01-382Council File # p�-38'�
Green Sheet # 106834
RESOLUTION
CITY OF SAINT PAUL, MINNESOTA $
Presented
Referred To
Committee Date
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
2 July 1, 2000 through June 30, 2002 Employment Agreement between the Independent School District No.
625, Saint Paul Schools, and Minnesota School Employees Association, Representing Classified
4 Confidential Employees Association.
Requested by Department of:
Office of Labor Relarions
By: � ��
Form Ap oved b ty Attorney
By: ��\� `1���io�
Approved by Mayor for Submission to Council
Adoption Certified by Council Secretary By:
BY: l� '1. �
Approved by Mayor: Date ' �
By: ��
Adopted by Council: Date A� `� �S ZO p�
DEPARTMENT/OFFICE/COl7I�CIL: DATE IN[TIATED GREEN SHEET No.: 106834
LABOR RELATIONS April 9, 2001 O� �'.� 8'a-
CONTACf PERSON & PHONE: � INI7�fALJBATE IIVTTfAL/DATE
JiJLIE KRAUS 266-6513 °�(�
ASSIGN 1 DEPARI'Iv1ENT DIR. 4 CITYCOUNCIL
]VIIMBER 2 CITY ATl'ORNEY CITY CLERK
MU57' BE ON COUNCII. AGENDA BY (DATE) FOR HUDGET DIR. FIN. & MGT. SERVICE DIR.
ROUTING 3 MAYOR (OR ASST.)
ORDER
TOTAL # OF SIGtiA1L'RE PAGES 1 (CLIP ALL LOCATTONS FOR SIGNATURE)
acnox xeQUESren: This resolution approves the attached July 1, 2000 through June 30, 2002 Employment
Agreement beriveen Independent School District No. 625, Saint Paul Schools, and Mianesota School Employees
Association Representing Class�ed Confidential Employees Association.
RECOM[v�NDATIONS: Approve (A) or Reject (R) PERSONAL SERVICE WNTRACTS MUST AIVSWER THE FOLLOWING
QUESTIONS:
_PLANMNG WMMISSION _CI VIL SERVICE COMMISSION 1. Has this person/fim� ever worked under a contract for this department?
_CIB COMMITTEE Yes Na /
STAFF 2. Haz this person/firtn ever been a city employee?
DISIRIC'I COURT Yes No
SUPPORTS WHICH COLiNCIL OBIECTI VE? 3. Does this penon/firtn possess a skill not normally possessed by any curtent ciry employee?
Yes No
Explain alI yes anmers ou separate sheet and attac6 to green sheet
IrITIATING PROBLEM, ISStiE, OPPOR7'ONITY (Who, What, Whev, Wherq Why):
r ,�;� nr.e;y�n�
ADVANTAGES IF APPROVED. ge��q.�g y �sav�"z,�,-; <<° �;°"
This resolution pertains to Board of Education empioyees only. n ''
(�� F� � ���
6p� i
� DISADVANTAGESIFAPPROVED.
DISADVANTAGES IF NOT APPROVED:
TOTAL AMOUNT OF'I'RANSACTION: COST/REVEN[JE BUDGETED:
FUNDING SOURCE: ACfIV1TY NUMBER:
� FINANCIAL INFORMATION: (EXPLAIN) '
., a .,
INDEPENDENT SCHOOL DISTRICT NO. 625 O�-'3$2�-
BOARD OF EDUCATION
ST. PAUL PUBLIC SCHOOLS
DATE: January 16, 2001
TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Paul Public Schools, and Minnesota School Employees
Association, Representing Classified Confidential Employees Association
A. PERTINENT FACTS:
1) New Agreement is for a hvo-year period from July 1, 2000 ihrough June 30, 2002.
2) Contract changes are as follows:
Waaes: Effective July 1, 2000, increase the schedule by 3%. Effective June 30, 2001, the
average wage schedule increase will be 3.4%.
Step Proqression/Wage Increase: increased accountability provisions whereby eligibility for
step advancement and salary increases is changed so that steps/increases are no longer
automatic. if an employee is on an improvement plan and does not stay on track with the
requirements of the plan, the employee's step increase may be withheld. If an employee is on
the five-year, ten-year, or top step of the salary schedule, not eligible for a step, and not on
track with an improvement plan, the employee's salary may be frozen.
Insurance: The eligibility waiting period for new employees to receive benefits is reduced from
three months to one month consistent with other district contracts. Effective January 2001,
the district contribution for single coverage is increased to $235; family coverage is increased
to $430; effective January 2002, the district contribution for single coverage is increased to
$260, family coverage is increased to $470. Effective January 1, 2001, the district will
contribute up to $12 per month for long-term disability coverage. Effective January 1, 2002,
the district will contribute up to $30 per month for single dental insurance.
Holidavs: Employees who are active on the payroll the day of a holiday will be eligible for
holiday pay. This change was made to simplify payroll processing.
Adoption Leave: Employees may use up to 15 days of sick leave for the adoption or care of a
newly adopted child. One day of sick leave may be used to bereave the death of a niece of
nephew.
Severance Pav: To ensure the district has timely information to plan staffing, employees who
notify the District three months in advance of retiring are eligible to receive $70 for each day of
accrued sick leave, up to $15,000. If notification is less than three months, eligible employees
will receive $60 per day up to $15,000.
Vacation: Increased vacation accrual based upon years of service.
3) The District currently has thirty-seven (37) regular employees in this bargaining unit.
4) This contract supports the District's goal of preparing all students for life.
C�-3F�
Employment Agreement
Confidential Employees
January 16, 200i
Page Two
5) This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager;
Wayne Arndt, Negotiations/Labor Relations Manager; Richard Kreyer, Executive Director of
Human Resources and Labor Relations; and Lois Rockney, Interim Chief Operating Officer.
B. RECOMMENDATION:
That the Board of Education of Independent School District No. 625 approve and adopt the
Agreement concerning the terms and conditions of employment of those classified confidential
employees in this school district for whom the Minnesota School Employees Association is the
exclusive representative; duration of said Agreement is for the period of July 1, 2000 through
June 30, 2002.
o� - �Y�—
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2000 - 2002
AGREEMENT
BETWEEN
SAINT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
AND
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MINNESOTA SCHOOL EMPLOYEES ASSOCIATION
Representing
Classified Confidential
Employees Association
July 1, 2000 through June 30, 2002
� Saint Paul Public Schools
L/ F F L O M 6 L E 4 A N/ N 6
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�' Saint Paul Public Schools
L 1£ E L 0■ 6 L F I R/!■ 6
SAINT PAUL PUBLIC SCHOOLS
independent Schooi District No. 625
Board of Education
Becky Montgomery
Anne Carroll
Tom Conlon
Gilbert de la O
AI Oertwig
MaryThomton Phillips
Neai Thao
Chair
Director
Director
Director
Director
Director
Director
Administration
Superintendent of Schools
Interim Chief Operating Officer
Chief Academic Officer
Chief Accountability`Officer
Executive Assistant
Area Superintendents
Patricia A. Harvey
Lois Rockney
Kate Foate Trewick
Margo Baines
Tanya Martin Pekel
Luz Maria Serrarto, Area A
Louis Kanavati, Area B
Joann Knuth, Area C
Mary K. Boyd, Area D
Terilyn Tumer, Area E
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ARTICLE TITLE
Article 1.
Articie 2.
Article 3.
Article 4.
Article 5.
Article 6.
Article 7.
Article 8.
Article 9.
Article 10.
Article 11.
Article 12.
Article 13.
Article 14.
Article 15.
Article 16.
Article 17.
Article 18.
Articie 19.
Article 20.
Article 21.
Article 22.
Article 23.
Article 24.
Article 25.
Articie 26.
TABLE OF CONTENTS
PAGE
Preamble.................................................................................................................. iv
Recognition ............................................................................� �---�--....---.....--�--...--� �---.
Check ...................................................................................................................1
Maintenance of Standards---� .....................................................................................
ManagementRights ..................................................................................................2
Hoursof Work ...........................................................................................................2
WorkBreaks ..............................................................................................................3
Wages .......................................................................................................................4
Holidays..................................................................................................................... 5
vacatioa..................................................................•----° °--.....----°°°-.._..................... 6
Leavesof Absence ....................................................................................................7
InsuranceBenefits ................................................:..................................................11
Severance ........................................................................................................16
LegalServices .........................................................................................................17
Probation.................................................................................................................17
Working Out of Classification ..................................................................................18
Temporary Employees ............................................................................................18
Employee Records ..................................................................................................18
Seniority ..................................•--..............................................................................19
Discipline .................................................................................................................21
Grievance Procedure ...............................................................................................22
Mileage .................................................................................................................... 24
Vacancies................................................................................................................24
Non-Discrimination ..................................................................................................25
NoStrike, No Lockout ....................................................•--.......................................25
BulletinBoards .........................................................................................................25
Termsof Agreement ................................................................................................26
Appendix A: Titles and Bi-W eekfy Saiary Rates ...................................................27
Appendix B: Titles and Grades .............................................................................29
Appendix C: Standard Ranges ..............................................................................30
Memorandum of Agreement regarding improvement Plan Process .......................32
In d ex ........................................................................................................................ 34
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PREAMBLE
This Agreement entered into by independent School District No. 625, hereinafter referred to
as the Empioyer, and the Minnesota School Employees Association, hereinafter referred to as
MSEA, representing the Saint Pau! Public Schools Classified ContidenYia! Employees Association,
hereinafter referred to as the Association, has as its purpose the promotion of harmonious relafions
beriveen the Employer and the MSEA, the establishment of an equitable and peacefui procedure for
the resolution of differences, and the establishment of rates of pay, hours of work, and other
conditions of employment.
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• ARTICLE 1. RECOGNITION
1.1 The Employer recognizes the MSEA as the sole and exciusive bargaining agent for the
purpose of esiablishing salaries, wages, hours, and other condftions ofi empioyment for aii
of its employees as outlined in the certification by the State of Minnesota Bureau of
Mediation Services, dated January 27, 1993, in Case No. 93-PTR-1061, and set forth in
Section 12 below.
12 The bargaining unit covered by this Agreement shall consist of the following:
All ciassified confidential employees of Independent School District No. 625, Saint
Paul, Minnesota, who are empioyed by Independent School District No. 625, Saint
Paul, Minnesota, and who are public empioyees within the meaning of Minnesota
Statute § 179A.03, Subd. 14.
Any titles designated as Civil Service unclassified are not covered by the provisions of
Civil Service Rules or any related rules covering employment in classrfied service
positions. The terms and conditions of empioyment for any titles designated as Civil
Service unclassified are defined within this labor agreement, notwithstanding Article 3:
Maintenance of Standards, which does not appiy to titles so designated.
1.3 Any present or future employee who is not an Association member shall be required to
contribute a fair share fee for services rendered by the MSEA and, upon notification by
the MSEA, the Employer shall check off said fee from the earnings of the employee and
transmit the same to the MSEA. fn no instance shaVl the required contribution exceed a
pro rata share of the specific expenses incurred for services rendered by the
representative in relationship to negotiations and administration of grievance procedures.
� This provision shail remain operative only so long as specificaily provided by Minnesota
law, and as otherwise legal.
1.4 The MSEA 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 resu�t of
any action taken or not taken by the Empioyer under the provisions of this Article, Section
1.3.
ARTICLE 2. CHECK OFF
2.1 The Empioyer agrees to deduct the MSEA membership initiation fee assessments and
once each month dues from the pay of those employees who individually request in
writing that such deductions be made. The amounts to be deducted shall be certified to
the Employer 6y a representative of the MSEA 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.
22 The MSEA 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 Empioyer under the provisions of this Article.
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ARTICLE 3. MAINTENANCE OF STANDARDS
3.1 Tha parties agree that ali condifions ot employment relating to wages, hours ot work,
overtime differentials, vacations, and ali other generai working conditions shall be
maintained at not less than the highest minimum standard set forth in the Civil Service
Rules of the City of Saint Paul and the Saint Paul Salary Pian and Rates of Compensation
at the time of the signing of this Agreement, and the conditions of employment shall be
improved wherever specific provisions for improvement are made elsewhere in this
Agreement.
ARTICLE 4. MANAGEMENT RIGHTS
4.1 MSEA and the Association recognizes the right of the Employer to operate and manage
its affairs in all respects in accordance with appiicable laws and regulations of appropriate
authorities. Ali rights and authority which the Employer has not officially abridged,
delegated or modified by this Agreement are retained by the Employer.
42 A public employer is not required to meet and negotiate on matters of inherent manageriai
policy, which include, but are not limited to, such areas oi discretion or poticy as the
functions and programs of the Employer, fts overall budget, utilization of technology, and
organizational structure and selection and direction and number of personnel.
ARTICLE 5. HOURS OF WORK
5.1 The normai woricday shail be eight and one-half (8.5) hours in duration, eight (8) of which
are paid. Each normal workday shali include two (2) paid fifteen (15)-minute rest breaks.
In addition, a forty-five (45)-minute, duty-free lunch shall be provided. Fifteen (15)
minutes of the duty-free Iunch is paid and the remaining thirty (30) minutes is unpaid.
The foliowing is an example of a normal workday schedule; however. individuai schedules
mav varv:
Work day begins at:
Morning Rest Break:
Lunch Break:
Aftemoon Rest Break:
W ork day ends at:
52
5.3
5.4
8:00 a.m.
10:00-10:15a.m.
Noon-i2:45 p.m. (15 paid minutesj
3:00-3:15p.m.
4:30 p.m.
The normal work week shall be forty (40) hours in any seven (7)-day period.
This Section shall not be construed as, and is not a guarantee of, any hours of work per
normal workday or per normal work week.
Overtime is to be paid at the rate of one and one-haif (1-1/2) times the employee's normal
hourly rate for all hours worked in excess of eight (8) hours per day and forty (40) hours
per week.
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� ARTICLE 5. HOURS OF WORK (continued)
5.5 The overtime compensation due the employee shail be paid at the rate herein cited, or by
granting compensatory time on a time and one-haif basis by mutual agreement between
the District and the employee.
5.6 Employees in this bargaining unit working under a tftie listed under the heading "Cierical
and Technical Group" in Appendix B shall be recompensed for work done in excess of the
normal hours estabiished above in this Articie by being granted compensatory time on a
time and one-half basis or by being paid on a time and one-half basis for such overtime
work. The overtime rate of one and one-half shall be computed on the basis of U80th of
the biweekly rate.
5.7 Employees working in a title listed under the heading "Professional Group" in Appendix B
who work more than seven and three-fourths (7-3/4) hours in any twenty-four hour
period or more than thirty-eight and three-fourths (38-3/4) hours in any seven (7)-day
period shall not receive pay for such additionai work except as in 5.8 below.
5.8 It is understood by the parties that C+vi4 Service Rule, Section 28.H - Overtime of
Resoiution No. 3250 shali not apply to employees in the bargaining unit working under a
title listed under the heading °Professional Group" in Appendix B. In unusual
circumstances, a department head may grant these employees who work more than
seven and three-fourths (7-3/4) hours in any twenty-four (24)-hour period or more than
thirty-eight and three-fourths (38-3/4) hours in any particular seven (7)-day period
compensatory time or pay on a straight-time basis for the extra hours worked.
5.9 Normal work schedules showing the employee's shift, workdays, and hours shali be
� posted on all department bulletin boards at all times. It is aiso understood that deviation
from posted work schedules shall be permissible due to emergencies, acts of God, and
overtime may be required.
5.10 Cail-in Pav. When an employee is cat4ed to work, he/she shatl receive two (2) hours of
pay if not put to work. If the employee is called to work and commences work, he/she
shall be guaranteed four (4) hours of pay. These provisions, however, shali not be
effective when work is unable to proceed because of adverse weather conditions; nor
shall these provisions apply to temporary employees nor to any person whose regularly-
scheduled workday is less than four (4) hours.
ARTICLE 6. WORK BREAKS
6.1 Rest Periods. A!1 emptoyees' work schedules shall provide for a fifteen-minute rest period
during each one-half shift. The rest period shall be scheduled by management at
approximateiy the middle of each one-half shift whenever it is feasible.
6.2 If an employee is scheduled to work a full half-shift beyond the regular quitting time, the
employee shali be entitled to the rest period that occurs during said half-shift.
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ARTICLE 7. WAGES �
7.1 The wage schedule, for purposes of this contract, shall be Appendices A, B and C
attached hereto. Both parties agree that the inclusion of the classifications and salary
ranges in Appendix A does not preciude the employer from the foilowing:
1. Reorganizing;
2. Abolishing ciassrfications;
3. Establishing new class'rfications;
4. Regrading classifications;
5. Reclassifying positions.
72 Both parties also agree that titles and grades in Appendix A refer to employees in the
positions at the date of signing of the Agreement. No employee in this bargaining unit
shali suffer any reduction in salary because of a regrading or reclassification during the
contract period in which such regrading or rectassrfication takes place.
7.3 Initial Steo Piacement. When an employee is regularly appointed into a title covered by
this Agreement or moved from one title covered by this Agreement to an appoiniment in a
different title under this Agreement, shall be govemed by Civil Service Rules. Step 1 shail
be the normal entry rate for the positions in this bargaining unft, except as otherwise
provided in existing rules.
7.4 Salarv Step/Increase Elioibilitv. Employees must meet the following conditions in order to
be eligible for a salary step or, 'rf on the top step, a salary increase:
7.4.1 Employees must have received an overall rating of "Satisfactory" on their most
recent performance evaluation to receive any salary step advancement or, if an �
employee is on an improvement plan, the employee must be on track with the
components of the improvement plan.
7.4.1.1 if an employee who is on an improvement plan, is not on track with the
requirements of the plan, and is on the top step of the salary schedule,
ihe employee's salary rate wiil be frozen.
7.4.1.2 Empioyees who are on an improvement plan and not on track and
who lose a sfep or have their salary rafe frozen will have their step/rate
increase reinstated 'rf they get on track within twelve months following
their step/rate freeze.
7.5 Salarv Steo Progression. At the beginning of the first full pay period in July, fuil-time
employees will progress one step up to Step 6(five-year step) provided they were paid a
minimum of 1,040 hours on the payroli in the previous year (minimum hours requirement
is prorated for part-time empioyees).
7.5.1 When an employee completes ten (10) calendar years of service in the District,
that employee may be granted an increase of one (1) additional salary step on
the first pay period in July, not to exceed Step 7.
7.52 When an empioyee compfefes fifteen (15} catendar years of service in the
District, that employee may be granted an increase of one (1) additional salary
step on and the first pay period in July, not to exceed Step 8.
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• ARTICLE 8. HOLIDAYS
8.1
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8.3
Holidavs Recoanized and Observed. The following days shall be recognized and
observed as paid holidays:
New Yea�'s Day
Martin Luther King Jr. Day
Presidents' Day
Memorial Day
lndependence Day
Labor Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Eiigible employees shali receive pay for each of the holidays listed above, on which they
pertorm no work. Whenever any of the hoiidays listed above shall fall on Saturday, the
preceding Friday shall be observed as the holiday. Whenever any of the holidays listed
above shall fall on Sunday, the succeeding Monday shaii be observed as the holiday. For
those employees assigned to a work week other than Monday through Friday, the holiday
shall be observed on the calendar date of the holiday.
Elioibility Reauirements. To be eligible for holiday pay, employees must have been active
on the payroll the day of the holiday.
Notwithstanding Subd. 82, a temporary employee shall be eligibie for holiday pay only
after such employee has been employed as a temporary employee for si�cty-seven (67)
consecutive workdays.
8.4 If Martin Luther King Jr. Day or Presidents' Day, falis on a day when school is in session,
the empfoyee shall work that day at straight ti�ne and another day shal! be designated as
� the holiday. This designated holiday shall be a day on which school is not in session and
shall be determined by agreement between the employee and the supervisor.
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ARTICLE 9. VACATION
9.1 Each fuli-time regulariy appointed employee working under a title covered by this
Agreement shall accumulate vacation credfts at the rates shown below for each fuii hour
on the payroll, excluding overtime:
:�%]
Years of Service
1 st year through 4th year
5th year through 9th year
10th yearthrough 15th year
16th through 23rd year
24th year and thereafter
A�nual Hours of
Vacation Earned
Per Hour on
Pavroll
.0576
.0769
.0807
.0961
.1115
Annual
Nours
Earned
120
160
168
200
232
Days
Eamed
15
20
21
25
29
Calculations are based on a 2,080 hour work year and shall be rounded off to the nearest
hour.
Years of service means the number of years since the employee's date of employment.
An employee may carry over into the next calendar year up to one hundred sixty (160)
hours of vacation.
92.1 An employee who has more than one hundred sixty (160) hours of accrued
vacation remaining at the end of the last full pay period in October shall efther:
92.2
(a)
(b)
(c)
be required to use the hours of vacation in excess of one hundred sixty
(160) hours prior to the end of the calendar year; or
be compensated for hours in excess of one hundred sixty (160) hours at
end of year; or
be provided an exception for additional carryover of vacation by means of
approval of his/her department head.
Choice of option a, b, or c is at the discretion of the Employer.
For the purpose of this Article, the °vacation yea�' shall be the calendar year
(January 1 through December 31).
9.3 Upon separation from service, rf the employee has provided ten (10) calendar days notice
to the employer, any unused, accrued vacation shali be paid at the employee's current
rate of pay. If an employee has been granted more vacation than the employee has
eamed up to the time of separation from senrice, the employee shall reimburse the
District for such uneamed vacation at the employee's current rate of pay. If an employee
is separated from service by reason of discharge, retirement or death, the employee shall
be paid for any unused, accrued vacation eamed up to the time of such separation.
9.4 Sick Leave Conversion. Sick leave accumulated in excess of 1,440 hours may be
converted to paid vacation time at a ratio of two (2) hours of sick leave time for one (1)
hour of vacation time, to a maximum of five (5) regulariy-assigned workdays (not to
exceed a total of forty [40] hours) in any year.
There shali be no conversion of unused sick leave in any amount at any time to any cash
payment other than the above-described conversion to vacation time or severance pay in
Article 12.
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• ARTICLE 10. LEAVES OF ABSENCE
10.1 Sick Leave. Sick leave shall accumuiate at the rate of .0576 of a working hour for each
full hour on the payroil, 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-
half hour past his/her regular scheduied starting time. The granting of sick leave shall be
subject to the tertns and provisions of this Agreement. Any employee who has
accumulated sick leave as provided above shall be granted leave with pay, for such
period of time as the head of the department deems necessary for the following specitied
ailowabie uses:
10.1.1 Personai Illness: Employees may use accumulated sick leave for hours off due
to personal illness. The empioyee may be required to fumish a medical
cert'rficate from a qual'rfied physician as evidence of iilness or physical disability in
order to qualify for paid sick leave as per District practice. Accumulated sick
leave may also be granted for such time as is actually necessary for office visits
to a doctor, dentist, optometrist, etc.
10.1.2 Familv Illness: Employees may use accumulated sick leave for hours off due to
sudden sickness or disability of a parent or a member of his/her household or to
make arrangements for the care of such sick or disabled persons up to a
maximum of eight hours sick leave per incident. Up to forty (40) hours of
accumulated sick leave may be used in a work year to allow the employee to care
for and attend to the serious or critical iftness of hismer spouse or parent. Tfiese
hours when used are deducted from sick leave.
10.1.3 Sick Child Care Leave Sick leave to care for a sick child shall be granted on the
same terms as the employee is able to use sick leave for the employee's own
� iliness. This leave shall only be granted pursuant to Minn. Stat. §181.12413 and
shali remain available as provided in Statute.
10.1.4 Bereavement Leave. A leave of absence with pay, not to exceed five (5) days,
shall be granted because of the death of an employee's spouse or chiid.
10.1.4.1 Up to three (3) days shall be granted because of death of other
members of the employee's immediate family. Other members of the
immediate family shall mean father, mother, sister, brother,
grandparent, grandchild, parent-in-law, son-in-law or daughter-in-law.
10.1.42 Leave of absence for one (1) day shail be granted because of death of
other close relatives. Other close relatives shail mean uncle, aunt,
nephew, niece, brother-in-law, and sister-in-law.
10.1.4.3 A"day' for this purpose shall be equivalent to the regulariy assigned
workday of the employee, and such leave shall be deducted from
accumulated sick leave.
10.1.4.4 If an employee is required to travel beyond a two hundred (200)-mile
radius of Saint Paul for purposes related to eligible bereavement
leave, one (1) additional day of sick leave may be used.
10.1.5 Adootion Leave. Up to fifteen (15) days of accumulated sick leave may be used
in a contract year to attend to adoption procedures or care for a newiy adopted
chiVd. Use of these f'riteen (15) days does not need to occur consecutivety.
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ARTiCLE 10. LEAVES OF ABSENCE (continued) •
102 Court Dutv Leave. Any employee who is required during hislher regular working hours to
appear in court as a juror or witness except as a witness in his/her own behalf against the
Employer, shali be paid regular pay while so engaged, provided, however, that any fees
that the employee may receive from the court for such service shall be paid to the
Employer and be deposited with the Employer Business Office. Any employee who is
scheduled to work a shift other than the normal daytime shift shali be rescheduled to work
the normal daytime shift during such time as the employee is required to appear in court
as a juror or witness.
10.3 Militarv Leave With Pav. Any empioyee who shall be a member of the National Guard,
the Navai Militia or any other component of the militia of the state, now or hereafter
organized or constituied under state or federal law, or who shall be a member of the
Officers Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine
Corps Reserve or any other reserve component of the military or naval force of the United
States, now or hereafter organized or constituted under federal law, shall be entitled to
leave of absence from employment without Ioss of pay, seniority status, efficiency rating,
vacation, sick leave or other benefits for ali the time when such employee is engaged with
such organization or component in training or active service ordered or authorized by
proper authority pursuant to faw, whether for state or federal purposes, provided that such
leave shaii not exceed a totai of fifteen (15) days in any calendar year and further
provided that such leave shall be allowed only in, case the required military or naval
service is satisfactoriiy pertormed, which shall be presumed unless the contrary is
established. Such leave shall not be allowed uniess the employee 1) returns to his/her
position immediately upon being relieved from such military or naval service and not later
than the expiration of time herein limited for such leave; or 2) is prevented from so
returning by physical or mentai disability or other cause not due to such employee's own
fault; or 3) is required by proper authoriry to continue in such military or naval service �
beyond the time herein limited for such leave.
10.4 Education Leave. Leave with pay may be granted for educational purposes at the option
of the Employer.
10.5 Leaves of absence may be requested and are subject to approval of the Director of
Human Resources. A list of typical leaves is provided below. This list does not cover all
possible reasons.
• Physical or mental incapacity of the employee to pertorm their work efficiently, where
the granting of a ieave will permit the employee to receive treatment enabling them to
retum-to Schoof Districtservice; _
• Election or appointment of a full-time, paid position in an organization or union whose
members consist largely or exclusively of employees of the School District.
• Education or training reiating to the employee's regular duties or to prepare the
empioyee for advancement;
• Election of the employee to a School District or City of St. Paul position;
• Appointment of the employee to an unclass'rfied School District or City of St. Paul
position;
• Disability or injury received in the performance of duty not due to the negligence of the
empioyee for the period of the employee is receiving compensation payments from
the School District for temporary partial disability or temporary total disability;
• Parental leave upon the request of the employee.
•
!Jd-3 $�
•
ARTICLE 10. LEAVES OF ABSENCE (continued)
10.5.� For a leave of six (6) months or longer, the employee must provide written
notification to the Director of Human Resources, indicating his/her spec'rfic
intent to conciude the leave and be available to retum to active service as of the
termination date spec'rfied in the leave. This wr'itten nofrfication must be
received by the Director of Human Resources no later than two (2) months prior
to the originaily-scheduled date of the leave termination.
10.52
10.5.3
Employees retuming from leave wiii be placed in the next available vacancy in
their job title.
Employees who retum to service under the provisions of this Section wiil retain
their former seniority.
10.6 Parental Leave
10.6.1 Parentai leave is a leave without pay or benefits which shall be granted upon
request subject to the provisions of this Section. It may be granted for reasons
of adoption or pregnancy and/or the need to provide parental care for a child or
children of the employee for an extended period of time immediately following
adoption or the conclusion of pregnancy; such period of leave shall be no
longer than one calendar year in length. Leave up to six (6) calendar months
shall be granted upon request. Leave for more than six (6) calendar months is
at the discretion of the Employer.
u
10.62 In the case of pregnancy, an employee who wishes to use a period of (paid)
earned sick leave at the time of pregnancy and delivery-related disability, may
request unpaid parental leave for a period following the use of earned sick
leave; however, sick leave time shail not be granted within (during the course
of) a period of unpaid parental leave. The employee requesting such
sequential leave shall submit an application in writing to the Director of Human
Resources of Independent School District No. 625 not later than twelve (12)
weeks in advance of the anticipated date of delivery. The employee will be
required to submit, at the time of use, appropriate medicai verification for the
sick leave time claimed.
10.6.3 In the case of adoption, the empioyee shali submit a written application to the
Director of Human Resources, of fndependent Schoot District fVo. 625 including
the anticipated date of placement of the child, at least tweive (12) weeks in
advance of the anticipated date of placement, or eariier if possible.
Documentation will be required.
10.6.4 When an employee is returning from parental leave extending over a period of
six (6) calendar months or less, the employee shall be placed, at the beginning
of the first pay period foilowing the scheduled date of retum, in the same
position held prior to the leave or, if necessary, in an equivalent position.
10.6.5 When an employee has requested and been granted leave for a period longer
than six (6) calendar months, but no more than tweive (12) calendar months,
the employee will be placed in an equivalent position after the scheduled date
of return as soon as an equivalent vacancy becomes available. For purposes
of this provision, an equivalent vacancy is a position in the same titie which
exists, has no incumbent, which is to be fil{ed, and for which no other person
has rights.
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ARTICLE 10. LEAVES OF ABSENCE (continued) •
10.7 Familv Medicai Leave. Effective February 1, 1994, leaves of absence shali be granted as
required under the federai law known as the Family and Medical Leave Act (FMLA) so
long as it remains in force. The Human Resource Departrnent provides procedures which
coordinate contractuai provisions with FMLA.
10.8 School Activtties Leave Without Pav. An empioyee may request and be granted up to
sixteen (16) hours of unpaid leave per calendar year for school acti�rities of his/her own
child, pursuant to Minnesota Statute § 181.9412 rules, so long as the Statute so provides.
10.9 Militarv Leave Without Pav. Any employee who engages in active service in time of war
or other emergency declared by proper authority of any of the military or naval forces of
the state or of the United States for which leave is not otherwise allowed by law shall be
entitled to leave of absence from employment without pay during such service with right of
reinstatement and subject to such conditions as are imposed by law. Such leaves of
absence as are granted under Articie 10.3 shall conform to Minnesota Statutes, Section
192, as amended from time to time and shall confer no additional benefits other than
those granted by said statute.
10. � 0 Union Official Leave. An employee elected or appointed to a full-time paid position by the
exclusive representative may be granted a leave of absence without pay for not more
than one (1) year for the purpose of conducting the duties of the exclusive representative.
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D!
� ARTiCLE 11. iNSURANCE BENEFITS
SECTION 1. ACTIVE EMPLOYEE HEALTH INSURANCE
�.1 The Employer will continue for the period of this Agreement to provide for active
employees such health and I'rfe insurance benefits as are provided by Employer at the
time of execution of this Agreement.
1.2 Eliaibilitv Waitinq Period. One (1) fuii month of continuous regularly appointed
service in independent School District No. 625 wiii be required before an eligibie
employee can receive the District contribution to premium cost for health and life
insurance provided herein.
1.3 Fuii-Time Status. For the purpose of this Article, full-time employment is defined as
appearing on the payroli at ieast 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 Articie, haif-time employment is defined
as appearing on the payroll at least twenty (20) hours but less than thirty-two (32) hours
per week or at least forty (40) hours but less than siuty-four (64) hours per pay period,
excluding overtime hours.
1.5 Emqlover Contribution Amount--Full-Time Emolovees. Effective July 1, 2000 for each
eligible employee covered by this Agreement who is empioyed full time and who selects
employee insurance coverage, the Employer agrees to contribute the cost of such
coverage or $220 per month, whichever is less. For each eligibie full-time employee who
selects family coverage, the Employer will contribute the cost of such family coverage or
� $395 per month, whichever is less.
1.5.1 Effective January 1, 2001, for each eiigibie employee covered by this
Agreement who is employed fuli time and who selects employee insurance
coverage, the Employer agrees to contribute the cost of such coverage or $235
per month, whichever is less. For each eligible fuli-time employee who selects
family coverage, the Employer will contribute the cost of such family coverage
or $430 per month, whichever is less.
1.5.2 Effective January 1, 2002, for each eligible employee covered by this
Agreement who is employed full time and who selects employee insurance
coverage, the Employer agrees to contribute the cost of such coverage or $260
per month, whichever is less. For each eligible fuli-time employee who selects
family coverage, the Employer will contribute the cost of such family coverage
or $470 per month, whichever is less.
1.6 Emqlover Contribution Amount: Married Couoles. Full-time employees who are married
to another District employee and who are covered under their spouse's health plan may
waive the single 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 appiied in cases where the
spouse is receiving heaith insurance through the DistricYs cafeteria benefits plan.
1.6.1 Effective January 1, 2001, employees who work a minimum of twenty (20)
hours per week, but less than forty (40) hours, who are married to another
District empioyee and who are covered under their spouse's heaith plan may
waive the singie or family contribution to health insurance and receive up to $75
per month toward their spouse's family premium. The combination of District
• contributions cannot exceed the full cost of family coverage and cannot be
applied in cases where the spouse is receivi�g health insurance through the
District's cafeteria benefits plan.
11
ARTtCLE 1 t. INSURANCE, Section 1. (continued): •
1.7 �lover Contribution Amount--Half-Time Emolovees, For each eligible employee
covered by this Agreement who is employed half time, the Employer agrees to contribute
fifty percent (50%) of the amount contributed for full-time employees selecting empioyee
coverage; or for each half-time employee who selects family insurance coverage, the
Empioyer will contribute fifty percent (50%) of the amount contributed for fuli-time
employees selecting family coverage in the same insurance plan.
1.7.1 Notwithstanding Section 1.6 above, employees covered by this Agreement and
employed half time prior to January 1, 1986, shail receive the same insurance
contributions as a fuii-time employee. This Section 1.7.1 applies only to
employees who were employed half-time during the month ot December 1985
and shall continue to appiy only as long as such employee remains
continuously employed half time.
1.8 L'rfe Insurance. For each eligible employee, the Employer agrees to contribute to the
cost of $25,000 life insurance coverage. The total premium contribution by the Employer
for ali I'rfe insurance coverage shall not exceed $6.32 per month. This amount shall drop
to $5,000 of coverage (in the event of early retirement) until the retiree reaches age sixty-
five (65); then all Employer coverage shall terminate.
1.9 Dentai Insurance. Effective January 1, 2002, the Employer will contribute for each
eiigible employee covered by this Agreement who is employed fuli-time toward
participation in a dentai care plan offered by the Empioyer up to $30 per month for single
coverage.
1.10 Lonq-Term Disabilitv Insurance. Effective January 1, 2001, the Employer shali contribute �
up to $12 per month for each eligibie employee covered by this Agreement who is
employed a minimum of 20 hours per week toward long-term disability insurance.
1.11 Flexible Soendinq Account. It is the intent of the Employer to maintain during the
term of this Agreemenf a ptan for medicai and child care expense accounts fo be
available to employees in this bargaining unit who are eligibte for Employer-paid premium
contribution for health insurance for such expenses, within the established legal
regulations and IRS requirements for such accounts.
1.12 The contributions indicated in this Article 11 shall be paid to the EmployePs group health
a�d welfare plan.
1.13 Any cost of any premium for any Employer-offered employee or family insurance
coverage in excess of the doilar amounts stated in this Article 11 shall be paid by the
employee through payroii deduction.
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O1
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ARTICLE 11. INSURANCE (continued):
SECTION 2. RE�IREMENT HEALTH INSURANCE
Subd. 1 . Benefit E{iqibifity tor Emplovees who Retire Betore Aqe 65
1.1 Emolovees hired into District service before Januarv 1. 1994, must have completed the
following service eiigibility 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. Be receiving pension benefits from PERA, St. Paul Teachers Retirement
Association or other pubiic employee retiree program at the time of retirement and
have severed the empioyment relationship with Independent School District 625;
B.
C.
D.
E.
i�'a
1.3
Must be at feast fifty-five (55) years of age and have completed twenty-five (25)
years of service, or;
The combination of their age and their years of service must equal eighty-five (85)
or more, or;
Must have compteted at least thirty (30) years of service, or;
Must have completed at least twenty (20) consecutive years of service within
Independent School District No. 625 immediately preceding retirement.
Years of regular service with the City of Saint Paul will continue to be counted toward
meeting the service requirement of this Subdivision 1.1 B, C or D, but not for 1.1 E.
Employees hired into District service after Januarv 1. 1994, must have completed twenty
(20) years of service with Independent School District No. 625. Time with the City of Saint
Paul wili not be counted toward this twenty (20)-year requirement.
Eliaibilitv Requirements For Ail Retirees
A. A retiree may not carry his/her spouse as a dependent if such spouse is also an
Independent School District No. 625 retiree or Independent School District No. 625
employee and eligible for and is enrolied in the Independent Schooi District No.
625 health insurance program, or in any other Employer-paid health insurance
program.
f�
C.
Additional dependents beyond those designated to the District at the time of
retirement may not be added at District expense after retirement.
The employee must make application through District procedures prior to the date
of retirement in order to be eligibie for any benefits provided in this Section.
Employees terminated for cause will not be eligible for employer contributions
toward insurance premiums for efther pre-age 65 or post-age 65 coverage.
•
13
ARTICLE 11. INSURANCE, Section 2. (continued):
Subd. 2. Em�lover Contribution Leveis for Em�lovees Retiring Before Aqe 65
2.1 Health Insurance Employer Contribution
Employees who meet the requirements in Subd. 1 or Subd. 2 will receive a District
contribution toward heaith insurance untii the employee reaches sixty-five (65) years of
age as defined in this subdivision.
2.1.1 The District contribution toward heatth insurance premiums wifl equal the same
doilar amount the District contributed for singie or family coverage to the carrier in
the employee's last month of active employment.
2.12 In the event the District changes health insurance carriers, it will have no impact
on the District contribution for such coverage.
2.1.3 Any employee who is receiving family coverage premium contribution at date of
retirement and later changes to single coverage will receive the dollar contribution
to singie coverage that was provided in the contract under which the retirement
became effective.
2.2 Life tnsurance Emobver Contribution
The District wiii provide for eariy retirees who qualify under the conditions of 1.1 or 12
above, premium contributions for eligibie retirees for $5,000 of life insurance only untii
their 65th birthday. No I'rfe insurance will be provided, or premium contributions paid, for
any retiree age sixty-five (65) or over.
Subd. 3 Benefit Eliqibilitv for Emolovees After AQe 65
3.1 Emplovees hired into the District before Januarv 1. 1994, who retired before age 65 and
are receiving benefits per Subd. 2 above are eligible, upon reaching age 65, for empioyer
premium contributions for health insurance described in Subd. 4 of this Article.
32 Emolovees hired into the District before Januarv 1. 1994, who retire at age 65 or older
must have completed the eligibility requirements in Subd. 1 above or the following
eligibility requirements to receive District contributions toward post-age-65 health
insurance premiums:
A. Employees hired before June 8, 1988, must have compieted at least eight (8) years of
continuous employment with the District. For such employees or early retirees who
have not completed at least eight (8) years of service with the District at tHe time of
their retirement, the Employer will discontinue providing any health insurance
contributions upon their retirement or, in the case of early retirees, upon their
reaching age 65.
B. Empioyees hired on or after June 8, 1988 and prior to January 1, 1990, must have
completed ten (10) years of continuous employment with the District. For such
employees or early retirees who have not completed at least ten (10) years of service
with the District at the time of their retirement, the Employer will discontinue providing
any health insurance contributions upon their re8rement or, in ihe case of early
retirees, upon their reaching age 65.
C. Employees hired on or after January 1, 1990, must have completed twenty (20) years
of continuous employment with the District. For such employees or early retirees who
have not completed at least twenty (20) years of service with the District at the time of
their retirement, the employer will disconiinue providing any heaHh insurance
contributions upon their retirement or, in the case of early retirees, upon their
reaching age 65.
•
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06-��Z
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ARTICLE 11. INSURANCE, Section 2. (continued):
Years of certified civil service time with the City of Saint Paui eamed prior to
February 1, 1996, will continue to be counted toward meeting the DistricYs service
requirement of this Subd.3. Civil service time worked with City of Saint Paul atter
January 7, 1994, will be considered a break in District employment.
3.3 Emolovees hired on or after Januarv 1. 1994, and all employees in the Professional
Group (see Appendix B) shail not have or acquire in any way any eligibility for Empioyer-
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, 1994, shall be eligibie
for oniy eariv retirement insurance premium contributions as provided in Subd. 2 and
Deferred Compensation match in Subd. 5.
Subd. 4. Em�lover Contribution Levels for Retirees After Age 65
4.1 Emolovees hired into the District before Januarv 1. 1994, and who meet the eligibility
requirements in Subdivisions 3.1 or 32 of this Article are eiigible for premium
contributions for a Medicare Suppiement heaith coverage policy selected by the District.
Premium contributions for such policy will not exceed:
Coveraae Twe
Medicare Eligible
Non-Medicare Eligible
Sinqle , Familv
$300 per month $400 per month
$400 per month $500 per month
At no tlme shail 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 on or after Januarv 1. 1994, and all Professional Group employees
(see Appendix B), after completion of three (3) full years of consecutive active service in
Independent School District No. 625, are eligible to participate in an employer matched Minnesota
Deferred Compensation Plan. Upon reaching eligibility, the District wili match up to $50 per
paycheck up to $500 per year of consecutive active service, up to a cumulative lifetime maximum
of $12,500. Part-time employees working half-time or more will be eligible for up to one half
(50%) of the available District match. Approved non-compensatory leave shali not be counted in
reaching the three (3) full years of consecutive active service, and shall not be considered a break
in service. Time worked in the City of Saint Paul will not be counted toward this three (3)-year
requirement.
Federal and state rules governing participation in the Minnesota Deferred Compensation Plan
shall appiy. The employee, not the District, is solely responsible for determining hisJher total
maximum aliowable annuai contribution amount under IRS reguiations. The employee must
initiate an application to participate through the DistricYs specified procedures.
15
ARTICLE 12. SEVERANCE PAY
12.1 The Employer shail provide a severance pay program as set forth in this Article. Payment
of severance pay sha!! be made wiihin the tac year of the retirement.
122 To be eligible for the severance pay program, the empioyee must meet the foliowing
requirements:
122.1 The employee must be fifty-five (55) years of age or older or must be eligible for
pension under the "Rule of 90" provisions of the Public Employees Retirement
Association (PERA). The "Rule of 85" or the `Rule of 90" criteria shall also
apply to employees covered by a public pension plan other than PERA.
122.2 The employee must be voluntarily separated from School District employment
or have been subject to separatiort by layoff or compulsory retirement. Those
employees who are discharged for cause, misconduct, inefficiency,
incompetence or any other disciplinary reason are not eligible for this
severance pay program.
12.3 If an employee notifies the Human Resource Department three (3) months in advance of
the date of retirement and requests severance pay and if the employee meets the
eligibiiity requirements set forth in 122 above, he or she wili be granted severance pay in
an amount equal to $70 pay for each day of accrued, unused sick leave, up to 214 days.
12.3.1 If an employee notifies the Human Resource Department in less than three (3)
months in advance of the date of retirement and requests severartce pay and 'rf
the employee meets the eligibility requirement set forth above, he or she wiil be
granted severance pay in an amount equai to $60 pay for each day of accrued,
unused sick leave up to 250 days.
12.32 if exigent circumstances exist, such as a sudden iliness�njury of the employee
or immediate family member necessitating immediate retirement, and if the
employee meets the eligibility requirements set forth above, he or she will be
granted severance pay in an amount equai to $70 pay for each day of accrued,
unused sick leave up to 214 days.
12.4 The maximum amount of money that any emptoyee may obtain through this severance
pay program is $15,000.
12.5 Far the pu:pose of this severance pay program, a,death of an empioyee shall be
considered as separation of employment and, 'rf the employee wouid 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 empioyee's estate or spouse.
12.6 For the purpose of this severance pay program, a
District No. 625 employment to Ciiy of Saint Paul
separation of employment, and such transferee shall
program.
transfer from Independent School
employment is not considered a
not be eligible for this severance
•
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•
16
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• ARTICLE '13. LEGAL SERVICES
13.1 Except in cases of malfeasance in office or wiliful or wanton neglect of duty, the Employer
shall defend save harmless and indemnify empioyee against tort ciaim or demand
whether groundless or otherwise arising out of ai�eged acts or omission occurring in the
pertormance or scope of the employee duties.
132 Notwithstanding 13.1, the Employer shall not be responsible for paying any legal service
fee or for providing any legal service arising from any legal action where the empioyee is
the plaintiff.
ARTICLE 14. PROBATION
14.1 General Princi�les. For the purpose of this Articfe six (6) months shal{ mean six (6) full-
time equivalent months (1,040 hours on the payroll). The calculation for time on probation
wiil exclude any unpaid breaks not worked by the employee. Extended absences of any
kind (paid or unpaid) lasting one week or more in duration may be excluded when
calculating time toward the compietion of any probationary period.
14.1.1 If a District employee who is covered by this Agreement transfers to a position
in the City of Saint Paul, that employee will have the right to retum to his/her
former position or to a position to which the employee may have been
� transferred or assigned prior to the new assignment, during or immediately at
the conclusion of that Qrobationary period, if the employee faiis probation in the
City position.
142 Orioinal Em�loyment Probation. A new empioyee shall serve a six (6) month probationary
period, as defined in 14.1, above, foilowing regular appointment from an eligible list to a
position covered by this Agreement. At any time during ihis originai probationary period,
the employee may be suspended, disciplined or discharged at the discretion of the
Employer, and without recourse to the grievance procedure.
14.3. Promotionai Probation. An employee newly promoted to a position covered by this
Agreement shall remain on promotional probation for a period of six (6) months. At any
time during this probationary period, the employee may be returned to the empioyee's
previous position or to a position to which the employee couid have been transferred or
assigned prior to the promotion, at the discretion of the Employer, and without recourse to
the grievance procedure.
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ARTICLE 15. WORKING OUT OF CLASSIFICATION
i5.i Emptoyer shatf avoid, whenever possible, working an employee on an out-of-ciass
assignment for a prolonged period of time. Any employee working an out-of-class
assignment for a period in excess of frfteen (15) consecutive working days shall receive
the rate of pay for the out-of-class assignment in a higher classification not later than the
sixteenth (16th) day of such assignment. For purposes of this Article, an out-of-ciass
assignment is defined as an assignment of an empioyee to perform, on a full-time basis,
all of the sign'rficant duties and �esponsibilities of a position different from the employee's
regular position, and which is in a classification higher than the classification held by such
employee. The rate of pay for an approved out-of-class assignment shall be the same
rate the employee would receive if such employee received a regular appointment to the
higher classification.
152 For the following class'rfications, the provisions of 15.1 shall not apply to pertormance of
the duties of the ne� higher class'rfication in the job series:
Clerk i
Clerk-Stenographerl
Clerk-Typist I
ARTICLE 16. TEMPORARY EMPLOYEES
�
16.1 it is recognized that temporary employees are within the unit covered by this Agreement, �
however, except as spec'rfically provided by this Agreement, temporary employees shali
not have or acquire any rights or benefits other than spec"rfically provided by the provisions
of the Civil Service Rules and/or the Saint Paul Salary Pian and Rates of Compensation.
ARTICLE 17. EMPLOYEE RECORDS
77.1 Any member of the bargaining unii may, during usual working hours, with The approval of
the supervisor, review any material piaced in the empioyee's personnel file, after first
giving proper notice to the supervisor in custody of such file.
17.2 Any member of the bargaining unit may file a grievance or a discrimination complaint and
there shatt be no retaliation by ihe Emptoyer for such action.
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• ARTICLE 18. SENIORITY
18.1 Seniority, for the purpose of this Agreement, shat4 be defined as follows: The 4ength of
continuous, regular, and probationary service with the Empioyer from the date an
employee was first cert'rfied and appointed to a class title covered by this Agreement, ft
being further understood that seniority is confined to the current class assignment held by
an empioyee. In cases where two or more employees are appointed to the same class
title on the same date, the seniority shall be determined by employee's rank os� the eligible
list from which certification was made.
182 Seniority shall terminate when an employee retires, resigns or is discharged.
18.3 tn the event it is determined by the Employer that it is necessary to reduce the workforce,
employees will be laid off by class title within each department based on inverse length of
seniority as defined above.
A. Employees who have held other titles covered by this agreement will have the right
to displace a{ess senior emptoyee in the next bwer graded title that would keep the
employee from being laid off.
B. When layoff occurs in any of the titles listed below under Column A, layoff shall be
based on inverse Iength of total seniority in all titles listed on the corresponding line
under Column B.
C. The Human Resource Department will identffy such least senior employee in the
department reducing positions, and shall notify said employee of his/her reduction
from the department. If there are any vacancies in any of the titles under Column B
� on which seniority was based, in any other District department, the Numan
Resource Department shall piace the affected empioyee in such vacancy. If two or
more vacant positions are available, the Human Resource Department shall decide
which vacant positions the affected employee shall fill. if no vacancy exists in such
titles, then the least senior District employee in such tities shall be identified, and if
the emptoyee atfected by the original departmental reduction is more se�ior, helshe
shall have the right to ciaim that position and the least senior District employee in
such titles shali be the empioyee laid off. For the purposes of this Article, the Board
of Education is not included as a City department nor is a Board of Education
employee included as a City employee.
Column A Column B
Cierk 1 Clerk 1, Clerk 2
Cierk 2 Clerk 1, Clerk 2
Clerk-Typist 1 Clerk-Typist 1, Clerk-Typist 2
Clerk-Typist 2 Clerk-Typist 2, Glerk-Typist 1
Human Resource Assistant 4 Cierk 4, Cierk-Typist 3, Clerk 3
Benefits Clerk Cierk-Typist 3
•
19
ARTICLE 18. SENIORITY (continued)
18.4 In cases of the Generai Clerical Series or Benefits Series when the number of employees
in these higher tities is to be reduced, empioyees will be offered reductions to the highest
of these tdles within the series to which senioriry would keep them from being laid off,
before layoffs are made by any class title within any department.
Generai Clerical Series
Administrative Secretary
Secretary
Human Resource Assistant 4, SEMS Staffing Clerk
Benefits Clerk
Clerk 4
Human Resource Assistant 3, Clerk Typist 3
Clerk 3
Human Resource Assistant 2, Clerk Typist 2
Cterk 2
Human Resource Assistant 1, Clerk Typist 1
Benefits Grouo
Personnel Specialist 2
Personnel Specialist 1
Benefits Technician 2
Benetits Technician 1
18.5 In cases where an employee to be laid off has held no regular appointment in a lower titie
in the same promotionai series as his/her current title, that employee will be offered a
reduction to the titie within the bargaining unit to which he/she was regularly appointed
immediately prior to his/her current title, so long as there is either a vacancy or, "rf no
vacancy exists, a less senior employee in such titie may be displaced. In cases where an
employee to be laid off has heid no regular appointment to any tiUes immediately prior to
his/her current title, said employee shall be laid off. The employee reducing into a title
formeriy held must satisfactorily complete a soc (6)-month probationary period in such title,
18.6
18.7
18.8
18.9
If the probationary period is not satisfactory, the employee shall, at any time during the
probationary period, be reinstated to his/her former titie and shall be laid off, but such
employee's rtame will be piaced on the reinstatement register in his/her former title and
"bumping" rights herein shall not again apply to such employee.
This procedure wiil be followed by the Board of Education for Board of Education
employees. City employees being reduced or laid off may not displace Board of
Education employees. Board of Education emp(oyees being reduced or (aid off may not
displace City employees.
It is understood that such employees will pick up their former seniority date in any class of
positions that they previously held.
Recall from layoff shall be in inverse order of layoff, except that recall rights shali expire
after two years of layoff.
The provisions of this Article are applicable only to positions within the bargaining unit
covered by this Agreement.
Active empioyees who previously heid the title "Human ResourCe AssistanY' shall have
seniority rights as ff they held the title "Human Resource Assistant 4.°
•
�
•
20
6�-3 gZ
• ARTICLE 19. DISCIPLINE
19.1 The Employer will discipline employees for just cause only. Discipline will be in the form
of:
19J.1 Oral reprimand,
19.12 Written reprimand;
19.1.3 Suspension;
19.1.4 Reduction;
19.1.5 Discharge.
192 Any written reprimand made conceming any member of this bargaining unit which is filed
with the Human Resource Department or within any Empioyer department, shall be
shown to the member before it is placed on file. Before the reprimand is piaced on file,
the Employer shall request from the employee an acknowledgment, in writing, that the
reprimand has been read by said empioyee.
19.3 Suspensions, reductions, and discharges will be in written form.
19.4 Employees and the MSEA wili receive copies of written reprimands and notices of
suspension and discharge.
19.5 Employees may examine all information in their Employer personnel files that concems
work evaluations, commendations and/or disciplinary actions. Files may be examined at
reasonable times under direct supervision of the Employer.
19.6 Preliminarv Review. Prior to issuing a disciplinary action of unpaid suspension, demotion,
• or discharge, the supervisor will make a recommendation to his/her supervisor regarding
proposed discipline. That supervisor shall then provide written notice of the charges to
the employee and offer to meet wfth the employee prior to making a final determination of
the proposed discipline. The employee shail have the opportunity to have union
representation present and be provided the opportunity to speak on his/her behalf
regarding the proposed action. If the empioyee is unable to meet with the supervisor, the
employee and/or union will be given the opportunity to respond in writing.
19.7 An employee to be questioned conceming an invesGgation of disciplinary action shall
have the right to request that an MSEA representative be present.
19.8 A grievance relating to this Article shal! be processed in accordance with the grievance
procedure in Article 20 of this Agreement. This provision is not intended to abrogate
rights of veterans pursuant to statute.
•
21
ARTICLE 20. GRIEVANCE PROCEDURE
20.1 The Employer shall recognize stewards selected in accordance with MSEA rules and
regulations as the grievance representatives of the bargaining unit. The MSEA shall
rtofiiy the Employer in writing of the names of the stewards and of their successors when
so named.
202 It is recognized and accepted by the Employer and the MSEA that the processing of
grievances as hereinafter provided is limited by the job duties and responsibilities of the
employees and shall therefore be accomplished during working hours only when
consistent with such employee duties artd 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 the supervisor to be absent to process a grievance and that such absence
would not be detrimental to the work programs of the Employer.
20.3 The procedure established by this Article shall be the sole and exctusive procedure,
except for the appeal of disciplinary action as provided by Article 19 for the processing of
grievances, which are defined as an alleged violation of the terms and conditions of this
Agreement.
20.4 Grievances shail be resolved in conformance with the following procedure:
�
Steo 1. Upon the occurrence of an alieged violation of this Agreement, the employee
involved with or without the steward shall attempt to resolve the matter on an
informal basis with the employee's supervisor. if the matter is not resolved to
the employee's satisfaction by the informal discussion, it may be reduced to
writing and referred to Step 2 by the MSEA. The written grievance shali set •
forth the nature of the grievance, fhe facts on wfiich it is based, the atteged
section(s) of the Agreement violated, and the relief requested. Any alleged
violation of the Agreement noi reduced to writing by the MSEA within fifteen
(15) workdays of the first occurrence of the event giving rise to the grievance
shali be considered waived.
Ste° 2. Within ten (10} workdays after receiving the written grievance, a designated
Employer supervisor shall meet with the MSEA steward and attempt to resolve
the grievance. If, as a result of this meeting, the grievance remains unresolved,
the Empioyer shall reply in writing to the MSEA within five (5) workdays
foilowing this meeting. The MSEA may refer the grievance in writing to Step 3
within ten (a0) workdays fellowing„[,eceipt of 1he ,Employer's wrrtten answer.
Any grievance not referred in writing by the MSEA within ten (10} workdays
following receipt of the Employer's answer shaii be considered waived.
�
�
Dl-38Z
• ARTICLE 20. GRIEVANCE PROCEDURE (continued)
Step 3. Within ten (10) workdays following receipt of a grievance referred from Step 2,
a designated Employer supervisor shall meet with the MSEA Business
Representative or the designated representative, the employee, and the
steward, and attempt to resolve the grievance. Within ten (10) workdays
following this meeting, the Empioyer shall reply in writing to the MSEA, stating
� the Employer's answer conceming the grievance. If, as a resuft of the written
response, the grievance remains unresolved, the MSEA may refer the
grievance to Step 4. Any grievance not referred in writing by the MSEA to Step
4 within ten (10) workdays foliowing receipt of the Empioyer's answer shail be
considered waived.
Step 4. If the grievance remains unresolved, the MSEA may wfthin ten (10) workdays
after the response of the Emptoyer in Step 3, by written notice to the Empioyer
request arbitration of the grievance. The arbitration proceedings shail be
conducted by an arbitrator to be selected by mutual agreement of the Employer
and the MSEA wfthin ten (10) workdays after notice has been given. If ihe
pasties fail to mutually agree upon an arbitrator within the said ten (1�)-day
period, either party may request the Bureau of Mediation Services to submit a
panei of five (5) arbitrators. Both the Employer and the MSEA shall have the
right to strike two (2) names from the panel. The MSEA shall strike the first
(1st) name; the Employer shail then strike one (1) name. The process will be
repeated and the remaining person shali be the arbitrator.
20.5 7he arbitrator shali have no right to amend, modify, nullify, ignore, add to or subtract from
the provisions of this Agreement. The arbitrator shall consider and decide oniy the
� specific issue submitted in wrfting by the Empfoyer and the MSEA and shatl have no
authority to make a decision on any other issue not so submitted. The arbitrator shall be
without power to make decisions contrary to or inconsistent with or modifying or varying in
any way the application of laws, rules or regulations having the force and effect of law.
The arbitrator's decision shall be submitted in writing within thirry (30) days following ctose
of the hearing or the submission of briefs by the parties, whichever be later, uniess 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 MSEA, and the employees.
20.6 The fees and expenses for the arbitrator's services and proceedings shall be borne
equally by the Employer and the MSEA, provided that each party shall be responsible for
compensating its own representatives and witnesses. ft either party desires a verbatim
record of the proceedings, it may cause such a record to be made, providing it pays for
the record.
�
23
ARTICLE 20. GRIEVANCE PROCEDURE (continued) •
20.7 The time limits in each step of this procedure may be extended by mutual agreement of
the Employer and the MSEA.
20.8 It is understood by the MSEA and the Employer that if an issue is determined by this
grievance procedure, it shali not again be submitted for determination in another forum. If
an issue is determined by any other forum, it shall not again be submitted for arbitration
under this grievance procedure. This provision is rtot intended to abrogate rights secured
under state or federal statutes.
20.8.1 Notwithstanding that portion of Article 262 referring to laws of the City of Saint
Paul, no issue regard+ng actions takert uttder this Agreement sha!! be submitted
to the Civil Service Commission, except as permitted in Article 19.8 for persons
covered by veterans preference.
ARTICLE 21. MILEAGE
21.1 Employees of the School District, under policy adopted by the Board of Education,
may be reimbursed for the use of their automobiles for school business. The
mileage allowance for eligible empioyees shail be 31 r per mile, or such higher rate
as may be estabtished at the discretion of the Board.
An employee must keep a record of each trip made. Reimbursement shail be for
the actual mileage driven in the performance of assigned duties as ver'rfied by the �
appropriate school district administrator and in accordance with Schooi District
Business Office policies and procedures,
ARTICLE 22. VACANCIES
22.1 The Human Resource Department will post noGces of those job vacancies which are ta
be filled at least five working days before filling the vacancy so that qual'rfied District
employees who hold the title may apply for consideration.
22.2 For tfie purpose of this Article, a vacancy need nof be posted if it is to be filied by a
current employee to avoid a layoff.
22.3 For the purpose of this Article, a vacancy need not be posted if it is to be filled through
reinsfatemenf of a faid-off School District employee covered by this Agreemeni with recaii
rights to the vacancy.
22.4 Administrative transfers in the same titie will occur occasionally prior to or apart from the
posting of vacancies.
•
24
Of �Z
• ARTICLE 23. NON-DISCRIMINATION
23.1 The terms and conditions of this Agreement will be applied to empioyees equalty w�thout
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 MSEA.
232 Employees will pertorm their duties and resQonsibilities in a non-discriminatory manner as
such duties and responsibilities involve other empioyees and the general public.
ARTICLE 24. NO STRIKE, NO LOCKOUT
24.� MSEA, the Association, fts officers or agents, or any of the empfoyees covered by this
Agreement will not engage in, encourage, sanction or support any strike, or the
withholding in whole or in part of the full pertormance of their duties during the life of this
Agreement, except as specificaily allowed by the Public Employment Labor Relations Act.
In the event of a violation of this Article, the Employer wiii warn employees of the
consequences of their action and shall instruct them to immediately return to their normal
duties. Any employee who fails to retum to his/her full duties within twenty-four (24) hours
of such warning may be subject to the penalties provided in the Public Employment Labor
Relations Act.
242 No lockout, or refusai to allow employees to perform availabie work, shall be instituted by
� the Employer and/or its appointing authorities during the life of this Agreement.
ARTICLE 25. BULLETIN BOARDS
25.1 The Employer shail provide reasonable bulletin space for use by the MSEA in posting
notices of MSEA business and activities. Said bulletin board space shall not be used by
the MSEA for political purposes other than MSEA elections. Use of this builetin board is
subject to approval of the department head.
•
25
ARTICLE 26. TERMS OF AGREEMENT �
26.1 Comoiete Aoreement and Waiver of Baraainina. This Agreement shall represent the
compiete Agreement between the MSEA and the Empioyer. The parties acknowiedge
that during the negotiations which resutted in this Agreement each had the unlimited right
and opportunity to make requests and proposats with respect to any subject or matter nof
removed by law from the area of coilective bargaining, and that the complete
understandings and agreements arrived at by the parties after the exercise of that right
and opportuniry are set forth in this Agreement Therefore, the Employer and the MSEA,
for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each
agrees that the other shall not be obligated to bargain collectiveiy with respect to any
subject or matter referred to or covered in this Agreement.
26.2 Savino Clause. This Agreement is subject to the laws of the United States, fhe State of
Minnesota, and the City of Saint Paul. In the event any provision of lhis Agreement shail
hoid to be contrary to law by a court of competent jurisdicGon from whose final judgment
or decree no appeai has been taken within the time provided, such provision shatl be
voided. Aii other provisions shail con6nue in fuil force and effect.
26.3 Term of Aareement. ihis Agreement shall be in full force and effect from July i, 2000
through June 30, 2002, and shali be automatically renewed from year to year thereafter
uniess either party shall notify the other in writing in accordance with PELRA that it
desires to modity or terminate this Agreement.
26.4 This constitutes a tentative Agreement between the parties which wili be recommended
by the Negotiations/Labor Reiations Manager, but is subject to the approval of the Board
of Education of Independent School DistricY No. 625 and is also strbject to ratitication by
the MSEA (Saint Paul Public Schools Class'rfied Confidentiai Employees Association). �
W ITNESSES:
INDEPENDENT SCHOOL DISTRICT MfNNESOTA OOL
N0.625 E AS O
_� �'.ki (
Chair, Bo d��avc�„�, S Fied Director, MS
- ���`� � �� ..� �
� Pr�siden , ai auI ubiic Schools
Ciass'rfied Confidential Empioyees
Association
��lo/d �
Date
�
�
!� �r ����
NegotiaKons/L�aSor Relations Manager
D� .3gZ
�
�
•
APPENDIX A: TITLES AND SALARIES
All titles are Board of Education TiUes and Unique from City of Saint Paul Tities
Years of Service START 1 Year 2 Year 3 Year 4 Year 5 Year 10 Year 15 Year
Step 1 2 3 4 5 6 7 8
Grade 7
Trainee BOE (Clericai)
7-1-00 9.58 1024 10.60 10.97 11.29 '11.63 11.98 12.49
6-30-01 9.77 10.44 10.81 11.18 11.52 '11.98 12.34 12.99
Grade 9
Clerk � BOE
7-�-00 9.98 10.70 11.05 11.46 �1.81 12.16 12.53 13.05
6-30-01 10.18 10.91 1127 11.69 � 2.04 12.53 12.90 13.57
Grade 10
Clerk Typist 1 BOE
Human Resource Assistant 1 BOE
7-1-00 10.21 10.87 1126 11.63 11.97 12.33 12.70 13.23
6-30-01 10.4� 11.09 'I �.49 'I �.86 � 221 12.70 13.69 13.76
Grade 14
Clerk 2 BOE
7-1-00 11.05 11.86 12.31 12.77 13.15 13.54 13.95 14.51
6-30-01 11.27 12.09 12.56 13.02 13.41 13.95 14.37 15.10
Grade 17
Clerk Typist 2 BOE
Human Resource Assistant 2 BOE
7-� -00 11.79 12.69 13.19
630-01 12.02 12.95 13.45
Grade 20
Cferk 3 BOE
7-1-00 12.58 13.71 1429
6-30-01 12.83 13.98 14.57
Grade 22
Clerk Typist 3 BOE
Human Resource Assistant 3 BOE (unclassified)
7-1-00 13.19 14.38 '15.09
6-30-01 13.45 14.67 15.39
Grade 25
Benefits Clerk BOE
7-1-00 14.27 15.56 16.24
630-01 14. 56 15. 87 16.56
'13.77 14.18 14.6� 15.05 15.67
14.04 14.47 15.05 15.50 1629
14.92 15.36 15.83 16.30 16.94
1522 15.67 16.30 16.79 17.61
15.75 16.22
16.07 16.55
16.93 17.44
1727 17.79
16.71 1721 17.87
1721 17.73 18.59
17.96 18.50 1920
18.50 19.06 19.97
27
Years of Service START 1 Year 2 Year 3 Year 4 Year 5 Year 10 Year 15 Year
Step 1 2 3 4 5 6 7 8
Grade 27
Clerk 4 BOE
Substitute Employee Management System (SEMS) Staffing Cterk BOE
Human Resource Assistant 4 BOE
7-1-00 14.67 16.07 16.80 17.61 18.14 18.68 19 24 19.96
6-30-01 14.96 16.39 17.14 17.96 18.50 19.24 19.82 20.76
Grade 29
Benefrts Technician BOE
7-1-00 15.45
6-30-01 15.76
16.93 '17.75 18.55 19.11 19.68 2027 2'1.02
1727 18.10 18.92 19.49 20.27 20.88 21.87
Grade 30
Assistant Secretary to the Board of Education
Secretary BOE
7-1-00 15.91 17.37 1824 19.07 19.64 20.23 20.84 21.61
6-30-01 1623 17.72 18.80 19.45 20.03 20.84 21.46 22.47
Grade 31
Clericai Supervisor BOE
Compensation Technician BOE
Human Resources Training and Orientation Technician BOE
Labor Relations Analyst BOE
Personnef Speciatist 1 BOE
7-1-00 16.33 17.86 18.68 19.57
630-01 16.66 '1822 19.05 19.96
20.16 20.77 21.39 22.18
20.56 21.39 22_03 23.06
Grade 32
Administrative Secretary BOE
BeneFiis Technician 2 BOE
Human Resource Information Systems Technician BOE
Personnel Technician BOE
Secretary to the Board of Education
Tax SheltedBudget Technician BOE
7-1-00 t6.i9 i8.38 'i924 20.54 20.74 21.37 22.01 22.81
630-01 17.13 18.75 19.63 20.54 21.16 22.01 22.67 23.73
Grade 34
Human Resource Application Development Technician BOE
7-1-00 17.75 19,43 20.31 2127 21.91 22.57 2324 24.09
630-01 18.10 � 9.82 20.72 21.70 22.35 2324 23.94 25.05
Grade 36
Lead Compensation Technician BOE
Personnel Specialist 2 BOE
7-1-00 18.74 20.52 21.51 22.55 2322 23.92 24.64 25.52
6-30-01 19.11 20.93 21.94 23.00 23.69 24.64 25.38 26.54
L
�
•
28
D/-�3�Z
•
APPENDIX B
BOARD OF EDUCATION TITLES AND GRADES
CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION
Clesicat and Technical Groups
�
Grades
32
30
25
29
32
31
9
14
20
27
10
17
22
31
34
10
17
22
27
27
32
31
36
32
30
32
27
32
7
Titles
Administrative Secretary BOE
Assistant Secretary to the Board of Education BOE
Benefits Clerk BOE
Benefits Technician BOE
Benefits Technician 2 BOE
Clerical Supervisor BOE
Clerk 1 BOE
Clerk 2 BOE
Clerk 3 BOE
Clerk 4 BOE
Clerk Typist 1 BOE
Clerk Typist 2 BOE
Clerk Typist 3 BOE
Compensation Technician BOE
Human Resource Application Development Technician BOE
Human Resource Assistant 1 BOE
Human Resource Assistant 2 BOE
Human Resource Assistant 3 BOE (unclassified)
Human Resource Assistant 4 BOE
Human Resource Clerk BOE
(title changed to "Human Resource Assistant 4 BOE" effeciive 1-16-01)
Human Resource Information Systems Technician
(combined with Information System Technician effective 10-7-00)
Human Resource Training and Orientation Technician
Lead Compensation Technician BOE
Personnel Technician BOE
Secretary BOE
Secretary to the Board of Education
Substitute Employee Management System (SEMS) Staffing Cierk BOE
Tax Shelter/Budget Technician BOE
Trainee (Clerical) BOE
Professional Group
u
31 Labor Relations Anatyst BOE(Unclassified)
31 Personnel Specialist 1 BOE
36 Personnel Specialist 2 BOE
29
APPENDlX C
STANDARD RANGES, JULY 1, 2000
CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION
Years of Service Start 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
Step 1 2 3 4 5 6 7 8
i �.,oir..�.�o
t
2
3
10
17
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
8.57
8.75
8.92
9.05
927
9.40
9.58
9.79
9.98
1021
10.36
10.60
10.80
11.05
1126
11.52
11.79
12.02
12.31
12.58
12.88
13.19
13.57
13.93
1427
14.67
14.67
15.09
15.45
15.91
16.33
16.79
1724
17.75
1824
78.74
1926
19.82
20.39
20.99
21.55
22.15
�.8i
23.44
24.09
24.81
25.55
26.32
27.11
27.92
9.10
9.31
9.48
9.i7
9.85
10.03
10.24
10.44
10.70
10.57
71.i 1
11.38
17.60
17.86
12.06
12.40
12.69
13.03
73.30
13.71
14.01
t 4.38
14.78
15.17
15.56
16.00
16.07
16.44
i 6.93
17.37
17.86
18.38
18.35
19.43
7 9.95
20.52
21.10
21.71
22.33
22.97
23.65
24.31
24.98
25.72
26.45
2724
28.06
28.90
2s.n
30.66
9.45
9.55
9.79
9.98
1021
10.36
10.60
10.80
11.05
1126
i i.49
11.79
12.02
12.31
12.56
12.88
13.19
] 3.57
13.89
1429
14.62
15.09
15.42
15.86
1624
16.73
16.80
1723
17.75
1824
18.68
1924
19.78
20.31
20.91
27.5'!
22.09
22.73
23.39
24.04
24.73
25.46
26.15
26.98
27.69
25.52
29.37
3026
31.16
32.�0
9.74
9.91
10.14
10.32
10.55
10.72
10.97
1122
11.46
11.63
11.9i
1221
12.49
�z.n
13.07
13.44
13.77
74.13
14.51
14.92
1529
15.75
16.13
16.60
16.93
17.48
17.61
17.98
15.55
19.07
19.57
20.14
20_7?
2127
21.59
�.�
23.14
23.79
24.48
2520
25.91
26.65
27.41
2822
29.04
29.91
30.81
37.73
32.69
33.67
10.03
1021
10.45
10.63
10.86
11.04
1129
11.56
11.81
17.97
12.27
12.58
12.86
13.15
13.46
13.84
14.18
94.55
14.94
15.36
15.75
16.22
16.67
17.10
17.44
18.01
15.14
18.52
t9.11
19.64
20.16
20.74
21.33
21.91
22.54
2322
23.84
24.50
2521
25.96
26.69
27.45
2823
29.07
29_91
30.81
31.73
32.69
33.67
34.68
10.33
10.52
10.76
10.95
11.19
11.38
11.63
11.90
12.16
12.33
72.63
12.96
1325
13.54
13.87
1426
14.61
14.99
15.39
15.83
1623
16.71
17.17
17.61
17.96
18.55
18.68
19.08
19.68
2023
20.77
21.37
27.97
22.57
2322
23.92
24.55
2524
25.97
26.74
27.49
2827
2s.m
29.94
30.81
31.73
32.69
33.67
34.68
35.72
70.64
7 0.83
71.08
riz�
11.53
71.72
11.98
1226
12.53
12.70
73.01
13.34
13.65
13.95
1428
� 4.69
15.05
15.44
75.85
16.30
16.71
1721
17.62
18.14
18.50
19.10
1924
19.65
2027
20.84
21.39
22.01
22.63
2324
23.91
24.64
25.29
25.99
26J5
27.54
28.31
29.12
zs.ss
30.84
31.73
32.69
33.67
34.68
35.72
36.79
11.11
11.30
11.56
i 1.�s
12.02
12.21
12.49
12.78
13.05
1323
i 3.55
13.89
1420
14.51
14.86
1527
15.67
16.06
16.48
16.94
17.36
17.57
15.30
18.83
1920
19.82
19.96
20.43
21.02
21.61
22.18
22.81
23.45,
24.09
24.78
25.52
26.19
26.92
27.70
28.51
29.31
30.14
30.99
31.91
32.83
33.81
34.52
35.86
36.93
38.04
•
C J
•
30
v� -38z
�
�
.
APPENDIX C (continued)
STANDARD RANGES, JUNE 30, 2001
CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION
Years of Service Stari 1 Year 2 Years 3 Years 4 Years 5 Years 10
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
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
8.74
8.92
9.09
923
9.40
9.59
9.77
9.99
10.18
10.41
10.57
10.81
11.02
11.27
11.49
11.75
12.02
1226
12.56
'12.83
13.14
13.45
13.84
1421
14.56
14.96
14.96
15.39
15.76
1623
16.66
17.13
17.59
18.10
18.60
19.11
19.64
20.22
20.80
21.41
27.99
22.60
2327
23.91
24.57
25.31
26.06
26.85
27.65
28.48
929
9.49
9.67
9.36
10.04
1024
10.44
10.65
10.91
11.09
}}.3q
11.61
11.83
12.09
12.30
12.65
12.95
1329
13.56
13.98
1429
14.67
15.07
15.47
15.87
16.32
16.39
16.77
1727
17.72
18.22
18.75
1929
7 9.82
20.35
20.93
21.52
22.15
22.77
23.43
24.12
24.79
25.48
2624
26.97
27.78
28.62
29.48
30.36
3127
9.64
s.n
9.99
10.'I8
10.41
10.57
t0.S1
11.02
1127
11.49
11.72
12.02
1226
12.56
12.81
13.14
13.45
13.84
14.17
14.57
1 A.91
15.39
15.73
16.18
16.56
17.06
17.14
17.57
18.10
18.60
19.05
19.63
20.17
20.72
21.33
21.94
22.53
23.19
23.86
24.52
2523
25.96
26.67
27.52
2824
29.09
29.96
30.86
31.79
32.74
31
9.93
io.i�
10.35
10.52
10.76
10.94
11.18
11.45
11.69
11.86
�2.15
12.46
12.74
13.02
13.33
13.71
14.04
14.41
14.80
15.22
15.60
16.07
16.45
16.93
1727
17.83
17.96
18.34
18.92
19.45
19.96
20.54
21.72
21.70
22.32
23.00
23.61
2426
24.97
25.71
26.43
27.18
27.95
25.79
29.62
30.51
31.43
32.37
33.34
3�1.34
1023
10.42
� o.ss
10.84
11.08
1126
11.52
11.79
12.04
1221
12.51
12.83
13.12
13.41
13.73
14.12
14.47
14.85
15.24
15.67
16.07
16.55
16.94
17.44
17.79
18.37
18.50
18.89
19.49
20.03
20.56
ai.�s
21.75
22.35
22.99
23.69
24.31
24.99
25.72
26.48
2722
28.00
28.79
29.65
30.51
31.43
32.37
33.34
34.34
35.37
10.64
10.&3
i �.oa
1127
11.53
11.72
11.95
1226
12.53
12.70
� 3.01
13.34
13.65
13.95
1428
14.69
15.05
15.44
15.85
16.30
16.71
17.21
17.62
18.14
18.50
19.10
1924
79.65
2027
20.84
2�.39
a2.oi
22.63
2324
23.91
24.64
2529
25.99
26.75
27.54
28.31
29.12
29.95
30.84
31.73
32.69
33.67
34.68
35.72
36.79
10.96
11.16
11.42
11.61
11.87
12.07
12.34
12.63
12.90
13.09
13.40
13.75
14.06
14.37
14.71
15.13
15.50
15.90
16.33
16.79
1721
17.73
18.15
18.68
19.06
19.68
19.82
2024
20.88
21.46
22.03
zz.s�
23.30
23.94
24.63
25.38
26.05
26.77
27.55
28.37
29.16
30.00
30.84
31.77
32.69
33.67
34.68
35.72
36.79
37.89
Years
11.55
11.76
12.02
1223
12.50
12.70
12.99
13.29
13.57
13.76
14.09
14.45
14.77
15.10
15.46
15.88
1629
16.70
17.14
17.61
18.06
18.59
19.03
19.58
19.97
20.61
20.76
21.25
21.87
22.47
23.06
23.73
24.39
25.05
25.77
26.54
2724
28.00
28.87
29.65
30.48
31.35
3223
33.19
34.15
35.'17
3622
37.30
38.41
39.56
MEMORANDUM OFAGREEMENT
BETW EEN
MINNESOTA SCHOOL EMPLOYEES ASSOCIATION
REPRESENTING
CLASSIFIED CONFIDENTAIL EMPLOYEES ASSOCIATION
REGARDING IMPROVEMENT PLAN PROCESS
The Union and District jointly affirm that individual improvement plans are an appropriate method
through which io identrfy job-related areas ot concem and provide an opportunity for employees to
improve pertormance. This process connects an employee's step advancement or salary
increase to the following improvement plan process.
Ste� 1: lNFORMAL PROCESS
The supervisor and employee meet on an informal basis to discuss pertormance concerns. The
supervisor cieariy articulates pertormance expectations and provides the employee time to make
corrections.
Ste° 2:
If the employee is not meeting pertormance expectations after an appropriate periotl of time, the
supervisor notifies the employee in writing of a meeting to discuss the components of an
improvemeni plan. The written not'rfication informs the empioyee that he/she has the righi to Union
representation at this meeting.
�
Step 3: FORMAL PROCESS
The employee and supervisor [and union representative, if empioyee desires] meet to discuss the •
components and timelines of an improvement plan. The plan articulates the areas of concem,
actions the employee and supervisor must take to be on track wfth the plan, and timelines to meet
to discuss progress. "On track" means following the actions and adhering to the timelines
outlined in the improvement plan. The employee may appeai the components or timetines of the
improvement plan to the next level supervisor.
Step 4:
If the employee is on the improvement plan as of June 1 and NOT on track with the components
of the plan, the employee's step or salary increase ('rf not eligible for a step) is withheld. If the
employee is on track, no action is taken. The improvement plan must have been in place since
March 1 in order to lose a step/salary increase. Also, 'rf the supervisor is not on track, a
step/satary increase may not be withhefd.
Step 5:
The supervisor must meet with the empioyee approximately two months, four months, and six
months after the withholding of a step/salary increase. The purpose of these meetings is to
assess whether the employee and the supervisor are on track, to provide assistance and
resources, and to answer any questions/concems the employee may have. If the empioyee is on
track or the supervisor is not on track, the employee's step/salary increase will be reinstated
retroactive to July 1.
Ste° 6;
At the six-month meeting, one of the following will occur:
1) The employee will be on track or the supervisor will not be on track, and the employee
will be taken off the improvement plan, and hislher step/salary increase restored
retroactive to July 1;
2) The employee and supervisor will agree to extend the improvement plan for an agreed
upon length of time; �
3) The employee will not be on track, and the employer may take disciplinary action rf
performance is deficient.
32
O1-382
�
�
•
MEMOR,4NDUM OF AGREEMEM
REGARDING IMPROVEMENT PLAN PROCESS
(Continued)
Aithough piacement on an improvement plan is not grievable, an employee may grieve a
discipiinary action. If Number 3 oCCUrs and the empbyee's step/salary increase is not restored,
the employee may grieve the lass of step/salary increase at this time.
Memorandum shali remain in effect for the duration of the 2000-2002 Labor Agreement.
INDEPENDENT SCHOOL DISTRICT NO.
625
f- U�. � ---�,
Chair, Bo r f Educ;atfiu�J
, ,
���`� Negotiatio /Labor Relations Manager
NegotiationslLa Relations
Assistant Mana er
/ �/l �� �
Date
MINNESOTA SCHOOL
S A IAT N
Fie! Director, MSEA
�v
Pr identfa int aul Publ c Schoois
lass'rfied�onfidential Employees
Association
/ f/�/ /
Date
33
INDEX
A
Adoption Leave ............................................7
B
Bereavement Leave ....................................7
Breaks..........-• .........................................2, 3
C
Call -!n Pay ...................................................3
Court Duty Leave .........................................8
D
Disciptine ...................................................21
E
Educational Leave .......................................8
Employee Records ....................................18
F
Fair Share Fee .............................................1
Family Medical Leave ................................10
Flexibie Spending Account ........................12
G
Grievance Procedure .................................22
H
Holidays....................................................... 5
/
tmprovement Plan Process .......................32
Insurance Benefits .....................................11
L
Leaves Of Absence .....................................7
Legal Services ...........................................17
Life Insurance ............................................ i2
Lunch Breaks ...............................................2
M
Mileage ...................................................... 24
Military Leave .........................................8, 10
N
Non-Discrimination ....................................25
O
Overtime ......................................................2
P
Parental Leave .............................................9
Probation....................••_•••••....._...•••...........17
R
Retirement Health Insurance .....................13
S
Salary Rates ........................................27, 28
Salary Step Progression ..............................4
School Activities Leave ..............................10
Seniority .....................................................19
Severance Pay ...........................................16
Sick Child Care Leave .................................7
Sick Leave ...................................................7
Sick Leave Conversion ................................6
T
Temporary Empioyees ...............................23
Titles And Grades ......................................29
U
Union Dues ..................................................1
Union Official Leave ...................................10
V
Vacancies ..................................................24
Vacation.......................................................6
W
W ages ..........._._......_ ...............••-•-•�............4
WorkWeek ..................................................2
W o r kd ay ...................................................... . 2
Working Out Of Class'rfication ...................18
u
�
i
�
Council File # p�-38'�
Green Sheet # 106834
RESOLUTION
CITY OF SAINT PAUL, MINNESOTA $
Presented
Referred To
Committee Date
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
2 July 1, 2000 through June 30, 2002 Employment Agreement between the Independent School District No.
625, Saint Paul Schools, and Minnesota School Employees Association, Representing Classified
4 Confidential Employees Association.
Requested by Department of:
Office of Labor Relarions
By: � ��
Form Ap oved b ty Attorney
By: ��\� `1���io�
Approved by Mayor for Submission to Council
Adoption Certified by Council Secretary By:
BY: l� '1. �
Approved by Mayor: Date ' �
By: ��
Adopted by Council: Date A� `� �S ZO p�
DEPARTMENT/OFFICE/COl7I�CIL: DATE IN[TIATED GREEN SHEET No.: 106834
LABOR RELATIONS April 9, 2001 O� �'.� 8'a-
CONTACf PERSON & PHONE: � INI7�fALJBATE IIVTTfAL/DATE
JiJLIE KRAUS 266-6513 °�(�
ASSIGN 1 DEPARI'Iv1ENT DIR. 4 CITYCOUNCIL
]VIIMBER 2 CITY ATl'ORNEY CITY CLERK
MU57' BE ON COUNCII. AGENDA BY (DATE) FOR HUDGET DIR. FIN. & MGT. SERVICE DIR.
ROUTING 3 MAYOR (OR ASST.)
ORDER
TOTAL # OF SIGtiA1L'RE PAGES 1 (CLIP ALL LOCATTONS FOR SIGNATURE)
acnox xeQUESren: This resolution approves the attached July 1, 2000 through June 30, 2002 Employment
Agreement beriveen Independent School District No. 625, Saint Paul Schools, and Mianesota School Employees
Association Representing Class�ed Confidential Employees Association.
RECOM[v�NDATIONS: Approve (A) or Reject (R) PERSONAL SERVICE WNTRACTS MUST AIVSWER THE FOLLOWING
QUESTIONS:
_PLANMNG WMMISSION _CI VIL SERVICE COMMISSION 1. Has this person/fim� ever worked under a contract for this department?
_CIB COMMITTEE Yes Na /
STAFF 2. Haz this person/firtn ever been a city employee?
DISIRIC'I COURT Yes No
SUPPORTS WHICH COLiNCIL OBIECTI VE? 3. Does this penon/firtn possess a skill not normally possessed by any curtent ciry employee?
Yes No
Explain alI yes anmers ou separate sheet and attac6 to green sheet
IrITIATING PROBLEM, ISStiE, OPPOR7'ONITY (Who, What, Whev, Wherq Why):
r ,�;� nr.e;y�n�
ADVANTAGES IF APPROVED. ge��q.�g y �sav�"z,�,-; <<° �;°"
This resolution pertains to Board of Education empioyees only. n ''
(�� F� � ���
6p� i
� DISADVANTAGESIFAPPROVED.
DISADVANTAGES IF NOT APPROVED:
TOTAL AMOUNT OF'I'RANSACTION: COST/REVEN[JE BUDGETED:
FUNDING SOURCE: ACfIV1TY NUMBER:
� FINANCIAL INFORMATION: (EXPLAIN) '
., a .,
INDEPENDENT SCHOOL DISTRICT NO. 625 O�-'3$2�-
BOARD OF EDUCATION
ST. PAUL PUBLIC SCHOOLS
DATE: January 16, 2001
TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Paul Public Schools, and Minnesota School Employees
Association, Representing Classified Confidential Employees Association
A. PERTINENT FACTS:
1) New Agreement is for a hvo-year period from July 1, 2000 ihrough June 30, 2002.
2) Contract changes are as follows:
Waaes: Effective July 1, 2000, increase the schedule by 3%. Effective June 30, 2001, the
average wage schedule increase will be 3.4%.
Step Proqression/Wage Increase: increased accountability provisions whereby eligibility for
step advancement and salary increases is changed so that steps/increases are no longer
automatic. if an employee is on an improvement plan and does not stay on track with the
requirements of the plan, the employee's step increase may be withheld. If an employee is on
the five-year, ten-year, or top step of the salary schedule, not eligible for a step, and not on
track with an improvement plan, the employee's salary may be frozen.
Insurance: The eligibility waiting period for new employees to receive benefits is reduced from
three months to one month consistent with other district contracts. Effective January 2001,
the district contribution for single coverage is increased to $235; family coverage is increased
to $430; effective January 2002, the district contribution for single coverage is increased to
$260, family coverage is increased to $470. Effective January 1, 2001, the district will
contribute up to $12 per month for long-term disability coverage. Effective January 1, 2002,
the district will contribute up to $30 per month for single dental insurance.
Holidavs: Employees who are active on the payroll the day of a holiday will be eligible for
holiday pay. This change was made to simplify payroll processing.
Adoption Leave: Employees may use up to 15 days of sick leave for the adoption or care of a
newly adopted child. One day of sick leave may be used to bereave the death of a niece of
nephew.
Severance Pav: To ensure the district has timely information to plan staffing, employees who
notify the District three months in advance of retiring are eligible to receive $70 for each day of
accrued sick leave, up to $15,000. If notification is less than three months, eligible employees
will receive $60 per day up to $15,000.
Vacation: Increased vacation accrual based upon years of service.
3) The District currently has thirty-seven (37) regular employees in this bargaining unit.
4) This contract supports the District's goal of preparing all students for life.
C�-3F�
Employment Agreement
Confidential Employees
January 16, 200i
Page Two
5) This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager;
Wayne Arndt, Negotiations/Labor Relations Manager; Richard Kreyer, Executive Director of
Human Resources and Labor Relations; and Lois Rockney, Interim Chief Operating Officer.
B. RECOMMENDATION:
That the Board of Education of Independent School District No. 625 approve and adopt the
Agreement concerning the terms and conditions of employment of those classified confidential
employees in this school district for whom the Minnesota School Employees Association is the
exclusive representative; duration of said Agreement is for the period of July 1, 2000 through
June 30, 2002.
o� - �Y�—
�
�
2000 - 2002
AGREEMENT
BETWEEN
SAINT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
AND
�
MINNESOTA SCHOOL EMPLOYEES ASSOCIATION
Representing
Classified Confidential
Employees Association
July 1, 2000 through June 30, 2002
� Saint Paul Public Schools
L/ F F L O M 6 L E 4 A N/ N 6
i
�
�' Saint Paul Public Schools
L 1£ E L 0■ 6 L F I R/!■ 6
SAINT PAUL PUBLIC SCHOOLS
independent Schooi District No. 625
Board of Education
Becky Montgomery
Anne Carroll
Tom Conlon
Gilbert de la O
AI Oertwig
MaryThomton Phillips
Neai Thao
Chair
Director
Director
Director
Director
Director
Director
Administration
Superintendent of Schools
Interim Chief Operating Officer
Chief Academic Officer
Chief Accountability`Officer
Executive Assistant
Area Superintendents
Patricia A. Harvey
Lois Rockney
Kate Foate Trewick
Margo Baines
Tanya Martin Pekel
Luz Maria Serrarto, Area A
Louis Kanavati, Area B
Joann Knuth, Area C
Mary K. Boyd, Area D
Terilyn Tumer, Area E
�
�
�
v! 382
�
�
•
ARTICLE TITLE
Article 1.
Articie 2.
Article 3.
Article 4.
Article 5.
Article 6.
Article 7.
Article 8.
Article 9.
Article 10.
Article 11.
Article 12.
Article 13.
Article 14.
Article 15.
Article 16.
Article 17.
Article 18.
Articie 19.
Article 20.
Article 21.
Article 22.
Article 23.
Article 24.
Article 25.
Articie 26.
TABLE OF CONTENTS
PAGE
Preamble.................................................................................................................. iv
Recognition ............................................................................� �---�--....---.....--�--...--� �---.
Check ...................................................................................................................1
Maintenance of Standards---� .....................................................................................
ManagementRights ..................................................................................................2
Hoursof Work ...........................................................................................................2
WorkBreaks ..............................................................................................................3
Wages .......................................................................................................................4
Holidays..................................................................................................................... 5
vacatioa..................................................................•----° °--.....----°°°-.._..................... 6
Leavesof Absence ....................................................................................................7
InsuranceBenefits ................................................:..................................................11
Severance ........................................................................................................16
LegalServices .........................................................................................................17
Probation.................................................................................................................17
Working Out of Classification ..................................................................................18
Temporary Employees ............................................................................................18
Employee Records ..................................................................................................18
Seniority ..................................•--..............................................................................19
Discipline .................................................................................................................21
Grievance Procedure ...............................................................................................22
Mileage .................................................................................................................... 24
Vacancies................................................................................................................24
Non-Discrimination ..................................................................................................25
NoStrike, No Lockout ....................................................•--.......................................25
BulletinBoards .........................................................................................................25
Termsof Agreement ................................................................................................26
Appendix A: Titles and Bi-W eekfy Saiary Rates ...................................................27
Appendix B: Titles and Grades .............................................................................29
Appendix C: Standard Ranges ..............................................................................30
Memorandum of Agreement regarding improvement Plan Process .......................32
In d ex ........................................................................................................................ 34
�
PREAMBLE
This Agreement entered into by independent School District No. 625, hereinafter referred to
as the Empioyer, and the Minnesota School Employees Association, hereinafter referred to as
MSEA, representing the Saint Pau! Public Schools Classified ContidenYia! Employees Association,
hereinafter referred to as the Association, has as its purpose the promotion of harmonious relafions
beriveen the Employer and the MSEA, the establishment of an equitable and peacefui procedure for
the resolution of differences, and the establishment of rates of pay, hours of work, and other
conditions of employment.
�
�
•
iv
D` 3 g�
• ARTICLE 1. RECOGNITION
1.1 The Employer recognizes the MSEA as the sole and exciusive bargaining agent for the
purpose of esiablishing salaries, wages, hours, and other condftions ofi empioyment for aii
of its employees as outlined in the certification by the State of Minnesota Bureau of
Mediation Services, dated January 27, 1993, in Case No. 93-PTR-1061, and set forth in
Section 12 below.
12 The bargaining unit covered by this Agreement shall consist of the following:
All ciassified confidential employees of Independent School District No. 625, Saint
Paul, Minnesota, who are empioyed by Independent School District No. 625, Saint
Paul, Minnesota, and who are public empioyees within the meaning of Minnesota
Statute § 179A.03, Subd. 14.
Any titles designated as Civil Service unclassified are not covered by the provisions of
Civil Service Rules or any related rules covering employment in classrfied service
positions. The terms and conditions of empioyment for any titles designated as Civil
Service unclassified are defined within this labor agreement, notwithstanding Article 3:
Maintenance of Standards, which does not appiy to titles so designated.
1.3 Any present or future employee who is not an Association member shall be required to
contribute a fair share fee for services rendered by the MSEA and, upon notification by
the MSEA, the Employer shall check off said fee from the earnings of the employee and
transmit the same to the MSEA. fn no instance shaVl the required contribution exceed a
pro rata share of the specific expenses incurred for services rendered by the
representative in relationship to negotiations and administration of grievance procedures.
� This provision shail remain operative only so long as specificaily provided by Minnesota
law, and as otherwise legal.
1.4 The MSEA 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 resu�t of
any action taken or not taken by the Empioyer under the provisions of this Article, Section
1.3.
ARTICLE 2. CHECK OFF
2.1 The Empioyer agrees to deduct the MSEA membership initiation fee assessments and
once each month dues from the pay of those employees who individually request in
writing that such deductions be made. The amounts to be deducted shall be certified to
the Employer 6y a representative of the MSEA 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.
22 The MSEA 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 Empioyer under the provisions of this Article.
•
ARTICLE 3. MAINTENANCE OF STANDARDS
3.1 Tha parties agree that ali condifions ot employment relating to wages, hours ot work,
overtime differentials, vacations, and ali other generai working conditions shall be
maintained at not less than the highest minimum standard set forth in the Civil Service
Rules of the City of Saint Paul and the Saint Paul Salary Pian and Rates of Compensation
at the time of the signing of this Agreement, and the conditions of employment shall be
improved wherever specific provisions for improvement are made elsewhere in this
Agreement.
ARTICLE 4. MANAGEMENT RIGHTS
4.1 MSEA and the Association recognizes the right of the Employer to operate and manage
its affairs in all respects in accordance with appiicable laws and regulations of appropriate
authorities. Ali rights and authority which the Employer has not officially abridged,
delegated or modified by this Agreement are retained by the Employer.
42 A public employer is not required to meet and negotiate on matters of inherent manageriai
policy, which include, but are not limited to, such areas oi discretion or poticy as the
functions and programs of the Employer, fts overall budget, utilization of technology, and
organizational structure and selection and direction and number of personnel.
ARTICLE 5. HOURS OF WORK
5.1 The normai woricday shail be eight and one-half (8.5) hours in duration, eight (8) of which
are paid. Each normal workday shali include two (2) paid fifteen (15)-minute rest breaks.
In addition, a forty-five (45)-minute, duty-free lunch shall be provided. Fifteen (15)
minutes of the duty-free Iunch is paid and the remaining thirty (30) minutes is unpaid.
The foliowing is an example of a normal workday schedule; however. individuai schedules
mav varv:
Work day begins at:
Morning Rest Break:
Lunch Break:
Aftemoon Rest Break:
W ork day ends at:
52
5.3
5.4
8:00 a.m.
10:00-10:15a.m.
Noon-i2:45 p.m. (15 paid minutesj
3:00-3:15p.m.
4:30 p.m.
The normal work week shall be forty (40) hours in any seven (7)-day period.
This Section shall not be construed as, and is not a guarantee of, any hours of work per
normal workday or per normal work week.
Overtime is to be paid at the rate of one and one-haif (1-1/2) times the employee's normal
hourly rate for all hours worked in excess of eight (8) hours per day and forty (40) hours
per week.
•
C_ �
•
o!- 3�
� ARTICLE 5. HOURS OF WORK (continued)
5.5 The overtime compensation due the employee shail be paid at the rate herein cited, or by
granting compensatory time on a time and one-haif basis by mutual agreement between
the District and the employee.
5.6 Employees in this bargaining unit working under a tftie listed under the heading "Cierical
and Technical Group" in Appendix B shall be recompensed for work done in excess of the
normal hours estabiished above in this Articie by being granted compensatory time on a
time and one-half basis or by being paid on a time and one-half basis for such overtime
work. The overtime rate of one and one-half shall be computed on the basis of U80th of
the biweekly rate.
5.7 Employees working in a title listed under the heading "Professional Group" in Appendix B
who work more than seven and three-fourths (7-3/4) hours in any twenty-four hour
period or more than thirty-eight and three-fourths (38-3/4) hours in any seven (7)-day
period shall not receive pay for such additionai work except as in 5.8 below.
5.8 It is understood by the parties that C+vi4 Service Rule, Section 28.H - Overtime of
Resoiution No. 3250 shali not apply to employees in the bargaining unit working under a
title listed under the heading °Professional Group" in Appendix B. In unusual
circumstances, a department head may grant these employees who work more than
seven and three-fourths (7-3/4) hours in any twenty-four (24)-hour period or more than
thirty-eight and three-fourths (38-3/4) hours in any particular seven (7)-day period
compensatory time or pay on a straight-time basis for the extra hours worked.
5.9 Normal work schedules showing the employee's shift, workdays, and hours shali be
� posted on all department bulletin boards at all times. It is aiso understood that deviation
from posted work schedules shall be permissible due to emergencies, acts of God, and
overtime may be required.
5.10 Cail-in Pav. When an employee is cat4ed to work, he/she shatl receive two (2) hours of
pay if not put to work. If the employee is called to work and commences work, he/she
shall be guaranteed four (4) hours of pay. These provisions, however, shali not be
effective when work is unable to proceed because of adverse weather conditions; nor
shall these provisions apply to temporary employees nor to any person whose regularly-
scheduled workday is less than four (4) hours.
ARTICLE 6. WORK BREAKS
6.1 Rest Periods. A!1 emptoyees' work schedules shall provide for a fifteen-minute rest period
during each one-half shift. The rest period shall be scheduled by management at
approximateiy the middle of each one-half shift whenever it is feasible.
6.2 If an employee is scheduled to work a full half-shift beyond the regular quitting time, the
employee shali be entitled to the rest period that occurs during said half-shift.
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ARTICLE 7. WAGES �
7.1 The wage schedule, for purposes of this contract, shall be Appendices A, B and C
attached hereto. Both parties agree that the inclusion of the classifications and salary
ranges in Appendix A does not preciude the employer from the foilowing:
1. Reorganizing;
2. Abolishing ciassrfications;
3. Establishing new class'rfications;
4. Regrading classifications;
5. Reclassifying positions.
72 Both parties also agree that titles and grades in Appendix A refer to employees in the
positions at the date of signing of the Agreement. No employee in this bargaining unit
shali suffer any reduction in salary because of a regrading or reclassification during the
contract period in which such regrading or rectassrfication takes place.
7.3 Initial Steo Piacement. When an employee is regularly appointed into a title covered by
this Agreement or moved from one title covered by this Agreement to an appoiniment in a
different title under this Agreement, shall be govemed by Civil Service Rules. Step 1 shail
be the normal entry rate for the positions in this bargaining unft, except as otherwise
provided in existing rules.
7.4 Salarv Step/Increase Elioibilitv. Employees must meet the following conditions in order to
be eligible for a salary step or, 'rf on the top step, a salary increase:
7.4.1 Employees must have received an overall rating of "Satisfactory" on their most
recent performance evaluation to receive any salary step advancement or, if an �
employee is on an improvement plan, the employee must be on track with the
components of the improvement plan.
7.4.1.1 if an employee who is on an improvement plan, is not on track with the
requirements of the plan, and is on the top step of the salary schedule,
ihe employee's salary rate wiil be frozen.
7.4.1.2 Empioyees who are on an improvement plan and not on track and
who lose a sfep or have their salary rafe frozen will have their step/rate
increase reinstated 'rf they get on track within twelve months following
their step/rate freeze.
7.5 Salarv Steo Progression. At the beginning of the first full pay period in July, fuil-time
employees will progress one step up to Step 6(five-year step) provided they were paid a
minimum of 1,040 hours on the payroli in the previous year (minimum hours requirement
is prorated for part-time empioyees).
7.5.1 When an employee completes ten (10) calendar years of service in the District,
that employee may be granted an increase of one (1) additional salary step on
the first pay period in July, not to exceed Step 7.
7.52 When an empioyee compfefes fifteen (15} catendar years of service in the
District, that employee may be granted an increase of one (1) additional salary
step on and the first pay period in July, not to exceed Step 8.
•
�l-3d2
• ARTICLE 8. HOLIDAYS
8.1
�
8.3
Holidavs Recoanized and Observed. The following days shall be recognized and
observed as paid holidays:
New Yea�'s Day
Martin Luther King Jr. Day
Presidents' Day
Memorial Day
lndependence Day
Labor Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Eiigible employees shali receive pay for each of the holidays listed above, on which they
pertorm no work. Whenever any of the hoiidays listed above shall fall on Saturday, the
preceding Friday shall be observed as the holiday. Whenever any of the holidays listed
above shall fall on Sunday, the succeeding Monday shaii be observed as the holiday. For
those employees assigned to a work week other than Monday through Friday, the holiday
shall be observed on the calendar date of the holiday.
Elioibility Reauirements. To be eligible for holiday pay, employees must have been active
on the payroll the day of the holiday.
Notwithstanding Subd. 82, a temporary employee shall be eligibie for holiday pay only
after such employee has been employed as a temporary employee for si�cty-seven (67)
consecutive workdays.
8.4 If Martin Luther King Jr. Day or Presidents' Day, falis on a day when school is in session,
the empfoyee shall work that day at straight ti�ne and another day shal! be designated as
� the holiday. This designated holiday shall be a day on which school is not in session and
shall be determined by agreement between the employee and the supervisor.
•
ARTICLE 9. VACATION
9.1 Each fuli-time regulariy appointed employee working under a title covered by this
Agreement shall accumulate vacation credfts at the rates shown below for each fuii hour
on the payroll, excluding overtime:
:�%]
Years of Service
1 st year through 4th year
5th year through 9th year
10th yearthrough 15th year
16th through 23rd year
24th year and thereafter
A�nual Hours of
Vacation Earned
Per Hour on
Pavroll
.0576
.0769
.0807
.0961
.1115
Annual
Nours
Earned
120
160
168
200
232
Days
Eamed
15
20
21
25
29
Calculations are based on a 2,080 hour work year and shall be rounded off to the nearest
hour.
Years of service means the number of years since the employee's date of employment.
An employee may carry over into the next calendar year up to one hundred sixty (160)
hours of vacation.
92.1 An employee who has more than one hundred sixty (160) hours of accrued
vacation remaining at the end of the last full pay period in October shall efther:
92.2
(a)
(b)
(c)
be required to use the hours of vacation in excess of one hundred sixty
(160) hours prior to the end of the calendar year; or
be compensated for hours in excess of one hundred sixty (160) hours at
end of year; or
be provided an exception for additional carryover of vacation by means of
approval of his/her department head.
Choice of option a, b, or c is at the discretion of the Employer.
For the purpose of this Article, the °vacation yea�' shall be the calendar year
(January 1 through December 31).
9.3 Upon separation from service, rf the employee has provided ten (10) calendar days notice
to the employer, any unused, accrued vacation shali be paid at the employee's current
rate of pay. If an employee has been granted more vacation than the employee has
eamed up to the time of separation from senrice, the employee shall reimburse the
District for such uneamed vacation at the employee's current rate of pay. If an employee
is separated from service by reason of discharge, retirement or death, the employee shall
be paid for any unused, accrued vacation eamed up to the time of such separation.
9.4 Sick Leave Conversion. Sick leave accumulated in excess of 1,440 hours may be
converted to paid vacation time at a ratio of two (2) hours of sick leave time for one (1)
hour of vacation time, to a maximum of five (5) regulariy-assigned workdays (not to
exceed a total of forty [40] hours) in any year.
There shali be no conversion of unused sick leave in any amount at any time to any cash
payment other than the above-described conversion to vacation time or severance pay in
Article 12.
•
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C�3
o6-3�Z
• ARTICLE 10. LEAVES OF ABSENCE
10.1 Sick Leave. Sick leave shall accumuiate at the rate of .0576 of a working hour for each
full hour on the payroil, 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-
half hour past his/her regular scheduied starting time. The granting of sick leave shall be
subject to the tertns and provisions of this Agreement. Any employee who has
accumulated sick leave as provided above shall be granted leave with pay, for such
period of time as the head of the department deems necessary for the following specitied
ailowabie uses:
10.1.1 Personai Illness: Employees may use accumulated sick leave for hours off due
to personal illness. The empioyee may be required to fumish a medical
cert'rficate from a qual'rfied physician as evidence of iilness or physical disability in
order to qualify for paid sick leave as per District practice. Accumulated sick
leave may also be granted for such time as is actually necessary for office visits
to a doctor, dentist, optometrist, etc.
10.1.2 Familv Illness: Employees may use accumulated sick leave for hours off due to
sudden sickness or disability of a parent or a member of his/her household or to
make arrangements for the care of such sick or disabled persons up to a
maximum of eight hours sick leave per incident. Up to forty (40) hours of
accumulated sick leave may be used in a work year to allow the employee to care
for and attend to the serious or critical iftness of hismer spouse or parent. Tfiese
hours when used are deducted from sick leave.
10.1.3 Sick Child Care Leave Sick leave to care for a sick child shall be granted on the
same terms as the employee is able to use sick leave for the employee's own
� iliness. This leave shall only be granted pursuant to Minn. Stat. §181.12413 and
shali remain available as provided in Statute.
10.1.4 Bereavement Leave. A leave of absence with pay, not to exceed five (5) days,
shall be granted because of the death of an employee's spouse or chiid.
10.1.4.1 Up to three (3) days shall be granted because of death of other
members of the employee's immediate family. Other members of the
immediate family shall mean father, mother, sister, brother,
grandparent, grandchild, parent-in-law, son-in-law or daughter-in-law.
10.1.42 Leave of absence for one (1) day shail be granted because of death of
other close relatives. Other close relatives shail mean uncle, aunt,
nephew, niece, brother-in-law, and sister-in-law.
10.1.4.3 A"day' for this purpose shall be equivalent to the regulariy assigned
workday of the employee, and such leave shall be deducted from
accumulated sick leave.
10.1.4.4 If an employee is required to travel beyond a two hundred (200)-mile
radius of Saint Paul for purposes related to eligible bereavement
leave, one (1) additional day of sick leave may be used.
10.1.5 Adootion Leave. Up to fifteen (15) days of accumulated sick leave may be used
in a contract year to attend to adoption procedures or care for a newiy adopted
chiVd. Use of these f'riteen (15) days does not need to occur consecutivety.
\ J
ARTiCLE 10. LEAVES OF ABSENCE (continued) •
102 Court Dutv Leave. Any employee who is required during hislher regular working hours to
appear in court as a juror or witness except as a witness in his/her own behalf against the
Employer, shali be paid regular pay while so engaged, provided, however, that any fees
that the employee may receive from the court for such service shall be paid to the
Employer and be deposited with the Employer Business Office. Any employee who is
scheduled to work a shift other than the normal daytime shift shali be rescheduled to work
the normal daytime shift during such time as the employee is required to appear in court
as a juror or witness.
10.3 Militarv Leave With Pav. Any empioyee who shall be a member of the National Guard,
the Navai Militia or any other component of the militia of the state, now or hereafter
organized or constituied under state or federal law, or who shall be a member of the
Officers Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine
Corps Reserve or any other reserve component of the military or naval force of the United
States, now or hereafter organized or constituted under federal law, shall be entitled to
leave of absence from employment without Ioss of pay, seniority status, efficiency rating,
vacation, sick leave or other benefits for ali the time when such employee is engaged with
such organization or component in training or active service ordered or authorized by
proper authority pursuant to faw, whether for state or federal purposes, provided that such
leave shaii not exceed a totai of fifteen (15) days in any calendar year and further
provided that such leave shall be allowed only in, case the required military or naval
service is satisfactoriiy pertormed, which shall be presumed unless the contrary is
established. Such leave shall not be allowed uniess the employee 1) returns to his/her
position immediately upon being relieved from such military or naval service and not later
than the expiration of time herein limited for such leave; or 2) is prevented from so
returning by physical or mentai disability or other cause not due to such employee's own
fault; or 3) is required by proper authoriry to continue in such military or naval service �
beyond the time herein limited for such leave.
10.4 Education Leave. Leave with pay may be granted for educational purposes at the option
of the Employer.
10.5 Leaves of absence may be requested and are subject to approval of the Director of
Human Resources. A list of typical leaves is provided below. This list does not cover all
possible reasons.
• Physical or mental incapacity of the employee to pertorm their work efficiently, where
the granting of a ieave will permit the employee to receive treatment enabling them to
retum-to Schoof Districtservice; _
• Election or appointment of a full-time, paid position in an organization or union whose
members consist largely or exclusively of employees of the School District.
• Education or training reiating to the employee's regular duties or to prepare the
empioyee for advancement;
• Election of the employee to a School District or City of St. Paul position;
• Appointment of the employee to an unclass'rfied School District or City of St. Paul
position;
• Disability or injury received in the performance of duty not due to the negligence of the
empioyee for the period of the employee is receiving compensation payments from
the School District for temporary partial disability or temporary total disability;
• Parental leave upon the request of the employee.
•
!Jd-3 $�
•
ARTICLE 10. LEAVES OF ABSENCE (continued)
10.5.� For a leave of six (6) months or longer, the employee must provide written
notification to the Director of Human Resources, indicating his/her spec'rfic
intent to conciude the leave and be available to retum to active service as of the
termination date spec'rfied in the leave. This wr'itten nofrfication must be
received by the Director of Human Resources no later than two (2) months prior
to the originaily-scheduled date of the leave termination.
10.52
10.5.3
Employees retuming from leave wiii be placed in the next available vacancy in
their job title.
Employees who retum to service under the provisions of this Section wiil retain
their former seniority.
10.6 Parental Leave
10.6.1 Parentai leave is a leave without pay or benefits which shall be granted upon
request subject to the provisions of this Section. It may be granted for reasons
of adoption or pregnancy and/or the need to provide parental care for a child or
children of the employee for an extended period of time immediately following
adoption or the conclusion of pregnancy; such period of leave shall be no
longer than one calendar year in length. Leave up to six (6) calendar months
shall be granted upon request. Leave for more than six (6) calendar months is
at the discretion of the Employer.
u
10.62 In the case of pregnancy, an employee who wishes to use a period of (paid)
earned sick leave at the time of pregnancy and delivery-related disability, may
request unpaid parental leave for a period following the use of earned sick
leave; however, sick leave time shail not be granted within (during the course
of) a period of unpaid parental leave. The employee requesting such
sequential leave shall submit an application in writing to the Director of Human
Resources of Independent School District No. 625 not later than twelve (12)
weeks in advance of the anticipated date of delivery. The employee will be
required to submit, at the time of use, appropriate medicai verification for the
sick leave time claimed.
10.6.3 In the case of adoption, the empioyee shali submit a written application to the
Director of Human Resources, of fndependent Schoot District fVo. 625 including
the anticipated date of placement of the child, at least tweive (12) weeks in
advance of the anticipated date of placement, or eariier if possible.
Documentation will be required.
10.6.4 When an employee is returning from parental leave extending over a period of
six (6) calendar months or less, the employee shall be placed, at the beginning
of the first pay period foilowing the scheduled date of retum, in the same
position held prior to the leave or, if necessary, in an equivalent position.
10.6.5 When an employee has requested and been granted leave for a period longer
than six (6) calendar months, but no more than tweive (12) calendar months,
the employee will be placed in an equivalent position after the scheduled date
of return as soon as an equivalent vacancy becomes available. For purposes
of this provision, an equivalent vacancy is a position in the same titie which
exists, has no incumbent, which is to be fil{ed, and for which no other person
has rights.
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ARTICLE 10. LEAVES OF ABSENCE (continued) •
10.7 Familv Medicai Leave. Effective February 1, 1994, leaves of absence shali be granted as
required under the federai law known as the Family and Medical Leave Act (FMLA) so
long as it remains in force. The Human Resource Departrnent provides procedures which
coordinate contractuai provisions with FMLA.
10.8 School Activtties Leave Without Pav. An empioyee may request and be granted up to
sixteen (16) hours of unpaid leave per calendar year for school acti�rities of his/her own
child, pursuant to Minnesota Statute § 181.9412 rules, so long as the Statute so provides.
10.9 Militarv Leave Without Pav. Any employee who engages in active service in time of war
or other emergency declared by proper authority of any of the military or naval forces of
the state or of the United States for which leave is not otherwise allowed by law shall be
entitled to leave of absence from employment without pay during such service with right of
reinstatement and subject to such conditions as are imposed by law. Such leaves of
absence as are granted under Articie 10.3 shall conform to Minnesota Statutes, Section
192, as amended from time to time and shall confer no additional benefits other than
those granted by said statute.
10. � 0 Union Official Leave. An employee elected or appointed to a full-time paid position by the
exclusive representative may be granted a leave of absence without pay for not more
than one (1) year for the purpose of conducting the duties of the exclusive representative.
�
•
10
D!
� ARTiCLE 11. iNSURANCE BENEFITS
SECTION 1. ACTIVE EMPLOYEE HEALTH INSURANCE
�.1 The Employer will continue for the period of this Agreement to provide for active
employees such health and I'rfe insurance benefits as are provided by Employer at the
time of execution of this Agreement.
1.2 Eliaibilitv Waitinq Period. One (1) fuii month of continuous regularly appointed
service in independent School District No. 625 wiii be required before an eligibie
employee can receive the District contribution to premium cost for health and life
insurance provided herein.
1.3 Fuii-Time Status. For the purpose of this Article, full-time employment is defined as
appearing on the payroli at ieast 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 Articie, haif-time employment is defined
as appearing on the payroll at least twenty (20) hours but less than thirty-two (32) hours
per week or at least forty (40) hours but less than siuty-four (64) hours per pay period,
excluding overtime hours.
1.5 Emqlover Contribution Amount--Full-Time Emolovees. Effective July 1, 2000 for each
eligible employee covered by this Agreement who is empioyed full time and who selects
employee insurance coverage, the Employer agrees to contribute the cost of such
coverage or $220 per month, whichever is less. For each eligibie full-time employee who
selects family coverage, the Employer will contribute the cost of such family coverage or
� $395 per month, whichever is less.
1.5.1 Effective January 1, 2001, for each eiigibie employee covered by this
Agreement who is employed fuli time and who selects employee insurance
coverage, the Employer agrees to contribute the cost of such coverage or $235
per month, whichever is less. For each eligible fuli-time employee who selects
family coverage, the Employer will contribute the cost of such family coverage
or $430 per month, whichever is less.
1.5.2 Effective January 1, 2002, for each eligible employee covered by this
Agreement who is employed full time and who selects employee insurance
coverage, the Employer agrees to contribute the cost of such coverage or $260
per month, whichever is less. For each eligible fuli-time employee who selects
family coverage, the Employer will contribute the cost of such family coverage
or $470 per month, whichever is less.
1.6 Emqlover Contribution Amount: Married Couoles. Full-time employees who are married
to another District employee and who are covered under their spouse's health plan may
waive the single 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 appiied in cases where the
spouse is receiving heaith insurance through the DistricYs cafeteria benefits plan.
1.6.1 Effective January 1, 2001, employees who work a minimum of twenty (20)
hours per week, but less than forty (40) hours, who are married to another
District empioyee and who are covered under their spouse's heaith plan may
waive the singie or family contribution to health insurance and receive up to $75
per month toward their spouse's family premium. The combination of District
• contributions cannot exceed the full cost of family coverage and cannot be
applied in cases where the spouse is receivi�g health insurance through the
District's cafeteria benefits plan.
11
ARTtCLE 1 t. INSURANCE, Section 1. (continued): •
1.7 �lover Contribution Amount--Half-Time Emolovees, For each eligible employee
covered by this Agreement who is employed half time, the Employer agrees to contribute
fifty percent (50%) of the amount contributed for full-time employees selecting empioyee
coverage; or for each half-time employee who selects family insurance coverage, the
Empioyer will contribute fifty percent (50%) of the amount contributed for fuli-time
employees selecting family coverage in the same insurance plan.
1.7.1 Notwithstanding Section 1.6 above, employees covered by this Agreement and
employed half time prior to January 1, 1986, shail receive the same insurance
contributions as a fuii-time employee. This Section 1.7.1 applies only to
employees who were employed half-time during the month ot December 1985
and shall continue to appiy only as long as such employee remains
continuously employed half time.
1.8 L'rfe Insurance. For each eligible employee, the Employer agrees to contribute to the
cost of $25,000 life insurance coverage. The total premium contribution by the Employer
for ali I'rfe insurance coverage shall not exceed $6.32 per month. This amount shall drop
to $5,000 of coverage (in the event of early retirement) until the retiree reaches age sixty-
five (65); then all Employer coverage shall terminate.
1.9 Dentai Insurance. Effective January 1, 2002, the Employer will contribute for each
eiigible employee covered by this Agreement who is employed fuli-time toward
participation in a dentai care plan offered by the Empioyer up to $30 per month for single
coverage.
1.10 Lonq-Term Disabilitv Insurance. Effective January 1, 2001, the Employer shali contribute �
up to $12 per month for each eligibie employee covered by this Agreement who is
employed a minimum of 20 hours per week toward long-term disability insurance.
1.11 Flexible Soendinq Account. It is the intent of the Employer to maintain during the
term of this Agreemenf a ptan for medicai and child care expense accounts fo be
available to employees in this bargaining unit who are eligibte for Employer-paid premium
contribution for health insurance for such expenses, within the established legal
regulations and IRS requirements for such accounts.
1.12 The contributions indicated in this Article 11 shall be paid to the EmployePs group health
a�d welfare plan.
1.13 Any cost of any premium for any Employer-offered employee or family insurance
coverage in excess of the doilar amounts stated in this Article 11 shall be paid by the
employee through payroii deduction.
�
12
O1
.
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ARTICLE 11. INSURANCE (continued):
SECTION 2. RE�IREMENT HEALTH INSURANCE
Subd. 1 . Benefit E{iqibifity tor Emplovees who Retire Betore Aqe 65
1.1 Emolovees hired into District service before Januarv 1. 1994, must have completed the
following service eiigibility 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. Be receiving pension benefits from PERA, St. Paul Teachers Retirement
Association or other pubiic employee retiree program at the time of retirement and
have severed the empioyment relationship with Independent School District 625;
B.
C.
D.
E.
i�'a
1.3
Must be at feast fifty-five (55) years of age and have completed twenty-five (25)
years of service, or;
The combination of their age and their years of service must equal eighty-five (85)
or more, or;
Must have compteted at least thirty (30) years of service, or;
Must have completed at least twenty (20) consecutive years of service within
Independent School District No. 625 immediately preceding retirement.
Years of regular service with the City of Saint Paul will continue to be counted toward
meeting the service requirement of this Subdivision 1.1 B, C or D, but not for 1.1 E.
Employees hired into District service after Januarv 1. 1994, must have completed twenty
(20) years of service with Independent School District No. 625. Time with the City of Saint
Paul wili not be counted toward this twenty (20)-year requirement.
Eliaibilitv Requirements For Ail Retirees
A. A retiree may not carry his/her spouse as a dependent if such spouse is also an
Independent School District No. 625 retiree or Independent School District No. 625
employee and eligible for and is enrolied in the Independent Schooi District No.
625 health insurance program, or in any other Employer-paid health insurance
program.
f�
C.
Additional dependents beyond those designated to the District at the time of
retirement may not be added at District expense after retirement.
The employee must make application through District procedures prior to the date
of retirement in order to be eligibie for any benefits provided in this Section.
Employees terminated for cause will not be eligible for employer contributions
toward insurance premiums for efther pre-age 65 or post-age 65 coverage.
•
13
ARTICLE 11. INSURANCE, Section 2. (continued):
Subd. 2. Em�lover Contribution Leveis for Em�lovees Retiring Before Aqe 65
2.1 Health Insurance Employer Contribution
Employees who meet the requirements in Subd. 1 or Subd. 2 will receive a District
contribution toward heaith insurance untii the employee reaches sixty-five (65) years of
age as defined in this subdivision.
2.1.1 The District contribution toward heatth insurance premiums wifl equal the same
doilar amount the District contributed for singie or family coverage to the carrier in
the employee's last month of active employment.
2.12 In the event the District changes health insurance carriers, it will have no impact
on the District contribution for such coverage.
2.1.3 Any employee who is receiving family coverage premium contribution at date of
retirement and later changes to single coverage will receive the dollar contribution
to singie coverage that was provided in the contract under which the retirement
became effective.
2.2 Life tnsurance Emobver Contribution
The District wiii provide for eariy retirees who qualify under the conditions of 1.1 or 12
above, premium contributions for eligibie retirees for $5,000 of life insurance only untii
their 65th birthday. No I'rfe insurance will be provided, or premium contributions paid, for
any retiree age sixty-five (65) or over.
Subd. 3 Benefit Eliqibilitv for Emolovees After AQe 65
3.1 Emplovees hired into the District before Januarv 1. 1994, who retired before age 65 and
are receiving benefits per Subd. 2 above are eligible, upon reaching age 65, for empioyer
premium contributions for health insurance described in Subd. 4 of this Article.
32 Emolovees hired into the District before Januarv 1. 1994, who retire at age 65 or older
must have completed the eligibility requirements in Subd. 1 above or the following
eligibility requirements to receive District contributions toward post-age-65 health
insurance premiums:
A. Employees hired before June 8, 1988, must have compieted at least eight (8) years of
continuous employment with the District. For such employees or early retirees who
have not completed at least eight (8) years of service with the District at tHe time of
their retirement, the Employer will discontinue providing any health insurance
contributions upon their retirement or, in the case of early retirees, upon their
reaching age 65.
B. Empioyees hired on or after June 8, 1988 and prior to January 1, 1990, must have
completed ten (10) years of continuous employment with the District. For such
employees or early retirees who have not completed at least ten (10) years of service
with the District at the time of their retirement, the Employer will discontinue providing
any health insurance contributions upon their re8rement or, in ihe case of early
retirees, upon their reaching age 65.
C. Employees hired on or after January 1, 1990, must have completed twenty (20) years
of continuous employment with the District. For such employees or early retirees who
have not completed at least twenty (20) years of service with the District at the time of
their retirement, the employer will disconiinue providing any heaHh insurance
contributions upon their retirement or, in the case of early retirees, upon their
reaching age 65.
•
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14
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u
ARTICLE 11. INSURANCE, Section 2. (continued):
Years of certified civil service time with the City of Saint Paui eamed prior to
February 1, 1996, will continue to be counted toward meeting the DistricYs service
requirement of this Subd.3. Civil service time worked with City of Saint Paul atter
January 7, 1994, will be considered a break in District employment.
3.3 Emolovees hired on or after Januarv 1. 1994, and all employees in the Professional
Group (see Appendix B) shail not have or acquire in any way any eligibility for Empioyer-
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, 1994, shall be eligibie
for oniy eariv retirement insurance premium contributions as provided in Subd. 2 and
Deferred Compensation match in Subd. 5.
Subd. 4. Em�lover Contribution Levels for Retirees After Age 65
4.1 Emolovees hired into the District before Januarv 1. 1994, and who meet the eligibility
requirements in Subdivisions 3.1 or 32 of this Article are eiigible for premium
contributions for a Medicare Suppiement heaith coverage policy selected by the District.
Premium contributions for such policy will not exceed:
Coveraae Twe
Medicare Eligible
Non-Medicare Eligible
Sinqle , Familv
$300 per month $400 per month
$400 per month $500 per month
At no tlme shail 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 on or after Januarv 1. 1994, and all Professional Group employees
(see Appendix B), after completion of three (3) full years of consecutive active service in
Independent School District No. 625, are eligible to participate in an employer matched Minnesota
Deferred Compensation Plan. Upon reaching eligibility, the District wili match up to $50 per
paycheck up to $500 per year of consecutive active service, up to a cumulative lifetime maximum
of $12,500. Part-time employees working half-time or more will be eligible for up to one half
(50%) of the available District match. Approved non-compensatory leave shali not be counted in
reaching the three (3) full years of consecutive active service, and shall not be considered a break
in service. Time worked in the City of Saint Paul will not be counted toward this three (3)-year
requirement.
Federal and state rules governing participation in the Minnesota Deferred Compensation Plan
shall appiy. The employee, not the District, is solely responsible for determining hisJher total
maximum aliowable annuai contribution amount under IRS reguiations. The employee must
initiate an application to participate through the DistricYs specified procedures.
15
ARTICLE 12. SEVERANCE PAY
12.1 The Employer shail provide a severance pay program as set forth in this Article. Payment
of severance pay sha!! be made wiihin the tac year of the retirement.
122 To be eligible for the severance pay program, the empioyee must meet the foliowing
requirements:
122.1 The employee must be fifty-five (55) years of age or older or must be eligible for
pension under the "Rule of 90" provisions of the Public Employees Retirement
Association (PERA). The "Rule of 85" or the `Rule of 90" criteria shall also
apply to employees covered by a public pension plan other than PERA.
122.2 The employee must be voluntarily separated from School District employment
or have been subject to separatiort by layoff or compulsory retirement. Those
employees who are discharged for cause, misconduct, inefficiency,
incompetence or any other disciplinary reason are not eligible for this
severance pay program.
12.3 If an employee notifies the Human Resource Department three (3) months in advance of
the date of retirement and requests severance pay and if the employee meets the
eligibiiity requirements set forth in 122 above, he or she wili be granted severance pay in
an amount equal to $70 pay for each day of accrued, unused sick leave, up to 214 days.
12.3.1 If an employee notifies the Human Resource Department in less than three (3)
months in advance of the date of retirement and requests severartce pay and 'rf
the employee meets the eligibility requirement set forth above, he or she wiil be
granted severance pay in an amount equai to $60 pay for each day of accrued,
unused sick leave up to 250 days.
12.32 if exigent circumstances exist, such as a sudden iliness�njury of the employee
or immediate family member necessitating immediate retirement, and if the
employee meets the eligibility requirements set forth above, he or she will be
granted severance pay in an amount equai to $70 pay for each day of accrued,
unused sick leave up to 214 days.
12.4 The maximum amount of money that any emptoyee may obtain through this severance
pay program is $15,000.
12.5 Far the pu:pose of this severance pay program, a,death of an empioyee shall be
considered as separation of employment and, 'rf the employee wouid 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 empioyee's estate or spouse.
12.6 For the purpose of this severance pay program, a
District No. 625 employment to Ciiy of Saint Paul
separation of employment, and such transferee shall
program.
transfer from Independent School
employment is not considered a
not be eligible for this severance
•
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16
ol
• ARTICLE '13. LEGAL SERVICES
13.1 Except in cases of malfeasance in office or wiliful or wanton neglect of duty, the Employer
shall defend save harmless and indemnify empioyee against tort ciaim or demand
whether groundless or otherwise arising out of ai�eged acts or omission occurring in the
pertormance or scope of the employee duties.
132 Notwithstanding 13.1, the Employer shall not be responsible for paying any legal service
fee or for providing any legal service arising from any legal action where the empioyee is
the plaintiff.
ARTICLE 14. PROBATION
14.1 General Princi�les. For the purpose of this Articfe six (6) months shal{ mean six (6) full-
time equivalent months (1,040 hours on the payroll). The calculation for time on probation
wiil exclude any unpaid breaks not worked by the employee. Extended absences of any
kind (paid or unpaid) lasting one week or more in duration may be excluded when
calculating time toward the compietion of any probationary period.
14.1.1 If a District employee who is covered by this Agreement transfers to a position
in the City of Saint Paul, that employee will have the right to retum to his/her
former position or to a position to which the employee may have been
� transferred or assigned prior to the new assignment, during or immediately at
the conclusion of that Qrobationary period, if the employee faiis probation in the
City position.
142 Orioinal Em�loyment Probation. A new empioyee shall serve a six (6) month probationary
period, as defined in 14.1, above, foilowing regular appointment from an eligible list to a
position covered by this Agreement. At any time during ihis originai probationary period,
the employee may be suspended, disciplined or discharged at the discretion of the
Employer, and without recourse to the grievance procedure.
14.3. Promotionai Probation. An employee newly promoted to a position covered by this
Agreement shall remain on promotional probation for a period of six (6) months. At any
time during this probationary period, the employee may be returned to the empioyee's
previous position or to a position to which the employee couid have been transferred or
assigned prior to the promotion, at the discretion of the Employer, and without recourse to
the grievance procedure.
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17
ARTICLE 15. WORKING OUT OF CLASSIFICATION
i5.i Emptoyer shatf avoid, whenever possible, working an employee on an out-of-ciass
assignment for a prolonged period of time. Any employee working an out-of-class
assignment for a period in excess of frfteen (15) consecutive working days shall receive
the rate of pay for the out-of-class assignment in a higher classification not later than the
sixteenth (16th) day of such assignment. For purposes of this Article, an out-of-ciass
assignment is defined as an assignment of an empioyee to perform, on a full-time basis,
all of the sign'rficant duties and �esponsibilities of a position different from the employee's
regular position, and which is in a classification higher than the classification held by such
employee. The rate of pay for an approved out-of-class assignment shall be the same
rate the employee would receive if such employee received a regular appointment to the
higher classification.
152 For the following class'rfications, the provisions of 15.1 shall not apply to pertormance of
the duties of the ne� higher class'rfication in the job series:
Clerk i
Clerk-Stenographerl
Clerk-Typist I
ARTICLE 16. TEMPORARY EMPLOYEES
�
16.1 it is recognized that temporary employees are within the unit covered by this Agreement, �
however, except as spec'rfically provided by this Agreement, temporary employees shali
not have or acquire any rights or benefits other than spec"rfically provided by the provisions
of the Civil Service Rules and/or the Saint Paul Salary Pian and Rates of Compensation.
ARTICLE 17. EMPLOYEE RECORDS
77.1 Any member of the bargaining unii may, during usual working hours, with The approval of
the supervisor, review any material piaced in the empioyee's personnel file, after first
giving proper notice to the supervisor in custody of such file.
17.2 Any member of the bargaining unit may file a grievance or a discrimination complaint and
there shatt be no retaliation by ihe Emptoyer for such action.
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• ARTICLE 18. SENIORITY
18.1 Seniority, for the purpose of this Agreement, shat4 be defined as follows: The 4ength of
continuous, regular, and probationary service with the Empioyer from the date an
employee was first cert'rfied and appointed to a class title covered by this Agreement, ft
being further understood that seniority is confined to the current class assignment held by
an empioyee. In cases where two or more employees are appointed to the same class
title on the same date, the seniority shall be determined by employee's rank os� the eligible
list from which certification was made.
182 Seniority shall terminate when an employee retires, resigns or is discharged.
18.3 tn the event it is determined by the Employer that it is necessary to reduce the workforce,
employees will be laid off by class title within each department based on inverse length of
seniority as defined above.
A. Employees who have held other titles covered by this agreement will have the right
to displace a{ess senior emptoyee in the next bwer graded title that would keep the
employee from being laid off.
B. When layoff occurs in any of the titles listed below under Column A, layoff shall be
based on inverse Iength of total seniority in all titles listed on the corresponding line
under Column B.
C. The Human Resource Department will identffy such least senior employee in the
department reducing positions, and shall notify said employee of his/her reduction
from the department. If there are any vacancies in any of the titles under Column B
� on which seniority was based, in any other District department, the Numan
Resource Department shall piace the affected empioyee in such vacancy. If two or
more vacant positions are available, the Human Resource Department shall decide
which vacant positions the affected employee shall fill. if no vacancy exists in such
titles, then the least senior District employee in such tities shall be identified, and if
the emptoyee atfected by the original departmental reduction is more se�ior, helshe
shall have the right to ciaim that position and the least senior District employee in
such titles shali be the empioyee laid off. For the purposes of this Article, the Board
of Education is not included as a City department nor is a Board of Education
employee included as a City employee.
Column A Column B
Cierk 1 Clerk 1, Clerk 2
Cierk 2 Clerk 1, Clerk 2
Clerk-Typist 1 Clerk-Typist 1, Clerk-Typist 2
Clerk-Typist 2 Clerk-Typist 2, Glerk-Typist 1
Human Resource Assistant 4 Cierk 4, Cierk-Typist 3, Clerk 3
Benefits Clerk Cierk-Typist 3
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19
ARTICLE 18. SENIORITY (continued)
18.4 In cases of the Generai Clerical Series or Benefits Series when the number of employees
in these higher tities is to be reduced, empioyees will be offered reductions to the highest
of these tdles within the series to which senioriry would keep them from being laid off,
before layoffs are made by any class title within any department.
Generai Clerical Series
Administrative Secretary
Secretary
Human Resource Assistant 4, SEMS Staffing Clerk
Benefits Clerk
Clerk 4
Human Resource Assistant 3, Clerk Typist 3
Clerk 3
Human Resource Assistant 2, Clerk Typist 2
Cterk 2
Human Resource Assistant 1, Clerk Typist 1
Benefits Grouo
Personnel Specialist 2
Personnel Specialist 1
Benefits Technician 2
Benetits Technician 1
18.5 In cases where an employee to be laid off has held no regular appointment in a lower titie
in the same promotionai series as his/her current title, that employee will be offered a
reduction to the titie within the bargaining unit to which he/she was regularly appointed
immediately prior to his/her current title, so long as there is either a vacancy or, "rf no
vacancy exists, a less senior employee in such titie may be displaced. In cases where an
employee to be laid off has heid no regular appointment to any tiUes immediately prior to
his/her current title, said employee shall be laid off. The employee reducing into a title
formeriy held must satisfactorily complete a soc (6)-month probationary period in such title,
18.6
18.7
18.8
18.9
If the probationary period is not satisfactory, the employee shall, at any time during the
probationary period, be reinstated to his/her former titie and shall be laid off, but such
employee's rtame will be piaced on the reinstatement register in his/her former title and
"bumping" rights herein shall not again apply to such employee.
This procedure wiil be followed by the Board of Education for Board of Education
employees. City employees being reduced or laid off may not displace Board of
Education employees. Board of Education emp(oyees being reduced or (aid off may not
displace City employees.
It is understood that such employees will pick up their former seniority date in any class of
positions that they previously held.
Recall from layoff shall be in inverse order of layoff, except that recall rights shali expire
after two years of layoff.
The provisions of this Article are applicable only to positions within the bargaining unit
covered by this Agreement.
Active empioyees who previously heid the title "Human ResourCe AssistanY' shall have
seniority rights as ff they held the title "Human Resource Assistant 4.°
•
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20
6�-3 gZ
• ARTICLE 19. DISCIPLINE
19.1 The Employer will discipline employees for just cause only. Discipline will be in the form
of:
19J.1 Oral reprimand,
19.12 Written reprimand;
19.1.3 Suspension;
19.1.4 Reduction;
19.1.5 Discharge.
192 Any written reprimand made conceming any member of this bargaining unit which is filed
with the Human Resource Department or within any Empioyer department, shall be
shown to the member before it is placed on file. Before the reprimand is piaced on file,
the Employer shall request from the employee an acknowledgment, in writing, that the
reprimand has been read by said empioyee.
19.3 Suspensions, reductions, and discharges will be in written form.
19.4 Employees and the MSEA wili receive copies of written reprimands and notices of
suspension and discharge.
19.5 Employees may examine all information in their Employer personnel files that concems
work evaluations, commendations and/or disciplinary actions. Files may be examined at
reasonable times under direct supervision of the Employer.
19.6 Preliminarv Review. Prior to issuing a disciplinary action of unpaid suspension, demotion,
• or discharge, the supervisor will make a recommendation to his/her supervisor regarding
proposed discipline. That supervisor shall then provide written notice of the charges to
the employee and offer to meet wfth the employee prior to making a final determination of
the proposed discipline. The employee shail have the opportunity to have union
representation present and be provided the opportunity to speak on his/her behalf
regarding the proposed action. If the empioyee is unable to meet with the supervisor, the
employee and/or union will be given the opportunity to respond in writing.
19.7 An employee to be questioned conceming an invesGgation of disciplinary action shall
have the right to request that an MSEA representative be present.
19.8 A grievance relating to this Article shal! be processed in accordance with the grievance
procedure in Article 20 of this Agreement. This provision is not intended to abrogate
rights of veterans pursuant to statute.
•
21
ARTICLE 20. GRIEVANCE PROCEDURE
20.1 The Employer shall recognize stewards selected in accordance with MSEA rules and
regulations as the grievance representatives of the bargaining unit. The MSEA shall
rtofiiy the Employer in writing of the names of the stewards and of their successors when
so named.
202 It is recognized and accepted by the Employer and the MSEA that the processing of
grievances as hereinafter provided is limited by the job duties and responsibilities of the
employees and shall therefore be accomplished during working hours only when
consistent with such employee duties artd 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 the supervisor to be absent to process a grievance and that such absence
would not be detrimental to the work programs of the Employer.
20.3 The procedure established by this Article shall be the sole and exctusive procedure,
except for the appeal of disciplinary action as provided by Article 19 for the processing of
grievances, which are defined as an alleged violation of the terms and conditions of this
Agreement.
20.4 Grievances shail be resolved in conformance with the following procedure:
�
Steo 1. Upon the occurrence of an alieged violation of this Agreement, the employee
involved with or without the steward shall attempt to resolve the matter on an
informal basis with the employee's supervisor. if the matter is not resolved to
the employee's satisfaction by the informal discussion, it may be reduced to
writing and referred to Step 2 by the MSEA. The written grievance shali set •
forth the nature of the grievance, fhe facts on wfiich it is based, the atteged
section(s) of the Agreement violated, and the relief requested. Any alleged
violation of the Agreement noi reduced to writing by the MSEA within fifteen
(15) workdays of the first occurrence of the event giving rise to the grievance
shali be considered waived.
Ste° 2. Within ten (10} workdays after receiving the written grievance, a designated
Employer supervisor shall meet with the MSEA steward and attempt to resolve
the grievance. If, as a result of this meeting, the grievance remains unresolved,
the Empioyer shall reply in writing to the MSEA within five (5) workdays
foilowing this meeting. The MSEA may refer the grievance in writing to Step 3
within ten (a0) workdays fellowing„[,eceipt of 1he ,Employer's wrrtten answer.
Any grievance not referred in writing by the MSEA within ten (10} workdays
following receipt of the Employer's answer shaii be considered waived.
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Dl-38Z
• ARTICLE 20. GRIEVANCE PROCEDURE (continued)
Step 3. Within ten (10) workdays following receipt of a grievance referred from Step 2,
a designated Employer supervisor shall meet with the MSEA Business
Representative or the designated representative, the employee, and the
steward, and attempt to resolve the grievance. Within ten (10) workdays
following this meeting, the Empioyer shall reply in writing to the MSEA, stating
� the Employer's answer conceming the grievance. If, as a resuft of the written
response, the grievance remains unresolved, the MSEA may refer the
grievance to Step 4. Any grievance not referred in writing by the MSEA to Step
4 within ten (10) workdays foliowing receipt of the Empioyer's answer shail be
considered waived.
Step 4. If the grievance remains unresolved, the MSEA may wfthin ten (10) workdays
after the response of the Emptoyer in Step 3, by written notice to the Empioyer
request arbitration of the grievance. The arbitration proceedings shail be
conducted by an arbitrator to be selected by mutual agreement of the Employer
and the MSEA wfthin ten (10) workdays after notice has been given. If ihe
pasties fail to mutually agree upon an arbitrator within the said ten (1�)-day
period, either party may request the Bureau of Mediation Services to submit a
panei of five (5) arbitrators. Both the Employer and the MSEA shall have the
right to strike two (2) names from the panel. The MSEA shall strike the first
(1st) name; the Employer shail then strike one (1) name. The process will be
repeated and the remaining person shali be the arbitrator.
20.5 7he arbitrator shali have no right to amend, modify, nullify, ignore, add to or subtract from
the provisions of this Agreement. The arbitrator shall consider and decide oniy the
� specific issue submitted in wrfting by the Empfoyer and the MSEA and shatl have no
authority to make a decision on any other issue not so submitted. The arbitrator shall be
without power to make decisions contrary to or inconsistent with or modifying or varying in
any way the application of laws, rules or regulations having the force and effect of law.
The arbitrator's decision shall be submitted in writing within thirry (30) days following ctose
of the hearing or the submission of briefs by the parties, whichever be later, uniess 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 MSEA, and the employees.
20.6 The fees and expenses for the arbitrator's services and proceedings shall be borne
equally by the Employer and the MSEA, provided that each party shall be responsible for
compensating its own representatives and witnesses. ft either party desires a verbatim
record of the proceedings, it may cause such a record to be made, providing it pays for
the record.
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23
ARTICLE 20. GRIEVANCE PROCEDURE (continued) •
20.7 The time limits in each step of this procedure may be extended by mutual agreement of
the Employer and the MSEA.
20.8 It is understood by the MSEA and the Employer that if an issue is determined by this
grievance procedure, it shali not again be submitted for determination in another forum. If
an issue is determined by any other forum, it shall not again be submitted for arbitration
under this grievance procedure. This provision is rtot intended to abrogate rights secured
under state or federal statutes.
20.8.1 Notwithstanding that portion of Article 262 referring to laws of the City of Saint
Paul, no issue regard+ng actions takert uttder this Agreement sha!! be submitted
to the Civil Service Commission, except as permitted in Article 19.8 for persons
covered by veterans preference.
ARTICLE 21. MILEAGE
21.1 Employees of the School District, under policy adopted by the Board of Education,
may be reimbursed for the use of their automobiles for school business. The
mileage allowance for eligible empioyees shail be 31 r per mile, or such higher rate
as may be estabtished at the discretion of the Board.
An employee must keep a record of each trip made. Reimbursement shail be for
the actual mileage driven in the performance of assigned duties as ver'rfied by the �
appropriate school district administrator and in accordance with Schooi District
Business Office policies and procedures,
ARTICLE 22. VACANCIES
22.1 The Human Resource Department will post noGces of those job vacancies which are ta
be filled at least five working days before filling the vacancy so that qual'rfied District
employees who hold the title may apply for consideration.
22.2 For tfie purpose of this Article, a vacancy need nof be posted if it is to be filied by a
current employee to avoid a layoff.
22.3 For the purpose of this Article, a vacancy need not be posted if it is to be filled through
reinsfatemenf of a faid-off School District employee covered by this Agreemeni with recaii
rights to the vacancy.
22.4 Administrative transfers in the same titie will occur occasionally prior to or apart from the
posting of vacancies.
•
24
Of �Z
• ARTICLE 23. NON-DISCRIMINATION
23.1 The terms and conditions of this Agreement will be applied to empioyees equalty w�thout
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 MSEA.
232 Employees will pertorm their duties and resQonsibilities in a non-discriminatory manner as
such duties and responsibilities involve other empioyees and the general public.
ARTICLE 24. NO STRIKE, NO LOCKOUT
24.� MSEA, the Association, fts officers or agents, or any of the empfoyees covered by this
Agreement will not engage in, encourage, sanction or support any strike, or the
withholding in whole or in part of the full pertormance of their duties during the life of this
Agreement, except as specificaily allowed by the Public Employment Labor Relations Act.
In the event of a violation of this Article, the Employer wiii warn employees of the
consequences of their action and shall instruct them to immediately return to their normal
duties. Any employee who fails to retum to his/her full duties within twenty-four (24) hours
of such warning may be subject to the penalties provided in the Public Employment Labor
Relations Act.
242 No lockout, or refusai to allow employees to perform availabie work, shall be instituted by
� the Employer and/or its appointing authorities during the life of this Agreement.
ARTICLE 25. BULLETIN BOARDS
25.1 The Employer shail provide reasonable bulletin space for use by the MSEA in posting
notices of MSEA business and activities. Said bulletin board space shall not be used by
the MSEA for political purposes other than MSEA elections. Use of this builetin board is
subject to approval of the department head.
•
25
ARTICLE 26. TERMS OF AGREEMENT �
26.1 Comoiete Aoreement and Waiver of Baraainina. This Agreement shall represent the
compiete Agreement between the MSEA and the Empioyer. The parties acknowiedge
that during the negotiations which resutted in this Agreement each had the unlimited right
and opportunity to make requests and proposats with respect to any subject or matter nof
removed by law from the area of coilective bargaining, and that the complete
understandings and agreements arrived at by the parties after the exercise of that right
and opportuniry are set forth in this Agreement Therefore, the Employer and the MSEA,
for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each
agrees that the other shall not be obligated to bargain collectiveiy with respect to any
subject or matter referred to or covered in this Agreement.
26.2 Savino Clause. This Agreement is subject to the laws of the United States, fhe State of
Minnesota, and the City of Saint Paul. In the event any provision of lhis Agreement shail
hoid to be contrary to law by a court of competent jurisdicGon from whose final judgment
or decree no appeai has been taken within the time provided, such provision shatl be
voided. Aii other provisions shail con6nue in fuil force and effect.
26.3 Term of Aareement. ihis Agreement shall be in full force and effect from July i, 2000
through June 30, 2002, and shali be automatically renewed from year to year thereafter
uniess either party shall notify the other in writing in accordance with PELRA that it
desires to modity or terminate this Agreement.
26.4 This constitutes a tentative Agreement between the parties which wili be recommended
by the Negotiations/Labor Reiations Manager, but is subject to the approval of the Board
of Education of Independent School DistricY No. 625 and is also strbject to ratitication by
the MSEA (Saint Paul Public Schools Class'rfied Confidentiai Employees Association). �
W ITNESSES:
INDEPENDENT SCHOOL DISTRICT MfNNESOTA OOL
N0.625 E AS O
_� �'.ki (
Chair, Bo d��avc�„�, S Fied Director, MS
- ���`� � �� ..� �
� Pr�siden , ai auI ubiic Schools
Ciass'rfied Confidential Empioyees
Association
��lo/d �
Date
�
�
!� �r ����
NegotiaKons/L�aSor Relations Manager
D� .3gZ
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•
APPENDIX A: TITLES AND SALARIES
All titles are Board of Education TiUes and Unique from City of Saint Paul Tities
Years of Service START 1 Year 2 Year 3 Year 4 Year 5 Year 10 Year 15 Year
Step 1 2 3 4 5 6 7 8
Grade 7
Trainee BOE (Clericai)
7-1-00 9.58 1024 10.60 10.97 11.29 '11.63 11.98 12.49
6-30-01 9.77 10.44 10.81 11.18 11.52 '11.98 12.34 12.99
Grade 9
Clerk � BOE
7-�-00 9.98 10.70 11.05 11.46 �1.81 12.16 12.53 13.05
6-30-01 10.18 10.91 1127 11.69 � 2.04 12.53 12.90 13.57
Grade 10
Clerk Typist 1 BOE
Human Resource Assistant 1 BOE
7-1-00 10.21 10.87 1126 11.63 11.97 12.33 12.70 13.23
6-30-01 10.4� 11.09 'I �.49 'I �.86 � 221 12.70 13.69 13.76
Grade 14
Clerk 2 BOE
7-1-00 11.05 11.86 12.31 12.77 13.15 13.54 13.95 14.51
6-30-01 11.27 12.09 12.56 13.02 13.41 13.95 14.37 15.10
Grade 17
Clerk Typist 2 BOE
Human Resource Assistant 2 BOE
7-� -00 11.79 12.69 13.19
630-01 12.02 12.95 13.45
Grade 20
Cferk 3 BOE
7-1-00 12.58 13.71 1429
6-30-01 12.83 13.98 14.57
Grade 22
Clerk Typist 3 BOE
Human Resource Assistant 3 BOE (unclassified)
7-1-00 13.19 14.38 '15.09
6-30-01 13.45 14.67 15.39
Grade 25
Benefits Clerk BOE
7-1-00 14.27 15.56 16.24
630-01 14. 56 15. 87 16.56
'13.77 14.18 14.6� 15.05 15.67
14.04 14.47 15.05 15.50 1629
14.92 15.36 15.83 16.30 16.94
1522 15.67 16.30 16.79 17.61
15.75 16.22
16.07 16.55
16.93 17.44
1727 17.79
16.71 1721 17.87
1721 17.73 18.59
17.96 18.50 1920
18.50 19.06 19.97
27
Years of Service START 1 Year 2 Year 3 Year 4 Year 5 Year 10 Year 15 Year
Step 1 2 3 4 5 6 7 8
Grade 27
Clerk 4 BOE
Substitute Employee Management System (SEMS) Staffing Cterk BOE
Human Resource Assistant 4 BOE
7-1-00 14.67 16.07 16.80 17.61 18.14 18.68 19 24 19.96
6-30-01 14.96 16.39 17.14 17.96 18.50 19.24 19.82 20.76
Grade 29
Benefrts Technician BOE
7-1-00 15.45
6-30-01 15.76
16.93 '17.75 18.55 19.11 19.68 2027 2'1.02
1727 18.10 18.92 19.49 20.27 20.88 21.87
Grade 30
Assistant Secretary to the Board of Education
Secretary BOE
7-1-00 15.91 17.37 1824 19.07 19.64 20.23 20.84 21.61
6-30-01 1623 17.72 18.80 19.45 20.03 20.84 21.46 22.47
Grade 31
Clericai Supervisor BOE
Compensation Technician BOE
Human Resources Training and Orientation Technician BOE
Labor Relations Analyst BOE
Personnef Speciatist 1 BOE
7-1-00 16.33 17.86 18.68 19.57
630-01 16.66 '1822 19.05 19.96
20.16 20.77 21.39 22.18
20.56 21.39 22_03 23.06
Grade 32
Administrative Secretary BOE
BeneFiis Technician 2 BOE
Human Resource Information Systems Technician BOE
Personnel Technician BOE
Secretary to the Board of Education
Tax SheltedBudget Technician BOE
7-1-00 t6.i9 i8.38 'i924 20.54 20.74 21.37 22.01 22.81
630-01 17.13 18.75 19.63 20.54 21.16 22.01 22.67 23.73
Grade 34
Human Resource Application Development Technician BOE
7-1-00 17.75 19,43 20.31 2127 21.91 22.57 2324 24.09
630-01 18.10 � 9.82 20.72 21.70 22.35 2324 23.94 25.05
Grade 36
Lead Compensation Technician BOE
Personnel Specialist 2 BOE
7-1-00 18.74 20.52 21.51 22.55 2322 23.92 24.64 25.52
6-30-01 19.11 20.93 21.94 23.00 23.69 24.64 25.38 26.54
L
�
•
28
D/-�3�Z
•
APPENDIX B
BOARD OF EDUCATION TITLES AND GRADES
CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION
Clesicat and Technical Groups
�
Grades
32
30
25
29
32
31
9
14
20
27
10
17
22
31
34
10
17
22
27
27
32
31
36
32
30
32
27
32
7
Titles
Administrative Secretary BOE
Assistant Secretary to the Board of Education BOE
Benefits Clerk BOE
Benefits Technician BOE
Benefits Technician 2 BOE
Clerical Supervisor BOE
Clerk 1 BOE
Clerk 2 BOE
Clerk 3 BOE
Clerk 4 BOE
Clerk Typist 1 BOE
Clerk Typist 2 BOE
Clerk Typist 3 BOE
Compensation Technician BOE
Human Resource Application Development Technician BOE
Human Resource Assistant 1 BOE
Human Resource Assistant 2 BOE
Human Resource Assistant 3 BOE (unclassified)
Human Resource Assistant 4 BOE
Human Resource Clerk BOE
(title changed to "Human Resource Assistant 4 BOE" effeciive 1-16-01)
Human Resource Information Systems Technician
(combined with Information System Technician effective 10-7-00)
Human Resource Training and Orientation Technician
Lead Compensation Technician BOE
Personnel Technician BOE
Secretary BOE
Secretary to the Board of Education
Substitute Employee Management System (SEMS) Staffing Cierk BOE
Tax Shelter/Budget Technician BOE
Trainee (Clerical) BOE
Professional Group
u
31 Labor Relations Anatyst BOE(Unclassified)
31 Personnel Specialist 1 BOE
36 Personnel Specialist 2 BOE
29
APPENDlX C
STANDARD RANGES, JULY 1, 2000
CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION
Years of Service Start 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
Step 1 2 3 4 5 6 7 8
i �.,oir..�.�o
t
2
3
10
17
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
8.57
8.75
8.92
9.05
927
9.40
9.58
9.79
9.98
1021
10.36
10.60
10.80
11.05
1126
11.52
11.79
12.02
12.31
12.58
12.88
13.19
13.57
13.93
1427
14.67
14.67
15.09
15.45
15.91
16.33
16.79
1724
17.75
1824
78.74
1926
19.82
20.39
20.99
21.55
22.15
�.8i
23.44
24.09
24.81
25.55
26.32
27.11
27.92
9.10
9.31
9.48
9.i7
9.85
10.03
10.24
10.44
10.70
10.57
71.i 1
11.38
17.60
17.86
12.06
12.40
12.69
13.03
73.30
13.71
14.01
t 4.38
14.78
15.17
15.56
16.00
16.07
16.44
i 6.93
17.37
17.86
18.38
18.35
19.43
7 9.95
20.52
21.10
21.71
22.33
22.97
23.65
24.31
24.98
25.72
26.45
2724
28.06
28.90
2s.n
30.66
9.45
9.55
9.79
9.98
1021
10.36
10.60
10.80
11.05
1126
i i.49
11.79
12.02
12.31
12.56
12.88
13.19
] 3.57
13.89
1429
14.62
15.09
15.42
15.86
1624
16.73
16.80
1723
17.75
1824
18.68
1924
19.78
20.31
20.91
27.5'!
22.09
22.73
23.39
24.04
24.73
25.46
26.15
26.98
27.69
25.52
29.37
3026
31.16
32.�0
9.74
9.91
10.14
10.32
10.55
10.72
10.97
1122
11.46
11.63
11.9i
1221
12.49
�z.n
13.07
13.44
13.77
74.13
14.51
14.92
1529
15.75
16.13
16.60
16.93
17.48
17.61
17.98
15.55
19.07
19.57
20.14
20_7?
2127
21.59
�.�
23.14
23.79
24.48
2520
25.91
26.65
27.41
2822
29.04
29.91
30.81
37.73
32.69
33.67
10.03
1021
10.45
10.63
10.86
11.04
1129
11.56
11.81
17.97
12.27
12.58
12.86
13.15
13.46
13.84
14.18
94.55
14.94
15.36
15.75
16.22
16.67
17.10
17.44
18.01
15.14
18.52
t9.11
19.64
20.16
20.74
21.33
21.91
22.54
2322
23.84
24.50
2521
25.96
26.69
27.45
2823
29.07
29_91
30.81
31.73
32.69
33.67
34.68
10.33
10.52
10.76
10.95
11.19
11.38
11.63
11.90
12.16
12.33
72.63
12.96
1325
13.54
13.87
1426
14.61
14.99
15.39
15.83
1623
16.71
17.17
17.61
17.96
18.55
18.68
19.08
19.68
2023
20.77
21.37
27.97
22.57
2322
23.92
24.55
2524
25.97
26.74
27.49
2827
2s.m
29.94
30.81
31.73
32.69
33.67
34.68
35.72
70.64
7 0.83
71.08
riz�
11.53
71.72
11.98
1226
12.53
12.70
73.01
13.34
13.65
13.95
1428
� 4.69
15.05
15.44
75.85
16.30
16.71
1721
17.62
18.14
18.50
19.10
1924
19.65
2027
20.84
21.39
22.01
22.63
2324
23.91
24.64
25.29
25.99
26J5
27.54
28.31
29.12
zs.ss
30.84
31.73
32.69
33.67
34.68
35.72
36.79
11.11
11.30
11.56
i 1.�s
12.02
12.21
12.49
12.78
13.05
1323
i 3.55
13.89
1420
14.51
14.86
1527
15.67
16.06
16.48
16.94
17.36
17.57
15.30
18.83
1920
19.82
19.96
20.43
21.02
21.61
22.18
22.81
23.45,
24.09
24.78
25.52
26.19
26.92
27.70
28.51
29.31
30.14
30.99
31.91
32.83
33.81
34.52
35.86
36.93
38.04
•
C J
•
30
v� -38z
�
�
.
APPENDIX C (continued)
STANDARD RANGES, JUNE 30, 2001
CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION
Years of Service Stari 1 Year 2 Years 3 Years 4 Years 5 Years 10
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
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
8.74
8.92
9.09
923
9.40
9.59
9.77
9.99
10.18
10.41
10.57
10.81
11.02
11.27
11.49
11.75
12.02
1226
12.56
'12.83
13.14
13.45
13.84
1421
14.56
14.96
14.96
15.39
15.76
1623
16.66
17.13
17.59
18.10
18.60
19.11
19.64
20.22
20.80
21.41
27.99
22.60
2327
23.91
24.57
25.31
26.06
26.85
27.65
28.48
929
9.49
9.67
9.36
10.04
1024
10.44
10.65
10.91
11.09
}}.3q
11.61
11.83
12.09
12.30
12.65
12.95
1329
13.56
13.98
1429
14.67
15.07
15.47
15.87
16.32
16.39
16.77
1727
17.72
18.22
18.75
1929
7 9.82
20.35
20.93
21.52
22.15
22.77
23.43
24.12
24.79
25.48
2624
26.97
27.78
28.62
29.48
30.36
3127
9.64
s.n
9.99
10.'I8
10.41
10.57
t0.S1
11.02
1127
11.49
11.72
12.02
1226
12.56
12.81
13.14
13.45
13.84
14.17
14.57
1 A.91
15.39
15.73
16.18
16.56
17.06
17.14
17.57
18.10
18.60
19.05
19.63
20.17
20.72
21.33
21.94
22.53
23.19
23.86
24.52
2523
25.96
26.67
27.52
2824
29.09
29.96
30.86
31.79
32.74
31
9.93
io.i�
10.35
10.52
10.76
10.94
11.18
11.45
11.69
11.86
�2.15
12.46
12.74
13.02
13.33
13.71
14.04
14.41
14.80
15.22
15.60
16.07
16.45
16.93
1727
17.83
17.96
18.34
18.92
19.45
19.96
20.54
21.72
21.70
22.32
23.00
23.61
2426
24.97
25.71
26.43
27.18
27.95
25.79
29.62
30.51
31.43
32.37
33.34
3�1.34
1023
10.42
� o.ss
10.84
11.08
1126
11.52
11.79
12.04
1221
12.51
12.83
13.12
13.41
13.73
14.12
14.47
14.85
15.24
15.67
16.07
16.55
16.94
17.44
17.79
18.37
18.50
18.89
19.49
20.03
20.56
ai.�s
21.75
22.35
22.99
23.69
24.31
24.99
25.72
26.48
2722
28.00
28.79
29.65
30.51
31.43
32.37
33.34
34.34
35.37
10.64
10.&3
i �.oa
1127
11.53
11.72
11.95
1226
12.53
12.70
� 3.01
13.34
13.65
13.95
1428
14.69
15.05
15.44
15.85
16.30
16.71
17.21
17.62
18.14
18.50
19.10
1924
79.65
2027
20.84
2�.39
a2.oi
22.63
2324
23.91
24.64
2529
25.99
26.75
27.54
28.31
29.12
29.95
30.84
31.73
32.69
33.67
34.68
35.72
36.79
10.96
11.16
11.42
11.61
11.87
12.07
12.34
12.63
12.90
13.09
13.40
13.75
14.06
14.37
14.71
15.13
15.50
15.90
16.33
16.79
1721
17.73
18.15
18.68
19.06
19.68
19.82
2024
20.88
21.46
22.03
zz.s�
23.30
23.94
24.63
25.38
26.05
26.77
27.55
28.37
29.16
30.00
30.84
31.77
32.69
33.67
34.68
35.72
36.79
37.89
Years
11.55
11.76
12.02
1223
12.50
12.70
12.99
13.29
13.57
13.76
14.09
14.45
14.77
15.10
15.46
15.88
1629
16.70
17.14
17.61
18.06
18.59
19.03
19.58
19.97
20.61
20.76
21.25
21.87
22.47
23.06
23.73
24.39
25.05
25.77
26.54
2724
28.00
28.87
29.65
30.48
31.35
3223
33.19
34.15
35.'17
3622
37.30
38.41
39.56
MEMORANDUM OFAGREEMENT
BETW EEN
MINNESOTA SCHOOL EMPLOYEES ASSOCIATION
REPRESENTING
CLASSIFIED CONFIDENTAIL EMPLOYEES ASSOCIATION
REGARDING IMPROVEMENT PLAN PROCESS
The Union and District jointly affirm that individual improvement plans are an appropriate method
through which io identrfy job-related areas ot concem and provide an opportunity for employees to
improve pertormance. This process connects an employee's step advancement or salary
increase to the following improvement plan process.
Ste� 1: lNFORMAL PROCESS
The supervisor and employee meet on an informal basis to discuss pertormance concerns. The
supervisor cieariy articulates pertormance expectations and provides the employee time to make
corrections.
Ste° 2:
If the employee is not meeting pertormance expectations after an appropriate periotl of time, the
supervisor notifies the employee in writing of a meeting to discuss the components of an
improvemeni plan. The written not'rfication informs the empioyee that he/she has the righi to Union
representation at this meeting.
�
Step 3: FORMAL PROCESS
The employee and supervisor [and union representative, if empioyee desires] meet to discuss the •
components and timelines of an improvement plan. The plan articulates the areas of concem,
actions the employee and supervisor must take to be on track wfth the plan, and timelines to meet
to discuss progress. "On track" means following the actions and adhering to the timelines
outlined in the improvement plan. The employee may appeai the components or timetines of the
improvement plan to the next level supervisor.
Step 4:
If the employee is on the improvement plan as of June 1 and NOT on track with the components
of the plan, the employee's step or salary increase ('rf not eligible for a step) is withheld. If the
employee is on track, no action is taken. The improvement plan must have been in place since
March 1 in order to lose a step/salary increase. Also, 'rf the supervisor is not on track, a
step/satary increase may not be withhefd.
Step 5:
The supervisor must meet with the empioyee approximately two months, four months, and six
months after the withholding of a step/salary increase. The purpose of these meetings is to
assess whether the employee and the supervisor are on track, to provide assistance and
resources, and to answer any questions/concems the employee may have. If the empioyee is on
track or the supervisor is not on track, the employee's step/salary increase will be reinstated
retroactive to July 1.
Ste° 6;
At the six-month meeting, one of the following will occur:
1) The employee will be on track or the supervisor will not be on track, and the employee
will be taken off the improvement plan, and hislher step/salary increase restored
retroactive to July 1;
2) The employee and supervisor will agree to extend the improvement plan for an agreed
upon length of time; �
3) The employee will not be on track, and the employer may take disciplinary action rf
performance is deficient.
32
O1-382
�
�
•
MEMOR,4NDUM OF AGREEMEM
REGARDING IMPROVEMENT PLAN PROCESS
(Continued)
Aithough piacement on an improvement plan is not grievable, an employee may grieve a
discipiinary action. If Number 3 oCCUrs and the empbyee's step/salary increase is not restored,
the employee may grieve the lass of step/salary increase at this time.
Memorandum shali remain in effect for the duration of the 2000-2002 Labor Agreement.
INDEPENDENT SCHOOL DISTRICT NO.
625
f- U�. � ---�,
Chair, Bo r f Educ;atfiu�J
, ,
���`� Negotiatio /Labor Relations Manager
NegotiationslLa Relations
Assistant Mana er
/ �/l �� �
Date
MINNESOTA SCHOOL
S A IAT N
Fie! Director, MSEA
�v
Pr identfa int aul Publ c Schoois
lass'rfied�onfidential Employees
Association
/ f/�/ /
Date
33
INDEX
A
Adoption Leave ............................................7
B
Bereavement Leave ....................................7
Breaks..........-• .........................................2, 3
C
Call -!n Pay ...................................................3
Court Duty Leave .........................................8
D
Disciptine ...................................................21
E
Educational Leave .......................................8
Employee Records ....................................18
F
Fair Share Fee .............................................1
Family Medical Leave ................................10
Flexibie Spending Account ........................12
G
Grievance Procedure .................................22
H
Holidays....................................................... 5
/
tmprovement Plan Process .......................32
Insurance Benefits .....................................11
L
Leaves Of Absence .....................................7
Legal Services ...........................................17
Life Insurance ............................................ i2
Lunch Breaks ...............................................2
M
Mileage ...................................................... 24
Military Leave .........................................8, 10
N
Non-Discrimination ....................................25
O
Overtime ......................................................2
P
Parental Leave .............................................9
Probation....................••_•••••....._...•••...........17
R
Retirement Health Insurance .....................13
S
Salary Rates ........................................27, 28
Salary Step Progression ..............................4
School Activities Leave ..............................10
Seniority .....................................................19
Severance Pay ...........................................16
Sick Child Care Leave .................................7
Sick Leave ...................................................7
Sick Leave Conversion ................................6
T
Temporary Empioyees ...............................23
Titles And Grades ......................................29
U
Union Dues ..................................................1
Union Official Leave ...................................10
V
Vacancies ..................................................24
Vacation.......................................................6
W
W ages ..........._._......_ ...............••-•-•�............4
WorkWeek ..................................................2
W o r kd ay ...................................................... . 2
Working Out Of Class'rfication ...................18
u
�
i
�
Council File # p�-38'�
Green Sheet # 106834
RESOLUTION
CITY OF SAINT PAUL, MINNESOTA $
Presented
Referred To
Committee Date
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
2 July 1, 2000 through June 30, 2002 Employment Agreement between the Independent School District No.
625, Saint Paul Schools, and Minnesota School Employees Association, Representing Classified
4 Confidential Employees Association.
Requested by Department of:
Office of Labor Relarions
By: � ��
Form Ap oved b ty Attorney
By: ��\� `1���io�
Approved by Mayor for Submission to Council
Adoption Certified by Council Secretary By:
BY: l� '1. �
Approved by Mayor: Date ' �
By: ��
Adopted by Council: Date A� `� �S ZO p�
DEPARTMENT/OFFICE/COl7I�CIL: DATE IN[TIATED GREEN SHEET No.: 106834
LABOR RELATIONS April 9, 2001 O� �'.� 8'a-
CONTACf PERSON & PHONE: � INI7�fALJBATE IIVTTfAL/DATE
JiJLIE KRAUS 266-6513 °�(�
ASSIGN 1 DEPARI'Iv1ENT DIR. 4 CITYCOUNCIL
]VIIMBER 2 CITY ATl'ORNEY CITY CLERK
MU57' BE ON COUNCII. AGENDA BY (DATE) FOR HUDGET DIR. FIN. & MGT. SERVICE DIR.
ROUTING 3 MAYOR (OR ASST.)
ORDER
TOTAL # OF SIGtiA1L'RE PAGES 1 (CLIP ALL LOCATTONS FOR SIGNATURE)
acnox xeQUESren: This resolution approves the attached July 1, 2000 through June 30, 2002 Employment
Agreement beriveen Independent School District No. 625, Saint Paul Schools, and Mianesota School Employees
Association Representing Class�ed Confidential Employees Association.
RECOM[v�NDATIONS: Approve (A) or Reject (R) PERSONAL SERVICE WNTRACTS MUST AIVSWER THE FOLLOWING
QUESTIONS:
_PLANMNG WMMISSION _CI VIL SERVICE COMMISSION 1. Has this person/fim� ever worked under a contract for this department?
_CIB COMMITTEE Yes Na /
STAFF 2. Haz this person/firtn ever been a city employee?
DISIRIC'I COURT Yes No
SUPPORTS WHICH COLiNCIL OBIECTI VE? 3. Does this penon/firtn possess a skill not normally possessed by any curtent ciry employee?
Yes No
Explain alI yes anmers ou separate sheet and attac6 to green sheet
IrITIATING PROBLEM, ISStiE, OPPOR7'ONITY (Who, What, Whev, Wherq Why):
r ,�;� nr.e;y�n�
ADVANTAGES IF APPROVED. ge��q.�g y �sav�"z,�,-; <<° �;°"
This resolution pertains to Board of Education empioyees only. n ''
(�� F� � ���
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� DISADVANTAGESIFAPPROVED.
DISADVANTAGES IF NOT APPROVED:
TOTAL AMOUNT OF'I'RANSACTION: COST/REVEN[JE BUDGETED:
FUNDING SOURCE: ACfIV1TY NUMBER:
� FINANCIAL INFORMATION: (EXPLAIN) '
., a .,
INDEPENDENT SCHOOL DISTRICT NO. 625 O�-'3$2�-
BOARD OF EDUCATION
ST. PAUL PUBLIC SCHOOLS
DATE: January 16, 2001
TOPIC: Approval of Employment Agreement Between Independent School District
No. 625, Saint Paul Public Schools, and Minnesota School Employees
Association, Representing Classified Confidential Employees Association
A. PERTINENT FACTS:
1) New Agreement is for a hvo-year period from July 1, 2000 ihrough June 30, 2002.
2) Contract changes are as follows:
Waaes: Effective July 1, 2000, increase the schedule by 3%. Effective June 30, 2001, the
average wage schedule increase will be 3.4%.
Step Proqression/Wage Increase: increased accountability provisions whereby eligibility for
step advancement and salary increases is changed so that steps/increases are no longer
automatic. if an employee is on an improvement plan and does not stay on track with the
requirements of the plan, the employee's step increase may be withheld. If an employee is on
the five-year, ten-year, or top step of the salary schedule, not eligible for a step, and not on
track with an improvement plan, the employee's salary may be frozen.
Insurance: The eligibility waiting period for new employees to receive benefits is reduced from
three months to one month consistent with other district contracts. Effective January 2001,
the district contribution for single coverage is increased to $235; family coverage is increased
to $430; effective January 2002, the district contribution for single coverage is increased to
$260, family coverage is increased to $470. Effective January 1, 2001, the district will
contribute up to $12 per month for long-term disability coverage. Effective January 1, 2002,
the district will contribute up to $30 per month for single dental insurance.
Holidavs: Employees who are active on the payroll the day of a holiday will be eligible for
holiday pay. This change was made to simplify payroll processing.
Adoption Leave: Employees may use up to 15 days of sick leave for the adoption or care of a
newly adopted child. One day of sick leave may be used to bereave the death of a niece of
nephew.
Severance Pav: To ensure the district has timely information to plan staffing, employees who
notify the District three months in advance of retiring are eligible to receive $70 for each day of
accrued sick leave, up to $15,000. If notification is less than three months, eligible employees
will receive $60 per day up to $15,000.
Vacation: Increased vacation accrual based upon years of service.
3) The District currently has thirty-seven (37) regular employees in this bargaining unit.
4) This contract supports the District's goal of preparing all students for life.
C�-3F�
Employment Agreement
Confidential Employees
January 16, 200i
Page Two
5) This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager;
Wayne Arndt, Negotiations/Labor Relations Manager; Richard Kreyer, Executive Director of
Human Resources and Labor Relations; and Lois Rockney, Interim Chief Operating Officer.
B. RECOMMENDATION:
That the Board of Education of Independent School District No. 625 approve and adopt the
Agreement concerning the terms and conditions of employment of those classified confidential
employees in this school district for whom the Minnesota School Employees Association is the
exclusive representative; duration of said Agreement is for the period of July 1, 2000 through
June 30, 2002.
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2000 - 2002
AGREEMENT
BETWEEN
SAINT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
AND
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MINNESOTA SCHOOL EMPLOYEES ASSOCIATION
Representing
Classified Confidential
Employees Association
July 1, 2000 through June 30, 2002
� Saint Paul Public Schools
L/ F F L O M 6 L E 4 A N/ N 6
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�' Saint Paul Public Schools
L 1£ E L 0■ 6 L F I R/!■ 6
SAINT PAUL PUBLIC SCHOOLS
independent Schooi District No. 625
Board of Education
Becky Montgomery
Anne Carroll
Tom Conlon
Gilbert de la O
AI Oertwig
MaryThomton Phillips
Neai Thao
Chair
Director
Director
Director
Director
Director
Director
Administration
Superintendent of Schools
Interim Chief Operating Officer
Chief Academic Officer
Chief Accountability`Officer
Executive Assistant
Area Superintendents
Patricia A. Harvey
Lois Rockney
Kate Foate Trewick
Margo Baines
Tanya Martin Pekel
Luz Maria Serrarto, Area A
Louis Kanavati, Area B
Joann Knuth, Area C
Mary K. Boyd, Area D
Terilyn Tumer, Area E
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ARTICLE TITLE
Article 1.
Articie 2.
Article 3.
Article 4.
Article 5.
Article 6.
Article 7.
Article 8.
Article 9.
Article 10.
Article 11.
Article 12.
Article 13.
Article 14.
Article 15.
Article 16.
Article 17.
Article 18.
Articie 19.
Article 20.
Article 21.
Article 22.
Article 23.
Article 24.
Article 25.
Articie 26.
TABLE OF CONTENTS
PAGE
Preamble.................................................................................................................. iv
Recognition ............................................................................� �---�--....---.....--�--...--� �---.
Check ...................................................................................................................1
Maintenance of Standards---� .....................................................................................
ManagementRights ..................................................................................................2
Hoursof Work ...........................................................................................................2
WorkBreaks ..............................................................................................................3
Wages .......................................................................................................................4
Holidays..................................................................................................................... 5
vacatioa..................................................................•----° °--.....----°°°-.._..................... 6
Leavesof Absence ....................................................................................................7
InsuranceBenefits ................................................:..................................................11
Severance ........................................................................................................16
LegalServices .........................................................................................................17
Probation.................................................................................................................17
Working Out of Classification ..................................................................................18
Temporary Employees ............................................................................................18
Employee Records ..................................................................................................18
Seniority ..................................•--..............................................................................19
Discipline .................................................................................................................21
Grievance Procedure ...............................................................................................22
Mileage .................................................................................................................... 24
Vacancies................................................................................................................24
Non-Discrimination ..................................................................................................25
NoStrike, No Lockout ....................................................•--.......................................25
BulletinBoards .........................................................................................................25
Termsof Agreement ................................................................................................26
Appendix A: Titles and Bi-W eekfy Saiary Rates ...................................................27
Appendix B: Titles and Grades .............................................................................29
Appendix C: Standard Ranges ..............................................................................30
Memorandum of Agreement regarding improvement Plan Process .......................32
In d ex ........................................................................................................................ 34
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PREAMBLE
This Agreement entered into by independent School District No. 625, hereinafter referred to
as the Empioyer, and the Minnesota School Employees Association, hereinafter referred to as
MSEA, representing the Saint Pau! Public Schools Classified ContidenYia! Employees Association,
hereinafter referred to as the Association, has as its purpose the promotion of harmonious relafions
beriveen the Employer and the MSEA, the establishment of an equitable and peacefui procedure for
the resolution of differences, and the establishment of rates of pay, hours of work, and other
conditions of employment.
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• ARTICLE 1. RECOGNITION
1.1 The Employer recognizes the MSEA as the sole and exciusive bargaining agent for the
purpose of esiablishing salaries, wages, hours, and other condftions ofi empioyment for aii
of its employees as outlined in the certification by the State of Minnesota Bureau of
Mediation Services, dated January 27, 1993, in Case No. 93-PTR-1061, and set forth in
Section 12 below.
12 The bargaining unit covered by this Agreement shall consist of the following:
All ciassified confidential employees of Independent School District No. 625, Saint
Paul, Minnesota, who are empioyed by Independent School District No. 625, Saint
Paul, Minnesota, and who are public empioyees within the meaning of Minnesota
Statute § 179A.03, Subd. 14.
Any titles designated as Civil Service unclassified are not covered by the provisions of
Civil Service Rules or any related rules covering employment in classrfied service
positions. The terms and conditions of empioyment for any titles designated as Civil
Service unclassified are defined within this labor agreement, notwithstanding Article 3:
Maintenance of Standards, which does not appiy to titles so designated.
1.3 Any present or future employee who is not an Association member shall be required to
contribute a fair share fee for services rendered by the MSEA and, upon notification by
the MSEA, the Employer shall check off said fee from the earnings of the employee and
transmit the same to the MSEA. fn no instance shaVl the required contribution exceed a
pro rata share of the specific expenses incurred for services rendered by the
representative in relationship to negotiations and administration of grievance procedures.
� This provision shail remain operative only so long as specificaily provided by Minnesota
law, and as otherwise legal.
1.4 The MSEA 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 resu�t of
any action taken or not taken by the Empioyer under the provisions of this Article, Section
1.3.
ARTICLE 2. CHECK OFF
2.1 The Empioyer agrees to deduct the MSEA membership initiation fee assessments and
once each month dues from the pay of those employees who individually request in
writing that such deductions be made. The amounts to be deducted shall be certified to
the Employer 6y a representative of the MSEA 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.
22 The MSEA 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 Empioyer under the provisions of this Article.
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ARTICLE 3. MAINTENANCE OF STANDARDS
3.1 Tha parties agree that ali condifions ot employment relating to wages, hours ot work,
overtime differentials, vacations, and ali other generai working conditions shall be
maintained at not less than the highest minimum standard set forth in the Civil Service
Rules of the City of Saint Paul and the Saint Paul Salary Pian and Rates of Compensation
at the time of the signing of this Agreement, and the conditions of employment shall be
improved wherever specific provisions for improvement are made elsewhere in this
Agreement.
ARTICLE 4. MANAGEMENT RIGHTS
4.1 MSEA and the Association recognizes the right of the Employer to operate and manage
its affairs in all respects in accordance with appiicable laws and regulations of appropriate
authorities. Ali rights and authority which the Employer has not officially abridged,
delegated or modified by this Agreement are retained by the Employer.
42 A public employer is not required to meet and negotiate on matters of inherent manageriai
policy, which include, but are not limited to, such areas oi discretion or poticy as the
functions and programs of the Employer, fts overall budget, utilization of technology, and
organizational structure and selection and direction and number of personnel.
ARTICLE 5. HOURS OF WORK
5.1 The normai woricday shail be eight and one-half (8.5) hours in duration, eight (8) of which
are paid. Each normal workday shali include two (2) paid fifteen (15)-minute rest breaks.
In addition, a forty-five (45)-minute, duty-free lunch shall be provided. Fifteen (15)
minutes of the duty-free Iunch is paid and the remaining thirty (30) minutes is unpaid.
The foliowing is an example of a normal workday schedule; however. individuai schedules
mav varv:
Work day begins at:
Morning Rest Break:
Lunch Break:
Aftemoon Rest Break:
W ork day ends at:
52
5.3
5.4
8:00 a.m.
10:00-10:15a.m.
Noon-i2:45 p.m. (15 paid minutesj
3:00-3:15p.m.
4:30 p.m.
The normal work week shall be forty (40) hours in any seven (7)-day period.
This Section shall not be construed as, and is not a guarantee of, any hours of work per
normal workday or per normal work week.
Overtime is to be paid at the rate of one and one-haif (1-1/2) times the employee's normal
hourly rate for all hours worked in excess of eight (8) hours per day and forty (40) hours
per week.
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� ARTICLE 5. HOURS OF WORK (continued)
5.5 The overtime compensation due the employee shail be paid at the rate herein cited, or by
granting compensatory time on a time and one-haif basis by mutual agreement between
the District and the employee.
5.6 Employees in this bargaining unit working under a tftie listed under the heading "Cierical
and Technical Group" in Appendix B shall be recompensed for work done in excess of the
normal hours estabiished above in this Articie by being granted compensatory time on a
time and one-half basis or by being paid on a time and one-half basis for such overtime
work. The overtime rate of one and one-half shall be computed on the basis of U80th of
the biweekly rate.
5.7 Employees working in a title listed under the heading "Professional Group" in Appendix B
who work more than seven and three-fourths (7-3/4) hours in any twenty-four hour
period or more than thirty-eight and three-fourths (38-3/4) hours in any seven (7)-day
period shall not receive pay for such additionai work except as in 5.8 below.
5.8 It is understood by the parties that C+vi4 Service Rule, Section 28.H - Overtime of
Resoiution No. 3250 shali not apply to employees in the bargaining unit working under a
title listed under the heading °Professional Group" in Appendix B. In unusual
circumstances, a department head may grant these employees who work more than
seven and three-fourths (7-3/4) hours in any twenty-four (24)-hour period or more than
thirty-eight and three-fourths (38-3/4) hours in any particular seven (7)-day period
compensatory time or pay on a straight-time basis for the extra hours worked.
5.9 Normal work schedules showing the employee's shift, workdays, and hours shali be
� posted on all department bulletin boards at all times. It is aiso understood that deviation
from posted work schedules shall be permissible due to emergencies, acts of God, and
overtime may be required.
5.10 Cail-in Pav. When an employee is cat4ed to work, he/she shatl receive two (2) hours of
pay if not put to work. If the employee is called to work and commences work, he/she
shall be guaranteed four (4) hours of pay. These provisions, however, shali not be
effective when work is unable to proceed because of adverse weather conditions; nor
shall these provisions apply to temporary employees nor to any person whose regularly-
scheduled workday is less than four (4) hours.
ARTICLE 6. WORK BREAKS
6.1 Rest Periods. A!1 emptoyees' work schedules shall provide for a fifteen-minute rest period
during each one-half shift. The rest period shall be scheduled by management at
approximateiy the middle of each one-half shift whenever it is feasible.
6.2 If an employee is scheduled to work a full half-shift beyond the regular quitting time, the
employee shali be entitled to the rest period that occurs during said half-shift.
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ARTICLE 7. WAGES �
7.1 The wage schedule, for purposes of this contract, shall be Appendices A, B and C
attached hereto. Both parties agree that the inclusion of the classifications and salary
ranges in Appendix A does not preciude the employer from the foilowing:
1. Reorganizing;
2. Abolishing ciassrfications;
3. Establishing new class'rfications;
4. Regrading classifications;
5. Reclassifying positions.
72 Both parties also agree that titles and grades in Appendix A refer to employees in the
positions at the date of signing of the Agreement. No employee in this bargaining unit
shali suffer any reduction in salary because of a regrading or reclassification during the
contract period in which such regrading or rectassrfication takes place.
7.3 Initial Steo Piacement. When an employee is regularly appointed into a title covered by
this Agreement or moved from one title covered by this Agreement to an appoiniment in a
different title under this Agreement, shall be govemed by Civil Service Rules. Step 1 shail
be the normal entry rate for the positions in this bargaining unft, except as otherwise
provided in existing rules.
7.4 Salarv Step/Increase Elioibilitv. Employees must meet the following conditions in order to
be eligible for a salary step or, 'rf on the top step, a salary increase:
7.4.1 Employees must have received an overall rating of "Satisfactory" on their most
recent performance evaluation to receive any salary step advancement or, if an �
employee is on an improvement plan, the employee must be on track with the
components of the improvement plan.
7.4.1.1 if an employee who is on an improvement plan, is not on track with the
requirements of the plan, and is on the top step of the salary schedule,
ihe employee's salary rate wiil be frozen.
7.4.1.2 Empioyees who are on an improvement plan and not on track and
who lose a sfep or have their salary rafe frozen will have their step/rate
increase reinstated 'rf they get on track within twelve months following
their step/rate freeze.
7.5 Salarv Steo Progression. At the beginning of the first full pay period in July, fuil-time
employees will progress one step up to Step 6(five-year step) provided they were paid a
minimum of 1,040 hours on the payroli in the previous year (minimum hours requirement
is prorated for part-time empioyees).
7.5.1 When an employee completes ten (10) calendar years of service in the District,
that employee may be granted an increase of one (1) additional salary step on
the first pay period in July, not to exceed Step 7.
7.52 When an empioyee compfefes fifteen (15} catendar years of service in the
District, that employee may be granted an increase of one (1) additional salary
step on and the first pay period in July, not to exceed Step 8.
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• ARTICLE 8. HOLIDAYS
8.1
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8.3
Holidavs Recoanized and Observed. The following days shall be recognized and
observed as paid holidays:
New Yea�'s Day
Martin Luther King Jr. Day
Presidents' Day
Memorial Day
lndependence Day
Labor Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Eiigible employees shali receive pay for each of the holidays listed above, on which they
pertorm no work. Whenever any of the hoiidays listed above shall fall on Saturday, the
preceding Friday shall be observed as the holiday. Whenever any of the holidays listed
above shall fall on Sunday, the succeeding Monday shaii be observed as the holiday. For
those employees assigned to a work week other than Monday through Friday, the holiday
shall be observed on the calendar date of the holiday.
Elioibility Reauirements. To be eligible for holiday pay, employees must have been active
on the payroll the day of the holiday.
Notwithstanding Subd. 82, a temporary employee shall be eligibie for holiday pay only
after such employee has been employed as a temporary employee for si�cty-seven (67)
consecutive workdays.
8.4 If Martin Luther King Jr. Day or Presidents' Day, falis on a day when school is in session,
the empfoyee shall work that day at straight ti�ne and another day shal! be designated as
� the holiday. This designated holiday shall be a day on which school is not in session and
shall be determined by agreement between the employee and the supervisor.
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ARTICLE 9. VACATION
9.1 Each fuli-time regulariy appointed employee working under a title covered by this
Agreement shall accumulate vacation credfts at the rates shown below for each fuii hour
on the payroll, excluding overtime:
:�%]
Years of Service
1 st year through 4th year
5th year through 9th year
10th yearthrough 15th year
16th through 23rd year
24th year and thereafter
A�nual Hours of
Vacation Earned
Per Hour on
Pavroll
.0576
.0769
.0807
.0961
.1115
Annual
Nours
Earned
120
160
168
200
232
Days
Eamed
15
20
21
25
29
Calculations are based on a 2,080 hour work year and shall be rounded off to the nearest
hour.
Years of service means the number of years since the employee's date of employment.
An employee may carry over into the next calendar year up to one hundred sixty (160)
hours of vacation.
92.1 An employee who has more than one hundred sixty (160) hours of accrued
vacation remaining at the end of the last full pay period in October shall efther:
92.2
(a)
(b)
(c)
be required to use the hours of vacation in excess of one hundred sixty
(160) hours prior to the end of the calendar year; or
be compensated for hours in excess of one hundred sixty (160) hours at
end of year; or
be provided an exception for additional carryover of vacation by means of
approval of his/her department head.
Choice of option a, b, or c is at the discretion of the Employer.
For the purpose of this Article, the °vacation yea�' shall be the calendar year
(January 1 through December 31).
9.3 Upon separation from service, rf the employee has provided ten (10) calendar days notice
to the employer, any unused, accrued vacation shali be paid at the employee's current
rate of pay. If an employee has been granted more vacation than the employee has
eamed up to the time of separation from senrice, the employee shall reimburse the
District for such uneamed vacation at the employee's current rate of pay. If an employee
is separated from service by reason of discharge, retirement or death, the employee shall
be paid for any unused, accrued vacation eamed up to the time of such separation.
9.4 Sick Leave Conversion. Sick leave accumulated in excess of 1,440 hours may be
converted to paid vacation time at a ratio of two (2) hours of sick leave time for one (1)
hour of vacation time, to a maximum of five (5) regulariy-assigned workdays (not to
exceed a total of forty [40] hours) in any year.
There shali be no conversion of unused sick leave in any amount at any time to any cash
payment other than the above-described conversion to vacation time or severance pay in
Article 12.
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• ARTICLE 10. LEAVES OF ABSENCE
10.1 Sick Leave. Sick leave shall accumuiate at the rate of .0576 of a working hour for each
full hour on the payroil, 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-
half hour past his/her regular scheduied starting time. The granting of sick leave shall be
subject to the tertns and provisions of this Agreement. Any employee who has
accumulated sick leave as provided above shall be granted leave with pay, for such
period of time as the head of the department deems necessary for the following specitied
ailowabie uses:
10.1.1 Personai Illness: Employees may use accumulated sick leave for hours off due
to personal illness. The empioyee may be required to fumish a medical
cert'rficate from a qual'rfied physician as evidence of iilness or physical disability in
order to qualify for paid sick leave as per District practice. Accumulated sick
leave may also be granted for such time as is actually necessary for office visits
to a doctor, dentist, optometrist, etc.
10.1.2 Familv Illness: Employees may use accumulated sick leave for hours off due to
sudden sickness or disability of a parent or a member of his/her household or to
make arrangements for the care of such sick or disabled persons up to a
maximum of eight hours sick leave per incident. Up to forty (40) hours of
accumulated sick leave may be used in a work year to allow the employee to care
for and attend to the serious or critical iftness of hismer spouse or parent. Tfiese
hours when used are deducted from sick leave.
10.1.3 Sick Child Care Leave Sick leave to care for a sick child shall be granted on the
same terms as the employee is able to use sick leave for the employee's own
� iliness. This leave shall only be granted pursuant to Minn. Stat. §181.12413 and
shali remain available as provided in Statute.
10.1.4 Bereavement Leave. A leave of absence with pay, not to exceed five (5) days,
shall be granted because of the death of an employee's spouse or chiid.
10.1.4.1 Up to three (3) days shall be granted because of death of other
members of the employee's immediate family. Other members of the
immediate family shall mean father, mother, sister, brother,
grandparent, grandchild, parent-in-law, son-in-law or daughter-in-law.
10.1.42 Leave of absence for one (1) day shail be granted because of death of
other close relatives. Other close relatives shail mean uncle, aunt,
nephew, niece, brother-in-law, and sister-in-law.
10.1.4.3 A"day' for this purpose shall be equivalent to the regulariy assigned
workday of the employee, and such leave shall be deducted from
accumulated sick leave.
10.1.4.4 If an employee is required to travel beyond a two hundred (200)-mile
radius of Saint Paul for purposes related to eligible bereavement
leave, one (1) additional day of sick leave may be used.
10.1.5 Adootion Leave. Up to fifteen (15) days of accumulated sick leave may be used
in a contract year to attend to adoption procedures or care for a newiy adopted
chiVd. Use of these f'riteen (15) days does not need to occur consecutivety.
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ARTiCLE 10. LEAVES OF ABSENCE (continued) •
102 Court Dutv Leave. Any employee who is required during hislher regular working hours to
appear in court as a juror or witness except as a witness in his/her own behalf against the
Employer, shali be paid regular pay while so engaged, provided, however, that any fees
that the employee may receive from the court for such service shall be paid to the
Employer and be deposited with the Employer Business Office. Any employee who is
scheduled to work a shift other than the normal daytime shift shali be rescheduled to work
the normal daytime shift during such time as the employee is required to appear in court
as a juror or witness.
10.3 Militarv Leave With Pav. Any empioyee who shall be a member of the National Guard,
the Navai Militia or any other component of the militia of the state, now or hereafter
organized or constituied under state or federal law, or who shall be a member of the
Officers Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine
Corps Reserve or any other reserve component of the military or naval force of the United
States, now or hereafter organized or constituted under federal law, shall be entitled to
leave of absence from employment without Ioss of pay, seniority status, efficiency rating,
vacation, sick leave or other benefits for ali the time when such employee is engaged with
such organization or component in training or active service ordered or authorized by
proper authority pursuant to faw, whether for state or federal purposes, provided that such
leave shaii not exceed a totai of fifteen (15) days in any calendar year and further
provided that such leave shall be allowed only in, case the required military or naval
service is satisfactoriiy pertormed, which shall be presumed unless the contrary is
established. Such leave shall not be allowed uniess the employee 1) returns to his/her
position immediately upon being relieved from such military or naval service and not later
than the expiration of time herein limited for such leave; or 2) is prevented from so
returning by physical or mentai disability or other cause not due to such employee's own
fault; or 3) is required by proper authoriry to continue in such military or naval service �
beyond the time herein limited for such leave.
10.4 Education Leave. Leave with pay may be granted for educational purposes at the option
of the Employer.
10.5 Leaves of absence may be requested and are subject to approval of the Director of
Human Resources. A list of typical leaves is provided below. This list does not cover all
possible reasons.
• Physical or mental incapacity of the employee to pertorm their work efficiently, where
the granting of a ieave will permit the employee to receive treatment enabling them to
retum-to Schoof Districtservice; _
• Election or appointment of a full-time, paid position in an organization or union whose
members consist largely or exclusively of employees of the School District.
• Education or training reiating to the employee's regular duties or to prepare the
empioyee for advancement;
• Election of the employee to a School District or City of St. Paul position;
• Appointment of the employee to an unclass'rfied School District or City of St. Paul
position;
• Disability or injury received in the performance of duty not due to the negligence of the
empioyee for the period of the employee is receiving compensation payments from
the School District for temporary partial disability or temporary total disability;
• Parental leave upon the request of the employee.
•
!Jd-3 $�
•
ARTICLE 10. LEAVES OF ABSENCE (continued)
10.5.� For a leave of six (6) months or longer, the employee must provide written
notification to the Director of Human Resources, indicating his/her spec'rfic
intent to conciude the leave and be available to retum to active service as of the
termination date spec'rfied in the leave. This wr'itten nofrfication must be
received by the Director of Human Resources no later than two (2) months prior
to the originaily-scheduled date of the leave termination.
10.52
10.5.3
Employees retuming from leave wiii be placed in the next available vacancy in
their job title.
Employees who retum to service under the provisions of this Section wiil retain
their former seniority.
10.6 Parental Leave
10.6.1 Parentai leave is a leave without pay or benefits which shall be granted upon
request subject to the provisions of this Section. It may be granted for reasons
of adoption or pregnancy and/or the need to provide parental care for a child or
children of the employee for an extended period of time immediately following
adoption or the conclusion of pregnancy; such period of leave shall be no
longer than one calendar year in length. Leave up to six (6) calendar months
shall be granted upon request. Leave for more than six (6) calendar months is
at the discretion of the Employer.
u
10.62 In the case of pregnancy, an employee who wishes to use a period of (paid)
earned sick leave at the time of pregnancy and delivery-related disability, may
request unpaid parental leave for a period following the use of earned sick
leave; however, sick leave time shail not be granted within (during the course
of) a period of unpaid parental leave. The employee requesting such
sequential leave shall submit an application in writing to the Director of Human
Resources of Independent School District No. 625 not later than twelve (12)
weeks in advance of the anticipated date of delivery. The employee will be
required to submit, at the time of use, appropriate medicai verification for the
sick leave time claimed.
10.6.3 In the case of adoption, the empioyee shali submit a written application to the
Director of Human Resources, of fndependent Schoot District fVo. 625 including
the anticipated date of placement of the child, at least tweive (12) weeks in
advance of the anticipated date of placement, or eariier if possible.
Documentation will be required.
10.6.4 When an employee is returning from parental leave extending over a period of
six (6) calendar months or less, the employee shall be placed, at the beginning
of the first pay period foilowing the scheduled date of retum, in the same
position held prior to the leave or, if necessary, in an equivalent position.
10.6.5 When an employee has requested and been granted leave for a period longer
than six (6) calendar months, but no more than tweive (12) calendar months,
the employee will be placed in an equivalent position after the scheduled date
of return as soon as an equivalent vacancy becomes available. For purposes
of this provision, an equivalent vacancy is a position in the same titie which
exists, has no incumbent, which is to be fil{ed, and for which no other person
has rights.
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ARTICLE 10. LEAVES OF ABSENCE (continued) •
10.7 Familv Medicai Leave. Effective February 1, 1994, leaves of absence shali be granted as
required under the federai law known as the Family and Medical Leave Act (FMLA) so
long as it remains in force. The Human Resource Departrnent provides procedures which
coordinate contractuai provisions with FMLA.
10.8 School Activtties Leave Without Pav. An empioyee may request and be granted up to
sixteen (16) hours of unpaid leave per calendar year for school acti�rities of his/her own
child, pursuant to Minnesota Statute § 181.9412 rules, so long as the Statute so provides.
10.9 Militarv Leave Without Pav. Any employee who engages in active service in time of war
or other emergency declared by proper authority of any of the military or naval forces of
the state or of the United States for which leave is not otherwise allowed by law shall be
entitled to leave of absence from employment without pay during such service with right of
reinstatement and subject to such conditions as are imposed by law. Such leaves of
absence as are granted under Articie 10.3 shall conform to Minnesota Statutes, Section
192, as amended from time to time and shall confer no additional benefits other than
those granted by said statute.
10. � 0 Union Official Leave. An employee elected or appointed to a full-time paid position by the
exclusive representative may be granted a leave of absence without pay for not more
than one (1) year for the purpose of conducting the duties of the exclusive representative.
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10
D!
� ARTiCLE 11. iNSURANCE BENEFITS
SECTION 1. ACTIVE EMPLOYEE HEALTH INSURANCE
�.1 The Employer will continue for the period of this Agreement to provide for active
employees such health and I'rfe insurance benefits as are provided by Employer at the
time of execution of this Agreement.
1.2 Eliaibilitv Waitinq Period. One (1) fuii month of continuous regularly appointed
service in independent School District No. 625 wiii be required before an eligibie
employee can receive the District contribution to premium cost for health and life
insurance provided herein.
1.3 Fuii-Time Status. For the purpose of this Article, full-time employment is defined as
appearing on the payroli at ieast 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 Articie, haif-time employment is defined
as appearing on the payroll at least twenty (20) hours but less than thirty-two (32) hours
per week or at least forty (40) hours but less than siuty-four (64) hours per pay period,
excluding overtime hours.
1.5 Emqlover Contribution Amount--Full-Time Emolovees. Effective July 1, 2000 for each
eligible employee covered by this Agreement who is empioyed full time and who selects
employee insurance coverage, the Employer agrees to contribute the cost of such
coverage or $220 per month, whichever is less. For each eligibie full-time employee who
selects family coverage, the Employer will contribute the cost of such family coverage or
� $395 per month, whichever is less.
1.5.1 Effective January 1, 2001, for each eiigibie employee covered by this
Agreement who is employed fuli time and who selects employee insurance
coverage, the Employer agrees to contribute the cost of such coverage or $235
per month, whichever is less. For each eligible fuli-time employee who selects
family coverage, the Employer will contribute the cost of such family coverage
or $430 per month, whichever is less.
1.5.2 Effective January 1, 2002, for each eligible employee covered by this
Agreement who is employed full time and who selects employee insurance
coverage, the Employer agrees to contribute the cost of such coverage or $260
per month, whichever is less. For each eligible fuli-time employee who selects
family coverage, the Employer will contribute the cost of such family coverage
or $470 per month, whichever is less.
1.6 Emqlover Contribution Amount: Married Couoles. Full-time employees who are married
to another District employee and who are covered under their spouse's health plan may
waive the single 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 appiied in cases where the
spouse is receiving heaith insurance through the DistricYs cafeteria benefits plan.
1.6.1 Effective January 1, 2001, employees who work a minimum of twenty (20)
hours per week, but less than forty (40) hours, who are married to another
District empioyee and who are covered under their spouse's heaith plan may
waive the singie or family contribution to health insurance and receive up to $75
per month toward their spouse's family premium. The combination of District
• contributions cannot exceed the full cost of family coverage and cannot be
applied in cases where the spouse is receivi�g health insurance through the
District's cafeteria benefits plan.
11
ARTtCLE 1 t. INSURANCE, Section 1. (continued): •
1.7 �lover Contribution Amount--Half-Time Emolovees, For each eligible employee
covered by this Agreement who is employed half time, the Employer agrees to contribute
fifty percent (50%) of the amount contributed for full-time employees selecting empioyee
coverage; or for each half-time employee who selects family insurance coverage, the
Empioyer will contribute fifty percent (50%) of the amount contributed for fuli-time
employees selecting family coverage in the same insurance plan.
1.7.1 Notwithstanding Section 1.6 above, employees covered by this Agreement and
employed half time prior to January 1, 1986, shail receive the same insurance
contributions as a fuii-time employee. This Section 1.7.1 applies only to
employees who were employed half-time during the month ot December 1985
and shall continue to appiy only as long as such employee remains
continuously employed half time.
1.8 L'rfe Insurance. For each eligible employee, the Employer agrees to contribute to the
cost of $25,000 life insurance coverage. The total premium contribution by the Employer
for ali I'rfe insurance coverage shall not exceed $6.32 per month. This amount shall drop
to $5,000 of coverage (in the event of early retirement) until the retiree reaches age sixty-
five (65); then all Employer coverage shall terminate.
1.9 Dentai Insurance. Effective January 1, 2002, the Employer will contribute for each
eiigible employee covered by this Agreement who is employed fuli-time toward
participation in a dentai care plan offered by the Empioyer up to $30 per month for single
coverage.
1.10 Lonq-Term Disabilitv Insurance. Effective January 1, 2001, the Employer shali contribute �
up to $12 per month for each eligibie employee covered by this Agreement who is
employed a minimum of 20 hours per week toward long-term disability insurance.
1.11 Flexible Soendinq Account. It is the intent of the Employer to maintain during the
term of this Agreemenf a ptan for medicai and child care expense accounts fo be
available to employees in this bargaining unit who are eligibte for Employer-paid premium
contribution for health insurance for such expenses, within the established legal
regulations and IRS requirements for such accounts.
1.12 The contributions indicated in this Article 11 shall be paid to the EmployePs group health
a�d welfare plan.
1.13 Any cost of any premium for any Employer-offered employee or family insurance
coverage in excess of the doilar amounts stated in this Article 11 shall be paid by the
employee through payroii deduction.
�
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O1
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ARTICLE 11. INSURANCE (continued):
SECTION 2. RE�IREMENT HEALTH INSURANCE
Subd. 1 . Benefit E{iqibifity tor Emplovees who Retire Betore Aqe 65
1.1 Emolovees hired into District service before Januarv 1. 1994, must have completed the
following service eiigibility 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. Be receiving pension benefits from PERA, St. Paul Teachers Retirement
Association or other pubiic employee retiree program at the time of retirement and
have severed the empioyment relationship with Independent School District 625;
B.
C.
D.
E.
i�'a
1.3
Must be at feast fifty-five (55) years of age and have completed twenty-five (25)
years of service, or;
The combination of their age and their years of service must equal eighty-five (85)
or more, or;
Must have compteted at least thirty (30) years of service, or;
Must have completed at least twenty (20) consecutive years of service within
Independent School District No. 625 immediately preceding retirement.
Years of regular service with the City of Saint Paul will continue to be counted toward
meeting the service requirement of this Subdivision 1.1 B, C or D, but not for 1.1 E.
Employees hired into District service after Januarv 1. 1994, must have completed twenty
(20) years of service with Independent School District No. 625. Time with the City of Saint
Paul wili not be counted toward this twenty (20)-year requirement.
Eliaibilitv Requirements For Ail Retirees
A. A retiree may not carry his/her spouse as a dependent if such spouse is also an
Independent School District No. 625 retiree or Independent School District No. 625
employee and eligible for and is enrolied in the Independent Schooi District No.
625 health insurance program, or in any other Employer-paid health insurance
program.
f�
C.
Additional dependents beyond those designated to the District at the time of
retirement may not be added at District expense after retirement.
The employee must make application through District procedures prior to the date
of retirement in order to be eligibie for any benefits provided in this Section.
Employees terminated for cause will not be eligible for employer contributions
toward insurance premiums for efther pre-age 65 or post-age 65 coverage.
•
13
ARTICLE 11. INSURANCE, Section 2. (continued):
Subd. 2. Em�lover Contribution Leveis for Em�lovees Retiring Before Aqe 65
2.1 Health Insurance Employer Contribution
Employees who meet the requirements in Subd. 1 or Subd. 2 will receive a District
contribution toward heaith insurance untii the employee reaches sixty-five (65) years of
age as defined in this subdivision.
2.1.1 The District contribution toward heatth insurance premiums wifl equal the same
doilar amount the District contributed for singie or family coverage to the carrier in
the employee's last month of active employment.
2.12 In the event the District changes health insurance carriers, it will have no impact
on the District contribution for such coverage.
2.1.3 Any employee who is receiving family coverage premium contribution at date of
retirement and later changes to single coverage will receive the dollar contribution
to singie coverage that was provided in the contract under which the retirement
became effective.
2.2 Life tnsurance Emobver Contribution
The District wiii provide for eariy retirees who qualify under the conditions of 1.1 or 12
above, premium contributions for eligibie retirees for $5,000 of life insurance only untii
their 65th birthday. No I'rfe insurance will be provided, or premium contributions paid, for
any retiree age sixty-five (65) or over.
Subd. 3 Benefit Eliqibilitv for Emolovees After AQe 65
3.1 Emplovees hired into the District before Januarv 1. 1994, who retired before age 65 and
are receiving benefits per Subd. 2 above are eligible, upon reaching age 65, for empioyer
premium contributions for health insurance described in Subd. 4 of this Article.
32 Emolovees hired into the District before Januarv 1. 1994, who retire at age 65 or older
must have completed the eligibility requirements in Subd. 1 above or the following
eligibility requirements to receive District contributions toward post-age-65 health
insurance premiums:
A. Employees hired before June 8, 1988, must have compieted at least eight (8) years of
continuous employment with the District. For such employees or early retirees who
have not completed at least eight (8) years of service with the District at tHe time of
their retirement, the Employer will discontinue providing any health insurance
contributions upon their retirement or, in the case of early retirees, upon their
reaching age 65.
B. Empioyees hired on or after June 8, 1988 and prior to January 1, 1990, must have
completed ten (10) years of continuous employment with the District. For such
employees or early retirees who have not completed at least ten (10) years of service
with the District at the time of their retirement, the Employer will discontinue providing
any health insurance contributions upon their re8rement or, in ihe case of early
retirees, upon their reaching age 65.
C. Employees hired on or after January 1, 1990, must have completed twenty (20) years
of continuous employment with the District. For such employees or early retirees who
have not completed at least twenty (20) years of service with the District at the time of
their retirement, the employer will disconiinue providing any heaHh insurance
contributions upon their retirement or, in the case of early retirees, upon their
reaching age 65.
•
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06-��Z
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ARTICLE 11. INSURANCE, Section 2. (continued):
Years of certified civil service time with the City of Saint Paui eamed prior to
February 1, 1996, will continue to be counted toward meeting the DistricYs service
requirement of this Subd.3. Civil service time worked with City of Saint Paul atter
January 7, 1994, will be considered a break in District employment.
3.3 Emolovees hired on or after Januarv 1. 1994, and all employees in the Professional
Group (see Appendix B) shail not have or acquire in any way any eligibility for Empioyer-
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, 1994, shall be eligibie
for oniy eariv retirement insurance premium contributions as provided in Subd. 2 and
Deferred Compensation match in Subd. 5.
Subd. 4. Em�lover Contribution Levels for Retirees After Age 65
4.1 Emolovees hired into the District before Januarv 1. 1994, and who meet the eligibility
requirements in Subdivisions 3.1 or 32 of this Article are eiigible for premium
contributions for a Medicare Suppiement heaith coverage policy selected by the District.
Premium contributions for such policy will not exceed:
Coveraae Twe
Medicare Eligible
Non-Medicare Eligible
Sinqle , Familv
$300 per month $400 per month
$400 per month $500 per month
At no tlme shail 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 on or after Januarv 1. 1994, and all Professional Group employees
(see Appendix B), after completion of three (3) full years of consecutive active service in
Independent School District No. 625, are eligible to participate in an employer matched Minnesota
Deferred Compensation Plan. Upon reaching eligibility, the District wili match up to $50 per
paycheck up to $500 per year of consecutive active service, up to a cumulative lifetime maximum
of $12,500. Part-time employees working half-time or more will be eligible for up to one half
(50%) of the available District match. Approved non-compensatory leave shali not be counted in
reaching the three (3) full years of consecutive active service, and shall not be considered a break
in service. Time worked in the City of Saint Paul will not be counted toward this three (3)-year
requirement.
Federal and state rules governing participation in the Minnesota Deferred Compensation Plan
shall appiy. The employee, not the District, is solely responsible for determining hisJher total
maximum aliowable annuai contribution amount under IRS reguiations. The employee must
initiate an application to participate through the DistricYs specified procedures.
15
ARTICLE 12. SEVERANCE PAY
12.1 The Employer shail provide a severance pay program as set forth in this Article. Payment
of severance pay sha!! be made wiihin the tac year of the retirement.
122 To be eligible for the severance pay program, the empioyee must meet the foliowing
requirements:
122.1 The employee must be fifty-five (55) years of age or older or must be eligible for
pension under the "Rule of 90" provisions of the Public Employees Retirement
Association (PERA). The "Rule of 85" or the `Rule of 90" criteria shall also
apply to employees covered by a public pension plan other than PERA.
122.2 The employee must be voluntarily separated from School District employment
or have been subject to separatiort by layoff or compulsory retirement. Those
employees who are discharged for cause, misconduct, inefficiency,
incompetence or any other disciplinary reason are not eligible for this
severance pay program.
12.3 If an employee notifies the Human Resource Department three (3) months in advance of
the date of retirement and requests severance pay and if the employee meets the
eligibiiity requirements set forth in 122 above, he or she wili be granted severance pay in
an amount equal to $70 pay for each day of accrued, unused sick leave, up to 214 days.
12.3.1 If an employee notifies the Human Resource Department in less than three (3)
months in advance of the date of retirement and requests severartce pay and 'rf
the employee meets the eligibility requirement set forth above, he or she wiil be
granted severance pay in an amount equai to $60 pay for each day of accrued,
unused sick leave up to 250 days.
12.32 if exigent circumstances exist, such as a sudden iliness�njury of the employee
or immediate family member necessitating immediate retirement, and if the
employee meets the eligibility requirements set forth above, he or she will be
granted severance pay in an amount equai to $70 pay for each day of accrued,
unused sick leave up to 214 days.
12.4 The maximum amount of money that any emptoyee may obtain through this severance
pay program is $15,000.
12.5 Far the pu:pose of this severance pay program, a,death of an empioyee shall be
considered as separation of employment and, 'rf the employee wouid 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 empioyee's estate or spouse.
12.6 For the purpose of this severance pay program, a
District No. 625 employment to Ciiy of Saint Paul
separation of employment, and such transferee shall
program.
transfer from Independent School
employment is not considered a
not be eligible for this severance
•
C J
•
16
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• ARTICLE '13. LEGAL SERVICES
13.1 Except in cases of malfeasance in office or wiliful or wanton neglect of duty, the Employer
shall defend save harmless and indemnify empioyee against tort ciaim or demand
whether groundless or otherwise arising out of ai�eged acts or omission occurring in the
pertormance or scope of the employee duties.
132 Notwithstanding 13.1, the Employer shall not be responsible for paying any legal service
fee or for providing any legal service arising from any legal action where the empioyee is
the plaintiff.
ARTICLE 14. PROBATION
14.1 General Princi�les. For the purpose of this Articfe six (6) months shal{ mean six (6) full-
time equivalent months (1,040 hours on the payroll). The calculation for time on probation
wiil exclude any unpaid breaks not worked by the employee. Extended absences of any
kind (paid or unpaid) lasting one week or more in duration may be excluded when
calculating time toward the compietion of any probationary period.
14.1.1 If a District employee who is covered by this Agreement transfers to a position
in the City of Saint Paul, that employee will have the right to retum to his/her
former position or to a position to which the employee may have been
� transferred or assigned prior to the new assignment, during or immediately at
the conclusion of that Qrobationary period, if the employee faiis probation in the
City position.
142 Orioinal Em�loyment Probation. A new empioyee shall serve a six (6) month probationary
period, as defined in 14.1, above, foilowing regular appointment from an eligible list to a
position covered by this Agreement. At any time during ihis originai probationary period,
the employee may be suspended, disciplined or discharged at the discretion of the
Employer, and without recourse to the grievance procedure.
14.3. Promotionai Probation. An employee newly promoted to a position covered by this
Agreement shall remain on promotional probation for a period of six (6) months. At any
time during this probationary period, the employee may be returned to the empioyee's
previous position or to a position to which the employee couid have been transferred or
assigned prior to the promotion, at the discretion of the Employer, and without recourse to
the grievance procedure.
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ARTICLE 15. WORKING OUT OF CLASSIFICATION
i5.i Emptoyer shatf avoid, whenever possible, working an employee on an out-of-ciass
assignment for a prolonged period of time. Any employee working an out-of-class
assignment for a period in excess of frfteen (15) consecutive working days shall receive
the rate of pay for the out-of-class assignment in a higher classification not later than the
sixteenth (16th) day of such assignment. For purposes of this Article, an out-of-ciass
assignment is defined as an assignment of an empioyee to perform, on a full-time basis,
all of the sign'rficant duties and �esponsibilities of a position different from the employee's
regular position, and which is in a classification higher than the classification held by such
employee. The rate of pay for an approved out-of-class assignment shall be the same
rate the employee would receive if such employee received a regular appointment to the
higher classification.
152 For the following class'rfications, the provisions of 15.1 shall not apply to pertormance of
the duties of the ne� higher class'rfication in the job series:
Clerk i
Clerk-Stenographerl
Clerk-Typist I
ARTICLE 16. TEMPORARY EMPLOYEES
�
16.1 it is recognized that temporary employees are within the unit covered by this Agreement, �
however, except as spec'rfically provided by this Agreement, temporary employees shali
not have or acquire any rights or benefits other than spec"rfically provided by the provisions
of the Civil Service Rules and/or the Saint Paul Salary Pian and Rates of Compensation.
ARTICLE 17. EMPLOYEE RECORDS
77.1 Any member of the bargaining unii may, during usual working hours, with The approval of
the supervisor, review any material piaced in the empioyee's personnel file, after first
giving proper notice to the supervisor in custody of such file.
17.2 Any member of the bargaining unit may file a grievance or a discrimination complaint and
there shatt be no retaliation by ihe Emptoyer for such action.
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• ARTICLE 18. SENIORITY
18.1 Seniority, for the purpose of this Agreement, shat4 be defined as follows: The 4ength of
continuous, regular, and probationary service with the Empioyer from the date an
employee was first cert'rfied and appointed to a class title covered by this Agreement, ft
being further understood that seniority is confined to the current class assignment held by
an empioyee. In cases where two or more employees are appointed to the same class
title on the same date, the seniority shall be determined by employee's rank os� the eligible
list from which certification was made.
182 Seniority shall terminate when an employee retires, resigns or is discharged.
18.3 tn the event it is determined by the Employer that it is necessary to reduce the workforce,
employees will be laid off by class title within each department based on inverse length of
seniority as defined above.
A. Employees who have held other titles covered by this agreement will have the right
to displace a{ess senior emptoyee in the next bwer graded title that would keep the
employee from being laid off.
B. When layoff occurs in any of the titles listed below under Column A, layoff shall be
based on inverse Iength of total seniority in all titles listed on the corresponding line
under Column B.
C. The Human Resource Department will identffy such least senior employee in the
department reducing positions, and shall notify said employee of his/her reduction
from the department. If there are any vacancies in any of the titles under Column B
� on which seniority was based, in any other District department, the Numan
Resource Department shall piace the affected empioyee in such vacancy. If two or
more vacant positions are available, the Human Resource Department shall decide
which vacant positions the affected employee shall fill. if no vacancy exists in such
titles, then the least senior District employee in such tities shall be identified, and if
the emptoyee atfected by the original departmental reduction is more se�ior, helshe
shall have the right to ciaim that position and the least senior District employee in
such titles shali be the empioyee laid off. For the purposes of this Article, the Board
of Education is not included as a City department nor is a Board of Education
employee included as a City employee.
Column A Column B
Cierk 1 Clerk 1, Clerk 2
Cierk 2 Clerk 1, Clerk 2
Clerk-Typist 1 Clerk-Typist 1, Clerk-Typist 2
Clerk-Typist 2 Clerk-Typist 2, Glerk-Typist 1
Human Resource Assistant 4 Cierk 4, Cierk-Typist 3, Clerk 3
Benefits Clerk Cierk-Typist 3
•
19
ARTICLE 18. SENIORITY (continued)
18.4 In cases of the Generai Clerical Series or Benefits Series when the number of employees
in these higher tities is to be reduced, empioyees will be offered reductions to the highest
of these tdles within the series to which senioriry would keep them from being laid off,
before layoffs are made by any class title within any department.
Generai Clerical Series
Administrative Secretary
Secretary
Human Resource Assistant 4, SEMS Staffing Clerk
Benefits Clerk
Clerk 4
Human Resource Assistant 3, Clerk Typist 3
Clerk 3
Human Resource Assistant 2, Clerk Typist 2
Cterk 2
Human Resource Assistant 1, Clerk Typist 1
Benefits Grouo
Personnel Specialist 2
Personnel Specialist 1
Benefits Technician 2
Benetits Technician 1
18.5 In cases where an employee to be laid off has held no regular appointment in a lower titie
in the same promotionai series as his/her current title, that employee will be offered a
reduction to the titie within the bargaining unit to which he/she was regularly appointed
immediately prior to his/her current title, so long as there is either a vacancy or, "rf no
vacancy exists, a less senior employee in such titie may be displaced. In cases where an
employee to be laid off has heid no regular appointment to any tiUes immediately prior to
his/her current title, said employee shall be laid off. The employee reducing into a title
formeriy held must satisfactorily complete a soc (6)-month probationary period in such title,
18.6
18.7
18.8
18.9
If the probationary period is not satisfactory, the employee shall, at any time during the
probationary period, be reinstated to his/her former titie and shall be laid off, but such
employee's rtame will be piaced on the reinstatement register in his/her former title and
"bumping" rights herein shall not again apply to such employee.
This procedure wiil be followed by the Board of Education for Board of Education
employees. City employees being reduced or laid off may not displace Board of
Education employees. Board of Education emp(oyees being reduced or (aid off may not
displace City employees.
It is understood that such employees will pick up their former seniority date in any class of
positions that they previously held.
Recall from layoff shall be in inverse order of layoff, except that recall rights shali expire
after two years of layoff.
The provisions of this Article are applicable only to positions within the bargaining unit
covered by this Agreement.
Active empioyees who previously heid the title "Human ResourCe AssistanY' shall have
seniority rights as ff they held the title "Human Resource Assistant 4.°
•
�
•
20
6�-3 gZ
• ARTICLE 19. DISCIPLINE
19.1 The Employer will discipline employees for just cause only. Discipline will be in the form
of:
19J.1 Oral reprimand,
19.12 Written reprimand;
19.1.3 Suspension;
19.1.4 Reduction;
19.1.5 Discharge.
192 Any written reprimand made conceming any member of this bargaining unit which is filed
with the Human Resource Department or within any Empioyer department, shall be
shown to the member before it is placed on file. Before the reprimand is piaced on file,
the Employer shall request from the employee an acknowledgment, in writing, that the
reprimand has been read by said empioyee.
19.3 Suspensions, reductions, and discharges will be in written form.
19.4 Employees and the MSEA wili receive copies of written reprimands and notices of
suspension and discharge.
19.5 Employees may examine all information in their Employer personnel files that concems
work evaluations, commendations and/or disciplinary actions. Files may be examined at
reasonable times under direct supervision of the Employer.
19.6 Preliminarv Review. Prior to issuing a disciplinary action of unpaid suspension, demotion,
• or discharge, the supervisor will make a recommendation to his/her supervisor regarding
proposed discipline. That supervisor shall then provide written notice of the charges to
the employee and offer to meet wfth the employee prior to making a final determination of
the proposed discipline. The employee shail have the opportunity to have union
representation present and be provided the opportunity to speak on his/her behalf
regarding the proposed action. If the empioyee is unable to meet with the supervisor, the
employee and/or union will be given the opportunity to respond in writing.
19.7 An employee to be questioned conceming an invesGgation of disciplinary action shall
have the right to request that an MSEA representative be present.
19.8 A grievance relating to this Article shal! be processed in accordance with the grievance
procedure in Article 20 of this Agreement. This provision is not intended to abrogate
rights of veterans pursuant to statute.
•
21
ARTICLE 20. GRIEVANCE PROCEDURE
20.1 The Employer shall recognize stewards selected in accordance with MSEA rules and
regulations as the grievance representatives of the bargaining unit. The MSEA shall
rtofiiy the Employer in writing of the names of the stewards and of their successors when
so named.
202 It is recognized and accepted by the Employer and the MSEA that the processing of
grievances as hereinafter provided is limited by the job duties and responsibilities of the
employees and shall therefore be accomplished during working hours only when
consistent with such employee duties artd 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 the supervisor to be absent to process a grievance and that such absence
would not be detrimental to the work programs of the Employer.
20.3 The procedure established by this Article shall be the sole and exctusive procedure,
except for the appeal of disciplinary action as provided by Article 19 for the processing of
grievances, which are defined as an alleged violation of the terms and conditions of this
Agreement.
20.4 Grievances shail be resolved in conformance with the following procedure:
�
Steo 1. Upon the occurrence of an alieged violation of this Agreement, the employee
involved with or without the steward shall attempt to resolve the matter on an
informal basis with the employee's supervisor. if the matter is not resolved to
the employee's satisfaction by the informal discussion, it may be reduced to
writing and referred to Step 2 by the MSEA. The written grievance shali set •
forth the nature of the grievance, fhe facts on wfiich it is based, the atteged
section(s) of the Agreement violated, and the relief requested. Any alleged
violation of the Agreement noi reduced to writing by the MSEA within fifteen
(15) workdays of the first occurrence of the event giving rise to the grievance
shali be considered waived.
Ste° 2. Within ten (10} workdays after receiving the written grievance, a designated
Employer supervisor shall meet with the MSEA steward and attempt to resolve
the grievance. If, as a result of this meeting, the grievance remains unresolved,
the Empioyer shall reply in writing to the MSEA within five (5) workdays
foilowing this meeting. The MSEA may refer the grievance in writing to Step 3
within ten (a0) workdays fellowing„[,eceipt of 1he ,Employer's wrrtten answer.
Any grievance not referred in writing by the MSEA within ten (10} workdays
following receipt of the Employer's answer shaii be considered waived.
�
�
Dl-38Z
• ARTICLE 20. GRIEVANCE PROCEDURE (continued)
Step 3. Within ten (10) workdays following receipt of a grievance referred from Step 2,
a designated Employer supervisor shall meet with the MSEA Business
Representative or the designated representative, the employee, and the
steward, and attempt to resolve the grievance. Within ten (10) workdays
following this meeting, the Empioyer shall reply in writing to the MSEA, stating
� the Employer's answer conceming the grievance. If, as a resuft of the written
response, the grievance remains unresolved, the MSEA may refer the
grievance to Step 4. Any grievance not referred in writing by the MSEA to Step
4 within ten (10) workdays foliowing receipt of the Empioyer's answer shail be
considered waived.
Step 4. If the grievance remains unresolved, the MSEA may wfthin ten (10) workdays
after the response of the Emptoyer in Step 3, by written notice to the Empioyer
request arbitration of the grievance. The arbitration proceedings shail be
conducted by an arbitrator to be selected by mutual agreement of the Employer
and the MSEA wfthin ten (10) workdays after notice has been given. If ihe
pasties fail to mutually agree upon an arbitrator within the said ten (1�)-day
period, either party may request the Bureau of Mediation Services to submit a
panei of five (5) arbitrators. Both the Employer and the MSEA shall have the
right to strike two (2) names from the panel. The MSEA shall strike the first
(1st) name; the Employer shail then strike one (1) name. The process will be
repeated and the remaining person shali be the arbitrator.
20.5 7he arbitrator shali have no right to amend, modify, nullify, ignore, add to or subtract from
the provisions of this Agreement. The arbitrator shall consider and decide oniy the
� specific issue submitted in wrfting by the Empfoyer and the MSEA and shatl have no
authority to make a decision on any other issue not so submitted. The arbitrator shall be
without power to make decisions contrary to or inconsistent with or modifying or varying in
any way the application of laws, rules or regulations having the force and effect of law.
The arbitrator's decision shall be submitted in writing within thirry (30) days following ctose
of the hearing or the submission of briefs by the parties, whichever be later, uniess 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 MSEA, and the employees.
20.6 The fees and expenses for the arbitrator's services and proceedings shall be borne
equally by the Employer and the MSEA, provided that each party shall be responsible for
compensating its own representatives and witnesses. ft either party desires a verbatim
record of the proceedings, it may cause such a record to be made, providing it pays for
the record.
�
23
ARTICLE 20. GRIEVANCE PROCEDURE (continued) •
20.7 The time limits in each step of this procedure may be extended by mutual agreement of
the Employer and the MSEA.
20.8 It is understood by the MSEA and the Employer that if an issue is determined by this
grievance procedure, it shali not again be submitted for determination in another forum. If
an issue is determined by any other forum, it shall not again be submitted for arbitration
under this grievance procedure. This provision is rtot intended to abrogate rights secured
under state or federal statutes.
20.8.1 Notwithstanding that portion of Article 262 referring to laws of the City of Saint
Paul, no issue regard+ng actions takert uttder this Agreement sha!! be submitted
to the Civil Service Commission, except as permitted in Article 19.8 for persons
covered by veterans preference.
ARTICLE 21. MILEAGE
21.1 Employees of the School District, under policy adopted by the Board of Education,
may be reimbursed for the use of their automobiles for school business. The
mileage allowance for eligible empioyees shail be 31 r per mile, or such higher rate
as may be estabtished at the discretion of the Board.
An employee must keep a record of each trip made. Reimbursement shail be for
the actual mileage driven in the performance of assigned duties as ver'rfied by the �
appropriate school district administrator and in accordance with Schooi District
Business Office policies and procedures,
ARTICLE 22. VACANCIES
22.1 The Human Resource Department will post noGces of those job vacancies which are ta
be filled at least five working days before filling the vacancy so that qual'rfied District
employees who hold the title may apply for consideration.
22.2 For tfie purpose of this Article, a vacancy need nof be posted if it is to be filied by a
current employee to avoid a layoff.
22.3 For the purpose of this Article, a vacancy need not be posted if it is to be filled through
reinsfatemenf of a faid-off School District employee covered by this Agreemeni with recaii
rights to the vacancy.
22.4 Administrative transfers in the same titie will occur occasionally prior to or apart from the
posting of vacancies.
•
24
Of �Z
• ARTICLE 23. NON-DISCRIMINATION
23.1 The terms and conditions of this Agreement will be applied to empioyees equalty w�thout
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 MSEA.
232 Employees will pertorm their duties and resQonsibilities in a non-discriminatory manner as
such duties and responsibilities involve other empioyees and the general public.
ARTICLE 24. NO STRIKE, NO LOCKOUT
24.� MSEA, the Association, fts officers or agents, or any of the empfoyees covered by this
Agreement will not engage in, encourage, sanction or support any strike, or the
withholding in whole or in part of the full pertormance of their duties during the life of this
Agreement, except as specificaily allowed by the Public Employment Labor Relations Act.
In the event of a violation of this Article, the Employer wiii warn employees of the
consequences of their action and shall instruct them to immediately return to their normal
duties. Any employee who fails to retum to his/her full duties within twenty-four (24) hours
of such warning may be subject to the penalties provided in the Public Employment Labor
Relations Act.
242 No lockout, or refusai to allow employees to perform availabie work, shall be instituted by
� the Employer and/or its appointing authorities during the life of this Agreement.
ARTICLE 25. BULLETIN BOARDS
25.1 The Employer shail provide reasonable bulletin space for use by the MSEA in posting
notices of MSEA business and activities. Said bulletin board space shall not be used by
the MSEA for political purposes other than MSEA elections. Use of this builetin board is
subject to approval of the department head.
•
25
ARTICLE 26. TERMS OF AGREEMENT �
26.1 Comoiete Aoreement and Waiver of Baraainina. This Agreement shall represent the
compiete Agreement between the MSEA and the Empioyer. The parties acknowiedge
that during the negotiations which resutted in this Agreement each had the unlimited right
and opportunity to make requests and proposats with respect to any subject or matter nof
removed by law from the area of coilective bargaining, and that the complete
understandings and agreements arrived at by the parties after the exercise of that right
and opportuniry are set forth in this Agreement Therefore, the Employer and the MSEA,
for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each
agrees that the other shall not be obligated to bargain collectiveiy with respect to any
subject or matter referred to or covered in this Agreement.
26.2 Savino Clause. This Agreement is subject to the laws of the United States, fhe State of
Minnesota, and the City of Saint Paul. In the event any provision of lhis Agreement shail
hoid to be contrary to law by a court of competent jurisdicGon from whose final judgment
or decree no appeai has been taken within the time provided, such provision shatl be
voided. Aii other provisions shail con6nue in fuil force and effect.
26.3 Term of Aareement. ihis Agreement shall be in full force and effect from July i, 2000
through June 30, 2002, and shali be automatically renewed from year to year thereafter
uniess either party shall notify the other in writing in accordance with PELRA that it
desires to modity or terminate this Agreement.
26.4 This constitutes a tentative Agreement between the parties which wili be recommended
by the Negotiations/Labor Reiations Manager, but is subject to the approval of the Board
of Education of Independent School DistricY No. 625 and is also strbject to ratitication by
the MSEA (Saint Paul Public Schools Class'rfied Confidentiai Employees Association). �
W ITNESSES:
INDEPENDENT SCHOOL DISTRICT MfNNESOTA OOL
N0.625 E AS O
_� �'.ki (
Chair, Bo d��avc�„�, S Fied Director, MS
- ���`� � �� ..� �
� Pr�siden , ai auI ubiic Schools
Ciass'rfied Confidential Empioyees
Association
��lo/d �
Date
�
�
!� �r ����
NegotiaKons/L�aSor Relations Manager
D� .3gZ
�
�
•
APPENDIX A: TITLES AND SALARIES
All titles are Board of Education TiUes and Unique from City of Saint Paul Tities
Years of Service START 1 Year 2 Year 3 Year 4 Year 5 Year 10 Year 15 Year
Step 1 2 3 4 5 6 7 8
Grade 7
Trainee BOE (Clericai)
7-1-00 9.58 1024 10.60 10.97 11.29 '11.63 11.98 12.49
6-30-01 9.77 10.44 10.81 11.18 11.52 '11.98 12.34 12.99
Grade 9
Clerk � BOE
7-�-00 9.98 10.70 11.05 11.46 �1.81 12.16 12.53 13.05
6-30-01 10.18 10.91 1127 11.69 � 2.04 12.53 12.90 13.57
Grade 10
Clerk Typist 1 BOE
Human Resource Assistant 1 BOE
7-1-00 10.21 10.87 1126 11.63 11.97 12.33 12.70 13.23
6-30-01 10.4� 11.09 'I �.49 'I �.86 � 221 12.70 13.69 13.76
Grade 14
Clerk 2 BOE
7-1-00 11.05 11.86 12.31 12.77 13.15 13.54 13.95 14.51
6-30-01 11.27 12.09 12.56 13.02 13.41 13.95 14.37 15.10
Grade 17
Clerk Typist 2 BOE
Human Resource Assistant 2 BOE
7-� -00 11.79 12.69 13.19
630-01 12.02 12.95 13.45
Grade 20
Cferk 3 BOE
7-1-00 12.58 13.71 1429
6-30-01 12.83 13.98 14.57
Grade 22
Clerk Typist 3 BOE
Human Resource Assistant 3 BOE (unclassified)
7-1-00 13.19 14.38 '15.09
6-30-01 13.45 14.67 15.39
Grade 25
Benefits Clerk BOE
7-1-00 14.27 15.56 16.24
630-01 14. 56 15. 87 16.56
'13.77 14.18 14.6� 15.05 15.67
14.04 14.47 15.05 15.50 1629
14.92 15.36 15.83 16.30 16.94
1522 15.67 16.30 16.79 17.61
15.75 16.22
16.07 16.55
16.93 17.44
1727 17.79
16.71 1721 17.87
1721 17.73 18.59
17.96 18.50 1920
18.50 19.06 19.97
27
Years of Service START 1 Year 2 Year 3 Year 4 Year 5 Year 10 Year 15 Year
Step 1 2 3 4 5 6 7 8
Grade 27
Clerk 4 BOE
Substitute Employee Management System (SEMS) Staffing Cterk BOE
Human Resource Assistant 4 BOE
7-1-00 14.67 16.07 16.80 17.61 18.14 18.68 19 24 19.96
6-30-01 14.96 16.39 17.14 17.96 18.50 19.24 19.82 20.76
Grade 29
Benefrts Technician BOE
7-1-00 15.45
6-30-01 15.76
16.93 '17.75 18.55 19.11 19.68 2027 2'1.02
1727 18.10 18.92 19.49 20.27 20.88 21.87
Grade 30
Assistant Secretary to the Board of Education
Secretary BOE
7-1-00 15.91 17.37 1824 19.07 19.64 20.23 20.84 21.61
6-30-01 1623 17.72 18.80 19.45 20.03 20.84 21.46 22.47
Grade 31
Clericai Supervisor BOE
Compensation Technician BOE
Human Resources Training and Orientation Technician BOE
Labor Relations Analyst BOE
Personnef Speciatist 1 BOE
7-1-00 16.33 17.86 18.68 19.57
630-01 16.66 '1822 19.05 19.96
20.16 20.77 21.39 22.18
20.56 21.39 22_03 23.06
Grade 32
Administrative Secretary BOE
BeneFiis Technician 2 BOE
Human Resource Information Systems Technician BOE
Personnel Technician BOE
Secretary to the Board of Education
Tax SheltedBudget Technician BOE
7-1-00 t6.i9 i8.38 'i924 20.54 20.74 21.37 22.01 22.81
630-01 17.13 18.75 19.63 20.54 21.16 22.01 22.67 23.73
Grade 34
Human Resource Application Development Technician BOE
7-1-00 17.75 19,43 20.31 2127 21.91 22.57 2324 24.09
630-01 18.10 � 9.82 20.72 21.70 22.35 2324 23.94 25.05
Grade 36
Lead Compensation Technician BOE
Personnel Specialist 2 BOE
7-1-00 18.74 20.52 21.51 22.55 2322 23.92 24.64 25.52
6-30-01 19.11 20.93 21.94 23.00 23.69 24.64 25.38 26.54
L
�
•
28
D/-�3�Z
•
APPENDIX B
BOARD OF EDUCATION TITLES AND GRADES
CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION
Clesicat and Technical Groups
�
Grades
32
30
25
29
32
31
9
14
20
27
10
17
22
31
34
10
17
22
27
27
32
31
36
32
30
32
27
32
7
Titles
Administrative Secretary BOE
Assistant Secretary to the Board of Education BOE
Benefits Clerk BOE
Benefits Technician BOE
Benefits Technician 2 BOE
Clerical Supervisor BOE
Clerk 1 BOE
Clerk 2 BOE
Clerk 3 BOE
Clerk 4 BOE
Clerk Typist 1 BOE
Clerk Typist 2 BOE
Clerk Typist 3 BOE
Compensation Technician BOE
Human Resource Application Development Technician BOE
Human Resource Assistant 1 BOE
Human Resource Assistant 2 BOE
Human Resource Assistant 3 BOE (unclassified)
Human Resource Assistant 4 BOE
Human Resource Clerk BOE
(title changed to "Human Resource Assistant 4 BOE" effeciive 1-16-01)
Human Resource Information Systems Technician
(combined with Information System Technician effective 10-7-00)
Human Resource Training and Orientation Technician
Lead Compensation Technician BOE
Personnel Technician BOE
Secretary BOE
Secretary to the Board of Education
Substitute Employee Management System (SEMS) Staffing Cierk BOE
Tax Shelter/Budget Technician BOE
Trainee (Clerical) BOE
Professional Group
u
31 Labor Relations Anatyst BOE(Unclassified)
31 Personnel Specialist 1 BOE
36 Personnel Specialist 2 BOE
29
APPENDlX C
STANDARD RANGES, JULY 1, 2000
CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION
Years of Service Start 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years
Step 1 2 3 4 5 6 7 8
i �.,oir..�.�o
t
2
3
10
17
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
8.57
8.75
8.92
9.05
927
9.40
9.58
9.79
9.98
1021
10.36
10.60
10.80
11.05
1126
11.52
11.79
12.02
12.31
12.58
12.88
13.19
13.57
13.93
1427
14.67
14.67
15.09
15.45
15.91
16.33
16.79
1724
17.75
1824
78.74
1926
19.82
20.39
20.99
21.55
22.15
�.8i
23.44
24.09
24.81
25.55
26.32
27.11
27.92
9.10
9.31
9.48
9.i7
9.85
10.03
10.24
10.44
10.70
10.57
71.i 1
11.38
17.60
17.86
12.06
12.40
12.69
13.03
73.30
13.71
14.01
t 4.38
14.78
15.17
15.56
16.00
16.07
16.44
i 6.93
17.37
17.86
18.38
18.35
19.43
7 9.95
20.52
21.10
21.71
22.33
22.97
23.65
24.31
24.98
25.72
26.45
2724
28.06
28.90
2s.n
30.66
9.45
9.55
9.79
9.98
1021
10.36
10.60
10.80
11.05
1126
i i.49
11.79
12.02
12.31
12.56
12.88
13.19
] 3.57
13.89
1429
14.62
15.09
15.42
15.86
1624
16.73
16.80
1723
17.75
1824
18.68
1924
19.78
20.31
20.91
27.5'!
22.09
22.73
23.39
24.04
24.73
25.46
26.15
26.98
27.69
25.52
29.37
3026
31.16
32.�0
9.74
9.91
10.14
10.32
10.55
10.72
10.97
1122
11.46
11.63
11.9i
1221
12.49
�z.n
13.07
13.44
13.77
74.13
14.51
14.92
1529
15.75
16.13
16.60
16.93
17.48
17.61
17.98
15.55
19.07
19.57
20.14
20_7?
2127
21.59
�.�
23.14
23.79
24.48
2520
25.91
26.65
27.41
2822
29.04
29.91
30.81
37.73
32.69
33.67
10.03
1021
10.45
10.63
10.86
11.04
1129
11.56
11.81
17.97
12.27
12.58
12.86
13.15
13.46
13.84
14.18
94.55
14.94
15.36
15.75
16.22
16.67
17.10
17.44
18.01
15.14
18.52
t9.11
19.64
20.16
20.74
21.33
21.91
22.54
2322
23.84
24.50
2521
25.96
26.69
27.45
2823
29.07
29_91
30.81
31.73
32.69
33.67
34.68
10.33
10.52
10.76
10.95
11.19
11.38
11.63
11.90
12.16
12.33
72.63
12.96
1325
13.54
13.87
1426
14.61
14.99
15.39
15.83
1623
16.71
17.17
17.61
17.96
18.55
18.68
19.08
19.68
2023
20.77
21.37
27.97
22.57
2322
23.92
24.55
2524
25.97
26.74
27.49
2827
2s.m
29.94
30.81
31.73
32.69
33.67
34.68
35.72
70.64
7 0.83
71.08
riz�
11.53
71.72
11.98
1226
12.53
12.70
73.01
13.34
13.65
13.95
1428
� 4.69
15.05
15.44
75.85
16.30
16.71
1721
17.62
18.14
18.50
19.10
1924
19.65
2027
20.84
21.39
22.01
22.63
2324
23.91
24.64
25.29
25.99
26J5
27.54
28.31
29.12
zs.ss
30.84
31.73
32.69
33.67
34.68
35.72
36.79
11.11
11.30
11.56
i 1.�s
12.02
12.21
12.49
12.78
13.05
1323
i 3.55
13.89
1420
14.51
14.86
1527
15.67
16.06
16.48
16.94
17.36
17.57
15.30
18.83
1920
19.82
19.96
20.43
21.02
21.61
22.18
22.81
23.45,
24.09
24.78
25.52
26.19
26.92
27.70
28.51
29.31
30.14
30.99
31.91
32.83
33.81
34.52
35.86
36.93
38.04
•
C J
•
30
v� -38z
�
�
.
APPENDIX C (continued)
STANDARD RANGES, JUNE 30, 2001
CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION
Years of Service Stari 1 Year 2 Years 3 Years 4 Years 5 Years 10
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
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
8.74
8.92
9.09
923
9.40
9.59
9.77
9.99
10.18
10.41
10.57
10.81
11.02
11.27
11.49
11.75
12.02
1226
12.56
'12.83
13.14
13.45
13.84
1421
14.56
14.96
14.96
15.39
15.76
1623
16.66
17.13
17.59
18.10
18.60
19.11
19.64
20.22
20.80
21.41
27.99
22.60
2327
23.91
24.57
25.31
26.06
26.85
27.65
28.48
929
9.49
9.67
9.36
10.04
1024
10.44
10.65
10.91
11.09
}}.3q
11.61
11.83
12.09
12.30
12.65
12.95
1329
13.56
13.98
1429
14.67
15.07
15.47
15.87
16.32
16.39
16.77
1727
17.72
18.22
18.75
1929
7 9.82
20.35
20.93
21.52
22.15
22.77
23.43
24.12
24.79
25.48
2624
26.97
27.78
28.62
29.48
30.36
3127
9.64
s.n
9.99
10.'I8
10.41
10.57
t0.S1
11.02
1127
11.49
11.72
12.02
1226
12.56
12.81
13.14
13.45
13.84
14.17
14.57
1 A.91
15.39
15.73
16.18
16.56
17.06
17.14
17.57
18.10
18.60
19.05
19.63
20.17
20.72
21.33
21.94
22.53
23.19
23.86
24.52
2523
25.96
26.67
27.52
2824
29.09
29.96
30.86
31.79
32.74
31
9.93
io.i�
10.35
10.52
10.76
10.94
11.18
11.45
11.69
11.86
�2.15
12.46
12.74
13.02
13.33
13.71
14.04
14.41
14.80
15.22
15.60
16.07
16.45
16.93
1727
17.83
17.96
18.34
18.92
19.45
19.96
20.54
21.72
21.70
22.32
23.00
23.61
2426
24.97
25.71
26.43
27.18
27.95
25.79
29.62
30.51
31.43
32.37
33.34
3�1.34
1023
10.42
� o.ss
10.84
11.08
1126
11.52
11.79
12.04
1221
12.51
12.83
13.12
13.41
13.73
14.12
14.47
14.85
15.24
15.67
16.07
16.55
16.94
17.44
17.79
18.37
18.50
18.89
19.49
20.03
20.56
ai.�s
21.75
22.35
22.99
23.69
24.31
24.99
25.72
26.48
2722
28.00
28.79
29.65
30.51
31.43
32.37
33.34
34.34
35.37
10.64
10.&3
i �.oa
1127
11.53
11.72
11.95
1226
12.53
12.70
� 3.01
13.34
13.65
13.95
1428
14.69
15.05
15.44
15.85
16.30
16.71
17.21
17.62
18.14
18.50
19.10
1924
79.65
2027
20.84
2�.39
a2.oi
22.63
2324
23.91
24.64
2529
25.99
26.75
27.54
28.31
29.12
29.95
30.84
31.73
32.69
33.67
34.68
35.72
36.79
10.96
11.16
11.42
11.61
11.87
12.07
12.34
12.63
12.90
13.09
13.40
13.75
14.06
14.37
14.71
15.13
15.50
15.90
16.33
16.79
1721
17.73
18.15
18.68
19.06
19.68
19.82
2024
20.88
21.46
22.03
zz.s�
23.30
23.94
24.63
25.38
26.05
26.77
27.55
28.37
29.16
30.00
30.84
31.77
32.69
33.67
34.68
35.72
36.79
37.89
Years
11.55
11.76
12.02
1223
12.50
12.70
12.99
13.29
13.57
13.76
14.09
14.45
14.77
15.10
15.46
15.88
1629
16.70
17.14
17.61
18.06
18.59
19.03
19.58
19.97
20.61
20.76
21.25
21.87
22.47
23.06
23.73
24.39
25.05
25.77
26.54
2724
28.00
28.87
29.65
30.48
31.35
3223
33.19
34.15
35.'17
3622
37.30
38.41
39.56
MEMORANDUM OFAGREEMENT
BETW EEN
MINNESOTA SCHOOL EMPLOYEES ASSOCIATION
REPRESENTING
CLASSIFIED CONFIDENTAIL EMPLOYEES ASSOCIATION
REGARDING IMPROVEMENT PLAN PROCESS
The Union and District jointly affirm that individual improvement plans are an appropriate method
through which io identrfy job-related areas ot concem and provide an opportunity for employees to
improve pertormance. This process connects an employee's step advancement or salary
increase to the following improvement plan process.
Ste� 1: lNFORMAL PROCESS
The supervisor and employee meet on an informal basis to discuss pertormance concerns. The
supervisor cieariy articulates pertormance expectations and provides the employee time to make
corrections.
Ste° 2:
If the employee is not meeting pertormance expectations after an appropriate periotl of time, the
supervisor notifies the employee in writing of a meeting to discuss the components of an
improvemeni plan. The written not'rfication informs the empioyee that he/she has the righi to Union
representation at this meeting.
�
Step 3: FORMAL PROCESS
The employee and supervisor [and union representative, if empioyee desires] meet to discuss the •
components and timelines of an improvement plan. The plan articulates the areas of concem,
actions the employee and supervisor must take to be on track wfth the plan, and timelines to meet
to discuss progress. "On track" means following the actions and adhering to the timelines
outlined in the improvement plan. The employee may appeai the components or timetines of the
improvement plan to the next level supervisor.
Step 4:
If the employee is on the improvement plan as of June 1 and NOT on track with the components
of the plan, the employee's step or salary increase ('rf not eligible for a step) is withheld. If the
employee is on track, no action is taken. The improvement plan must have been in place since
March 1 in order to lose a step/salary increase. Also, 'rf the supervisor is not on track, a
step/satary increase may not be withhefd.
Step 5:
The supervisor must meet with the empioyee approximately two months, four months, and six
months after the withholding of a step/salary increase. The purpose of these meetings is to
assess whether the employee and the supervisor are on track, to provide assistance and
resources, and to answer any questions/concems the employee may have. If the empioyee is on
track or the supervisor is not on track, the employee's step/salary increase will be reinstated
retroactive to July 1.
Ste° 6;
At the six-month meeting, one of the following will occur:
1) The employee will be on track or the supervisor will not be on track, and the employee
will be taken off the improvement plan, and hislher step/salary increase restored
retroactive to July 1;
2) The employee and supervisor will agree to extend the improvement plan for an agreed
upon length of time; �
3) The employee will not be on track, and the employer may take disciplinary action rf
performance is deficient.
32
O1-382
�
�
•
MEMOR,4NDUM OF AGREEMEM
REGARDING IMPROVEMENT PLAN PROCESS
(Continued)
Aithough piacement on an improvement plan is not grievable, an employee may grieve a
discipiinary action. If Number 3 oCCUrs and the empbyee's step/salary increase is not restored,
the employee may grieve the lass of step/salary increase at this time.
Memorandum shali remain in effect for the duration of the 2000-2002 Labor Agreement.
INDEPENDENT SCHOOL DISTRICT NO.
625
f- U�. � ---�,
Chair, Bo r f Educ;atfiu�J
, ,
���`� Negotiatio /Labor Relations Manager
NegotiationslLa Relations
Assistant Mana er
/ �/l �� �
Date
MINNESOTA SCHOOL
S A IAT N
Fie! Director, MSEA
�v
Pr identfa int aul Publ c Schoois
lass'rfied�onfidential Employees
Association
/ f/�/ /
Date
33
INDEX
A
Adoption Leave ............................................7
B
Bereavement Leave ....................................7
Breaks..........-• .........................................2, 3
C
Call -!n Pay ...................................................3
Court Duty Leave .........................................8
D
Disciptine ...................................................21
E
Educational Leave .......................................8
Employee Records ....................................18
F
Fair Share Fee .............................................1
Family Medical Leave ................................10
Flexibie Spending Account ........................12
G
Grievance Procedure .................................22
H
Holidays....................................................... 5
/
tmprovement Plan Process .......................32
Insurance Benefits .....................................11
L
Leaves Of Absence .....................................7
Legal Services ...........................................17
Life Insurance ............................................ i2
Lunch Breaks ...............................................2
M
Mileage ...................................................... 24
Military Leave .........................................8, 10
N
Non-Discrimination ....................................25
O
Overtime ......................................................2
P
Parental Leave .............................................9
Probation....................••_•••••....._...•••...........17
R
Retirement Health Insurance .....................13
S
Salary Rates ........................................27, 28
Salary Step Progression ..............................4
School Activities Leave ..............................10
Seniority .....................................................19
Severance Pay ...........................................16
Sick Child Care Leave .................................7
Sick Leave ...................................................7
Sick Leave Conversion ................................6
T
Temporary Empioyees ...............................23
Titles And Grades ......................................29
U
Union Dues ..................................................1
Union Official Leave ...................................10
V
Vacancies ..................................................24
Vacation.......................................................6
W
W ages ..........._._......_ ...............••-•-•�............4
WorkWeek ..................................................2
W o r kd ay ...................................................... . 2
Working Out Of Class'rfication ...................18
u
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