 12.03 12.53 13.04 13.43 13.84 1425 14.83
&30-01 11.46 1227 '12.78 13.3G 1370 1425 14.68 15.42
Grade 16
Data Entry Operator II BOE
7-1 AO 11.49 12.37 12.85 13.41 13.81 1422 14.55 1524
6-30-01 11.72 12.62 13.17 13.68 14.09 14.65 15.09 75.&5
' Grade 17
Cferk-Typist II BOE
Clerk-Typist II (Bilingual) BOE
Receptionist BOE
7-1-00 11.76 12.66 13.16 13.74 14.15 14.57 15.01 15.63
630-01 72.00 12.92 13.42 14.07 14.43 15.01 75.46 t626
Grade 79
Accounting Cierk I BOE
Clerk-Stenographer II BOE
EDP Aide BOE
Security Monitor 80£
Storeroom Assistant BOE
7-7-00 1229 1327 13.86 14.47 14.91 75.36 15.82 16.44
� &30-Ot t2.53 13.53 14.t4 14.76 t521 t5.82 1629 17.10
Grade 20
Clerk III BOE
Community Education Clerk-Typist BOE
7-1-00 72.55 13.67 1425 14.88 15.33 75.79 1626 76.90
6-30-01 72.80 13.95 14.54 15.18 15.64 1626 16.75 17.57
Grade 21
Courier BOE
Delivery Assistant BOE
7-1-00 12.85 13.97 14.58 1526 15.72 16.19 16.67 17.32
6-30-01 13.11 7 4.25 14.88 15.56 16.03 16.67 17.17 18.01
Grade 22
Clerk-Stenographer {11 BOE
. Clerk-Typist III BOE
Clerk-Typist III (Bilingual) BOE
Data Entry Operator III BOE
� Dupiicating Equipment Operator BOE
Payroll Cierk I BOE
School Business Cterk BOE
Security Monitor II BOE
Substitute School Clerk BOE
7-1-00 13.16 74.35 15.05 75.71 76.19 16.67 '17.17 17.83
630-01 73.42 14.64 15.36 16.03 16.5� 17.17 17.69 "18.55
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Years of Service Start 7 2 3 4 5 70 15 �
Step 1 2 3 4 5 6 7 8
Grade 23
Cashier BOE
Library Technician BOE
7-1-00 13.53 14.74 75.38 16.09 16.57 17.07 17.58 1826
6-30-07 73.80 15.04 15.69 16.41 76,91 17.58 18.11 18.99
Grade 24 •
Accounting Clerk II BOE
Child Development Technician BOE
`Special Student Attendant BOE
Tecfinical User Support 1 BOE
Technology Support Technician II BOE
7-1-00 13,89 15.13 15.82 16.56 17.06 77.57 18.10 78.79
6-30-01 74.17 15.44 76.74 76.89 77.40 78.10 78.64 79.54
Grade 25
Elementary School Clerk BOE
Nutrition Program Clerk BOE
Occupational Therapy Assistant BOE
Physical Therapy Assistant BOE
7-T-00 14.24 15.53 1620 16.89 17.40 17.92 18.46 19.16
6-30-Ot 14.52 15.84 16.52 1723 77.75 18.46 79.01 19.92
Grade 26
Architectural Drafler Trainee BOE •
Computer Operator BOE
SASI/Parlant Suppor[ Assistant BOE
7-1-00 t4.63 15.97 16.69 17.44 17.96 78.50 19.06 19.77
6-30-Ot 14.92 16.28 17.02 17.79 18.32 19.06 19.63 20.57
Grade 27
Cferk N BOE
Elementary School Clerk BOE (effective 630-07)
Furniture Processor BOE
tviiddie teve( School CSe1c 30E
Payroll Clerk II BOE
Storekeeper BOE
Student Data Cterk IV BOE
7-1-00 14.63 16.03 16.77 17.57 18.09 18.64 19.19 19.92 �
6-30-Ot 14.92 16.35 17.10 17.92 18.45 19.19 19.77 20.71
Grade 29
Duplicating Equipment Operator Supervisor BOE
Storekeeper (Food Service) BOE
7-i-00 75.42 16.89 17.71 78.51 19.06 19.63 2022 20.98
630-01 15.72 7723 18.06 18.88 19.44 2022 20.83 21.81
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30
0`-3��
� Years of Service Start 7 2 3 4 5 10 75
Step 1 2 3 4 S 6 7 8
Grade 30
Accounting Technician I BOE
Architeciural Drafter BOE
E.D.P. ProgrammerTrainee BOE
Instructional Media Clerk BOE
Instructional Media Technician BOE
Procurement Specialist Trainee BOE
, Secretary BOE
Senior High School Clerical Services Supervisor BOE
7-1-00 15.87 17.33 18.19 19.02 79.60 20.78 20.79 21.56
6-30-Ot 16.19 17.68 18.56 19.41 19.99 20.79 27.41 22.42
Grade 31
Clerical Supervisor BOE
Storeroom Supervisor BOE
7-1-00 1629 17.82 18.63 19.53 20.11 20.72 21.34 22.12
6-30-01 16.62 18.77 19.01 19.92 20.52 21.34 21.98 23.01
Grade 32
lnformation Systems Technician BOE
Payroll Information Systems Technician BOE
Procurement Specialist BOE
• SASI/Parlant Technical Trainer BOE
7-1-00 16.75 78.33 1920 20.09 20.69 21.32 21.96 22.76
630-01 17.09 18.70 19.58 20.49 21.11 27.96 22.61 23.67
Grade 33
Payroll Systems Supervisor BOE
Technical User Support II BOE
Technology Support Technician fll BOE
Transportation Coordinator I BOE
7-7-00 1720 18.87 19.73 20.66 2728 21.91 22.57 23.40
6-30-Ot 17.55 1925 20.13 27.07 27.70 22.57 2325 24.33
Grade 34
Accounting Technician II BOE
7-1-00 17.71 19.39 2026 2122 21.86 22.51 23.19 24.03
630-07 18.06 19.77 20.67 21.65 22.30 23.19 23.89 24.99
Grade 35
Tratfic Operattons Coordinator BOE
. 7-t-00 18.79 19.90 20.86 21.83 22.49 23.76 23.86 24.72
630-01 18.56 20.30 2128 2227 22.94 23.86 24.57 25.71
Grade 36
Accounting and Systems Technician BOE
Disbursemeni Auditing Supervisor BOE
E.D.P. Programmer BOE
Network Technician I BOE
• 7-1-00 '18.70 20.47 21.46 22.A9 23.17 23.86 24.58 25.46
630-01 19.07 20.88 21.89 22.94 23.63 24.58 25.32 26.A8
31
Years of Service Start 1 2 3 4 5 10 15 �
Step 1 2 3 4 5 6 7 8
Grade 3>
Transportation Coordinator II BOE
7-1-00 1921 21.05 22.04 23.09 23.78 24.49 2523 26.13
630-01 19.60 27.47 22.48 23.55 2426 2523 25.99 27.18
Grade 38
Accounting Technician III BOE
7-1-00 79.78 21.66 22.68 23.73 24.44 25.78 25.93 26.86
6-30-01 20.17 22.09 23.13 2421 24.93 25.93 26.71 27.93 .
Grade 40
Applications Systems ProgrammedAnalysi BOE
Nehvork Technician II BOE
7-1-00 20.94 22.92 23.98 25.14 25.90 26.68 27.48 28.45
6-30-01 21.36 23.37 24.46 25.65 26.42 27.48 28.30 29.58
Grade 42
Accounting 7echnician fV BOE
7-1-00 22.10 24.25 25.40 26.59 27.39 2821 29.05 30.07
6-30-07 22.54 24.74 25.90 27.12 27.93 29.05 29.92 3127
Grade 44
E.D.P. �ead Programmer BOE
7-1-00 23.39 25.66 26.92 28.16 29.00 29.87 30.77 31.84
630-01 23.86 26.18 27.46 28.72 29.58 30.77 31.69 33.11 •
Hourly Titles
Clerical Assistant BOE
7-1-00 927 9.53 9.79
630-07 9.55 9.8� 10.08
Storehouse Helper BOE
7-t-00 76.74 77.19
6-30-01 1724 17.71
Stores Clerk (School Food Service) BOE
7-7-00 17.65 78.09
6-30-Ot 18.18 18.63
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�l-- 37 9
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APPENDIX B
BOARD OF EDUCATION CLERICAL TITLES AND GRADES
.
•
Grade
19
24
23
Hourly
31
9
14
20
27
13
19
22
10
10
17
17
22
22
20
26
21
12
16
22
21
36
22
29
19
25
27
27
30
Title
Accounting Clerk I BOE
Accounting Clerk ii BOE
Cashier BOE
Clerical Assistant BOE
Clerical Supervisor BOE
Clerk I BOE
Clerk ll BOE
Clerk III BOE
Clerk IV BOE
Clerk-Stenographer I BOE
Clerk-Stenographer II BOE
Clerk-Stenographer III BOE
Clerk-Typist I BOE
Clerk-Typist I (Bilingual) BOE
Clerk-Typist II BOE
Clerk-Typist II (Bilingual) BOE
Clerk-Typist III BOE
Clerk-Typist Ill (Bilingual) BOE
Community Educ. Clerk Typist BOE
Computer Operator BOE
Courier/Data Processing Aide BOE
Data Entry Operator I BOE
Data Entry Operator II BOE
Data Entry Operator III BOE
Delivery Assistant BOE
Disbursement Auditing Supervisor BOE
Duplicating Equip. Operator BOE
Duplicating Equip. Operator Supv. BOE
EDP Aide BOE
Elementary School Clerk BOE
Elementary School Clerk BOE (eff. 6/30/0�)
Furniture Processor BOE
Instructional Media Clerk BOE
Grade Title
13 Mail Clerk BOE
27 Middie Levei Schooi Cferk BOE
25 Nutrition Program Clerk BOE
15 Order Distribution Assistant BOE
22 Payroll Clerk I BOE
27 Payroll Gierk II BOE
33 Payrolf Systems Supervisor BOE
32 Procurement Specialist BOE
30 Procurement Specialist Trainee BOE
17 Receptionist BOE
22 School Business Clerk BOE
30 Secretary BOE
19 Security Monitor BOE
22 Security Monitor II BOE
30 Sr. High School Clerical Services Supv. BOE
9 Service Worker II BOE
Hourly Storehouse Helper BOE
27 Storekeeper BOE
29 Storekeeper (Food Service) BOE
19 Storeroom Assistant BOE
31 Storeroom Supervisor BOE
Hourly Stores Clerk {School Food Service) BOE
27 Student Data Glerk IV BOE
22 Substitute School Clerk BOE
7 Trainee (Cierical) BOE
7 Trainee (Child Development) BOE
7 Trainee (Maintenance) BOE
7 Trainee (Storehouse) BOE
35 Traffic Operations Coordinator BOE
33 Transportation Coordinator I BOE
37 Transportation Coordinator II BOE
33
APPENDIX B (continued)
BOARD OF EDUCATION TECHNICAL TITLES AND GRADES
36
30
34
38
42
17
40
30
26
24
17
30
44
36
40
30
22
Accounting & Systems Technician BOE
Accounting Technician I BOE
Accounting Technician II BOE
Accounting Technician III BOE
Accounting Technician iV BOE
Adaptive Recreation Assistant BOE
Applications Sys. Prog./Analyst BOE
Architectural Drafter BOE
Architectural Drafter Trainee BOE
Child Development Technician BOE
Dentai Assistant BOE
Dentai Hygienist BOE
E.D.P. Lead Programmer BOE
E.D.P. Programmer BOE
E.D.P. Programmer Analyst BOE
E.D.P. Programmer Trainee BOE
Engineering Aide I BOE
"'Abolished wccept as tu present incumben[s.
26
17
32
30
23
36
40
25
32
25
26
32
24
24
33
24
33
Engineering Aide II BOE
Health and Education Assistant BOE
Information Systems Technician BOE
Instructional Media Technician BOE
Library Technician BOE
Network Technician I BOE
Network Technician II BOE
Occupational Therapy Assistant BOE
Payroil Information System Technician BOE
Physical Therapist Assistant BOE
SASI/Parlant Support Assistant BOE
SASI/Parlant Technical Trainer BOE
Special Student Attendant' BOE
Technical User Support I BOE
Technical User Support II BOE
Technology Support Technician II BOE
Technology Support Technician III BOE
�
�
i
34
�
•
�
APPENDIX C: CLERICAL AND TECHNICAL STANDARD RANGES
Vears of Service
Step
Grade 1
2
3
4
5
6
7
s
9
10
11
72
73
14
75
76
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
Start 1 Year 2 Years 3 Years
1 2 3 4
8.73
8.89
9.03
9.19
9.38
9.55
s.n
9.96
10.19
10.33
10.58
10.78
11.02
1124
11.49
1176
11.99
1229
12.55
12.85
13.16
13.53
13.89
14.24
14.63
14.63
15.05
15.42
15.87
16.29
16.75
1720
17.71
18.19
18.70
1921
19.78
20.34
20.94
21.50
22.70
22.76
23.39
24.03
24.�5
25.49
2626
27.05
27.86
928
9.46
9.75
9.82
10.01
1021
i o.ai
7 0.67
10.85
11.09
1 �.36
17.57
17.83
12.03
12.37
12.66
13.00
1327
13.67
13.97
14.35
14.74
15.13
15.53
15.97
� 6.03
76.40
16.89
17.33
17.82
18.33
18.87
19.39
19.90
20.47
2t.05
21.66
2227
22.92
23.59
2425
24.92
25.66
26.38
27.�8
27.99
28.83
29.70
30.59
9.55
9.77
9.96
10.19
10.33
10.58
io.�s
11.02
1124
11.46
1176
11.99
1229
12.53
72.85
13.16
13.53
13.86
1425
14.58
15.05
15.38
15.82
1620
i s.ss
tis.n
17.19
17.71
18.19
18.63
1920
19.73
2026
20.86
21.46
22.04
22.68
23.34
23.98
24.67
25.40
26.09
26.92
27.62
28.45
29.37
30.18
31.09
32.02
9.89
10.12
1029
10.52
10.70
10.94
1720
11.44
11.60
11.88
72.18
12.46
12.74
13.04
73.41
13.74
14.10
14.47
14.88
1526
15.71
16.09
16.56
16.89
n.aa
17.57
17.94
18.51
7 9.02
7 9.53
20.09
20.66
2122
21.83
22.49
23.09
23.73
24.42
25.14
25.85
26.59
27.34
28.16
28.97
29.84
30.74
31.66
32.61
33.59
35
ol- 3��
JULY 1, 2000
4 Years 5 Years 10 Years 15 Years
5 6 7 8
10.19
70.42
10.60
10.84
11.02
1127
11.53
17.78
11.95
1224
72.55
12.83
13.12
13.43
73.81
14.15
14.52
14.91
15.33
15.72
16.19
16.57
17.06
17.40
n.ss
18.09
18.48
19.06
19.60
20.11
20.69
21.28
21.86
22.49
23.17
23.78
24.44
25.76
25.90
26.63
27.39
28.16
29.00
29.84
30.74
31.66
32.61
33.59
34.59
� 0.49
7 0.74
10.92
11.16
11.35
11.61
11.88
12.13
12.31
12.60
12.93
7322
73.51
7 3.84
74.22
14.57
14.96
15.36
15.79
16.19
16.67
17.07
17.57
17.92
is.so
18.64
19.03
19.63
20.18
20.72
21.32
21.91
22.51
23.16
23.86
24.49
25.18
25.91
26.68
27.43
2827
29.01
29.87
30.74
31.66
32.61
33.59
34.59
35.63
IU.tiG
�0.87
11.06
1125
71.50
11.69
11.95
1223
12.50
12.67
12.98
13.31
13.62
13.92
1425
74.65
15.01
15.41
15.82
1626
7 6.67
17.17
17.SS
78.10
18.46
7 9.06
19.19
19.61
20.22
20.79
21.34
21.96
22.57
23.19
23.86
24.58
2523
25.93
26.69
27.48
2825
29.05
29.SS
30.77
31.66
32.61
33.59
34.59
35.63
36.70
I 1.US
1128
7 7.54
7173
11.99
12.19
12.46
12.75
13.02
1320
13.52
13.86
14.17
14.48
14.83
1524
15.63
16.02
16.44
16.90
17.32
17.83
1826
18.79
19.16
�s.n
19.92
20.38
20.98
21.56
22.12
22.76
23.40
24.03
24.72
25.46
26.7 3
26.86
27.63
28.45
2924
30.07
30.92
31.84
32.76
33.73
34.74
35.78
36.85
37.95
APPENDIX C: CLERICAL AND TECHNICAL STANDARD RANGES
Years of Service
Step
ade 1
2
3
4
5
6
7
8
9
10
11
72
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
za
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
Start
1
8.72
8.90
9.07
921
9.37
9.57
9.74
9.96
10.16
10.39
7 0.54
10.79
10.99
1124
11.46
71.72
12.00
�223
72.53
72.80
13.11
13.42
13.80
14.17
14.52
14.92
14.92
75.36
15.72
16.19
16.62
17.09
17.55
i 5.06
18.56
19.07
19.60
20.17
20.75
21.36
21.93
22.54
2321
23.86
24.51
25.25
26.00
26.78
27.59
28.41
JUNE 30, 2001
1 Vear 2 Years 3 Years 4 Years S Vears 70 Years
2 3 4 5 6 7
9.47
9.65
9.33
10.02
1027
10.42
10.62
10.88
11.06
11.31
11.58
11.80
12.06
12.27
72.62
12.92
13.26
73.53
73.95
1425
14.64
15.04
15.44
15.84
1628
16.35
7 6.73
7 723
17.68
18.17
18.70
1925
79.77
20.30
20.88
21.47
22.09
22.72
23.37
24.06
24.74
25.42
26.18
26.91
27.72
28.55
29.41
3029
31.20
9.74
9.96
10.16
10.39
10.54
10.79
10.99
1124
11.46
1�.69
72.00
1223
12.53
12.78
73.71
13.42
13.80
14.14
14.54
14.58
15.36
75.69
16.14
16.52
17.02
17.10
17.53
18.06
18.56
19.01
79.SS
20.13
20.67
2128
27.89
22.48
23.73
23.81
24.46
25.17
25.90
26.61
27.46
28.18
29.02
29.89
30.79
31.77
32.66
10.09
10.32
10.50
10.73
10.91
11.16
1 i.42
11.67
11.53
12.72
12.43
12.71
12.99
13.30
13.68
14.01
14.38
14.76
15.18
15.56
76.03
16.41
16.89
1723
17.79
17.92
18.30
18.88
19.41
19.92
20.49
2t.07
21.65
2227
22.94
23.55
2421
24.91
25.65
26.37
27.12
27.89
28.72
29.55
30.44
31.35
3229
3326
3426
70.39
70.63
10.81
1'1.06
1124
11.49
11.76
7 2.02
12.79
12.48
12.80
13.09
13.38
13.70
14.09
14.43
14.81
1521
15.64
16.03
16.5�
16.91
17.40
77.75
15.32
18.45
18.85
19.44
19.99
20.52
21.11
21.70
�.�
22.94
23.63
2426
24.93
25.66
26.42
27.16
27.93
28.72
29.58
30.44
31.35
3229
3326
3426
3529
10.81
11.06
1125
11.50
11.69
11.95
1223
12.50
12.67
12.98
i3.31
7 3.62
13.92
1425
14.65
15.01
15.40
15.82
1626
16.67
17.77
17.58
18.10
18.46
19.06
19.79
19.61
2022
20.79
21.34
27.96
22.57
23.79
23.86
24.58
2523
25.93
26.69
27.48
2825
29.05
29.88
30.77
31.66
32.67
33.59
34.59
35.63
36.70
11.13
11.39
11.59
11.84
12.04
12.31
12.60
12.87
13.05
13.37
13.77
14.02
14.33
14.68
15.09
15.46
15.87
1629
1675
17.17
17.69
18.11
15.64
19.01
19.63
is.n
20.19
20.83
21.41
21.98
22.61
2325
23.89
24.57
25.32
25.99
26.71
27.49
28.30
29.10
29.92
30.77
31.69
32.61
33.59
34.59
35.63
36.70
37.80
75 Years
8
11.52
11.73
12.00
1220
72.47
12.67
12.96
1326
13.54
73.73
14.06
14.47
14.74
15.06
15.42
15.&5
76.26
16.66
17.10
17.57
18.01
18.55
15.99
19.54
19.92
20.57
zo.�i
2120
21.81
22.42
23.01
23.67
24.33
24.99
25.71
26.48
27.78
27.93
28.74
29.55
30.41
3127
32.16
33.11
34.07
35.08
36.73
3721
38.32
39.47
�
•
u
�
�/- 379
�
ADDITIONAL INFORMATION
(Not a Part of the Agreement)
MEMORANDA OF UNDERSTANDING
Labor Management Task Force
Filling Vacancies a�d Staffing Levels
•
MEMORANDUM OF AGREEMENT
improvement Plan Process
•
37
MEMORANDUM OF UNDERSTANDlNG
BETW EEN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DISTRICT COUNCIL 14, LOCAL NO. 844 (AFSCMEj
REGARDING LABOR MANAGEMENT TASK FORCE
The parties agree to continue a format Labor Management Task Force to review issues both
parties agree upon, including the appropriate use of titles in various positions in the Disuict. It is
further understood that the Union and the Employer vrili appoint members to the task farce and all
decisions wiil be through consensus based decision making. The Task Force may make
recommendations to the Superintendent of Schools and the Union.
The Union and the District agree that the Task Force may:
1. Review descriptions for titles and identify elements that distinguish the typical responsibilities
for AFSCME positions from others in the District.
2. Identify antl discuss existing positions and appropriate unft determinations.
3. Work to develop a procedure to assure future appointments are piaced in the appropriate title
and bargaining unit.
4. Develop an agreement regarding employees in the District who currently are found to be in
the wrong tifle or bargaining unit.
5. Discuss other relevant issues as agreed upon.
INDEPENDENT SCHOOL DISTRICT M1IO.
625
� �—��
Chair, B d of a ion
t��fatio La e a io s I anager
�e�7<���i�c �"
Negotiations bor Relations
Assistant Manager
LOCAL UN(ON 844, D(STRICT COUNCfL
14 OF THE AMERICAN FEDERATION OF
STATE, COUN�Y MUNIClPAL
/Z- l°/•O�
Date
1 ��—ocJ
Date
38
�
•
r
o� ��q
u
MEMORANDUM OF UNDERSTANDING
BE7WEEN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DISTRICT COUNCIL 14, LOCAL NO. 844 (AFSCME}
REGARDING FILLING VACANCIES AND STAFFING LEVELS
The Union and Empfoyer agree to uiii'�ze a Labor Management Task Force with consensus based
decision making to explore the foilowing topics:
• the level of clerical staffing in buildings
• the time required to fi�l vacancies
The Task Force will make recommendations to the Superintendent of Schools and the Union.
Tfie parties agree to a good fafth attempt to resoive the issues.
INDEPENDENT SCHOOL DIS7RICT NO.
625
� ��. �---_
Chair, Bo of Educatien_, \�
1��
N ot tion�i.'2bor Relations Manager
�� —
Negotiations/L^ or Relations
Assistant Manager
!'N-oo
Date
�
/z ��9�OC�
Date
39
LOCAL UNION 844, DISTRICT COUNCIL
14 OF THE AMERICAN FEDERATION OF
MEMORANDUM OFAGREEMENT
BETWEEN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DISTRICT COUNCIL 14, LOCAL NO. 844 (AFSCME)
REGARDING IMPROVEMENT PLAN PROCESS
The Union and District jointly affirm that individuai improvement pians are an appropriate method
through which to identify job-related areas of concern a�d provide an opportunity for empioyees to
improve performance. This process connects an employee's step advancement or salary
increase to the following improvement plan process.
Step 1: INFORMAL PROCESS
The supervisor and employee meet on an informal basis to discuss performance concerns. The
supervisor clearly articulates performance expectations and provides the employee fime to make
corrections.
Stea 2:
If the employee is not meeting performance expectations after an appropriate period of time, the
supervisor notifies the employee in writing of a meeting to discuss the components of an
improvement plan. The written notification informs the employee that he/she has the right to Union
representation at this meeting.
�
Steq 3: FORMAL PROCESS
The employee and supervisor [and union representative, if employee desires] meet to discuss the
components and timelines of an improvement plan. The plan articulates the areas of concern, .
actions the employee and supervisor must take to be on track with the plan, and timelines to meet
to discuss progress. "On track" means fotfowing the actions and adhering to the timelines
outlined in the improvement plan. The employee may appeal the components or timelines of the
improvement plan to the next level supervisor.
Step 4:
If the employee is on the improvement plan as of June 1 and NOT on track with the components of
the plan, the emp(oyee's step or salary increase (if not eligibie for a step) is withheid. If the
employee is on track, no action is taken. The improvement plan must have been in place since
March 1 in order to lose a step/salary increase. Also, if the supervisor is not on track, a step/salary
increase may nai be withheld..,
Step 5;
The supervisor must meet with the employee approximately two months, four months, and six
months after the withholding of a step/salary increase. The purpose of fhese meefings is to
assess whether the employee and the supervisor are on hack, to provide assistance and
resources, and to answer any questions/concerns the employee may have. If the employee is on
track or the supervisor is not on track, the empioyee's step/salary increase will be reinstated
retroactive to JWy 7.
Steo 6:
At the six-month meeting, one of the foliowing will occur:
i) The employee wili be on frack or the supervisor will not be on track, and the empioyee
wili be taken off the improvement plan, and his/her step/salary increase restored
retroactive to July 1;
2) The employee and supervisor will agree to extend the improvement plan for an agreed
upon length of time;
3) The employee will not be on track, and the employer may take disciplinary action if •
performance is deficient.
�
o�- 37y
MEMORANDUM OFAGREEMENT
� REGARDING IMPROVEMENT PLAN PROCESS
(Continued)
Aithough placement on an improvement plan is not grievable, an employee may grieve a
disciplinary action. If Number 3 occurs and the employee's step/salary increase is not restored,
the emptoyee may grieve tfie loss ot stepfsalary increase at tn+s time.
Memorandum shall remain in effect for the duration of the 2000-2002 Labor Agreement.
INDEPENDENT SCHOOL DISTRICT NO.
625
�
•
Chair, Boaraoi Educa�ia�
��/ � /N
NegotiationslL elations anager
�.��Q��O
Negotiations(Lab efations
Assistant Manager
1 "�/��C7
Date
Date
41
�z . �� �o
LOCAL UNION 844, DISTRICT COUNCtL
14 OF THE AMERICAN FEDERATION OF
INDEX
A N
Adoption Leave ............................................6 No Strike, No Lockout................................24
B Non-Compensatory Leave Of Absence.......7
Non-Discrimination ....................................23
Bereavement Leave .................................... 5 0
C Overtime ......................................................2
Court Duty Leave .........................................6 P
� Parental Leave .............................................7
Discipline ...................................................20 Preamble....................................................iv
Dues............................................................1 Probation....................................................17
E R
Educational Leave .......................................8 Rest Breaks.................................................3
Employee Records ....................................20 Retirement Health Insurance...................,.14
F S
Fair Share Fee .............................................1 Safety Shoes..............................................24
Family Medical Leave ..................................8 Salaries..............................28, 29, 30, 31, 32
Fi!ling Vacancies And Stafting Levels........ 39 Salary Step Progression ..............................9
Fiexible Spending Account ........................13 Seniority.....................................................18
G Severance Pay ...........................................11
Sick Child Care Leave .................................5
Grievance Procedure .................................21 Sick Leave...................................................5
H Spouse/Dependent Parent Leave ................5
T
Health Insurance .......................................12
Holidays .......................................................3 Temporary Employees...............................23
� U
Improvement Plan Process .......................40 Union Official Leave.................,...................8
L V
Labor Management Task Force ................ 38 Vacancies ..,...............................................23
Leaves Of Absence .....................................5 Vacation..............................---......................4
Legai Services :.......................................... 24 W
Life Insurance ............................................13
LunchBreaks ...............................................3 Wages .................................---.....................9
WorkWeek ..................................................2
MWorkday .......................................................2
Mileage ......................................................10 Working Out Of Classification ...................10
Military Leave With Pay ...............................6
�
� J
•
42
�.
Council Fffe # 0 � 3
Green Sheet # 106831
RESOLUTION
CITY OF SAINT PAUL, MINNESOTA 5
Presented by
Referred To
Committee Date
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
Juty 1, 2000 through June 30, 2002 Employment Agreement between the Independent School District
No. 625, Saint Paul Public Schools, and American Federation of State, County and Municipal Employees,
4 Council 14, Local No. 844 and Local No. 1842 Representing Clerical and Technical Employees.
Requested by Department o£
Office of Labor Relations
�
By:
Form App ved by Ci ttomey
By: �`� �� �./( t{ � 11 ��I
Approved by Mayor for Submission to Council
Adopfion Certified by Council Secretary By:
BY � �
Approved by Mayor: Date �i� � ���
�
Adopted by Council: Date �,� �,, '.LS a p e
�� IT_—�.
v
DEPARTMENT/OFFiCE/COUNCIL: DATE INITIATED GREEN SHEET No.: 106831
LABOR RELATIONS April 9, 2001 � �' �� e'
CONTACI' PERSON & PHONE: � ATe INiT1ALDA'[E
JLJI,IE KRAUS 266-6513
ASSIGN I DEPARTMENT DIR. 4 C1TY COUNCIL
NI7MBER 2 CITY A'ITORNEY <C CITY CLERK
MUST BE ON COUNCIL AGENDA BY (DATE) FOR BUDGEI' DIR. FIN. & MGT. SERVICE DII2.
ROUTIIVG 3MAYOR(ORASST.)
ORDER
TOTAL # OF SIGNAIL'RE PAGES_1 (CLIP ALL I,OCATIONS FOR SIGNATURE) �
Acriox xeQUes�n: This resolution approves the attached July 1, 2000 through June 30, 2002 Employment
Agreement between Independent School District No. 625, Public Schools, and American Federation of Staxe,
Counry and Municipal Employees, Council 14, Local No. 844 and Local No. 1842 Representing Clerical and
Technical Employees.
RECOMMENDATIONS: Apptove (A) or Reject (R) PERSONAI. SERVICE CONTRACTS MUST ANSWER THE FOLLOWING
QUESTIONS:
_PLANNING COMMISSION _CI VIL SERVICE COMMISSION i. Hu this person/firm ever worked under a contract for this departmeM?
CIB COMMI7"IEE Yes No
_STAFF 2. Has this person/fimi ever been a city employee?
DISTRICT COURT Yu No
SUPPORTS WHICH COIJNCIL OBJECTIVE? 3. Dces this person/fvm possess a skitl not no}matly possessed by any cunent ciTy employee?
Yes No
Explain aIl yes answers ov separate sheet and attach to green sheet
INTTIATING PROBLEM, ISSUE, OPPORTI7NTTY (Who, What, When, Where, Why):
4s �'=�'�t�,�
ADVANTAGESIFAPPROVED �����ry.i,P',, -"'"'�
This Agreement pertains to Boazd of Education ernployees only. ���
�� � �'�, ���3�
��`; ��
- DISADVANTAGESIFAPPROVED:
DISADVANTAGES IF N07' APPROVED:
� TOTAL AMOUAT OF TRANSACTION: none COST/REVENUE BUDGETED:
FUNDING SOURCE: AC'ITV17'Y NUMBER:
FINANCIAL INFORMATION: (EXPLAIN)
A '. �
INDEPENDENT SCHOOL DISTRICT NO. 625
BOARD OF EDUCATION 0 � ' � ��
ST. PAUL PUBLIC SCHOOLS
DATE: December 19, 2000
TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Paul Public Schools, and American Federation of State,
County and Municipal Employees, Council 14, Local No. 844 and Local No.
1842 Representing Clerical and Technical Employees
A. PERTINENT FACTS:
1) New Agreement is for a two-year period from July 1, 2000 through June 30, 2002. The
technical and clerical agreements will be combined to form one agreement.
2) Contract changes are as follows:
Waaes: Effective July i, 2000, move the technical titles to equivafent grades in the clerical
wage schedule and increase the schedule by 3%. Effective June 30, 2001, increase wage
schedule 2%, increase the five-year and ten-year step an additional 1%, and increase top step
an additional 2%.
Steo Proqression/Waae Increase: Increased accountability provisions whereby eligibility for
step advancement and salary increases is changed so that steps/increases are no longer
automatic. If an employee is on an improvement plan and does not stay on track with the
requirements of the plan, the employee's step increase may be withheld. If an employee is on
the five-year, ten-year, or top step of the salary schedule, not eligible for a step, and not on
track with an improvement plan, the employee's salary may be frozen.
Insurance: The eligibility waiting period for new employees to receive benefits is reduced from
three months to one month consistent with other district contracts. Effective January 2001,
the district contribution for single coverage is increased to $235; family coverage is increased
to $430; effective January 2002, the district contribution for single coverage is increased to
$260, family coverage is increased to $470. Effective January 1, 2001, the district will
contribute up to $12 per month for long-term disability coverage. Effective January 1, 2002,
the district will contribute up to $30 per month for single dental insurance.
Holidavs: Employees who work during holidays will be paid at overtime rate plus holiday pay.
Employees who are active on the payroll the day of a holiday will be eligible for holiday pay.
This change was made to simplify payroll processing.
Adoqtion Leave: Employees may use up to 15 days of sick leave for the adoption or care of a
newly adopted child. One day of sick leave may be used to bereave the death of a niece of
nephew.
Severance Pav: To ensure the district has timely information to plan staffing, employees who
notify the District three months in advance of retiring are eligible to receive $70 for each day of
accrued sick leave, up to $15,000. If notification is less than three months, eligible employees
will receive $60 per day up to $15,000.
Safety Shoes: The annuai reimbursement for repair or replacement of safety shoes is
increased from $30 per year to $50 per year.
Ot•3�i
Employment Agreement December 19, 2000
Clerical and Technical Employees Page Two
3) The District currently has four hundred two (402) regular employees in this bargaining unit.
4) This contract supports the DistricYs goal of preparing alf students tor life.
5) This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager;
Wayne Arndt, Negotiations/Labor Relations Manager; Richard Kreyer, Executive Director of
Human Resources and Labor Relations; and lois Rockney, Interim Chief Operating Officer.
B. RECOMMENDATION:
That the Board of Education of Independent Schooi District No. 625 approve and adopt the
Agreement concerning the terms and conditions of employment of those cierical and technical
employees in this school district for whom the American Federation of State, County and Municipal
Employees, Council 14, Local No. 844 and Local No. 1842 is the exclusive representative;
duration of said Agreement is for the period of July 1, 2000 through June 30, 2002.
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2000 - 2002
AGREEMENT BETWEEN
SAINT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
And
LOCAL UNION 844
u
DISTRICT COUNCIL 14
OF THE AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL
EMPLOYEES, AFL-CIO
Representing Ciericaf and Technicai Employees
, �,
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July 1, 2000 Through June 30, 2002
��N FE �f
Q 4 C
i 5 ` � i : e
�
EMO""':�s mthepublicservite
�' Saint Paul Public Schools
L/ F E L O N G L E R R N/ N G
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� Saint Paa! Pubiic Schools
L/ F E L 0• 6 L£ I B/! I 6
SAINT PAUL PUBLIC SCHOOLS
fndependent School District No. 625
Board of Education
Becky Montgomery
Anne Carroll
Tom Conlon
Giibeft de ta O
AI Oertwig
Mary Thornton Phillips
Neal Thao
Chair
Director
Director
Director
Director
Director
Director
Administration
Superintendent of Schools
Interim Chief Operating Otficer
Chief Academic Officer
Chief Accountability Officer
Executive Assistant
Area Superintendents
Patricia A. Harvey
Lois Rockney
Kate Foate Trewick
Margo Baines
Tanya Martin Pekel
Luz Maria Serrano, Area A
Louis Kanavati, Area B
Joann Knuth, Area C
Mary K. Boyd, Area D
Terilyn Turner, Area E
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ARTICLE
ArtiCle 1.
Article 2.
Article 3.
Article 4.
Article 5.
Article 6.
Article 7.
Article 8.
Article 9.
Article 10.
Article 11.
Article 12.
Article 13.
Article 14.
Article 15.
Article 16.
Article 17.
Article 1 S.
Article 19.
Article 20.
Article 21.
Article 22.
Article 23.
Article 24.
Articie 25.
Article 26.
Article 27.
TABLE OF CONTENTS
PAGE
Preamble ............................................................................................................................iv
Recognition... .................................................................................................................. 1
CheckOff ............................................................................................................................ 1
Maintenance Standards .................................................................................................. 2
Management ........................................................................................................... 2
Work ............................................................................................................................2
Lunch Breaks and Rest Breaks .......................................................................................... 3
H o I idays .............................................................................................................................. 3
Vacation ............................................................................................................................. 4
Leaves Absence ...................................................................................................-........5
W ages ................................................................................................................................ 9
Working Out of Classification ........................................................................................... 10
Mileage............................................................................................................................. t0
Severance ................................................................................................................. 11
Insurance ............................................................................................................ 12
Probation .......................................................................................................................... 17
Seniority ............................................................................................................................ 1 S
Discipline .......................................................................................................................... 20
Employee Records ...........................................................................................................20
Grievance Procedure ........................................................................................................ 21
Temporary Employees ..................................................................................................... 23
Bulletin ................................................................................................................. 23
V acanci es ......................................................................................................................... 23
Non -Discrimination ........................................................................................................... 23
No Strike, No Lockout ....................................................................................................... 24
Legal Services .................................................................................................................. 24
Safety .................................................................................................................... 24
Terms Agreement ......................................................................................................... 24
Appendix A. Titles and Salaries ............................................................................... 28
Appendix B. Titles and Grades ................................................................................. 33
Appendix C. Standard Ranges ................................................................................. 35
ADDITIONAL INFORMATION
(Not a Part of the Negotia[ed Agreement)
MEMORANDA OF UNDERSTANDING
Labor Management Task Force .................................................................................................................... 38
Filling Vacancies and Staffing Levels ........................................................................................................... 39
MEMORANDUM OFAGREEMENT
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Improvement Plan Process .........................................................................................................
Index ...........................................................................................................................................
40
42
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PREAMBLE
This Agreement, entered into by Independent School District No. 625, hereinafter referred to as
the Employer or as the District, and Local Union 844 affiliated with Council 14 of the American
Federation of State, County, and Municipal Employees, AFL-CIO, hereinafter referred to as the
Union, has as its purpose the promotion of harmonious relations between the Employer and the
Union, the establishment of an equitable and peacefui procedure for the resolution of differences,
and the establishment of rates of pay, hours of work, and other conditions of employment.
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ARTICLE 1. RECOGNITION
1.1 The Employer recognizes the Union as the sole and exclusive bargaining agent for the
purpose of establishing salaries, wages, hours, and other conditions of employment for all
of its employees as outlined in the certification by the State of Minnesota Bureau of
Mediation Services, dated October 16, 1986, in Case No. 87-PR-158 and as amended
and as set forth in Section 12 below.
1.2 The bargaining unit covered by this Agreement shall consist of the following: All office,
clerical, administrative and technical personnel who are employed by Independent School
District No. 625, Saint Paul, Minnesota, who work a minimum of fourteen (14) hours per
week and sixty-seven (67) days per year, and who are public employees within the
meaning of Minn. Stat. § 179A.03, Subd. 14 in the classifications listed in Appendix B
excluding supervisory, confidential and all other employees.
1.3 Any present or future employee who is not a Union member shall be required to
contribute a fair share fee for services rendered by the Union and, upon notification by the
Union, the Employer shall check off said fee from the earnings of the employee and
transmit the same to the Union. In no instance shall the required contribution exceed a
pro rata share of the specific expenses incurred for services rendered by the
representative in relationship to negotiations and administration of grievance procedures.
This provision shall remain operative only so long as specifically provided by Minnesota
law, and as otherwise legal.
1.4 The Union 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 1,
Section 1.3.
ARTICLE 2. CHECK OFF
2.1 The Employer agrees to deduct the Union membership initiation fee assessments and
once each month dues from the pay of those employees who individually request in
writing that such deductions be made. The amounts to be deducted shall be certified to
the Employer by a representative of the Union and the aggregate deductions of all
employees shall be remitted together with an itemized statement to the representative by
the first of the succeeding month after such deductions are made or as soon thereafter as
is possible.
+�a
2.3
The Employer shall provide a payroll deduction for voluntary employee contributions to the
Union's Political Action Committee.
The Union 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.
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ARTICLE 3. MAINTENANCE OF STANDARDS
3.1 The parties agree that all conditions of employment relating to wages, hours of work,
overtime differentials, vacations, and ali other general working conditions shall be
maintained at not less than the highest minimum standard 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.
ARTICLE 4. MANAGEMENT RIGHTS
4.1 The Union recognizes the right of the Employer to operate and manage its affairs in all
respects in accordance with applicable laws and regulations of appropriate authorities. Ail
rights and authority which the Employer has not officially abridged, delegated or modified
by this Agreement are retained by the Employer.
4.2 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 5. WORK DAY
5.1 The normal workday shall be eight and one-half (8 1/2) hours in duration, eight (8) of
which are paid. Each normal workday shall include two paid fifteen (15)-minute rest
breaks. In addition, a forty-five (45) minute, duty-free lunch shall be provided. Fifteen
(15) minutes of the duty-free lunch is paid and the remaining thirty (30) minutes is unpaid.
The following is an example of a normal workday schedule:
Work day begins at:
Morning Rest Break:
Lunch Break:
Afternoon Rest Break:
Work day ends at:
52
5.3
5.4
5.5
8:00 a.m.
10:00 - 10:15 a.m.
Noon-12:45 p.m. (15 paid minutes)
3:00 - 3:15 p.m.
4:30 p.m.
The normal work week shall be forty (40) hours in any seven (7)-day period.
This Article shall not be construed as, and is not a guarantee of, any hours of work per
normal workday or per normal work week.
Overtime is to be paid at the rate of one and one-half (1 1/2) times the employee's normal
hourly rate for all hours worked in excess of eight (8) hours per day and forty (40) hours
per week.
The overtime compensation due the employee shall be paid at the rate herein cited, or by
granting compensatory time on a time and one-half basis by mutual agreement between
the District and the employee.
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� ARTiCLE 6. LUNCH BREAKS AND REST BREAKS
6.1 Lunch breaks shall be forty-five (45)-minutes in length, thirty (30) of which are unpaid, and
shall he scheduled by the supervisor at approximately the middle of the employee's shift.
62 All employees' work schedules shali provide for a paid fifteen (15)-minute rest break
during each one-half shift. The rest breaks shall be scheduled by the supervisor at
approximately the middle of each one-half shift whenever this is feasible.
6.3 If an employee is scheduled to work a full half-shift beyond the regular quitting time, the
employee shall be entitled to the rest period that occurs during said ha{f shift.
ARTICLE 7. HOLIDAYS
7.1 Holidavs recognized and observed. The following days shall be recognized and observed
as paid holidays;
New Year's Day Labor Day
Martin Luther King Day Thanksgiving Day
Presidents' Day Day After Thanksgiving
Memorial Day Christmas Day
Independence Day
Eligible employees shall receive pay for each of the holidays listed above, on which they
• pertorm no work, provided the holiday falls within their work year. 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 fall on Sunday, the succeeding
Monday shall be observed as the holiday. For those employees assigned to a work week
other than Monday through Friday, the holiday shall be observed on the calendar date of
the holiday.
7.2 Eligibilitv Requirements. To be eligible for holiday pay, employees must be active on the
payroll the day of the holiday. The holiday shall not be counted as a working day for the
purpases of this Article.
7.3 Notwithstanding Article 7.2, a temporary employee shall be eligible for holiday pay only
after such employee has been employed as a temporary employee for sixty-seven (67)
consecutive workdays.
7.4 If Martin Luther King Day or Presidents' Day falis on a day when school is in session, the
employee shall work that day at straight time and another day shall be designated as the
holiday. This designated holiday shall be determined by agreement between the
employee and the supervisor.
7.5 Employees who work summer school and qualify under the efigibility requirements of 72
above shall be paid for the Independence Day holiday.
7.6 Employees who are required to work on a holiday listed in Article 7.1, except in situations
defined in Article 7.4, shall be compensated on a time and one-haif basis in addition to
regular holiday pay.
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ARTICLE 8. VACATION
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Vacation credits shall accumufate at the rates shown below for each full hour on the
payroll, excluding overtime. Years of service means calendar years of service, regardless
of F.T.E.
For Twelve (12)-Month Emolovees
Years of
Service
First year through 4`" year
5 �rear through 9`" year
10` year through 15`" year
16` year through 23` year
24�' year and thereafter
For Ten (101-Month Emplovees
Years of
Seroice
First year through 4`" year
5' �ear through 9` year
10` year through 15' year
16 year through 23` year
24`" year and thereafter
Twelve-Month
Accrual Rate`
.0500
.0692
.0769
.0923
.1115
Ten-Month
Accrual Rate'
.0521
.0713
.0790
.0944
.1136
Annual
Hours
Earned
104
144
160
192
232
Annual
Hours
Earned
91.5
125.5
139.0
166,1
200.0
Annual
Days
Earned
13
18
20
24
29
Annual
Days
Earned
11.5
15.7
17.4
21.0
25.0
The head of the department may permit an employee to carry over into the next'�acation
yea�" up to one hundred si�y (160) hours ot vacation.
8.2.1 An employee who has more than one hundred sixty {160) hours of accrued
vacation remaining at the end of the last full pay period in October shall either:
82.2
82.3
(a)
(b)
(c)
be required to use ihe hours of vacation in excess of one hundred sixty
(160) hours prior to the end of the calendar year: or
be compensated for hours in excess of one hundred sixty (160) hours at
e�d of year: or
be provided an exception for additional carryover of vacation by means of
approval of his/her department head.
Choice'of option a, b,'or'c is atthe discretion oi the Employer:
For the purpose of this Article, the "vacation yea�" shall be the calendar year.
Ten (10)-month employees may use accrued vacation during the period of
summer break up to June 30 with the approval of their supervisor.
The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates
of Compensation, Section I, Subd. H.
*There is a difference in the ten (t0)-month and twelve (12)-month accrual rates so that the full value of the
three (3) converted holidays (twenry-four [24] hours) will be eamed during ihat length of work year. The
hvelve-month hours and days are based on a 2,080-hour work year; the ten (10)-month hours and days are
based on a 1,760-hour work year.
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ARTICLE 8. VACATION (continued)
8.4 Sick leave accumulation in excess of 1,440 hours may be converted to paid vacation time
at a ratio of two (2) hours of sick leave time for one (1) hour of vacation time, to a
mvcimum of five (5) regularly assigned workdays (not to exceed a total of forty (40) hours
in any year.
There shall be no conversion of unused sick leave in any amount at any time to any cash
payment other than the above-described conversion to vacation time or severance pay in
Article 13.
ARTICLE 9. LEAVES OF ABSENCE
9.1 Sick Leave. Sick leave shall accumulate at the rate of .0576 of a working hour for each
fuli hour on the payroii, excluding overtime. Sick leave accumuiation is unlimited. To be
eligible for sick leave, the employee must report to his/her supervisor no later than one-
half hour past his/her regular scheduled starting time. The granting of sick leave shall be
subject to the terms and provisions of this Agreement. Any employee who has
accumulated sick leave as provided above shall be granted leave with pay, for such
period of time as the head of the department deems necessary for the following specified
allowable uses:
9.1.1 Personal Iliness: Employees may use accumulated sick leave for hours off due
to personal illness. The employee may be required to furnish a medical
certificate from a qualified physician as evidence of illness or physical disability in
order to qualify for paid sick leave as per District practice Accumulated sick leave
may also be granted for such time as is actually necessary for office visits to a
doctor, dentist, optometrist, etc.
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9.1.2 Familv Illness: Employees may use accumulated sick leave for hours off due to
sudden sickness or disability of a parent or a member of his/her household or to
make arrangements for the care of such sick or disabled persons up to a
maximum of eight hours sick leave per incident. Up to forty (40) hours of
accumulated sick leave may be used in a work year to allow the employee to care
for and attend to the serious or critical iliness of his/her spouse or parent. These
hours when used are deducted trom sick leave.
9.1.3 Sick Child Care Leave. Sick leave to care for a sick child shall be granted on the
same terms as the employee is able to use sick leave for the empioyee's own
ill�ess. This leave shall only be granted pursuant to Minn. Stat. §181.12413 and
shall remain available as provided in Statute.
9.1.4 Bereavement Leave. A leave of absence with pay, not to exceed five (5) days,
shafl 6e granted Because of the death of an employee's spouse or child.
9.1.4.1 Up to three (3) days shall be granted because of death of other
members of the employee's immediate family. Other members of the
immediate family shall mean father, mother, sister, brother, parent-in-
law, son-in-law or daughter-in-law.
9.1.42 Leave of absence for one (1) day shalf be granted because of death of
other close relatives. Other close relatives shall mean grandparent,
grandchild, uncle, aunt, nephew, niece, brother-in-law, and sister-in-
law.
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9.1.4.3 A"day' for this purpose shall be equivalent to the regularly assigned
workday of the employee, and such leave shall be deducted from
accumulated sick leave.
ARTICLE 9. LEAVE OF ABSENCE (continued) •
9.1.5 Adoption Leave. Up to fifteen (15) days of accumulated sick leave may be used
in a contract year to attend to adoption procedures or care for a newly adopted
child. Use of these f'rfteen (15) days does not need to occur consecutive(y.
9.2 Court DuN Leave. Any empfoyee who is required during fiis/her regular working hours to
appear in court as a juror or witness except as a witness in his/her own behalf against the
Empioyer, shafl be paid the regular pay while so engaged, provided, however, that any
fees that the employee may receive from the court for such service shall be paid to the
Employer and be deposited with the Employer Business Office. Any employee who is
scheduled to work a shift other than the normal daytime shift shall be rescheduled to work
the normal daytime shift during such time as the employee is required to appear in court
as a juror or witness.
9.3 Militarv Leave With Pav. Any employee who shall be a member of the National Guard,
the Naval Militia or any other component of the militia of the state, now or hereafter
organized or constituted under state or federal law, or who shall be a member of the
Officers Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine
Corps Reserve or any other reserve component of the military or naval force of the United
States, now or hereafter organized or constituted under federal law, shall be entitled to
leave of absence from employment without loss of pay, seniority status, efficiency rating,
vacation, sick leave or other benefits for all the time when such employee is engaged with
such organization or component in training or active service ordered or authorized by
proper authority pursuant to law, whether for state or federai purposes, provided that such
leave shall not exceed a total of fitteen (15) days in any calendar year and further
provided that such leave shall be allowed only in case the required military or naval
service is satisfactorily performed, which shall be presumed unless the contrary is •
established. Such leave shall not be allowed unless the employee (1) returns to hislher
position immediately upon being relieved from such military or naval service and not later
than the expiration of time herein limited for such Ieave, or (2) is prevented from so
returning by physical or mental disability or other cause not due to such employee's own
fault, or (3) is required by proper authority to continue in such military or naval service
beyond the time herein limited for such leave.
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ARTICLE 9. LEAVES OF ABSENCE (continued)
9.4 General Non-Comoensatorv Leave ot Absence. After three months of employment, an
employee may make application for a Ieave of absence not to exceed one year. A leave
of absence shalf be granted on the basis established in the Civil Service Rules
(Resolution No. 3250).
9.4.1 Said rules are supplemented and amended by the following provision:
All requests for unpaid leave are subject to District approval. Such requests
are to be submitted to the Human Resource Department on a form provided by
the Employer.
If an employee's request for thirty (30) days or more of non-medical and non-
parental Ieave is approved, the employee will be offered the opportunity to
return to employment in an equivalent position, if a vacancy is available after
the conclusion of the leave. If no equivalent vacancy exists at that time, the
District will continue to consider the employee's return for two (2) years after the
conclusion of leave. If no equivalent vacancy has occurred and has been
assigned by the end of rivo (2) years from the conciusion of leave, the
employee's name wifl be dropped from consideration as though he/she had
resigned, and the employee will be considered resigned.
"Equivalent vacancy" means a position of the same job classification held by
the employee at the time of the leave, which remains in existence, has been
vacated by the resignation or termination of another employee, and which the
District intends to fill in the same classification.
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9.5 Parental Leave
9.5.1 Parental leave is a leave without pay or benefits which shall be granted upon
reqUest subject to the provisions ot this Section. it may be granted for reasons
of adoption or pregnancy and/or the need to provide parental care for a child or
children of the employee for an extended period oi time immediately following
adoption or the conclusion of pregnancy; such period of leave shall be no
longer than one calendar year in fenglh. Leave up to six (6) calendar months
shall be granted upon request. Leave for more than six (6) calendar months is
at the discretion of the Empfoyer.
9.5.2 in the case of pregnancy, an employee who wishes to use a period of (paid)
earned sick leave at the time of pregnancy and deiivery-related disability, may
request unpaid parental leave for a period following the use of earned sick
leave; however, sick leave time shall not be granted within (during the course
of) a period of unpaid parental leave. The employee requesting such
sequential leave shall submit an application in writing to the Director of Human
Resources of Independent School District No. 625 not iater than tweive (12)
weeks in advance of the anticipated date of delivery. The employee will be
required to submit, at the time of use, appropriate medical verification for the
sick leave time claimed.
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9.5.3 In the case of adoption, the employee shall submit to the Director of Human
Resources of Independent School District No. 625 a written application
including the anticipated date of placement of the child, at least twelve (12)
weeks in advance of the anticipated date of placement, or earlier if possible.
Documentation will be required.
ARTICLE 9. LEAVES OF ABSENCE (continued) •
9.5.4 When an employee is returning from parental leave e�ctending over a period of
six (6) calendar months or less, the employee shali be placed, at the beginning
of the first pay period following the scheduled date of return, in the same
position held prior to the leave or, if necessary, in an equivalent position.
9.5.5 When an employee has requested and been granted leave for a period longer
than six (6} caiendar months, but no more than twelve (12) cafendar months,
ihe employee will be placed in an equivalent position after the scheduled date
of return as soon as an equivalent vacancy becomes availabie. For purposes
of this provision, an equivalent vacancy is a position in the same title which
exists, has no certified incumbent, which is to be filled, and for which no other
person has rights.
9.6 Familv Medical Leave. Effective February 1, 1994, leaves of absence shall be granted as
required under the federal law known as the Family and Medical Leave Act (FMLA) so
long as it remains in force. The Human Resource Department provides procedures which
coordinate contractual provisions with FMLA.
9.7 School Activities Leave Without Pav. An employee may request and be granted up to
sixteen (16) hours of unpaid leave per calendar year for school activities of his/her own
child, pursuant to Minn. Stat. § 181.9412 rules, so long as the Statute so provides.
9.8 Military Leave Without Pav. Any employee who engages in active service in time of war
or other emergency declared by proper authority of any of the military or naval forces of
the Siate or of ihe United States for which leave is not otherwise aliowed by law shall be
entitled to leave of absence from empioyment without pay during such service wiih right of .
reinstatement and subject to such conditions as are imposed by law. Such leaves of
absence as are granied under 9.3 of this Article sha)I conform to Minnesota Siatutes,
Section 192, as amended from time to time and shall confer no additional benefits other
than those granied by said statute.
9.9 Educational Leave. Leave with pay may be granted for educational purposes at the
option of the Employer.
9.10 Union Official Leave. An employee elected or appointed to a full-time paid position by the
exclusive representative may be granted a leave of absence without pay for not more
than one (1) year for the purpose of conducting the duties of the exclusive representative.
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• ARTICLE 10. WAGES
10.1 The wage schedule, for purposes of this contract, shall be Appendices A, B and C
attached hereto. Both parties agree that the inclusion of the cfassifications and safary
ranges in Appendices A, B and C does not preclude the employer from the following:
1. Reorganizing;
2. Abolishing classifications;
3. Establishing new classifications;
4. Regrading classifications;
5. Reclassifying positions.
102 Both parties also agree that titles and grades in Appendices A, B and C refer to
employees in the positions at the date of signing of the Agreement. No empioyee in this
bargaining unit shall suffer any reduction in salary because of a regrading or
reclassification during the contract period in which such regrading or reclassification takes
place.
10.3 Initial Steo Placement. When an employee is regularly appointed into a title covered by
this Agreement or moves from one title covered by the Agreement to an appointment in a
different title under this Agreement, shall be governed by Civil Service Rules.
10.4 Salarv Step/Increase Eliqibilitv. Employees must meet the following conditions in order to
be eligible tor salary step advancement or, if on the 5, 1 � or 15-year step, to be eligible for
a salary increase:
10.4.1 Full-time employees must have been paid a minimum of 1,040 hours on the
. payroll in the previous twelve months. Part-time employees must complete a pro-
rata number of hours in order to qualify for a step advancement (i.e., a half-time
employee must complete five hundred twenty (520) hours to qualify for a step).
10.42 If an employee is on an improvement plan, the employee must be on track with
the components of the improvement plan.
10.4.3 The improvement plan process as it relates to step progression and salary
increases is described in a Memorandum of Agreement in the back of this
Agreement.
10.5 Salaro Step Proqression.
10.5.1 An employee who meets the eligibility requirements in 10.4 of this Section will
advance one step up to Step 6(five-year step).
1�.52 An employee who meets the eligibility requirements in 1Q.4 of this Section and
who has completed ten (10) calendar years of service in the District will
advance one (1) additional salary step on the first pay period in July, not to
exceed Step 7.
10.5.3 An employee who meets the eligibility requiremsnts in 10.4 of this Section and
who has completed fifteen (15) calendar years of service in the District will
advance one (1) additional salary step on the first pay period in July, not to
exceed Step 8.
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ARTICLE 11. WORKING OUT OF CLASSIFICATION
11.1 Empioyer 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-c(ass
assignment for a period in excess of fifteen (15) working days during a year shall receive
the rate of pay for fhe out-of-cfass 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 Yhe employee would receive if such employee received a regular appointment to the
higher classification.
11.2 For the following classifications, the provisions of 11.1 shall not apply to performance of
the duties of the ne� higher classification in the job series:
Clerk I BOE
Clerk-Stenographer I BOE
Clerk-Typist I BOE
Data Entry Operator I BOE
ARTICLE 12. MILEAGE
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12.1 Employees of the School District, under policy adopted by the Board of Education, may be
reimbursed for the use of their automobiles for school business. The mileage allowance •
for eligible employees shall be 31 ¢ per mile, or such higher rate as may be established at
the discretion of the Board.
An employee must keep a record of each trip made. Reimbursement shaii be for the
actual mileage driven in the pertormance of assigned duties as verified by the appropriate
school district administrator and in accordance with School District Business Office
policies and procedures.
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� ARTICLE 13. SEVERANCE PAY
13.1 The Employer shall provide a severance pay program as set forth in this Article. Payment
of severance pay shall be made within the tax year of the retirement.
13.2 To be eligible for the severance pay program, the employee must meet the following
requirements:
t32.1 The empfoyee must be fifty-five (55) years ot age or older or must be eligible tor
pension under the "Rule of 90" provisions of the Public Employees Retirement
Association (PERA). The "Rule of 85" or the "Rule of 90" criteria shafl aiso
apply to employees covered by a public pension plan other than PERA.
1322 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, irtefficiency,
incompetence or any other disciplinary reason are not eligible for this
severance pay program.
13.3 If an employee notifies the Human Resource Department three (3) months in advance of
the date of retirement and requests severance pay and if the employee meets the
eligibility requirements set forth in 132 above, he or she wili be granted severance pay in
an amount equal to $70 pay for each day of accrued, unused sick leave, up to 214 days.
13.3.1 If an employee notifies the Human Resource Department in less than three (3)
months in advance of the date of retirement and requests severance pay and if
the employee meets the eligibility requirement set forth in 132 above, he or she
• will be granted severance pay in an amount equal to $60 pay for each day of
accrued, unused sick Ieave up to 250 days.
13.32 If exigent circumstances exist, such as a sudden ilinesslnjury of the employee
or immediate family member necessitating immediate retirement, and if the
employee meets the eligibility requirements set forth in 132 above, he or she
wi{I be granted severance pay in an amount equal to $70 pay for each day of
accrued, unused sick leave up to 214 days.
13.4 The maximum amount of money that any employee may obtain through this severance
pay program is $15,000.
13.5 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.
13.6 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 this severance
program.
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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 Eliqibilitv Waitinq Period. One (1) full monYh 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 payroli 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-Yime employment is defined
as appeari�g on the payroll at least twenty (20) hours but less than thirty-two (32) hours
per week or at least forty (40) hours but Iess than sixty-four (64) hours per pay period,
excluding overtime hours.
1.5 Emplover Contribution Amount--Full-Time Emplovees. Effective January 1, 2000, for
each eligible employee covered by this Agreement who is employed fuli time and who
selects employee insurance coverage, the Employer agrees to contribute the cost of such
coverage or $215 per month, whichever is less. For each eiigible full-time empioyee who
selects family coverage, the Employer will contribute the cost of such family coverage or
$400 per month, whichever is less,
1.5.1 Effective January 1, 2001, 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 $235
per month, whichever is less. For each eligible full-time employee who seiects
family coverage, the Employer wil! contribute the cost of such family coverage
or $430 per month, whichever is less.
1.52 Effective January 1, 2002, for each eligible employee covered by this
Agreement who is empfoyed full time and who selects employee insurance
coverage, the Employer agrees to contribute the cost of such coverage or $260
per' month, whichever is less. For each eiigib{e fuH-time erraployee who selects
family coverage, the Employer will contribute the cost of such family coverage
or $470 per month, whichever is less.
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ARTICLE 14. INSURANCE, Section 1. (continued)
1.6 Emolover Contribution Amount--Half-Time Emolovees. 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 wifl contribute fifty percent (50%) of the amount contributed for full-time
employees selecting family coverage in the same insurance plan.
1.6.1 Notwithstanding Section 1.6 above, employees covered by this Agreement and
employed half time prior to January 1, 1986, shall receive the same insurance
contributions as a full-time employee. This Section 1.6.i applies only to
employees who were employed half-time during the month of December 1985
and shall continue to apply only as iong as such employee remains
continuously employed half time.
1.7 Life Insurance. For each efigible employee, the Employer agrees to contribute to the
cost of $25,000 life insurance coverage. The total premium contribution by the Employer
Sor all life insurance coverage shali not exceed $6.32 per month. This amount shall drop
to $5,000 of coverage (in the event of early retirement) untii the retiree reaches age 65;
then aIl Employer coverage shall terminate.
1.8
1.9
Dental insurance. Effective January 1, 2002, 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 single coverage.
Lonq-Term Disability Insurance. Effective January 1, 2001, the Employer shall contribute
up to $15 per month for each eligible employee covered by this Agreement who is
employed full time toward long-term disability insurance.
i.10 Flexible Spendinq 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.
1.11 The contributions indicated in this Ar[icle 14 shall be paid to the Employer's group health
and weltare plan.
1.12 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.
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ARTICLE 74. INSURANCE (coMinued)
SECTION 2. RETIREMENT HEALTH INSURANCE
Subd. 1. Benefit EligibiliN for Emplovees who Retire Before Aae 65
i.1 Employees hired into Districi service before Mav t. 1996, must have completed the
following service eligibility requirements with Independent School District No. 625 prior to
retirement 'rn order to be eligible for any paymertt of any insurance premium contribution
by the District after retirement:
A. Be receiving pension benefits from PERA, St. Paul Teachers Retirement
Association or other public employee retiree program at the time of retirement and
have severed the employment relationship with Independent School District 625;
B. Must be at least fifty-eight (58) years of age and have completed twenty-five (25)
years of service, or;
C. The combination of their age and their years of service must equal eighty-five (85)
or more, or;
D. Must have completed at least thirry (30) years of service, or;
E. Must have completed at least twenty (20) consecutive years of service within
Independent Schoo( District No. 625 immediately preceding retirement.
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Years of regular service with the City of Saint Paul will continue to be counted toward
meeting the service requirement of this Subdivision 1.7 B, C or D, but not for 1.1 E. •
12 Emolovees hired into District service after May 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 requirement.
1.3 Eligibility requirements for all retirees:
A. 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 heafth insurance program, or in any other Employer-paid health insurance
program.
B. Additional dependenis beyond thase designated to ihe Disirict at the time of
retirement may not be added at District expense afier retirement.
C. 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.
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Ol- 379
� ARTICLE 14. INSURANCE (continued)
Subd. 2. Emolover Contribution Levels for Emolovees Retirinq Before Age Sixtv-Five
2.1 Health Insurance Employer Contribution
Employees who meet the requirements in Subd. ? or Subd. 2 will receive a District
contribution toward health insurance until the employee reaches sixty-five (65) years of
age as defined in this subdivision.
2.1.1 The District contribution toward health insurance premiums will equal the same
dollar amount the District contributed for single or family coverage to the carrier in
the employee's Iast month of active employment.
2.12 In the event the District changes health insurance carriers, it wi!( have no impact
on the District contribution for such coverage.
2.1.3 Any employee who is receiving family coverage premium contribution at date of
retirement and later changes to single coverage will receive the dollar contribution
to single coverage that was provided in the contract under which the retirement
became effective.
22 Life Insurance Employer Contribution
The District will provide for early retirees who qualify under the conditions of 1.1 or 12
above, premium contributions for eligible retirees for $5,000 of life insurance only until
their sixty-fifth (65th) birthday. No life insurance will be provided, or premium
• contributions paid, for any retiree age sixty-five (65) or over.
Subd. 3. Benefit Elipibilitv for Emqlovees After Aqe Sixty-Five (651
3.1 Emplovees hired into the District before Mav 1, 1996. who retired before age sixty-five
(65) and are receiving benefits per Subd. 2 above are eligible, upon reaching age sixty-
five (65), for employer premium contributions for health insurance described in Subd. 4 of
this Article.
3.2 Emplovees hired into the District before Mav 1. 1996, who retire at age sixty-five (65) or
oider must have completed the eligibility requirements in Subd. 1 above or the following
eligibility requirements to receive District contributions toward post-age-sixry-five (65)
health insurance premiums:
A. Employees hired before January 1, 1990, must have completed at least ten (10) years
of continuous employment with the District. For such employees or early retirees who
have not completed at least ten (10) 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 eariy retirees, upon their
reaching age sixty-five (65).
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ARTICLE 14. INSURANCE, Section 2. (continued)
B. Employees hired on or after January 1, 1990 and prior to May 1, 1996, must have
completed twenty (20) years of continuous employment with the District. For such
employees or early retirees who have not compieted at least twenty (20) years of
service with ihe 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).
Years of certified civil service time with the City of Saint Pauf earned prior to May 1, 1996,
will continue to be counted toward meeting the DistricYs service requirement of this Subd.
3. Civil service time worked with City of Saint Paul after May 1, 1996, will be considered a
break in District employment.
3.3 Emplovees hired on or after Mav 1, 1996, shall not have or acquire in any way any
eligibility ior Employer-paid health insurance premium contribution for coverage in
retirement at age sixty-five (65) and over in Subd. 4. Employees hired on or after
May 1, 1996, shall be eligible for only earlv retirement insurance premium contributions as
provided in Subd. 2 and Deferred Compensation match in Subd. 5.
Subd. 4. Employer Contribution Levels for Retirees After Aae Sixtv-Five (651
4.1 Emplovees hired into the District before Mav 1. 1996, and who meet the eligibility
requirements in Subdivisions 3.1 or 32 of this Article are eligible for premium
contributions for a Medicare Supplement health coverage policy selected by the Disirict.
Premium contributions for such policy will not exceed:
Coveraoe 7we
Medicare Eligible
Non-Medicare Eligible
Sinole Famiiv
$300 per month $400 per month
$400 per month $500 per month
At no time shall any payment in any amount be made directly to the retiree.
Any premium cost in excess of the ma�cimum contributions specified must be paid directly
and in full by the retiree, or coverage will be discontinued,
Subd.5. Employees hired after Mav 1. 1996, after completion of three (3) full years of
consecutive active service in independent Schooi District No. 625, are eligible to participate in an
employer matched Minnesota Deferred Compensation Plan. Upon reaching eligibility, the District
will match up to $50 per paycheck up to $500 per year of consecutive active service, up to a
cumulative lifetime maximum of $12,500. Part-time employees working half-time or more will be
eligible for up to one half (50%) of the availabie District match. Approved non-compensa4ory
leave shall not be counted in reaching the three (3) fup 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 Disirict, is solely responsible for determining his/her total
maximum allowab(e annual contribution amount under IRS regulations.
The employee must initiate an application to participate through the DistricYs specified
procedures.
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� ARTICLE 15. PROBATION
15.1 General Principles. This Article is effective for appointments made on or after May 1,
1994. For the purpose of this Article, six (6) months shall mean six (6) full-time equivalent
months (1,040 hours on the payroll). The calculation for time on probation will exciude
any unpaid breaks not worked by the employee. Extended absences of any kind (paid or
unpaid) lasting one (1) week or more in duration may be excluded when calculating time
toward the completion of any probationary period.
15.1.1 If a District employee who is covered by this Agreement transfers to a position
in the City of Saint Paul, that employee will have the right to return to his/her
former position or to a position to which the employee may have been
transferred or assigned prior to the new assignment, during or immediately at
the conclusion of that probationary period, if the employee fails probation in the
City position.
152 Oriainal Emolovment Probation. A new employee shall serve a six (6)-month
probationary period, as defined in 15.1, above, following regular appointment from an
eligible list to a position covered by this Agreement. At any time during this original
probationary period, the employee may be suspended, disciplined or discharged at the
discretion of the Employer, and without recourse to the grievance procedure.
15.3 Promotional probation. An employee newly promoted to a position covered by this
Agreement shall remain on promotional probation tor a period of six (6) months. At any
time during this probationary period, the employee may be returned to the employee's
previous position or to a position to which the employee may have been transferred or
assigned prior to the promotion, at the discretion of the Employer, and without recourse to
� the grievance procedure.
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ARTICLE 16. SENIORITY
16.1 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 contined 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 employee's rank on the eiigible
list from which certification was made.
162 Seniority shall terminate when an employee retires, resigns or is discharged.
16.3 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. However, when layoff occurs in any of the titles listed below
under Column A, layoff shall be based on inverse length of total seniority in all titles listed
on the corresponding line under Column B.
The Human Resource Department will identify such least senior employee in the
department reducing positions, and shall notify said employee of his/her reduction from
tfie department. If there are any vacancies in any of the titles under Column B on which
seniority was based, in any other District department, the Human Resource Department
shall place the affected employee in such vacancy. If two or more vacant positions are
available, the Human Resource Department shall decide which vacant positions the
affected employee shall fiil. If no vacancy exists in such tities, then the least senior
District employee in such titles shall be identified, and if the employee affected by the
original departmental reduction is more senior, he/she shall have the right to claim that
position and the least senior District employee in such titles shall be the empioyee laid off.
For the purposes of this Articie, the Board of Education is not included as a City
department nor is a Board of Education employee included as a City employee.
Column A
Child Development Technician BOE
Engineering Aide I BOE
Engineering Aide II BOE
*Speciai Student Attendant BOE
Coiumn B
Child Development Technician BOE,
'Special Student Attendant BOE
Engineering Aide I BOE,
Engineering Aide II BOE
Engineering Aide I BOE,
Engineering Aide II BOE
Child Development Techrician BOE,
'Special Student Attendant BOE
Clerk I BOE
Clerk II BOE
Clerk-Stenographer I BOE
Clerk-Typist I BOE
Clerk-Typist II BOE
Data Entry Operator I BOE
*Abolished except as to present incumbents.
Clerk I BOE, Cierk II BOE
Clerk I BOE, Clerk II BOE
Clerk-Stenographer I BOE,
Clerk-Stenographer II BOE
Clerk-Typist I BOE, Clerk-Typist 11 BOE
Clerk-Typist Il BOE, Clerk-Typist I BOE
Data Entry Operator I BOE
Data Entry Operator II BOE
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ARTICLE 16. SENIORITY (continued)
� 16.4 In cases where there are promotional series, such as Technician I, II, Iil, etc., when the
number of employees in these higher titles is to be reduced, employees who have held
lower titles which are in this bargaining unit will be offered reductions to the highest of
these titles to which class seniority would keep them from being laid off, before layoffs are
made by any class titfe in any department.
16.5 In cases where an employee to be laid off has held no regular appointment in a lower title
in the same promotional series as his(her current title, that empioyee wil{ be offered a
reduction to the title within the bargaining unit to which he/she was regularly appointed
immediately prior to his/her current title, so long as there is either a vacancy or, ifi no
vacancy exists, a less senior employee in such title may be displaced. In cases where an
employee to be laid off has held no regular appointment to any titles immediately prior to
hislher current title, said employee shall be laid otf. The employee reducing into a title
formerly held must satisfactorily complete a six (6)-month probationary period in such title.
If the probationary period is not satisfactory, the employee shall, at any time during the
probationary period, be reinstated to his/her former title and shall be laid off, but such
employee's name wilf be placed on tfie reinstatement register in hislher former titie and
"bumping" rights herein shall not again appiy to such empioyee.
This procedure will be followed by the Board of Education for Board of Education
employees. City employees being reduced or laid off may not displace Board of
Education empioyees. Soard ot Education employees being reduced or laid off may not
displace City employees.
16.6 It is understood that such employees will pick up their former seniority date in any class of
� positions that they previously held.
16.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire
after two years ot layoff.
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ARTlCLE 17. DISCIPLINE
17.1 Discipline will be administered for just cause only. Discipline will be in the torm of the �
following actions. Such actions may be taken in an order different form that listed here,
based on the specific employee action.
17.1.1 Oral reprimand;
i7.1.2 Written reprimand;
17.1.3 Suspension;
17.1.4 Reduction;
17.1.5 Discharge.
172 Any written reprimand made concerning any member of this bargaining unit which is filed
with the Human Resource Department or within any Employer department, shall be
shown to the member before it is placed on file, Before the reprimand is piaced on file,
the Employer shall request from the employee an acknowledgment, in writing, that the
reprimand has been read by said employee.
17.3 Suspensions, reductions, and discharges will be in written form.
17.4 Employees and the Union will receive copies of written reprimands and notices of
suspension and discharge.
17.5 Employees may examine all information in their Empioyer 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.
17.6 Preliminarv review. Prior to issuing a disciplinaty action of unpaid suspension, demotion, .
or discharge, the supervisor will make a recommendation to his/her supervisor regarding
proposed discipline. That supervisor wiii then offer to meet with the employee prior to
making a final determination of the proposed discipline. The emptoyee shali have the
opportunity to have Union representation present and be provided the opportunity to
speak on his/her behalf regarding the proposed action. If the employee is unable to meet
wiih the supervisor, the employee wil! be given the opportunity to respond in writing.
17.7 An employee to be questioned concerning an investigation of disciplinary action shall
have the right to request that a Union representative be present.
17.8 A grievance relating to this Article shal� be processed in accordance with the grievance
procedure in Article i9 of this Agreement. This prov,ision is not intended to abrogate
rights of veterans pursuant to statute.
ARTICLE 18. EMPLOYEE RECORDS
18.1 Any written reprimand made concerning any member of this bargaining unit which is filed
wilh the Human Resource Department or within any Employer department, shall be
shown to the member before it is placed on file. Before the reprimand is placed on file,
the Employer shali request from the empfoyee an acknowiedgment, in writing, that the
reprimand has been read by said employee.
182 Any member of ihe bargaining unit may, during usual working hours, with the approvai of
the supervisor, review any material placed in the employee's personnel file, after first
giving proper notice to the supervisor in custody of such file.
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ARTICLE 19. GRIEVANCE PROCEDURE
19.1 The Employer shall recognize stewards selecied in accordance with Union rules and
regulations as the grievance represe�tative of the bargaining unit. The Union shall notify
the Employer in writing of the names of the stewards and of their successors when so
named.
19.2 It is recognized and accepted by the Employer and the Union that the processing of
grievances as hereinafter provided is limited by the job duties and responsibilities of the
employees and shall therefore be accompiished during working hours only when
consistent with such empfoyee duties and responsi6ilities. 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 notiSied and received the
approval of their supervisor to be absent to process a grievance and that such absence
wouid not be detrimental to the work programs of the Empioyer.
19.3 The procedure established by this Article shail be the sole and exclusive procedure,
except for the appeal of disciplinary action as provided by Article 17, for the processing of
grievances, which are defined as an alleged violation of the terms and conditions of this
Agreement.
19.4 Grievance shall be resolved in conformance with the following procedure:
Steo �. 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 Union. 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 Union within fifteen (15)
workdays of the first occurrence of the event giving rise to the grievance shall
be considered waived.
Steo 2. Within ten (10) workdays after receiving the written grievance, a designated
Employer supervisor shall meet with the Union 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 Union within five (5) workdays following
this meeting. The Union may refer the grievance in writing to Step 3 within ten
(10) workdays following receipt of the Employer's written answer. Any
grievance not referred in writing by the Union within ten (10) workdays foilowing
receipt of the Employer's answer shall be considered waived.
5tep 3. Within ten (10) workdays following receipt of a grievance referred from Step 2,
a designated Employer supervisor shall meet with the Union Business Manager
or his/her designated representative, the Employee, and the steward, and
attempt to resolve the grievance. Within ten (10) workdays following this
meeting, the Employer shali reply in writing to the Union, stating the Employer's
answer concerning the grievance. If, as a result of the written response, the
grievance remains unresolved, the Union may refer the grievance to Step 4.
Any grievance not referred in writing by the Union to Step 4 within ten (10)
workdays following receipt of the Employer's answer shall be considered
waived.
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ARTICLE 19. GRIEVANCE PROCEDURE (continued)
Step 4. if the grievance remains unresolved, the Union may within ten (10) workdays
after the response of the Employer in Step 3, by written notice to the Employer
request arbitration of the grievance. The arbitration proceedings shall be
conducted by an arbRrator to be selected by mutuai agreement of the Employer
and the Union within ten (10) workdays 2fter notiCe has been given. If the
parties fail to mutually agree upon an arbitrator within the said ten (10)-day
period, either party may request the Bureau of Mediation Services to submit a
panel of five (5) arbitrators. Both the Employer and the Union shall have the
right to strike two (2) names from the panel. The Union shail strike ihe first
(1st) name; the Employer shall then strike one (1) name. The process wiil be
repeaYed and the remaining person shal! be the arbitrator.
19.5 The arbitrator shali 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 Union 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 ciose
ot the hearing or ihe 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 Union, and the employees.
�
19.6 The fees and expenses for the arbitratoPs services and proceedings shali be borne •
equaily by the Employer and the Union, provided thaf each parry shall be responsible for
compensating its own representatives and witnesses. If either party desires a verbatim
record of ihe proceedings, it may cause such a record to be made, providing it pays for
the record.
19.7 The time limits in each step of this procedure may be extended by mutual agreement of
the Employer and the Union.
19.8 It is understood by the Union and the Employer that if an issue is determined by this
grievance procedure, it shall not again be submitted for determination in another forum. It
an issue is determined by any other forum, it shall not again be submitted for arbitration
under this grievance procedure. This provision is°rtot intencfed Fa abrogate rights under
state or federal statutes.
19.8.1 Notwithstanding that portion of Article 272 referring to laws of the City of Saint
Paul, no issue regarding actions taken under this Agreement shall be submitted
to the Civil Service Commission, except as permitted in Article 77.8, for
persons covered by veterans preference.
�
22
v�-3�9
�
ARTICLE 20. TEMPORARY EMPLOYEES
20.1 It is recognized that temporary employees are within the unit covered by this Agreement,
however, except as specifically provided by this Agreement, temporary employees shall
not have or acquire any rights or benefits other than specifically provided by the provisions
of the Civil Service Rufes and/or the Saint Paul Salary Plan and Rates of Compensation.
In cases of temporary work, appointment officers may fill a vacant position with a
temporary employee. The appointing officer must indicate in making such a request that
such employment is in fact temporary. No person shall serve as a temporary employee
more than 1040 working hours in any fiscal year. No person may work in excess of 1040
hours unless the Human Resources Director approves such extension prior to the use of
the full 1040 hours.
Persons on appropriate eligible lists shall be given, at the discretion of the Human
Resources Director, preference in temporary appointment, and their names shall remain
on all eligible lists for regular employment.
The Human Resources Director may aker the number of working days permitted upon
determination that market conditions warrant an adjustment.
Whenever discretionary changes are made in accordance with this section by the Human
Resources Director, the effective date of the action shall be preceded by a twenty day
public notice period. This period shall be initiated by notice to the recognized bargaining
unit for the title affected and the affected departments.
•
u
ARTICLE 21. BULLETIN BOARDS
21.1 The Employer shall provide reasonable bulletin space for use by the Union in posting
notices of Union business and activities. Said bulietin board space shall not be used by
the Union for political purposes other than Union elections. Use of this bulletin board is
subject to approval of the department head.
ARTICLE 22. VACANCIES
22.1 The Human Resource Department will send notices of job vacancies to each building to
be posted at least five (5) working days before tilling the vacancy so that qualified District
employees who hold the title may apply for consideration.
22.2 For the purpose of this ARicle, a vacancy need not be posted if it is to be filled by a
current employee to avoid a layoff.
22.3 For the purpose of this Article, a vacancy need not be posted if it is to be filled through
reinstatement of a laid-off School District employee covered by this Agreement with recall
rights to the vacancy.
ARTICLE 23. NON-DISCRIMINATION
23.1 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 Union.
23.2 Employees will pertorm their duties and responsibilities in a non-discriminatory manner as
such duties a�d responsibilities involve other employees and the general public.
23
ARTICLE 24. NO STRIKE, NO LOCKOUT
24.1 Neither the Union, its officers or agents, nor any of the employees covered by this
Agreement will engage in, encourage, sanction or support any strike, or the withholding in
whole or in part of the full pertormance of their duties during the iife of this Agreement,
except as specifically allowed by the Pubtic Employment Labor Relations Act. In the
event of a violation of this Articie, the Employer will warn employees of the consequences
of their action and shall instruct them to immediately return to their normal duties. Any
employee who fails to return to his/her full duties within twenty-four (24) hours of such
warning may be subject to the penalties provided in the Public Employment Labor
Relations Act.
242 No lockout, or refusal to allow employees to perform available work, shall be instituted by
the Employer and/or its appointing authorities during the life of this Agreement.
ARTICLE 25. LEGAL SERVICES
25.1 Except in cases of malfeasance in office or wiliful or wanton neglect of duty, the Employer
shall defend, save harmless, and indemnify employee against tort claim or demand,
whether groundless or otherwise, arising out of alleged acts or omission occurring in the
pertormance or scope of the employee's duties.
252 Notwithstanding 25.1, 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.
ARTICLE 26. SAFETY SHOES
The District agrees to pay fifty dollars ($50) per year toward the purchase or repair of safety sfioes
for an employee who is a member of this unit, under the following conditions:
The District shall contribute toward the purchase or repair of one (1) pair of shoes per
contract year and shall not be responsibie for any additionai cost of any additional shoes
hereafter. This reimbursement of fifty dollars ($50j sha(f be made only after verification of
expenditure and approval by the Department head or designated supervisor of the
employee. This fifty dollar ($50) Employer contribution shall apply only to those
employees who are required to wear protective shoes or boots by the Employer, and the
contribution shaq not exceed the actual co„st, of, such shoes or, boots.
ARTICLE 27. TERMS OF AGREEMENT
27.7 Comolete Aareement and Waiver of Bargainina. This Agreement shall represent the
complete Agreement between the Union and the Employer. The parties acknowiedge
that during the negotiations which resulted in this Agreement, each had the unlimited right
and opportunity to make requests and proposals with respecf fo any subject or matter not
removed by law from the area of collective bargaining, and that the complete
understandings and agreements arrived at by the parties after the exercise of that right
and opportunity are set forth in this Agreement. Therefore, the Employer and the Union,
for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each
agrees that the other shall not be obligated to bargain collectively with respect to any
subject or matter referred to or covered in this Agreement.
�
•
•
24
O/ 37y'
� ARTICLE 27. TERMS OF AGREEMENT (continued)
27.1.1 Pav Eouitv - Possible Re-Ooener.
If, during the term of this Agreement, the District is found out of compiiance with
Pay Equity requirements by the Minnesota Depar[ment of Empioyee Relations
(DOER), and if the finding of non-compiiance indicates that American
Federation of State, County, and Municipai Empioyees' classes which are
female-dominated and described by DOER as under-compensated are a
specific corrtributing cause of the non-compfiance judgment, and 'rf the non-
compliance judgment stands after the completion of any and aii appeal
processes, then the District and the Union wiii re-open the contract for the sole
purpose of negotiations limited to efSarts to address the specii'�c compliance
prob(ems in a manner designed by the parties to move toward compliance.
The Union and the District acknowledge that no right to strike is derived from
any outcome of the negotiations or lack of agreement during this re-opener,
shouid it be necessary to re-open.
27.2 Savings Clause. This Agreement is subiect to the laws of the United States, the State of
Min�esota, and the Gity of Saint Paut. ln the event any provision of this Agreement shall
hold to be contrary to law by a court of competent jurisdiction from whose finai judgment
or decree no appeai has been taken within the time provided, such provision shalf be
voided. All other provisions shali continue in full force and effect.
27.3 Term of Aareement. This Agreement shail be in full force and effect from July 1, 2000,
through June 3Q, 2002, and shali be automaticalty renewed from year to year thereafter
unless either party shall notify the other in writing by June 1 that it desires to modify or
� terminate this Agreement.
27.4 This constitutes a tentative Agreement between the parties which wifl be recommended
by the Negotiations/Labor Relations Manager, but is subject to the approval of the Board
of Education and is also subject to ratification by Local Union No. 844.
W ITNESSES:
INDEPENDENT SCHOOL DISTRICT NO.
625
� L— ���
Chair, Bo of Educa io
LOCAL UNION 844, DISTRICT COUNCIL
14 OF THE AMERICAN FEDERATION OF
•
25
jZ . j9- dC>
Date
! - �/-a d
Date
D/- 3Z�
�
APPENDICES A, B AND C
APPENDIX A: SALARY SCHEDULES
APPENDIX B: TITLES AND GRADES
APPENDIX C: CLERICAL STANDARD RANGES
i
�
2�
APPENDIX A: TITLES AND WAGES �
Clerical and Technical Employees
All Tiiles are Board of Education Titles and Unique from Ciiy of Saint Paui Titles
Years of Service Siart 7 2 3 4 5 70 15
Step � 2 3 4 5 6 7 8
Grade 7
Trainee (Clerical) BOE
Trainee (Child Development) BOE
Trainee {Maintenance) BOE
Trainee (Storehouse) BOE .
7-1-00 9.55 102i 70.58 10.94 1i27 11.61 71.95 72.46
6-30-Ot 9.74 10.42 10.79 71.16 11.49 11.95 12.31 12.96
Grade 8
Trainee (Counselor Aide) BOE
Trainee (Management)BOE
Trainee (Technical) BOE
7-1-00 9.77 10.41 10.78 1120 11.53 11.88 1223 12.75
6-30-Ot 9.96 10.62 10.99 11.42 11.76 1223 12.60 13.26
Grade 9
Clerk I BOE
Service Worker II BOE •
7-1-00 9.96 10.67 11.02 11.44 1 t.78 12.13 12.50 13.02
6-30-01 10.16 70.88 1124 11.67 12.02 12.50 12.87 13.54
Grade 10
Clerk-Typist I BOE
Clerk-Typist I (Bilingual) BOE
7-1-00 10.79 10.85 1124 11.60 71.95 12.31 12.67 1320
6-30-07 70.39 11.06 17.46 17.83 12.79 12.67 73.05 13.73
Grade 12
Data Entry Operator I BOE ' � �
7•7-00 10.58 11.36 11.76 12.18 12.55 12.93 73.31 13.86
6-30-07 10.79 17.58 12.00 12.43 72.80 73.37 13.77 74.47
Grade 13 �
Clerk-Stenographerl BOE
Mail Clerk BOE
7-1-00 10.78 1'1.57 11.99 12.46 12.83 1322 13.62 14.17 �
6-30-Ot 10.99 11.80 1223 12.71 13.09 13.62 14.02 14.74
Grade 14
Clerk 11 BOE
7-1-00 11.02 11.83 1229 12.74 13.12 13.51 13.92 14.48
&30-07 1124 12.06 12.53 12.99 13.38 13.92 74.33 15.06
.
28
o�- 37 9
• Years of Service Start 7 2 3 4 5 /0 15
Step 1 2 3 4 5 6 7 8
Grade 15
Order Distribution Assistant BOE
7-1-00 1124 12.03 12.53 13.04 13.43 13.84 1425 14.83
&30-01 11.46 1227 '12.78 13.3G 1370 1425 14.68 15.42
Grade 16
Data Entry Operator II BOE
7-1 AO 11.49 12.37 12.85 13.41 13.81 1422 14.55 1524
6-30-01 11.72 12.62 13.17 13.68 14.09 14.65 15.09 75.&5
' Grade 17
Cferk-Typist II BOE
Clerk-Typist II (Bilingual) BOE
Receptionist BOE
7-1-00 11.76 12.66 13.16 13.74 14.15 14.57 15.01 15.63
630-01 72.00 12.92 13.42 14.07 14.43 15.01 75.46 t626
Grade 79
Accounting Cierk I BOE
Clerk-Stenographer II BOE
EDP Aide BOE
Security Monitor 80£
Storeroom Assistant BOE
7-7-00 1229 1327 13.86 14.47 14.91 75.36 15.82 16.44
� &30-Ot t2.53 13.53 14.t4 14.76 t521 t5.82 1629 17.10
Grade 20
Clerk III BOE
Community Education Clerk-Typist BOE
7-1-00 72.55 13.67 1425 14.88 15.33 75.79 1626 76.90
6-30-01 72.80 13.95 14.54 15.18 15.64 1626 16.75 17.57
Grade 21
Courier BOE
Delivery Assistant BOE
7-1-00 12.85 13.97 14.58 1526 15.72 16.19 16.67 17.32
6-30-01 13.11 7 4.25 14.88 15.56 16.03 16.67 17.17 18.01
Grade 22
Clerk-Stenographer {11 BOE
. Clerk-Typist III BOE
Clerk-Typist III (Bilingual) BOE
Data Entry Operator III BOE
� Dupiicating Equipment Operator BOE
Payroll Cierk I BOE
School Business Cterk BOE
Security Monitor II BOE
Substitute School Clerk BOE
7-1-00 13.16 74.35 15.05 75.71 76.19 16.67 '17.17 17.83
630-01 73.42 14.64 15.36 16.03 16.5� 17.17 17.69 "18.55
•
�
Years of Service Start 7 2 3 4 5 70 15 �
Step 1 2 3 4 5 6 7 8
Grade 23
Cashier BOE
Library Technician BOE
7-1-00 13.53 14.74 75.38 16.09 16.57 17.07 17.58 1826
6-30-07 73.80 15.04 15.69 16.41 76,91 17.58 18.11 18.99
Grade 24 •
Accounting Clerk II BOE
Child Development Technician BOE
`Special Student Attendant BOE
Tecfinical User Support 1 BOE
Technology Support Technician II BOE
7-1-00 13,89 15.13 15.82 16.56 17.06 77.57 18.10 78.79
6-30-01 74.17 15.44 76.74 76.89 77.40 78.10 78.64 79.54
Grade 25
Elementary School Clerk BOE
Nutrition Program Clerk BOE
Occupational Therapy Assistant BOE
Physical Therapy Assistant BOE
7-T-00 14.24 15.53 1620 16.89 17.40 17.92 18.46 19.16
6-30-Ot 14.52 15.84 16.52 1723 77.75 18.46 79.01 19.92
Grade 26
Architectural Drafler Trainee BOE •
Computer Operator BOE
SASI/Parlant Suppor[ Assistant BOE
7-1-00 t4.63 15.97 16.69 17.44 17.96 78.50 19.06 19.77
6-30-Ot 14.92 16.28 17.02 17.79 18.32 19.06 19.63 20.57
Grade 27
Cferk N BOE
Elementary School Clerk BOE (effective 630-07)
Furniture Processor BOE
tviiddie teve( School CSe1c 30E
Payroll Clerk II BOE
Storekeeper BOE
Student Data Cterk IV BOE
7-1-00 14.63 16.03 16.77 17.57 18.09 18.64 19.19 19.92 �
6-30-Ot 14.92 16.35 17.10 17.92 18.45 19.19 19.77 20.71
Grade 29
Duplicating Equipment Operator Supervisor BOE
Storekeeper (Food Service) BOE
7-i-00 75.42 16.89 17.71 78.51 19.06 19.63 2022 20.98
630-01 15.72 7723 18.06 18.88 19.44 2022 20.83 21.81
•
30
0`-3��
� Years of Service Start 7 2 3 4 5 10 75
Step 1 2 3 4 S 6 7 8
Grade 30
Accounting Technician I BOE
Architeciural Drafter BOE
E.D.P. ProgrammerTrainee BOE
Instructional Media Clerk BOE
Instructional Media Technician BOE
Procurement Specialist Trainee BOE
, Secretary BOE
Senior High School Clerical Services Supervisor BOE
7-1-00 15.87 17.33 18.19 19.02 79.60 20.78 20.79 21.56
6-30-Ot 16.19 17.68 18.56 19.41 19.99 20.79 27.41 22.42
Grade 31
Clerical Supervisor BOE
Storeroom Supervisor BOE
7-1-00 1629 17.82 18.63 19.53 20.11 20.72 21.34 22.12
6-30-01 16.62 18.77 19.01 19.92 20.52 21.34 21.98 23.01
Grade 32
lnformation Systems Technician BOE
Payroll Information Systems Technician BOE
Procurement Specialist BOE
• SASI/Parlant Technical Trainer BOE
7-1-00 16.75 78.33 1920 20.09 20.69 21.32 21.96 22.76
630-01 17.09 18.70 19.58 20.49 21.11 27.96 22.61 23.67
Grade 33
Payroll Systems Supervisor BOE
Technical User Support II BOE
Technology Support Technician fll BOE
Transportation Coordinator I BOE
7-7-00 1720 18.87 19.73 20.66 2728 21.91 22.57 23.40
6-30-Ot 17.55 1925 20.13 27.07 27.70 22.57 2325 24.33
Grade 34
Accounting Technician II BOE
7-1-00 17.71 19.39 2026 2122 21.86 22.51 23.19 24.03
630-07 18.06 19.77 20.67 21.65 22.30 23.19 23.89 24.99
Grade 35
Tratfic Operattons Coordinator BOE
. 7-t-00 18.79 19.90 20.86 21.83 22.49 23.76 23.86 24.72
630-01 18.56 20.30 2128 2227 22.94 23.86 24.57 25.71
Grade 36
Accounting and Systems Technician BOE
Disbursemeni Auditing Supervisor BOE
E.D.P. Programmer BOE
Network Technician I BOE
• 7-1-00 '18.70 20.47 21.46 22.A9 23.17 23.86 24.58 25.46
630-01 19.07 20.88 21.89 22.94 23.63 24.58 25.32 26.A8
31
Years of Service Start 1 2 3 4 5 10 15 �
Step 1 2 3 4 5 6 7 8
Grade 3>
Transportation Coordinator II BOE
7-1-00 1921 21.05 22.04 23.09 23.78 24.49 2523 26.13
630-01 19.60 27.47 22.48 23.55 2426 2523 25.99 27.18
Grade 38
Accounting Technician III BOE
7-1-00 79.78 21.66 22.68 23.73 24.44 25.78 25.93 26.86
6-30-01 20.17 22.09 23.13 2421 24.93 25.93 26.71 27.93 .
Grade 40
Applications Systems ProgrammedAnalysi BOE
Nehvork Technician II BOE
7-1-00 20.94 22.92 23.98 25.14 25.90 26.68 27.48 28.45
6-30-01 21.36 23.37 24.46 25.65 26.42 27.48 28.30 29.58
Grade 42
Accounting 7echnician fV BOE
7-1-00 22.10 24.25 25.40 26.59 27.39 2821 29.05 30.07
6-30-07 22.54 24.74 25.90 27.12 27.93 29.05 29.92 3127
Grade 44
E.D.P. �ead Programmer BOE
7-1-00 23.39 25.66 26.92 28.16 29.00 29.87 30.77 31.84
630-01 23.86 26.18 27.46 28.72 29.58 30.77 31.69 33.11 •
Hourly Titles
Clerical Assistant BOE
7-1-00 927 9.53 9.79
630-07 9.55 9.8� 10.08
Storehouse Helper BOE
7-t-00 76.74 77.19
6-30-01 1724 17.71
Stores Clerk (School Food Service) BOE
7-7-00 17.65 78.09
6-30-Ot 18.18 18.63
•
32
�l-- 37 9
�
APPENDIX B
BOARD OF EDUCATION CLERICAL TITLES AND GRADES
.
•
Grade
19
24
23
Hourly
31
9
14
20
27
13
19
22
10
10
17
17
22
22
20
26
21
12
16
22
21
36
22
29
19
25
27
27
30
Title
Accounting Clerk I BOE
Accounting Clerk ii BOE
Cashier BOE
Clerical Assistant BOE
Clerical Supervisor BOE
Clerk I BOE
Clerk ll BOE
Clerk III BOE
Clerk IV BOE
Clerk-Stenographer I BOE
Clerk-Stenographer II BOE
Clerk-Stenographer III BOE
Clerk-Typist I BOE
Clerk-Typist I (Bilingual) BOE
Clerk-Typist II BOE
Clerk-Typist II (Bilingual) BOE
Clerk-Typist III BOE
Clerk-Typist Ill (Bilingual) BOE
Community Educ. Clerk Typist BOE
Computer Operator BOE
Courier/Data Processing Aide BOE
Data Entry Operator I BOE
Data Entry Operator II BOE
Data Entry Operator III BOE
Delivery Assistant BOE
Disbursement Auditing Supervisor BOE
Duplicating Equip. Operator BOE
Duplicating Equip. Operator Supv. BOE
EDP Aide BOE
Elementary School Clerk BOE
Elementary School Clerk BOE (eff. 6/30/0�)
Furniture Processor BOE
Instructional Media Clerk BOE
Grade Title
13 Mail Clerk BOE
27 Middie Levei Schooi Cferk BOE
25 Nutrition Program Clerk BOE
15 Order Distribution Assistant BOE
22 Payroll Clerk I BOE
27 Payroll Gierk II BOE
33 Payrolf Systems Supervisor BOE
32 Procurement Specialist BOE
30 Procurement Specialist Trainee BOE
17 Receptionist BOE
22 School Business Clerk BOE
30 Secretary BOE
19 Security Monitor BOE
22 Security Monitor II BOE
30 Sr. High School Clerical Services Supv. BOE
9 Service Worker II BOE
Hourly Storehouse Helper BOE
27 Storekeeper BOE
29 Storekeeper (Food Service) BOE
19 Storeroom Assistant BOE
31 Storeroom Supervisor BOE
Hourly Stores Clerk {School Food Service) BOE
27 Student Data Glerk IV BOE
22 Substitute School Clerk BOE
7 Trainee (Cierical) BOE
7 Trainee (Child Development) BOE
7 Trainee (Maintenance) BOE
7 Trainee (Storehouse) BOE
35 Traffic Operations Coordinator BOE
33 Transportation Coordinator I BOE
37 Transportation Coordinator II BOE
33
APPENDIX B (continued)
BOARD OF EDUCATION TECHNICAL TITLES AND GRADES
36
30
34
38
42
17
40
30
26
24
17
30
44
36
40
30
22
Accounting & Systems Technician BOE
Accounting Technician I BOE
Accounting Technician II BOE
Accounting Technician III BOE
Accounting Technician iV BOE
Adaptive Recreation Assistant BOE
Applications Sys. Prog./Analyst BOE
Architectural Drafter BOE
Architectural Drafter Trainee BOE
Child Development Technician BOE
Dentai Assistant BOE
Dentai Hygienist BOE
E.D.P. Lead Programmer BOE
E.D.P. Programmer BOE
E.D.P. Programmer Analyst BOE
E.D.P. Programmer Trainee BOE
Engineering Aide I BOE
"'Abolished wccept as tu present incumben[s.
26
17
32
30
23
36
40
25
32
25
26
32
24
24
33
24
33
Engineering Aide II BOE
Health and Education Assistant BOE
Information Systems Technician BOE
Instructional Media Technician BOE
Library Technician BOE
Network Technician I BOE
Network Technician II BOE
Occupational Therapy Assistant BOE
Payroil Information System Technician BOE
Physical Therapist Assistant BOE
SASI/Parlant Support Assistant BOE
SASI/Parlant Technical Trainer BOE
Special Student Attendant' BOE
Technical User Support I BOE
Technical User Support II BOE
Technology Support Technician II BOE
Technology Support Technician III BOE
�
�
i
34
�
•
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APPENDIX C: CLERICAL AND TECHNICAL STANDARD RANGES
Vears of Service
Step
Grade 1
2
3
4
5
6
7
s
9
10
11
72
73
14
75
76
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
Start 1 Year 2 Years 3 Years
1 2 3 4
8.73
8.89
9.03
9.19
9.38
9.55
s.n
9.96
10.19
10.33
10.58
10.78
11.02
1124
11.49
1176
11.99
1229
12.55
12.85
13.16
13.53
13.89
14.24
14.63
14.63
15.05
15.42
15.87
16.29
16.75
1720
17.71
18.19
18.70
1921
19.78
20.34
20.94
21.50
22.70
22.76
23.39
24.03
24.�5
25.49
2626
27.05
27.86
928
9.46
9.75
9.82
10.01
1021
i o.ai
7 0.67
10.85
11.09
1 �.36
17.57
17.83
12.03
12.37
12.66
13.00
1327
13.67
13.97
14.35
14.74
15.13
15.53
15.97
� 6.03
76.40
16.89
17.33
17.82
18.33
18.87
19.39
19.90
20.47
2t.05
21.66
2227
22.92
23.59
2425
24.92
25.66
26.38
27.�8
27.99
28.83
29.70
30.59
9.55
9.77
9.96
10.19
10.33
10.58
io.�s
11.02
1124
11.46
1176
11.99
1229
12.53
72.85
13.16
13.53
13.86
1425
14.58
15.05
15.38
15.82
1620
i s.ss
tis.n
17.19
17.71
18.19
18.63
1920
19.73
2026
20.86
21.46
22.04
22.68
23.34
23.98
24.67
25.40
26.09
26.92
27.62
28.45
29.37
30.18
31.09
32.02
9.89
10.12
1029
10.52
10.70
10.94
1720
11.44
11.60
11.88
72.18
12.46
12.74
13.04
73.41
13.74
14.10
14.47
14.88
1526
15.71
16.09
16.56
16.89
n.aa
17.57
17.94
18.51
7 9.02
7 9.53
20.09
20.66
2122
21.83
22.49
23.09
23.73
24.42
25.14
25.85
26.59
27.34
28.16
28.97
29.84
30.74
31.66
32.61
33.59
35
ol- 3��
JULY 1, 2000
4 Years 5 Years 10 Years 15 Years
5 6 7 8
10.19
70.42
10.60
10.84
11.02
1127
11.53
17.78
11.95
1224
72.55
12.83
13.12
13.43
73.81
14.15
14.52
14.91
15.33
15.72
16.19
16.57
17.06
17.40
n.ss
18.09
18.48
19.06
19.60
20.11
20.69
21.28
21.86
22.49
23.17
23.78
24.44
25.76
25.90
26.63
27.39
28.16
29.00
29.84
30.74
31.66
32.61
33.59
34.59
� 0.49
7 0.74
10.92
11.16
11.35
11.61
11.88
12.13
12.31
12.60
12.93
7322
73.51
7 3.84
74.22
14.57
14.96
15.36
15.79
16.19
16.67
17.07
17.57
17.92
is.so
18.64
19.03
19.63
20.18
20.72
21.32
21.91
22.51
23.16
23.86
24.49
25.18
25.91
26.68
27.43
2827
29.01
29.87
30.74
31.66
32.61
33.59
34.59
35.63
IU.tiG
�0.87
11.06
1125
71.50
11.69
11.95
1223
12.50
12.67
12.98
13.31
13.62
13.92
1425
74.65
15.01
15.41
15.82
1626
7 6.67
17.17
17.SS
78.10
18.46
7 9.06
19.19
19.61
20.22
20.79
21.34
21.96
22.57
23.19
23.86
24.58
2523
25.93
26.69
27.48
2825
29.05
29.SS
30.77
31.66
32.61
33.59
34.59
35.63
36.70
I 1.US
1128
7 7.54
7173
11.99
12.19
12.46
12.75
13.02
1320
13.52
13.86
14.17
14.48
14.83
1524
15.63
16.02
16.44
16.90
17.32
17.83
1826
18.79
19.16
�s.n
19.92
20.38
20.98
21.56
22.12
22.76
23.40
24.03
24.72
25.46
26.7 3
26.86
27.63
28.45
2924
30.07
30.92
31.84
32.76
33.73
34.74
35.78
36.85
37.95
APPENDIX C: CLERICAL AND TECHNICAL STANDARD RANGES
Years of Service
Step
ade 1
2
3
4
5
6
7
8
9
10
11
72
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
za
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
Start
1
8.72
8.90
9.07
921
9.37
9.57
9.74
9.96
10.16
10.39
7 0.54
10.79
10.99
1124
11.46
71.72
12.00
�223
72.53
72.80
13.11
13.42
13.80
14.17
14.52
14.92
14.92
75.36
15.72
16.19
16.62
17.09
17.55
i 5.06
18.56
19.07
19.60
20.17
20.75
21.36
21.93
22.54
2321
23.86
24.51
25.25
26.00
26.78
27.59
28.41
JUNE 30, 2001
1 Vear 2 Years 3 Years 4 Years S Vears 70 Years
2 3 4 5 6 7
9.47
9.65
9.33
10.02
1027
10.42
10.62
10.88
11.06
11.31
11.58
11.80
12.06
12.27
72.62
12.92
13.26
73.53
73.95
1425
14.64
15.04
15.44
15.84
1628
16.35
7 6.73
7 723
17.68
18.17
18.70
1925
79.77
20.30
20.88
21.47
22.09
22.72
23.37
24.06
24.74
25.42
26.18
26.91
27.72
28.55
29.41
3029
31.20
9.74
9.96
10.16
10.39
10.54
10.79
10.99
1124
11.46
1�.69
72.00
1223
12.53
12.78
73.71
13.42
13.80
14.14
14.54
14.58
15.36
75.69
16.14
16.52
17.02
17.10
17.53
18.06
18.56
19.01
79.SS
20.13
20.67
2128
27.89
22.48
23.73
23.81
24.46
25.17
25.90
26.61
27.46
28.18
29.02
29.89
30.79
31.77
32.66
10.09
10.32
10.50
10.73
10.91
11.16
1 i.42
11.67
11.53
12.72
12.43
12.71
12.99
13.30
13.68
14.01
14.38
14.76
15.18
15.56
76.03
16.41
16.89
1723
17.79
17.92
18.30
18.88
19.41
19.92
20.49
2t.07
21.65
2227
22.94
23.55
2421
24.91
25.65
26.37
27.12
27.89
28.72
29.55
30.44
31.35
3229
3326
3426
70.39
70.63
10.81
1'1.06
1124
11.49
11.76
7 2.02
12.79
12.48
12.80
13.09
13.38
13.70
14.09
14.43
14.81
1521
15.64
16.03
16.5�
16.91
17.40
77.75
15.32
18.45
18.85
19.44
19.99
20.52
21.11
21.70
�.�
22.94
23.63
2426
24.93
25.66
26.42
27.16
27.93
28.72
29.58
30.44
31.35
3229
3326
3426
3529
10.81
11.06
1125
11.50
11.69
11.95
1223
12.50
12.67
12.98
i3.31
7 3.62
13.92
1425
14.65
15.01
15.40
15.82
1626
16.67
17.77
17.58
18.10
18.46
19.06
19.79
19.61
2022
20.79
21.34
27.96
22.57
23.79
23.86
24.58
2523
25.93
26.69
27.48
2825
29.05
29.88
30.77
31.66
32.67
33.59
34.59
35.63
36.70
11.13
11.39
11.59
11.84
12.04
12.31
12.60
12.87
13.05
13.37
13.77
14.02
14.33
14.68
15.09
15.46
15.87
1629
1675
17.17
17.69
18.11
15.64
19.01
19.63
is.n
20.19
20.83
21.41
21.98
22.61
2325
23.89
24.57
25.32
25.99
26.71
27.49
28.30
29.10
29.92
30.77
31.69
32.61
33.59
34.59
35.63
36.70
37.80
75 Years
8
11.52
11.73
12.00
1220
72.47
12.67
12.96
1326
13.54
73.73
14.06
14.47
14.74
15.06
15.42
15.&5
76.26
16.66
17.10
17.57
18.01
18.55
15.99
19.54
19.92
20.57
zo.�i
2120
21.81
22.42
23.01
23.67
24.33
24.99
25.71
26.48
27.78
27.93
28.74
29.55
30.41
3127
32.16
33.11
34.07
35.08
36.73
3721
38.32
39.47
�
•
u
�
�/- 379
�
ADDITIONAL INFORMATION
(Not a Part of the Agreement)
MEMORANDA OF UNDERSTANDING
Labor Management Task Force
Filling Vacancies a�d Staffing Levels
•
MEMORANDUM OF AGREEMENT
improvement Plan Process
•
37
MEMORANDUM OF UNDERSTANDlNG
BETW EEN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DISTRICT COUNCIL 14, LOCAL NO. 844 (AFSCMEj
REGARDING LABOR MANAGEMENT TASK FORCE
The parties agree to continue a format Labor Management Task Force to review issues both
parties agree upon, including the appropriate use of titles in various positions in the Disuict. It is
further understood that the Union and the Employer vrili appoint members to the task farce and all
decisions wiil be through consensus based decision making. The Task Force may make
recommendations to the Superintendent of Schools and the Union.
The Union and the District agree that the Task Force may:
1. Review descriptions for titles and identify elements that distinguish the typical responsibilities
for AFSCME positions from others in the District.
2. Identify antl discuss existing positions and appropriate unft determinations.
3. Work to develop a procedure to assure future appointments are piaced in the appropriate title
and bargaining unit.
4. Develop an agreement regarding employees in the District who currently are found to be in
the wrong tifle or bargaining unit.
5. Discuss other relevant issues as agreed upon.
INDEPENDENT SCHOOL DISTRICT M1IO.
625
� �—��
Chair, B d of a ion
t��fatio La e a io s I anager
�e�7<���i�c �"
Negotiations bor Relations
Assistant Manager
LOCAL UN(ON 844, D(STRICT COUNCfL
14 OF THE AMERICAN FEDERATION OF
STATE, COUN�Y MUNIClPAL
/Z- l°/•O�
Date
1 ��—ocJ
Date
38
�
•
r
o� ��q
u
MEMORANDUM OF UNDERSTANDING
BE7WEEN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DISTRICT COUNCIL 14, LOCAL NO. 844 (AFSCME}
REGARDING FILLING VACANCIES AND STAFFING LEVELS
The Union and Empfoyer agree to uiii'�ze a Labor Management Task Force with consensus based
decision making to explore the foilowing topics:
• the level of clerical staffing in buildings
• the time required to fi�l vacancies
The Task Force will make recommendations to the Superintendent of Schools and the Union.
Tfie parties agree to a good fafth attempt to resoive the issues.
INDEPENDENT SCHOOL DIS7RICT NO.
625
� ��. �---_
Chair, Bo of Educatien_, \�
1��
N ot tion�i.'2bor Relations Manager
�� —
Negotiations/L^ or Relations
Assistant Manager
!'N-oo
Date
�
/z ��9�OC�
Date
39
LOCAL UNION 844, DISTRICT COUNCIL
14 OF THE AMERICAN FEDERATION OF
MEMORANDUM OFAGREEMENT
BETWEEN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DISTRICT COUNCIL 14, LOCAL NO. 844 (AFSCME)
REGARDING IMPROVEMENT PLAN PROCESS
The Union and District jointly affirm that individuai improvement pians are an appropriate method
through which to identify job-related areas of concern a�d provide an opportunity for empioyees to
improve performance. This process connects an employee's step advancement or salary
increase to the following improvement plan process.
Step 1: INFORMAL PROCESS
The supervisor and employee meet on an informal basis to discuss performance concerns. The
supervisor clearly articulates performance expectations and provides the employee fime to make
corrections.
Stea 2:
If the employee is not meeting performance expectations after an appropriate period of time, the
supervisor notifies the employee in writing of a meeting to discuss the components of an
improvement plan. The written notification informs the employee that he/she has the right to Union
representation at this meeting.
�
Steq 3: FORMAL PROCESS
The employee and supervisor [and union representative, if employee desires] meet to discuss the
components and timelines of an improvement plan. The plan articulates the areas of concern, .
actions the employee and supervisor must take to be on track with the plan, and timelines to meet
to discuss progress. "On track" means fotfowing the actions and adhering to the timelines
outlined in the improvement plan. The employee may appeal the components or timelines of the
improvement plan to the next level supervisor.
Step 4:
If the employee is on the improvement plan as of June 1 and NOT on track with the components of
the plan, the emp(oyee's step or salary increase (if not eligibie for a step) is withheid. If the
employee is on track, no action is taken. The improvement plan must have been in place since
March 1 in order to lose a step/salary increase. Also, if the supervisor is not on track, a step/salary
increase may nai be withheld..,
Step 5;
The supervisor must meet with the employee approximately two months, four months, and six
months after the withholding of a step/salary increase. The purpose of fhese meefings is to
assess whether the employee and the supervisor are on hack, to provide assistance and
resources, and to answer any questions/concerns the employee may have. If the employee is on
track or the supervisor is not on track, the empioyee's step/salary increase will be reinstated
retroactive to JWy 7.
Steo 6:
At the six-month meeting, one of the foliowing will occur:
i) The employee wili be on frack or the supervisor will not be on track, and the empioyee
wili be taken off the improvement plan, and his/her step/salary increase restored
retroactive to July 1;
2) The employee and supervisor will agree to extend the improvement plan for an agreed
upon length of time;
3) The employee will not be on track, and the employer may take disciplinary action if •
performance is deficient.
�
o�- 37y
MEMORANDUM OFAGREEMENT
� REGARDING IMPROVEMENT PLAN PROCESS
(Continued)
Aithough placement on an improvement plan is not grievable, an employee may grieve a
disciplinary action. If Number 3 occurs and the employee's step/salary increase is not restored,
the emptoyee may grieve tfie loss ot stepfsalary increase at tn+s time.
Memorandum shall remain in effect for the duration of the 2000-2002 Labor Agreement.
INDEPENDENT SCHOOL DISTRICT NO.
625
�
•
Chair, Boaraoi Educa�ia�
��/ � /N
NegotiationslL elations anager
�.��Q��O
Negotiations(Lab efations
Assistant Manager
1 "�/��C7
Date
Date
41
�z . �� �o
LOCAL UNION 844, DISTRICT COUNCtL
14 OF THE AMERICAN FEDERATION OF
INDEX
A N
Adoption Leave ............................................6 No Strike, No Lockout................................24
B Non-Compensatory Leave Of Absence.......7
Non-Discrimination ....................................23
Bereavement Leave .................................... 5 0
C Overtime ......................................................2
Court Duty Leave .........................................6 P
� Parental Leave .............................................7
Discipline ...................................................20 Preamble....................................................iv
Dues............................................................1 Probation....................................................17
E R
Educational Leave .......................................8 Rest Breaks.................................................3
Employee Records ....................................20 Retirement Health Insurance...................,.14
F S
Fair Share Fee .............................................1 Safety Shoes..............................................24
Family Medical Leave ..................................8 Salaries..............................28, 29, 30, 31, 32
Fi!ling Vacancies And Stafting Levels........ 39 Salary Step Progression ..............................9
Fiexible Spending Account ........................13 Seniority.....................................................18
G Severance Pay ...........................................11
Sick Child Care Leave .................................5
Grievance Procedure .................................21 Sick Leave...................................................5
H Spouse/Dependent Parent Leave ................5
T
Health Insurance .......................................12
Holidays .......................................................3 Temporary Employees...............................23
� U
Improvement Plan Process .......................40 Union Official Leave.................,...................8
L V
Labor Management Task Force ................ 38 Vacancies ..,...............................................23
Leaves Of Absence .....................................5 Vacation..............................---......................4
Legai Services :.......................................... 24 W
Life Insurance ............................................13
LunchBreaks ...............................................3 Wages .................................---.....................9
WorkWeek ..................................................2
MWorkday .......................................................2
Mileage ......................................................10 Working Out Of Classification ...................10
Military Leave With Pay ...............................6
�
� J
•
42
�.
Council Fffe # 0 � 3
Green Sheet # 106831
RESOLUTION
CITY OF SAINT PAUL, MINNESOTA 5
Presented by
Referred To
Committee Date
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
Juty 1, 2000 through June 30, 2002 Employment Agreement between the Independent School District
No. 625, Saint Paul Public Schools, and American Federation of State, County and Municipal Employees,
4 Council 14, Local No. 844 and Local No. 1842 Representing Clerical and Technical Employees.
Requested by Department o£
Office of Labor Relations
�
By:
Form App ved by Ci ttomey
By: �`� �� �./( t{ � 11 ��I
Approved by Mayor for Submission to Council
Adopfion Certified by Council Secretary By:
BY � �
Approved by Mayor: Date �i� � ���
�
Adopted by Council: Date �,� �,, '.LS a p e
�� IT_—�.
v
DEPARTMENT/OFFiCE/COUNCIL: DATE INITIATED GREEN SHEET No.: 106831
LABOR RELATIONS April 9, 2001 � �' �� e'
CONTACI' PERSON & PHONE: � ATe INiT1ALDA'[E
JLJI,IE KRAUS 266-6513
ASSIGN I DEPARTMENT DIR. 4 C1TY COUNCIL
NI7MBER 2 CITY A'ITORNEY <C CITY CLERK
MUST BE ON COUNCIL AGENDA BY (DATE) FOR BUDGEI' DIR. FIN. & MGT. SERVICE DII2.
ROUTIIVG 3MAYOR(ORASST.)
ORDER
TOTAL # OF SIGNAIL'RE PAGES_1 (CLIP ALL I,OCATIONS FOR SIGNATURE) �
Acriox xeQUes�n: This resolution approves the attached July 1, 2000 through June 30, 2002 Employment
Agreement between Independent School District No. 625, Public Schools, and American Federation of Staxe,
Counry and Municipal Employees, Council 14, Local No. 844 and Local No. 1842 Representing Clerical and
Technical Employees.
RECOMMENDATIONS: Apptove (A) or Reject (R) PERSONAI. SERVICE CONTRACTS MUST ANSWER THE FOLLOWING
QUESTIONS:
_PLANNING COMMISSION _CI VIL SERVICE COMMISSION i. Hu this person/firm ever worked under a contract for this departmeM?
CIB COMMI7"IEE Yes No
_STAFF 2. Has this person/fimi ever been a city employee?
DISTRICT COURT Yu No
SUPPORTS WHICH COIJNCIL OBJECTIVE? 3. Dces this person/fvm possess a skitl not no}matly possessed by any cunent ciTy employee?
Yes No
Explain aIl yes answers ov separate sheet and attach to green sheet
INTTIATING PROBLEM, ISSUE, OPPORTI7NTTY (Who, What, When, Where, Why):
4s �'=�'�t�,�
ADVANTAGESIFAPPROVED �����ry.i,P',, -"'"'�
This Agreement pertains to Boazd of Education ernployees only. ���
�� � �'�, ���3�
��`; ��
- DISADVANTAGESIFAPPROVED:
DISADVANTAGES IF N07' APPROVED:
� TOTAL AMOUAT OF TRANSACTION: none COST/REVENUE BUDGETED:
FUNDING SOURCE: AC'ITV17'Y NUMBER:
FINANCIAL INFORMATION: (EXPLAIN)
A '. �
INDEPENDENT SCHOOL DISTRICT NO. 625
BOARD OF EDUCATION 0 � ' � ��
ST. PAUL PUBLIC SCHOOLS
DATE: December 19, 2000
TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Paul Public Schools, and American Federation of State,
County and Municipal Employees, Council 14, Local No. 844 and Local No.
1842 Representing Clerical and Technical Employees
A. PERTINENT FACTS:
1) New Agreement is for a two-year period from July 1, 2000 through June 30, 2002. The
technical and clerical agreements will be combined to form one agreement.
2) Contract changes are as follows:
Waaes: Effective July i, 2000, move the technical titles to equivafent grades in the clerical
wage schedule and increase the schedule by 3%. Effective June 30, 2001, increase wage
schedule 2%, increase the five-year and ten-year step an additional 1%, and increase top step
an additional 2%.
Steo Proqression/Waae Increase: Increased accountability provisions whereby eligibility for
step advancement and salary increases is changed so that steps/increases are no longer
automatic. If an employee is on an improvement plan and does not stay on track with the
requirements of the plan, the employee's step increase may be withheld. If an employee is on
the five-year, ten-year, or top step of the salary schedule, not eligible for a step, and not on
track with an improvement plan, the employee's salary may be frozen.
Insurance: The eligibility waiting period for new employees to receive benefits is reduced from
three months to one month consistent with other district contracts. Effective January 2001,
the district contribution for single coverage is increased to $235; family coverage is increased
to $430; effective January 2002, the district contribution for single coverage is increased to
$260, family coverage is increased to $470. Effective January 1, 2001, the district will
contribute up to $12 per month for long-term disability coverage. Effective January 1, 2002,
the district will contribute up to $30 per month for single dental insurance.
Holidavs: Employees who work during holidays will be paid at overtime rate plus holiday pay.
Employees who are active on the payroll the day of a holiday will be eligible for holiday pay.
This change was made to simplify payroll processing.
Adoqtion Leave: Employees may use up to 15 days of sick leave for the adoption or care of a
newly adopted child. One day of sick leave may be used to bereave the death of a niece of
nephew.
Severance Pav: To ensure the district has timely information to plan staffing, employees who
notify the District three months in advance of retiring are eligible to receive $70 for each day of
accrued sick leave, up to $15,000. If notification is less than three months, eligible employees
will receive $60 per day up to $15,000.
Safety Shoes: The annuai reimbursement for repair or replacement of safety shoes is
increased from $30 per year to $50 per year.
Ot•3�i
Employment Agreement December 19, 2000
Clerical and Technical Employees Page Two
3) The District currently has four hundred two (402) regular employees in this bargaining unit.
4) This contract supports the DistricYs goal of preparing alf students tor life.
5) This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager;
Wayne Arndt, Negotiations/Labor Relations Manager; Richard Kreyer, Executive Director of
Human Resources and Labor Relations; and lois Rockney, Interim Chief Operating Officer.
B. RECOMMENDATION:
That the Board of Education of Independent Schooi District No. 625 approve and adopt the
Agreement concerning the terms and conditions of employment of those cierical and technical
employees in this school district for whom the American Federation of State, County and Municipal
Employees, Council 14, Local No. 844 and Local No. 1842 is the exclusive representative;
duration of said Agreement is for the period of July 1, 2000 through June 30, 2002.
o I •��1�
�
2000 - 2002
AGREEMENT BETWEEN
SAINT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
And
LOCAL UNION 844
u
DISTRICT COUNCIL 14
OF THE AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL
EMPLOYEES, AFL-CIO
Representing Ciericaf and Technicai Employees
, �,
�
•
July 1, 2000 Through June 30, 2002
��N FE �f
Q 4 C
i 5 ` � i : e
�
EMO""':�s mthepublicservite
�' Saint Paul Public Schools
L/ F E L O N G L E R R N/ N G
�
�
� Saint Paa! Pubiic Schools
L/ F E L 0• 6 L£ I B/! I 6
SAINT PAUL PUBLIC SCHOOLS
fndependent School District No. 625
Board of Education
Becky Montgomery
Anne Carroll
Tom Conlon
Giibeft de ta O
AI Oertwig
Mary Thornton Phillips
Neal Thao
Chair
Director
Director
Director
Director
Director
Director
Administration
Superintendent of Schools
Interim Chief Operating Otficer
Chief Academic Officer
Chief Accountability Officer
Executive Assistant
Area Superintendents
Patricia A. Harvey
Lois Rockney
Kate Foate Trewick
Margo Baines
Tanya Martin Pekel
Luz Maria Serrano, Area A
Louis Kanavati, Area B
Joann Knuth, Area C
Mary K. Boyd, Area D
Terilyn Turner, Area E
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ARTICLE
ArtiCle 1.
Article 2.
Article 3.
Article 4.
Article 5.
Article 6.
Article 7.
Article 8.
Article 9.
Article 10.
Article 11.
Article 12.
Article 13.
Article 14.
Article 15.
Article 16.
Article 17.
Article 1 S.
Article 19.
Article 20.
Article 21.
Article 22.
Article 23.
Article 24.
Articie 25.
Article 26.
Article 27.
TABLE OF CONTENTS
PAGE
Preamble ............................................................................................................................iv
Recognition... .................................................................................................................. 1
CheckOff ............................................................................................................................ 1
Maintenance Standards .................................................................................................. 2
Management ........................................................................................................... 2
Work ............................................................................................................................2
Lunch Breaks and Rest Breaks .......................................................................................... 3
H o I idays .............................................................................................................................. 3
Vacation ............................................................................................................................. 4
Leaves Absence ...................................................................................................-........5
W ages ................................................................................................................................ 9
Working Out of Classification ........................................................................................... 10
Mileage............................................................................................................................. t0
Severance ................................................................................................................. 11
Insurance ............................................................................................................ 12
Probation .......................................................................................................................... 17
Seniority ............................................................................................................................ 1 S
Discipline .......................................................................................................................... 20
Employee Records ...........................................................................................................20
Grievance Procedure ........................................................................................................ 21
Temporary Employees ..................................................................................................... 23
Bulletin ................................................................................................................. 23
V acanci es ......................................................................................................................... 23
Non -Discrimination ........................................................................................................... 23
No Strike, No Lockout ....................................................................................................... 24
Legal Services .................................................................................................................. 24
Safety .................................................................................................................... 24
Terms Agreement ......................................................................................................... 24
Appendix A. Titles and Salaries ............................................................................... 28
Appendix B. Titles and Grades ................................................................................. 33
Appendix C. Standard Ranges ................................................................................. 35
ADDITIONAL INFORMATION
(Not a Part of the Negotia[ed Agreement)
MEMORANDA OF UNDERSTANDING
Labor Management Task Force .................................................................................................................... 38
Filling Vacancies and Staffing Levels ........................................................................................................... 39
MEMORANDUM OFAGREEMENT
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Improvement Plan Process .........................................................................................................
Index ...........................................................................................................................................
40
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PREAMBLE
This Agreement, entered into by Independent School District No. 625, hereinafter referred to as
the Employer or as the District, and Local Union 844 affiliated with Council 14 of the American
Federation of State, County, and Municipal Employees, AFL-CIO, hereinafter referred to as the
Union, has as its purpose the promotion of harmonious relations between the Employer and the
Union, the establishment of an equitable and peacefui procedure for the resolution of differences,
and the establishment of rates of pay, hours of work, and other conditions of employment.
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ARTICLE 1. RECOGNITION
1.1 The Employer recognizes the Union as the sole and exclusive bargaining agent for the
purpose of establishing salaries, wages, hours, and other conditions of employment for all
of its employees as outlined in the certification by the State of Minnesota Bureau of
Mediation Services, dated October 16, 1986, in Case No. 87-PR-158 and as amended
and as set forth in Section 12 below.
1.2 The bargaining unit covered by this Agreement shall consist of the following: All office,
clerical, administrative and technical personnel who are employed by Independent School
District No. 625, Saint Paul, Minnesota, who work a minimum of fourteen (14) hours per
week and sixty-seven (67) days per year, and who are public employees within the
meaning of Minn. Stat. § 179A.03, Subd. 14 in the classifications listed in Appendix B
excluding supervisory, confidential and all other employees.
1.3 Any present or future employee who is not a Union member shall be required to
contribute a fair share fee for services rendered by the Union and, upon notification by the
Union, the Employer shall check off said fee from the earnings of the employee and
transmit the same to the Union. In no instance shall the required contribution exceed a
pro rata share of the specific expenses incurred for services rendered by the
representative in relationship to negotiations and administration of grievance procedures.
This provision shall remain operative only so long as specifically provided by Minnesota
law, and as otherwise legal.
1.4 The Union 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 1,
Section 1.3.
ARTICLE 2. CHECK OFF
2.1 The Employer agrees to deduct the Union membership initiation fee assessments and
once each month dues from the pay of those employees who individually request in
writing that such deductions be made. The amounts to be deducted shall be certified to
the Employer by a representative of the Union and the aggregate deductions of all
employees shall be remitted together with an itemized statement to the representative by
the first of the succeeding month after such deductions are made or as soon thereafter as
is possible.
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2.3
The Employer shall provide a payroll deduction for voluntary employee contributions to the
Union's Political Action Committee.
The Union 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.
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ARTICLE 3. MAINTENANCE OF STANDARDS
3.1 The parties agree that all conditions of employment relating to wages, hours of work,
overtime differentials, vacations, and ali other general working conditions shall be
maintained at not less than the highest minimum standard 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.
ARTICLE 4. MANAGEMENT RIGHTS
4.1 The Union recognizes the right of the Employer to operate and manage its affairs in all
respects in accordance with applicable laws and regulations of appropriate authorities. Ail
rights and authority which the Employer has not officially abridged, delegated or modified
by this Agreement are retained by the Employer.
4.2 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 5. WORK DAY
5.1 The normal workday shall be eight and one-half (8 1/2) hours in duration, eight (8) of
which are paid. Each normal workday shall include two paid fifteen (15)-minute rest
breaks. In addition, a forty-five (45) minute, duty-free lunch shall be provided. Fifteen
(15) minutes of the duty-free lunch is paid and the remaining thirty (30) minutes is unpaid.
The following is an example of a normal workday schedule:
Work day begins at:
Morning Rest Break:
Lunch Break:
Afternoon Rest Break:
Work day ends at:
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5.3
5.4
5.5
8:00 a.m.
10:00 - 10:15 a.m.
Noon-12:45 p.m. (15 paid minutes)
3:00 - 3:15 p.m.
4:30 p.m.
The normal work week shall be forty (40) hours in any seven (7)-day period.
This Article shall not be construed as, and is not a guarantee of, any hours of work per
normal workday or per normal work week.
Overtime is to be paid at the rate of one and one-half (1 1/2) times the employee's normal
hourly rate for all hours worked in excess of eight (8) hours per day and forty (40) hours
per week.
The overtime compensation due the employee shall be paid at the rate herein cited, or by
granting compensatory time on a time and one-half basis by mutual agreement between
the District and the employee.
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� ARTiCLE 6. LUNCH BREAKS AND REST BREAKS
6.1 Lunch breaks shall be forty-five (45)-minutes in length, thirty (30) of which are unpaid, and
shall he scheduled by the supervisor at approximately the middle of the employee's shift.
62 All employees' work schedules shali provide for a paid fifteen (15)-minute rest break
during each one-half shift. The rest breaks shall be scheduled by the supervisor at
approximately the middle of each one-half shift whenever this is feasible.
6.3 If an employee is scheduled to work a full half-shift beyond the regular quitting time, the
employee shall be entitled to the rest period that occurs during said ha{f shift.
ARTICLE 7. HOLIDAYS
7.1 Holidavs recognized and observed. The following days shall be recognized and observed
as paid holidays;
New Year's Day Labor Day
Martin Luther King Day Thanksgiving Day
Presidents' Day Day After Thanksgiving
Memorial Day Christmas Day
Independence Day
Eligible employees shall receive pay for each of the holidays listed above, on which they
• pertorm no work, provided the holiday falls within their work year. 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 fall on Sunday, the succeeding
Monday shall be observed as the holiday. For those employees assigned to a work week
other than Monday through Friday, the holiday shall be observed on the calendar date of
the holiday.
7.2 Eligibilitv Requirements. To be eligible for holiday pay, employees must be active on the
payroll the day of the holiday. The holiday shall not be counted as a working day for the
purpases of this Article.
7.3 Notwithstanding Article 7.2, a temporary employee shall be eligible for holiday pay only
after such employee has been employed as a temporary employee for sixty-seven (67)
consecutive workdays.
7.4 If Martin Luther King Day or Presidents' Day falis on a day when school is in session, the
employee shall work that day at straight time and another day shall be designated as the
holiday. This designated holiday shall be determined by agreement between the
employee and the supervisor.
7.5 Employees who work summer school and qualify under the efigibility requirements of 72
above shall be paid for the Independence Day holiday.
7.6 Employees who are required to work on a holiday listed in Article 7.1, except in situations
defined in Article 7.4, shall be compensated on a time and one-haif basis in addition to
regular holiday pay.
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ARTICLE 8. VACATION
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Vacation credits shall accumufate at the rates shown below for each full hour on the
payroll, excluding overtime. Years of service means calendar years of service, regardless
of F.T.E.
For Twelve (12)-Month Emolovees
Years of
Service
First year through 4`" year
5 �rear through 9`" year
10` year through 15`" year
16` year through 23` year
24�' year and thereafter
For Ten (101-Month Emplovees
Years of
Seroice
First year through 4`" year
5' �ear through 9` year
10` year through 15' year
16 year through 23` year
24`" year and thereafter
Twelve-Month
Accrual Rate`
.0500
.0692
.0769
.0923
.1115
Ten-Month
Accrual Rate'
.0521
.0713
.0790
.0944
.1136
Annual
Hours
Earned
104
144
160
192
232
Annual
Hours
Earned
91.5
125.5
139.0
166,1
200.0
Annual
Days
Earned
13
18
20
24
29
Annual
Days
Earned
11.5
15.7
17.4
21.0
25.0
The head of the department may permit an employee to carry over into the next'�acation
yea�" up to one hundred si�y (160) hours ot vacation.
8.2.1 An employee who has more than one hundred sixty {160) hours of accrued
vacation remaining at the end of the last full pay period in October shall either:
82.2
82.3
(a)
(b)
(c)
be required to use ihe hours of vacation in excess of one hundred sixty
(160) hours prior to the end of the calendar year: or
be compensated for hours in excess of one hundred sixty (160) hours at
e�d of year: or
be provided an exception for additional carryover of vacation by means of
approval of his/her department head.
Choice'of option a, b,'or'c is atthe discretion oi the Employer:
For the purpose of this Article, the "vacation yea�" shall be the calendar year.
Ten (10)-month employees may use accrued vacation during the period of
summer break up to June 30 with the approval of their supervisor.
The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates
of Compensation, Section I, Subd. H.
*There is a difference in the ten (t0)-month and twelve (12)-month accrual rates so that the full value of the
three (3) converted holidays (twenry-four [24] hours) will be eamed during ihat length of work year. The
hvelve-month hours and days are based on a 2,080-hour work year; the ten (10)-month hours and days are
based on a 1,760-hour work year.
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ARTICLE 8. VACATION (continued)
8.4 Sick leave accumulation in excess of 1,440 hours may be converted to paid vacation time
at a ratio of two (2) hours of sick leave time for one (1) hour of vacation time, to a
mvcimum of five (5) regularly assigned workdays (not to exceed a total of forty (40) hours
in any year.
There shall be no conversion of unused sick leave in any amount at any time to any cash
payment other than the above-described conversion to vacation time or severance pay in
Article 13.
ARTICLE 9. LEAVES OF ABSENCE
9.1 Sick Leave. Sick leave shall accumulate at the rate of .0576 of a working hour for each
fuli hour on the payroii, excluding overtime. Sick leave accumuiation is unlimited. To be
eligible for sick leave, the employee must report to his/her supervisor no later than one-
half hour past his/her regular scheduled starting time. The granting of sick leave shall be
subject to the terms and provisions of this Agreement. Any employee who has
accumulated sick leave as provided above shall be granted leave with pay, for such
period of time as the head of the department deems necessary for the following specified
allowable uses:
9.1.1 Personal Iliness: Employees may use accumulated sick leave for hours off due
to personal illness. The employee may be required to furnish a medical
certificate from a qualified physician as evidence of illness or physical disability in
order to qualify for paid sick leave as per District practice Accumulated sick leave
may also be granted for such time as is actually necessary for office visits to a
doctor, dentist, optometrist, etc.
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9.1.2 Familv Illness: Employees may use accumulated sick leave for hours off due to
sudden sickness or disability of a parent or a member of his/her household or to
make arrangements for the care of such sick or disabled persons up to a
maximum of eight hours sick leave per incident. Up to forty (40) hours of
accumulated sick leave may be used in a work year to allow the employee to care
for and attend to the serious or critical iliness of his/her spouse or parent. These
hours when used are deducted trom sick leave.
9.1.3 Sick Child Care Leave. Sick leave to care for a sick child shall be granted on the
same terms as the employee is able to use sick leave for the empioyee's own
ill�ess. This leave shall only be granted pursuant to Minn. Stat. §181.12413 and
shall remain available as provided in Statute.
9.1.4 Bereavement Leave. A leave of absence with pay, not to exceed five (5) days,
shafl 6e granted Because of the death of an employee's spouse or child.
9.1.4.1 Up to three (3) days shall be granted because of death of other
members of the employee's immediate family. Other members of the
immediate family shall mean father, mother, sister, brother, parent-in-
law, son-in-law or daughter-in-law.
9.1.42 Leave of absence for one (1) day shalf be granted because of death of
other close relatives. Other close relatives shall mean grandparent,
grandchild, uncle, aunt, nephew, niece, brother-in-law, and sister-in-
law.
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9.1.4.3 A"day' for this purpose shall be equivalent to the regularly assigned
workday of the employee, and such leave shall be deducted from
accumulated sick leave.
ARTICLE 9. LEAVE OF ABSENCE (continued) •
9.1.5 Adoption Leave. Up to fifteen (15) days of accumulated sick leave may be used
in a contract year to attend to adoption procedures or care for a newly adopted
child. Use of these f'rfteen (15) days does not need to occur consecutive(y.
9.2 Court DuN Leave. Any empfoyee who is required during fiis/her regular working hours to
appear in court as a juror or witness except as a witness in his/her own behalf against the
Empioyer, shafl be paid the regular pay while so engaged, provided, however, that any
fees that the employee may receive from the court for such service shall be paid to the
Employer and be deposited with the Employer Business Office. Any employee who is
scheduled to work a shift other than the normal daytime shift shall be rescheduled to work
the normal daytime shift during such time as the employee is required to appear in court
as a juror or witness.
9.3 Militarv Leave With Pav. Any employee who shall be a member of the National Guard,
the Naval Militia or any other component of the militia of the state, now or hereafter
organized or constituted under state or federal law, or who shall be a member of the
Officers Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine
Corps Reserve or any other reserve component of the military or naval force of the United
States, now or hereafter organized or constituted under federal law, shall be entitled to
leave of absence from employment without loss of pay, seniority status, efficiency rating,
vacation, sick leave or other benefits for all the time when such employee is engaged with
such organization or component in training or active service ordered or authorized by
proper authority pursuant to law, whether for state or federai purposes, provided that such
leave shall not exceed a total of fitteen (15) days in any calendar year and further
provided that such leave shall be allowed only in case the required military or naval
service is satisfactorily performed, which shall be presumed unless the contrary is •
established. Such leave shall not be allowed unless the employee (1) returns to hislher
position immediately upon being relieved from such military or naval service and not later
than the expiration of time herein limited for such Ieave, or (2) is prevented from so
returning by physical or mental disability or other cause not due to such employee's own
fault, or (3) is required by proper authority to continue in such military or naval service
beyond the time herein limited for such leave.
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ARTICLE 9. LEAVES OF ABSENCE (continued)
9.4 General Non-Comoensatorv Leave ot Absence. After three months of employment, an
employee may make application for a Ieave of absence not to exceed one year. A leave
of absence shalf be granted on the basis established in the Civil Service Rules
(Resolution No. 3250).
9.4.1 Said rules are supplemented and amended by the following provision:
All requests for unpaid leave are subject to District approval. Such requests
are to be submitted to the Human Resource Department on a form provided by
the Employer.
If an employee's request for thirty (30) days or more of non-medical and non-
parental Ieave is approved, the employee will be offered the opportunity to
return to employment in an equivalent position, if a vacancy is available after
the conclusion of the leave. If no equivalent vacancy exists at that time, the
District will continue to consider the employee's return for two (2) years after the
conclusion of leave. If no equivalent vacancy has occurred and has been
assigned by the end of rivo (2) years from the conciusion of leave, the
employee's name wifl be dropped from consideration as though he/she had
resigned, and the employee will be considered resigned.
"Equivalent vacancy" means a position of the same job classification held by
the employee at the time of the leave, which remains in existence, has been
vacated by the resignation or termination of another employee, and which the
District intends to fill in the same classification.
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9.5 Parental Leave
9.5.1 Parental leave is a leave without pay or benefits which shall be granted upon
reqUest subject to the provisions ot this Section. it may be granted for reasons
of adoption or pregnancy and/or the need to provide parental care for a child or
children of the employee for an extended period oi time immediately following
adoption or the conclusion of pregnancy; such period of leave shall be no
longer than one calendar year in fenglh. Leave up to six (6) calendar months
shall be granted upon request. Leave for more than six (6) calendar months is
at the discretion of the Empfoyer.
9.5.2 in the case of pregnancy, an employee who wishes to use a period of (paid)
earned sick leave at the time of pregnancy and deiivery-related disability, may
request unpaid parental leave for a period following the use of earned sick
leave; however, sick leave time shall not be granted within (during the course
of) a period of unpaid parental leave. The employee requesting such
sequential leave shall submit an application in writing to the Director of Human
Resources of Independent School District No. 625 not iater than tweive (12)
weeks in advance of the anticipated date of delivery. The employee will be
required to submit, at the time of use, appropriate medical verification for the
sick leave time claimed.
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9.5.3 In the case of adoption, the employee shall submit to the Director of Human
Resources of Independent School District No. 625 a written application
including the anticipated date of placement of the child, at least twelve (12)
weeks in advance of the anticipated date of placement, or earlier if possible.
Documentation will be required.
ARTICLE 9. LEAVES OF ABSENCE (continued) •
9.5.4 When an employee is returning from parental leave e�ctending over a period of
six (6) calendar months or less, the employee shali be placed, at the beginning
of the first pay period following the scheduled date of return, in the same
position held prior to the leave or, if necessary, in an equivalent position.
9.5.5 When an employee has requested and been granted leave for a period longer
than six (6} caiendar months, but no more than twelve (12) cafendar months,
ihe employee will be placed in an equivalent position after the scheduled date
of return as soon as an equivalent vacancy becomes availabie. For purposes
of this provision, an equivalent vacancy is a position in the same title which
exists, has no certified incumbent, which is to be filled, and for which no other
person has rights.
9.6 Familv Medical Leave. Effective February 1, 1994, leaves of absence shall be granted as
required under the federal law known as the Family and Medical Leave Act (FMLA) so
long as it remains in force. The Human Resource Department provides procedures which
coordinate contractual provisions with FMLA.
9.7 School Activities Leave Without Pav. An employee may request and be granted up to
sixteen (16) hours of unpaid leave per calendar year for school activities of his/her own
child, pursuant to Minn. Stat. § 181.9412 rules, so long as the Statute so provides.
9.8 Military Leave Without Pav. Any employee who engages in active service in time of war
or other emergency declared by proper authority of any of the military or naval forces of
the Siate or of ihe United States for which leave is not otherwise aliowed by law shall be
entitled to leave of absence from empioyment without pay during such service wiih right of .
reinstatement and subject to such conditions as are imposed by law. Such leaves of
absence as are granied under 9.3 of this Article sha)I conform to Minnesota Siatutes,
Section 192, as amended from time to time and shall confer no additional benefits other
than those granied by said statute.
9.9 Educational Leave. Leave with pay may be granted for educational purposes at the
option of the Employer.
9.10 Union Official Leave. An employee elected or appointed to a full-time paid position by the
exclusive representative may be granted a leave of absence without pay for not more
than one (1) year for the purpose of conducting the duties of the exclusive representative.
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• ARTICLE 10. WAGES
10.1 The wage schedule, for purposes of this contract, shall be Appendices A, B and C
attached hereto. Both parties agree that the inclusion of the cfassifications and safary
ranges in Appendices A, B and C does not preclude the employer from the following:
1. Reorganizing;
2. Abolishing classifications;
3. Establishing new classifications;
4. Regrading classifications;
5. Reclassifying positions.
102 Both parties also agree that titles and grades in Appendices A, B and C refer to
employees in the positions at the date of signing of the Agreement. No empioyee in this
bargaining unit shall suffer any reduction in salary because of a regrading or
reclassification during the contract period in which such regrading or reclassification takes
place.
10.3 Initial Steo Placement. When an employee is regularly appointed into a title covered by
this Agreement or moves from one title covered by the Agreement to an appointment in a
different title under this Agreement, shall be governed by Civil Service Rules.
10.4 Salarv Step/Increase Eliqibilitv. Employees must meet the following conditions in order to
be eligible tor salary step advancement or, if on the 5, 1 � or 15-year step, to be eligible for
a salary increase:
10.4.1 Full-time employees must have been paid a minimum of 1,040 hours on the
. payroll in the previous twelve months. Part-time employees must complete a pro-
rata number of hours in order to qualify for a step advancement (i.e., a half-time
employee must complete five hundred twenty (520) hours to qualify for a step).
10.42 If an employee is on an improvement plan, the employee must be on track with
the components of the improvement plan.
10.4.3 The improvement plan process as it relates to step progression and salary
increases is described in a Memorandum of Agreement in the back of this
Agreement.
10.5 Salaro Step Proqression.
10.5.1 An employee who meets the eligibility requirements in 10.4 of this Section will
advance one step up to Step 6(five-year step).
1�.52 An employee who meets the eligibility requirements in 1Q.4 of this Section and
who has completed ten (10) calendar years of service in the District will
advance one (1) additional salary step on the first pay period in July, not to
exceed Step 7.
10.5.3 An employee who meets the eligibility requiremsnts in 10.4 of this Section and
who has completed fifteen (15) calendar years of service in the District will
advance one (1) additional salary step on the first pay period in July, not to
exceed Step 8.
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ARTICLE 11. WORKING OUT OF CLASSIFICATION
11.1 Empioyer 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-c(ass
assignment for a period in excess of fifteen (15) working days during a year shall receive
the rate of pay for fhe out-of-cfass 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 Yhe employee would receive if such employee received a regular appointment to the
higher classification.
11.2 For the following classifications, the provisions of 11.1 shall not apply to performance of
the duties of the ne� higher classification in the job series:
Clerk I BOE
Clerk-Stenographer I BOE
Clerk-Typist I BOE
Data Entry Operator I BOE
ARTICLE 12. MILEAGE
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12.1 Employees of the School District, under policy adopted by the Board of Education, may be
reimbursed for the use of their automobiles for school business. The mileage allowance •
for eligible employees shall be 31 ¢ per mile, or such higher rate as may be established at
the discretion of the Board.
An employee must keep a record of each trip made. Reimbursement shaii be for the
actual mileage driven in the pertormance of assigned duties as verified by the appropriate
school district administrator and in accordance with School District Business Office
policies and procedures.
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� ARTICLE 13. SEVERANCE PAY
13.1 The Employer shall provide a severance pay program as set forth in this Article. Payment
of severance pay shall be made within the tax year of the retirement.
13.2 To be eligible for the severance pay program, the employee must meet the following
requirements:
t32.1 The empfoyee must be fifty-five (55) years ot age or older or must be eligible tor
pension under the "Rule of 90" provisions of the Public Employees Retirement
Association (PERA). The "Rule of 85" or the "Rule of 90" criteria shafl aiso
apply to employees covered by a public pension plan other than PERA.
1322 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, irtefficiency,
incompetence or any other disciplinary reason are not eligible for this
severance pay program.
13.3 If an employee notifies the Human Resource Department three (3) months in advance of
the date of retirement and requests severance pay and if the employee meets the
eligibility requirements set forth in 132 above, he or she wili be granted severance pay in
an amount equal to $70 pay for each day of accrued, unused sick leave, up to 214 days.
13.3.1 If an employee notifies the Human Resource Department in less than three (3)
months in advance of the date of retirement and requests severance pay and if
the employee meets the eligibility requirement set forth in 132 above, he or she
• will be granted severance pay in an amount equal to $60 pay for each day of
accrued, unused sick Ieave up to 250 days.
13.32 If exigent circumstances exist, such as a sudden ilinesslnjury of the employee
or immediate family member necessitating immediate retirement, and if the
employee meets the eligibility requirements set forth in 132 above, he or she
wi{I be granted severance pay in an amount equal to $70 pay for each day of
accrued, unused sick leave up to 214 days.
13.4 The maximum amount of money that any employee may obtain through this severance
pay program is $15,000.
13.5 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.
13.6 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 this severance
program.
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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 Eliqibilitv Waitinq Period. One (1) full monYh 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 payroli 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-Yime employment is defined
as appeari�g on the payroll at least twenty (20) hours but less than thirty-two (32) hours
per week or at least forty (40) hours but Iess than sixty-four (64) hours per pay period,
excluding overtime hours.
1.5 Emplover Contribution Amount--Full-Time Emplovees. Effective January 1, 2000, for
each eligible employee covered by this Agreement who is employed fuli time and who
selects employee insurance coverage, the Employer agrees to contribute the cost of such
coverage or $215 per month, whichever is less. For each eiigible full-time empioyee who
selects family coverage, the Employer will contribute the cost of such family coverage or
$400 per month, whichever is less,
1.5.1 Effective January 1, 2001, 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 $235
per month, whichever is less. For each eligible full-time employee who seiects
family coverage, the Employer wil! contribute the cost of such family coverage
or $430 per month, whichever is less.
1.52 Effective January 1, 2002, for each eligible employee covered by this
Agreement who is empfoyed full time and who selects employee insurance
coverage, the Employer agrees to contribute the cost of such coverage or $260
per' month, whichever is less. For each eiigib{e fuH-time erraployee who selects
family coverage, the Employer will contribute the cost of such family coverage
or $470 per month, whichever is less.
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ARTICLE 14. INSURANCE, Section 1. (continued)
1.6 Emolover Contribution Amount--Half-Time Emolovees. 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 wifl contribute fifty percent (50%) of the amount contributed for full-time
employees selecting family coverage in the same insurance plan.
1.6.1 Notwithstanding Section 1.6 above, employees covered by this Agreement and
employed half time prior to January 1, 1986, shall receive the same insurance
contributions as a full-time employee. This Section 1.6.i applies only to
employees who were employed half-time during the month of December 1985
and shall continue to apply only as iong as such employee remains
continuously employed half time.
1.7 Life Insurance. For each efigible employee, the Employer agrees to contribute to the
cost of $25,000 life insurance coverage. The total premium contribution by the Employer
Sor all life insurance coverage shali not exceed $6.32 per month. This amount shall drop
to $5,000 of coverage (in the event of early retirement) untii the retiree reaches age 65;
then aIl Employer coverage shall terminate.
1.8
1.9
Dental insurance. Effective January 1, 2002, 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 single coverage.
Lonq-Term Disability Insurance. Effective January 1, 2001, the Employer shall contribute
up to $15 per month for each eligible employee covered by this Agreement who is
employed full time toward long-term disability insurance.
i.10 Flexible Spendinq 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.
1.11 The contributions indicated in this Ar[icle 14 shall be paid to the Employer's group health
and weltare plan.
1.12 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.
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ARTICLE 74. INSURANCE (coMinued)
SECTION 2. RETIREMENT HEALTH INSURANCE
Subd. 1. Benefit EligibiliN for Emplovees who Retire Before Aae 65
i.1 Employees hired into Districi service before Mav t. 1996, must have completed the
following service eligibility requirements with Independent School District No. 625 prior to
retirement 'rn order to be eligible for any paymertt of any insurance premium contribution
by the District after retirement:
A. Be receiving pension benefits from PERA, St. Paul Teachers Retirement
Association or other public employee retiree program at the time of retirement and
have severed the employment relationship with Independent School District 625;
B. Must be at least fifty-eight (58) years of age and have completed twenty-five (25)
years of service, or;
C. The combination of their age and their years of service must equal eighty-five (85)
or more, or;
D. Must have completed at least thirry (30) years of service, or;
E. Must have completed at least twenty (20) consecutive years of service within
Independent Schoo( District No. 625 immediately preceding retirement.
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Years of regular service with the City of Saint Paul will continue to be counted toward
meeting the service requirement of this Subdivision 1.7 B, C or D, but not for 1.1 E. •
12 Emolovees hired into District service after May 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 requirement.
1.3 Eligibility requirements for all retirees:
A. 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 heafth insurance program, or in any other Employer-paid health insurance
program.
B. Additional dependenis beyond thase designated to ihe Disirict at the time of
retirement may not be added at District expense afier retirement.
C. 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.
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� ARTICLE 14. INSURANCE (continued)
Subd. 2. Emolover Contribution Levels for Emolovees Retirinq Before Age Sixtv-Five
2.1 Health Insurance Employer Contribution
Employees who meet the requirements in Subd. ? or Subd. 2 will receive a District
contribution toward health insurance until the employee reaches sixty-five (65) years of
age as defined in this subdivision.
2.1.1 The District contribution toward health insurance premiums will equal the same
dollar amount the District contributed for single or family coverage to the carrier in
the employee's Iast month of active employment.
2.12 In the event the District changes health insurance carriers, it wi!( have no impact
on the District contribution for such coverage.
2.1.3 Any employee who is receiving family coverage premium contribution at date of
retirement and later changes to single coverage will receive the dollar contribution
to single coverage that was provided in the contract under which the retirement
became effective.
22 Life Insurance Employer Contribution
The District will provide for early retirees who qualify under the conditions of 1.1 or 12
above, premium contributions for eligible retirees for $5,000 of life insurance only until
their sixty-fifth (65th) birthday. No life insurance will be provided, or premium
• contributions paid, for any retiree age sixty-five (65) or over.
Subd. 3. Benefit Elipibilitv for Emqlovees After Aqe Sixty-Five (651
3.1 Emplovees hired into the District before Mav 1, 1996. who retired before age sixty-five
(65) and are receiving benefits per Subd. 2 above are eligible, upon reaching age sixty-
five (65), for employer premium contributions for health insurance described in Subd. 4 of
this Article.
3.2 Emplovees hired into the District before Mav 1. 1996, who retire at age sixty-five (65) or
oider must have completed the eligibility requirements in Subd. 1 above or the following
eligibility requirements to receive District contributions toward post-age-sixry-five (65)
health insurance premiums:
A. Employees hired before January 1, 1990, must have completed at least ten (10) years
of continuous employment with the District. For such employees or early retirees who
have not completed at least ten (10) 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 eariy retirees, upon their
reaching age sixty-five (65).
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ARTICLE 14. INSURANCE, Section 2. (continued)
B. Employees hired on or after January 1, 1990 and prior to May 1, 1996, must have
completed twenty (20) years of continuous employment with the District. For such
employees or early retirees who have not compieted at least twenty (20) years of
service with ihe 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).
Years of certified civil service time with the City of Saint Pauf earned prior to May 1, 1996,
will continue to be counted toward meeting the DistricYs service requirement of this Subd.
3. Civil service time worked with City of Saint Paul after May 1, 1996, will be considered a
break in District employment.
3.3 Emplovees hired on or after Mav 1, 1996, shall not have or acquire in any way any
eligibility ior Employer-paid health insurance premium contribution for coverage in
retirement at age sixty-five (65) and over in Subd. 4. Employees hired on or after
May 1, 1996, shall be eligible for only earlv retirement insurance premium contributions as
provided in Subd. 2 and Deferred Compensation match in Subd. 5.
Subd. 4. Employer Contribution Levels for Retirees After Aae Sixtv-Five (651
4.1 Emplovees hired into the District before Mav 1. 1996, and who meet the eligibility
requirements in Subdivisions 3.1 or 32 of this Article are eligible for premium
contributions for a Medicare Supplement health coverage policy selected by the Disirict.
Premium contributions for such policy will not exceed:
Coveraoe 7we
Medicare Eligible
Non-Medicare Eligible
Sinole Famiiv
$300 per month $400 per month
$400 per month $500 per month
At no time shall any payment in any amount be made directly to the retiree.
Any premium cost in excess of the ma�cimum contributions specified must be paid directly
and in full by the retiree, or coverage will be discontinued,
Subd.5. Employees hired after Mav 1. 1996, after completion of three (3) full years of
consecutive active service in independent Schooi District No. 625, are eligible to participate in an
employer matched Minnesota Deferred Compensation Plan. Upon reaching eligibility, the District
will match up to $50 per paycheck up to $500 per year of consecutive active service, up to a
cumulative lifetime maximum of $12,500. Part-time employees working half-time or more will be
eligible for up to one half (50%) of the availabie District match. Approved non-compensa4ory
leave shall not be counted in reaching the three (3) fup 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 Disirict, is solely responsible for determining his/her total
maximum allowab(e annual contribution amount under IRS regulations.
The employee must initiate an application to participate through the DistricYs specified
procedures.
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� ARTICLE 15. PROBATION
15.1 General Principles. This Article is effective for appointments made on or after May 1,
1994. For the purpose of this Article, six (6) months shall mean six (6) full-time equivalent
months (1,040 hours on the payroll). The calculation for time on probation will exciude
any unpaid breaks not worked by the employee. Extended absences of any kind (paid or
unpaid) lasting one (1) week or more in duration may be excluded when calculating time
toward the completion of any probationary period.
15.1.1 If a District employee who is covered by this Agreement transfers to a position
in the City of Saint Paul, that employee will have the right to return to his/her
former position or to a position to which the employee may have been
transferred or assigned prior to the new assignment, during or immediately at
the conclusion of that probationary period, if the employee fails probation in the
City position.
152 Oriainal Emolovment Probation. A new employee shall serve a six (6)-month
probationary period, as defined in 15.1, above, following regular appointment from an
eligible list to a position covered by this Agreement. At any time during this original
probationary period, the employee may be suspended, disciplined or discharged at the
discretion of the Employer, and without recourse to the grievance procedure.
15.3 Promotional probation. An employee newly promoted to a position covered by this
Agreement shall remain on promotional probation tor a period of six (6) months. At any
time during this probationary period, the employee may be returned to the employee's
previous position or to a position to which the employee may have been transferred or
assigned prior to the promotion, at the discretion of the Employer, and without recourse to
� the grievance procedure.
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ARTICLE 16. SENIORITY
16.1 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 contined 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 employee's rank on the eiigible
list from which certification was made.
162 Seniority shall terminate when an employee retires, resigns or is discharged.
16.3 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. However, when layoff occurs in any of the titles listed below
under Column A, layoff shall be based on inverse length of total seniority in all titles listed
on the corresponding line under Column B.
The Human Resource Department will identify such least senior employee in the
department reducing positions, and shall notify said employee of his/her reduction from
tfie department. If there are any vacancies in any of the titles under Column B on which
seniority was based, in any other District department, the Human Resource Department
shall place the affected employee in such vacancy. If two or more vacant positions are
available, the Human Resource Department shall decide which vacant positions the
affected employee shall fiil. If no vacancy exists in such tities, then the least senior
District employee in such titles shall be identified, and if the employee affected by the
original departmental reduction is more senior, he/she shall have the right to claim that
position and the least senior District employee in such titles shall be the empioyee laid off.
For the purposes of this Articie, the Board of Education is not included as a City
department nor is a Board of Education employee included as a City employee.
Column A
Child Development Technician BOE
Engineering Aide I BOE
Engineering Aide II BOE
*Speciai Student Attendant BOE
Coiumn B
Child Development Technician BOE,
'Special Student Attendant BOE
Engineering Aide I BOE,
Engineering Aide II BOE
Engineering Aide I BOE,
Engineering Aide II BOE
Child Development Techrician BOE,
'Special Student Attendant BOE
Clerk I BOE
Clerk II BOE
Clerk-Stenographer I BOE
Clerk-Typist I BOE
Clerk-Typist II BOE
Data Entry Operator I BOE
*Abolished except as to present incumbents.
Clerk I BOE, Cierk II BOE
Clerk I BOE, Clerk II BOE
Clerk-Stenographer I BOE,
Clerk-Stenographer II BOE
Clerk-Typist I BOE, Clerk-Typist 11 BOE
Clerk-Typist Il BOE, Clerk-Typist I BOE
Data Entry Operator I BOE
Data Entry Operator II BOE
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ARTICLE 16. SENIORITY (continued)
� 16.4 In cases where there are promotional series, such as Technician I, II, Iil, etc., when the
number of employees in these higher titles is to be reduced, employees who have held
lower titles which are in this bargaining unit will be offered reductions to the highest of
these titles to which class seniority would keep them from being laid off, before layoffs are
made by any class titfe in any department.
16.5 In cases where an employee to be laid off has held no regular appointment in a lower title
in the same promotional series as his(her current title, that empioyee wil{ be offered a
reduction to the title within the bargaining unit to which he/she was regularly appointed
immediately prior to his/her current title, so long as there is either a vacancy or, ifi no
vacancy exists, a less senior employee in such title may be displaced. In cases where an
employee to be laid off has held no regular appointment to any titles immediately prior to
hislher current title, said employee shall be laid otf. The employee reducing into a title
formerly held must satisfactorily complete a six (6)-month probationary period in such title.
If the probationary period is not satisfactory, the employee shall, at any time during the
probationary period, be reinstated to his/her former title and shall be laid off, but such
employee's name wilf be placed on tfie reinstatement register in hislher former titie and
"bumping" rights herein shall not again appiy to such empioyee.
This procedure will be followed by the Board of Education for Board of Education
employees. City employees being reduced or laid off may not displace Board of
Education empioyees. Soard ot Education employees being reduced or laid off may not
displace City employees.
16.6 It is understood that such employees will pick up their former seniority date in any class of
� positions that they previously held.
16.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire
after two years ot layoff.
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ARTlCLE 17. DISCIPLINE
17.1 Discipline will be administered for just cause only. Discipline will be in the torm of the �
following actions. Such actions may be taken in an order different form that listed here,
based on the specific employee action.
17.1.1 Oral reprimand;
i7.1.2 Written reprimand;
17.1.3 Suspension;
17.1.4 Reduction;
17.1.5 Discharge.
172 Any written reprimand made concerning any member of this bargaining unit which is filed
with the Human Resource Department or within any Employer department, shall be
shown to the member before it is placed on file, Before the reprimand is piaced on file,
the Employer shall request from the employee an acknowledgment, in writing, that the
reprimand has been read by said employee.
17.3 Suspensions, reductions, and discharges will be in written form.
17.4 Employees and the Union will receive copies of written reprimands and notices of
suspension and discharge.
17.5 Employees may examine all information in their Empioyer 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.
17.6 Preliminarv review. Prior to issuing a disciplinaty action of unpaid suspension, demotion, .
or discharge, the supervisor will make a recommendation to his/her supervisor regarding
proposed discipline. That supervisor wiii then offer to meet with the employee prior to
making a final determination of the proposed discipline. The emptoyee shali have the
opportunity to have Union representation present and be provided the opportunity to
speak on his/her behalf regarding the proposed action. If the employee is unable to meet
wiih the supervisor, the employee wil! be given the opportunity to respond in writing.
17.7 An employee to be questioned concerning an investigation of disciplinary action shall
have the right to request that a Union representative be present.
17.8 A grievance relating to this Article shal� be processed in accordance with the grievance
procedure in Article i9 of this Agreement. This prov,ision is not intended to abrogate
rights of veterans pursuant to statute.
ARTICLE 18. EMPLOYEE RECORDS
18.1 Any written reprimand made concerning any member of this bargaining unit which is filed
wilh the Human Resource Department or within any Employer department, shall be
shown to the member before it is placed on file. Before the reprimand is placed on file,
the Employer shali request from the empfoyee an acknowiedgment, in writing, that the
reprimand has been read by said employee.
182 Any member of ihe bargaining unit may, during usual working hours, with the approvai of
the supervisor, review any material placed in the employee's personnel file, after first
giving proper notice to the supervisor in custody of such file.
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ARTICLE 19. GRIEVANCE PROCEDURE
19.1 The Employer shall recognize stewards selecied in accordance with Union rules and
regulations as the grievance represe�tative of the bargaining unit. The Union shall notify
the Employer in writing of the names of the stewards and of their successors when so
named.
19.2 It is recognized and accepted by the Employer and the Union that the processing of
grievances as hereinafter provided is limited by the job duties and responsibilities of the
employees and shall therefore be accompiished during working hours only when
consistent with such empfoyee duties and responsi6ilities. 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 notiSied and received the
approval of their supervisor to be absent to process a grievance and that such absence
wouid not be detrimental to the work programs of the Empioyer.
19.3 The procedure established by this Article shail be the sole and exclusive procedure,
except for the appeal of disciplinary action as provided by Article 17, for the processing of
grievances, which are defined as an alleged violation of the terms and conditions of this
Agreement.
19.4 Grievance shall be resolved in conformance with the following procedure:
Steo �. 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 Union. 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 Union within fifteen (15)
workdays of the first occurrence of the event giving rise to the grievance shall
be considered waived.
Steo 2. Within ten (10) workdays after receiving the written grievance, a designated
Employer supervisor shall meet with the Union 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 Union within five (5) workdays following
this meeting. The Union may refer the grievance in writing to Step 3 within ten
(10) workdays following receipt of the Employer's written answer. Any
grievance not referred in writing by the Union within ten (10) workdays foilowing
receipt of the Employer's answer shall be considered waived.
5tep 3. Within ten (10) workdays following receipt of a grievance referred from Step 2,
a designated Employer supervisor shall meet with the Union Business Manager
or his/her designated representative, the Employee, and the steward, and
attempt to resolve the grievance. Within ten (10) workdays following this
meeting, the Employer shali reply in writing to the Union, stating the Employer's
answer concerning the grievance. If, as a result of the written response, the
grievance remains unresolved, the Union may refer the grievance to Step 4.
Any grievance not referred in writing by the Union to Step 4 within ten (10)
workdays following receipt of the Employer's answer shall be considered
waived.
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ARTICLE 19. GRIEVANCE PROCEDURE (continued)
Step 4. if the grievance remains unresolved, the Union may within ten (10) workdays
after the response of the Employer in Step 3, by written notice to the Employer
request arbitration of the grievance. The arbitration proceedings shall be
conducted by an arbRrator to be selected by mutuai agreement of the Employer
and the Union within ten (10) workdays 2fter notiCe has been given. If the
parties fail to mutually agree upon an arbitrator within the said ten (10)-day
period, either party may request the Bureau of Mediation Services to submit a
panel of five (5) arbitrators. Both the Employer and the Union shall have the
right to strike two (2) names from the panel. The Union shail strike ihe first
(1st) name; the Employer shall then strike one (1) name. The process wiil be
repeaYed and the remaining person shal! be the arbitrator.
19.5 The arbitrator shali 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 Union 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 ciose
ot the hearing or ihe 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 Union, and the employees.
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19.6 The fees and expenses for the arbitratoPs services and proceedings shali be borne •
equaily by the Employer and the Union, provided thaf each parry shall be responsible for
compensating its own representatives and witnesses. If either party desires a verbatim
record of ihe proceedings, it may cause such a record to be made, providing it pays for
the record.
19.7 The time limits in each step of this procedure may be extended by mutual agreement of
the Employer and the Union.
19.8 It is understood by the Union and the Employer that if an issue is determined by this
grievance procedure, it shall not again be submitted for determination in another forum. It
an issue is determined by any other forum, it shall not again be submitted for arbitration
under this grievance procedure. This provision is°rtot intencfed Fa abrogate rights under
state or federal statutes.
19.8.1 Notwithstanding that portion of Article 272 referring to laws of the City of Saint
Paul, no issue regarding actions taken under this Agreement shall be submitted
to the Civil Service Commission, except as permitted in Article 77.8, for
persons covered by veterans preference.
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ARTICLE 20. TEMPORARY EMPLOYEES
20.1 It is recognized that temporary employees are within the unit covered by this Agreement,
however, except as specifically provided by this Agreement, temporary employees shall
not have or acquire any rights or benefits other than specifically provided by the provisions
of the Civil Service Rufes and/or the Saint Paul Salary Plan and Rates of Compensation.
In cases of temporary work, appointment officers may fill a vacant position with a
temporary employee. The appointing officer must indicate in making such a request that
such employment is in fact temporary. No person shall serve as a temporary employee
more than 1040 working hours in any fiscal year. No person may work in excess of 1040
hours unless the Human Resources Director approves such extension prior to the use of
the full 1040 hours.
Persons on appropriate eligible lists shall be given, at the discretion of the Human
Resources Director, preference in temporary appointment, and their names shall remain
on all eligible lists for regular employment.
The Human Resources Director may aker the number of working days permitted upon
determination that market conditions warrant an adjustment.
Whenever discretionary changes are made in accordance with this section by the Human
Resources Director, the effective date of the action shall be preceded by a twenty day
public notice period. This period shall be initiated by notice to the recognized bargaining
unit for the title affected and the affected departments.
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ARTICLE 21. BULLETIN BOARDS
21.1 The Employer shall provide reasonable bulletin space for use by the Union in posting
notices of Union business and activities. Said bulietin board space shall not be used by
the Union for political purposes other than Union elections. Use of this bulletin board is
subject to approval of the department head.
ARTICLE 22. VACANCIES
22.1 The Human Resource Department will send notices of job vacancies to each building to
be posted at least five (5) working days before tilling the vacancy so that qualified District
employees who hold the title may apply for consideration.
22.2 For the purpose of this ARicle, a vacancy need not be posted if it is to be filled by a
current employee to avoid a layoff.
22.3 For the purpose of this Article, a vacancy need not be posted if it is to be filled through
reinstatement of a laid-off School District employee covered by this Agreement with recall
rights to the vacancy.
ARTICLE 23. NON-DISCRIMINATION
23.1 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 Union.
23.2 Employees will pertorm their duties and responsibilities in a non-discriminatory manner as
such duties a�d responsibilities involve other employees and the general public.
23
ARTICLE 24. NO STRIKE, NO LOCKOUT
24.1 Neither the Union, its officers or agents, nor any of the employees covered by this
Agreement will engage in, encourage, sanction or support any strike, or the withholding in
whole or in part of the full pertormance of their duties during the iife of this Agreement,
except as specifically allowed by the Pubtic Employment Labor Relations Act. In the
event of a violation of this Articie, the Employer will warn employees of the consequences
of their action and shall instruct them to immediately return to their normal duties. Any
employee who fails to return to his/her full duties within twenty-four (24) hours of such
warning may be subject to the penalties provided in the Public Employment Labor
Relations Act.
242 No lockout, or refusal to allow employees to perform available work, shall be instituted by
the Employer and/or its appointing authorities during the life of this Agreement.
ARTICLE 25. LEGAL SERVICES
25.1 Except in cases of malfeasance in office or wiliful or wanton neglect of duty, the Employer
shall defend, save harmless, and indemnify employee against tort claim or demand,
whether groundless or otherwise, arising out of alleged acts or omission occurring in the
pertormance or scope of the employee's duties.
252 Notwithstanding 25.1, 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.
ARTICLE 26. SAFETY SHOES
The District agrees to pay fifty dollars ($50) per year toward the purchase or repair of safety sfioes
for an employee who is a member of this unit, under the following conditions:
The District shall contribute toward the purchase or repair of one (1) pair of shoes per
contract year and shall not be responsibie for any additionai cost of any additional shoes
hereafter. This reimbursement of fifty dollars ($50j sha(f be made only after verification of
expenditure and approval by the Department head or designated supervisor of the
employee. This fifty dollar ($50) Employer contribution shall apply only to those
employees who are required to wear protective shoes or boots by the Employer, and the
contribution shaq not exceed the actual co„st, of, such shoes or, boots.
ARTICLE 27. TERMS OF AGREEMENT
27.7 Comolete Aareement and Waiver of Bargainina. This Agreement shall represent the
complete Agreement between the Union and the Employer. The parties acknowiedge
that during the negotiations which resulted in this Agreement, each had the unlimited right
and opportunity to make requests and proposals with respecf fo any subject or matter not
removed by law from the area of collective bargaining, and that the complete
understandings and agreements arrived at by the parties after the exercise of that right
and opportunity are set forth in this Agreement. Therefore, the Employer and the Union,
for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each
agrees that the other shall not be obligated to bargain collectively with respect to any
subject or matter referred to or covered in this Agreement.
�
•
•
24
O/ 37y'
� ARTICLE 27. TERMS OF AGREEMENT (continued)
27.1.1 Pav Eouitv - Possible Re-Ooener.
If, during the term of this Agreement, the District is found out of compiiance with
Pay Equity requirements by the Minnesota Depar[ment of Empioyee Relations
(DOER), and if the finding of non-compiiance indicates that American
Federation of State, County, and Municipai Empioyees' classes which are
female-dominated and described by DOER as under-compensated are a
specific corrtributing cause of the non-compfiance judgment, and 'rf the non-
compliance judgment stands after the completion of any and aii appeal
processes, then the District and the Union wiii re-open the contract for the sole
purpose of negotiations limited to efSarts to address the specii'�c compliance
prob(ems in a manner designed by the parties to move toward compliance.
The Union and the District acknowledge that no right to strike is derived from
any outcome of the negotiations or lack of agreement during this re-opener,
shouid it be necessary to re-open.
27.2 Savings Clause. This Agreement is subiect to the laws of the United States, the State of
Min�esota, and the Gity of Saint Paut. ln the event any provision of this Agreement shall
hold to be contrary to law by a court of competent jurisdiction from whose finai judgment
or decree no appeai has been taken within the time provided, such provision shalf be
voided. All other provisions shali continue in full force and effect.
27.3 Term of Aareement. This Agreement shail be in full force and effect from July 1, 2000,
through June 3Q, 2002, and shali be automaticalty renewed from year to year thereafter
unless either party shall notify the other in writing by June 1 that it desires to modify or
� terminate this Agreement.
27.4 This constitutes a tentative Agreement between the parties which wifl be recommended
by the Negotiations/Labor Relations Manager, but is subject to the approval of the Board
of Education and is also subject to ratification by Local Union No. 844.
W ITNESSES:
INDEPENDENT SCHOOL DISTRICT NO.
625
� L— ���
Chair, Bo of Educa io
LOCAL UNION 844, DISTRICT COUNCIL
14 OF THE AMERICAN FEDERATION OF
•
25
jZ . j9- dC>
Date
! - �/-a d
Date
D/- 3Z�
�
APPENDICES A, B AND C
APPENDIX A: SALARY SCHEDULES
APPENDIX B: TITLES AND GRADES
APPENDIX C: CLERICAL STANDARD RANGES
i
�
2�
APPENDIX A: TITLES AND WAGES �
Clerical and Technical Employees
All Tiiles are Board of Education Titles and Unique from Ciiy of Saint Paui Titles
Years of Service Siart 7 2 3 4 5 70 15
Step � 2 3 4 5 6 7 8
Grade 7
Trainee (Clerical) BOE
Trainee (Child Development) BOE
Trainee {Maintenance) BOE
Trainee (Storehouse) BOE .
7-1-00 9.55 102i 70.58 10.94 1i27 11.61 71.95 72.46
6-30-Ot 9.74 10.42 10.79 71.16 11.49 11.95 12.31 12.96
Grade 8
Trainee (Counselor Aide) BOE
Trainee (Management)BOE
Trainee (Technical) BOE
7-1-00 9.77 10.41 10.78 1120 11.53 11.88 1223 12.75
6-30-Ot 9.96 10.62 10.99 11.42 11.76 1223 12.60 13.26
Grade 9
Clerk I BOE
Service Worker II BOE •
7-1-00 9.96 10.67 11.02 11.44 1 t.78 12.13 12.50 13.02
6-30-01 10.16 70.88 1124 11.67 12.02 12.50 12.87 13.54
Grade 10
Clerk-Typist I BOE
Clerk-Typist I (Bilingual) BOE
7-1-00 10.79 10.85 1124 11.60 71.95 12.31 12.67 1320
6-30-07 70.39 11.06 17.46 17.83 12.79 12.67 73.05 13.73
Grade 12
Data Entry Operator I BOE ' � �
7•7-00 10.58 11.36 11.76 12.18 12.55 12.93 73.31 13.86
6-30-07 10.79 17.58 12.00 12.43 72.80 73.37 13.77 74.47
Grade 13 �
Clerk-Stenographerl BOE
Mail Clerk BOE
7-1-00 10.78 1'1.57 11.99 12.46 12.83 1322 13.62 14.17 �
6-30-Ot 10.99 11.80 1223 12.71 13.09 13.62 14.02 14.74
Grade 14
Clerk 11 BOE
7-1-00 11.02 11.83 1229 12.74 13.12 13.51 13.92 14.48
&30-07 1124 12.06 12.53 12.99 13.38 13.92 74.33 15.06
.
28
o�- 37 9
• Years of Service Start 7 2 3 4 5 /0 15
Step 1 2 3 4 5 6 7 8
Grade 15
Order Distribution Assistant BOE
7-1-00 1124 12.03 12.53 13.04 13.43 13.84 1425 14.83
&30-01 11.46 1227 '12.78 13.3G 1370 1425 14.68 15.42
Grade 16
Data Entry Operator II BOE
7-1 AO 11.49 12.37 12.85 13.41 13.81 1422 14.55 1524
6-30-01 11.72 12.62 13.17 13.68 14.09 14.65 15.09 75.&5
' Grade 17
Cferk-Typist II BOE
Clerk-Typist II (Bilingual) BOE
Receptionist BOE
7-1-00 11.76 12.66 13.16 13.74 14.15 14.57 15.01 15.63
630-01 72.00 12.92 13.42 14.07 14.43 15.01 75.46 t626
Grade 79
Accounting Cierk I BOE
Clerk-Stenographer II BOE
EDP Aide BOE
Security Monitor 80£
Storeroom Assistant BOE
7-7-00 1229 1327 13.86 14.47 14.91 75.36 15.82 16.44
� &30-Ot t2.53 13.53 14.t4 14.76 t521 t5.82 1629 17.10
Grade 20
Clerk III BOE
Community Education Clerk-Typist BOE
7-1-00 72.55 13.67 1425 14.88 15.33 75.79 1626 76.90
6-30-01 72.80 13.95 14.54 15.18 15.64 1626 16.75 17.57
Grade 21
Courier BOE
Delivery Assistant BOE
7-1-00 12.85 13.97 14.58 1526 15.72 16.19 16.67 17.32
6-30-01 13.11 7 4.25 14.88 15.56 16.03 16.67 17.17 18.01
Grade 22
Clerk-Stenographer {11 BOE
. Clerk-Typist III BOE
Clerk-Typist III (Bilingual) BOE
Data Entry Operator III BOE
� Dupiicating Equipment Operator BOE
Payroll Cierk I BOE
School Business Cterk BOE
Security Monitor II BOE
Substitute School Clerk BOE
7-1-00 13.16 74.35 15.05 75.71 76.19 16.67 '17.17 17.83
630-01 73.42 14.64 15.36 16.03 16.5� 17.17 17.69 "18.55
•
�
Years of Service Start 7 2 3 4 5 70 15 �
Step 1 2 3 4 5 6 7 8
Grade 23
Cashier BOE
Library Technician BOE
7-1-00 13.53 14.74 75.38 16.09 16.57 17.07 17.58 1826
6-30-07 73.80 15.04 15.69 16.41 76,91 17.58 18.11 18.99
Grade 24 •
Accounting Clerk II BOE
Child Development Technician BOE
`Special Student Attendant BOE
Tecfinical User Support 1 BOE
Technology Support Technician II BOE
7-1-00 13,89 15.13 15.82 16.56 17.06 77.57 18.10 78.79
6-30-01 74.17 15.44 76.74 76.89 77.40 78.10 78.64 79.54
Grade 25
Elementary School Clerk BOE
Nutrition Program Clerk BOE
Occupational Therapy Assistant BOE
Physical Therapy Assistant BOE
7-T-00 14.24 15.53 1620 16.89 17.40 17.92 18.46 19.16
6-30-Ot 14.52 15.84 16.52 1723 77.75 18.46 79.01 19.92
Grade 26
Architectural Drafler Trainee BOE •
Computer Operator BOE
SASI/Parlant Suppor[ Assistant BOE
7-1-00 t4.63 15.97 16.69 17.44 17.96 78.50 19.06 19.77
6-30-Ot 14.92 16.28 17.02 17.79 18.32 19.06 19.63 20.57
Grade 27
Cferk N BOE
Elementary School Clerk BOE (effective 630-07)
Furniture Processor BOE
tviiddie teve( School CSe1c 30E
Payroll Clerk II BOE
Storekeeper BOE
Student Data Cterk IV BOE
7-1-00 14.63 16.03 16.77 17.57 18.09 18.64 19.19 19.92 �
6-30-Ot 14.92 16.35 17.10 17.92 18.45 19.19 19.77 20.71
Grade 29
Duplicating Equipment Operator Supervisor BOE
Storekeeper (Food Service) BOE
7-i-00 75.42 16.89 17.71 78.51 19.06 19.63 2022 20.98
630-01 15.72 7723 18.06 18.88 19.44 2022 20.83 21.81
•
30
0`-3��
� Years of Service Start 7 2 3 4 5 10 75
Step 1 2 3 4 S 6 7 8
Grade 30
Accounting Technician I BOE
Architeciural Drafter BOE
E.D.P. ProgrammerTrainee BOE
Instructional Media Clerk BOE
Instructional Media Technician BOE
Procurement Specialist Trainee BOE
, Secretary BOE
Senior High School Clerical Services Supervisor BOE
7-1-00 15.87 17.33 18.19 19.02 79.60 20.78 20.79 21.56
6-30-Ot 16.19 17.68 18.56 19.41 19.99 20.79 27.41 22.42
Grade 31
Clerical Supervisor BOE
Storeroom Supervisor BOE
7-1-00 1629 17.82 18.63 19.53 20.11 20.72 21.34 22.12
6-30-01 16.62 18.77 19.01 19.92 20.52 21.34 21.98 23.01
Grade 32
lnformation Systems Technician BOE
Payroll Information Systems Technician BOE
Procurement Specialist BOE
• SASI/Parlant Technical Trainer BOE
7-1-00 16.75 78.33 1920 20.09 20.69 21.32 21.96 22.76
630-01 17.09 18.70 19.58 20.49 21.11 27.96 22.61 23.67
Grade 33
Payroll Systems Supervisor BOE
Technical User Support II BOE
Technology Support Technician fll BOE
Transportation Coordinator I BOE
7-7-00 1720 18.87 19.73 20.66 2728 21.91 22.57 23.40
6-30-Ot 17.55 1925 20.13 27.07 27.70 22.57 2325 24.33
Grade 34
Accounting Technician II BOE
7-1-00 17.71 19.39 2026 2122 21.86 22.51 23.19 24.03
630-07 18.06 19.77 20.67 21.65 22.30 23.19 23.89 24.99
Grade 35
Tratfic Operattons Coordinator BOE
. 7-t-00 18.79 19.90 20.86 21.83 22.49 23.76 23.86 24.72
630-01 18.56 20.30 2128 2227 22.94 23.86 24.57 25.71
Grade 36
Accounting and Systems Technician BOE
Disbursemeni Auditing Supervisor BOE
E.D.P. Programmer BOE
Network Technician I BOE
• 7-1-00 '18.70 20.47 21.46 22.A9 23.17 23.86 24.58 25.46
630-01 19.07 20.88 21.89 22.94 23.63 24.58 25.32 26.A8
31
Years of Service Start 1 2 3 4 5 10 15 �
Step 1 2 3 4 5 6 7 8
Grade 3>
Transportation Coordinator II BOE
7-1-00 1921 21.05 22.04 23.09 23.78 24.49 2523 26.13
630-01 19.60 27.47 22.48 23.55 2426 2523 25.99 27.18
Grade 38
Accounting Technician III BOE
7-1-00 79.78 21.66 22.68 23.73 24.44 25.78 25.93 26.86
6-30-01 20.17 22.09 23.13 2421 24.93 25.93 26.71 27.93 .
Grade 40
Applications Systems ProgrammedAnalysi BOE
Nehvork Technician II BOE
7-1-00 20.94 22.92 23.98 25.14 25.90 26.68 27.48 28.45
6-30-01 21.36 23.37 24.46 25.65 26.42 27.48 28.30 29.58
Grade 42
Accounting 7echnician fV BOE
7-1-00 22.10 24.25 25.40 26.59 27.39 2821 29.05 30.07
6-30-07 22.54 24.74 25.90 27.12 27.93 29.05 29.92 3127
Grade 44
E.D.P. �ead Programmer BOE
7-1-00 23.39 25.66 26.92 28.16 29.00 29.87 30.77 31.84
630-01 23.86 26.18 27.46 28.72 29.58 30.77 31.69 33.11 •
Hourly Titles
Clerical Assistant BOE
7-1-00 927 9.53 9.79
630-07 9.55 9.8� 10.08
Storehouse Helper BOE
7-t-00 76.74 77.19
6-30-01 1724 17.71
Stores Clerk (School Food Service) BOE
7-7-00 17.65 78.09
6-30-Ot 18.18 18.63
•
32
�l-- 37 9
�
APPENDIX B
BOARD OF EDUCATION CLERICAL TITLES AND GRADES
.
•
Grade
19
24
23
Hourly
31
9
14
20
27
13
19
22
10
10
17
17
22
22
20
26
21
12
16
22
21
36
22
29
19
25
27
27
30
Title
Accounting Clerk I BOE
Accounting Clerk ii BOE
Cashier BOE
Clerical Assistant BOE
Clerical Supervisor BOE
Clerk I BOE
Clerk ll BOE
Clerk III BOE
Clerk IV BOE
Clerk-Stenographer I BOE
Clerk-Stenographer II BOE
Clerk-Stenographer III BOE
Clerk-Typist I BOE
Clerk-Typist I (Bilingual) BOE
Clerk-Typist II BOE
Clerk-Typist II (Bilingual) BOE
Clerk-Typist III BOE
Clerk-Typist Ill (Bilingual) BOE
Community Educ. Clerk Typist BOE
Computer Operator BOE
Courier/Data Processing Aide BOE
Data Entry Operator I BOE
Data Entry Operator II BOE
Data Entry Operator III BOE
Delivery Assistant BOE
Disbursement Auditing Supervisor BOE
Duplicating Equip. Operator BOE
Duplicating Equip. Operator Supv. BOE
EDP Aide BOE
Elementary School Clerk BOE
Elementary School Clerk BOE (eff. 6/30/0�)
Furniture Processor BOE
Instructional Media Clerk BOE
Grade Title
13 Mail Clerk BOE
27 Middie Levei Schooi Cferk BOE
25 Nutrition Program Clerk BOE
15 Order Distribution Assistant BOE
22 Payroll Clerk I BOE
27 Payroll Gierk II BOE
33 Payrolf Systems Supervisor BOE
32 Procurement Specialist BOE
30 Procurement Specialist Trainee BOE
17 Receptionist BOE
22 School Business Clerk BOE
30 Secretary BOE
19 Security Monitor BOE
22 Security Monitor II BOE
30 Sr. High School Clerical Services Supv. BOE
9 Service Worker II BOE
Hourly Storehouse Helper BOE
27 Storekeeper BOE
29 Storekeeper (Food Service) BOE
19 Storeroom Assistant BOE
31 Storeroom Supervisor BOE
Hourly Stores Clerk {School Food Service) BOE
27 Student Data Glerk IV BOE
22 Substitute School Clerk BOE
7 Trainee (Cierical) BOE
7 Trainee (Child Development) BOE
7 Trainee (Maintenance) BOE
7 Trainee (Storehouse) BOE
35 Traffic Operations Coordinator BOE
33 Transportation Coordinator I BOE
37 Transportation Coordinator II BOE
33
APPENDIX B (continued)
BOARD OF EDUCATION TECHNICAL TITLES AND GRADES
36
30
34
38
42
17
40
30
26
24
17
30
44
36
40
30
22
Accounting & Systems Technician BOE
Accounting Technician I BOE
Accounting Technician II BOE
Accounting Technician III BOE
Accounting Technician iV BOE
Adaptive Recreation Assistant BOE
Applications Sys. Prog./Analyst BOE
Architectural Drafter BOE
Architectural Drafter Trainee BOE
Child Development Technician BOE
Dentai Assistant BOE
Dentai Hygienist BOE
E.D.P. Lead Programmer BOE
E.D.P. Programmer BOE
E.D.P. Programmer Analyst BOE
E.D.P. Programmer Trainee BOE
Engineering Aide I BOE
"'Abolished wccept as tu present incumben[s.
26
17
32
30
23
36
40
25
32
25
26
32
24
24
33
24
33
Engineering Aide II BOE
Health and Education Assistant BOE
Information Systems Technician BOE
Instructional Media Technician BOE
Library Technician BOE
Network Technician I BOE
Network Technician II BOE
Occupational Therapy Assistant BOE
Payroil Information System Technician BOE
Physical Therapist Assistant BOE
SASI/Parlant Support Assistant BOE
SASI/Parlant Technical Trainer BOE
Special Student Attendant' BOE
Technical User Support I BOE
Technical User Support II BOE
Technology Support Technician II BOE
Technology Support Technician III BOE
�
�
i
34
�
•
�
APPENDIX C: CLERICAL AND TECHNICAL STANDARD RANGES
Vears of Service
Step
Grade 1
2
3
4
5
6
7
s
9
10
11
72
73
14
75
76
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
Start 1 Year 2 Years 3 Years
1 2 3 4
8.73
8.89
9.03
9.19
9.38
9.55
s.n
9.96
10.19
10.33
10.58
10.78
11.02
1124
11.49
1176
11.99
1229
12.55
12.85
13.16
13.53
13.89
14.24
14.63
14.63
15.05
15.42
15.87
16.29
16.75
1720
17.71
18.19
18.70
1921
19.78
20.34
20.94
21.50
22.70
22.76
23.39
24.03
24.�5
25.49
2626
27.05
27.86
928
9.46
9.75
9.82
10.01
1021
i o.ai
7 0.67
10.85
11.09
1 �.36
17.57
17.83
12.03
12.37
12.66
13.00
1327
13.67
13.97
14.35
14.74
15.13
15.53
15.97
� 6.03
76.40
16.89
17.33
17.82
18.33
18.87
19.39
19.90
20.47
2t.05
21.66
2227
22.92
23.59
2425
24.92
25.66
26.38
27.�8
27.99
28.83
29.70
30.59
9.55
9.77
9.96
10.19
10.33
10.58
io.�s
11.02
1124
11.46
1176
11.99
1229
12.53
72.85
13.16
13.53
13.86
1425
14.58
15.05
15.38
15.82
1620
i s.ss
tis.n
17.19
17.71
18.19
18.63
1920
19.73
2026
20.86
21.46
22.04
22.68
23.34
23.98
24.67
25.40
26.09
26.92
27.62
28.45
29.37
30.18
31.09
32.02
9.89
10.12
1029
10.52
10.70
10.94
1720
11.44
11.60
11.88
72.18
12.46
12.74
13.04
73.41
13.74
14.10
14.47
14.88
1526
15.71
16.09
16.56
16.89
n.aa
17.57
17.94
18.51
7 9.02
7 9.53
20.09
20.66
2122
21.83
22.49
23.09
23.73
24.42
25.14
25.85
26.59
27.34
28.16
28.97
29.84
30.74
31.66
32.61
33.59
35
ol- 3��
JULY 1, 2000
4 Years 5 Years 10 Years 15 Years
5 6 7 8
10.19
70.42
10.60
10.84
11.02
1127
11.53
17.78
11.95
1224
72.55
12.83
13.12
13.43
73.81
14.15
14.52
14.91
15.33
15.72
16.19
16.57
17.06
17.40
n.ss
18.09
18.48
19.06
19.60
20.11
20.69
21.28
21.86
22.49
23.17
23.78
24.44
25.76
25.90
26.63
27.39
28.16
29.00
29.84
30.74
31.66
32.61
33.59
34.59
� 0.49
7 0.74
10.92
11.16
11.35
11.61
11.88
12.13
12.31
12.60
12.93
7322
73.51
7 3.84
74.22
14.57
14.96
15.36
15.79
16.19
16.67
17.07
17.57
17.92
is.so
18.64
19.03
19.63
20.18
20.72
21.32
21.91
22.51
23.16
23.86
24.49
25.18
25.91
26.68
27.43
2827
29.01
29.87
30.74
31.66
32.61
33.59
34.59
35.63
IU.tiG
�0.87
11.06
1125
71.50
11.69
11.95
1223
12.50
12.67
12.98
13.31
13.62
13.92
1425
74.65
15.01
15.41
15.82
1626
7 6.67
17.17
17.SS
78.10
18.46
7 9.06
19.19
19.61
20.22
20.79
21.34
21.96
22.57
23.19
23.86
24.58
2523
25.93
26.69
27.48
2825
29.05
29.SS
30.77
31.66
32.61
33.59
34.59
35.63
36.70
I 1.US
1128
7 7.54
7173
11.99
12.19
12.46
12.75
13.02
1320
13.52
13.86
14.17
14.48
14.83
1524
15.63
16.02
16.44
16.90
17.32
17.83
1826
18.79
19.16
�s.n
19.92
20.38
20.98
21.56
22.12
22.76
23.40
24.03
24.72
25.46
26.7 3
26.86
27.63
28.45
2924
30.07
30.92
31.84
32.76
33.73
34.74
35.78
36.85
37.95
APPENDIX C: CLERICAL AND TECHNICAL STANDARD RANGES
Years of Service
Step
ade 1
2
3
4
5
6
7
8
9
10
11
72
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
za
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
Start
1
8.72
8.90
9.07
921
9.37
9.57
9.74
9.96
10.16
10.39
7 0.54
10.79
10.99
1124
11.46
71.72
12.00
�223
72.53
72.80
13.11
13.42
13.80
14.17
14.52
14.92
14.92
75.36
15.72
16.19
16.62
17.09
17.55
i 5.06
18.56
19.07
19.60
20.17
20.75
21.36
21.93
22.54
2321
23.86
24.51
25.25
26.00
26.78
27.59
28.41
JUNE 30, 2001
1 Vear 2 Years 3 Years 4 Years S Vears 70 Years
2 3 4 5 6 7
9.47
9.65
9.33
10.02
1027
10.42
10.62
10.88
11.06
11.31
11.58
11.80
12.06
12.27
72.62
12.92
13.26
73.53
73.95
1425
14.64
15.04
15.44
15.84
1628
16.35
7 6.73
7 723
17.68
18.17
18.70
1925
79.77
20.30
20.88
21.47
22.09
22.72
23.37
24.06
24.74
25.42
26.18
26.91
27.72
28.55
29.41
3029
31.20
9.74
9.96
10.16
10.39
10.54
10.79
10.99
1124
11.46
1�.69
72.00
1223
12.53
12.78
73.71
13.42
13.80
14.14
14.54
14.58
15.36
75.69
16.14
16.52
17.02
17.10
17.53
18.06
18.56
19.01
79.SS
20.13
20.67
2128
27.89
22.48
23.73
23.81
24.46
25.17
25.90
26.61
27.46
28.18
29.02
29.89
30.79
31.77
32.66
10.09
10.32
10.50
10.73
10.91
11.16
1 i.42
11.67
11.53
12.72
12.43
12.71
12.99
13.30
13.68
14.01
14.38
14.76
15.18
15.56
76.03
16.41
16.89
1723
17.79
17.92
18.30
18.88
19.41
19.92
20.49
2t.07
21.65
2227
22.94
23.55
2421
24.91
25.65
26.37
27.12
27.89
28.72
29.55
30.44
31.35
3229
3326
3426
70.39
70.63
10.81
1'1.06
1124
11.49
11.76
7 2.02
12.79
12.48
12.80
13.09
13.38
13.70
14.09
14.43
14.81
1521
15.64
16.03
16.5�
16.91
17.40
77.75
15.32
18.45
18.85
19.44
19.99
20.52
21.11
21.70
�.�
22.94
23.63
2426
24.93
25.66
26.42
27.16
27.93
28.72
29.58
30.44
31.35
3229
3326
3426
3529
10.81
11.06
1125
11.50
11.69
11.95
1223
12.50
12.67
12.98
i3.31
7 3.62
13.92
1425
14.65
15.01
15.40
15.82
1626
16.67
17.77
17.58
18.10
18.46
19.06
19.79
19.61
2022
20.79
21.34
27.96
22.57
23.79
23.86
24.58
2523
25.93
26.69
27.48
2825
29.05
29.88
30.77
31.66
32.67
33.59
34.59
35.63
36.70
11.13
11.39
11.59
11.84
12.04
12.31
12.60
12.87
13.05
13.37
13.77
14.02
14.33
14.68
15.09
15.46
15.87
1629
1675
17.17
17.69
18.11
15.64
19.01
19.63
is.n
20.19
20.83
21.41
21.98
22.61
2325
23.89
24.57
25.32
25.99
26.71
27.49
28.30
29.10
29.92
30.77
31.69
32.61
33.59
34.59
35.63
36.70
37.80
75 Years
8
11.52
11.73
12.00
1220
72.47
12.67
12.96
1326
13.54
73.73
14.06
14.47
14.74
15.06
15.42
15.&5
76.26
16.66
17.10
17.57
18.01
18.55
15.99
19.54
19.92
20.57
zo.�i
2120
21.81
22.42
23.01
23.67
24.33
24.99
25.71
26.48
27.78
27.93
28.74
29.55
30.41
3127
32.16
33.11
34.07
35.08
36.73
3721
38.32
39.47
�
•
u
�
�/- 379
�
ADDITIONAL INFORMATION
(Not a Part of the Agreement)
MEMORANDA OF UNDERSTANDING
Labor Management Task Force
Filling Vacancies a�d Staffing Levels
•
MEMORANDUM OF AGREEMENT
improvement Plan Process
•
37
MEMORANDUM OF UNDERSTANDlNG
BETW EEN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DISTRICT COUNCIL 14, LOCAL NO. 844 (AFSCMEj
REGARDING LABOR MANAGEMENT TASK FORCE
The parties agree to continue a format Labor Management Task Force to review issues both
parties agree upon, including the appropriate use of titles in various positions in the Disuict. It is
further understood that the Union and the Employer vrili appoint members to the task farce and all
decisions wiil be through consensus based decision making. The Task Force may make
recommendations to the Superintendent of Schools and the Union.
The Union and the District agree that the Task Force may:
1. Review descriptions for titles and identify elements that distinguish the typical responsibilities
for AFSCME positions from others in the District.
2. Identify antl discuss existing positions and appropriate unft determinations.
3. Work to develop a procedure to assure future appointments are piaced in the appropriate title
and bargaining unit.
4. Develop an agreement regarding employees in the District who currently are found to be in
the wrong tifle or bargaining unit.
5. Discuss other relevant issues as agreed upon.
INDEPENDENT SCHOOL DISTRICT M1IO.
625
� �—��
Chair, B d of a ion
t��fatio La e a io s I anager
�e�7<���i�c �"
Negotiations bor Relations
Assistant Manager
LOCAL UN(ON 844, D(STRICT COUNCfL
14 OF THE AMERICAN FEDERATION OF
STATE, COUN�Y MUNIClPAL
/Z- l°/•O�
Date
1 ��—ocJ
Date
38
�
•
r
o� ��q
u
MEMORANDUM OF UNDERSTANDING
BE7WEEN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DISTRICT COUNCIL 14, LOCAL NO. 844 (AFSCME}
REGARDING FILLING VACANCIES AND STAFFING LEVELS
The Union and Empfoyer agree to uiii'�ze a Labor Management Task Force with consensus based
decision making to explore the foilowing topics:
• the level of clerical staffing in buildings
• the time required to fi�l vacancies
The Task Force will make recommendations to the Superintendent of Schools and the Union.
Tfie parties agree to a good fafth attempt to resoive the issues.
INDEPENDENT SCHOOL DIS7RICT NO.
625
� ��. �---_
Chair, Bo of Educatien_, \�
1��
N ot tion�i.'2bor Relations Manager
�� —
Negotiations/L^ or Relations
Assistant Manager
!'N-oo
Date
�
/z ��9�OC�
Date
39
LOCAL UNION 844, DISTRICT COUNCIL
14 OF THE AMERICAN FEDERATION OF
MEMORANDUM OFAGREEMENT
BETWEEN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DISTRICT COUNCIL 14, LOCAL NO. 844 (AFSCME)
REGARDING IMPROVEMENT PLAN PROCESS
The Union and District jointly affirm that individuai improvement pians are an appropriate method
through which to identify job-related areas of concern a�d provide an opportunity for empioyees to
improve performance. This process connects an employee's step advancement or salary
increase to the following improvement plan process.
Step 1: INFORMAL PROCESS
The supervisor and employee meet on an informal basis to discuss performance concerns. The
supervisor clearly articulates performance expectations and provides the employee fime to make
corrections.
Stea 2:
If the employee is not meeting performance expectations after an appropriate period of time, the
supervisor notifies the employee in writing of a meeting to discuss the components of an
improvement plan. The written notification informs the employee that he/she has the right to Union
representation at this meeting.
�
Steq 3: FORMAL PROCESS
The employee and supervisor [and union representative, if employee desires] meet to discuss the
components and timelines of an improvement plan. The plan articulates the areas of concern, .
actions the employee and supervisor must take to be on track with the plan, and timelines to meet
to discuss progress. "On track" means fotfowing the actions and adhering to the timelines
outlined in the improvement plan. The employee may appeal the components or timelines of the
improvement plan to the next level supervisor.
Step 4:
If the employee is on the improvement plan as of June 1 and NOT on track with the components of
the plan, the emp(oyee's step or salary increase (if not eligibie for a step) is withheid. If the
employee is on track, no action is taken. The improvement plan must have been in place since
March 1 in order to lose a step/salary increase. Also, if the supervisor is not on track, a step/salary
increase may nai be withheld..,
Step 5;
The supervisor must meet with the employee approximately two months, four months, and six
months after the withholding of a step/salary increase. The purpose of fhese meefings is to
assess whether the employee and the supervisor are on hack, to provide assistance and
resources, and to answer any questions/concerns the employee may have. If the employee is on
track or the supervisor is not on track, the empioyee's step/salary increase will be reinstated
retroactive to JWy 7.
Steo 6:
At the six-month meeting, one of the foliowing will occur:
i) The employee wili be on frack or the supervisor will not be on track, and the empioyee
wili be taken off the improvement plan, and his/her step/salary increase restored
retroactive to July 1;
2) The employee and supervisor will agree to extend the improvement plan for an agreed
upon length of time;
3) The employee will not be on track, and the employer may take disciplinary action if •
performance is deficient.
�
o�- 37y
MEMORANDUM OFAGREEMENT
� REGARDING IMPROVEMENT PLAN PROCESS
(Continued)
Aithough placement on an improvement plan is not grievable, an employee may grieve a
disciplinary action. If Number 3 occurs and the employee's step/salary increase is not restored,
the emptoyee may grieve tfie loss ot stepfsalary increase at tn+s time.
Memorandum shall remain in effect for the duration of the 2000-2002 Labor Agreement.
INDEPENDENT SCHOOL DISTRICT NO.
625
�
•
Chair, Boaraoi Educa�ia�
��/ � /N
NegotiationslL elations anager
�.��Q��O
Negotiations(Lab efations
Assistant Manager
1 "�/��C7
Date
Date
41
�z . �� �o
LOCAL UNION 844, DISTRICT COUNCtL
14 OF THE AMERICAN FEDERATION OF
INDEX
A N
Adoption Leave ............................................6 No Strike, No Lockout................................24
B Non-Compensatory Leave Of Absence.......7
Non-Discrimination ....................................23
Bereavement Leave .................................... 5 0
C Overtime ......................................................2
Court Duty Leave .........................................6 P
� Parental Leave .............................................7
Discipline ...................................................20 Preamble....................................................iv
Dues............................................................1 Probation....................................................17
E R
Educational Leave .......................................8 Rest Breaks.................................................3
Employee Records ....................................20 Retirement Health Insurance...................,.14
F S
Fair Share Fee .............................................1 Safety Shoes..............................................24
Family Medical Leave ..................................8 Salaries..............................28, 29, 30, 31, 32
Fi!ling Vacancies And Stafting Levels........ 39 Salary Step Progression ..............................9
Fiexible Spending Account ........................13 Seniority.....................................................18
G Severance Pay ...........................................11
Sick Child Care Leave .................................5
Grievance Procedure .................................21 Sick Leave...................................................5
H Spouse/Dependent Parent Leave ................5
T
Health Insurance .......................................12
Holidays .......................................................3 Temporary Employees...............................23
� U
Improvement Plan Process .......................40 Union Official Leave.................,...................8
L V
Labor Management Task Force ................ 38 Vacancies ..,...............................................23
Leaves Of Absence .....................................5 Vacation..............................---......................4
Legai Services :.......................................... 24 W
Life Insurance ............................................13
LunchBreaks ...............................................3 Wages .................................---.....................9
WorkWeek ..................................................2
MWorkday .......................................................2
Mileage ......................................................10 Working Out Of Classification ...................10
Military Leave With Pay ...............................6
�
� J
•
42