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267550 WHITE - CITV CLERK ��J�V PINK .-,.FINANCE GITY OF SAINT PAUL � Council �� CANARV - DEPAf23MENT � BLUE - MAVOR File NO. , � / �C � Or �n nce Ordinance N 0. �C�l.i�� Presented By Referred To Committee: Date Out of Committee By Date An administrative ordinance approving tlie terms and conditions of the 1976 Collective Bargaining Agreements between Independent School District No. 625 and Suburban 5chool Employees Local No. 284, 5.E.I.U. AFL-CIO. WHEREAS, The Council, pursuant to the provisions of Section 12. 09 of the Saint Paul City Charter and the Public Employees Labor Relations Act of 1971, as amended, recognizes the Suburban School Employees Local No. 284 as exclusive representative for those classes of positions within the City of Saint Paul certified by the Bureau of Mediation Services under Case No. 75-PR-284-A for the purpose of ineeting and negotiating the terms and condi- tions of employment for all personnel in the classes of positions as set forth in the Agreements between t�.e Independent 5chool District No. 625 and the exclusive representatives hereinabove referenced; and WHEREAS, The City through designated representatives and the exclusive representatives have met i.n good faith and have nego�iated the terms and condi-�� tions of employment for tlie period January 1, 1976, through December 31, �g76, for such personnel as are set fox�h in the Collective Bargai�ing A.greement _ between the Independent 5chool District No. 625 and exclusive representati�es;� - ��:� now, therefore - THE COUNCIL OF THE CITY OF SAINT PAUL DOES ORDA�T: Section 1. That tlie Collective Bargaining Agreement dated as of the effective date of this ordinance, between the Independent School District No. 625 and tlze Suburban School Employees Local No. 284, on file in the office of the City Clerk, is hereby approved, and the authorized administrative officials of t,he City are hereby authorized and directed to execute said Agreement on behalf of the City. ` - 1 - COUNCILMEIV '- `. "' Yeas Nays Requested by Department of: Butler Hozza In Favor Hunt Levine Against BY Rcedler Sylvester Tedesco ° Adopted by Council: Date Form Approved by City Attorney Certified Passed by Council Secretary .," BY By Approved by Mayor: Date ` Appr by MaXor for Sub ' si to Council � BY BY WH17E - CITV CLERK COUI1C11 �� PINK +PINANCE CANARV - DEP�AR'�MENT GITY OF � SAINT PALTL � BLUE -MAVOR File NO. • � � � Ordin�nce Ordinance Na Presented By Referred To Committee: Date Out of Committee By Date 5ection 2. That the wages set forth in said Collective Bargaining Agreement shall take force and effect retroactively to January 3, 1976, in accordance witli flze expressed intent and agreement of this Council contained in Cou.ncil File No. 266410. Section 3. That any otlier ordinance, rule or regulation in force � when said Agreement takes effect, inconsistent with any provision of the terms and conditions of said Agreement, is hereby repealed. Section 4. That this ordinance shall take effect and be in force thirty (30) days after its passage, approval and publication. Approved: airman � Civil Service Commission COUIVCILMEIV Requested by Department of: Yeas Nays �� PF.R �ONNF.T. (7FFTC: F �lea� In Favor Hunt Levine � Against By Thomas D . Gleason, Director Roedler Sylvester � �e�� — Adopted by ncil: Date AUG 5 1976 Form Ap ed b C' t y Cer ' ied Passed b uncil Secretary By � Approve ayor: Da � � �� 5' -� Approved by Mayor for Submission to Council By BY �t►B��sH�o AUG 4 i 1976 , ttt► raot detac�h this me�noran+dum firom th� � � -- - , � �; � , �-a , � �: �� ardin�anc� sa that thfs in#+�rr��tion �fr1E be ` � Oi:� 1��'�� i � ' < at�allable #o the City Cou�i�, ' , '� LA��i'T�tf�i €,�F 1��ZS . RS, . ' ��, � �r L . , , . ,�r . �� g$ -i�' t �"�► � . . � � - ��p ; ; � � � � �� M; . : ; � , . p�te: � Ju�.y b,_ ig�b = . : � u � � , ::;� _ �� :, �� ,r• . �. .., �. �: � � � �_� . . . �_ � ,�?t _ -� �3. �Y r C�'�Y A�JMTI��STRA',�3R ` . ' .' � ,.., � �� ; ,.: -. . _ :�,s Per�s�m�e�. C,�£��e ; a `-;�; t��,�a�ce f ar ��bmi s sian �o'��r-:��;;. A � '� . � . � � � . . � e i , . . _ . , . . .• . _" . ,'.�, .-,_ � . . . - { , z . � � ' .. � ., ,a � .. .., - � . . _ . , Y .. ��p:� �' . .. . �� - � � � .. T�F" � . . < f� � . ��/t ,. �., � ,. ..� � .��': , :Y , , . . �:. � . �.;r l . . �P F _ g. �.� y ' - - . _ �. .� . . . .. .� = 'f: ' . . �, � � , � . << . q � � ��+��d �aur �pprovai aad ��hs��a�YC�s +��-��is ��e to i�P � ` C�ac�I. � ,� ,�,� . ., , -- , , , u� r �� - , �., r � � �r. w , _ , � ; - � �,. � �_,. ,;. � , � � PU - � ' �� T'�X� R�T�O��t � �� ' � ,'�ti� Qr��t�e �►pt�v�e�� .976 C��s �r�n i�+e ��`�' � '�+, � ; � "�f��i�� 6�5 �d ��ar� �� L+�a� ��► �,� �. �� , �r�#�tlg '�h��►c�]. C��a�eaa�w �..� '�ere s��l�� ; � : �: , �. � �r�.�ed. C�ee nait i� ��'��r �f , ��pervi�syr: Y . . . � . . , ��+�� sia�l 1��a ra��er i� �m t�p �€ ��e"�:i�ris�►r��! �,;� •�ar�+ ' �s a� �a.#+e ��a�ra�t fc,r e�°�:�, �� .�'�il��+� �, �I�d�' �`�� i�'�t�'�� . � . . "�1` -� , � �� .. . , � . . . �� : � � � �� .�� , „ -: . ; : � �: ±�d'��±� ��s�g of 2.�+g�s�j�a� ��py � �r. �� g � �s � �' . , !, � � �� e�ea�� (�xt� repre�a�g �� , . i�w�� 4 � � �'a��+c�a:+�� '�z . : �� ` - :�. �� 1�lF • � . � � _. 4 . .. , . ' . f ..., ' ... �- .�":� �+ , �. , t '�. >. � � � �"� � � � � , � � ; „,: s�� . i� .. . . .. ... � . � � . � .E3 . .. .. ., . .. . r� . . . . ,,. .Y �. .� � "�� . -�. ��...A �. . ._ '� � . _ .. � + . � � .. , _:; . .. . : u' :.e.r��,a...4�:-md. �,: ..�.�.d'S�.r;� _ � � � �o�-� . , P ` , � � . ; ..,. � ��'� �� 1976 Agreement � Between '� r INDEPENDENT SCHOOL DISTRICT NO. 625 a � And SUBURBAN SCHOOLS EMPLOYEES LOCAL NO. 284 � � S.E. I.U. , AFL-CIO ; t � � I ; , i Represe nting C i Cook Managers ' ��t�� CONTENTS NEGOTIATED TERMS AND CONDITIONS OF EMPLOYMENT Article � I. Definition of Agreement , , , , , , , , , , , , , , , , , , , , , , , , , , 1 II. Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 III. Check Off - Fair Share . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 IV. � Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . 5 �` V. Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 ; VI. Non-Discrimination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 j"J VII. Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 ;. ,� VIII. Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 - IX. Hours - Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 �'�' X. Vacations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 XI. Lunch Break . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 ;�i XII. Civil Service Examinations . . . . . . . . . . . . . . . . . . . . . . . lg '� XIII. Layoff Notice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 , �.� XIV. Insurance Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . lg �3 ,��a XV. Working Conditions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 fi; XVI. Court Duty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 �, XVII. Sick Leave Conversion . . . . . . . . . . . . . . . . . . . . „ _ . . . , , 21 � XVIII. Health Insurance Provision for Retirees . . . . , . , . , , 21 '�' XIX. Discipline and Discharge , , , , , , , , , , , , , , , , , , , , , , , , , 22 XX. Leaves . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 XXI. Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 XXII. Wage Scale . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 XXIII. Duration of Agreement , , , , , , , , , , , , , , , , , , , , , , , , , , , , 24 Appendices A. Vacation B. Wage Scale . � , � .. ,r-� rs' •'� AGREEMENT ��'`�� ARTICLE I. DEFINITION OF AGF�EEMENT A. Parties : THIS AGREEMENT is entered into between the Board of Education, Independent School District i�To. 625, Saint Paul, Minnesota, hereinafter referred to as the Board of Education, and Suburban Schools Employees Local No. 284, S. E. I. U. (certified by the Director of the Bureau of Mediation Services as the exclusive representative) , hereinafter referred to as Local No. 284, pursuant to and in ' compliance with the Public Employment Labor Relations Act of 1971, as amended, to set forth the terms and conditions of employment. B. Purpose: The purpose of this Agreement is to promote orderly and constructive relationships between the Board of Education, the employees of this unit, and Local No. 284. 62176 CF - 1 - . + , ARTICLE II. RECOGNITION A. The Board of Education recognizes Local No. 284 as the certified exclusive representative for the following unit: All food service personnel in the classifications -of Cook Manager I, Cook Manager II and Cook Manager III employed by Independent School District No. 625, whose terms and conditions of employment are established by the City of Saint Paul Personnel Office, who are employed for more than 14 hours per week and more than 100 work days per year, excluding all other employees. B. The Board of Education agrees that so long as Local No. 284 is the exclusive representative in accordance with the provisions of PELRA 1971 as amended, and as certified " by the Bureau of Mediation Services, State of Minnesota, for all personnel defined in Section A of this Article, that it will not meet and negotiate with any other labor or employee organization concerning the terms and conditions of employment for this unit. 676C - 2 - � . ; � �, ,,�� ARTICLE III. CHECK OFF - FAIR SHARE u �. A. The Employer agrees to deduct the Union membership initiation fee assessments and once each month dues from the pay of those ; employees who individually request in writing that such deduc- tions be made. The amounts to be deducted shall be certified to the Employer by a representative of the Union and the aggregate deductions of all employees shall be remitted , i . together with an itemized statement to the representative by i the first of the succeeding month after such deductions; are � . made or as soon thereafter as possible. � �; B. Any present or future employee who is not a Union member shall be required to contribute a fair share fee for services rendered , by the Union. Upon notification by the Union, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Union. In no instance shall the required contribution exceed 85/0 of the Union membership dues � amount. This provision shall remain operative only so long as specifically provided by Minnesota law. In the event there is a change in the law permitting the Union to assess an amount in excess of 85% of regular membership dues, the full amount permitted by law may be assessed by the Union. 62276-2 CF - 3 - . i I ! Article III. Check Off - Fair Share (continued) C. The Union will indemnify, defend and hold the City and School District harmless against any claims made and against any suits instituted, and any orders or judgments issued agair�.st the City and School District, their officers or employees, by reason of negligence of the Union in request- ,;� ing or receiving deductions under this Article. N.9 t ;� ;; �;. :.$ 676 CF - 4 - _ �� ARTICLE IV. MAINTENANCE OF STANDARDS The City agrees that all conditions of employment relating to wages, work, overtime differentials, vacations and general work- ing conditions shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul (Ordinance No. 3250) and Ordinance No. 6446 at the time of signing �; � ' t,is Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. i, 676CF - 5 _ ARTICLE V. GRIEVANCE PROCEDURE - A. This grievance procedure is established to resolve any specific dispute between the employee and the City or School District concerning, and limited to, the interpretation or application of the provisions of this Agreement. B. An employee presenting a grievance may elect to be repre- sented by an appropriate Union representative. At Step 1 � or Step 2 of the grievance procedure, the employee may choose to present his/her grievance without being represented by a Union representative, provided, however, that the Union ��"� representative shall be notified of the adjustment or settle- ment of any Step 2 grievance and provided further that any adjustment or settlement shall not be inconsistent with the terms of the Agreement. ' � C. It is recognized and accepted by the Union and the Employer that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during normal working hours when consistent with such employees ' duties and re- sponsibilities. The aggrieved employee and a Union repre- sentative shall be allowed a reasonable amount of time . 676CF - F, - Article V. Grievance Procedure - Cook Manaqers (continued) without loss of pay when a grievance is investigated and presented to the Employer during normal working hours pro- vided that the employee and the Union representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and would not be detrimental to the work programs of the Employer. It is understood that the Employer shall not use the above limit- ation to hamper the processing of grievances. D. A grievance shall be resolved in the following manner: (Step 1) . Any employee claiming a specific disagreement concerning the interpretation or application of the provisions of this Agreement shall, within twenty (20) working days of its first occurrence or within ten (10) working days of the time the employee reasonably should have knowledge of the occurrence, whichever is later, discuss the complaint orally with the Director of School Food Service (or other representa- tive designated by Superintenden t) . The Director of School Food Service (or Superintendent' s representative) shall attempt to adjust the complaint at that time. 676 C - 7 - — ; � , Article V. Grievance Procedure - Cook Manaqers (continued) ; (Step 2) . If the grievance is not resolved through oral discussion and concluded within five (5) working days, � the employee may appeal the grievance to Step 2 by placing ; the grievance in writing, setting forth the nature of the i grievance, the facts on which it is based, the provisions of the Agreement allegedly violated, and the remedy requested. This written statement shall be presented to the Director of School Food Service for formal discussion and written response. The formal discussion of the grievance shall be within ten (10) working days of the receipt of the written ;;; grievance by the Director of School Food Service. A reply shall be given to the employee and the Union in writing within ten (10) days following the formal dis cussion. If the employee is not satisfied with the findings on Step 2, the grievance may be appealed to Step 3. (Step 3) . A grievance not resolved in Step 2 and appealed to Step 3 shall be placed in writing setting forth the nature of the grievance, the facts on which it is based, the provision or provisions of the Agreement allegedly violated, the remedy requested, and shall be appealed to Step 3 by the employee and the Union within fifteen (15) � 676 C - g - � ' Article V. Grievance Procedure - Cook Manaqers (continued) n� �� ' �`� >�t� t.�� working days after the Employer-designated representative ' s final answer in Step 2 . Any grievance not appealed in . writing to Step 3 by the employee and the Union within fifteen (15) working days shall be considered waived. If appealed, the written grievance shall be presented by the employee and the Union and discussed with the Super- intendent of Schools or his representative, within ten (10) working days after receipt of the written grievance. The Employer-designated representative shall give the Union the Employer ' s Step 3 answer in writing within ten (10) working days following the presentation and discussion of the matter. If the employee is not satisfied with the findings on Step 3, the Union may request arbitration within ten (10) working days after receipt of the Employer 's reply on Step 3. (Step 4) . A grievance unresolved in Step 3 and appealed to Step 4 by the Union, shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971 as amended. If a mutually acceptable arbitrator cannot be agreed upon, the selection of an arbitrator shall be made in accordance with the procedures of the Minnesota Bureau of Mediation Services. 676 C - 9 - Article V. Grievance Procedure - E. The arbitrator shall have no right to amend, modify, nul- lify, or ignore the terms and conditions of this Agreement. The arbitrator shall consider and decide only the specific issue (S) submitted in writing by the Employer and the Union, and shall have no authority to make decisions on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to, or inconsistent with, or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbitrator ' s decision shall be submitted in writing, copies to both parties and the Bureau of Mediation Services within thirty (30) days following the close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be binding on both the Employer and the Union and shall be based solely on the arbitrator ' s interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. The fees and expenses for the arbitrator ' s services and 676 CF - 10 - Article V. Grievance Procedure - proceedings shall be borne equally by the Employer and the Union provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equally. If a grievance is not presented within the time limits set forth above, it shall be considered waived. If a griev- ance is not appealed to the next step within the specified time limit or any extension thereof, it shall be considered settled on the basis of the Employer 's last answer. If the Employer does not answer a grievance or an appeal thereof within the specified time limits, the Union may elect to process the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the Employer and the Union in each step. It is agreed by the Union and the Employer that, if a specific grievance is determined by this grievance process, it shall not again be submitted for consideration under the provisions � 676 CF - 11 - �� Article V. Grievance Procedure - of the Rules and Regulations of Civil Service. It is further understood that if a specific grievance is sub- mitted and determined by the grievance procedure under the Civil Service Rules and Regulations, it shall not again be submitted for review and arbitration under the procedures set forth in this Article. 676 CF _ 12 _ ARTICLE VI. NON-DISCRIMINATION — Neither the Union nor the Employer shall discriminate against any employee because of Union membership or nonmembership, or because of race, color, sex, religion, national origin, or political opinion or affiliations. 676 CF - 13 - ARTICLE VII. HOLIDAYS Regular or provisional employees in the bargaining unit shall be granted holidays off with pay provided, however, that their names have appeared on the payroll on any six working days of the nine working days preceding the holiday; or on the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall a holiday be counted as a working day. The following days are declared to be the holidays: New Year ' s Day January 1 Washington ' s and Lincoln' s Birthday �ird Monday in February Memorial Day Last Monday in May Independence Day July 4 Labor Day First Monday in September Christopher Columbus Day Second Monday in October Veterans ' Day November 11 Thanksgiving Day Fourth Thursday in November Christmas Day December 25. If one of the above listed holidays falls on a day when school is in session, then the Food Service Director shall designate another day, when school is not in session, as a paid holiday. All employees will be expected to work on all days when school is in session, except when on approved leave. 676 C - 14 - f • , � : Article VII. Holidays - Cook Managers (continued) � In addition, a floating holiday is to be granted subject to prior approval of the employee ' s supervisor. To be eligible for the floating holiday, a regular or provisional employee must work at least an equivalent of four full bi-weekly pay periods (320 hours) . Employees who work an equivalent of 13 full � bi-weekly pay periods (1040 hours) shall receive an additional floating holiday. Holiday pay will be paid on the basis of the employee ' s regularly scheduled number of hours in the work day. 676 C - 15 - - i � . , ' I � ARTICLE VIII. SICK LEAVE - Cook Manaqers I I � Sick leave is provided in accordance with the specifications of Civil Service Regulations. t � { � - i � 676 C - 16 - i . ��/ �� A RTICLE IX. HOURS - OVERTIME A. Hours: This section is intended only to define the normal hours of work and to provide the basis for the calculation of overtime pay. Nothing herein shall be construed as a guarantee of hours of w ork per day or per week. The normal work day shall be eight (8) hours of work and the normal work week, regardless of shift arrangements, shall be an average of forty (40) hours of work. B. Overtime : Overtime is to be paid for at the rate of time and one-half (lZ) for all work in excess of an eight (8) hour work day, or for time on payroll, or for hours in excess of forty (40) hours per week. 676 CF - 17 - — A RTICLE X. VACATIONS - Cook Manaqers Vacations shall be earned by eligible employees on the basis of the Civil Service formula stated in Appendix A attached. ARTICLE XI. LUNCH BREAK All employees are entitled to a duty-free lunch break of thirty (30) minutes without pay, at a time assigned by the manager. ARTICLE XII. CIVIL SERVICE EXAMINATIONS Notice of Civil Service (Personnel) Examinations shall be posted in the kitchen in each work location no later than five (5) working days before the closing date for examination. ARTICLE XIII. LAYOFF NOTICE 4rhenever possible, two (2) weeks notice shall be given any emp loyee la id o f f. ARTICLE XIV. INSURANCE BENEFITS A. Hospitalization and Life Insurance: Health and Welfare benefits shall be provided under the plan carried by the City of Saint Paul and Independent School District No. 625 for Civil Service personnel. 6 76 C - lg _ i � � . i , , Article XV. Workinq Conditions (continued) C. Mileaqe: When an employee is required and authorized by the proper supervisor to use his or her personal vehicle in the interest of the Employer (i.e. , trips to the bank, grocery store, etc. ) , mileage reimbursement will be paid at the current School District rate, and by the approval of the Food Service Director. D. Workinq Out of Classification: Employer shall avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) working days during any fiscal year of employment shall receive the rate of pay for the out-of- class assignment in a higher classification not later than the sixteenth day of such assignment. For purposes of this Article, an out-of-class assignment is defined as the full-time performance of all of the significant duties and responsibilities of a classification by an individual in another classification. For the purposes of this Article, the rate of pay for an out-of-class assignment shall be the same rate the employee would receive if he/she were pro- moted to the higher classification. ' 676 CF - 2p - Article XIV. Insurance Benefits (continued) B. The Employer agrees to contribute to the cost of hospital and medical coverage up to $29.46 per month for each em- ployee who is eligible for such coverage. In addition, for each eligible employee who selects dependent cover- age, the Employer will contribute one-half of the cost of such dependent coverage, or up to $33.79 per month, whichever amount is less. The Employer agrees to contribute to the cost for $5, 000. of life insurance coverage up to $3.05 per month for each employee who is eligible for such coverage. ARTICLE XV. WORKING CONDITIONS A. Emerqency Closinqs : If it becomes necessary or desirable � to close a school as a result of an emergency, the effort shall be made to notify employees not to come to work. Employees not notified who report for work shall be granted two (2) hours pay at their regular rate. B. Workshops: Employees in the Food Service program ordered by the Food Service Director to attend Food Service work- shops shall be reimbursed for the tuition of the workshop � and the normal hourly rate for the time spent in the work- shop. 676 CF - 19 - ' �; . - �) , - . . . F=� I �t.,�'17 ARTICLE XVI. COURT DUTY ; Any employee who is required to appear in court as a juror � � or as a subpoenaed witness shall be paid his/her regular pay � t ' while so engaged, unless the court duty is the result of liti- � � gation undertaken by the employee or the Union against the � � Employer. Any fees that the employee shall receive from the � court for such service shall be aid to the Em lo er. An P P Y Y ! employee who is scheduled to work a shift other than the normal daytime shift, shall be rescheduled to work the normal daytime shift during such time as he/she is required to appear in court as a juror or witness. ARTICLE XVII. SICK LEAVE CONVERSION Accumulated sick leave in excess of 180 days may be converted to vacation at the rate of 2 days sick leave for 1 day vaca- tion up to a maximum of 5 days vacation time. Vacation is to be paid on the basis of regularly scheduled hours per day. ARTICLE XVIII. HEALTH INSURANCE PROVISION FOR RETIREES The Employer will provide paid health insurance for those who retire prior to age 65, and who are receiving a PERA pension, provided they are eligible and covered at the time of retirement, i ' 676 CF - 21 - k � ; Article XVIII. Health Insurance Provision for Retireees (continued) to be continued to age 65. This provision shall be applicable to any employee who retired on or after July l, 1973, except that prior to January 1, 1974, the Employer will not be responsible for premiums. The employee must apply for this coverage prior to the date of retirement in order to receive the benefit. ARTICLE XIX. DISCIPLINE AND DISCHARGE Section l. The Employer shall have the right to impose discipli- nary actions on employees for just cause. Section 2. Disciplinary actions by the Employer shall include only the following actions: (1) Oral reprimand , (2) Written reprimand • (3 ) Suspension (4) Demotion (5) Discharge. Section 3. Employees who are suspended, demoted, or discharged shall have the right to request that such actions be reviewed by the Civil Service Commission, or a designated Board of Review. . 676 CF - 22 - I , . , Article XIX. Discipline and Discharqe (continued) The Civil Service Commission, or a designated Board of Review, shall be the sole and exclusive means of reviewing a suspension, demotion, or discharge. No appeal of a suspension, demotion, or discharge shall be considered a "grievance" for the purpose of processing through the provisions of ARTICLE V. (GRIEVANCE PROCEDURE) . Section 4. Discharges will be preceded by a five (5) day pre- liminary suspension without pay. During said period, the em- ployee and/or Union may request, and shall be entitled to a meeting with the Employer representative who initiated the suspension with intent to discharge. During the five (5) day period, the Employer may affirm the suspension and discharge in accordance with the Personnel Rules or may modify, or with- draw same. ARTICLE XX, LEAVES Leaves of absence may be requested, on the basis specified in Civil Service Regulations. Effective July l, 1976, the Food Service Director will reply to such requests within fifteen (15) calendar days after they are received in the Food Service Office. r 676 CF - 23 - ARTICLE XXI. UNIFORM ALLOWANCE Employees shall receive a uniform allowance of 1� per hour. Uniform choice is employee ' s option. ARTICLE XXII. WAGE SCALE See Appendix B. ARTICLE XXIII, DURATION OF AGREEMENT This Agreement shall be in full force and effect from January 3, 1976, through December 31, 1976, and shall automatically be con- tinued from year to year thereafter, unless a new Agreement is developed in accordance with the provisions of the Public Em- ployees Labor Relations Act of 1971, as amended. Intent to negotiate a new Agreement shall be indicated by either party providing written notice thereof at least ninety (90) days prior to the termination date set forth herein. 676 C -24 - , , � . ' i f COOK MANAGERS I, II AND III AGREEMENT ; THIS AGREEMENT IS BY AND BETWEEN INDEPENDENT SCHOOL DISTRICT NO. 625, THE CITY OF SAINT PAUL, AND SUBURBAN SCHOOLS EMPLOYEES LOCAL NO. 284, S.E,I.U. AFL-CIO, ON BEHALF OF COOK MANAGERS I, II AND III. In full settlement of 1976 negotiations between the herein parties, the parties have adopted this Agreement, which is k'" j: �. attached hereto and made a part hereof. ,� It is understood that this settlement shall be subject to approval ; and adoption by the Board of Education of INDEPENDENT SCHOOL DISTRICT NO. 625, the CITY COUNCIL, and the CIVIL SERVICE COM- MISSION, as well as ratification by the UNION. Independent School District No. 625 Suburban Schools Employees Local No. 284, S.E.I.U. AFL-CIO Negotiator Date Business Representative Chairman, Board of Education Steward Date Date 676 C - 25 - ` Y ' gppendix A . ��f�� Regulation Effective 1-5-74 Vacation for Less Than a Full Year For the purpose of computing the amount of vacation an employee who is ' eligible for twenty-one days after 15 years of service and twenty-two days after 25 years of service has earned, the following shall apply: Hours of Vacation Earned Years of Service Per Hour on Payroll First Five Years .0384 After Five Years .0576 After Fifteen Years .0806 After Twenty-five Years .0845 '` ;i �. Round off to the nearest hour. `�' Example: If an employee with three years of service appeared on the payroll for 1 ,680 hours in 1972, he will have earned (1 ,680 x .0384) 64.51 hours of vacation. This is rounded off to the nearest hour and the employee is granted 65 hours of vacation. The time of vacation is fixed by the head of the department in which the employee is employed. Chief Examiner . . � , , � � Appendix B �� WAGES MANAGER I - II - III 1976 A B C D E F 10 Yr. 15 Yr. Grade 15 311 323 337 353 369 386 396 407 Grade 17 328 342 357 372 389 407 418 429 Grade 19 346 360 376 393 410 429 440 452 ' Ek ! � � � r` i i � , + i I i 1 � � � . _ � i f a . - � � I�o�� r�� 1976 ;,; ; AGREEMENT ' ;. ,.: " Between - n, t� INDEPENDENT SCHOOL DISTRICT NO. 625 `� �� '}� �� And ;t� 4i. ?sf0 , tT� SUBURBAN SCHOOLS EMPLOYEES LOCAL N0. 284 ;;� �{' i i i. � S.E.I.U. , AFL-CIO �+ ;� i _ � , Representing Food Service Personnel ' . i CONTENTS NEGOTIATED TERMS AND CONDITIONS OF EMPLOYMENT Article I. Definition of Agreement , , , , , , , , , , , , , , , , , , , , , , , , , , 1 II. Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 III. Check Off - Fair Share , , , , , , , , , , , , , , , , , , , , , , , , , , , 3 IV. " Maintenance of Standards , , , , , , , , , , , , , , , , , , , , , , , , , 5 V. Grievance Procedure , , , , , , , , , , , , , , , , , , , „ _ , . , _ , . . _ 6 VI. Non-Discrimination , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , 13 VII. Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 VIII. Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 IX. Hours - Overtime , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , l� X. Vacations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 XI. Lunch Break . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 XII. Civil Service Examinations , , , , , , , , , , , , , , , , , , , , , , , lg � XIII. Layoff Notice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 XIV. Insurance Benefits , , , , , , , , , , , , , , . _ „ _ , _ , , , _ . . . . lg XV. Working Conditions , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , 19 XVI. Court Duty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 XVII. Sick Leave Conversion , , , , , , , , , , , , , , , , , , , , , , , , , , , , 21 XVIII. Health Insurance Provision for Retirees . . . . , . , , , . 21 XIX. Discipline and Discharge . . . . , , . . . , _ , , . _ , . , , , . , , 22 XX. Leaves . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 XXI. Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 XXII. Wage Scale . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 XXIII. Duration of Agreement , , , , , , , , , , , , , , , , , , , , , , , , , , , , 24 Appendices A. Vacation B. Wage Scale - , ' j � � AGREEMENT f ARTICLE I. DEFINITION OF AGF�EEMENT A. Parties: THIS AGREEMENT is entered into between the Board of Education, Independent School District No. 625, Saint Paul, Minnesota, hereinafter referred to as the Board of Education, and Suburban Schools `f` Employees Local No. 284, S. E. I. U. (certified ;; �;� by the Director of the Bureau of Mediation Services '�� ?ij as the exclusive representative) , hereinafter tx�i referred to as Local No. 284, pursuant to and in compliance with the Public Employment Labor Relations Act of 1971, as amended, to set forth the terms and conditions of employment. B. Purpose: The purpose of this Agreement is to promote � orderly and constructive relationships between the Board of Education, the employees of this unit, and Local No. 284. i 62176 CF - 1 - � � l � G I i i � � _ � RRTICLE II. RECOGNITION �' `"�� A. The Board of Education recognizes. Local No. 284 as the ; certified exclusive representative for the following unit: All food service personnel employed by Independ- '� ent School District No. 625 whose terms and con- ditions of employment are established by the City �!' ':� of Saint Paul Civil Service Department, who are ;;� ;;; employed for more than 14 hours per week and it i# more than 100 work days per year; excluding those '� �`s ;,� employees in the classifications of Cook Manager '.`� I, Cook Manager II and Cook Manager III, and supervisory and confidential employees. ` B. The Board of Education agrees that so long as Local No. � 284 is the exclusive representative in accordance with the provisions of PELRA 1971 as amended, and as certified , by the Bureau of Mediation Services, State of Minnesota, for all personnel defined in Section A of this Article, that it will not meet and negotiate with any other labor or employee organization concerning the terms and conditions of employment for this unit. , i 676F - 2 _ i . � .T ARTICLE III. CHECK OFF - FAIR SHARE A. The Employer agrees to deduct the Union membership initiation ; fee assessments and once each month dues from the pay of those employees who individually request in writing that such deduc- tions be made. The amounts to be deducted shall be certified to the Employer by a representative of the Union and the aggregate deductions of all employees shall be remitted ` � ;l: :�` together with an itemized statement to the representative by �; 'f; the first of the succeeding month after such deductions, are "' ;;; made or as soon thereafter as possible. ';�_ �� B. Any present or future employee who is not a Union member shall be required to contribute a fair share fee for services rendered by the Union. Upon notification by the Union, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Union. In no instance shall the required contribution exceed 85% of the Union membership dues amount. This provision shall remain operative only so long as specifically provided by Minnesota law. In the event there is a change in the law permitting the Union to assess an amount in excess of 85% of regular membership dues, the full amount permitted by law may be assessed by the Union. 62276-2 CF - 3 - � i �� i � i Article III. Check Off - Fair Share (continued) ; C. The Union will indemnify, defend and hold the City and School District harmless against any claims made and against any suits instituted, and any orders or judgments issued against the City and School District, their officers or employees, by reason of negligence of the Union in request- ing or receiving deductions under this Article. 676 CF - 4 - ARTICLE IV. MAINTENANCE OF STANDARDS The City agrees that all conditions of employment relating to wages, work, overtime differentials, vacations and general work- ing conditions shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul (Ordinance No. 3250) and Ordinance No. 6446 at the time of signing of this Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. 676CF _ 5 _ . � ,�� ARTICLE V. GRIEVANCE PROCEDURE - A. This grievance procedure is established to resolve any specific dispute between the employee and the City or School District concerning, and limited to, the interpretation or application of the provisions of this Agreement. B. An employee presenting a grievance may elect to be repre- sented by an appropriate Union representative. At Step 1 or Step 2 of the grievance procedure, the employee may choose � to present his/her grievance without being represented by a Union representative, provided, however, that the Union representative shall be notified of the adjustment or settle- ment of any Step 2 grievance and provided further that any adjustment or settlement shall not be inconsistent with fihe terms of the Agreement. C. It is recognized and accepted by the Union and the Employer that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during normal working hours when consistent with such employees ' duties and re- sponsibilities. The aggrieved employee and a Union repre- sentative shall be allowed a reasonable amount of time 676CF - 6 - ' � , , ��E�� Article V. Grievance Procedure - Food Service Personnel (continued) without loss of pay when a grievance is investigated and presented to the Employer during normal working hours pro- vided that the employee and the Union representative have notif:ie,_; and received the approval of designated supervisor and provided that such absence is reasonable and would not be detrimental to the work programs of the Employer. It is understood that the Employer shall not use the abo ve limita- tion to hamper the processing of grievances. D. A grievance shall be resolved in the following manner: (Step 1) . Any employee claiming a specific disagreement concerning the interpretation or application of the provisions of this Agreement, shall, within twenty (20) working days of its first occurrence or within ten (10) working days of the time the employee reasonably should have knowledge of the occurrence, whichever is later, discuss the complaint orally witii the employee ' s school Cafeteria Manager (or representa- tive designated by the Director of Food Service) . The school Cafet-eria Manager (or representative of Director of Food Service) shall attempt to adjust the complaint at that time. 676 F _ � _ Article V. Grievance Procedure - Food Service Personnel (continued) (Step 2) . A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth the nature of the grievance, the facts on which it is based, the provision or provisions of the Agreement allegedly violated, the remedy requested, and shall be appealed to Step 2 by the employee within fifteen (15) working days after the Employer-designated representative ' s final answer in Step 1. Any grievance not appealed in writing to Step 2 by the employee within fifteen (15) working days shall be considered waived. If appealed, the written grievance shall be presented by the employee and the Union and discussed with the Director of School Food Service (or representative designated by the Superintendent) . The Director of School Food Service shall give the Union the Employer ' s Step 2 answer in writing within ten (10) working days following the presentation. Any grievance not appealed in writing to Step 3 by the employee and the Union within ten (10) working days after receipt of the Employer ' s reply shall be considered waived. 676 F - 8 - Article V. Grievance Procedure - Food Service Personnel (continued) (Step 3) . If appealed, the written grievance shall be presented by the Union and discussed at an informal meet- ing within ten (10) working days of receipt of the written grievance, with the Superintendent of Schools or his rep- resentative. The Employer-designated representative shall give the Union the Employer 's answer in writing within ten (10) working days after the review meeting. A grievance not resolved in Step 3 may be appealed in writing to Step 4 by the Union within ten (10) working days foliowing the Employer-designated representative ' s final answer in Step 3. Any grievance not appealed in writing to Step 4 by the Union within ten (10) working days shall be considered waived. (,Step 4) . A grievance unresolved in Step 3 and appealed to Step 4 by the Union shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971 as amended. If a mutually acceptable arbitrator cannot be agreed upon, the selection of an arbitrator shall be made in accordance with the procedures of the Minnesota Bureau of Mediation Services. 676 F - 9 - n � Article V. Grievance Procedure - ��""��`� E. �he arbitrator shall have no right to amend, modify, nul- lify, or ignore the terms and conditions of this Agreement. The arbitrator shall consider and decide only the specific issue (S) submitted in writing by the Employer and the Union, and shall have no authority to make decisions on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to, or inconsistent with, or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbitrator ' s decision shall be submitted in writing, copies to both parties and the Bureau of Mediation Services within thirty (30) days following the close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be binding on both the Employer and the Union and shall be based solely on the arbitrator ' s interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. The fees and expenses for the arbitrator ' s services and 676 CF - 10 - Article V. Grievance Procedure - proceedings shall be borne equally by the Employer and the Union provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equally. If a grievance is not presented within the time limits set forth above, it shall be considered waived. If a griev- ance is not appealed to the next step within the specified time limit or any extension thereof, it shall be considered settled on the basis of the Employer ' s last answer. If the Employer does not answer a grievance or an appeal thereof within the specified time limits, the Union may elect to process the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the Employer and the Union in each step. It is agreed by the Union and the Employer that, if a specific grievance is determined by this grievance process, it shall not again be submitted for consideration under the provisions 676 CF - 11 - - . • f'�,��e� � Article V. Grievance Procedure - of the Rules and Regulations of Civil Service. It is further understood that if a specific grievance is sub- mitted and determined by the grievance procedure under the Civil Service Rules and Regulations, it shall not again be submitted for review and arbitration under the procedures set forth in this Article. � � 676 CF - 12 _ ARTICLE VI. NON-DISCRIMINATION Neither the Union nor the Employer shall discriminate against any employee because of Union membership or nonmembership, or because of race, color, sex, religion, national origin, or political opinion or affiliations. � 676 CF - 13 - � i ARTICLE VII. HOLIDAYS Employees working under the title Food Service Aide, Cook I, and Baker I, shall not be eligible for any holidays with pay. All other regular or provisional employees in the bargaining unit shall be granted holidays off with pay provided, however, that their names have appeared on the payroll on any six working days of the nine working days preceding the holiday; or on the . last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall a holiday be counted as a working day. The following days are declared to be the holidays: New Year ' s Day January 1 Washington' s and Lincoln' s Birthday Third Monday in February Memorial Day Last Monday in May Independence Day July 4 Labor Day First Monday in September Christopher Columbus Day Second Monday in October Veterans ' Day November 11 Thanksgiving Day Fourth Thursday in November Christmas Day December 25. If one of the above listed holidays falls on a day when school is in session, then the Food Service Director shall designate another day when school is not in session, as a paid holiday. 676 F - 14 - . � . . • � n Article VII. Holidays - Food Service Personnel ) �� "��,�� (continued � All employees will be expected to work on all days when school is in session, except when on approved leave. In addition, a floating holiday is to be granted employees in the Cook II and Baker II classifications subject to prior approval of the employee 's supervisor. To be eligible for the floating holiday, a regular or provisional employee must work at least an equivalent of four bi-weekly pay periods (320 hours) . Em- ployees who work an equivalent of 13 full bi-weekly pay periods (1040 hours) shall receive an additional floating holiday. Holiday pay will be paid on the basis of the employee 's r egularly scheduled number of hours in the work day. . 676 F - 15 - ARTICLE VIII. SICK LEAVE - Food Service Personnel A. Sick leave shall continue to be provided for the class- ifications of Cook II and Baker II in accordance with Civil Service Regulations. B. It is also agreed that employees in the classifications of Cook I and Baker I shall be entitled to sick leave in accordance with Civil Service Regulations. C. It is also agreed that Food Service Aides who have been employed as regularly certified or provisional Civil Service employees in the classification of Food Service Aide for at least two (2) school years and who have been regularly assigned five (5) hours or more per work day for the three (3) preceding months shall begin accruing sick leave. They shall continue such accrual only so long as they are assigned five (5) or more hours per work day. Accrual in such cases shall be on the basis of a pro rata portion of the day worked. 676 F - 16 - � ARTICLE IX. HOURS - OVERTIME A. Hours: This section is intended only to define the normal hours of work and to provide the basis for the calculation of overtime pay. Nothing herein shall be construed as a guarantee of hours of w ork per day or per week. The normal work day shall be eight (8) hours of work and the normal work week, regardless of shift arrangements, shall be an average of forty (40) hours of work. B. Overtime: Overtime is to be paid for at the rate of time and one-half (12) for all work in excess of an eight (8) hour work day, or for time on payroll, or for hours in excess of forty (40) hours per week. 676 CF - 1'7 _ �� . ` �e�� ARTICLE X. VACATIONS - Food Service Personnel Vacations shall be earned by eligible employees (Cook II and Baker II only) on the basis of the Civil Service formula stated in Appendix A attached. ARTICLE XI. LUNCH BREAK Al1 employees are entitled to a duty-free lunch break of thirty (30) minutes without pay, at a time assigned by the manager. ARTICLE XII. CIVIL SERVICE EXAMINATIONS Notice of Civil Service (Personnel) Examinations shall be posted in the kitchen in each work location no later than five (5) working days before the closing date for examination. ARTICLE XIII. LAYOFF NOTICE Whenever possible, two (2) weeks notice shall be given any employee laid off. ARTICLE XIV. INSURANCE BENEFITS A. Hospitalization and Life Insurance: Health and Welfare benefits shall be provided for eligible employees under � the plan carried by the City of Saint Paul and Independent School District No. 625 for Civil Service personnel. 676 F - 18 - , Article XIV. Insurance Benefits (continued) B. The Employer agrees to contribute to the cost of hospital and medical coverage up to $29.46 per month for each em- ployee who is eligible for such coverage. In addition, for each eligible employee who selects dependent cover- age, the Employer will contribute one-half of the cost of such dependent coverage, or up to $33.79 per month, whichever amount is less. The Employer agrees to contribute to the cost for $5, 000. of life insurance coverage up to $3.05 per month for each employee who is eligible for such coverage. ARTICLE XV. WORKING CONDITIONS A. Emerqencv Closinqs : If it becomes necessary or desirable to close a school as a result of an emergency, the effort shall be made to notify employees not to come to work. Employees not notified who report for work shall be granted two (2) hours pay at their regular rate. B. Workshops: Employees in the Food Service program ordered by the Food Service Director to attend Food Service work- shops shall be reimbursed for the tuition of the workshop and the normal hourly rate for the time spent in the work- shop. 676 CF - 19 - . ' f . ��- . � Article XV. Workinq Conditions (continued) C. Mileaqe: When an employee is required and authorized by the proper supervisor to use his or her personal vehicle in the interest of the Employer (i.e. , trips to the bank, grocery store, etc. ) , mileage reimbursement will be paid at the current School District rate, and by the approval of the Food Service Director. D. Workinq Out of Classification: Employer shall avoid, _ whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) working days during any fiscal year of employment shall receive the rate of pay for the out-of- class assignment in a higher classification not later than the sixteenth day of such assignment. For purposes of this Article, an out-of-class assignment is defined as the full-time performance of all of the significant duties and responsibilities of a classification by an individual in another classification. For the purposes of this Article, the rate of pay for an out-of-class assignment shall be the same rate the employee would receive if he/she were pro- moted to the higher classification. � 676 CF _ 20 _ ARTICLE XVI. COURT DUTY Any employee who is required to appear in court as a juror or as a subpoenaed witness shall be paid his/her regular pay while so engaged, unless the court duty is the result of liti- gation undertaken by the employee or the Union against the Employer. Any fees that the employee shall receive from the court for such service shall be paid to the Employer. Any employee who is scheduled to work a shift other than the normal daytime shift, shall be rescheduled to work the normal daytime shift during such time as he/she is . required to appear in court as a juror or witness. ARTICLE XVII. SICK LEAVE CONVERSION Accumulated sick leave in excess of 180 days may be converted to vacation at the rate of 2 days sick leave for 1 day vaca- tion up to a maximum of 5 days vacation time. Vacation is to be paid on the basis of regularly scheduled hours per day. ARTICLE XVIII. HEALTH INSURANCE PROVISION FOR RETIREES The Employer will provide paid health insurance for those who retire prior to age 65, and who are receiving a PERA pension, provided they are eligible and covered at the time of retirement, � 676 CF _ 21 _ Article XVIII. Health Insurance Provision for Retireees (continued) to be continued to age 65. This provision shall be applicable � to any employee who retired on or after July l, 1973, except that prior to January 1, 1974, the Employer will not be responsible for premiums. The employee must apply for this coverage prior to the date of retirement in order to receive the benefit. ;� :� ARTICLE XIX. DISCIPLINE AND DISCHARGE '� a,: a� i�� Section l. The Employer shall have the right to impose discipli- ;_� ;,;a ;.;� nary actions on employees for just cause. :s,, :!� Section 2. Disciplinary actions by the Employer shall include only the following actions: (1) Oral reprimand (2) Written reprimand (3) Suspension (4) Demotion (5) Discharge. Section 3. Employees who are suspended, demoted, or discharged shall have the right to request that such actions be reviewed by the Civil Service Commission, or a designated Board of Review. 676 CF - 22 - � . I i s � �� j �� Article XIX. Discipline and Discharqe (continued) The Civil Service Commission, or a designated Board of Review, shall be the sole and exclusive means of reviewing a suspension, demotion, or discharge. No appeal of a suspension, demotion, or discharge shall be considered a "grievance" for the purpose of processing through the provisions of ARTICLE V. (GRIEVANCE PROCEDURE) . Section 4. Discharges will be preceded by a five (5) day pre- liminary suspension without pay. During said period, the em- ployee and/or Union may request, and shall be entitled to a meeting with the Employer representative who initiated the suspension with intent to discharge. During the five (5) day period, the Employer may affirm the suspension and discharge in accordance with the Personnel Rules or may modify, or with- draw same. ARTICLE XX. LEAVES Leaves of absence may be requested, on the basis specified in Civil Service Regulations. Effective July 1, 1976, the Food Service Director will reply to such requests within fifteen (15) calendar days after they are received in the Food Service Office. � 676 CF - 23 - ARTICLE XXI. UNIrORM ALLOWANCE Food Service Aides shall receive a uniform allowance of 2� per hour. Cook I and II and Baker I and II classifications shall receive a uniform allowance of 1G per hour. Uniform choice is the employee 's option. ARTICLE XXII. WAGE SCALE See Appendix B. ARTICLE XXIII. DURATION OF AGREEMENT This Agreement shall be in full force and effect from January 3, 1976, through December 31, 1976, and shall automatically be continued from year to year thereafter, unless a new Agreement is developed in accordance with the provisions of the Public Employees Labor Relations Act of 1971, as amended. Intent to negotiate a new Agreement shall be indicated by either party providing written notice thereof at least ninety (90) days prior to the termination date set forth herein. 676 F - 24 - 1 FOOD SERVICE PERSONNEL AGREEMENT ��l�� THIS AGREEMENT IS BY AND BETWEEN INDEPENDENT SCHOOL DISTRICT N0. 625, THE CITY OF SAINT PAUL, AND SUBURBAN SCHOOLS EMPLOYEES LOCAL NO. 284, S.E.I .U. AFL-CIO, ON BEHALF OF FOOD SERVICE PERSONNEL. In full settlement of 1976 negotiations between the herein parties, the parties have adopted this Agreement, which is attached hereto and made a part hereof. It is understood that this settlement shall be subject to approval and adoption by the Board of Education of INDEPENDENT SCHOOL DISTRICT NO. 625, the CITY COUNCIL, and the CIVIL SERVICE COM- MISSION, as well as ratification by the UNION. Independent School District No. 625 Suburban Schools Employees Local No. 284, S.E.I.U. AFL-CIO Negotiator Date Business Representative Chairman, Board of Education Steward Date Date 676 F - 2S - L . _ _ � . Appendix A Regulation Effective 1-5-74 Vacation for Less Than a Full Year For the purpose of computing the amount of vacation an employee who is eligible for twenty-one days after 15 years of service and twenty-two days after 25 years of service has earned, the following shall apply: Hours of Vacation Earned Years of Service Per Hour on Payroll First Five Years .0384 After Five Years .0576 After Fifteen Years .0806 After Twenty-five Years .0845 Round off to the nearest hour. Example: If an employee with three years of service appeared on the payroll for 1 ,680 hours in 1972, he will have earned (1 ,680 x .0384) 64.51 hours of vacation. This is rounded off to the nearest hour and the employee is granted 65 hours of vacation. The time of vacation is fixed by the head of the department in which the employee is employed. Chief Exam�ner . l' A � � Appendix B i �� ; � WAGES G 1976 � Cook I 3.15 :; ��k . i Baker I 3.15 ` Food Service Aide 2.85 - ;< :xf COOK II and BAKER II �? r, 1976 ,'a ; A 6 C D E F 10-Yr. 15-Yr. '�''�` '8 Grade 11 "` 281 293 306 319 333 348 357 366 ;!� , ;�� OVER-RATE AIDES FOR 1975, ADJUSTED FOR 1976 �;; Marjorie Ashton 2.85 . Doris Hazzard 2.85 Alice Freppert 2.85 Bertha Kautt 2.85 Agnes Korf 2.85 �. Dorothy Munkholm 2.85 Josephine Rulli 2.85 i Helen Schneider 2.85 � Helen Wolfe 2.85 ( � Mary Nowak 2.93 ; Loretta Holstein 3.04 `' Valerie Kruse 3.04 Rose Miller 3.04 ; Fern 0'Day 3.04 ' I I � , i . � I � � lst ,��,� 2nd �� 3rd ��Z� Adop ted �"� �— Yeas Nays BUTLER HOZZA �_°� / �tJ�l/ HUNT LEVINE ROEDLER � TEDESCO PRESIDENT (SYLVESTER)