01-381Council File # o � - 38�
RESOLUTION
C(TY OF SAINT PAUL, MINNESOTA
Presented
Referred To
Committee Date
Green Sheet # 106833
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RESOLVED, that the Council of the Ciry of Saint Paul hereby approves and ratifies the attached
January 1, 2000 through December 31, 2001 Employment Agreement between the Independent School
District No. 625, Saint Paul Public Schools, and Professional Employees Association, Inc., Representing
Classified and Unclassified Professional Employees.
Requested by Department of:
Office of Labor Relations
Adopted by Council: Date �������� �p p`
Adoprion Certified by Council Secretary
By: - \ \ � �= f�—y \ — . r .�'�
Approved by Mayor: Date � �
By:
By: 4 �
Form Appr ve�i Attome
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BY� � �) � i � �01
Approved by Mayor for Submission to Council
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DEPARTMENTfOFFICElCOiINCIL: DATE A'[TIATED GREEN SHEET N0.: 106833
LABOR RELATIONS Apri19, 2001 D l- 3pI
CONTACT PERSON & PHONE: � ml A7'E Ilvi7lni.mA7'E
.�UI.TE �E�US 266-6513 p�IGN 1 DEPARTMENT DIIt. 4 CITY COUNCIL
NUMBER 2 CITY ATTORNEY CTtY CLERK
MUST BE ON WUNCIL AGENDA BY (DATE) FOR BUDGEI DIR FiN. & MGT. SERVICE DIR.
ROUTING 3 MAYOR (OR ASST.)
ORDER
TOTAL # OF S1GNA7'[JRE PAGES_3 (CLIP ALL LOCATIONS FOR SIGNAT[IRE)
acnoN xEQVesTEn: This resolu6on approves the attached January 1, 2000 through December 31, 2001 Employment
Agreement between the Independent School District No. 625, Saint Paul Public Schools, and Professional
Employees Association, Inc., Representing Classified and Unclassified Professional Employees.
RECOMIv�NDATIONS: Approve (A) or Reject (R) PERSONAL SERVICE CON'I'RACI'S MUST ANSWER THE FOLLOWING
QUESTIONS:
_PLANI3ING COMMISSION CIVIL SERVICE COMM[SSION 1, I-Ias this personlfim� ever woiiced �nder a contract fo: this depanmem?
_CIB COMMITTEE Yes No
STAFF 2 Has this person/firtn ever been a city employee?
DISTRICT COURT Yes No
SUPPORTS WHICH COl7NCIL OBJEC'fIVE? 3. Dces this personlfimi possess a skili not normally possessed by any cnrrent city employee?
Yc No
Explain all yes aoswers on separate sheet and attach to green sheet
INITIATING PROBLEM, ISSUE, OPPORTUNITY (Who, Wha4 µ'hen, Where, Why):
ADVANTAGESIFAPPROVED�
This Agreement pertains to Boazd of Education employees only.
���� �.os�c`3Fr� �� ;:cFi,n �
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DISADVANTAGES IF APPROVED:
DISADVANTAGES IF NOT APPROVED:
TOTAL AMOUNT OP TRANSACTION: COST/REVENUE BUDGETED:
FUIVDING SOURCE: ACTIVITYNOMBER:
FtNANCSAL INFORMATION: (EXPLAIl� �
INDEPENDENT SCHOOL DISTRICT NO. 625
BOARQ OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
DATE: September 5, 2000
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TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Pau{ Pubfic Schools and Professional Employees Association,
Inc., Representing Classified and Unclassified Professional Employees
A. PERTINENT FACTS:
1. New Agreement is for a two-year period from January 1, 2000, through December 31, 200i.
2. Contract changes are as follows:
Waaes: Effective January 1,
increase wage schedule 3%.
to annually at the beginning
business practices.
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2000, increase wage schedule 3%. Effective December 30, 2000,
The timing of step increases will be changed from anniversary date
of the calendar year. This change was made to facilitate District
Insurance: The insurance premium contributions by the District are increased from the current
insurance caps of $205 for single coverage and $375 for family coverage as follows:
Sinale Familv
Effective January 1, 2000 $220.00 $405.00
Effective January 1, 2001 $240.00 $435.00
Effective January 1, 1999, employees who are married to another District employee and who are
covered under their spouse's health plan may waive the Single or Family co�tribution to health
insurance and receive up to $150 per month toward their spouse's family premium.
Protessiona! Growth: Removed Civil Service Tuition Reimbursement of $500 per year and added
a professional growth allowance of $500 per year per employee for approved professional
memberships and growth opportunities.
Vacation: Increased vacation accrual based upon years of service.
Sick Leave: Employees may use up to 15 days of sick leave for the adoption or care of a newly
adopted child. Added use of sick leave for bereavement of son-in-law, daughter-in-law,
grandparent and grandchild.
3. The District has 48 FTE's in this bargaining unit..
4. This contract supports the DistricYs goal of creating institutional change.
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 William Larson, Deputy Superintendent.
RECOMMENDATION:
That the Board of Education of Independent School District No. 625 approve and adopt the Agreement
co�cerning the terms and conditions of employment for Classified and Unclassified Professionai
Empioyees in this school district; duration of said Agreement is for the period of
January 1, 2000, through December 31, 2001.
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2000 - 2001
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
SA1NT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
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PROFESSIONAL EMPLOYEES
ASSOCIATtON, fNC.
January 1, 2000 through December 31, 2001
� Saint P�u/ Public Schools
1 f F E L 0 M 8 L E A R Y! N 6
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� Sainf Pau/ Public Schools
1 1 F E! O N G L E A R N 1 N G
SAINT PAUL PUBLIC SCHOOLS
lndependent School District No. 625
Board of Education
Becky Montgomery
Anne Carroll
Tom Conlon
Gilbert de ta O
AI Oertwig
Mary Thornton Phillips
Neal Thao
Chair
Director
Director
Director
Director
Director
Director
Administrafion
Superintendent of Schools
Deputy Superintendent
Chief Academic Officer
Chief Accountability Officer
Executive Assistant
Area Superintendents
PaVicia A. Harvey
William A. Larson
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 7umer, Area E
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TABLE OF CONTENTS
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Preambie ...................�----...---.........................---..................................................... iv
Recognition-°°°°°°°-°-°°°°°-....--°----°-°-°--° .................° °---...............................1
Management ...........................•--•-�--�--.........................................................1
Maintenance of Standards ...................................................................................... i
Check Off and Service Fee ....................................................................................2
Hoursof Work and Overtime ................................................................�--...............2
Probation................................................................................................................3
Sen iority ..................................................................................................................4
Working Out of Classification .................................................................................4
Wages .......................................................................�-----� �---..................................5
ProfessionalGrowth ...............................................................................................5
Ho I i d ays .................................................................................................................. 6
Vacation.....----�-�---� .............................................................................�--.................. 6
Sick Leave ..............................................................................................................7
ParentaUMaternity ........................................................................................8
EmpioyeeBenefits ..................................................................................................8
Severance .....................................................................................................12
Legai Services ......................................................................................................13
Discipline ..............................................................................................................13
Grievance Procedure ............................................................................................14
Non-Discrimination ........................................�--....................................................16
Work Stoppage .....................................................................................................16
Mileage.................................................................................................................16
Saving Clause ......................................................................................................17
Duration and Effective Date ..................................................................................17
Appendix A: Tities and Salary ..........................................................................19
Appendix B: Tities and Grades .........................................................................22
Appendix C: Standard Ranges .........................................................................24
Index...........................................�-�------�----�--...............................................--•-..._..26
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This Agreement is entered into between independent School District No. 625, hereinafter
referred to as the °Employer' and the City of Saint Paul Professional Employees Association, Inc.,
hereinafter referred to as the "Association," for the purpose of fostering and promoting
harmonious relations between the Employer and the Association in order that a high level of pubiic
service can be provided to the citizens in the School District.
This Agreement attempts to accompiish this purpase by providing a fuller and more
complete understanding on the part of both the Employer and the Association of fheir respective
rights and responsibilities.
The provisions of this Agreement shall not abrogate the rights and/or duties of the
Employer, the Association, or the employees as established under the provisions of the Public
Employment Labor Relations Act of 1971, as amended.
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• ARTICLE 1. RECOGNITION
1.1 The Employer recognizes the Association as the exclusive representative for the
Professional Empioyees Group, as cert'rfied by the State of Minnesota Bureau of
Mediation Services, dated May 11, 1988, Case No. 88-PR-2632. This unit consists of the
following:
All classified and unclass'rfied professional employees of
Independent School District No. 625, St. Paul,
Minnesota, as listed in Appendix B of this agreement
who are public employees within the meaning of
Minnesota Statute. § 179.03, Subd. 14, excluding
supervisory, confidentiai, and all other employees.
1.2 The rights and benefits of provisional employees shall be governed by the Civil Service
Rules unless such rights and benefits are spec'rfically amended as to provisional
empioyees by this contract.
1.3 The parties agree that any new classifications which are an expansion of the above
bargaining unit or which derive from the classifications set forth in this agreement shali be
recognized as a part of this bargaining unit, and the parties shall take all steps required
under the Public Employment Relations Act to accomplish said objective.
• ARTICLE 2. MANAGEMENT RIGHTS
2.1 The Association recognizes the right of the Employer to operate and manage its affairs in
all respects in accordance with appiicabie laws and regulations of appropriate authorities.
The rights and authority which the Employer has not officially abridged, delegated or
modified by this Agreement are retained by the Employer.
22 A pubiic empioyer 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 Empioyer, its overall budget, utilization of technology, and
organizational structure and selection and direction and number of personnel.
ARTICLE 3. MAINTENANCE OF STANDARDS
3.1 The parties agree that all conditions of employment relating to wages, hours of work,
vacations, and a{f other general working conditions except as modified by tfiis Agreement
shall be maintained at not less than the highest minimum standard as set forth in the Civil
Service Rules of the City of Saint Paul (Resolution No. 3250), and the Saint Paul Salary
Plan and Rates of Compensation at the time of the signing of this Agreement, and the
• conditions of employment shali be improved wherever specific provisions for improvement
are made elsewhere in this Agreement.
ARTICLE 4. CHECK OFF AND SERVICE FEE
4.1 The Employer agrees to deduct the Association membership initiation fee assessments
and once each monfh dues from the pay ot those empbyees who individua!!y requesf in
writing that such deductions be made. The amounts to be deducted shali be certffied to
the Employer by a representative of the Association and the aggregate deductions of all
employees shall be remitted together with an itemized statement to the representative by
the first of the succeeding month after such deductions are made or as soon thereafter as
is possible.
42 Any present or future employee who is not an Associatior� member shall be required to
contribute a fair share fee for services rendered by the Association. Upon notification by
the Association, the Employer shall check off said fee from the eamings of the employee
and transmit the same to the Association. In no instance shall the fair share fee exceed
eighty-five (85) percent of the membership dues. It is also understood that in the event
the Employer shall make an improper fair share deduction from the eamings of an
employee, the Association shall be obligated to make the Employer whole to the extent
that the Employer shall be required to reimburse such employee for any amount
improperly withheld. 7his provision shall remain operative only so long as specifically
provided by Minnesota law, and as otherwise legal.
4.3 The Association agrees to indemnify and hold the Employer harmless against any and all
claims, suits, orders or judgments brought or issued against the Employer as a result of
any action taken or not taken by the Employer under the provisions of this Article.
4.4 The Association agrees that a service fee of fifty cents (50¢) per member, per morrth shall
be deducted by the Employer from the amount withheld for dues or fair share prior to
remittance of dues or fair share to the Association.
ARTICLE 5. HOURS OF WORK AND OVERTIME
5.1 The normal hours of work for the employee shall be a minimum of seven and three-
fourths (7 3/4) hours in any twenty-four (24) hour period and thirty-eight and three-fourths
(38 3/4) hours in a seven (7)-day period. For employees on a shift basis this shall be
construed to mean a minimum average of thirty-eight and three-fourths (38 3/4) hours a
week,
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5.3
Emptoyees who work more than seven and three-fourths (7 3/4} hours in any twenty-four
(24)-hour period or more than thirty-eight and three-fourths (38 3/4) hours in any seven
(�-day period'shall nof receive' pay for such mrorfeexcept°as irr 5:4•bebw.
It is understood by the parties that Section 28H - Overtime Compensation of Resolution
No. 3250 shall not apply to this unit.
5.4 In unusual circumstances a department head may grant employees who work more than
seven and three-fourths (7 3/4) hours in any iwenty-four (24)-hour period or more than
thirty-eight and three-fourths (38 3/4) hours in any particulaz seven (7)-day period
compensatory time or pay on a straight time basis for the extra hours worked. The
method of this compensation shaii be determined solely by the Empioyer.
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� ARTICLE 6. PROBATION
6.1 The probationary period shaii be one (1) year for all original and promotion appointees
and empioyees who have been transferred at their own request or reinstated after
resigning in the Professional Employees unit. In the case of a one (1)-year probation, the
empfoyee's progress report shall be submitted to the Human Resources Director at the
end of the fourth (4th) and eighth (8th) month of employment.
Uniess the head of the department where the empioyee is employed at the end of his/her
probationary period shail, during the last month of the empioyee's probation, certify that
the services of such probationer during the probationary period were unsatisfactory, the
employment of such probationer shall continue, and the probationer shaii be deemed to
have satisfactorily completed the probationary period. If the probationer's service has
been certified as unsatisfactory by the head of the department in which the employee is
employed, the employment of such probationer shall terminate at the end of the
probationary period. If the probationer is entitled to veteran's preference in accordance
with the Veterans' Preference Act of the State of Minnesota, he/she shall be entitled to a
hearing as required by said Act and in accordance with Section 16 of Civil Service Rules.
62 Time served on probation, whether continuous or not, shali be charged to the period of
probation.
6.3 if any probationer on fair test shall be found incompetent or unqualified to perform the
duties of the portion to which he/she has been certified or transferred, the appointing
officer shall report such fact in writing to the Human Resources Office and may, for
reasons specifically stated in writing and filed with the Human Resources Office,
discharge, reduce, or in the case of a transferee, return to the former position of said
� probationer at any time during the probationary period; except that if the probationer is
entitled to veterans' preference in accordance with the Veterans' Preference Act of the
State of Minnesota, he/she shail be entitied to a hearing as required by said Act and in
accordance with Section 16 of the Civii Service Rules.
6.4 If a promotional or a transferee probationer is found unsatisfactory because he/she is
incompetent or unqualified to perform the duties of the certified or transferred position, the
probationer shall be reinstated to his/her former position or to a position to which the
employee might have been transferred prior to such promotion; except that 'rf the
probationer is entitled to veterans' preference in accordance with the Veterans'
Preference Act of the State of Minnesota, he/she shall be entitled to a hearing as required
by said Act and in accordance wfth Section 18 of the Civil Service Rules.
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ARTICLE 7. SENIORITY �
7.1 Seniority, for the purpase of this Agreement, shall be defined as follows: The length of
continuous, regular, and probationary service with the Employer from the date an
empioyee was first cert'rfied and appointed to a class tdle covered by this Agreement, it
being further understood that seniority is confined to the current class assignment held by
an employee. In cases where two or more employees are appointed to the same class
title on the same date, the seniority shall be determined by the employee's rank on the
eligibie list from which certification was made.
72 Seniority shali terminate when an employee retires, resigns or is discharged.
7.3 In the event it is determined by the Employer that it is necessary to reduce the workforce,
employees will be laid off by class ti�e within each department based on inverse Iength of
seniority as defined above.
7.4 tn cases where there are promofional series, such as Accounfanf 1, ff, ill, etc., when the
number of empioyees in the higher titles is to be reduced, employees wili be offered
reductions to the highest title to which class seniority would keep them from being laid off,
before layoffs are made by any class title in any departrnent.
7.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire
after two (2) years of fayoff. It is understood that such employees will pick up their former
seniority date in any class of positions that the employee previousiy held.
7.6 To the extent possible, vacation period shall be assigned on the basis of seniority. It is,
however, understood that vacation assignment shall be subject to the ability of the
Employer to maintain operations. �
ARTICLE 8. WORKING OUT OF CLASSIFICATION
8.1 Employer shail avoid, whenever possible, working an employee on an out-of-class
assignment for a prolonged period of time. Any employee working an out-of-ciass
assignment for a period in excess of fifteen (15) consecutive working days shali receive
the-rate o€ pay for the out-ot-class assig�ment-in-a higk�er-classification aot.laier than the.
sixteenth (16th) day of such assignment. For purposes of this Article, an out-ofclass
assignment is defined as an assignment of an employee to pertorm, on a full-time basis,
ail of the signrficant duties and responsibilities of a position different from the employee's
regular posftion, and which is in a classification higher than the class'rfication held by such
employee. The rate of pay for an approved out-of-class assignment shall be the same
rate the employee would receive if such employee received a regular appointrnent to the
higher classrfication.
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� ARTICLE 9. WAGES
9.1
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The wage schedule for the purpose of this contract shail be Appendices A and C.
Safary Step Progression Etigibility for A{i Employees
9.2.1
922
An empioyee must have received an overaii rating of °Satisfactory' on hislher
most recent performance evaluation to receive any salary step advancement.
An employee must have been paid a minimum of 1,040 hours in the previous
tweive (12) months (minimum hours requirement is prorated for part-time
employees) to receive any salary step advancement.
Step Progression January 1, 2000 through June 30, 2000: Employees who meet the
eligibility requirements of 92 of this Article shali advance one (1) step on the pay period
following the one-year anniversary of their last step advancement.
Step Progression July 1, 2000 through December 31, 2000: Employees who meet the
eligibility requirements of 9.2 of this Article and who have not advanced a step in the
previous six (6) months shali advance one (1) step on July 1, 2000.
Employees who meet the eligibility requirements of 92 of this Article shall advance one
(1) step on January 1, 2001 and each January 1 thereafter.
ARTICLE 10. PROFESSIONAL GROWTH
. SECTION 1. The parties recognize that professional growth is an inherent continuing obligation of
professionat employees. To that end, professional employees shall avail themselves of
opportunities for improving their skilis. Professional reading, participation in the professionai
activities of professionai organizations, formal and informal study, workshops, in-service training
courses, and community activities are examples of the kinds of involvement expected of
professional employees and encouraged by the Board of Education.
SECTION 2. For contract years 2000 and 2001, an amount not to exceed $500 per caiendar year
shall be provided for each empioyee and may be applied to pay the costs for attendance at
national or regional conventions, workshops, clinics or other professional meetings approved by
the empioyee's immediate supervisor. Meetings that have negotiations as a principle topic shall
not be deemed appropriate for purposes of this Article. "Costs for attendance" shall mean
registration fees, lodging, food and travel. Expenses to be reimbursed shali be properly
documented upon the appropriate voucher form in accordance with District regulations and
procedures.
SECTION 3. This professional growth allowance is not intended to supplant nor limit
departmental professional development opportunities. Attendance of empioyees at other
professional meetings without the use of these funds and without ioss of pay may be granted
subject to the approval of the employee's immediate supervisor.
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ARTICLE 11. HOLIDAYS
11.1 Holidavs Recognized and Observed. The following days shall be recognized and
observed as paid holidays:
New Years Day
Martin Luther King Jr. Day
Presidents' Day
Memoriai Day
Independence Day
Labor Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Eligible employees shall receive pay for each of the holidays lisfed above on which they
pertorm no work. Whenever any of the holidays listed above shail fali on Saturday, the
preceding Friday shall be observed as the holiday. Whenever any of the holidays listed
above shall fall on Sunday, the succeeding Monday shall be observed as the holiday.
112 Eliaibilitv Reauirements. To be eligible for holiday pay, empioyees must have been
compensated for all scheduled hours of their Iast scheduled workday before the holiday
and for their first scheduled workday foilowing the holiday. In neither case shali the
hoiiday be counted as a working day for the purposes of this Section.
11.3 If Martin Luther King Jr. Day or Presidents' Day falls on a day when school is in session,
the employees shali work that day at straight time and another day shail be designated as
the holiday. This designated holiday shall be a day determined by agreement between
the employee and the supervisor.
ARTICLE 12. VACATION
12.1 In each calendar year, each fuil-time employee shail be granted vacation according to the
following schedule:
Hours of
Vacation Eamed
Per Hour on
Pa�aoil _.
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122
Years of Service
First year through 4th year
After the 4th year through 14th year
After 14 years and thereafter
.0769
.0962
.1154
Annual Mnual
Hours Days
-Ear�ed -- Earned
160 20
200 25
240 30
Calculations are based on 2,080 hours and shall be rounded to the nearest hour. "Years
of Service" means calendar years of service.
An employee may carryover into the foliowing year up to one hundred and sixty (160)
hours of vacation.
12.3 Upon separation of service, 'rf employee has provided ten (10) calendar day' notice to the
Employer, any unused, accrued vacation shall be paid at the employee's current rate of
pay. !f an employee has been granted more vacation than the empbyee has eamed up
to the time of separation from service, the employee shall reimburse the Disirict for such
uneamed vacation at the employee's current rat of pay. If an employee is separated from
service by reason of discharge, retirement or death, the employee shali be paid for any
unused, accrued vacation eamed up to the time of such separation.
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ART1CtE 12. VACATION (continued)
12.4 Sick Leave Conversion. If an employee has an accumulation of sick leave credits in
excess of one hundred and eighty (180) days, he/she may convert any part of such
excess to vacation at the rate of one-half (1/2) day's vacation for each day of sick leave
credit. No empioyee may convert more than ten (10) days of sick teave in each cafendar
year underthis provision.
ARTICLE 13. SICK LEAVE
13.1 Sick Leave. Sick leave shail accumulate at the rate of .0576 of a working hour for each
full hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be
eligible for sick leave, the employee must report to his/her supervisor no later than one-
haif hour past hislher cegu{ar scheduled starting time. The granting of sick leave shall be
subject to the terms and provisions of this Agreement.
13.2 Soecified Ailowable Uses of Sick Leave. Any empioyee who has accumulated sick leave
credits as provided above shall be granted leave with pay, for such period of time as the
head of the departmeM deems necessary, on account of sickness or injury of the
employee, quarantine estabiished and declared by the Bureau of Health, death of the
employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law or
other person who is a member of the household; and may be granted leave with pay for
such time as is actually necessary for office visfts to a doctor, dentist, optometrist, etc., or
in the case of sudden sickness or disabilily of a parent ar a member of hislher household,
making arrangements for the care of such sick or disabled persons up to a maximum of
eight (8) hours sick leave.
132.1 Funeral Leave. Any employee who has accumulated sick leave credits, as
provided in the Civil Service Rules, shall be granted three days of such feave to
attend the funeral of the employee's son-in-taw, daughter-in-law, grandparent or
grandchild and one (1) day for the emp{oyee's aunt, uncte, sistec-in-law, brother-
in-law, niece or nephew.
13.2.2 Sick Chiid Care Leave. Sick leave for sick child care shall be granted on the
same terms as the employee is able to use sick leave for the employee's own
illness. This leave shall only be granted pursuant to Minnesota Statute §
181.9413 and shall remain available as provided in Statute.
132.3 Soouse/Dependent Parent Leave. Up to five (5) days of accumulated sick leave
may be used in a work year to aliow the employee to care for and attend to the
serious or critical illness of hisfier spouse or dependent parent. These days when
used are deductible from sick leave.
132.4 Adootion Leave. Up to fifteen (15) days of accumulated sick �eave may be used
in a contract year to attend to adoption procedures or care for a newiy adopted
child. Use of these fifteen (15) days does not need to occur consecutively.
13.3 Eliaibilitv for Sick Leave. To be eligible for sick leave, the employee must meet the
specified uses in 132 and report the need for time off to his/her supervisor no later than
one-half hour past his/her regular scheduled starting time.
13.4 The granting of sick leave is subject to additional provisions as provided in Civii Service
Rules.
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ARTICLE 14. PARENTAUMATERNITY LEAVE
14.1 Matemity is defined as the physical state of pregnancy of an employee, commencing eight
(8} months before the estimafed dafe of childbirth, as determined by a physician, and
ending six (6) months after the date of such birth. In the event of an employee's
pregnancy, ihe employee may apply for leave without pay at any time during the period
stated above and the Employer may approve such leave at its option, and such leave may
be no longer than one (1) year.
14.2 Parentai leave shall be granted to empioyees for the birth or adoption of a child in
accordance wfth applicable stafe and federal laws.
ARTICLE 15. EMPLOYEE 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 heaith and life insurance benefits as are provided by Employer at the
time of execution of this Agreement.
12 ElioibiliN Waitino Period. One (1) full month of continuous regulariy appointed
service in �ndependent 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 empioyment is defined as
appearing on the payroll at least thirty-two (32) hours per week or at least sixty-four (64)
hours per pay period, excluding overtime hours.
1.4 Half-Time Status. For the purpose of this Article, half-time empbyment is defined
as appearing on the payroll at least twenty (20) hours but less than thirty-two (32) hours
per week or at least forty (40) hours but less than sbdy-four (64) hours per pay period,
excluding overtime hours.
1.5 Em�bver Contribution Amount: Fuli-Time Emplovees. Effective January 1, 2000 and
who selects empioyee insurance coverage, the Employer agrees to contribute the cost of
such coverage or $220 per month, whichever is less. For each eligible full-time employee
who selects family coverage, the Employer will contribute the cost of such family
coverage or $405 per month, whichever is less.
1.5.1 Effectroe Janua 1, 2001,
ry for each eligibie e plo� ee
m � y covered by 'tfi'is" "
Agreement who is employed full time and who selects employee insurance
coverage, the Employer agrees to contribute the cost of such coverage or $240
per month, whichever is less. For each eligible full-time employee who selects
family coverage, the Employer will contribute the cost of such family coverage
or $435 per month, whichever is less.
1.6 Em�lover Contribution Amount: Half-Time Emolovees. For each eligibie employee
covered by this Agreement who is employed half time, the Empioyer agrees to contribute
fifty percent (50%) ot the amount co�tributed for fuli-time employees tor the insurance
coverages in 1.5, 1.7, 1.8 and 1,9 of this Article.
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ARTICLE 15. EMPLOYEE BENEFITS, Section 1. (continued)
1.7 Emolover Contribution Amount: Married Couoles. Effective January 1, 1999,
employees who are married to another District employee and who are covered under their
spouse's heatth plan may waive the singie or family contribution to health insurance and
receive up to $150 per month toward their spouse's family premium. The combination of
District contributions cannot exceed the fuil cost of family coverage and cannot be applied
in cases where the spouse is receiving heaith insurance through the DistricYs cafeteria
benefits plan.
1.8 L'rfe Insurance. Effective January 1, 1996: The District agrees to contribute a
maximum of $15 per month for each eligible employee for i'rfe insurance coverage. The
amount of I'rfe insurance provided under this Subd. 1.7 shall be $50,000. This amount of
life insurance shall be reduced to $5,000 upon early retirement and shall continue until the
early retiree reaches age sixty-five (65), at which time the Employer paid I'rfe insurance
shall be terminated.
1.9 Dental Insurance. Effective January 1, 1996, the Employer wili contribute for each
eligible empioyee covered by this Agreement who is employed full-time toward
participation in a dental care plan offered by the Employer up to $30 per month for
employee coverage. Effective January 1, 2001, the Employer will contribute up to $35 per
month for employee coverage.
1.10 Flexible Spending Account. It is the intent of the Employer to maintain during the
term of this Agreement a plan for medicai and child care expense accounts to be
available to employees in this bargaining unft who are eligibie for Employer-paid premium
contribution for heaith insurance for such expenses, within the established legal
regulations and IRS requirements for such accounts.
1.11 The contributions indicated in this Articie 14 shall be paid to the Employer's group health
and welfare pian.
1.12 Any cost of any premium for any Employer-oftered empfoyee or family insurance
coverage in excess of the dollar amounts stated in this Articie 14 shall be paid by the
employee through payroll deduction.
SECTION 2. RETIREMENT HEALTH INSURANCE AND TRANSITIONAL BENEFIT
Subd. 1. Benefit Eligibilitv for Em�lovees who Retire Before Aae 65.
1.1 Em�lovees hired into District service before Januarv 1. 1996, must have completed the
following service eligibility requirements with Independent School District No. 625 prior to
retirement in order to be eligible for any payment of any insurance premium contribution
by the District after retirement:
A. Se 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 empioyment 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 tfieir years of service must equal eighty-five (85)
or more, or;
D. Must have completed at least thirty (30) years of service, or;
E. Must have completed at least twenty (20) consecutive years of service within
Independent School District No. 625 immediately preceding retirement.
Years of regular service with the City of Saint Paul wili continue to be counted toward
meeting the service requirement of this Subdivision 1.1 B, C or D, but not for 1.1 E.
ARTICLE 15. EMPLOYEE BENEFITS, 5ection 2. (continued)
1.2 Emolovees hired into District service after Januarv 1. 1996. must have completed twenty
(20) years of service with Independeni School District No. 625. Time with the City of Saint
Paul will not be counted toward this twenty (20)-year requirement.
1.3 El�i ibilitv requirements for ali retirees.
A. A retiree may not carry his/her spouse as a dependent 'rf such spouse is also an
Independent School District No. 625 retiree or tndependent Schoot District No. 62b
employee and eligible for and is enrolled in the Independent School District No.
625 heaith insurance program, or in any other Employer-paid health insurance
program.
B. Additional dependents beyond those designated to the District at the time of
retirement may not be added at District expense after 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.
Subd. 2. Emolover Confribution Levels for Empiovees Retirinq Before Aqe 65.
2.1 Health Insurance Employer Contribution.
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Employees who meet the requirements in Subd. 1.1 or Subd. 12 of this Article wiil
receive a District contribution toward health insurance until the empioyee reaches sixty-
five (65} years of age as defined in this subdivision.
2.1.1 The District contribution toward health insurance premiums wiil equal the same •
dollar amount the District contributed for single or family coverage to the carrier in
the employee's last month of active employment.
2.1.2 In the event the District changes health insurance carriers, it wiil 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 doliar contribution
to single coverage that was provided in the contract under which the retirement
beczme etfective.
22 L'rfe insurance Emotover Contribution.
The District will provide for early retirees who qualify under the conditions of 1.1 or 1.2
above, premium contribufions for eligibte retirees ior $5,000 of life insurance onfy urrtit
their 65th birthday. No I'rfe insurance will be provided, or premium contributions paid, for
any retiree age sixty-five (65) or over.
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ARTICLE 15. EMPLOYEE BENEFITS, Section 2. (continued)
Subd. 3. Benefit Eliaibility for Emplovees After Aae 65.
3.1
3.2
Emolovees hired into the District before Januarv 1. 1996. who retired before age 65 and
are receiving beneffts per Subd. 2 above are eligible, upon reaching age 65, for employer
premium contributions for heaith insurance described in Subd. 4 of this Articie.
Emolovees hired into the District before Januarv 1. 1996, who retire at age 65 or older
must have completed the service eligibility requirements in Subd. 1 above to receive
District contributions toward post-age-65 heaith insurance premiums.
3.3 Emolovees hired on or after Januarv 1. 1996, shaii not have or acquire in any way any
eligibifity for 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
January 1, 1996, shali be eligible for only earlv retirement insurance premium
contributions as provided in Subd. 2 and Deferred Compensation match in Subd. 5.
3.4 Years of certified civil service time with the City of Saint Paul earned prior to January 1,
1996, wiil continue to be counted toward meeting the District's service requirement of this
Subd. 3. Civil service time worked with City of Saint Paul after January 1, 1996, wili be
considered a break in District employment.
Subd. 4 Em�lover Contribution Levels for Emplovees After Aqe 65
4.1
1998, and who meet the eligibility requirements in Subdivisions 3.1 or 32 of this Article
are eligibie for premium contributions for a Medicare Supplement health coverage policy
selected by the District. Premium contributions for such policy will not exceed:
Coveraoe Twe
Medicare Eligible
Non-Medicare Eligible
Sfnale Familv
$300 per month $400 per month
$400 per month $500 per month
At no time shali any payment in any amount be made directly to the retiree.
Any premium cost in excess of the maximum contributions specified must be paid directly
and in full by the retiree, or coverage will be discontinued.
Subd. 5. Emolovees hired after Januarv 1. 1996, after completion of three (3) full years of
consecutive active service in Independent Schooi District No. 625, are eligibie to participate in an
employer matched Minnesota Deferred Compensation Plan. Upon reaching eligibility, the District
will match up to $50 per paycheck to a maximum of $500 per year of consecutive active service,
up to a cumulat'sve lifetime mar.imum of $12,500. Part-time employees working half-time or more
will be eligible for up to one haif (50%) of the available District match. Approved non-
compensatory leave shail not be counted in reaching the three (3) full years of consecutive active
service, and shall not be considered a break in service. Time worked in the City of Saint Paul will
not be counted toward this three (3)-year requirement.
Federal and state rules goveming participation in the Minnesota Deferred Compensation Plan
shali apply. The employee, not the District, is solely responsible for determining his/her total
maximum allowable annual contribution amount under IRS regulations. The empioyee must
initiate an apptioation to participate through the DistrieYs spec'rfied procedures.
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ARTICLE 16. SEVERANCE PAY
16.1 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.
16.2 To be eligible for the severance pay program, the employee must meet the foilowing
requirements:
162.1 The employee must be fifiy-five (55) years of age or older or must be eiigible for
pension under the "Ruie of 90° provisions of the Pubtic Employees Retirement
Association (PERA). The "Rule of 85" or the `Rule of 90° criteria shall also
appiy to employees covered by a public pension plan other than PERA.
16.22 The employee must be voiuntarily separated from School District employment
or have been subject to separation by layoff or compulsory retirement. Those
employees who are discharged for cause, misconduct, inefficiency,
incompetency or any other disciplinary reason are not eligibie for this severance
pay program.
16.3 If an employee requests severance pay and 'rf the employee meets the eligibility
requirements set forth above, he or she will be granted severance pay in an amount equal
to $100 pay for each day of accrued, unused sick leave, up to one hundred fifty (150)
days.
16.4 The maximum amount of money that any employee may obtain through this severance
pay program is $15,000.
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16.5 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.
16.6 For the purpose of this severance pay program, a transfer from Independent School
District No. 625 employment to City of Saint Paui employment is not considered a
separation of emptoyment, and such transferee shalt not be eligible for this severance
program.
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ARTICLE 17. LEGAL SERVICES
17.1 Except in cases of matfeasance in office or willfui or wanton neglect of duty, Employer
shaii defend, save harmiess and indemnify employee against any tort ciaim or demand,
whether groundless or othervvise, arising out of alleged acts or omission occurring in the
performance or scope of employee's duties.
172 Notwithstanding (17.1), the Employer shall not be responsibie for paying any legal service
fee or for Qroviding any legal service arising from any legai action where the employee is
the plaintiff.
ARTICLE 18. DISCIPLINE
18.1
18.2
18.3
The Employer wiil discipline employees for just cause only. Discipline will be in the form
of:
18.1.1 Written reprimand;
18.1.2 Suspension;
18.1.3 Reduction;
18.1.4 Discharge.
Suspensions, reductions, and discharges will be in written form.
Employees and the Association wili receive copies of written reprimands and notices of
suspension and discharge.
18.4 Employees may examine all information in their Employer personnel files that concerns
work evaluations, commendations and/or disciplinary actions. Files may be examined at
reasonable times under the direct supervision of the Employer.
18.5 Preliminarv Review. Prior to issuing a disciplinary action of unpaid suspension, demotion,
or discharge, the supervisor wiii make a recommendation to his/her supervisor regarding
proposed discipiine. That supervisor will then schedule a meeting with the employee prior
to making a final determination of the proposed discipline. The employee shall have the
opportunity to have union representation present and be provided the opportunity to
speak on his/her behaif regarding the proposed action. If the empioyee is unable to meet
with the supervisor, the employee andlor union will be given the opportunity to respond in
wrfting.
18.6 An employee to be questioned conceming an investigation of disciplinary action shall
have the right to request that an Association Representative be present.
18.7 A grievance relating to this Article shall be processed in accordance with the grievance
procedure of this Agreement in Article 19 and Minnesota Statute § 179A.20, Subd. 4.
This provision is not intended to abrogate rights of veterans pursuant to statute.
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ARTICLE 19. GRIEVANCE PROCEDURE
19.1 The Employer shall recognize stewards selected in accordance with Association rules and
regulations as the grievance representaiives of the bargaining unit. The Association shall
notify the Employer in writing of the names of the stewards and of their successors when
so named.
19.2 It is recognized and accepted by the Empioyer and tfie Association that the processing of
grievances as hereinafter provided is limited by the job duties and responsibilities of the
empioyees and sfiall therefore be accompfisfied during normai working hours onty when
consistent with such employee duties and responsibilities. The steward involved and a
grieving employee shall suffer no loss in pay when a grievance is processed during
working hours, provided the steward and the employee have notified and received the
approval of their supervisor to be absent to process a grievance and that such absence
would not be detrimental to the work programs of the Employer.
19.3 The procedure estabiished by this Article shall be the sole and exclusive procedure for the
processing of grievances, which are defined as an alleged violation of the terms and
conditions of this Agreement.
19.4 Grievances shall be resolved in conformance wiih the fo!lowing procedure:
Ste° 1. Upon the occurrence of an alleged violation of this Agreement, the employee
invoived with or without the steward shaii attempt to resolve the matter on an
informal basis with the empioyee's supervisor. If the matter is not resolved to
the employee's satisfaction by the informal discussion, it may be reduced to
writing and referred to Step 2 by the Association. The written grievance shall
set forth the nature of the grievance, the facts on which it is based, the alieged
section(s) of the Agreement violated, and relief requested. Any alieged
violation of the Agreement not reduced to writing by the Association within ten
(10) workdays of the first occurrence of the event giving rise to the grievance,
shall be considered waived.
Ste°2. Within ten (10) workdays after receiving the written grievance, a designated
Employer supervisor shall meet with the Association steward and attempt to
resolve the grievance. If, as a resuft of this meeting, the grievance remains
unresolved, the Employer shall reply in writing to the Association within five (5)
workdays following this meeting. The Association may refer the grievartce 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 Associafion within
ten (10) workdays following receipf of the Employer's answer shall be
considered waived.
Steo 3. Within ten (10) workdays foliowing receipt of a grievance referred from Step 2,
a designated Empioyer supervisor shall meet with the Association's
representative or his designated representative, the Employee, and the
Steward, and attempt to resolve the grievance. Within ten (10) workdays
following this meeting, the Employer shall reply in writing to the Association
stating the Employer's answer conceming ihe grievance. If, as a result of fhe
written response, the grievance remains unresolved, the Association may refer
the grievance to Step 4. Any grievance not referred in writing by the
Association to grievance mediation or Step 4 within ten (10) workdays following
receipt of the EmpioyePs answer shail be considered waived. The Employer
within ten (10) working days of receipt of the request for review at Step 4 may
refer the grievance to grievance mediation or ailow the grievance to proceed to
Step 4.
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ARTICLE 19. GRIEVANCE PROCEDURE (continued)
Steo 4. If the grievance remains unresolved after the Step 3 response and/or grievance
mediation, the Association may within ten (10) workdays after the response of
the Employer or conclusion of inediation, request arbitration of the grievance.
The arbitration proceedings shall be conducted by an arbitrator to be selected
by mutual agreement of the Empioyer and the Association within ten (10)
workdays after notice has been given. If the parties fail to mutualiy agree upon
an arbftrator within the said ten (10)-day period, either party may request the
Bureau of Mediation Services to submit a panel of five (5) arbitrators. Botfi the
Empioyer and the Association shall have the right to strike two (2) names from
the panel. The Association shall strike the first (1st) name; the Emptoyer shall
then strike one (1) name. The process will be repeated and the remaining
person shail be the arbitrafor.
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19.5 The arbitrator shall have no right to amend, modify, nuliify, ignore, add to or subtract from
the provisions of this Agreement. The arbftrator shall consider and decide only the
specific issue submitted in writing by the Employer and the Association, and shall have no
authority to make a decision on any other issue not so submitted. The arbitrator shall be
without power to make decisions contrary to or inconsistent with or modifying or varying in
any way the application of laws, rules or regulations having the force and effect of law.
The arbitrato�s decision shall be submitted in writing within thirty (30) days following close
of fhe hearing or the submission of briefs by the parties, whichever be later, unfess 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 Associaiion, and fhe employees.
19.6 The fees and expenses for the arbftrator's services and proceedings shall be borne
equally by the Employer and the Association, provided that each party shall be
responsible for compensating its own representatives and witnesses. if either party
desires a verbatim record of the proceedings, it may cause such a record to be made,
providing it pays for the record.
19.7 The time fimits in each step of this procedure may be extended by mutual agreement of
the Employer and the Association.
19.8 it is understood by the Association and the Empioyer that 'rf an issue is determined by this
grievance procedure, it shall not again be submitted for determination in another forum. If
an issue is determined by any other forum, it shail not again be submitted for arbitration
under this grievance procedure.
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ARTICLE 20. NON-DISCRIMINATION
20.1 The terms and conditions of this Agreement will be appiied to employees equaliy without
regard to or discrimination for or against any individual because of race, color, creed, sex,
age, or because of inembership or non-membership in the Association.
202 Employees will pertorm their duties and responsibilities in a non-discriminatory manner as
such duties and responsibilities involve other employees and the general pubfic.
ARTICLE 21. WORKSTOPPAGE
21.1 The Association and the Employer agree that there shali be no strikes, work stoppages,
slow-downs, sit-down, stay-in or other concerted interterence with the Employe�'s
business or affairs by any of said Association and/or members thereof, and there shall be
no bannering during existence of this Agreement without tirst using all possib{e means ot
peacefui settlement of any controversy which may arise. Employees engaging in same
shall be liable for discipiinary action.
ARTICLE 22. MILEAGE
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22.7 Employees of the Schooi District, under policy adopted by the Board of Education, may be
reimbursed for the use of their automo6iles for school business. The mileage allowance
for eligible empioyees shali be 31 ¢ per mile, or such higher rate as may be established at •
the discretion of the Board.
M employee must keep a record of each trip made. Reimbursement shall be for the
aetual miteage driven in the perfosmance ot 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 23. SAVING CLAUSE
23.1 This Agreement is subject to the laws of the Unfted States, the State of Minnesota. ln the
event any provisions of this Agreement shail be heid to be contrary to law by a court of
competent jurisdiction from whase final judgment or decree no appeal has been taken
within the time provided, such provisions shail be voided. All other provisions shall
continue in fuii force and effecf. The voided provision may be renegotiated at the written
request of either party. Ati other provisions of this Agreement shall continue in full force
and effect.
ARTICLE 24. DURATION AND EFFECTIVE DATE
24.1 Except as herein provided, this Agreement shail be effective as of January 1, 2000, and
shall continue in full force and effect through December3l, 2001, and thereafter until
modified or amended by mutual agreeme�t of the parties. Either party desiring to amend
or modify this Agreement shali notify the other in writing so as to compiy with the
provisions of the Public Empioyment Labor Relations Act of 1971, as amended.
24.2 This constitutes a tentative agreement between the parties which wiil be recommended by
the Negotiations/Labor Relations Manager, but is subject to the approval of the Board of
Education of Independent School District No. 625 and is aiso subject to ratification by the
Association.
• WITNESSES:
INDEPENDENT SCHOOL DISTRICT NO. 625
�EC� �
Chair, Board o Education
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Date
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Date
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THE CITY OF SAINT PAUL PROFESSIONAL
EMPLOYEES ASSOCIATION, INC.
Assistant Manager
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APPENDIX A
TITLES AND SALARIES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Years/Svc 0 1 2 3 4 5 6 7
New Step 1 2 3 4 5 6 7 8
Grade 3
Library Specialist
Public Information Specialist I
1-1-00 $31,776 $33,383 $35,021 $36,815 $38,639 $39,813 $40,926 $42,320
12-30-00 $32,729 $34,384 $36,071 $37,919 $39,798 $41,007 $42,154 $43,590
Grade 5
Graphic Artist I
Innovation and Developmenf Assistant
Management Assistant I
1-1-00 $33,692 $35,454 $37,185 $39,040 $40,956 $42,193 $43,398 $44,877
12-30-00 $34,703 $36,517 $38,301 $40,211 $42,185 $43,459 $44,700 $46,223
Grade 7
Accountantl
Librarian i
Public Information Specialist II
Research Analyst I
1-1-00 $35,795 $37,556 $39,473 $41,452 $43,491 $44,789 $46,088 $47,658
12-30-00 $36,869 $38,682 $40,657 $42,696 $44,796 $46,133 $47,470 $49,087
Grade 8
Assistant Food Production Manager
1-1-00 $36,876 $38,700 $40,585 $42,657 $44,787 $46,149 $47,478 $49,096
12-30-00 $37,982 $39,861 $41,803 $43,936 $46,130 $47,534 $48,902 $50,569
Grade 9
Landscape Architect
Management Assistant II
1-1-00 $37,958 $39,845
12-30-00 $39,096 $41,040
Grade 10
Contract Coordinator
`Graphic Artist II
Research Analyst II
Training Specialist
'1-7-00 $39,040 $41,018
12-30-00 $40,211 $42,248
$4i,852 $43,955 $46,149 $47,478 $4$,869 $50,534
$43,108 $45,274 $47,534 $48,902 $50,336 $52,050
$43,089 $45,252 $47,478 $48,931 $50,384 $52,101
$44,382 $46,610 $48,902 $50,399 $51,896 $53,664
'This title in this grade abol'�shed except as to present incumbents.
Mnual Salaries are based on 2,080 hours. If a contrnct work year exceeds 2,080 hours, additional salary will be paid
basetl on the daily/hourly rate of pay.
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APPENDIX A (continued)
TITLES AND SALARIES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Years/Svc 0 1 2 3 4 5 6 7
New Step 1 2 3 4 5 6 7 8
Grade 11
Accountant II
ArChitect I
1-1-00 $40276 $42286 $44,387 $46,645 $48,931 $50,291 $5i,899 $53,667
12-30-00 $41,485 $43,554 $45,719 $48,044 $50,399 $51,800 $53,456 $55,277
Grade 12
EDP Systems Malyst 1
Environmentai Safety Specialist
Food Production Manager
Food Service Manager
Food Service Purchasing Analyst
Human Rights Investigator
Staffing Specialist
Value Analyst I
1-1-00 $41,481 $43,522 $45,717 $48,004 $50,384 $51,960 $53,445 $55,266
12-30-00 $42,726 $44,828 $47,088 $49,445 $51,896 $53,519 $55,048 $56,924
Grade 13
Grants Specialist
Landscape Architect Il
Librarian II
Management Assistant 111
1-1-00 $42,719 $44,882 $47,045 $49,426 $51,960 $53,475 $54,989 $56,863
12-30-00 $44,001 $46,229 $48,457 $50,908 $53,519 $55,080 $56,639 $58,569
Grade 14
Ombudsperson
Research Analyst III
Personnei Specialist
Senior Staffing Specialist
1-1-00 $43,985 $46,181
12-30-00 $45,305 $47,566
Grade 15
Accountant ill
Architect II
$48,530 $50,910 $53,475 $55,052 $56,691 $58,622
$49,985 $52,437 $55,080 $56,703 $58,392 $60,381
Maintenance and Capital Improvement Planner
1-1-00 $45,315 $47,541 $49,952 $52,424 $55,052 $56,752 $58,421 $60,412
12-30-00 $46,675 $48,967 $51,450 $53,997 $56,703 $58,454 $60,174 $62,224
Mnual salaries are hased on 2,080 hours. If a contract work year eacceeds 2,080 hours, additional salary will be paid
based on the daity/hourly rate of pay.
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APPENDIX A (continued)
TITLES AND SALARIES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Years/Svc 0 1 2 3 4 5 6 7
New Step 1 2 3 4 5 6 7 8
Grade 16
EDP Systems Analyst II
Management Information Systems AnalysUApplications Support
Network Specialist
Value Analyst II
1-1-00 $46,676 $49,025 $51,466 $54,031 $56,752
12-30-00 $48,077 $50,496 $53,010 $55,652 $58,454
Grade 18
Compensatory Education Specialist
Landscape Architect III
Public Relations Coordinator
1-1-00 $49,488 $52,022
12-30-00 $50,972 $53,582
$58,421 $60,121 $62,169
$60,174 $61,924 $64,034
$54,589 $57,370 $60,213 $62,037 $63,768 $65,941
$56,226 $59,091 $62,019 $63,898 $65,682 $67,919
Grade 20
• Architect III
EDP Systems Analyst III
'Mechanical Engineer III
1-1-00 $52,548 $55,176 $57,926 $60,832 $63,862 $65,747 $67,694 $70,000
12-30-00 $54,124 $56,831 $59,664 $62,657 $65,778 $67,719 $69,725 $72,100
Grade 26
UNIX/Network Administrator
1-1-00 $62,779 $65,808 $69,178 $72,640 $76,256 $78,544 $80,800 $83,553
1230-00 $64,662 $67,783 $71,254 $74,819 $78,543 $80,900 $83,224 $86,059
Grade 30
NetworWinformation Systems Administrator
1-1-00 $70,630 $74,124 $77,801 $81,728 $85,808 $88,311 $91,001 $94,101
12-30-00 $72,749 $76,348 $80,135 $84,180 $88,382 $90,960 $93,731 $96,924
Grade 35
Database Administrator (ORACLE)
1-1-00 $87,851 $85,994 $90,228 $94,742 $99,470 $102,499 $105,467 $109,060
12-30-00 $84 $88,574 $92,935 $97,584 $102,455 $105,574 $108,631 $112,331
'This title in this gratle abolished except as to present incumbents.
�
Annual salaries are based on 2,080 hours. If a contract work year exceeds 2,080 hours, additional salary will be based
on the daily/houAy rate of pay.
21
APPENDIX B
Grades
Grade 7
Grade 11
Grade 15
Grade 11
Grade 15
Grade 20
Grade 8
Grade 18
Grade 12
Grade 16
Grade 20
Grade 12
Grade 12
Grade 12
Grade 12
Grade 5
Grade 10
Grade 9
Grade 13
Grade �8
Grade 7
Grade 13
Grade 3
Grade 15
Grade 5
Grade 9
Grade 13
Grade 16
Grade 20
Grade 16
Grade 3
Grade 7
Grade 7
�rade-10
Grade 14
Grade 10
Grade 12
Grade 16
TITLES AND GRADES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Classified Titles
Accountant I
Accountantli
Accountant III
Architect I
Architect II
Architect III
Assistant Food Production Manager
Compensatory Education Specialist
EDP Systems Malyst I
EDP Systems Analyst II
EDP Systems Analyst III
Environmental Safety Specialist
Food Production Manager
Food Service Manager
Food Service Purchasing Analyst
Graphic Artist I
Graphic Artist II'
Landscape Architect
Landscape Architect II
Landscape Archifect Ill
Librarian I
Librarian II
Library Specialist
Maintenance and Capital Improvement Planner
Management Assistant I
Management Assistant II
Management Assistant III
MIS AnalysUAppiication Support
Mechanical Engineer III'
Network Specialist
Public Information Specialist !
Public Information Specialist II
Research Analyst I
FSesearckt An3lysi t!
Research Anatyst III
Training Specialist
Value Analyst I
Value Analyst II
'This title in this grade abolished except as to present incumbents.
Titles designatetl as Civii Service Undassfied are no[ covered by the provisions of Ci�l Service Rules or any related
rules covering employment in classfied service positions unless specifically siated in this Agreemern.
�
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22
o/- 38(
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APPENDIX B (continued)
Grades
Grade 10
Grade 35
Grade 13
Grade 12
Grade 14
Grade 5
Grade 30
Grade 14
Grade 14
Grade 18
Grade 14
Grade 12
Grade 26
TITLES AND GRADES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Unclass'rfied Titles
Contract Coordinator
Datahase Administrator (Oracle)
Grants Specialist
Human Rights Investigator
Human Resource Speciatist
Innovation & Deveiopment Assistant
NetworWlnformation S�stems Administrator
Ombudsperson
Personnei Specialist
Public Relations Coordinator
Senior Staffing Specialist
Stafiing Specialist
UNIX/Network Administrator
T�les designated as Civii Service Unclassified are not covered by the provisions of Civil Service Rufes or any related
rules covering employmeM in classified service positions unless specifically stated in this AgreemeM
23
APPENDIX C
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
3'i
32
33
34
35
36
37
38
39
40
41
42
43
44
45
STANDARD RANGES, JANUARY 1, 2000
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
29,984
30,880
31,776
32,734
33,692
34,743
35,795
36,876
37,958
39,040
40,276
41,481
42,719
43,985
45,315
46,676
48,097
49,488
50,971
52.548
54,094
55,732
57,441
59,101
60,925
62,779
64,603
66,551
68,559
70,630
72,732
74,865
77,122
79,440
81,851
84,293
86,828
89,455
92,116
94,836
97,708
100,675
103,644
106,765
110,010
31,436
32,394
33,383
34,342
35,454
36,505
37,556
38,700
39,845
41,018
42,286
43,522
44,882
46,181
47,541
49,025
50,446
52,022
53
55,176
56,814
58,513
60,276
62,098
63,954
65,808
67.848
69,890
71,960
74,124
76,379•
78,667
81,017
83,458
85,994
88,498
91,155
93,906
86,720
99,656
102,623
105,652
108,867
112,112
1 i 5,481
33,013 34,713
34,033 35,701
35,021 36,815
36,104 37,927
37,185 39,040
38,330 40,215
39,473 41,452
40,585 42,657
41,852 43,955
43,089 45,252
44,387 46,645
45,717 48,004
47,045 49,426
48,530 50,910
49,952 52,424
51,466 54,031
52,949 55,638
54,589 57,370
56,226 59,040
57,926 60,832
59,658 62,687
61,450 64,509
63,254 66,488
65,190 68,435
s�,ios �o,an
69,178 72,640
71,217 74,803
73,413 76,998
75,545 79,378
77,80i 81,728
80 _84,#69
82,593 86,735
85,066 89,361
87,630 91,990
90,228 94,742
92,948 97,616
95,699 100,521
98,604 103,520
101,541 106,673
104,632 109,734
107,723 113,101
110,938 116,471
114,276 119,995
117,739 123,643
121.231 i27,281
36,381 37,526
37,526 38,639
38,639 39,813
39,813 40,956
40,956 42,193
42,193 43,491
43,491 44,789
44,787 46,149
46,149 47,4�8
47,478 48,931
48,931 50,291
50,384 51,960
51,960 53,475
53,475 55,052
55,052 56,752
56,752 58,421
58,421 60,213
60,213 62,037
62,037 63,799
63,862 65,747
65,747 67,725
67,725 69,765
69,765 71,899
71,899 74,000
74,000 76,256
76,256 78,544
�a,saa so,ss2
80,862 83,335
83,335 85,808
85,808 88,311
-88>3�3 - _ .. 51,031
91,031 93,783
93,783 96,595
96,595 99,470
99,470 102,499
102,468 105,529
105,529 108,713
108,713 111,989
711,989 115,296
1 i5,358 i 19,006
118,759 122,529
122,313 126,207
126,022 130,010
129,793 133,904
133,657 137,892
38,576
39,782
40,926
42,193
43,398
44,727
46,088
47,478
48,869
50,384
51,899
53,445
54,989
56,691
58,421
60,121
62,008
63,768
65,715
67,694
69,734
71,804
74,000
76,133
7H,452
80,800
83,242
85,746
88,311
9t,001
93,&Z8
96,472
99,408
102,438
105,467
108,588
111,865
115,203
118,696
i22,25i
125,868
129,670
133,564
137,582
i41,694
i
39,891
41,137
42,320
43,631
aa,sn
46,251
47,658
49,096
50,534
52,101
53,667
55,266
56,863
58,622
60,412
62,169
64,120
65,941
67,954 •
70,000
72,110
74,251
76,521
78,727
81.125
83,553
ss,on
88,667
91,319
94,101
�96,8fi7 -
99,759
102,795
105,928
709,060
112,287
115,676
119,127
122,740
126,416
130,156
134,087
138,115
142,269
146,521
Mnual salaries are based on 2,080 hours. If a contract work year exceeds 2,080 hours, additional salary will be paid •
based on the daity/hourly rate W pay.
24
o� 3g!
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APPENDIX C (continued)
4 Years 5
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1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
i8
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
�
35
36
37
38
39
40
41
42
43
44
45
STANDARD RANGES, DECEMBER 3�, 2000
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
30,883
31,806
32,729
33,716
34,703
35,785
36,869
37,982
39,096
40,211
41,485
42,726
44,001
45,305
46,675
48,077
49,540
50,972
52,500
54,124
55,717
57,404
59,164
60,874
62,753
64,662
66,541
68,547
70,616
72,749
74,914
n,ii�
79,436
8'f ,823
84,306
86,822
89,432
92,139
94,880
97,742
100,640
103,695
i 06,753
109,967
113,310
32,379
33,366
34,384
35,372
36,517
37,601
38,682
39,861
41,040
42,248
43,554
44,828
46,229
47,566
48,967
50,496
51,959
53,562
55,143
56,831
58,518
60,269
62,084
63,961
65,873
67,783
69,884
71,986
74,119
76,348
78,670
si,oz�
83,447
85,962
88,574
91,152
93,890
96,723
99,621
702,646
105,702
108,822
112,133
115,476
118,945
34,003
35,054
36,071
37,187
38,301
39,479
40,657
41,803
43,108
44,382
45,719
47,088
48,457
49,985
51,450
53,010
54,538
56,226
57,912
59,664
61,448
63,294
65,151
67,146
69,119
71,254
73,354
75,6t5
77,811
80,135
82,588
85,071
87,618
90,259
92,935
95,736
98,570
101,562
104,587
107,771
110,954
114,266
117,705
121,271
124,868
35,754
ss,nz
37,919
39,065
40,211
41,421
42,696
43,936
45,274
46,610
48,044
49,445
50,908
52,437
53,997
55,652
57,308
59,091
60,811
62,657
64,567
66,445
68,483
70,488
72,591
74,819
77,048
79,308
81,759
84,180
86,695
89,337
92,042
94,750
97,584
100,544
103,536
106,625
109,873
113,088
116,494
119,965
123,595
t 27,352
131,099
37,473
38,652
39,798
41,007
42,185
43,459
44,796
46,130
47,534
48,902
50,399
51,896
53,519
55,080
56,703
58,454
60,174
62,019
63,898
ss,ns
67,719
69,756
71,858
74,056
76,220
78,543
80,900
83,287
85,835
88,382
91,024
93,762
96,596
99,493
102,455
105,542
108,695
111,974
115,348
i18,819
122,322
125,983
i 29,803
133,687
137,666
38,652
39,798
41,007
42,185
43,459
44,796
46,133
47,534
48,902
50,399
51,800
53,519
55,080
56,703
58,454
60,174
62,019
63,898
65,713
s�,�� s
69,756
71,858
74,056
76,220
78.543
80,900
83,287
85,835
88,382
90,960
93,762
96,596
99,493
102,455
105,574
108,695
111,974
115>348
118,755
122,577
126,205
129,994
133,95 0
137,92i
142,029
39,734
40
42,154
43,459
A4,700
46,069
47,470
48,902
50,336
51,896
53,456
55,048
56,639
58,392
60,174
61,924
63,868
65,682
67,687
69,725
71,826
73,959
76,220
78,417
80,806
83,224
85,739
88,318
90,960
93,731
96,486
99,366
102,390
105,511
108,631
111,845
115,221
118,659
122,257
125,919
129,644
133,560
137,571
141,710
145,944
Annual salaries are based on 2,080 hours. If a conhact work year exceeds 2,080 hours, additional salary will be paid
baseU on the daily/hourly rate of pay.
41,087
42,371
43,590
44,939
A6,223
47,638
49,087
50,569
52,050
53,664
55,277
56,924
58,569
60,381
62,224
64,034
66,044
67,919
69,993
72,100
74,273
76,478
78,817
81,089
83,559
86,059
88,660
91,327
94,059
96,924
99,773
102,752
105,879
109,106
112,331
115,656
118,146
122,701
126,422
130,209
134,061
138,110
142,258
146,535
150,917
25
A
Adoption Leave ............................................7
C
Child Care Leave .........................................7
D
Dental Insurance ......................................... 9
Discipiine...................................................13
F
Fair Share Fee ............................................. 2
Flexible Spending Account ..........................9
Funeral Leave ..............................................8
G
Grievance Procedure ............................14-16
H
Health Insurance .........................................8
Holidays....................................................... 6
Hours Of Work ............................................2
L
Legal Services ...........................................13
Li�e Insurance ..............................................9
M
Membership Dues .......................................2
Mileage ......................................................16
N
Non-Discriminatlon ....................................16
INDEX
3�
O
Overtime......................................................2
P
ParentaVMatemity Leave .............................8
Probationary Period .....................................3
Professional Growth ....................................5
R
Retirement Heafth Insurance .......................9
S
Salaries .................................................19-21
Seniority ....................................................... 4
Severence Pay ...........................................12
SickLeave ...................................................7
Sick Leave Conversion ................................7
Spouse/Dependent Parent Leave ................7
Standard Ranges ..................................24-25
Step Progression .........................................5
T
Titles And Grades .................................22-23
V
Vacation ....................................................... 6
W
Wages.........................................................5
Work Stoppage ..........................................16
W orking Out Of Class'rfication .....................4
L J
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Council File # o � - 38�
RESOLUTION
C(TY OF SAINT PAUL, MINNESOTA
Presented
Referred To
Committee Date
Green Sheet # 106833
�
RESOLVED, that the Council of the Ciry of Saint Paul hereby approves and ratifies the attached
January 1, 2000 through December 31, 2001 Employment Agreement between the Independent School
District No. 625, Saint Paul Public Schools, and Professional Employees Association, Inc., Representing
Classified and Unclassified Professional Employees.
Requested by Department of:
Office of Labor Relations
Adopted by Council: Date �������� �p p`
Adoprion Certified by Council Secretary
By: - \ \ � �= f�—y \ — . r .�'�
Approved by Mayor: Date � �
By:
By: 4 �
Form Appr ve�i Attome
C
BY� � �) � i � �01
Approved by Mayor for Submission to Council
�
v
DEPARTMENTfOFFICElCOiINCIL: DATE A'[TIATED GREEN SHEET N0.: 106833
LABOR RELATIONS Apri19, 2001 D l- 3pI
CONTACT PERSON & PHONE: � ml A7'E Ilvi7lni.mA7'E
.�UI.TE �E�US 266-6513 p�IGN 1 DEPARTMENT DIIt. 4 CITY COUNCIL
NUMBER 2 CITY ATTORNEY CTtY CLERK
MUST BE ON WUNCIL AGENDA BY (DATE) FOR BUDGEI DIR FiN. & MGT. SERVICE DIR.
ROUTING 3 MAYOR (OR ASST.)
ORDER
TOTAL # OF S1GNA7'[JRE PAGES_3 (CLIP ALL LOCATIONS FOR SIGNAT[IRE)
acnoN xEQVesTEn: This resolu6on approves the attached January 1, 2000 through December 31, 2001 Employment
Agreement between the Independent School District No. 625, Saint Paul Public Schools, and Professional
Employees Association, Inc., Representing Classified and Unclassified Professional Employees.
RECOMIv�NDATIONS: Approve (A) or Reject (R) PERSONAL SERVICE CON'I'RACI'S MUST ANSWER THE FOLLOWING
QUESTIONS:
_PLANI3ING COMMISSION CIVIL SERVICE COMM[SSION 1, I-Ias this personlfim� ever woiiced �nder a contract fo: this depanmem?
_CIB COMMITTEE Yes No
STAFF 2 Has this person/firtn ever been a city employee?
DISTRICT COURT Yes No
SUPPORTS WHICH COl7NCIL OBJEC'fIVE? 3. Dces this personlfimi possess a skili not normally possessed by any cnrrent city employee?
Yc No
Explain all yes aoswers on separate sheet and attach to green sheet
INITIATING PROBLEM, ISSUE, OPPORTUNITY (Who, Wha4 µ'hen, Where, Why):
ADVANTAGESIFAPPROVED�
This Agreement pertains to Boazd of Education employees only.
���� �.os�c`3Fr� �� ;:cFi,n �
�•� �
DISADVANTAGES IF APPROVED:
DISADVANTAGES IF NOT APPROVED:
TOTAL AMOUNT OP TRANSACTION: COST/REVENUE BUDGETED:
FUIVDING SOURCE: ACTIVITYNOMBER:
FtNANCSAL INFORMATION: (EXPLAIl� �
INDEPENDENT SCHOOL DISTRICT NO. 625
BOARQ OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
DATE: September 5, 2000
Ol- �/
TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Pau{ Pubfic Schools and Professional Employees Association,
Inc., Representing Classified and Unclassified Professional Employees
A. PERTINENT FACTS:
1. New Agreement is for a two-year period from January 1, 2000, through December 31, 200i.
2. Contract changes are as follows:
Waaes: Effective January 1,
increase wage schedule 3%.
to annually at the beginning
business practices.
G
2000, increase wage schedule 3%. Effective December 30, 2000,
The timing of step increases will be changed from anniversary date
of the calendar year. This change was made to facilitate District
Insurance: The insurance premium contributions by the District are increased from the current
insurance caps of $205 for single coverage and $375 for family coverage as follows:
Sinale Familv
Effective January 1, 2000 $220.00 $405.00
Effective January 1, 2001 $240.00 $435.00
Effective January 1, 1999, employees who are married to another District employee and who are
covered under their spouse's health plan may waive the Single or Family co�tribution to health
insurance and receive up to $150 per month toward their spouse's family premium.
Protessiona! Growth: Removed Civil Service Tuition Reimbursement of $500 per year and added
a professional growth allowance of $500 per year per employee for approved professional
memberships and growth opportunities.
Vacation: Increased vacation accrual based upon years of service.
Sick Leave: Employees may use up to 15 days of sick leave for the adoption or care of a newly
adopted child. Added use of sick leave for bereavement of son-in-law, daughter-in-law,
grandparent and grandchild.
3. The District has 48 FTE's in this bargaining unit..
4. This contract supports the DistricYs goal of creating institutional change.
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 William Larson, Deputy Superintendent.
RECOMMENDATION:
That the Board of Education of Independent School District No. 625 approve and adopt the Agreement
co�cerning the terms and conditions of employment for Classified and Unclassified Professionai
Empioyees in this school district; duration of said Agreement is for the period of
January 1, 2000, through December 31, 2001.
bt-3�1
•
S
2000 - 2001
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
SA1NT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
�
AND
PROFESSIONAL EMPLOYEES
ASSOCIATtON, fNC.
January 1, 2000 through December 31, 2001
� Saint P�u/ Public Schools
1 f F E L 0 M 8 L E A R Y! N 6
•
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� Sainf Pau/ Public Schools
1 1 F E! O N G L E A R N 1 N G
SAINT PAUL PUBLIC SCHOOLS
lndependent School District No. 625
Board of Education
Becky Montgomery
Anne Carroll
Tom Conlon
Gilbert de ta O
AI Oertwig
Mary Thornton Phillips
Neal Thao
Chair
Director
Director
Director
Director
Director
Director
Administrafion
Superintendent of Schools
Deputy Superintendent
Chief Academic Officer
Chief Accountability Officer
Executive Assistant
Area Superintendents
PaVicia A. Harvey
William A. Larson
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 7umer, Area E
.
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TABLE OF CONTENTS
PAGE
Preambie ...................�----...---.........................---..................................................... iv
Recognition-°°°°°°°-°-°°°°°-....--°----°-°-°--° .................° °---...............................1
Management ...........................•--•-�--�--.........................................................1
Maintenance of Standards ...................................................................................... i
Check Off and Service Fee ....................................................................................2
Hoursof Work and Overtime ................................................................�--...............2
Probation................................................................................................................3
Sen iority ..................................................................................................................4
Working Out of Classification .................................................................................4
Wages .......................................................................�-----� �---..................................5
ProfessionalGrowth ...............................................................................................5
Ho I i d ays .................................................................................................................. 6
Vacation.....----�-�---� .............................................................................�--.................. 6
Sick Leave ..............................................................................................................7
ParentaUMaternity ........................................................................................8
EmpioyeeBenefits ..................................................................................................8
Severance .....................................................................................................12
Legai Services ......................................................................................................13
Discipline ..............................................................................................................13
Grievance Procedure ............................................................................................14
Non-Discrimination ........................................�--....................................................16
Work Stoppage .....................................................................................................16
Mileage.................................................................................................................16
Saving Clause ......................................................................................................17
Duration and Effective Date ..................................................................................17
Appendix A: Tities and Salary ..........................................................................19
Appendix B: Tities and Grades .........................................................................22
Appendix C: Standard Ranges .........................................................................24
Index...........................................�-�------�----�--...............................................--•-..._..26
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This Agreement is entered into between independent School District No. 625, hereinafter
referred to as the °Employer' and the City of Saint Paul Professional Employees Association, Inc.,
hereinafter referred to as the "Association," for the purpose of fostering and promoting
harmonious relations between the Employer and the Association in order that a high level of pubiic
service can be provided to the citizens in the School District.
This Agreement attempts to accompiish this purpase by providing a fuller and more
complete understanding on the part of both the Employer and the Association of fheir respective
rights and responsibilities.
The provisions of this Agreement shall not abrogate the rights and/or duties of the
Employer, the Association, or the employees as established under the provisions of the Public
Employment Labor Relations Act of 1971, as amended.
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• ARTICLE 1. RECOGNITION
1.1 The Employer recognizes the Association as the exclusive representative for the
Professional Empioyees Group, as cert'rfied by the State of Minnesota Bureau of
Mediation Services, dated May 11, 1988, Case No. 88-PR-2632. This unit consists of the
following:
All classified and unclass'rfied professional employees of
Independent School District No. 625, St. Paul,
Minnesota, as listed in Appendix B of this agreement
who are public employees within the meaning of
Minnesota Statute. § 179.03, Subd. 14, excluding
supervisory, confidentiai, and all other employees.
1.2 The rights and benefits of provisional employees shall be governed by the Civil Service
Rules unless such rights and benefits are spec'rfically amended as to provisional
empioyees by this contract.
1.3 The parties agree that any new classifications which are an expansion of the above
bargaining unit or which derive from the classifications set forth in this agreement shali be
recognized as a part of this bargaining unit, and the parties shall take all steps required
under the Public Employment Relations Act to accomplish said objective.
• ARTICLE 2. MANAGEMENT RIGHTS
2.1 The Association recognizes the right of the Employer to operate and manage its affairs in
all respects in accordance with appiicabie laws and regulations of appropriate authorities.
The rights and authority which the Employer has not officially abridged, delegated or
modified by this Agreement are retained by the Employer.
22 A pubiic empioyer 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 Empioyer, its overall budget, utilization of technology, and
organizational structure and selection and direction and number of personnel.
ARTICLE 3. MAINTENANCE OF STANDARDS
3.1 The parties agree that all conditions of employment relating to wages, hours of work,
vacations, and a{f other general working conditions except as modified by tfiis Agreement
shall be maintained at not less than the highest minimum standard as set forth in the Civil
Service Rules of the City of Saint Paul (Resolution No. 3250), and the Saint Paul Salary
Plan and Rates of Compensation at the time of the signing of this Agreement, and the
• conditions of employment shali be improved wherever specific provisions for improvement
are made elsewhere in this Agreement.
ARTICLE 4. CHECK OFF AND SERVICE FEE
4.1 The Employer agrees to deduct the Association membership initiation fee assessments
and once each monfh dues from the pay ot those empbyees who individua!!y requesf in
writing that such deductions be made. The amounts to be deducted shali be certffied to
the Employer by a representative of the Association and the aggregate deductions of all
employees shall be remitted together with an itemized statement to the representative by
the first of the succeeding month after such deductions are made or as soon thereafter as
is possible.
42 Any present or future employee who is not an Associatior� member shall be required to
contribute a fair share fee for services rendered by the Association. Upon notification by
the Association, the Employer shall check off said fee from the eamings of the employee
and transmit the same to the Association. In no instance shall the fair share fee exceed
eighty-five (85) percent of the membership dues. It is also understood that in the event
the Employer shall make an improper fair share deduction from the eamings of an
employee, the Association shall be obligated to make the Employer whole to the extent
that the Employer shall be required to reimburse such employee for any amount
improperly withheld. 7his provision shall remain operative only so long as specifically
provided by Minnesota law, and as otherwise legal.
4.3 The Association agrees to indemnify and hold the Employer harmless against any and all
claims, suits, orders or judgments brought or issued against the Employer as a result of
any action taken or not taken by the Employer under the provisions of this Article.
4.4 The Association agrees that a service fee of fifty cents (50¢) per member, per morrth shall
be deducted by the Employer from the amount withheld for dues or fair share prior to
remittance of dues or fair share to the Association.
ARTICLE 5. HOURS OF WORK AND OVERTIME
5.1 The normal hours of work for the employee shall be a minimum of seven and three-
fourths (7 3/4) hours in any twenty-four (24) hour period and thirty-eight and three-fourths
(38 3/4) hours in a seven (7)-day period. For employees on a shift basis this shall be
construed to mean a minimum average of thirty-eight and three-fourths (38 3/4) hours a
week,
52
5.3
Emptoyees who work more than seven and three-fourths (7 3/4} hours in any twenty-four
(24)-hour period or more than thirty-eight and three-fourths (38 3/4) hours in any seven
(�-day period'shall nof receive' pay for such mrorfeexcept°as irr 5:4•bebw.
It is understood by the parties that Section 28H - Overtime Compensation of Resolution
No. 3250 shall not apply to this unit.
5.4 In unusual circumstances a department head may grant employees who work more than
seven and three-fourths (7 3/4) hours in any iwenty-four (24)-hour period or more than
thirty-eight and three-fourths (38 3/4) hours in any particulaz seven (7)-day period
compensatory time or pay on a straight time basis for the extra hours worked. The
method of this compensation shaii be determined solely by the Empioyer.
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� ARTICLE 6. PROBATION
6.1 The probationary period shaii be one (1) year for all original and promotion appointees
and empioyees who have been transferred at their own request or reinstated after
resigning in the Professional Employees unit. In the case of a one (1)-year probation, the
empfoyee's progress report shall be submitted to the Human Resources Director at the
end of the fourth (4th) and eighth (8th) month of employment.
Uniess the head of the department where the empioyee is employed at the end of his/her
probationary period shail, during the last month of the empioyee's probation, certify that
the services of such probationer during the probationary period were unsatisfactory, the
employment of such probationer shall continue, and the probationer shaii be deemed to
have satisfactorily completed the probationary period. If the probationer's service has
been certified as unsatisfactory by the head of the department in which the employee is
employed, the employment of such probationer shall terminate at the end of the
probationary period. If the probationer is entitled to veteran's preference in accordance
with the Veterans' Preference Act of the State of Minnesota, he/she shall be entitled to a
hearing as required by said Act and in accordance with Section 16 of Civil Service Rules.
62 Time served on probation, whether continuous or not, shali be charged to the period of
probation.
6.3 if any probationer on fair test shall be found incompetent or unqualified to perform the
duties of the portion to which he/she has been certified or transferred, the appointing
officer shall report such fact in writing to the Human Resources Office and may, for
reasons specifically stated in writing and filed with the Human Resources Office,
discharge, reduce, or in the case of a transferee, return to the former position of said
� probationer at any time during the probationary period; except that if the probationer is
entitled to veterans' preference in accordance with the Veterans' Preference Act of the
State of Minnesota, he/she shail be entitied to a hearing as required by said Act and in
accordance with Section 16 of the Civii Service Rules.
6.4 If a promotional or a transferee probationer is found unsatisfactory because he/she is
incompetent or unqualified to perform the duties of the certified or transferred position, the
probationer shall be reinstated to his/her former position or to a position to which the
employee might have been transferred prior to such promotion; except that 'rf the
probationer is entitled to veterans' preference in accordance with the Veterans'
Preference Act of the State of Minnesota, he/she shall be entitled to a hearing as required
by said Act and in accordance wfth Section 18 of the Civil Service Rules.
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ARTICLE 7. SENIORITY �
7.1 Seniority, for the purpase of this Agreement, shall be defined as follows: The length of
continuous, regular, and probationary service with the Employer from the date an
empioyee was first cert'rfied and appointed to a class tdle covered by this Agreement, it
being further understood that seniority is confined to the current class assignment held by
an employee. In cases where two or more employees are appointed to the same class
title on the same date, the seniority shall be determined by the employee's rank on the
eligibie list from which certification was made.
72 Seniority shali terminate when an employee retires, resigns or is discharged.
7.3 In the event it is determined by the Employer that it is necessary to reduce the workforce,
employees will be laid off by class ti�e within each department based on inverse Iength of
seniority as defined above.
7.4 tn cases where there are promofional series, such as Accounfanf 1, ff, ill, etc., when the
number of empioyees in the higher titles is to be reduced, employees wili be offered
reductions to the highest title to which class seniority would keep them from being laid off,
before layoffs are made by any class title in any departrnent.
7.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire
after two (2) years of fayoff. It is understood that such employees will pick up their former
seniority date in any class of positions that the employee previousiy held.
7.6 To the extent possible, vacation period shall be assigned on the basis of seniority. It is,
however, understood that vacation assignment shall be subject to the ability of the
Employer to maintain operations. �
ARTICLE 8. WORKING OUT OF CLASSIFICATION
8.1 Employer shail avoid, whenever possible, working an employee on an out-of-class
assignment for a prolonged period of time. Any employee working an out-of-ciass
assignment for a period in excess of fifteen (15) consecutive working days shali receive
the-rate o€ pay for the out-ot-class assig�ment-in-a higk�er-classification aot.laier than the.
sixteenth (16th) day of such assignment. For purposes of this Article, an out-ofclass
assignment is defined as an assignment of an employee to pertorm, on a full-time basis,
ail of the signrficant duties and responsibilities of a position different from the employee's
regular posftion, and which is in a classification higher than the class'rfication held by such
employee. The rate of pay for an approved out-of-class assignment shall be the same
rate the employee would receive if such employee received a regular appointrnent to the
higher classrfication.
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� ARTICLE 9. WAGES
9.1
92
9.3
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The wage schedule for the purpose of this contract shail be Appendices A and C.
Safary Step Progression Etigibility for A{i Employees
9.2.1
922
An empioyee must have received an overaii rating of °Satisfactory' on hislher
most recent performance evaluation to receive any salary step advancement.
An employee must have been paid a minimum of 1,040 hours in the previous
tweive (12) months (minimum hours requirement is prorated for part-time
employees) to receive any salary step advancement.
Step Progression January 1, 2000 through June 30, 2000: Employees who meet the
eligibility requirements of 92 of this Article shali advance one (1) step on the pay period
following the one-year anniversary of their last step advancement.
Step Progression July 1, 2000 through December 31, 2000: Employees who meet the
eligibility requirements of 9.2 of this Article and who have not advanced a step in the
previous six (6) months shali advance one (1) step on July 1, 2000.
Employees who meet the eligibility requirements of 92 of this Article shall advance one
(1) step on January 1, 2001 and each January 1 thereafter.
ARTICLE 10. PROFESSIONAL GROWTH
. SECTION 1. The parties recognize that professional growth is an inherent continuing obligation of
professionat employees. To that end, professional employees shall avail themselves of
opportunities for improving their skilis. Professional reading, participation in the professionai
activities of professionai organizations, formal and informal study, workshops, in-service training
courses, and community activities are examples of the kinds of involvement expected of
professional employees and encouraged by the Board of Education.
SECTION 2. For contract years 2000 and 2001, an amount not to exceed $500 per caiendar year
shall be provided for each empioyee and may be applied to pay the costs for attendance at
national or regional conventions, workshops, clinics or other professional meetings approved by
the empioyee's immediate supervisor. Meetings that have negotiations as a principle topic shall
not be deemed appropriate for purposes of this Article. "Costs for attendance" shall mean
registration fees, lodging, food and travel. Expenses to be reimbursed shali be properly
documented upon the appropriate voucher form in accordance with District regulations and
procedures.
SECTION 3. This professional growth allowance is not intended to supplant nor limit
departmental professional development opportunities. Attendance of empioyees at other
professional meetings without the use of these funds and without ioss of pay may be granted
subject to the approval of the employee's immediate supervisor.
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ARTICLE 11. HOLIDAYS
11.1 Holidavs Recognized and Observed. The following days shall be recognized and
observed as paid holidays:
New Years Day
Martin Luther King Jr. Day
Presidents' Day
Memoriai Day
Independence Day
Labor Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Eligible employees shall receive pay for each of the holidays lisfed above on which they
pertorm no work. Whenever any of the holidays listed above shail fali on Saturday, the
preceding Friday shall be observed as the holiday. Whenever any of the holidays listed
above shall fall on Sunday, the succeeding Monday shall be observed as the holiday.
112 Eliaibilitv Reauirements. To be eligible for holiday pay, empioyees must have been
compensated for all scheduled hours of their Iast scheduled workday before the holiday
and for their first scheduled workday foilowing the holiday. In neither case shali the
hoiiday be counted as a working day for the purposes of this Section.
11.3 If Martin Luther King Jr. Day or Presidents' Day falls on a day when school is in session,
the employees shali work that day at straight time and another day shail be designated as
the holiday. This designated holiday shall be a day determined by agreement between
the employee and the supervisor.
ARTICLE 12. VACATION
12.1 In each calendar year, each fuil-time employee shail be granted vacation according to the
following schedule:
Hours of
Vacation Eamed
Per Hour on
Pa�aoil _.
�a
122
Years of Service
First year through 4th year
After the 4th year through 14th year
After 14 years and thereafter
.0769
.0962
.1154
Annual Mnual
Hours Days
-Ear�ed -- Earned
160 20
200 25
240 30
Calculations are based on 2,080 hours and shall be rounded to the nearest hour. "Years
of Service" means calendar years of service.
An employee may carryover into the foliowing year up to one hundred and sixty (160)
hours of vacation.
12.3 Upon separation of service, 'rf employee has provided ten (10) calendar day' notice to the
Employer, any unused, accrued vacation shall be paid at the employee's current rate of
pay. !f an employee has been granted more vacation than the empbyee has eamed up
to the time of separation from service, the employee shall reimburse the Disirict for such
uneamed vacation at the employee's current rat of pay. If an employee is separated from
service by reason of discharge, retirement or death, the employee shali be paid for any
unused, accrued vacation eamed up to the time of such separation.
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ART1CtE 12. VACATION (continued)
12.4 Sick Leave Conversion. If an employee has an accumulation of sick leave credits in
excess of one hundred and eighty (180) days, he/she may convert any part of such
excess to vacation at the rate of one-half (1/2) day's vacation for each day of sick leave
credit. No empioyee may convert more than ten (10) days of sick teave in each cafendar
year underthis provision.
ARTICLE 13. SICK LEAVE
13.1 Sick Leave. Sick leave shail accumulate at the rate of .0576 of a working hour for each
full hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be
eligible for sick leave, the employee must report to his/her supervisor no later than one-
haif hour past hislher cegu{ar scheduled starting time. The granting of sick leave shall be
subject to the terms and provisions of this Agreement.
13.2 Soecified Ailowable Uses of Sick Leave. Any empioyee who has accumulated sick leave
credits as provided above shall be granted leave with pay, for such period of time as the
head of the departmeM deems necessary, on account of sickness or injury of the
employee, quarantine estabiished and declared by the Bureau of Health, death of the
employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law or
other person who is a member of the household; and may be granted leave with pay for
such time as is actually necessary for office visfts to a doctor, dentist, optometrist, etc., or
in the case of sudden sickness or disabilily of a parent ar a member of hislher household,
making arrangements for the care of such sick or disabled persons up to a maximum of
eight (8) hours sick leave.
132.1 Funeral Leave. Any employee who has accumulated sick leave credits, as
provided in the Civil Service Rules, shall be granted three days of such feave to
attend the funeral of the employee's son-in-taw, daughter-in-law, grandparent or
grandchild and one (1) day for the emp{oyee's aunt, uncte, sistec-in-law, brother-
in-law, niece or nephew.
13.2.2 Sick Chiid Care Leave. Sick leave for sick child care shall be granted on the
same terms as the employee is able to use sick leave for the employee's own
illness. This leave shall only be granted pursuant to Minnesota Statute §
181.9413 and shall remain available as provided in Statute.
132.3 Soouse/Dependent Parent Leave. Up to five (5) days of accumulated sick leave
may be used in a work year to aliow the employee to care for and attend to the
serious or critical illness of hisfier spouse or dependent parent. These days when
used are deductible from sick leave.
132.4 Adootion Leave. Up to fifteen (15) days of accumulated sick �eave may be used
in a contract year to attend to adoption procedures or care for a newiy adopted
child. Use of these fifteen (15) days does not need to occur consecutively.
13.3 Eliaibilitv for Sick Leave. To be eligible for sick leave, the employee must meet the
specified uses in 132 and report the need for time off to his/her supervisor no later than
one-half hour past his/her regular scheduled starting time.
13.4 The granting of sick leave is subject to additional provisions as provided in Civii Service
Rules.
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ARTICLE 14. PARENTAUMATERNITY LEAVE
14.1 Matemity is defined as the physical state of pregnancy of an employee, commencing eight
(8} months before the estimafed dafe of childbirth, as determined by a physician, and
ending six (6) months after the date of such birth. In the event of an employee's
pregnancy, ihe employee may apply for leave without pay at any time during the period
stated above and the Employer may approve such leave at its option, and such leave may
be no longer than one (1) year.
14.2 Parentai leave shall be granted to empioyees for the birth or adoption of a child in
accordance wfth applicable stafe and federal laws.
ARTICLE 15. EMPLOYEE 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 heaith and life insurance benefits as are provided by Employer at the
time of execution of this Agreement.
12 ElioibiliN Waitino Period. One (1) full month of continuous regulariy appointed
service in �ndependent 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 empioyment is defined as
appearing on the payroll at least thirty-two (32) hours per week or at least sixty-four (64)
hours per pay period, excluding overtime hours.
1.4 Half-Time Status. For the purpose of this Article, half-time empbyment is defined
as appearing on the payroll at least twenty (20) hours but less than thirty-two (32) hours
per week or at least forty (40) hours but less than sbdy-four (64) hours per pay period,
excluding overtime hours.
1.5 Em�bver Contribution Amount: Fuli-Time Emplovees. Effective January 1, 2000 and
who selects empioyee insurance coverage, the Employer agrees to contribute the cost of
such coverage or $220 per month, whichever is less. For each eligible full-time employee
who selects family coverage, the Employer will contribute the cost of such family
coverage or $405 per month, whichever is less.
1.5.1 Effectroe Janua 1, 2001,
ry for each eligibie e plo� ee
m � y covered by 'tfi'is" "
Agreement who is employed full time and who selects employee insurance
coverage, the Employer agrees to contribute the cost of such coverage or $240
per month, whichever is less. For each eligible full-time employee who selects
family coverage, the Employer will contribute the cost of such family coverage
or $435 per month, whichever is less.
1.6 Em�lover Contribution Amount: Half-Time Emolovees. For each eligibie employee
covered by this Agreement who is employed half time, the Empioyer agrees to contribute
fifty percent (50%) ot the amount co�tributed for fuli-time employees tor the insurance
coverages in 1.5, 1.7, 1.8 and 1,9 of this Article.
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ARTICLE 15. EMPLOYEE BENEFITS, Section 1. (continued)
1.7 Emolover Contribution Amount: Married Couoles. Effective January 1, 1999,
employees who are married to another District employee and who are covered under their
spouse's heatth plan may waive the singie or family contribution to health insurance and
receive up to $150 per month toward their spouse's family premium. The combination of
District contributions cannot exceed the fuil cost of family coverage and cannot be applied
in cases where the spouse is receiving heaith insurance through the DistricYs cafeteria
benefits plan.
1.8 L'rfe Insurance. Effective January 1, 1996: The District agrees to contribute a
maximum of $15 per month for each eligible employee for i'rfe insurance coverage. The
amount of I'rfe insurance provided under this Subd. 1.7 shall be $50,000. This amount of
life insurance shall be reduced to $5,000 upon early retirement and shall continue until the
early retiree reaches age sixty-five (65), at which time the Employer paid I'rfe insurance
shall be terminated.
1.9 Dental Insurance. Effective January 1, 1996, the Employer wili contribute for each
eligible empioyee covered by this Agreement who is employed full-time toward
participation in a dental care plan offered by the Employer up to $30 per month for
employee coverage. Effective January 1, 2001, the Employer will contribute up to $35 per
month for employee coverage.
1.10 Flexible Spending Account. It is the intent of the Employer to maintain during the
term of this Agreement a plan for medicai and child care expense accounts to be
available to employees in this bargaining unft who are eligibie for Employer-paid premium
contribution for heaith insurance for such expenses, within the established legal
regulations and IRS requirements for such accounts.
1.11 The contributions indicated in this Articie 14 shall be paid to the Employer's group health
and welfare pian.
1.12 Any cost of any premium for any Employer-oftered empfoyee or family insurance
coverage in excess of the dollar amounts stated in this Articie 14 shall be paid by the
employee through payroll deduction.
SECTION 2. RETIREMENT HEALTH INSURANCE AND TRANSITIONAL BENEFIT
Subd. 1. Benefit Eligibilitv for Em�lovees who Retire Before Aae 65.
1.1 Em�lovees hired into District service before Januarv 1. 1996, must have completed the
following service eligibility requirements with Independent School District No. 625 prior to
retirement in order to be eligible for any payment of any insurance premium contribution
by the District after retirement:
A. Se 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 empioyment 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 tfieir years of service must equal eighty-five (85)
or more, or;
D. Must have completed at least thirty (30) years of service, or;
E. Must have completed at least twenty (20) consecutive years of service within
Independent School District No. 625 immediately preceding retirement.
Years of regular service with the City of Saint Paul wili continue to be counted toward
meeting the service requirement of this Subdivision 1.1 B, C or D, but not for 1.1 E.
ARTICLE 15. EMPLOYEE BENEFITS, 5ection 2. (continued)
1.2 Emolovees hired into District service after Januarv 1. 1996. must have completed twenty
(20) years of service with Independeni School District No. 625. Time with the City of Saint
Paul will not be counted toward this twenty (20)-year requirement.
1.3 El�i ibilitv requirements for ali retirees.
A. A retiree may not carry his/her spouse as a dependent 'rf such spouse is also an
Independent School District No. 625 retiree or tndependent Schoot District No. 62b
employee and eligible for and is enrolled in the Independent School District No.
625 heaith insurance program, or in any other Employer-paid health insurance
program.
B. Additional dependents beyond those designated to the District at the time of
retirement may not be added at District expense after 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.
Subd. 2. Emolover Confribution Levels for Empiovees Retirinq Before Aqe 65.
2.1 Health Insurance Employer Contribution.
�
Employees who meet the requirements in Subd. 1.1 or Subd. 12 of this Article wiil
receive a District contribution toward health insurance until the empioyee reaches sixty-
five (65} years of age as defined in this subdivision.
2.1.1 The District contribution toward health insurance premiums wiil equal the same •
dollar amount the District contributed for single or family coverage to the carrier in
the employee's last month of active employment.
2.1.2 In the event the District changes health insurance carriers, it wiil 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 doliar contribution
to single coverage that was provided in the contract under which the retirement
beczme etfective.
22 L'rfe insurance Emotover Contribution.
The District will provide for early retirees who qualify under the conditions of 1.1 or 1.2
above, premium contribufions for eligibte retirees ior $5,000 of life insurance onfy urrtit
their 65th birthday. No I'rfe insurance will be provided, or premium contributions paid, for
any retiree age sixty-five (65) or over.
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ARTICLE 15. EMPLOYEE BENEFITS, Section 2. (continued)
Subd. 3. Benefit Eliaibility for Emplovees After Aae 65.
3.1
3.2
Emolovees hired into the District before Januarv 1. 1996. who retired before age 65 and
are receiving beneffts per Subd. 2 above are eligible, upon reaching age 65, for employer
premium contributions for heaith insurance described in Subd. 4 of this Articie.
Emolovees hired into the District before Januarv 1. 1996, who retire at age 65 or older
must have completed the service eligibility requirements in Subd. 1 above to receive
District contributions toward post-age-65 heaith insurance premiums.
3.3 Emolovees hired on or after Januarv 1. 1996, shaii not have or acquire in any way any
eligibifity for 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
January 1, 1996, shali be eligible for only earlv retirement insurance premium
contributions as provided in Subd. 2 and Deferred Compensation match in Subd. 5.
3.4 Years of certified civil service time with the City of Saint Paul earned prior to January 1,
1996, wiil continue to be counted toward meeting the District's service requirement of this
Subd. 3. Civil service time worked with City of Saint Paul after January 1, 1996, wili be
considered a break in District employment.
Subd. 4 Em�lover Contribution Levels for Emplovees After Aqe 65
4.1
1998, and who meet the eligibility requirements in Subdivisions 3.1 or 32 of this Article
are eligibie for premium contributions for a Medicare Supplement health coverage policy
selected by the District. Premium contributions for such policy will not exceed:
Coveraoe Twe
Medicare Eligible
Non-Medicare Eligible
Sfnale Familv
$300 per month $400 per month
$400 per month $500 per month
At no time shali any payment in any amount be made directly to the retiree.
Any premium cost in excess of the maximum contributions specified must be paid directly
and in full by the retiree, or coverage will be discontinued.
Subd. 5. Emolovees hired after Januarv 1. 1996, after completion of three (3) full years of
consecutive active service in Independent Schooi District No. 625, are eligibie to participate in an
employer matched Minnesota Deferred Compensation Plan. Upon reaching eligibility, the District
will match up to $50 per paycheck to a maximum of $500 per year of consecutive active service,
up to a cumulat'sve lifetime mar.imum of $12,500. Part-time employees working half-time or more
will be eligible for up to one haif (50%) of the available District match. Approved non-
compensatory leave shail not be counted in reaching the three (3) full years of consecutive active
service, and shall not be considered a break in service. Time worked in the City of Saint Paul will
not be counted toward this three (3)-year requirement.
Federal and state rules goveming participation in the Minnesota Deferred Compensation Plan
shali apply. The employee, not the District, is solely responsible for determining his/her total
maximum allowable annual contribution amount under IRS regulations. The empioyee must
initiate an apptioation to participate through the DistrieYs spec'rfied procedures.
11
ARTICLE 16. SEVERANCE PAY
16.1 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.
16.2 To be eligible for the severance pay program, the employee must meet the foilowing
requirements:
162.1 The employee must be fifiy-five (55) years of age or older or must be eiigible for
pension under the "Ruie of 90° provisions of the Pubtic Employees Retirement
Association (PERA). The "Rule of 85" or the `Rule of 90° criteria shall also
appiy to employees covered by a public pension plan other than PERA.
16.22 The employee must be voiuntarily separated from School District employment
or have been subject to separation by layoff or compulsory retirement. Those
employees who are discharged for cause, misconduct, inefficiency,
incompetency or any other disciplinary reason are not eligibie for this severance
pay program.
16.3 If an employee requests severance pay and 'rf the employee meets the eligibility
requirements set forth above, he or she will be granted severance pay in an amount equal
to $100 pay for each day of accrued, unused sick leave, up to one hundred fifty (150)
days.
16.4 The maximum amount of money that any employee may obtain through this severance
pay program is $15,000.
�
16.5 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.
16.6 For the purpose of this severance pay program, a transfer from Independent School
District No. 625 employment to City of Saint Paui employment is not considered a
separation of emptoyment, and such transferee shalt not be eligible for this severance
program.
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ARTICLE 17. LEGAL SERVICES
17.1 Except in cases of matfeasance in office or willfui or wanton neglect of duty, Employer
shaii defend, save harmiess and indemnify employee against any tort ciaim or demand,
whether groundless or othervvise, arising out of alleged acts or omission occurring in the
performance or scope of employee's duties.
172 Notwithstanding (17.1), the Employer shall not be responsibie for paying any legal service
fee or for Qroviding any legal service arising from any legai action where the employee is
the plaintiff.
ARTICLE 18. DISCIPLINE
18.1
18.2
18.3
The Employer wiil discipline employees for just cause only. Discipline will be in the form
of:
18.1.1 Written reprimand;
18.1.2 Suspension;
18.1.3 Reduction;
18.1.4 Discharge.
Suspensions, reductions, and discharges will be in written form.
Employees and the Association wili receive copies of written reprimands and notices of
suspension and discharge.
18.4 Employees may examine all information in their Employer personnel files that concerns
work evaluations, commendations and/or disciplinary actions. Files may be examined at
reasonable times under the direct supervision of the Employer.
18.5 Preliminarv Review. Prior to issuing a disciplinary action of unpaid suspension, demotion,
or discharge, the supervisor wiii make a recommendation to his/her supervisor regarding
proposed discipiine. That supervisor will then schedule a meeting with the employee prior
to making a final determination of the proposed discipline. The employee shall have the
opportunity to have union representation present and be provided the opportunity to
speak on his/her behaif regarding the proposed action. If the empioyee is unable to meet
with the supervisor, the employee andlor union will be given the opportunity to respond in
wrfting.
18.6 An employee to be questioned conceming an investigation of disciplinary action shall
have the right to request that an Association Representative be present.
18.7 A grievance relating to this Article shall be processed in accordance with the grievance
procedure of this Agreement in Article 19 and Minnesota Statute § 179A.20, Subd. 4.
This provision is not intended to abrogate rights of veterans pursuant to statute.
13
ARTICLE 19. GRIEVANCE PROCEDURE
19.1 The Employer shall recognize stewards selected in accordance with Association rules and
regulations as the grievance representaiives of the bargaining unit. The Association shall
notify the Employer in writing of the names of the stewards and of their successors when
so named.
19.2 It is recognized and accepted by the Empioyer and tfie Association that the processing of
grievances as hereinafter provided is limited by the job duties and responsibilities of the
empioyees and sfiall therefore be accompfisfied during normai working hours onty when
consistent with such employee duties and responsibilities. The steward involved and a
grieving employee shall suffer no loss in pay when a grievance is processed during
working hours, provided the steward and the employee have notified and received the
approval of their supervisor to be absent to process a grievance and that such absence
would not be detrimental to the work programs of the Employer.
19.3 The procedure estabiished by this Article shall be the sole and exclusive procedure for the
processing of grievances, which are defined as an alleged violation of the terms and
conditions of this Agreement.
19.4 Grievances shall be resolved in conformance wiih the fo!lowing procedure:
Ste° 1. Upon the occurrence of an alleged violation of this Agreement, the employee
invoived with or without the steward shaii attempt to resolve the matter on an
informal basis with the empioyee's supervisor. If the matter is not resolved to
the employee's satisfaction by the informal discussion, it may be reduced to
writing and referred to Step 2 by the Association. The written grievance shall
set forth the nature of the grievance, the facts on which it is based, the alieged
section(s) of the Agreement violated, and relief requested. Any alieged
violation of the Agreement not reduced to writing by the Association within ten
(10) workdays of the first occurrence of the event giving rise to the grievance,
shall be considered waived.
Ste°2. Within ten (10) workdays after receiving the written grievance, a designated
Employer supervisor shall meet with the Association steward and attempt to
resolve the grievance. If, as a resuft of this meeting, the grievance remains
unresolved, the Employer shall reply in writing to the Association within five (5)
workdays following this meeting. The Association may refer the grievartce 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 Associafion within
ten (10) workdays following receipf of the Employer's answer shall be
considered waived.
Steo 3. Within ten (10) workdays foliowing receipt of a grievance referred from Step 2,
a designated Empioyer supervisor shall meet with the Association's
representative or his designated representative, the Employee, and the
Steward, and attempt to resolve the grievance. Within ten (10) workdays
following this meeting, the Employer shall reply in writing to the Association
stating the Employer's answer conceming ihe grievance. If, as a result of fhe
written response, the grievance remains unresolved, the Association may refer
the grievance to Step 4. Any grievance not referred in writing by the
Association to grievance mediation or Step 4 within ten (10) workdays following
receipt of the EmpioyePs answer shail be considered waived. The Employer
within ten (10) working days of receipt of the request for review at Step 4 may
refer the grievance to grievance mediation or ailow the grievance to proceed to
Step 4.
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ARTICLE 19. GRIEVANCE PROCEDURE (continued)
Steo 4. If the grievance remains unresolved after the Step 3 response and/or grievance
mediation, the Association may within ten (10) workdays after the response of
the Employer or conclusion of inediation, request arbitration of the grievance.
The arbitration proceedings shall be conducted by an arbitrator to be selected
by mutual agreement of the Empioyer and the Association within ten (10)
workdays after notice has been given. If the parties fail to mutualiy agree upon
an arbftrator within the said ten (10)-day period, either party may request the
Bureau of Mediation Services to submit a panel of five (5) arbitrators. Botfi the
Empioyer and the Association shall have the right to strike two (2) names from
the panel. The Association shall strike the first (1st) name; the Emptoyer shall
then strike one (1) name. The process will be repeated and the remaining
person shail be the arbitrafor.
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19.5 The arbitrator shall have no right to amend, modify, nuliify, ignore, add to or subtract from
the provisions of this Agreement. The arbftrator shall consider and decide only the
specific issue submitted in writing by the Employer and the Association, and shall have no
authority to make a decision on any other issue not so submitted. The arbitrator shall be
without power to make decisions contrary to or inconsistent with or modifying or varying in
any way the application of laws, rules or regulations having the force and effect of law.
The arbitrato�s decision shall be submitted in writing within thirty (30) days following close
of fhe hearing or the submission of briefs by the parties, whichever be later, unfess 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 Associaiion, and fhe employees.
19.6 The fees and expenses for the arbftrator's services and proceedings shall be borne
equally by the Employer and the Association, provided that each party shall be
responsible for compensating its own representatives and witnesses. if either party
desires a verbatim record of the proceedings, it may cause such a record to be made,
providing it pays for the record.
19.7 The time fimits in each step of this procedure may be extended by mutual agreement of
the Employer and the Association.
19.8 it is understood by the Association and the Empioyer that 'rf an issue is determined by this
grievance procedure, it shall not again be submitted for determination in another forum. If
an issue is determined by any other forum, it shail not again be submitted for arbitration
under this grievance procedure.
15
ARTICLE 20. NON-DISCRIMINATION
20.1 The terms and conditions of this Agreement will be appiied to employees equaliy without
regard to or discrimination for or against any individual because of race, color, creed, sex,
age, or because of inembership or non-membership in the Association.
202 Employees will pertorm their duties and responsibilities in a non-discriminatory manner as
such duties and responsibilities involve other employees and the general pubfic.
ARTICLE 21. WORKSTOPPAGE
21.1 The Association and the Employer agree that there shali be no strikes, work stoppages,
slow-downs, sit-down, stay-in or other concerted interterence with the Employe�'s
business or affairs by any of said Association and/or members thereof, and there shall be
no bannering during existence of this Agreement without tirst using all possib{e means ot
peacefui settlement of any controversy which may arise. Employees engaging in same
shall be liable for discipiinary action.
ARTICLE 22. MILEAGE
�
22.7 Employees of the Schooi District, under policy adopted by the Board of Education, may be
reimbursed for the use of their automo6iles for school business. The mileage allowance
for eligible empioyees shali be 31 ¢ per mile, or such higher rate as may be established at •
the discretion of the Board.
M employee must keep a record of each trip made. Reimbursement shall be for the
aetual miteage driven in the perfosmance ot 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 23. SAVING CLAUSE
23.1 This Agreement is subject to the laws of the Unfted States, the State of Minnesota. ln the
event any provisions of this Agreement shail be heid to be contrary to law by a court of
competent jurisdiction from whase final judgment or decree no appeal has been taken
within the time provided, such provisions shail be voided. All other provisions shall
continue in fuii force and effecf. The voided provision may be renegotiated at the written
request of either party. Ati other provisions of this Agreement shall continue in full force
and effect.
ARTICLE 24. DURATION AND EFFECTIVE DATE
24.1 Except as herein provided, this Agreement shail be effective as of January 1, 2000, and
shall continue in full force and effect through December3l, 2001, and thereafter until
modified or amended by mutual agreeme�t of the parties. Either party desiring to amend
or modify this Agreement shali notify the other in writing so as to compiy with the
provisions of the Public Empioyment Labor Relations Act of 1971, as amended.
24.2 This constitutes a tentative agreement between the parties which wiil be recommended by
the Negotiations/Labor Relations Manager, but is subject to the approval of the Board of
Education of Independent School District No. 625 and is aiso subject to ratification by the
Association.
• WITNESSES:
INDEPENDENT SCHOOL DISTRICT NO. 625
�EC� �
Chair, Board o Education
�-(�'-G�
Date
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Date
17
THE CITY OF SAINT PAUL PROFESSIONAL
EMPLOYEES ASSOCIATION, INC.
Assistant Manager
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APPENDIX A
TITLES AND SALARIES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Years/Svc 0 1 2 3 4 5 6 7
New Step 1 2 3 4 5 6 7 8
Grade 3
Library Specialist
Public Information Specialist I
1-1-00 $31,776 $33,383 $35,021 $36,815 $38,639 $39,813 $40,926 $42,320
12-30-00 $32,729 $34,384 $36,071 $37,919 $39,798 $41,007 $42,154 $43,590
Grade 5
Graphic Artist I
Innovation and Developmenf Assistant
Management Assistant I
1-1-00 $33,692 $35,454 $37,185 $39,040 $40,956 $42,193 $43,398 $44,877
12-30-00 $34,703 $36,517 $38,301 $40,211 $42,185 $43,459 $44,700 $46,223
Grade 7
Accountantl
Librarian i
Public Information Specialist II
Research Analyst I
1-1-00 $35,795 $37,556 $39,473 $41,452 $43,491 $44,789 $46,088 $47,658
12-30-00 $36,869 $38,682 $40,657 $42,696 $44,796 $46,133 $47,470 $49,087
Grade 8
Assistant Food Production Manager
1-1-00 $36,876 $38,700 $40,585 $42,657 $44,787 $46,149 $47,478 $49,096
12-30-00 $37,982 $39,861 $41,803 $43,936 $46,130 $47,534 $48,902 $50,569
Grade 9
Landscape Architect
Management Assistant II
1-1-00 $37,958 $39,845
12-30-00 $39,096 $41,040
Grade 10
Contract Coordinator
`Graphic Artist II
Research Analyst II
Training Specialist
'1-7-00 $39,040 $41,018
12-30-00 $40,211 $42,248
$4i,852 $43,955 $46,149 $47,478 $4$,869 $50,534
$43,108 $45,274 $47,534 $48,902 $50,336 $52,050
$43,089 $45,252 $47,478 $48,931 $50,384 $52,101
$44,382 $46,610 $48,902 $50,399 $51,896 $53,664
'This title in this grade abol'�shed except as to present incumbents.
Mnual Salaries are based on 2,080 hours. If a contrnct work year exceeds 2,080 hours, additional salary will be paid
basetl on the daily/hourly rate of pay.
19
APPENDIX A (continued)
TITLES AND SALARIES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Years/Svc 0 1 2 3 4 5 6 7
New Step 1 2 3 4 5 6 7 8
Grade 11
Accountant II
ArChitect I
1-1-00 $40276 $42286 $44,387 $46,645 $48,931 $50,291 $5i,899 $53,667
12-30-00 $41,485 $43,554 $45,719 $48,044 $50,399 $51,800 $53,456 $55,277
Grade 12
EDP Systems Malyst 1
Environmentai Safety Specialist
Food Production Manager
Food Service Manager
Food Service Purchasing Analyst
Human Rights Investigator
Staffing Specialist
Value Analyst I
1-1-00 $41,481 $43,522 $45,717 $48,004 $50,384 $51,960 $53,445 $55,266
12-30-00 $42,726 $44,828 $47,088 $49,445 $51,896 $53,519 $55,048 $56,924
Grade 13
Grants Specialist
Landscape Architect Il
Librarian II
Management Assistant 111
1-1-00 $42,719 $44,882 $47,045 $49,426 $51,960 $53,475 $54,989 $56,863
12-30-00 $44,001 $46,229 $48,457 $50,908 $53,519 $55,080 $56,639 $58,569
Grade 14
Ombudsperson
Research Analyst III
Personnei Specialist
Senior Staffing Specialist
1-1-00 $43,985 $46,181
12-30-00 $45,305 $47,566
Grade 15
Accountant ill
Architect II
$48,530 $50,910 $53,475 $55,052 $56,691 $58,622
$49,985 $52,437 $55,080 $56,703 $58,392 $60,381
Maintenance and Capital Improvement Planner
1-1-00 $45,315 $47,541 $49,952 $52,424 $55,052 $56,752 $58,421 $60,412
12-30-00 $46,675 $48,967 $51,450 $53,997 $56,703 $58,454 $60,174 $62,224
Mnual salaries are hased on 2,080 hours. If a contract work year eacceeds 2,080 hours, additional salary will be paid
based on the daity/hourly rate of pay.
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APPENDIX A (continued)
TITLES AND SALARIES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Years/Svc 0 1 2 3 4 5 6 7
New Step 1 2 3 4 5 6 7 8
Grade 16
EDP Systems Analyst II
Management Information Systems AnalysUApplications Support
Network Specialist
Value Analyst II
1-1-00 $46,676 $49,025 $51,466 $54,031 $56,752
12-30-00 $48,077 $50,496 $53,010 $55,652 $58,454
Grade 18
Compensatory Education Specialist
Landscape Architect III
Public Relations Coordinator
1-1-00 $49,488 $52,022
12-30-00 $50,972 $53,582
$58,421 $60,121 $62,169
$60,174 $61,924 $64,034
$54,589 $57,370 $60,213 $62,037 $63,768 $65,941
$56,226 $59,091 $62,019 $63,898 $65,682 $67,919
Grade 20
• Architect III
EDP Systems Analyst III
'Mechanical Engineer III
1-1-00 $52,548 $55,176 $57,926 $60,832 $63,862 $65,747 $67,694 $70,000
12-30-00 $54,124 $56,831 $59,664 $62,657 $65,778 $67,719 $69,725 $72,100
Grade 26
UNIX/Network Administrator
1-1-00 $62,779 $65,808 $69,178 $72,640 $76,256 $78,544 $80,800 $83,553
1230-00 $64,662 $67,783 $71,254 $74,819 $78,543 $80,900 $83,224 $86,059
Grade 30
NetworWinformation Systems Administrator
1-1-00 $70,630 $74,124 $77,801 $81,728 $85,808 $88,311 $91,001 $94,101
12-30-00 $72,749 $76,348 $80,135 $84,180 $88,382 $90,960 $93,731 $96,924
Grade 35
Database Administrator (ORACLE)
1-1-00 $87,851 $85,994 $90,228 $94,742 $99,470 $102,499 $105,467 $109,060
12-30-00 $84 $88,574 $92,935 $97,584 $102,455 $105,574 $108,631 $112,331
'This title in this gratle abolished except as to present incumbents.
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Annual salaries are based on 2,080 hours. If a contract work year exceeds 2,080 hours, additional salary will be based
on the daily/houAy rate of pay.
21
APPENDIX B
Grades
Grade 7
Grade 11
Grade 15
Grade 11
Grade 15
Grade 20
Grade 8
Grade 18
Grade 12
Grade 16
Grade 20
Grade 12
Grade 12
Grade 12
Grade 12
Grade 5
Grade 10
Grade 9
Grade 13
Grade �8
Grade 7
Grade 13
Grade 3
Grade 15
Grade 5
Grade 9
Grade 13
Grade 16
Grade 20
Grade 16
Grade 3
Grade 7
Grade 7
�rade-10
Grade 14
Grade 10
Grade 12
Grade 16
TITLES AND GRADES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Classified Titles
Accountant I
Accountantli
Accountant III
Architect I
Architect II
Architect III
Assistant Food Production Manager
Compensatory Education Specialist
EDP Systems Malyst I
EDP Systems Analyst II
EDP Systems Analyst III
Environmental Safety Specialist
Food Production Manager
Food Service Manager
Food Service Purchasing Analyst
Graphic Artist I
Graphic Artist II'
Landscape Architect
Landscape Architect II
Landscape Archifect Ill
Librarian I
Librarian II
Library Specialist
Maintenance and Capital Improvement Planner
Management Assistant I
Management Assistant II
Management Assistant III
MIS AnalysUAppiication Support
Mechanical Engineer III'
Network Specialist
Public Information Specialist !
Public Information Specialist II
Research Analyst I
FSesearckt An3lysi t!
Research Anatyst III
Training Specialist
Value Analyst I
Value Analyst II
'This title in this grade abolished except as to present incumbents.
Titles designatetl as Civii Service Undassfied are no[ covered by the provisions of Ci�l Service Rules or any related
rules covering employment in classfied service positions unless specifically siated in this Agreemern.
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APPENDIX B (continued)
Grades
Grade 10
Grade 35
Grade 13
Grade 12
Grade 14
Grade 5
Grade 30
Grade 14
Grade 14
Grade 18
Grade 14
Grade 12
Grade 26
TITLES AND GRADES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Unclass'rfied Titles
Contract Coordinator
Datahase Administrator (Oracle)
Grants Specialist
Human Rights Investigator
Human Resource Speciatist
Innovation & Deveiopment Assistant
NetworWlnformation S�stems Administrator
Ombudsperson
Personnei Specialist
Public Relations Coordinator
Senior Staffing Specialist
Stafiing Specialist
UNIX/Network Administrator
T�les designated as Civii Service Unclassified are not covered by the provisions of Civil Service Rufes or any related
rules covering employmeM in classified service positions unless specifically stated in this AgreemeM
23
APPENDIX C
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
3'i
32
33
34
35
36
37
38
39
40
41
42
43
44
45
STANDARD RANGES, JANUARY 1, 2000
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
29,984
30,880
31,776
32,734
33,692
34,743
35,795
36,876
37,958
39,040
40,276
41,481
42,719
43,985
45,315
46,676
48,097
49,488
50,971
52.548
54,094
55,732
57,441
59,101
60,925
62,779
64,603
66,551
68,559
70,630
72,732
74,865
77,122
79,440
81,851
84,293
86,828
89,455
92,116
94,836
97,708
100,675
103,644
106,765
110,010
31,436
32,394
33,383
34,342
35,454
36,505
37,556
38,700
39,845
41,018
42,286
43,522
44,882
46,181
47,541
49,025
50,446
52,022
53
55,176
56,814
58,513
60,276
62,098
63,954
65,808
67.848
69,890
71,960
74,124
76,379•
78,667
81,017
83,458
85,994
88,498
91,155
93,906
86,720
99,656
102,623
105,652
108,867
112,112
1 i 5,481
33,013 34,713
34,033 35,701
35,021 36,815
36,104 37,927
37,185 39,040
38,330 40,215
39,473 41,452
40,585 42,657
41,852 43,955
43,089 45,252
44,387 46,645
45,717 48,004
47,045 49,426
48,530 50,910
49,952 52,424
51,466 54,031
52,949 55,638
54,589 57,370
56,226 59,040
57,926 60,832
59,658 62,687
61,450 64,509
63,254 66,488
65,190 68,435
s�,ios �o,an
69,178 72,640
71,217 74,803
73,413 76,998
75,545 79,378
77,80i 81,728
80 _84,#69
82,593 86,735
85,066 89,361
87,630 91,990
90,228 94,742
92,948 97,616
95,699 100,521
98,604 103,520
101,541 106,673
104,632 109,734
107,723 113,101
110,938 116,471
114,276 119,995
117,739 123,643
121.231 i27,281
36,381 37,526
37,526 38,639
38,639 39,813
39,813 40,956
40,956 42,193
42,193 43,491
43,491 44,789
44,787 46,149
46,149 47,4�8
47,478 48,931
48,931 50,291
50,384 51,960
51,960 53,475
53,475 55,052
55,052 56,752
56,752 58,421
58,421 60,213
60,213 62,037
62,037 63,799
63,862 65,747
65,747 67,725
67,725 69,765
69,765 71,899
71,899 74,000
74,000 76,256
76,256 78,544
�a,saa so,ss2
80,862 83,335
83,335 85,808
85,808 88,311
-88>3�3 - _ .. 51,031
91,031 93,783
93,783 96,595
96,595 99,470
99,470 102,499
102,468 105,529
105,529 108,713
108,713 111,989
711,989 115,296
1 i5,358 i 19,006
118,759 122,529
122,313 126,207
126,022 130,010
129,793 133,904
133,657 137,892
38,576
39,782
40,926
42,193
43,398
44,727
46,088
47,478
48,869
50,384
51,899
53,445
54,989
56,691
58,421
60,121
62,008
63,768
65,715
67,694
69,734
71,804
74,000
76,133
7H,452
80,800
83,242
85,746
88,311
9t,001
93,&Z8
96,472
99,408
102,438
105,467
108,588
111,865
115,203
118,696
i22,25i
125,868
129,670
133,564
137,582
i41,694
i
39,891
41,137
42,320
43,631
aa,sn
46,251
47,658
49,096
50,534
52,101
53,667
55,266
56,863
58,622
60,412
62,169
64,120
65,941
67,954 •
70,000
72,110
74,251
76,521
78,727
81.125
83,553
ss,on
88,667
91,319
94,101
�96,8fi7 -
99,759
102,795
105,928
709,060
112,287
115,676
119,127
122,740
126,416
130,156
134,087
138,115
142,269
146,521
Mnual salaries are based on 2,080 hours. If a contract work year exceeds 2,080 hours, additional salary will be paid •
based on the daity/hourly rate W pay.
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APPENDIX C (continued)
4 Years 5
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1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
i8
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
�
35
36
37
38
39
40
41
42
43
44
45
STANDARD RANGES, DECEMBER 3�, 2000
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
30,883
31,806
32,729
33,716
34,703
35,785
36,869
37,982
39,096
40,211
41,485
42,726
44,001
45,305
46,675
48,077
49,540
50,972
52,500
54,124
55,717
57,404
59,164
60,874
62,753
64,662
66,541
68,547
70,616
72,749
74,914
n,ii�
79,436
8'f ,823
84,306
86,822
89,432
92,139
94,880
97,742
100,640
103,695
i 06,753
109,967
113,310
32,379
33,366
34,384
35,372
36,517
37,601
38,682
39,861
41,040
42,248
43,554
44,828
46,229
47,566
48,967
50,496
51,959
53,562
55,143
56,831
58,518
60,269
62,084
63,961
65,873
67,783
69,884
71,986
74,119
76,348
78,670
si,oz�
83,447
85,962
88,574
91,152
93,890
96,723
99,621
702,646
105,702
108,822
112,133
115,476
118,945
34,003
35,054
36,071
37,187
38,301
39,479
40,657
41,803
43,108
44,382
45,719
47,088
48,457
49,985
51,450
53,010
54,538
56,226
57,912
59,664
61,448
63,294
65,151
67,146
69,119
71,254
73,354
75,6t5
77,811
80,135
82,588
85,071
87,618
90,259
92,935
95,736
98,570
101,562
104,587
107,771
110,954
114,266
117,705
121,271
124,868
35,754
ss,nz
37,919
39,065
40,211
41,421
42,696
43,936
45,274
46,610
48,044
49,445
50,908
52,437
53,997
55,652
57,308
59,091
60,811
62,657
64,567
66,445
68,483
70,488
72,591
74,819
77,048
79,308
81,759
84,180
86,695
89,337
92,042
94,750
97,584
100,544
103,536
106,625
109,873
113,088
116,494
119,965
123,595
t 27,352
131,099
37,473
38,652
39,798
41,007
42,185
43,459
44,796
46,130
47,534
48,902
50,399
51,896
53,519
55,080
56,703
58,454
60,174
62,019
63,898
ss,ns
67,719
69,756
71,858
74,056
76,220
78,543
80,900
83,287
85,835
88,382
91,024
93,762
96,596
99,493
102,455
105,542
108,695
111,974
115,348
i18,819
122,322
125,983
i 29,803
133,687
137,666
38,652
39,798
41,007
42,185
43,459
44,796
46,133
47,534
48,902
50,399
51,800
53,519
55,080
56,703
58,454
60,174
62,019
63,898
65,713
s�,�� s
69,756
71,858
74,056
76,220
78.543
80,900
83,287
85,835
88,382
90,960
93,762
96,596
99,493
102,455
105,574
108,695
111,974
115>348
118,755
122,577
126,205
129,994
133,95 0
137,92i
142,029
39,734
40
42,154
43,459
A4,700
46,069
47,470
48,902
50,336
51,896
53,456
55,048
56,639
58,392
60,174
61,924
63,868
65,682
67,687
69,725
71,826
73,959
76,220
78,417
80,806
83,224
85,739
88,318
90,960
93,731
96,486
99,366
102,390
105,511
108,631
111,845
115,221
118,659
122,257
125,919
129,644
133,560
137,571
141,710
145,944
Annual salaries are based on 2,080 hours. If a conhact work year exceeds 2,080 hours, additional salary will be paid
baseU on the daily/hourly rate of pay.
41,087
42,371
43,590
44,939
A6,223
47,638
49,087
50,569
52,050
53,664
55,277
56,924
58,569
60,381
62,224
64,034
66,044
67,919
69,993
72,100
74,273
76,478
78,817
81,089
83,559
86,059
88,660
91,327
94,059
96,924
99,773
102,752
105,879
109,106
112,331
115,656
118,146
122,701
126,422
130,209
134,061
138,110
142,258
146,535
150,917
25
A
Adoption Leave ............................................7
C
Child Care Leave .........................................7
D
Dental Insurance ......................................... 9
Discipiine...................................................13
F
Fair Share Fee ............................................. 2
Flexible Spending Account ..........................9
Funeral Leave ..............................................8
G
Grievance Procedure ............................14-16
H
Health Insurance .........................................8
Holidays....................................................... 6
Hours Of Work ............................................2
L
Legal Services ...........................................13
Li�e Insurance ..............................................9
M
Membership Dues .......................................2
Mileage ......................................................16
N
Non-Discriminatlon ....................................16
INDEX
3�
O
Overtime......................................................2
P
ParentaVMatemity Leave .............................8
Probationary Period .....................................3
Professional Growth ....................................5
R
Retirement Heafth Insurance .......................9
S
Salaries .................................................19-21
Seniority ....................................................... 4
Severence Pay ...........................................12
SickLeave ...................................................7
Sick Leave Conversion ................................7
Spouse/Dependent Parent Leave ................7
Standard Ranges ..................................24-25
Step Progression .........................................5
T
Titles And Grades .................................22-23
V
Vacation ....................................................... 6
W
Wages.........................................................5
Work Stoppage ..........................................16
W orking Out Of Class'rfication .....................4
L J
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Council File # o � - 38�
RESOLUTION
C(TY OF SAINT PAUL, MINNESOTA
Presented
Referred To
Committee Date
Green Sheet # 106833
�
RESOLVED, that the Council of the Ciry of Saint Paul hereby approves and ratifies the attached
January 1, 2000 through December 31, 2001 Employment Agreement between the Independent School
District No. 625, Saint Paul Public Schools, and Professional Employees Association, Inc., Representing
Classified and Unclassified Professional Employees.
Requested by Department of:
Office of Labor Relations
Adopted by Council: Date �������� �p p`
Adoprion Certified by Council Secretary
By: - \ \ � �= f�—y \ — . r .�'�
Approved by Mayor: Date � �
By:
By: 4 �
Form Appr ve�i Attome
C
BY� � �) � i � �01
Approved by Mayor for Submission to Council
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DEPARTMENTfOFFICElCOiINCIL: DATE A'[TIATED GREEN SHEET N0.: 106833
LABOR RELATIONS Apri19, 2001 D l- 3pI
CONTACT PERSON & PHONE: � ml A7'E Ilvi7lni.mA7'E
.�UI.TE �E�US 266-6513 p�IGN 1 DEPARTMENT DIIt. 4 CITY COUNCIL
NUMBER 2 CITY ATTORNEY CTtY CLERK
MUST BE ON WUNCIL AGENDA BY (DATE) FOR BUDGEI DIR FiN. & MGT. SERVICE DIR.
ROUTING 3 MAYOR (OR ASST.)
ORDER
TOTAL # OF S1GNA7'[JRE PAGES_3 (CLIP ALL LOCATIONS FOR SIGNAT[IRE)
acnoN xEQVesTEn: This resolu6on approves the attached January 1, 2000 through December 31, 2001 Employment
Agreement between the Independent School District No. 625, Saint Paul Public Schools, and Professional
Employees Association, Inc., Representing Classified and Unclassified Professional Employees.
RECOMIv�NDATIONS: Approve (A) or Reject (R) PERSONAL SERVICE CON'I'RACI'S MUST ANSWER THE FOLLOWING
QUESTIONS:
_PLANI3ING COMMISSION CIVIL SERVICE COMM[SSION 1, I-Ias this personlfim� ever woiiced �nder a contract fo: this depanmem?
_CIB COMMITTEE Yes No
STAFF 2 Has this person/firtn ever been a city employee?
DISTRICT COURT Yes No
SUPPORTS WHICH COl7NCIL OBJEC'fIVE? 3. Dces this personlfimi possess a skili not normally possessed by any cnrrent city employee?
Yc No
Explain all yes aoswers on separate sheet and attach to green sheet
INITIATING PROBLEM, ISSUE, OPPORTUNITY (Who, Wha4 µ'hen, Where, Why):
ADVANTAGESIFAPPROVED�
This Agreement pertains to Boazd of Education employees only.
���� �.os�c`3Fr� �� ;:cFi,n �
�•� �
DISADVANTAGES IF APPROVED:
DISADVANTAGES IF NOT APPROVED:
TOTAL AMOUNT OP TRANSACTION: COST/REVENUE BUDGETED:
FUIVDING SOURCE: ACTIVITYNOMBER:
FtNANCSAL INFORMATION: (EXPLAIl� �
INDEPENDENT SCHOOL DISTRICT NO. 625
BOARQ OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
DATE: September 5, 2000
Ol- �/
TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Pau{ Pubfic Schools and Professional Employees Association,
Inc., Representing Classified and Unclassified Professional Employees
A. PERTINENT FACTS:
1. New Agreement is for a two-year period from January 1, 2000, through December 31, 200i.
2. Contract changes are as follows:
Waaes: Effective January 1,
increase wage schedule 3%.
to annually at the beginning
business practices.
G
2000, increase wage schedule 3%. Effective December 30, 2000,
The timing of step increases will be changed from anniversary date
of the calendar year. This change was made to facilitate District
Insurance: The insurance premium contributions by the District are increased from the current
insurance caps of $205 for single coverage and $375 for family coverage as follows:
Sinale Familv
Effective January 1, 2000 $220.00 $405.00
Effective January 1, 2001 $240.00 $435.00
Effective January 1, 1999, employees who are married to another District employee and who are
covered under their spouse's health plan may waive the Single or Family co�tribution to health
insurance and receive up to $150 per month toward their spouse's family premium.
Protessiona! Growth: Removed Civil Service Tuition Reimbursement of $500 per year and added
a professional growth allowance of $500 per year per employee for approved professional
memberships and growth opportunities.
Vacation: Increased vacation accrual based upon years of service.
Sick Leave: Employees may use up to 15 days of sick leave for the adoption or care of a newly
adopted child. Added use of sick leave for bereavement of son-in-law, daughter-in-law,
grandparent and grandchild.
3. The District has 48 FTE's in this bargaining unit..
4. This contract supports the DistricYs goal of creating institutional change.
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 William Larson, Deputy Superintendent.
RECOMMENDATION:
That the Board of Education of Independent School District No. 625 approve and adopt the Agreement
co�cerning the terms and conditions of employment for Classified and Unclassified Professionai
Empioyees in this school district; duration of said Agreement is for the period of
January 1, 2000, through December 31, 2001.
bt-3�1
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2000 - 2001
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
SA1NT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
�
AND
PROFESSIONAL EMPLOYEES
ASSOCIATtON, fNC.
January 1, 2000 through December 31, 2001
� Saint P�u/ Public Schools
1 f F E L 0 M 8 L E A R Y! N 6
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� Sainf Pau/ Public Schools
1 1 F E! O N G L E A R N 1 N G
SAINT PAUL PUBLIC SCHOOLS
lndependent School District No. 625
Board of Education
Becky Montgomery
Anne Carroll
Tom Conlon
Gilbert de ta O
AI Oertwig
Mary Thornton Phillips
Neal Thao
Chair
Director
Director
Director
Director
Director
Director
Administrafion
Superintendent of Schools
Deputy Superintendent
Chief Academic Officer
Chief Accountability Officer
Executive Assistant
Area Superintendents
PaVicia A. Harvey
William A. Larson
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 7umer, Area E
.
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ARTICLE TITLE
Articie
Article
Article
Article
Article
Articie
Article
Articie
Article
Articie
Article
Article
Article
Article
Article
Article
Article
Article
Articie
Articie
Article
Article
Article
Article
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2.
3.
4.
5.
6.
7.
8.
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10.
11.
12.
13.
14.
15.
16.
17.
18.
�9.
20.
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23.
24.
TABLE OF CONTENTS
PAGE
Preambie ...................�----...---.........................---..................................................... iv
Recognition-°°°°°°°-°-°°°°°-....--°----°-°-°--° .................° °---...............................1
Management ...........................•--•-�--�--.........................................................1
Maintenance of Standards ...................................................................................... i
Check Off and Service Fee ....................................................................................2
Hoursof Work and Overtime ................................................................�--...............2
Probation................................................................................................................3
Sen iority ..................................................................................................................4
Working Out of Classification .................................................................................4
Wages .......................................................................�-----� �---..................................5
ProfessionalGrowth ...............................................................................................5
Ho I i d ays .................................................................................................................. 6
Vacation.....----�-�---� .............................................................................�--.................. 6
Sick Leave ..............................................................................................................7
ParentaUMaternity ........................................................................................8
EmpioyeeBenefits ..................................................................................................8
Severance .....................................................................................................12
Legai Services ......................................................................................................13
Discipline ..............................................................................................................13
Grievance Procedure ............................................................................................14
Non-Discrimination ........................................�--....................................................16
Work Stoppage .....................................................................................................16
Mileage.................................................................................................................16
Saving Clause ......................................................................................................17
Duration and Effective Date ..................................................................................17
Appendix A: Tities and Salary ..........................................................................19
Appendix B: Tities and Grades .........................................................................22
Appendix C: Standard Ranges .........................................................................24
Index...........................................�-�------�----�--...............................................--•-..._..26
�
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This Agreement is entered into between independent School District No. 625, hereinafter
referred to as the °Employer' and the City of Saint Paul Professional Employees Association, Inc.,
hereinafter referred to as the "Association," for the purpose of fostering and promoting
harmonious relations between the Employer and the Association in order that a high level of pubiic
service can be provided to the citizens in the School District.
This Agreement attempts to accompiish this purpase by providing a fuller and more
complete understanding on the part of both the Employer and the Association of fheir respective
rights and responsibilities.
The provisions of this Agreement shall not abrogate the rights and/or duties of the
Employer, the Association, or the employees as established under the provisions of the Public
Employment Labor Relations Act of 1971, as amended.
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• ARTICLE 1. RECOGNITION
1.1 The Employer recognizes the Association as the exclusive representative for the
Professional Empioyees Group, as cert'rfied by the State of Minnesota Bureau of
Mediation Services, dated May 11, 1988, Case No. 88-PR-2632. This unit consists of the
following:
All classified and unclass'rfied professional employees of
Independent School District No. 625, St. Paul,
Minnesota, as listed in Appendix B of this agreement
who are public employees within the meaning of
Minnesota Statute. § 179.03, Subd. 14, excluding
supervisory, confidentiai, and all other employees.
1.2 The rights and benefits of provisional employees shall be governed by the Civil Service
Rules unless such rights and benefits are spec'rfically amended as to provisional
empioyees by this contract.
1.3 The parties agree that any new classifications which are an expansion of the above
bargaining unit or which derive from the classifications set forth in this agreement shali be
recognized as a part of this bargaining unit, and the parties shall take all steps required
under the Public Employment Relations Act to accomplish said objective.
• ARTICLE 2. MANAGEMENT RIGHTS
2.1 The Association recognizes the right of the Employer to operate and manage its affairs in
all respects in accordance with appiicabie laws and regulations of appropriate authorities.
The rights and authority which the Employer has not officially abridged, delegated or
modified by this Agreement are retained by the Employer.
22 A pubiic empioyer 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 Empioyer, its overall budget, utilization of technology, and
organizational structure and selection and direction and number of personnel.
ARTICLE 3. MAINTENANCE OF STANDARDS
3.1 The parties agree that all conditions of employment relating to wages, hours of work,
vacations, and a{f other general working conditions except as modified by tfiis Agreement
shall be maintained at not less than the highest minimum standard as set forth in the Civil
Service Rules of the City of Saint Paul (Resolution No. 3250), and the Saint Paul Salary
Plan and Rates of Compensation at the time of the signing of this Agreement, and the
• conditions of employment shali be improved wherever specific provisions for improvement
are made elsewhere in this Agreement.
ARTICLE 4. CHECK OFF AND SERVICE FEE
4.1 The Employer agrees to deduct the Association membership initiation fee assessments
and once each monfh dues from the pay ot those empbyees who individua!!y requesf in
writing that such deductions be made. The amounts to be deducted shali be certffied to
the Employer by a representative of the Association and the aggregate deductions of all
employees shall be remitted together with an itemized statement to the representative by
the first of the succeeding month after such deductions are made or as soon thereafter as
is possible.
42 Any present or future employee who is not an Associatior� member shall be required to
contribute a fair share fee for services rendered by the Association. Upon notification by
the Association, the Employer shall check off said fee from the eamings of the employee
and transmit the same to the Association. In no instance shall the fair share fee exceed
eighty-five (85) percent of the membership dues. It is also understood that in the event
the Employer shall make an improper fair share deduction from the eamings of an
employee, the Association shall be obligated to make the Employer whole to the extent
that the Employer shall be required to reimburse such employee for any amount
improperly withheld. 7his provision shall remain operative only so long as specifically
provided by Minnesota law, and as otherwise legal.
4.3 The Association agrees to indemnify and hold the Employer harmless against any and all
claims, suits, orders or judgments brought or issued against the Employer as a result of
any action taken or not taken by the Employer under the provisions of this Article.
4.4 The Association agrees that a service fee of fifty cents (50¢) per member, per morrth shall
be deducted by the Employer from the amount withheld for dues or fair share prior to
remittance of dues or fair share to the Association.
ARTICLE 5. HOURS OF WORK AND OVERTIME
5.1 The normal hours of work for the employee shall be a minimum of seven and three-
fourths (7 3/4) hours in any twenty-four (24) hour period and thirty-eight and three-fourths
(38 3/4) hours in a seven (7)-day period. For employees on a shift basis this shall be
construed to mean a minimum average of thirty-eight and three-fourths (38 3/4) hours a
week,
52
5.3
Emptoyees who work more than seven and three-fourths (7 3/4} hours in any twenty-four
(24)-hour period or more than thirty-eight and three-fourths (38 3/4) hours in any seven
(�-day period'shall nof receive' pay for such mrorfeexcept°as irr 5:4•bebw.
It is understood by the parties that Section 28H - Overtime Compensation of Resolution
No. 3250 shall not apply to this unit.
5.4 In unusual circumstances a department head may grant employees who work more than
seven and three-fourths (7 3/4) hours in any iwenty-four (24)-hour period or more than
thirty-eight and three-fourths (38 3/4) hours in any particulaz seven (7)-day period
compensatory time or pay on a straight time basis for the extra hours worked. The
method of this compensation shaii be determined solely by the Empioyer.
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� ARTICLE 6. PROBATION
6.1 The probationary period shaii be one (1) year for all original and promotion appointees
and empioyees who have been transferred at their own request or reinstated after
resigning in the Professional Employees unit. In the case of a one (1)-year probation, the
empfoyee's progress report shall be submitted to the Human Resources Director at the
end of the fourth (4th) and eighth (8th) month of employment.
Uniess the head of the department where the empioyee is employed at the end of his/her
probationary period shail, during the last month of the empioyee's probation, certify that
the services of such probationer during the probationary period were unsatisfactory, the
employment of such probationer shall continue, and the probationer shaii be deemed to
have satisfactorily completed the probationary period. If the probationer's service has
been certified as unsatisfactory by the head of the department in which the employee is
employed, the employment of such probationer shall terminate at the end of the
probationary period. If the probationer is entitled to veteran's preference in accordance
with the Veterans' Preference Act of the State of Minnesota, he/she shall be entitled to a
hearing as required by said Act and in accordance with Section 16 of Civil Service Rules.
62 Time served on probation, whether continuous or not, shali be charged to the period of
probation.
6.3 if any probationer on fair test shall be found incompetent or unqualified to perform the
duties of the portion to which he/she has been certified or transferred, the appointing
officer shall report such fact in writing to the Human Resources Office and may, for
reasons specifically stated in writing and filed with the Human Resources Office,
discharge, reduce, or in the case of a transferee, return to the former position of said
� probationer at any time during the probationary period; except that if the probationer is
entitled to veterans' preference in accordance with the Veterans' Preference Act of the
State of Minnesota, he/she shail be entitied to a hearing as required by said Act and in
accordance with Section 16 of the Civii Service Rules.
6.4 If a promotional or a transferee probationer is found unsatisfactory because he/she is
incompetent or unqualified to perform the duties of the certified or transferred position, the
probationer shall be reinstated to his/her former position or to a position to which the
employee might have been transferred prior to such promotion; except that 'rf the
probationer is entitled to veterans' preference in accordance with the Veterans'
Preference Act of the State of Minnesota, he/she shall be entitled to a hearing as required
by said Act and in accordance wfth Section 18 of the Civil Service Rules.
u
ARTICLE 7. SENIORITY �
7.1 Seniority, for the purpase of this Agreement, shall be defined as follows: The length of
continuous, regular, and probationary service with the Employer from the date an
empioyee was first cert'rfied and appointed to a class tdle covered by this Agreement, it
being further understood that seniority is confined to the current class assignment held by
an employee. In cases where two or more employees are appointed to the same class
title on the same date, the seniority shall be determined by the employee's rank on the
eligibie list from which certification was made.
72 Seniority shali terminate when an employee retires, resigns or is discharged.
7.3 In the event it is determined by the Employer that it is necessary to reduce the workforce,
employees will be laid off by class ti�e within each department based on inverse Iength of
seniority as defined above.
7.4 tn cases where there are promofional series, such as Accounfanf 1, ff, ill, etc., when the
number of empioyees in the higher titles is to be reduced, employees wili be offered
reductions to the highest title to which class seniority would keep them from being laid off,
before layoffs are made by any class title in any departrnent.
7.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire
after two (2) years of fayoff. It is understood that such employees will pick up their former
seniority date in any class of positions that the employee previousiy held.
7.6 To the extent possible, vacation period shall be assigned on the basis of seniority. It is,
however, understood that vacation assignment shall be subject to the ability of the
Employer to maintain operations. �
ARTICLE 8. WORKING OUT OF CLASSIFICATION
8.1 Employer shail avoid, whenever possible, working an employee on an out-of-class
assignment for a prolonged period of time. Any employee working an out-of-ciass
assignment for a period in excess of fifteen (15) consecutive working days shali receive
the-rate o€ pay for the out-ot-class assig�ment-in-a higk�er-classification aot.laier than the.
sixteenth (16th) day of such assignment. For purposes of this Article, an out-ofclass
assignment is defined as an assignment of an employee to pertorm, on a full-time basis,
ail of the signrficant duties and responsibilities of a position different from the employee's
regular posftion, and which is in a classification higher than the class'rfication held by such
employee. The rate of pay for an approved out-of-class assignment shall be the same
rate the employee would receive if such employee received a regular appointrnent to the
higher classrfication.
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� ARTICLE 9. WAGES
9.1
92
9.3
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The wage schedule for the purpose of this contract shail be Appendices A and C.
Safary Step Progression Etigibility for A{i Employees
9.2.1
922
An empioyee must have received an overaii rating of °Satisfactory' on hislher
most recent performance evaluation to receive any salary step advancement.
An employee must have been paid a minimum of 1,040 hours in the previous
tweive (12) months (minimum hours requirement is prorated for part-time
employees) to receive any salary step advancement.
Step Progression January 1, 2000 through June 30, 2000: Employees who meet the
eligibility requirements of 92 of this Article shali advance one (1) step on the pay period
following the one-year anniversary of their last step advancement.
Step Progression July 1, 2000 through December 31, 2000: Employees who meet the
eligibility requirements of 9.2 of this Article and who have not advanced a step in the
previous six (6) months shali advance one (1) step on July 1, 2000.
Employees who meet the eligibility requirements of 92 of this Article shall advance one
(1) step on January 1, 2001 and each January 1 thereafter.
ARTICLE 10. PROFESSIONAL GROWTH
. SECTION 1. The parties recognize that professional growth is an inherent continuing obligation of
professionat employees. To that end, professional employees shall avail themselves of
opportunities for improving their skilis. Professional reading, participation in the professionai
activities of professionai organizations, formal and informal study, workshops, in-service training
courses, and community activities are examples of the kinds of involvement expected of
professional employees and encouraged by the Board of Education.
SECTION 2. For contract years 2000 and 2001, an amount not to exceed $500 per caiendar year
shall be provided for each empioyee and may be applied to pay the costs for attendance at
national or regional conventions, workshops, clinics or other professional meetings approved by
the empioyee's immediate supervisor. Meetings that have negotiations as a principle topic shall
not be deemed appropriate for purposes of this Article. "Costs for attendance" shall mean
registration fees, lodging, food and travel. Expenses to be reimbursed shali be properly
documented upon the appropriate voucher form in accordance with District regulations and
procedures.
SECTION 3. This professional growth allowance is not intended to supplant nor limit
departmental professional development opportunities. Attendance of empioyees at other
professional meetings without the use of these funds and without ioss of pay may be granted
subject to the approval of the employee's immediate supervisor.
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ARTICLE 11. HOLIDAYS
11.1 Holidavs Recognized and Observed. The following days shall be recognized and
observed as paid holidays:
New Years Day
Martin Luther King Jr. Day
Presidents' Day
Memoriai Day
Independence Day
Labor Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Eligible employees shall receive pay for each of the holidays lisfed above on which they
pertorm no work. Whenever any of the holidays listed above shail fali on Saturday, the
preceding Friday shall be observed as the holiday. Whenever any of the holidays listed
above shall fall on Sunday, the succeeding Monday shall be observed as the holiday.
112 Eliaibilitv Reauirements. To be eligible for holiday pay, empioyees must have been
compensated for all scheduled hours of their Iast scheduled workday before the holiday
and for their first scheduled workday foilowing the holiday. In neither case shali the
hoiiday be counted as a working day for the purposes of this Section.
11.3 If Martin Luther King Jr. Day or Presidents' Day falls on a day when school is in session,
the employees shali work that day at straight time and another day shail be designated as
the holiday. This designated holiday shall be a day determined by agreement between
the employee and the supervisor.
ARTICLE 12. VACATION
12.1 In each calendar year, each fuil-time employee shail be granted vacation according to the
following schedule:
Hours of
Vacation Eamed
Per Hour on
Pa�aoil _.
�a
122
Years of Service
First year through 4th year
After the 4th year through 14th year
After 14 years and thereafter
.0769
.0962
.1154
Annual Mnual
Hours Days
-Ear�ed -- Earned
160 20
200 25
240 30
Calculations are based on 2,080 hours and shall be rounded to the nearest hour. "Years
of Service" means calendar years of service.
An employee may carryover into the foliowing year up to one hundred and sixty (160)
hours of vacation.
12.3 Upon separation of service, 'rf employee has provided ten (10) calendar day' notice to the
Employer, any unused, accrued vacation shall be paid at the employee's current rate of
pay. !f an employee has been granted more vacation than the empbyee has eamed up
to the time of separation from service, the employee shall reimburse the Disirict for such
uneamed vacation at the employee's current rat of pay. If an employee is separated from
service by reason of discharge, retirement or death, the employee shali be paid for any
unused, accrued vacation eamed up to the time of such separation.
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ART1CtE 12. VACATION (continued)
12.4 Sick Leave Conversion. If an employee has an accumulation of sick leave credits in
excess of one hundred and eighty (180) days, he/she may convert any part of such
excess to vacation at the rate of one-half (1/2) day's vacation for each day of sick leave
credit. No empioyee may convert more than ten (10) days of sick teave in each cafendar
year underthis provision.
ARTICLE 13. SICK LEAVE
13.1 Sick Leave. Sick leave shail accumulate at the rate of .0576 of a working hour for each
full hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be
eligible for sick leave, the employee must report to his/her supervisor no later than one-
haif hour past hislher cegu{ar scheduled starting time. The granting of sick leave shall be
subject to the terms and provisions of this Agreement.
13.2 Soecified Ailowable Uses of Sick Leave. Any empioyee who has accumulated sick leave
credits as provided above shall be granted leave with pay, for such period of time as the
head of the departmeM deems necessary, on account of sickness or injury of the
employee, quarantine estabiished and declared by the Bureau of Health, death of the
employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law or
other person who is a member of the household; and may be granted leave with pay for
such time as is actually necessary for office visfts to a doctor, dentist, optometrist, etc., or
in the case of sudden sickness or disabilily of a parent ar a member of hislher household,
making arrangements for the care of such sick or disabled persons up to a maximum of
eight (8) hours sick leave.
132.1 Funeral Leave. Any employee who has accumulated sick leave credits, as
provided in the Civil Service Rules, shall be granted three days of such feave to
attend the funeral of the employee's son-in-taw, daughter-in-law, grandparent or
grandchild and one (1) day for the emp{oyee's aunt, uncte, sistec-in-law, brother-
in-law, niece or nephew.
13.2.2 Sick Chiid Care Leave. Sick leave for sick child care shall be granted on the
same terms as the employee is able to use sick leave for the employee's own
illness. This leave shall only be granted pursuant to Minnesota Statute §
181.9413 and shall remain available as provided in Statute.
132.3 Soouse/Dependent Parent Leave. Up to five (5) days of accumulated sick leave
may be used in a work year to aliow the employee to care for and attend to the
serious or critical illness of hisfier spouse or dependent parent. These days when
used are deductible from sick leave.
132.4 Adootion Leave. Up to fifteen (15) days of accumulated sick �eave may be used
in a contract year to attend to adoption procedures or care for a newiy adopted
child. Use of these fifteen (15) days does not need to occur consecutively.
13.3 Eliaibilitv for Sick Leave. To be eligible for sick leave, the employee must meet the
specified uses in 132 and report the need for time off to his/her supervisor no later than
one-half hour past his/her regular scheduled starting time.
13.4 The granting of sick leave is subject to additional provisions as provided in Civii Service
Rules.
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ARTICLE 14. PARENTAUMATERNITY LEAVE
14.1 Matemity is defined as the physical state of pregnancy of an employee, commencing eight
(8} months before the estimafed dafe of childbirth, as determined by a physician, and
ending six (6) months after the date of such birth. In the event of an employee's
pregnancy, ihe employee may apply for leave without pay at any time during the period
stated above and the Employer may approve such leave at its option, and such leave may
be no longer than one (1) year.
14.2 Parentai leave shall be granted to empioyees for the birth or adoption of a child in
accordance wfth applicable stafe and federal laws.
ARTICLE 15. EMPLOYEE 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 heaith and life insurance benefits as are provided by Employer at the
time of execution of this Agreement.
12 ElioibiliN Waitino Period. One (1) full month of continuous regulariy appointed
service in �ndependent 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 empioyment is defined as
appearing on the payroll at least thirty-two (32) hours per week or at least sixty-four (64)
hours per pay period, excluding overtime hours.
1.4 Half-Time Status. For the purpose of this Article, half-time empbyment is defined
as appearing on the payroll at least twenty (20) hours but less than thirty-two (32) hours
per week or at least forty (40) hours but less than sbdy-four (64) hours per pay period,
excluding overtime hours.
1.5 Em�bver Contribution Amount: Fuli-Time Emplovees. Effective January 1, 2000 and
who selects empioyee insurance coverage, the Employer agrees to contribute the cost of
such coverage or $220 per month, whichever is less. For each eligible full-time employee
who selects family coverage, the Employer will contribute the cost of such family
coverage or $405 per month, whichever is less.
1.5.1 Effectroe Janua 1, 2001,
ry for each eligibie e plo� ee
m � y covered by 'tfi'is" "
Agreement who is employed full time and who selects employee insurance
coverage, the Employer agrees to contribute the cost of such coverage or $240
per month, whichever is less. For each eligible full-time employee who selects
family coverage, the Employer will contribute the cost of such family coverage
or $435 per month, whichever is less.
1.6 Em�lover Contribution Amount: Half-Time Emolovees. For each eligibie employee
covered by this Agreement who is employed half time, the Empioyer agrees to contribute
fifty percent (50%) ot the amount co�tributed for fuli-time employees tor the insurance
coverages in 1.5, 1.7, 1.8 and 1,9 of this Article.
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ARTICLE 15. EMPLOYEE BENEFITS, Section 1. (continued)
1.7 Emolover Contribution Amount: Married Couoles. Effective January 1, 1999,
employees who are married to another District employee and who are covered under their
spouse's heatth plan may waive the singie or family contribution to health insurance and
receive up to $150 per month toward their spouse's family premium. The combination of
District contributions cannot exceed the fuil cost of family coverage and cannot be applied
in cases where the spouse is receiving heaith insurance through the DistricYs cafeteria
benefits plan.
1.8 L'rfe Insurance. Effective January 1, 1996: The District agrees to contribute a
maximum of $15 per month for each eligible employee for i'rfe insurance coverage. The
amount of I'rfe insurance provided under this Subd. 1.7 shall be $50,000. This amount of
life insurance shall be reduced to $5,000 upon early retirement and shall continue until the
early retiree reaches age sixty-five (65), at which time the Employer paid I'rfe insurance
shall be terminated.
1.9 Dental Insurance. Effective January 1, 1996, the Employer wili contribute for each
eligible empioyee covered by this Agreement who is employed full-time toward
participation in a dental care plan offered by the Employer up to $30 per month for
employee coverage. Effective January 1, 2001, the Employer will contribute up to $35 per
month for employee coverage.
1.10 Flexible Spending Account. It is the intent of the Employer to maintain during the
term of this Agreement a plan for medicai and child care expense accounts to be
available to employees in this bargaining unft who are eligibie for Employer-paid premium
contribution for heaith insurance for such expenses, within the established legal
regulations and IRS requirements for such accounts.
1.11 The contributions indicated in this Articie 14 shall be paid to the Employer's group health
and welfare pian.
1.12 Any cost of any premium for any Employer-oftered empfoyee or family insurance
coverage in excess of the dollar amounts stated in this Articie 14 shall be paid by the
employee through payroll deduction.
SECTION 2. RETIREMENT HEALTH INSURANCE AND TRANSITIONAL BENEFIT
Subd. 1. Benefit Eligibilitv for Em�lovees who Retire Before Aae 65.
1.1 Em�lovees hired into District service before Januarv 1. 1996, must have completed the
following service eligibility requirements with Independent School District No. 625 prior to
retirement in order to be eligible for any payment of any insurance premium contribution
by the District after retirement:
A. Se 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 empioyment 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 tfieir years of service must equal eighty-five (85)
or more, or;
D. Must have completed at least thirty (30) years of service, or;
E. Must have completed at least twenty (20) consecutive years of service within
Independent School District No. 625 immediately preceding retirement.
Years of regular service with the City of Saint Paul wili continue to be counted toward
meeting the service requirement of this Subdivision 1.1 B, C or D, but not for 1.1 E.
ARTICLE 15. EMPLOYEE BENEFITS, 5ection 2. (continued)
1.2 Emolovees hired into District service after Januarv 1. 1996. must have completed twenty
(20) years of service with Independeni School District No. 625. Time with the City of Saint
Paul will not be counted toward this twenty (20)-year requirement.
1.3 El�i ibilitv requirements for ali retirees.
A. A retiree may not carry his/her spouse as a dependent 'rf such spouse is also an
Independent School District No. 625 retiree or tndependent Schoot District No. 62b
employee and eligible for and is enrolled in the Independent School District No.
625 heaith insurance program, or in any other Employer-paid health insurance
program.
B. Additional dependents beyond those designated to the District at the time of
retirement may not be added at District expense after 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.
Subd. 2. Emolover Confribution Levels for Empiovees Retirinq Before Aqe 65.
2.1 Health Insurance Employer Contribution.
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Employees who meet the requirements in Subd. 1.1 or Subd. 12 of this Article wiil
receive a District contribution toward health insurance until the empioyee reaches sixty-
five (65} years of age as defined in this subdivision.
2.1.1 The District contribution toward health insurance premiums wiil equal the same •
dollar amount the District contributed for single or family coverage to the carrier in
the employee's last month of active employment.
2.1.2 In the event the District changes health insurance carriers, it wiil 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 doliar contribution
to single coverage that was provided in the contract under which the retirement
beczme etfective.
22 L'rfe insurance Emotover Contribution.
The District will provide for early retirees who qualify under the conditions of 1.1 or 1.2
above, premium contribufions for eligibte retirees ior $5,000 of life insurance onfy urrtit
their 65th birthday. No I'rfe insurance will be provided, or premium contributions paid, for
any retiree age sixty-five (65) or over.
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ARTICLE 15. EMPLOYEE BENEFITS, Section 2. (continued)
Subd. 3. Benefit Eliaibility for Emplovees After Aae 65.
3.1
3.2
Emolovees hired into the District before Januarv 1. 1996. who retired before age 65 and
are receiving beneffts per Subd. 2 above are eligible, upon reaching age 65, for employer
premium contributions for heaith insurance described in Subd. 4 of this Articie.
Emolovees hired into the District before Januarv 1. 1996, who retire at age 65 or older
must have completed the service eligibility requirements in Subd. 1 above to receive
District contributions toward post-age-65 heaith insurance premiums.
3.3 Emolovees hired on or after Januarv 1. 1996, shaii not have or acquire in any way any
eligibifity for 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
January 1, 1996, shali be eligible for only earlv retirement insurance premium
contributions as provided in Subd. 2 and Deferred Compensation match in Subd. 5.
3.4 Years of certified civil service time with the City of Saint Paul earned prior to January 1,
1996, wiil continue to be counted toward meeting the District's service requirement of this
Subd. 3. Civil service time worked with City of Saint Paul after January 1, 1996, wili be
considered a break in District employment.
Subd. 4 Em�lover Contribution Levels for Emplovees After Aqe 65
4.1
1998, and who meet the eligibility requirements in Subdivisions 3.1 or 32 of this Article
are eligibie for premium contributions for a Medicare Supplement health coverage policy
selected by the District. Premium contributions for such policy will not exceed:
Coveraoe Twe
Medicare Eligible
Non-Medicare Eligible
Sfnale Familv
$300 per month $400 per month
$400 per month $500 per month
At no time shali any payment in any amount be made directly to the retiree.
Any premium cost in excess of the maximum contributions specified must be paid directly
and in full by the retiree, or coverage will be discontinued.
Subd. 5. Emolovees hired after Januarv 1. 1996, after completion of three (3) full years of
consecutive active service in Independent Schooi District No. 625, are eligibie to participate in an
employer matched Minnesota Deferred Compensation Plan. Upon reaching eligibility, the District
will match up to $50 per paycheck to a maximum of $500 per year of consecutive active service,
up to a cumulat'sve lifetime mar.imum of $12,500. Part-time employees working half-time or more
will be eligible for up to one haif (50%) of the available District match. Approved non-
compensatory leave shail not be counted in reaching the three (3) full years of consecutive active
service, and shall not be considered a break in service. Time worked in the City of Saint Paul will
not be counted toward this three (3)-year requirement.
Federal and state rules goveming participation in the Minnesota Deferred Compensation Plan
shali apply. The employee, not the District, is solely responsible for determining his/her total
maximum allowable annual contribution amount under IRS regulations. The empioyee must
initiate an apptioation to participate through the DistrieYs spec'rfied procedures.
11
ARTICLE 16. SEVERANCE PAY
16.1 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.
16.2 To be eligible for the severance pay program, the employee must meet the foilowing
requirements:
162.1 The employee must be fifiy-five (55) years of age or older or must be eiigible for
pension under the "Ruie of 90° provisions of the Pubtic Employees Retirement
Association (PERA). The "Rule of 85" or the `Rule of 90° criteria shall also
appiy to employees covered by a public pension plan other than PERA.
16.22 The employee must be voiuntarily separated from School District employment
or have been subject to separation by layoff or compulsory retirement. Those
employees who are discharged for cause, misconduct, inefficiency,
incompetency or any other disciplinary reason are not eligibie for this severance
pay program.
16.3 If an employee requests severance pay and 'rf the employee meets the eligibility
requirements set forth above, he or she will be granted severance pay in an amount equal
to $100 pay for each day of accrued, unused sick leave, up to one hundred fifty (150)
days.
16.4 The maximum amount of money that any employee may obtain through this severance
pay program is $15,000.
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16.5 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.
16.6 For the purpose of this severance pay program, a transfer from Independent School
District No. 625 employment to City of Saint Paui employment is not considered a
separation of emptoyment, and such transferee shalt not be eligible for this severance
program.
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ARTICLE 17. LEGAL SERVICES
17.1 Except in cases of matfeasance in office or willfui or wanton neglect of duty, Employer
shaii defend, save harmiess and indemnify employee against any tort ciaim or demand,
whether groundless or othervvise, arising out of alleged acts or omission occurring in the
performance or scope of employee's duties.
172 Notwithstanding (17.1), the Employer shall not be responsibie for paying any legal service
fee or for Qroviding any legal service arising from any legai action where the employee is
the plaintiff.
ARTICLE 18. DISCIPLINE
18.1
18.2
18.3
The Employer wiil discipline employees for just cause only. Discipline will be in the form
of:
18.1.1 Written reprimand;
18.1.2 Suspension;
18.1.3 Reduction;
18.1.4 Discharge.
Suspensions, reductions, and discharges will be in written form.
Employees and the Association wili receive copies of written reprimands and notices of
suspension and discharge.
18.4 Employees may examine all information in their Employer personnel files that concerns
work evaluations, commendations and/or disciplinary actions. Files may be examined at
reasonable times under the direct supervision of the Employer.
18.5 Preliminarv Review. Prior to issuing a disciplinary action of unpaid suspension, demotion,
or discharge, the supervisor wiii make a recommendation to his/her supervisor regarding
proposed discipiine. That supervisor will then schedule a meeting with the employee prior
to making a final determination of the proposed discipline. The employee shall have the
opportunity to have union representation present and be provided the opportunity to
speak on his/her behaif regarding the proposed action. If the empioyee is unable to meet
with the supervisor, the employee andlor union will be given the opportunity to respond in
wrfting.
18.6 An employee to be questioned conceming an investigation of disciplinary action shall
have the right to request that an Association Representative be present.
18.7 A grievance relating to this Article shall be processed in accordance with the grievance
procedure of this Agreement in Article 19 and Minnesota Statute § 179A.20, Subd. 4.
This provision is not intended to abrogate rights of veterans pursuant to statute.
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ARTICLE 19. GRIEVANCE PROCEDURE
19.1 The Employer shall recognize stewards selected in accordance with Association rules and
regulations as the grievance representaiives of the bargaining unit. The Association shall
notify the Employer in writing of the names of the stewards and of their successors when
so named.
19.2 It is recognized and accepted by the Empioyer and tfie Association that the processing of
grievances as hereinafter provided is limited by the job duties and responsibilities of the
empioyees and sfiall therefore be accompfisfied during normai working hours onty when
consistent with such employee duties and responsibilities. The steward involved and a
grieving employee shall suffer no loss in pay when a grievance is processed during
working hours, provided the steward and the employee have notified and received the
approval of their supervisor to be absent to process a grievance and that such absence
would not be detrimental to the work programs of the Employer.
19.3 The procedure estabiished by this Article shall be the sole and exclusive procedure for the
processing of grievances, which are defined as an alleged violation of the terms and
conditions of this Agreement.
19.4 Grievances shall be resolved in conformance wiih the fo!lowing procedure:
Ste° 1. Upon the occurrence of an alleged violation of this Agreement, the employee
invoived with or without the steward shaii attempt to resolve the matter on an
informal basis with the empioyee's supervisor. If the matter is not resolved to
the employee's satisfaction by the informal discussion, it may be reduced to
writing and referred to Step 2 by the Association. The written grievance shall
set forth the nature of the grievance, the facts on which it is based, the alieged
section(s) of the Agreement violated, and relief requested. Any alieged
violation of the Agreement not reduced to writing by the Association within ten
(10) workdays of the first occurrence of the event giving rise to the grievance,
shall be considered waived.
Ste°2. Within ten (10) workdays after receiving the written grievance, a designated
Employer supervisor shall meet with the Association steward and attempt to
resolve the grievance. If, as a resuft of this meeting, the grievance remains
unresolved, the Employer shall reply in writing to the Association within five (5)
workdays following this meeting. The Association may refer the grievartce 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 Associafion within
ten (10) workdays following receipf of the Employer's answer shall be
considered waived.
Steo 3. Within ten (10) workdays foliowing receipt of a grievance referred from Step 2,
a designated Empioyer supervisor shall meet with the Association's
representative or his designated representative, the Employee, and the
Steward, and attempt to resolve the grievance. Within ten (10) workdays
following this meeting, the Employer shall reply in writing to the Association
stating the Employer's answer conceming ihe grievance. If, as a result of fhe
written response, the grievance remains unresolved, the Association may refer
the grievance to Step 4. Any grievance not referred in writing by the
Association to grievance mediation or Step 4 within ten (10) workdays following
receipt of the EmpioyePs answer shail be considered waived. The Employer
within ten (10) working days of receipt of the request for review at Step 4 may
refer the grievance to grievance mediation or ailow the grievance to proceed to
Step 4.
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ARTICLE 19. GRIEVANCE PROCEDURE (continued)
Steo 4. If the grievance remains unresolved after the Step 3 response and/or grievance
mediation, the Association may within ten (10) workdays after the response of
the Employer or conclusion of inediation, request arbitration of the grievance.
The arbitration proceedings shall be conducted by an arbitrator to be selected
by mutual agreement of the Empioyer and the Association within ten (10)
workdays after notice has been given. If the parties fail to mutualiy agree upon
an arbftrator within the said ten (10)-day period, either party may request the
Bureau of Mediation Services to submit a panel of five (5) arbitrators. Botfi the
Empioyer and the Association shall have the right to strike two (2) names from
the panel. The Association shall strike the first (1st) name; the Emptoyer shall
then strike one (1) name. The process will be repeated and the remaining
person shail be the arbitrafor.
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19.5 The arbitrator shall have no right to amend, modify, nuliify, ignore, add to or subtract from
the provisions of this Agreement. The arbftrator shall consider and decide only the
specific issue submitted in writing by the Employer and the Association, and shall have no
authority to make a decision on any other issue not so submitted. The arbitrator shall be
without power to make decisions contrary to or inconsistent with or modifying or varying in
any way the application of laws, rules or regulations having the force and effect of law.
The arbitrato�s decision shall be submitted in writing within thirty (30) days following close
of fhe hearing or the submission of briefs by the parties, whichever be later, unfess 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 Associaiion, and fhe employees.
19.6 The fees and expenses for the arbftrator's services and proceedings shall be borne
equally by the Employer and the Association, provided that each party shall be
responsible for compensating its own representatives and witnesses. if either party
desires a verbatim record of the proceedings, it may cause such a record to be made,
providing it pays for the record.
19.7 The time fimits in each step of this procedure may be extended by mutual agreement of
the Employer and the Association.
19.8 it is understood by the Association and the Empioyer that 'rf an issue is determined by this
grievance procedure, it shall not again be submitted for determination in another forum. If
an issue is determined by any other forum, it shail not again be submitted for arbitration
under this grievance procedure.
15
ARTICLE 20. NON-DISCRIMINATION
20.1 The terms and conditions of this Agreement will be appiied to employees equaliy without
regard to or discrimination for or against any individual because of race, color, creed, sex,
age, or because of inembership or non-membership in the Association.
202 Employees will pertorm their duties and responsibilities in a non-discriminatory manner as
such duties and responsibilities involve other employees and the general pubfic.
ARTICLE 21. WORKSTOPPAGE
21.1 The Association and the Employer agree that there shali be no strikes, work stoppages,
slow-downs, sit-down, stay-in or other concerted interterence with the Employe�'s
business or affairs by any of said Association and/or members thereof, and there shall be
no bannering during existence of this Agreement without tirst using all possib{e means ot
peacefui settlement of any controversy which may arise. Employees engaging in same
shall be liable for discipiinary action.
ARTICLE 22. MILEAGE
�
22.7 Employees of the Schooi District, under policy adopted by the Board of Education, may be
reimbursed for the use of their automo6iles for school business. The mileage allowance
for eligible empioyees shali be 31 ¢ per mile, or such higher rate as may be established at •
the discretion of the Board.
M employee must keep a record of each trip made. Reimbursement shall be for the
aetual miteage driven in the perfosmance ot assigned duties as verified by the appropriate
school district administrator and in accordance with School District Business Office
policies and procedures.
•
16
ol-3s(
,
� ARTICLE 23. SAVING CLAUSE
23.1 This Agreement is subject to the laws of the Unfted States, the State of Minnesota. ln the
event any provisions of this Agreement shail be heid to be contrary to law by a court of
competent jurisdiction from whase final judgment or decree no appeal has been taken
within the time provided, such provisions shail be voided. All other provisions shall
continue in fuii force and effecf. The voided provision may be renegotiated at the written
request of either party. Ati other provisions of this Agreement shall continue in full force
and effect.
ARTICLE 24. DURATION AND EFFECTIVE DATE
24.1 Except as herein provided, this Agreement shail be effective as of January 1, 2000, and
shall continue in full force and effect through December3l, 2001, and thereafter until
modified or amended by mutual agreeme�t of the parties. Either party desiring to amend
or modify this Agreement shali notify the other in writing so as to compiy with the
provisions of the Public Empioyment Labor Relations Act of 1971, as amended.
24.2 This constitutes a tentative agreement between the parties which wiil be recommended by
the Negotiations/Labor Relations Manager, but is subject to the approval of the Board of
Education of Independent School District No. 625 and is aiso subject to ratification by the
Association.
• WITNESSES:
INDEPENDENT SCHOOL DISTRICT NO. 625
�EC� �
Chair, Board o Education
�-(�'-G�
Date
�
� y-�n
Date
17
THE CITY OF SAINT PAUL PROFESSIONAL
EMPLOYEES ASSOCIATION, INC.
Assistant Manager
Ol-3�/
�
•
.
APPENDIX A
TITLES AND SALARIES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Years/Svc 0 1 2 3 4 5 6 7
New Step 1 2 3 4 5 6 7 8
Grade 3
Library Specialist
Public Information Specialist I
1-1-00 $31,776 $33,383 $35,021 $36,815 $38,639 $39,813 $40,926 $42,320
12-30-00 $32,729 $34,384 $36,071 $37,919 $39,798 $41,007 $42,154 $43,590
Grade 5
Graphic Artist I
Innovation and Developmenf Assistant
Management Assistant I
1-1-00 $33,692 $35,454 $37,185 $39,040 $40,956 $42,193 $43,398 $44,877
12-30-00 $34,703 $36,517 $38,301 $40,211 $42,185 $43,459 $44,700 $46,223
Grade 7
Accountantl
Librarian i
Public Information Specialist II
Research Analyst I
1-1-00 $35,795 $37,556 $39,473 $41,452 $43,491 $44,789 $46,088 $47,658
12-30-00 $36,869 $38,682 $40,657 $42,696 $44,796 $46,133 $47,470 $49,087
Grade 8
Assistant Food Production Manager
1-1-00 $36,876 $38,700 $40,585 $42,657 $44,787 $46,149 $47,478 $49,096
12-30-00 $37,982 $39,861 $41,803 $43,936 $46,130 $47,534 $48,902 $50,569
Grade 9
Landscape Architect
Management Assistant II
1-1-00 $37,958 $39,845
12-30-00 $39,096 $41,040
Grade 10
Contract Coordinator
`Graphic Artist II
Research Analyst II
Training Specialist
'1-7-00 $39,040 $41,018
12-30-00 $40,211 $42,248
$4i,852 $43,955 $46,149 $47,478 $4$,869 $50,534
$43,108 $45,274 $47,534 $48,902 $50,336 $52,050
$43,089 $45,252 $47,478 $48,931 $50,384 $52,101
$44,382 $46,610 $48,902 $50,399 $51,896 $53,664
'This title in this grade abol'�shed except as to present incumbents.
Mnual Salaries are based on 2,080 hours. If a contrnct work year exceeds 2,080 hours, additional salary will be paid
basetl on the daily/hourly rate of pay.
19
APPENDIX A (continued)
TITLES AND SALARIES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Years/Svc 0 1 2 3 4 5 6 7
New Step 1 2 3 4 5 6 7 8
Grade 11
Accountant II
ArChitect I
1-1-00 $40276 $42286 $44,387 $46,645 $48,931 $50,291 $5i,899 $53,667
12-30-00 $41,485 $43,554 $45,719 $48,044 $50,399 $51,800 $53,456 $55,277
Grade 12
EDP Systems Malyst 1
Environmentai Safety Specialist
Food Production Manager
Food Service Manager
Food Service Purchasing Analyst
Human Rights Investigator
Staffing Specialist
Value Analyst I
1-1-00 $41,481 $43,522 $45,717 $48,004 $50,384 $51,960 $53,445 $55,266
12-30-00 $42,726 $44,828 $47,088 $49,445 $51,896 $53,519 $55,048 $56,924
Grade 13
Grants Specialist
Landscape Architect Il
Librarian II
Management Assistant 111
1-1-00 $42,719 $44,882 $47,045 $49,426 $51,960 $53,475 $54,989 $56,863
12-30-00 $44,001 $46,229 $48,457 $50,908 $53,519 $55,080 $56,639 $58,569
Grade 14
Ombudsperson
Research Analyst III
Personnei Specialist
Senior Staffing Specialist
1-1-00 $43,985 $46,181
12-30-00 $45,305 $47,566
Grade 15
Accountant ill
Architect II
$48,530 $50,910 $53,475 $55,052 $56,691 $58,622
$49,985 $52,437 $55,080 $56,703 $58,392 $60,381
Maintenance and Capital Improvement Planner
1-1-00 $45,315 $47,541 $49,952 $52,424 $55,052 $56,752 $58,421 $60,412
12-30-00 $46,675 $48,967 $51,450 $53,997 $56,703 $58,454 $60,174 $62,224
Mnual salaries are hased on 2,080 hours. If a contract work year eacceeds 2,080 hours, additional salary will be paid
based on the daity/hourly rate of pay.
�
•
•
20
o� 38r
�
APPENDIX A (continued)
TITLES AND SALARIES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Years/Svc 0 1 2 3 4 5 6 7
New Step 1 2 3 4 5 6 7 8
Grade 16
EDP Systems Analyst II
Management Information Systems AnalysUApplications Support
Network Specialist
Value Analyst II
1-1-00 $46,676 $49,025 $51,466 $54,031 $56,752
12-30-00 $48,077 $50,496 $53,010 $55,652 $58,454
Grade 18
Compensatory Education Specialist
Landscape Architect III
Public Relations Coordinator
1-1-00 $49,488 $52,022
12-30-00 $50,972 $53,582
$58,421 $60,121 $62,169
$60,174 $61,924 $64,034
$54,589 $57,370 $60,213 $62,037 $63,768 $65,941
$56,226 $59,091 $62,019 $63,898 $65,682 $67,919
Grade 20
• Architect III
EDP Systems Analyst III
'Mechanical Engineer III
1-1-00 $52,548 $55,176 $57,926 $60,832 $63,862 $65,747 $67,694 $70,000
12-30-00 $54,124 $56,831 $59,664 $62,657 $65,778 $67,719 $69,725 $72,100
Grade 26
UNIX/Network Administrator
1-1-00 $62,779 $65,808 $69,178 $72,640 $76,256 $78,544 $80,800 $83,553
1230-00 $64,662 $67,783 $71,254 $74,819 $78,543 $80,900 $83,224 $86,059
Grade 30
NetworWinformation Systems Administrator
1-1-00 $70,630 $74,124 $77,801 $81,728 $85,808 $88,311 $91,001 $94,101
12-30-00 $72,749 $76,348 $80,135 $84,180 $88,382 $90,960 $93,731 $96,924
Grade 35
Database Administrator (ORACLE)
1-1-00 $87,851 $85,994 $90,228 $94,742 $99,470 $102,499 $105,467 $109,060
12-30-00 $84 $88,574 $92,935 $97,584 $102,455 $105,574 $108,631 $112,331
'This title in this gratle abolished except as to present incumbents.
�
Annual salaries are based on 2,080 hours. If a contract work year exceeds 2,080 hours, additional salary will be based
on the daily/houAy rate of pay.
21
APPENDIX B
Grades
Grade 7
Grade 11
Grade 15
Grade 11
Grade 15
Grade 20
Grade 8
Grade 18
Grade 12
Grade 16
Grade 20
Grade 12
Grade 12
Grade 12
Grade 12
Grade 5
Grade 10
Grade 9
Grade 13
Grade �8
Grade 7
Grade 13
Grade 3
Grade 15
Grade 5
Grade 9
Grade 13
Grade 16
Grade 20
Grade 16
Grade 3
Grade 7
Grade 7
�rade-10
Grade 14
Grade 10
Grade 12
Grade 16
TITLES AND GRADES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Classified Titles
Accountant I
Accountantli
Accountant III
Architect I
Architect II
Architect III
Assistant Food Production Manager
Compensatory Education Specialist
EDP Systems Malyst I
EDP Systems Analyst II
EDP Systems Analyst III
Environmental Safety Specialist
Food Production Manager
Food Service Manager
Food Service Purchasing Analyst
Graphic Artist I
Graphic Artist II'
Landscape Architect
Landscape Architect II
Landscape Archifect Ill
Librarian I
Librarian II
Library Specialist
Maintenance and Capital Improvement Planner
Management Assistant I
Management Assistant II
Management Assistant III
MIS AnalysUAppiication Support
Mechanical Engineer III'
Network Specialist
Public Information Specialist !
Public Information Specialist II
Research Analyst I
FSesearckt An3lysi t!
Research Anatyst III
Training Specialist
Value Analyst I
Value Analyst II
'This title in this grade abolished except as to present incumbents.
Titles designatetl as Civii Service Undassfied are no[ covered by the provisions of Ci�l Service Rules or any related
rules covering employment in classfied service positions unless specifically siated in this Agreemern.
�
L �
•
22
o/- 38(
�
\ J
•
APPENDIX B (continued)
Grades
Grade 10
Grade 35
Grade 13
Grade 12
Grade 14
Grade 5
Grade 30
Grade 14
Grade 14
Grade 18
Grade 14
Grade 12
Grade 26
TITLES AND GRADES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Unclass'rfied Titles
Contract Coordinator
Datahase Administrator (Oracle)
Grants Specialist
Human Rights Investigator
Human Resource Speciatist
Innovation & Deveiopment Assistant
NetworWlnformation S�stems Administrator
Ombudsperson
Personnei Specialist
Public Relations Coordinator
Senior Staffing Specialist
Stafiing Specialist
UNIX/Network Administrator
T�les designated as Civii Service Unclassified are not covered by the provisions of Civil Service Rufes or any related
rules covering employmeM in classified service positions unless specifically stated in this AgreemeM
23
APPENDIX C
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
3'i
32
33
34
35
36
37
38
39
40
41
42
43
44
45
STANDARD RANGES, JANUARY 1, 2000
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
29,984
30,880
31,776
32,734
33,692
34,743
35,795
36,876
37,958
39,040
40,276
41,481
42,719
43,985
45,315
46,676
48,097
49,488
50,971
52.548
54,094
55,732
57,441
59,101
60,925
62,779
64,603
66,551
68,559
70,630
72,732
74,865
77,122
79,440
81,851
84,293
86,828
89,455
92,116
94,836
97,708
100,675
103,644
106,765
110,010
31,436
32,394
33,383
34,342
35,454
36,505
37,556
38,700
39,845
41,018
42,286
43,522
44,882
46,181
47,541
49,025
50,446
52,022
53
55,176
56,814
58,513
60,276
62,098
63,954
65,808
67.848
69,890
71,960
74,124
76,379•
78,667
81,017
83,458
85,994
88,498
91,155
93,906
86,720
99,656
102,623
105,652
108,867
112,112
1 i 5,481
33,013 34,713
34,033 35,701
35,021 36,815
36,104 37,927
37,185 39,040
38,330 40,215
39,473 41,452
40,585 42,657
41,852 43,955
43,089 45,252
44,387 46,645
45,717 48,004
47,045 49,426
48,530 50,910
49,952 52,424
51,466 54,031
52,949 55,638
54,589 57,370
56,226 59,040
57,926 60,832
59,658 62,687
61,450 64,509
63,254 66,488
65,190 68,435
s�,ios �o,an
69,178 72,640
71,217 74,803
73,413 76,998
75,545 79,378
77,80i 81,728
80 _84,#69
82,593 86,735
85,066 89,361
87,630 91,990
90,228 94,742
92,948 97,616
95,699 100,521
98,604 103,520
101,541 106,673
104,632 109,734
107,723 113,101
110,938 116,471
114,276 119,995
117,739 123,643
121.231 i27,281
36,381 37,526
37,526 38,639
38,639 39,813
39,813 40,956
40,956 42,193
42,193 43,491
43,491 44,789
44,787 46,149
46,149 47,4�8
47,478 48,931
48,931 50,291
50,384 51,960
51,960 53,475
53,475 55,052
55,052 56,752
56,752 58,421
58,421 60,213
60,213 62,037
62,037 63,799
63,862 65,747
65,747 67,725
67,725 69,765
69,765 71,899
71,899 74,000
74,000 76,256
76,256 78,544
�a,saa so,ss2
80,862 83,335
83,335 85,808
85,808 88,311
-88>3�3 - _ .. 51,031
91,031 93,783
93,783 96,595
96,595 99,470
99,470 102,499
102,468 105,529
105,529 108,713
108,713 111,989
711,989 115,296
1 i5,358 i 19,006
118,759 122,529
122,313 126,207
126,022 130,010
129,793 133,904
133,657 137,892
38,576
39,782
40,926
42,193
43,398
44,727
46,088
47,478
48,869
50,384
51,899
53,445
54,989
56,691
58,421
60,121
62,008
63,768
65,715
67,694
69,734
71,804
74,000
76,133
7H,452
80,800
83,242
85,746
88,311
9t,001
93,&Z8
96,472
99,408
102,438
105,467
108,588
111,865
115,203
118,696
i22,25i
125,868
129,670
133,564
137,582
i41,694
i
39,891
41,137
42,320
43,631
aa,sn
46,251
47,658
49,096
50,534
52,101
53,667
55,266
56,863
58,622
60,412
62,169
64,120
65,941
67,954 •
70,000
72,110
74,251
76,521
78,727
81.125
83,553
ss,on
88,667
91,319
94,101
�96,8fi7 -
99,759
102,795
105,928
709,060
112,287
115,676
119,127
122,740
126,416
130,156
134,087
138,115
142,269
146,521
Mnual salaries are based on 2,080 hours. If a contract work year exceeds 2,080 hours, additional salary will be paid •
based on the daity/hourly rate W pay.
24
o� 3g!
0
APPENDIX C (continued)
4 Years 5
�
�
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
i8
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
�
35
36
37
38
39
40
41
42
43
44
45
STANDARD RANGES, DECEMBER 3�, 2000
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
30,883
31,806
32,729
33,716
34,703
35,785
36,869
37,982
39,096
40,211
41,485
42,726
44,001
45,305
46,675
48,077
49,540
50,972
52,500
54,124
55,717
57,404
59,164
60,874
62,753
64,662
66,541
68,547
70,616
72,749
74,914
n,ii�
79,436
8'f ,823
84,306
86,822
89,432
92,139
94,880
97,742
100,640
103,695
i 06,753
109,967
113,310
32,379
33,366
34,384
35,372
36,517
37,601
38,682
39,861
41,040
42,248
43,554
44,828
46,229
47,566
48,967
50,496
51,959
53,562
55,143
56,831
58,518
60,269
62,084
63,961
65,873
67,783
69,884
71,986
74,119
76,348
78,670
si,oz�
83,447
85,962
88,574
91,152
93,890
96,723
99,621
702,646
105,702
108,822
112,133
115,476
118,945
34,003
35,054
36,071
37,187
38,301
39,479
40,657
41,803
43,108
44,382
45,719
47,088
48,457
49,985
51,450
53,010
54,538
56,226
57,912
59,664
61,448
63,294
65,151
67,146
69,119
71,254
73,354
75,6t5
77,811
80,135
82,588
85,071
87,618
90,259
92,935
95,736
98,570
101,562
104,587
107,771
110,954
114,266
117,705
121,271
124,868
35,754
ss,nz
37,919
39,065
40,211
41,421
42,696
43,936
45,274
46,610
48,044
49,445
50,908
52,437
53,997
55,652
57,308
59,091
60,811
62,657
64,567
66,445
68,483
70,488
72,591
74,819
77,048
79,308
81,759
84,180
86,695
89,337
92,042
94,750
97,584
100,544
103,536
106,625
109,873
113,088
116,494
119,965
123,595
t 27,352
131,099
37,473
38,652
39,798
41,007
42,185
43,459
44,796
46,130
47,534
48,902
50,399
51,896
53,519
55,080
56,703
58,454
60,174
62,019
63,898
ss,ns
67,719
69,756
71,858
74,056
76,220
78,543
80,900
83,287
85,835
88,382
91,024
93,762
96,596
99,493
102,455
105,542
108,695
111,974
115,348
i18,819
122,322
125,983
i 29,803
133,687
137,666
38,652
39,798
41,007
42,185
43,459
44,796
46,133
47,534
48,902
50,399
51,800
53,519
55,080
56,703
58,454
60,174
62,019
63,898
65,713
s�,�� s
69,756
71,858
74,056
76,220
78.543
80,900
83,287
85,835
88,382
90,960
93,762
96,596
99,493
102,455
105,574
108,695
111,974
115>348
118,755
122,577
126,205
129,994
133,95 0
137,92i
142,029
39,734
40
42,154
43,459
A4,700
46,069
47,470
48,902
50,336
51,896
53,456
55,048
56,639
58,392
60,174
61,924
63,868
65,682
67,687
69,725
71,826
73,959
76,220
78,417
80,806
83,224
85,739
88,318
90,960
93,731
96,486
99,366
102,390
105,511
108,631
111,845
115,221
118,659
122,257
125,919
129,644
133,560
137,571
141,710
145,944
Annual salaries are based on 2,080 hours. If a conhact work year exceeds 2,080 hours, additional salary will be paid
baseU on the daily/hourly rate of pay.
41,087
42,371
43,590
44,939
A6,223
47,638
49,087
50,569
52,050
53,664
55,277
56,924
58,569
60,381
62,224
64,034
66,044
67,919
69,993
72,100
74,273
76,478
78,817
81,089
83,559
86,059
88,660
91,327
94,059
96,924
99,773
102,752
105,879
109,106
112,331
115,656
118,146
122,701
126,422
130,209
134,061
138,110
142,258
146,535
150,917
25
A
Adoption Leave ............................................7
C
Child Care Leave .........................................7
D
Dental Insurance ......................................... 9
Discipiine...................................................13
F
Fair Share Fee ............................................. 2
Flexible Spending Account ..........................9
Funeral Leave ..............................................8
G
Grievance Procedure ............................14-16
H
Health Insurance .........................................8
Holidays....................................................... 6
Hours Of Work ............................................2
L
Legal Services ...........................................13
Li�e Insurance ..............................................9
M
Membership Dues .......................................2
Mileage ......................................................16
N
Non-Discriminatlon ....................................16
INDEX
3�
O
Overtime......................................................2
P
ParentaVMatemity Leave .............................8
Probationary Period .....................................3
Professional Growth ....................................5
R
Retirement Heafth Insurance .......................9
S
Salaries .................................................19-21
Seniority ....................................................... 4
Severence Pay ...........................................12
SickLeave ...................................................7
Sick Leave Conversion ................................7
Spouse/Dependent Parent Leave ................7
Standard Ranges ..................................24-25
Step Progression .........................................5
T
Titles And Grades .................................22-23
V
Vacation ....................................................... 6
W
Wages.........................................................5
Work Stoppage ..........................................16
W orking Out Of Class'rfication .....................4
L J
\ J
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