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02-311ORIGINAL. RESOLUTION CITY OF SAINT PAUL, MINNESOTA Presented Referred To Council File # Oa, - 3\\ Green Sheet # 106865 Committee Date 1 2 3 4 � 5 � RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 2001 - 2003 Employment Agreements between Independent School District No. 625, Saint Paul Schools and the Minnesota Teamsters Loca1 320, Exclusive Representatives for Food Service Employees and District Lodge No. 77International Association ofMachinists and Aerospace Woxkers AFL-CIO, Exclusive Representative for Machinists. Adopted by Council: Date �� , ') � G �— Adoption Certified by Council Secretary By: �_- Approved by B Requested by Department of: Office of Labor Relations By: DEPARTD�NT/OFFICE/COUNCIL: LABOR RELA'I'fONS CONTACI' PERSON & PHONE: NLIE KRAUS 266-6513 �SUSC BE ON COUNCII, AGENDA BY (DA1'E) TOTAL#OFSIGNATURE � DATE INITIATED GREEN SHEET No.: 106865 Apri19, 2002 6'� — 3 \\ � 1N1TfAI/DATE INITIAL/DATE ASSIGN I DEPARI'MENY D 4 CITYCOUNCII. NUhIBER 2 CITY ATfORNEY CI1'Y CLERK FOR BUDGEf DIlL FIN. & MGT. SERVICE DIR. ROUTTNG 3 MAYOR (OR ASST.) ORDER ALL LOCATIONS ncnox �QUFSx�n: This resolution approves the attached 2001 - 2003 Employment Agreements between Independent School District No. 625, Saint Paul Schools and the Minnesota Teamsters Local 320, Exclusive Representatives for Food Service Employees and Dishict Lodge No. 77 International Association of Machinsts and Aerospace Workers AFL-CIO, Exclusive Representative for Machinists. RECOMMENDAITONS: Approve (A) or Rejec[ (R) _PLANNING COMMISSION _CIV[L SERVICE COMMISSION CIB COMIN[1TEE STAFF DLSIRICT COURT SUPPORTS WHICH COONCIL OBJECTIVE? PERSONAL SERVICE CONTRACfS M[7ST ANSWER Tf� FOLLOWING QUESITONS: " 1. Has this pecsoNfum ever wodced under a contract for this departrnent? Yes No 2. Has this person/fum ever been a city empioyee? Yes No 3. Does this person/fum possess a skill not notmally possessed by any current crty Yu No Explain all yes answers on separate sheet and a[tach to green sheet INTTIATING PROBLEM, ISSUE, OPPORTUNII'Y (Whq Whay When, Where, W6y): This Agreement pertains to Boazd of Education employees only. ADVANTAGESIFAPPROVED: D[SADVANTAGES IF APPAOVED: . ��3TG� �� D[SADVANTAGES IF NOT APPROVED: TOTAL AMOUNT OF TRANSACfION: FUNDING SOURCE: COST/REVENUE BUDGETED: ACTIVITY NiJMBER: FINANCIAI. INFORMATIOIY: (F,YPLAIM 0�-3�\ INDEPENDENT SCHOOL DISTRICT NO. 625 BOARD OF EDUCATION • ST. PAUL PUBLIC SCHOOLS DATE: December 18, 2001 TOPIC: Approval of Employment Agreement Between Independent School District No. 625, Saint Paui Public Schools, and District Lodge No. 77 International Association of Machinists and Aerospace Workers AFL-CIO, Exclusive Representative for Machinists A. PERT(NENT FACTS: 1) New Agreement is for a two-year period from July 1, 2001 through June 30, 2003. 2) Contract changes are as follows: Waqes: Effective June 30, 2001, the salary schedule is increased 3%. The Food Service Equipment Repairer Leadworker will be paid an additional $.60 per hour. The AudioVisual Equipment Repairer will be paid the same rate of pay as Machinists. Effective June 29, 2002, the salary schedule is increased by an additional 2.75%. Insurance: Effective January 2002, the district monthly contribution for single coverage is increased from $220 to $265; family coverage is increased from $410 to $445; effective January 2003, the district contribution for single coverage is increased to $300, family coverage is increased to $490. . 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. � 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 $75 for each day of accrued sick Ieave, up to $15,000. If notification is less than three months, eligible employees will receive $65 per day up to $15,000. Retiree Health Insurance: Employees who are terminated for cause will not be eligible for pre or post-age-65 health insurance. 3) The District has eight (8) regular employees in this bargaining unit. 4) This contract maintains the DistricYs fiscal structural balance. 5) This contract supports the District's goal of creating institutional change. 6) 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; Patrick Quinn, Executive Director of School Services; and Lois Rockney, Executive Director of Business and Financial Affairs. 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 machinist employees in this school district for whom District Lodge No. 77 International Association of Machinists and Aerospace Workers AFL-CIO, is the exclusive representative; duration of said Agreement is for the period of July 1, 2001 through June 30, 2003. • INDEPENDENT SCHOOL DISTRICT NO. 625 BOARD OF EDUCATION SAINT PAUL PUBLIC SCHOOLS • DATE: November 20, 2001 oa-3�\ TOPIC: Approval of Employment Agreement and Memorandum of Agreement Between Independent School District No. 625, Saint Paul Public Schools, and Minnesota Teamsters Local 320, Exclusive Representative for Food Service Employees A. PERTINENT FACTS: 1. New Agreement is for a two-year period from July 1, 2001, through June 30, 2003. 2. Contract changes are as follows: Waaes: Effective June 30, 2001, the salary schedule rates are increased by 2.75%. The top step of schedules was changed from 16 years to 12 years. The 12-year step for the classes of Baker and Food Service Assistant are increased an additional .5%. The pay for line leader will increase $.05 per hour. Supervisor fill-in pay will increase $.10 per hour. The pay for temporary employees will increase $.50 per hour. Retirees who return to work as temporary food service assistants will be paid on Step 6 of the Food Service Assistant schedule. The beginning pay for Food Service Assistants is increased to $925 per hour. Effective January 1, 2002, employees will receive step advances on the anniversary of their original date of hire. • Effective June 29, 2002, the salary schedule rates are increased by 2.5%. The 12-year step for the classes of Baker and Food Service Assistant are increased an additional .5%. Employees who have terminated employment with the Schooi District prior to board ratification of this agreement, except for employees who retired and meet the eligibility requirements for retiree health insurance, are not eligible for retroactive salary or benefit increases resulting from this agreement. Comparable Worth Adiustment: There is an additional salary schedule adjustment of 25% effective June 30, 200�, and 25% effective June 29, 2002, toward ongoing implementation of the districYs pay equity plan. The pay for the class of Food Service Supervisor 3 is increased an additional 1% on June 30, 2001 and 1.25% on June 29, 2002. Insurance: Effective January 2002, the District's monthly contribution of $215 for single coverage is increased to $245; the DistricYs monthly contribution of $390 for family coverage is increased to $430. Effective January 2002, the DistricYs contribution for single coverage is increased to $280; family coverage is increased to $475. Severance Restructured severance so employees with riventy years of service will be paid $10 per hour for all hours of accrued, unused sick leave. Miteaqe: Food service emp{oyees who do not regularly travel will be efigibie to receive reimbursement for travel during work time if expenses total $25 or more during a fiscal year. • ,^ � Employment Agreement Faod Service D�-3�\ November 20, 2001 Page Two Uniforms: Upon completion of the probationary period and upon promotion to a supervisory title, employees receive an additionai two uniform pieces. Sick Leave: Bereavement leave will not be deducted from sick leave. Effective January 1, 2002, Food Service Assistants and Food Service Helpers will accrue sick leave immediately upon hire. The number of hours of sick leave allowabie for the care of a sick or injured spouse or parent is increased. The number of hours required for sick leave conversion is reduced from 1,440 to 1,000. Food Manaqer's Safetv Certification: Food Service Supervisors will be reimbursed for costs associated with obtaining and maintaining safety certification. 3. The District has 447 employees in this bargaining unit. 4. This contract maintains the DistricYs fiscal structural balance. 5. This contract supports the Districfs goal of creating institutional change. 6. 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; Patrick Quinn, Executive Director of School Services; and Lois Rockney, Executive Director of Business and Financial Affairs. � B. RECOMMENDATION: That the Board of Education of Independent School District No. 625 approve and adopt the Agreement conceming the terms and conditions of employment of those food service employees in this school district for whom the Minnesota Teamsters Local No. 320 is the exclusive representative; duration of said Agreement is for the period of July 1, 2001 through June 30, 2002. � oa -3�� 3 � Between Saint Paul Public Schools Independent School District No. 625 And � District Lodge No. 77 International Association of Machinists And Aerospace Workers AFL-CIO JULY 1, 2001 THROUGH JUNE 30, 2003 2001-2003 LABOR AGREEMENT PuBLIC SCxools � Saint Paul PUBLIC SCHOOIS SAINT PAUL PUBLIC SCHOOLS Independent School District No. 625 Board of Education Becky Montgomery Anne Carroll Tom Conlon Gilbert de la O AI Oertwig Mary Thornton Phillips Neal Thao Chair Director Director Director Director Director Director Administration Superintendent of Schools Chief Accountability O�cer Executive Assistant Area Superintendents Patricia A. Harvey Margo 8aines Tanya Martin Pekel Luz Maria Serrano, Area A Louis Kanavati, Area B Joann Knuth, Area C Gene Janicke, Area D Terilyn Tumer, Area E � • � � • \ I • ARTICLE Preamble ..... Article 1. Article 2. Article 3. Article 4. Article 5. Article 6. Article 7. Article 8. Article 9. Article 10. Article 1 � . Article 12 Article 13. Article 14. Article 15. Article 16. Article 17. Article 18. Article 19. Article 20. Article 21. Article 22. Articie 23. Article 24. Article 25. Article 26. Appendix .... CONTENTS PAGE iv Recognition............................................................................................................ � Definitions................. ................................... ............................ ...........................1 Maintenance of Standards ........................................................................... .........2 Check Off and Administrative Service Fee ............................................................ 2 UnionRights ...................... ..................... ..............................................................3 ManagementRights ..... . . ....... ............ ... .. ............. . .. . .. .. ........... ... .......... 3 Hours, Overtime Pay ..............................................................................................4 Tool Insurance and Clothing .. ... ......... .. .. . ............... .. ........................... .........4 CourtDuty ..............................................................................................................4 LegalServices ........................................................................................................5 Mileage... .......... . ..................... .................... ....................................................... 5 Insurance................ ................ .............................................................................6 Holidays............................................................................................................... 10 Vacation...............................................................................................................11 Probation..............................................................................................................12 Discipline.............................................................................................................. 12 Grievance Procedures ............................. .................. ........................................ 13 SeverancePay ..................... ......................... . ...................................................15 WageSchedule ................................................................................................... 15 Strikes, Lockouts, Work Interference ................................................................... 16 SickLeave ................................................................... ........................................ 16 ParentalLeave .....................................................................................................17 FamilyMedical Leave ............................................................................. ............17 SafetyShoes .......................... ...................................................... ...................... 18 SavingsCiause .................................................................................................... 18 Duration.......... ........ ... ... ........... . . .. ...................... .........................................19 ...... ....................................................................................................... ... 20 � PREAMBLE THIS AGREEMENT IS BETWEEN INDEPENDENT SCHOOL DISTRICT NO. 625 AND DISTRICT LODGE #77, INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS AFL-C10. This Agreement has been entered into between Independent School District No. 625, hereafter referred to as the Employer, and District Lodge #77, Jnternational Association of Machinists and Aerospace Workers AFL-CIO, hereafter referred to as the Union. This Agreement has as its purposes the promotion of harmonious relations between the Employer and the Union, the establishment of an equitable and peaceful procedure for the resolution of differences and the establishment of rates of pay, benefits, hours of work, and other conditions of employment. The parties hereto pledge that they shall pursue the above objectives in full compliance with the requirements of the Public Employment Labor Relations Act of the State of Minnesota of 1971, as amended. • � • iv • ARTICLE 1. RECOGNITION 1.1 The Employer recognizes the Union as the sole and exciusive bargaini�g agent for the purposes of establishing wages, benefits, hours, and other conditions of employment for all of its employees as outlined in the certification by the State of Mlnnesota, Bureau of Mediation Services, dated April 5, 1990, in Case No.90-PCL-32�2, and as set forth below: All regular, probationary, and provisional vehicle and equipment maintenance personnel who are employed by Independent School District No. 625 in the classifications of Audio-visual Equipment Repairer, Communications Technician Helper, Equipment Repairer, Food Service Equipment Repairer, Machinist, Mechanic-Welder, Parts Runner, Vehicle Mechanic, Vehicie Mechanic Leadworker, Vehicle Mechanic Trainee, Welder, and Welder Leadworker, excluding supervisory, confidential, temporary, and employees exclusively represented by other labor or empioyee organizations. 1.2 The parties agree that any new classifications which are an expansio� of the above bargaining unit or which derive from the classifications set forth in this Agreement shall be recognized as a part of this bargaining unit, and the parties shall take ail steps required under the Public Employment Relations Act to accomplish said objective. ARTICLE 2. DEFINITIONS 2.1 Collective Bargaining. The Employer will bargain collectively with the Union with respect � to rates o p fiours, and conditions pertaining to employment for all of the employees in the unit herein before set forth. 22 Discrimination. The Employer will not interfere with, restrain or coerce the employees cover�e y tTiis Agreement because of inembership in or activity on behalf of the Union. The Employer will not discriminate in respect to hire, tenure of employment or any term or condition of employment against any empioyee covered by this Agreement because of membership in or activity on behalf of the Union, nor wifl it discourage or attempt to discourage membership in the Union, or attempt to encourage membership in another Union. 2.3 This Agreement shall designate and define benefits with the exception of pension benefts tfiat shall be granted to the emp{oyees by the Employer If, subsequent to this Agreement, any governing body passes a provision that shall create a cost benefit for an employee in this unit, the cost of such benefit shall be paid by the employee until such time as the responsibility of the cost is subsequently negotiated. This provision shail not compel either party to reopen negotiations during the course of an existing contract. • ARTICLE 3. MAINTENANCE OF STANDARDS 3.1 The parties agree that all conditions of employment relating to wages, hours of work, overtime differentiais, vacations, and all other general working 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 (Resolution No. 3250) and the Saint Paul Salary Plan and Rates of Compensafion 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. CHECK OFF AND ADMINISTRATIVE SERVICE FEE 4.1 Dues. The Employer agrees to deduct the Union membership dues once each month r�m the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a representative of the Union and the aggregate deductions of alf employees sfiall 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. 4.2 Fair Share. Any present or future employee who is not a Union member shall be required o�co��ute 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 a pro rata share of the specific expenses incurred for services rendered by the representative in refationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specificaily provided by Minnesota law and as otherwise legal. 4.3 The Union will indemnify, defend, and hold the Employer harmless against any claims and aIl suits, orders or judgments brought or issued against the Employer, its o�cers or empfoyees, as a result of any action taken or not taken by the Employer under the provisions of this Section. r u C J • ARTICLE 5. UNION RIGHTS 5.1 The Union may designate employees within the bargaining unit to serve as Union Stewards. 52 The Union shall furnish the Employer and appropriate department heads with a list of Stewards and alternates, and shall, as soon as possible, notify said appropriate District officiais in writing of any changes thereto. Only those who are O�cers and Stewards shall be recognized by the Employer for the purpose of ineetings. ART4CLE 6. MANAGEMENT F2IGHTS 6.1 The Employer retains the right to operate and manage all manpower, facilities, and equipment; to establish functions and programs; to set and amend budgets; to determine the utilization of technology; to establish and modify the organizational structure, to select, direct and determine the number of personnel; and to pertorm any inherent managerial function not specifically limited to this Agreement. 62 Any "term or condition of employmenY' not established by this Agreement shall remain with the Employer to eliminate, modify or establish following written notification to the Union. 6.3 This Agreement establishes the "terms and conditions of employmenY' defined by Minnesota Statute §179A.30, Subdivision 19, for all employees exclusively represented by the Union. This Agreement shall supersede such "terms and conditions of employmenY' established by Civif Service Ru1e, Councif Ordinance, and Council Resolution. � \ J ARTICLE 7. HOURS, OVERTIME PAY 7.1 Hours of Employment. The normal workday and the normal workweek shail be eight (8) ourh s exc�u ing one-fialf (1/2) hour for lunch in any twenty-four (24)-hour period and forty (40) hours in any seven (7)-day period. (For employees on a shift basis, this shall be construed to mean an average of forty (40) hours a week.) The normal workweek shall consist of five (5) consecutive normal workdays. 72 Call-��i��n yPa . When an employee is called to work, he/she shall receive two (2) hours' pay i n�t put to work. If the employee is called to work and commences work, he/she shall be guaranteed four (4)-hours' pay. These provisions, however, shall not be effective when work is unable to proceed because of adverse weather condiYions. 7.3 Overtime. Time on the payroll in excess of the normal hours set forth above shall be ov rt me work" and shall be done only by order of the head of the department. 7.4 An employee shall be recompensed for work done in excess of the normal hours 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 basis on which such overtime shall be paid sha(I be determined solely by the Empioyer. The overtime rate of one-and-one-half shall be computed on the basis of 1/80th of the biweekly rate. ARTICLE 8. TOOL INSURANCE AND CLOTHING 8.1 The Employer will provide four (4) changes of coveralls per week in accordance with existing practices. 82 The Employer agrees to reimburse employee for tools damaged by fire or vandalism or for tools as may be stolen; however, such liability for reimbursement shall only apply in the event that the employee's tools are stored on the Employe�'s premises and in such places as Employer shall designate, and, further, only if the tools are destroyed or stolen in their entirety as a result of a fire, vandalism or proven theft from the Employer's premises. ARTICLE 9. COURT DUTY 9.1 Any employee who is required during his/her regular working hours to appear in court as a juror or witness except as a witness in his or her own behalf against the Employer shall be paid his/her reguiar pay while so engaged, provided, however, that any fees that the employee may receive from the court for such service shaU be paid to the Employer and be deposited with the District Business O�ce. Any employee who is scheduled to work a shift, other than the normal daytime shift, shall be rescheduled to work the normal daytime shift during such time as the employee is required to appear in court as a juror or witness. i • • 0 . ARTICLE 10. LEGAL SERVICES 10.1 Except in cases of malfeasance in office or willful or wanton neglect of duty or indifference to rights of others, the Employer shall defend, save harmless, and indemnify an empioyee against tort claim or demand, whether groundless or otherwise, arising out of alleged acts or omission occurring in the performance or scope of the employee's duties. 10.2 Notwithstanding the provisions of Subd. 11.1, the Empioyer shall not be required to defend or indemnify any employee against personal Iiability or damages, costs or expense (a) resulting from a claim, suit, verdict, finding, determination or judgment that the employee has committed an intentional tort or torts, including but not limited to slander, libel, and/or other defamatory harms; or (b) arising out of cross claims, counterclaims, a�rmative defenses and/or separate actions brought against such employee in response to or resulting from claims, allegations, demands or actions (whether or not litigation was actually commenced) brought, made or instituted by such employee. 10.3 Notwithstanding the provisions of Subd. 11.1 or 112, the Employer may at its sole discretion defend an employee against allegations, claims, demands or actions wholly or in part based on or arising out of ciaimed intentional torts, and in such cases, the employee consents to the extent lawfully permitted to such representation without regard to actual or potential conflicts of interest. 10.4 Each employee, within twenty (20) days after receiving notice of (1) a tort claim or demand, action, suit or proceeding against him or her, and (2) a judgment, verdict, finding or determination, either of which arises out of alleged or found acts or omissions occurring in the performance or scope of the employee's duties, shall notify the Employer by giving written notice thereof to the Employer's General Counsel. u ARTICLE 11. MILEAGE 11.1 Employees of the School District, under policy adopted by the Board of Education, may be reimbursed for the use of their automobiles for school business. The mileage allowance for eligible employees shall be 3�¢ per mile, or such higher rate as may be established at the discretion of the Board. An employee must keep a record of each trip made. Reimbursement shall be for the actual mileage driven in the performance of assigned duties as verified by the appropriate school district administrator and in accordance with School District Business Office policies and procedures. • ARTICLE 12. INSURANCE SECTION 1. ACTIVE EMPLOYEE INSURANCE 1.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by the Employer shall be solely controlled by the contracts negotiated by the Employer and the benefit providers. The Employer will attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees selecting the offered plans agree to accept any changes in benefits which a specific provider implements. 1.2 Eligibility Waiting Period. One (1) full month of continuous regularly appointed service in Tnclepe�t �cFiooi No. 625 will be required before an eligible employee can receive the District contribution to premium cost for health and life insurance provided herein 1.3 For the purpose of this Article, full-time employment is defined as appearing on the payroll at least thirty-two (32) hours per week or at least sixty-four (64) hours per pay period excluding overtime hours. 1.4 For the purpose of this Article, half-time employment is defined as appearing on the payroll at least twenty (20) hours per week or at least forty (40) hours per pay period exciuding overtime hours. 1.5 For each full-time employee who selects employee coverage under a medical insurance plan offered by the Employer, the Employer agrees to contribute the cost of such coverage or $220 per month, whichever is less. For each full-time employee who selects family coverage, the Employer will contribute the cost of such famiiy coverage or �410 per month, whichever is less. \ J 1.5.1 Effective January 1, 2002, for each full-time employee who selects employee coverage under a medical insurance plan offered by the Employer, the • Employer agrees to contribute the cost of such coverage or $265 per month, whichever is less. For each full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $445 per month, whichever is less. 1.52 Effective January 1, 2003, for each fuli-time employee who selects employee coverage under a medical insurance plan offered by the Employer, the Employer agrees to contribute the cost of such coverage or $300 per month, whichever is less. For each full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $490 per month, whichever is less. 1.6 For each half-time employee who selects employee coverage under a medical insurance plan offered by the Employer, the Empioyer agrees to contribute fifty percent (50%) of the amount contributed for full-time employees selecting such employee insurance coverage. For each half-time employee who selects family insurance coverage, the Employer wiil contribute fifty percent (50%) of the amount contributed for full-time employees selecting such family insurance coverage. 1.7 For each eligible employee the Employer agrees to contribute the cost of $25,000 of basic life insurance coverage. The cost to the Employer for basic life insurance coverage shall not exceed $6.32 per month. 1.8 During the term of this Agreement, a pre-tax medical and child care expense account will be made available to employees in this bargaining unit who are eligible for Employer-paid premium contribution for health insurance. The account will be available for medical and child care expenses within the established legai regulations and IRS requirements for su accoun s. • . ARTICLE 12 INSURANCE (continued) SECTION 2. RETIREMENT HEALTH INSURANCE PROVISIONS 2.1 Benefit Eligibility for Emp(oyees who Retire Before Age 65 2.1.1 Em lo ees hired into District service before Janua 1, 1996, must have comp ete enty years o continuous emp oyment wit 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. Not less than ten (10) of the years immediately preceding retirement must have been completed within the actual employment of the District (i.e., service credit with the City of Saint Paul or other governmental unit shall not be considered in meeting this ten (10)-year requirement Effective June 30, 2006, all years of service toward meeting the twenty (20)-year requirement must be in the actual employment of Independent School District No. 625. No outside time with the City of Saint Paul or other governmental units will be considered. � 2.12 2.1.3 hired into No. 625. Time with the (20)-year requirement. rict service after January 1, 1996, must have ars o service wit�i Tn epen ent chool District of Saint Paul will not be counted toward this twenty Eligibility requirements for ali retirees: A. Be receiving pension benefits from PERA, St. Paul Teachers Retirement Association or other public empioyee retiree program at the time of retirement and have severed the employment relationship with Independent School District 625. B. Must have been employed by Independent School District 625 and covered under this Agreement immediately preceding retirement. C. A retiree may not carry his/her spouse as a dependent if such spouse is also an Independent School District No. 625 retiree or Independent School District No. 625 employee and eligible for and is enrolled in the Independent School District No. 625 health insurance program, or in any other Employer-paid health insurance program. � E. F Additional dependents beyond those designated to the District at the time of retirement may not be added at District expense after retirement. The empioyee must make application through District procedures prior to the date of retirement in order to be eligible for any benefits provided in this Section. Employees terminated for cause will not be eligible for employer contributions toward insurance premiums for either pre-age 65 or post- age 65 coverage. . ARTICLE �2. INSURANCE, Section 2{continued) ��a 2.3 Employer Contribution Levels for Employees Retiring Before Age 65 22.1 2.2.2 Benefit Eligibility for Employees After Age 65 2.3.1 2.3.2 2.3.3 Employees hired on or after January 1, 1996, shall not have or acquire in any way�igibiTiry or�Fmp er-pai ea msurance premium contribution for coverage in retirement at age sixty-five (65) and over in 2.4 of this Section. Employees hired on or after January 1, 1996, shall be eligible for only ear! retirement insurance premium contributions as provided in 2.2 and Defe� Compensation match in 2.5 of this Section. Health Insurance Employer Contribution Employees who meet the requirements in Subd. 1 or Subd. 2 will receive a District contribution toward health i�surance until the employee reaches sixty- fve (65) years of age as defined in this subdivision. 2.2.1.1 Districf contribution toward health insurance premiums will equal the same dollar amount the District contributed for single or family coverage to the carrier in the employee's last month of active employment. 22.1.2 In the event the District changes health insurance carriers, it will have no impact on the District contribution for such coverage. 2.2.1.3 My employee who is receiving famify coverage premium contribution at date of retirement and later changes to single coverage will receive the doliar conVibution to single coverage that was provided in the contract under which the reYirement became effective. Life Insurance Employer Contribution The Disfict wili provide for earty retirees who qualify under the conditions of 2.1.1 or 2.12 of this Section, premium contributions for eligible retirees for $5,000 of life insura�ce only until their sixty-fifth (65th) birthday. No life insurance will be provided, or premium contributions paid, for any retiree age sixty-five (65) or over. Em Io ees hired into the District before Janua 1, 1996, who retired before age si - ive an are recerving ene i s per u. above are eligible, upon reaching age sixty-five (65), for employer premium contributions for health insurance described in 2.4 of this Section, Em lo ees hired into the District before Janua 1, 1996, who retire at age sixty- �ve or o er must ave comp ete t e serv�ce e igibility requirements in 2.1 of this Section to receive District contributions toward post-age sixty-five (65) health insurance premiums. r \ I • . ARTICLE 12. INSUR,4NCE, Section 2(continued) 2.4 Employer Contribution Levels for Retirees After Age 65 2.4.1 EmPloyees hired into the District before Janua 1, 1996, who meet the efigibiTity requirements m�.i.�cT��ection are eligible for premium contributions for a Medicare Supplement health coverage policy selected by the District. Premium contributions for such policy will not exceed: Coverage Type Single Family Medicare Eligible $300 per month $400 per month Non-Medicare Eligible �400 per month $500 per month At no time shall any payment in any amount be made directly to the retiree. Any premium cost in excess of the maximum contributions specified must be paid directly and in full by the retiree, or coverage will be discontinued. 2.5 Employees hired after Janua 1, 1996, after completion of three (3) fuli years of con�iv�ve service m n epen ent School District No. 625, are eligibie to participate in an employer-matched Minnesota Deferred Compensation Plan. Upon reaching eligibility, the District will match up to $50 per paycheck to a maximum of $500 per year of consecutive active service, up to a cumulative lifetime maximum of $12,500. Part-time employees worki�g half-time or more wiil be eligible for up to one half (50 percent) of the available District match. Approved non-compensatory leave shall not be counted in reaching the three (3)-full years of consecutive active service, and shall not be considered a break in service. Time worked in the City of Saint Paul will not be counted toward this three (3)-year requirement. r Federal and state rufes governing participation in the Minnesota Deferred Compensation Plan shall apply. The employee, not the District, is solely responsible for determining his/her total maximum allowable annuai contribution amount under IRS regulations. The employee must initiate an appiication to participate through the DistricYs specified procedures. � � ARTICLE 13. HOLIDAYS 13.� Holidays Recognized and Observed. The following days shall be recognized and � o serve as pai hofidays: New Year's Day Martin Luther King Day Presidents' Day Memorial Day Independence Day Labor Day Thanksgiving Day Day After Thanksgiving Day Christmas Day Eiigible employees shail receive pay for each of the holidays listed above on which they perform no work. Whenever any of the holidays listed above shall fail on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. 132 Eligibility Requirements. To be eligibie for holiday pay, an employee must have been ac ive on t e payro e day of the holiday. It is further understood that neither temporary nor other empioyees not otherv✓ise eiigible shall receive holiday pay. 13.3 In the case of Board of Education employees, if Martin Luther King Day or Presidents' Day falls on a day when school is in session, the employee shall work that day at straight time and another day shall be designated as the holiday. This designated holiday shall be a day on which school is not in session and shall be determined by agreement between the employee and the supervisor. � � 10 • � C � ARTICLE 94. VACATION 14.1 In each calendar year, each full-time employee shall be granted vacation according to the followinp schedule: Years of Service First Year ro 8�rs After 8 Years Through 15 Years After 15 Years 142 14.3 Vacation Hours Earned Per Hour On Payroll �bb`�� 0.0885 0 1077 `Annual Hours Earned �- 184 224 *Annual Days Earned -�� 23 28 �Annual hours and days earned are based on a two thousand eighty (2,080)-hour work year. Vacation is earned on regular hours on payroll. Years of Service is defined as the number of years since the date of employment. Employees who work less than full time shall be granted vacation on a pro rata basis. The employee may carry over into the following year up to a maximum of one hundred sixty (160) hours of vacation. 14.4 If for reasons of business the department head determines that additional carry over is necessary for an employee, then the employee shall ask the immediate supervisor to allow additional time be carried over. The time of vacation shall be fixed by the head of the department in which the employee is employed. If an employee has been granted more vacation than the employee has earned up to the time of separation from service, the employee shall reimburse the School District for such unearned vacation. If an employee is separated from the School District by reason of resignation, the employee shall be granted such vacation pay as the employee may have earned and not used up to the time of such separation, provided that the employee has notified the department head in writing at least fifteen (15) calendar days prior to the date of resignation. If an employee is separated from the School District by reason of discharge, retirement or death, the employee shall be granted such vacation pay as may have been earned and not used up to the time of such separation. 14.5 Sick Leave Conversion to Vacation. If an employee has an accumulation of sick leave cre its in excess o one t ousan our hundred forty (1,440) hours, he/she may convert any part of such excess to vacation at the rate of one-half (1/2) day's vacation for each day of sick leave credit. The maximum number of hours vacation allowed by the conversion of sick leave credits shall be no more than forty (40) hours in any one year. 11 ARTICLE 15. PROBATION 15.1 Original Employment Probation. A new employee shall serve a six (6)-month • pr�ionary per��,�o ing regular appointment to a position covered by this Agreement. At any time durmg this original probationary period, the employee may be suspended, disciplined or discharged at the discretion of the Employer, and without recourse to the grievance procedure. The probation period will exclude any unpaid leaves of absence when calculating time toward completion of any probationary period. 15.2. Promotional Probation. An employee newly promoted to a position covered by this greemen s a remain on promoYional probafion for a period of six (6) months. At any time during this probationary period, the employee may be retumed to the employee's previous position or to a position to which the employee may have been transferred or assigned prior to the promotion, at the discretion of the Employer, and without recourse to fhe grievance procedure. ARTICLE 16. DISCIPLINE 16.1 The Employer will discipline employees for just cause only. Discipline will be in the form of: a) Oral reprimand; b) Written reprimand; c) Suspension; d) Reduction; e) Discharge. 16.2 Employees and the Union will receive copies of written reprimands and notices of suspension and discharge. 16.3 Preliminary Review. Prior to issuing a disciplinary action of unpaid suspension, � ecTmotion, o�c iscfiarge, the supervisor will make a recommendation to his/her supervisor regarding proposed discipline. The supervisor will then offer to meet with the employee prior to making a final determination of the proposed discipline. The employee shali have the opporfunity to have union representation present and be provided the opportunify to speak on his/her behalf regarding the proposed action. If the employee is unable to meet with the supervisor, the employee will be given the oppartunity to respond in writing. 16.4 Employees who are suspended, demoted or discharged retain all rights under Minnesota Statute §179A.20, Subdivision 4, and thereby have the right to request that such actions be considered a"grievance" for the purpose of processmg through the provisions of Articie 16 (Grievance Procedures). Oral reprimands shall not be subject to the grievance review procedures. � 12 ARTICLE 17. GRIEVANCE PROCEDURES • �7.1 The Employer shall recognize stewards selected in accordance with Union rules and regulations as the grievance representative of the bargaining unit. The Union shall notify the Employer in writing of the names ofi the stewards and of iheir successors when so named. 17.2 It is recognized and accepted by the Employer and the Union that the processing of grievances as hereinafter provided is Iimited by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours oniy when consistent with such employee duties and responsibilities. The Steward involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the Steward and the employee have notified and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detrimentai to the work programs of the Employer. 17.3 The procedure established by this Article shall be the sole and exclusive procedure, except for the appeal of disciplinary action as provided by Article 7, for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this Agreement. Grievances shall be resolved in conformance with the following procedure: Step 1 Upon the occurrence of an alleged violation of this Agreement, the employee involved 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 refierred to Step 2 by the Union. 'ihe written grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the Agreement violated, and the relief requested. Any alleged violation of the � Agreement not reduced to writing by the Union within ten (10) calendar days of the first occurrence of the event giving rise to the grievance or within the use of reasonable diligence should have had knowledge of the first occurrence of the event giving rise to the grievance, shall be considered waived. Step 2 Within ten (10) calendar days after receiving the written grievance, a designated Employer Supervisor shail meet with the Union Steward and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unresolved, the Employer shall reply in writing to the Union within five (5) calendar days following this meeting. The Union may refer the grievance in writing to Step 3 within ten (10) calendar days following receipt of the Employer's written answer. Any grievance not referred in writing by the Union within ten (10) calendar days following receipt of the Employer's answer shall be considered waived. Step 3 Within ten (10) calendar days following receipt of a grievance referred from Step 2, a designated Employer Supervisor shall meet with the Union Business Manager or the designated representative and attempt to resolve the grievance. Within ten (10) calendar days following this meeting, the Employer shali reply in writing to the Union stating the Employer's answer concerning the grievance. If, as a result of the written response, the grievance remains unresolved, the Union may refer the grievance to Step 4. Any grievance not referred in writing by the Union to Step 4 within ten (10) calendar days following receipt of the Employer's answer shall be considered waived. C� 13 ARTICLE 17. GRIEVANCE PROCEDURES (continued): Step 4 If the grievance remains unresolved, the Union may within ten (10)-calendar • days after the response of the Employer in Step 3, by written notice to the Employer, request arbitration of the grievance. The arbitration proceedings shall be conducted by an arbitrator to be selected by mutuaf agreement of the Employer and the Union within ten (�O) calendar days after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said ten (10)-day period, either party may request the Bureau of Mediation Services to submit a pane! of five (5) arbitrators. Both the Employer and ihe Union shal! have the right to sVike two (2) names from the panel. The Union shali strike the first name; the Employer shall then strike one (1) name. The process will be repeated and the remaining person shall be the arbitrator. 17.4 The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Union and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shali be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an e�ension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. The decision of the arbitrator shall be final and binding on the Employer, the Union, and the employees. 17.5 The fees and expenses for the arbitrator's services and proceedings shali 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. 17.6 The time limits in each step of this procedure may be extended by mutual agreement of the Employer and the Union. 17.7 For the purpose of this severance pay program, a transfer from Independent School District No. 625 employment to City of Saint Paul employment is not considered a separation of employment, but such transferee shall not be eligibie for this severance program. 17.8 It is understood by the Union and the Employer that a grievance may be determined by either the grievance procedure of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is determined by this grievance procedure, it shall not again be submitted for arbitration under the Civil Service Rules. If an issue is determined by the provisions of the Civil Service Rules, it shall not again be submitted for arbitration under this grievance procedure. � iC! r ARTICLE 1S. SEVERANCE PAY 18.1 The Employer shall provide a severance pay program as set forth in this Article. Payment of severance pay shall be made within the tax year of the retirement as described in Business Office Rules. 182 To be eligible for the severance pay program, the employee must meet the following requirements: 18.2.1 The employee must be fifty-five (55) years of age or older. 1822 The employee must be voluntarify separated from School District employment or have been subject to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency or any other disciplinary reason are not eligible for this severance pay program. 18.3 If an employee notifies the Human Resource Department three (3) months in advance of the date of retirement and requests severance pay and if the employee meets the eligibility requirements set forth in 18.2 above, he or she will be granted severance pay in an amount equal to $75 pay for each day of accrued, unused sick leave, up to 200 days. 18.3.1 If an employee notifies the Human Resource Department in less than three (3) months in advance of the date of retirement and requests severance pay and if the employee meets the eligibility requirement set forth above, he or she will be granted severance pay in an amount equal to $65 pay for each day of accrued, unused sick leave up to 231 days. 18.32 if exigent circumstances exist, such as a sudden illness/injury of the employee or immediate family member necessitating immediate retirement, and if the • employee meets the eligibility requirements set forth above, he or she wili be granted severance pay in an amount equal to $75 pay for each day of accrued, unused sick leave up to 200 days. 18.4 The maximum amount of money that any employee may obtain through this severance pay program is $15,000. 18.5 For the purpose of this severance pay program, a death of an employee shall be considered as separation of employment and, if the employee would have met all of the requirements set forth above at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. 18.6 For the purpose of this severance pay program, a District No. 625 employment to City of Saint Paul separation of employment, and such transferee shall program. ARTICLE 19. WAGE SCHEDULE 19.1 19.2 19.3 . transfer 4rom Independent School employment is not considered a not be eiigible for this severance The wage schedule for purposes of this contract shall be Appendix A, attached hereto. The Vehicie Mechanic Leadworker rate will be no iess than 25¢ per hour higher than the Vehicle Mechanic rate. The Food Service Equipment Repair Leadworker rate will be no less than $.60 per hour higher than the Food Service Equipment Repair rate. 15 ARTICLE 20. STRIKES, LOCKOUTS, WORK INTERFERENCE 20.1 The Union and the Employer agree that there shall be no strikes, work stoppages, slowdowns, sit-downs, stay-ins, or other concerted interferences with the Employer's business or affairs by any of the said Union and/or the members thereof, and there shali be no bannering during the existence of this Agreement without first using all possible means of peaceful settlement of any controversy which may arise. Employees engaging in same shall be liable for disciplinary action. ARTICLE 21. SICK LEAVE 21.1 Sick Leave. Sick leave shall accumulate at the rate of .0576 of a working hour for each u our on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick ieave, the empioyee must report to his/her supervisor no later than one-half hour past his/her regular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of this Agreement. My employee who has accumulafed sick leave as provided above shall be granted Ieave with pay, for such period of time as the head of the department deems necessary for the following spec�ed allowable uses: 212 Personal Illness. Employees may use accumulated sick leave for hours off due to person aTil�ss. The empioyee may be required to furnish a medical certificate from a qual�ed physician as evidence of illness or physical disability in order to qualify for paid sick leave as per District practice. Accumulated sick leave may also be granted for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. � 21.2.1 Famil Iliness. Employees may use accumulated sick leave for hours off due to su en sic ess or disability of a parent or a member ot his/her household or to make arrangements for the care of such sick or disabled persons up to a maximum of eight (8) hours sick leave per incident. Up to forty (40) hours of • accumuiated sick ieave may be used in a work year to allow the employee to care for and attend to the serious or critical illness of hislher spouse or dependent parent. These hours, when used, are deducted from sick leave. 212.2 Sick Child Care Leave. Sick leave to care for a sick child shall be granted on the same erms as t e employee is able to use sick leave for the employee's own illness. This leave shall only be granted pursuant to Minnesota Statute §181.9413 and shail remain available as provided in the Statute. 21.2.3 Bereavement Leave. A leave of absence with pay, not to exceed five (5) days, s a e g�fran e36ecause of the death of an employee's spouse or child. 212.3.1 Up to three (3) days shall be granted because of death of other members of the employee's immediate family. Other members of the immediate family shall mean father, mother, sister, brother, parent-in-law, son-in-law or daughter-in-law. 21.2.3.2 Leave of absence for one (1) day sha!! be granted because of deaih of other close relatives. Other ciose relatives shall mean grandparent, uncle, aunt, nephew, niece, brother-in-law, and sister-in-law. 212.3.3 A"day" for this purpose shail be equivalent to the regularly assigned workday of the empioyee, and such leave shail be deducted from 2ccumulated sick leave. 212.4 Up to fifteen (15) days of accumulated sick leave may be used in a contract year to attend to adoption procedures or care for a newly adopted chiid. Use of these fifteen 15 ays oes no nee o occur cons 21.3 Sick Leave With Pa . During any period in which an empioyee is absent from work on sic< eave wi pay, he employee shall not be empioyed or engaged in any occupation for compensation outside of his/her regular employment with Independent School District No. 625. Violation of the provision of this paragraph by any employee shall be grounds for suspension or discharge. • 16 ARTICLE 22. PARENTAL LEAVE • 22.1 Parental Leave is a leave without pay or benefits that 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 parentai care for a chiid or children of the employee for an extended period of time immediately following adopfion or the conclusion of pregnancy; such period of leave shal4 be no longer than one (1) 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. 22.2 In case of pregnancy, an employee who wishes to use a period of (paid) eamed sick leave at the time of pregnancy and deiivery-related disability, may request unpaid parental leave for a period following the use of earned sick leave; however, sick leave shall not be granted within (during the course o� a period of unpaid parental leave. The employee requesting such sequential leave shail 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 medical verification for the sick leave time claimed. 22.3 In the case of adoption, ihe empfoyee shall submit a written application to the Director of Human Resources of Independent Schooi District No. 625, including the anticipated date of placemeni of the child and at ieast twelve (12) weeks in advance of the anticipated date of placement, or earlier if possible. Documentation will be required. 22.4 When an employee is returning from parentaf 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 following the scheduled date of return, in the same position held prior to the leave or, if necessary, in an equivalent position. � 22.5 When an employee has requested and been granted leave for a period Ionger than six (6) calendar months, but no more than hvelve (12) calendar months, the empioyee 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 title [hat exists, has no certified incumbent, which is to be filled, and for which no other person has rights. ARTICIE 23. �AMILY MEDICAL LEAVE 23.1 Effective February 1, 1994, leaves of absence shall be granted as required under the federal law known as the Family and Medical Leave Act (FMLA) so long as it remains in force. The Human Resource Department provides procedures. • 17 AF2TICLE 24. SAFETY SHOES 24.1 The Employer agrees to reimburse the employee for up to a maximum of $60 per contract year toward the cost of purchasing or repairing a pair of safety shoes. Any portion of the $60 fhat remains unused as of June 30, 2002 may be carried over and used during the second year of this agreement. 24.2 This reimbursement shail be made only after investigation and approval by the immediate supervisor of that employee. The Employer reimbursement shall apply onty to those employees who are required to wear protective shoes or boots by the Employer. ARTICIE 25. SAVINGS CLAUSE 25.1 This Agreement is subject to the laws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this Agreement shall be held conUary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. � i � � \ I \ I • ARTICLE 26. DURATION 26.1 Except as herein provided, this Agreement shall be effective as of the date it is executed by the parties and shali continue in fuli force and effect through June 30, 2003, and thereafter until modified or amended by mutual agreement of the pacties. Either party desiring to amend, or modify this Agreement shall notify the other in writing so as to comply with the provisions of the Public Employment Labor Relations Act of 1971, as amended. 26.2 This constitutes a tentative agreement between the parties which will be recommended by the school district negotiator, but is subject to the approval of the Schoot Board, the Administration of the District, and is also subject to ratification by the Union. 26.3 Severability. in the event that any provision(s) of this Agreement is declared to be con r o law by proper legislative, administrative or judicial authority from whose finding, determination or decree no appeal is taken, such provision(s) shall be voided. All other orovisions shall continue in full force and effect. 26.4 Waiver The Employer and the Union acknowledge that during the meeting and negotiating which resulted in this Agreement, each had the right and opportunity to make proposals with respect to any subject concerning the terms and conditions of employment. The agreements and understandings reached by the parties after the exercise of this right are fully and completely set forth in this Agreement. Therefore, the Employer and the Union for the duration of this Agreement agree that the other party shall not be obligated to meei and negotiate over any term or condition of employment whether specifically covered or not specifically covered by this Agreement. The Union and Employer may, however, mutually agree to modify any provision of this Agreement. Any and all prior ordinances, agreements, resolution, practices. policies, and rules or regulations regarding the terms and conditions of employment, tQ the extent they are inconsistent with this Agreement, are hereby superseded. WITNESSES: INDEPENDENT SCHOOL DISTRICT NO. 625 � ' _ � �7 . :.. • � • ..'..: � DISTRICT LODGE N0. 77, INTERNATIONAL ASSOCIATION OF MACHI STS AND AEROSPACE WO RS, AFL- O — , i � ` umss e �� ego ia or /�/; ;� %;> � ae J '19 � ��/�� a�fe APPENDIX A The wage rates and salary ranges for classifications in this unit are shown below: Machinist Vehicle Mechanic Vehicle Mechanic Leadworker Vehicle Mechanic Trainee First Third Fourth Fifth Sixth Seventh Eighth EFFECTIVE June 30,2001 $21.29 $21.29 $22.95 EFFECTIVE June 29,2002 $21.87 $21.87 $23.58 2,000 hours 60% of the Vehicle Mechanic base rate 1,000 hours 65% of the Vehicie Mechanic base rate 1,000 hours 70°/a of the Vehicle Mechanic base rate 1,000 hours 75% of the Vehicle Mechanic base rate 1,000 hours 80% of the Vehicie Mechanic base rate 1,000 hours 85% of the Vehicle Mechanic base rate 1,000 hours 90°/a of the Vehicle Mechanic base rate Audio Visual Equipment Repairer Food Service Equipment Repairer EFFECTIVE June 30,200'I Probationary Rate Base $20.17 $21.29 $14.50 $15.34 EFFECTIVE June 29,2002 Probationary Rate Base $20.72 $21.87 $14.90 $15.76 • � \ I 20 ��_ �� l � 2001 - 2003 AGREEMENT between INDEPENDENT SCHOOL DISTRICT NO. 625 Saint Paul Public Schools and MINNESOTA TEAMSTERS LOCAL NO. 320 � Representing Food Service Personnel July 1, 2001 through June 30, 2003 T : .,i � �� Saint Paul PUBLIC SCHOOLS � . ' ' „ , , , ' � , ' ' , , ' , , ' ' ' I I !, i ' , ,� � � ' �� ' ' ' , " '' , " , ', � ; �, , � - ' � ' � , � , � ' � ' � , ' � � . . . , , , � , � , , , �, �, , , , . , � � , , , , �, , , , � , ,� , , ' � , , ' ' � � , , � . � � ' �, , �� ' � ' ' , ' , , ' ' , , , i ,,' ' ' , , ' '� , ' ,� , � � � � � � � � i , � � , � , � � , � , � � � �, , � � , � � � � � � � � � � � �� S81t� �S�U�� , ' � � � �� Pust� Scxouts�, �� , , � � � � , . . , � � � SAfNT PAUL PUB�.I�C SCN�70LS �� I' tr N 62 ' � ln e' c' o Dis ict o. 5 de end ntS ho P � � � � � � � , � ' Board of Education , „ „ � � � � Becky Montgorriery � � � � �Chair � � � � � � � � � � � � � Anne Cairoll � � � � Direcion�' � � � � � � � � � � Tom Conlon � �� Direcfor, + � � � GilbeR d`e la O � �, D'irector � �� , „ � "r or „, �� rtuvi � �Da ecf � AI-�Oe , � �, 9 � � � Neal�Thao � � � � � � �Directpr � � � � � , � . , � � � � � � Mary Thorrrton Phillips' � � � Director � � � �� . , � � � „ � � � , , , � � , , , � � , � ' � Ad'ministrafion � � �� • � , r . _. perinYenden .,.'.... Y ' Su to _. .Karve _.,_ ,..._. ...J,. . ,___,_ f Schools Pafnaa A'" ' . _ .. untabili ,Offtcer... , .,..,.,', , _ . Margo Ba'nes , „ ., . hieC:A rti . C xe , L Y _ _�. � E ut �: n,dent �� el � , � ive Assistarrt Tan a Ma n Pet� � � � Ai`ea Supennte s , ' ' � � � �uz Mana Serrano, Area A , � � � � � � � � � � � , � CowsKan�vap, Area B � � Joanrt Knuth Area G, � � � �� Gen��Jamjcke �Eltea'''D � � � . � ' � � � Tenly�r �Tl�mer, Area„E , , � � � � „ „ � , , �, � � � � �� , , � � � � � � � � � ' � � � � � � � � � � ' ' � „ � � „ � � �� . � , , � �� , , � , , � � „ , � � � � � ' „ „ , � � � „ „ � � � �� , „ „ , � , �� .. „ � , . , ,, , n , „ „ � � � � � � � � � � , �� „ � ` � „ � � , � r � i .,.i, ._.� ., „� ,. � ��i. i JV•' � I..,. J i'y'� J �;nl il 41 �„�.. I , I'' ,.. ..i. � u r � CONTENTS NEGOT{ATED TERMS AND CONDITIONS OF EMPLOYMENT ARTICLE Article 1. Definition of Agreement ................................................................... Article2. Recognition ...................................................................................... Article 3. Check Off, Fair Share ...................................................................... Article 4. Maintenance of Standards .............................................................. Article 5. Non-Discrimination, Affirmative Action ............................................ Article6. Holidays ........................................................................................... Article 7. Compensatory Leave ...................................................................... Article8. Hours ............................................................................................... Article9. Vacations ......................................................................................... Article10. Breaks ............................................................................................. Article 11. Civii Service Examinations and Probation ...................................... Article 12. Seniority, Layoff and Recall ............................................................ Article 13. Insurance Benefits ........................................................................... Article 14. Working Conditions ......................................................................... Article 15. Severance ....................................................................................... Article16. Court Duty ....................................................................................... Article 17. Discipline and Discharge ................................................................. Article 18. Grievance Procedure ...................................................................... Article19. Leaves ............................................................................................. Article20. Uniforms .......................................................................................... Article21. Mileage ............................................................................................ Article22. Wages ............................................................................................. Article 23. Duration of Agreement .................................................................... AppendixA: Wages ............................................................................................. Memorandum of Understanding: Summer School Selection ................................. In d ex ....................................................................................................................... � PAGE ....................1 1 ................... 2 ................... 2 .................... 2 3 ............... 3 ................... 4 ..................... 5 .................. 5 ..................... 6 ................... 7 ..................... 8 ..................11 13 ... 13 14 ................. 14 ........ 16 .............. 18 .................... 18 .................... 19 .................... 20 .............21-22 23 ............ ....... 24 ARTICLE 1. DEFINITION OF AGREEMENT • SECTION �. 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 Minnesota Teamsters Public and Law Enforcement Employees Union, Local No. 320 (certified in Case No. 81-PR-268-A on December 5, 1950, by the Director of Bureau of Mediation Services as the exclusive representative), hereinafter referred to as Local No. 320, pursuant to and in compliance with the Public Employment Labor Relations Act of 197�, as amended, to set forth the terms and conditions of employment. SECTION 2. 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. 320. ARTICLE 2. RECOGNITION SECTION 1. The Board of Education recognizes Local No. 320 as the certified exclusive representative for the following unit: All food service personnel in the titles contained in this Agreement who are employed by Independent School District No. 625 and who are public employees as defined by PELRA. � SECTION 2. The Board of Education agrees that as long as Local No. 320 is the exclusive representative in accordance with the provisions of PELRA, and as certified by the Bureau of Mediation Services, State of Minnesota, for all personnel defined in Section 1 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. \ J ARTICLE 3. CHECK OFF, FAIR SHARE SECTION 1. The Employer agrees to deduct the Union membership initiation fee assessments and once each mo�th dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a representative of ihe Union and the aggregate deductions of ali 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 possible. SECTION 2. Any present or future employee who is not a Union member shall be required to contribute a fair share fee for seroices rendered by the Union. Upon notification by the Union, the Employer shatl 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 percent of the Union membership dues amount. This provision shall remain operative only as long as specifically provided by Minnesotalaw. In the event there is a change in the law permitting the Union to assess an amount in excess of 85 percent of regular membership dues, the full amount permitted by law may be assessed by the Union. SECTION 3. The Union will indemnify, defend, and hold the School District harmless against any claims made and against any suits instituted, and any orders or judgments issued against ihe School District, their officers or employees, by reason of negligence of the Union in requesting or receiving deductions under this Article. ARTICLE 4. MAINTENANCE OF STANDARDS SECTION �. The Employer agrees that all conditions of employment relating to wages, work, overtime differentials, vacations, and general working 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 (Resolution No. 3250) 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. ARTICLE 5. NON-DISCRIMINATION, AFFIRMATIVE ACTION SECTION 1. Neither the Union nor the Employer shall discriminate against any employee because of Union membership or non-membership, or because of race, color, sex, religion, national origin or political opinion or affiliations. SECTION 2. AFFIRMATfVE ACTION. None of interpreted or implemented so as to be in conflic Affirmative Action Program as adopted by the Board.' the provisions of tfiis Agreement shall be t with or cause violation of the DistricYs 'Effective March 22, 1984 C � • u • • ARTICLE 6. HOLIDAYS SECTION 1. Regular or provisional employees working under the titles covered by this Labor Agreement, shall be eligible for six (6) holidays with pay (Labor Day, Thanksgiving Day, Friday following Thanksgiving, Martin Luther King Day, Presidents' Day, and Memorial Day), and in accordance with the following rules. Employees who work in twelve (12)-month positions will receive holiday pay for Christmas Day, New Year's Day and the Fourth of July. Employees who work summer school will be paid for the Fourth of July. To be eligible for holiday pay, employees must have been compensated for all scheduled hours of their last scheduled workday before the holiday and for their first scheduled workday following the holiday. If an employee is late by less than thirty (30) minutes on the scheduled work day before or the schedufed work day after the holiday, they wili receive holiday pay. 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. Holiday pay will be paid on the basis of the employee's regulariy-scheduled number of hours in the workday. SECTION 1. ELIGIBILITY ARTICLE 7. COMPENSATORY LEAVES Subd. 1. Sick leave shall be provided for the Baker, Food Service Supervisor 1, Food Service Supervisor 2, and Food Service Supervisor 3 classifications. Subd. 2 Sick Leave for Food Service Assistants 2.1 Food Service Assistants and Food Service Helpers who have been employed as regularly- certified or provisional Civii Service employees in the classification of Food Service Assistant or Food Service Helper for at least one (1) year and who have been regularly assigned three (3) hours or more per workday for the three (3) preceding months shall begin accruing sick leave. 2.1.1 Effective January 1, 2002, Food Service Assistants and Food Service Helpers who have been employed as regularly-certified or provisional Civil Service employees in the classification of Food Service Assistant or Food Service Helper shall accrue sick leave. SECTION 2. ACCRUAL. Eligible employees shali accrue sick feave at the rate of .0576 per hour for each full hour paid, excluding overtime. In no case shall leave with pay be granted in anticipation of any future accumulation. • ARTICLE 7. COMPENSATORY LEAVES (continued) SECTION 3. REPORTING. All employees shall report sick leave as required in the Food • Service Procedure Manual. SECTION 4. Sick leave may be used for any of the following reasons: 1. Sickness or injury of the employee or employee's dependent children; 2. Time necessary for office visits to physicians, dentists or other health care personnel; or 3. Employees may use up to forty (40) hours per calendar year of accrued sick leave due to sickness or disability of a parent or a member of his/her household or to make arrangements to care for and attend to the serious or criticai illness of his/her spouse, parent, or member of household; or 4. Employees may use up to two (2) sick days per school year for personal leave. Personal leave may be taken for any reason. If personaf leave is used for non-emergency reasons, the employee must submit a request to the immediate supervisor ten (10) working days in advance of use. Approval of personal leave is subject to approval and the ability of the employer to cover work responsibilities. SECTION 5 . SICK LEAVE CONVERSION Accumulated sick leave in excess of one hu�dred twenty-five (125) days (1,000 hours) may be converted to vacation at the rate of rivo (2) days sick leave for one (1)-day vacation up to a maximum of five (5) days vacation time. Vacation is to be paid on the basis of regularly scheduled hours per day. SECTION 6. BEREAVEMENT LEAVE. A leave of absence with pay, not to exceed five (5) days, sha(I be granted because of the death of a employee's spouse, child, parent or step-parent, and regular members of the immediate household. 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 sister, brother, grandparent, grandchild, parent-in-law, son-in-law or daughter- in-law. Leave of absence for one (1) day shall be granted because of death of other close relatives. Other close relatives shall mean uncle, aunt, nephew, niece, brother-in-law and sister- in-law. Unused leave for such purposes shall not be accumulated. ARTICLE 8. HOURS SECTION 1. This Section is intended to only 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 work per day or per week. SECTION 2. Overtime is to be paid at the rate of time and one-half (1-1/2) for all hours worked in excess of forry (40) hours per week. Overtime compensation due the employee shall be paid at the rate herein cited or by granting compensatory time on a time and one-half (�-1/2) basis if mutually agreed to by the District and the empioyee. • • ARTICLE 9. VACATIONS SECTION �. Employees who are assigned to the District Administration Complex on a twelve (12)-month, full-time basis are eligible for vacation. Vacation credits shall accumulate at the rates shown below for each full hour on the payroll, excluding overtime: Years of Service 1 st year through 5th year 6th yearthrough 15th year 16th year through 25th year 26th year and thereafter Hours of Vacation .0385 (80 hours) .0576 (120 hours) .0808 (168 hours) .0841 (�75hours) Calculations shall be rounded off to the nearest hour. Estimated hours shown above are based on a 2,080-hour work year. • � SECTION 2. An employee may carry over one hundred twenty (� 20) hours of vacation into the fiollowing "vacation year:' SECTION 3. For the purpose of this Article, the "vacation yea�" shall be January 1 through December 31. SECTION 4. The scheduling of vacation is subject to approval of the employee's supervisor. ARTICLE 10. BREAKS SECTION 1. Alt employees are entitled to a duty-free lunch break of thirty (30) minutes without pay, at a time assigned by the manager. SECTION 2 . Breaks beside lunch should be as follows: Hours worked per dav Four (4) or more hours, but less than eight (8) hours Eight (8) or more hours Break Time One 15-minute break Two 15-minute breaks 5 ARTICLE 11. CIVIL SERVICE EXAMINATIONS AND PROBATION SECTION 1. CIVIL SERVICE EXAMINATIONS. Notice of Civil Service (Personnel) Examinations for positions in the food production and service functions shall be posted in the kitchen in each work location no later than five (5) working days before the closing date for examination, subject to the timely receipt of information. SECTION 2. PROBATION. The probationary period shall be twelve (12) consecutive mon[hs from the date of appointment for positions in the titles Food Service Assistant and Food Service Helper. The probationary period, whether originai or promotional appointment, for all other titles covered by this Agreement shall be six (6) consecutive calendar months from the date of appointment excluding holidays, school breaks, and leaves of absence. Extended absences of any kind lasting one (1) month or more in duration shall not be credited when calculating time towards the completion of either the original or promotional probationary period. if the employee's service is found unsatisfactory by the Director of Food Service during the period of original appointment probation, the probationary employee may be discharged at the discretion of the Director of Food Service, prior to the end of the originaf probationary period. If the employee's service is found unsatisfactory by the Director of Food Service during the period of promotional appointment probation, the probationary employee shall be reinstated, at the discretion of the Director of Food Service, to his/her former position or to a position to which he/she mighi have been trartsferred or assigned prior to the promotion, prior to the end of the promotional probationary period. Discharge or reinstatement to a lower level position during or at the conclusion of the probationary period stated in this Section 2 is not grievabie under Article 5, nor is it subject to other appeal. r • • ARTICLE �2. SENIORITY, LAYOFFAND RECALL • SECTION �. SENIORITY Subd. 'I. Seniority, for the purpose of this Article, shall be defined as follows: DISTRICT-WIDE SENIORITY is the length of continuous, regular, and probationary service with the Employer from the date an employee was first certified and appointed to any class title covered by this Agreement, it being further understood that district-wide seniority is confined to the current class assignment held by an employee. In cases where two (2) or more employees are appointed to the same class title on the same date, the district-wide seniority shall be determined by the employee's rank on the eligible list from which the certification was made. BUILDING SENIORITY is the fength of continuous, regufar and probationary service with the Employer from the date an employee's first day of work at one specific school district facility in a certified and appointed position in a class title covered by this Agreement, it being further understood that building seniority is confined to the current class assignment held by an employee. In the event an employee requests voluntary transfer and is then transferred from one location to another, the employee shall begin to accrue building seniority at the new location based on the date ot assignment to the new location. In the event an employee is involuntarily transferred from one location to another (or laid off and recalled to a different location), the employee shall carry forward to the new assignment the seniority date held prior to the transfer. In cases where two or more employees are assigned to the same location in the same class title on the same date, the employee with the greater district-wide seniority shall be • determined to have greater building seniority. Subd. 2. Seniority shall terminate when an employee retires, resigns or is discharged. SECTION 2. LAYOFF Subd. 1. In the event it is determined by the Employer that it is necessary to reduce the workforce, employees will be laid off by class title based on inverse length of buildina seniori� in that class title. Subd. 2. Two (2) weeks of notice shall be given to any empioyee laid off. SECTION 3. RECALL. Recall from layoft shall be in order of greatest district-wide seniority, except that recall rights shall expire after sixteen (16) months of layoff. Any employee is eligible for recall to any position in his/her title at any location, as long as the work hours do not exceed the employee's regularly scheduled hours prior to the layoff. Any employee who refuses an offer of recall at any location shall forfeit all further rights to recall. It is understood that a recalled employee will pick up his/her former seniority dates in any class of positions covered by this Agreement and previously held. � 7 ARTICLE 13. INSURANCE BENEFITS SECTION 1. ACTIVE EMPLOYEE INSURANCE Subd. 1. Active Emplovee Health Insurance. Health and Welfare benefits shall be provided in the form of premium contributions for eligible employees under the plan offered by Independent School District No. 625 for Civil Service personnel. Employees selecting a plan offered by a Health Maintenance Organization agree to accept any changes in benefits which the Health Maintenance Organization implemenYs. Subd. 2. Eliqible emolovees. Employees who become eligible for medical and life coverage, shall be considered full-time if regularly assigned more than six (6) hours per day, and half-time if regularly assigned four (4) to six (6) hours per day. 2.1 For eligible half-time employees who elect medical and life coverage, the Employer wiil contribute one half (�/2) of the amount available for full-time employees electing such coverage. 2.2 One (1) full month of continuous regularly appointed service in independent School District No, 625 will be required before an eligible employee can receive the District's contribution of premium cost for insurance provided herein. Subd. 3 Active Emplovee Medical Insurance Emplover Contribution C� 3.1 The Employer agrees to contribute to the premium cost of employee hospital and medical coverage up to $215 per month for each tull-time employee who is eligible and elects such coverage; or up to $390 per month for each full-time employee who is eligible and elects such coverage. • 3.2 Effective Januarv 1, 2002, the Empioyer agrees to contribute to the premium cost of hospital and medical coverage up to $245 per month for each full-time employee who is eligible and elects employee coverage or up to $430 per month for each ful!-time employee who is eligible and elects family coverage. 3.3 Effective Januarv 1, 2003, the Employer agrees to contribute to the premium cost of hospital and medical coverage up to $280 per month for each full-time employee who is eligible and elects employee coverage or up to $475 per month for each full-time employee who is eligible and elects family coverage. Subd. 4. Active Emplovee Life Insurance. Tfie Empfoyer agrees to contribute to tfie cost for $25,000 of life insurance coverage up to $5.10 per month for each employee who is eligible for such coverage. 4.� The amount of life insurance specified in Subd. 4 shall be reduced to $5,000 coverage upon early retirement and shall continue until the early retiree reaches age sixty-five (65); at which time all Employer-paid life insurance shall be terminated. Subd. 5. Pavroll Deductions. Any premium costs in excess of the amounts stated above shall be paid by the employee, by means of payroll deduction. Subd. 6. Flexible Spendinq Accouni. It is the intent of the Employer to maintain during the term of this Agreement a plan for medical and c i care expense accow s o e avai a e o active employees in this bargaining unit who are eligible for Employer paid premium contributions for health insurance for such expenses, within the established Iegal regulations and IRS requirements fior such accounts. • ARTICLE 13. INSURANCE BENEFITS (continued) • SECTION 2. RETIREMENT HEALTH INSURANCE Subd. 1. Benefit Eliqibilitv for Emplovees who Retire Before Aae Sixtv-Five (65) 1.1 Emplovees hired into District service before Januarv �. 1996, must have completed the following service eligibility requirements with Independent School District No. 625 prior to retirement in order to be eligible for any payment of any insurance premium contribution by the District after retirement: A. Be receiving pension benefits from PERA, St. Paul Teachers Retirement Association or other public employee retiree program at the time of retirement and have severed the employment relationship with Independent School District No. 625; B. Must be at least fifty-five (55) years of age and have completed twenty-five (25) years of service, or; C. The combination of their age and their years of service must equal eighty-five (85) or more, or; D. Must have completed at least thirty (30) years of service; or E. Must have completed at least twenty (20) consecutive years of service within Independent School District No. 625 immediately preceding retirement. • Years of regular service with the City of Saint Paul 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. 1.2 Emplovees hired into District service after Janu� 1. � 996, must have completed twenty (20) years of service with Independent School District No. 625. Time with the City of Saint Paul will not be counted toward this twenty (20)-year requirement. 1.3 Eligibility requirements for all retirees: A. A retiree may not carry his/her spouse as a dependent if such spouse is also an Independent School District No. 625 retiree or Independent School District No. 625 employee a�d eligible for and is enrolled in the Independent School District No. 625 health insurance program, or in any other Employer-paid health insurance program. B. Additional dependents beyond those designated to the District at the time ot retirement may not be added at District expense after retirement. C. The employee must make application through District procedures prior to the date of retirement in order to be eligible for any benefits provided in this Section. u ARTICLE 13. INSURANCE BENEFITS, Section 2(continued) • Subd. 2. Emoiover Contribution Levels for Emolovees Ret'rrinq Before Aae Sixtv-Five (65) 2.1 Health Insurance Employer Contribution Employees who meet the requirements in Subd. 1.1 or Subd. 1.2 of this Article will receive a District contribution toward health insurance until the employee reaches sixty- five (65) years of age as defined in this subdivision. 2.1.1 The District contri6ution toward health insurance premiums will equal the same dollar amouni ihe District contributed for single or tamily coverage to the carrier in the employee's last month of active employment. 2.1.2 In the event the District changes heaith 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 single coverage that was provided in the contract under which the retirement became effective. 2.2 Life Insurance Employer Contribution The District will provide for early retirees who qualify under the conditions of 1.� or 1.2 above, premium contributions for eligible retirees for $5,000 ot Iife insurance only until their sixty-fifth (65th) birthday. No life insurance will be provided, or premium contributions paid, for any retiree age si�y-five (65} or over. Subd. 3. Benefit Eliqibilitv for Emplovees After Aqe Sixty-Five (65) 3.1 Emplovees hired into the District before Januarv 1 1996, who retired before age sia�ty-five � (65) and are receiving benefits per Subd. 2 above are eligible, upon reaching age sixty five (65), for employer premium contributions for health insurance described in Subd. 4 of this Article. 3.2 Emplovees hired into the District before Januarv 1. '1996, who retire at age 65 or older must have completed the service eligibility requirements in Subd. 1 to receive District contributions toward post-age-65 health insurance premiums. 3.3 Emplovees hired on or after Januarv i. 1996, shall not have or acquire in any way any eligibility for Employer-paid health insurance premium contribution for coverage in retirement at age sixty-five (65) and over in Subd. 4. Employees hired on or after January 1, 1996, shall be eligible for only earlv retirement insurance premium contributions as provided in Subd. 2 and Deterred Compensation match in Subd. 5. Subd. 4. Emplover Contribution Levels for Emplovees After Aqe Sixtv-Five (651 4.1 Emplovees hired into the District before Januarv 1, 1996, who meet the eligibility requirements in Subdivisions 3.1 and 3.2 of this Article are eligible for premium contributions for a Medicare Supplement health coverage policy selected by the District. Premium contributions for such policy will not exceed: Coveraqe Tvpe Sin le Famil Medicare Eligible per mon per mon Non-Medicare Eligible $400 per month $500 per month At no time shall any payment in any amount be made directly to the retiree. Any premium cost in excess of the maximum contributions specified must be paid directly • and in full by the retiree, or coverage will be discontinued. 10 ARTICLE 13. INSURANCE BENEFITS, Section 2(continued) • Subd. 5. Empiovees hired after Januarv �, "1996, after completion of three (3) fiull 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 will match up to $50 per paycheck to a maximum of $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 percent) of the available District match. Approved non- compensatory leave shall not be counted in reaching the three (3) fuil years of consecutive active service, and shall not be considered a break in service. Time worked in the City of Saint Paul wili not be counted toward this three (3)-year requirement. Federal and state rules governing participation in the Minnesota Deferred Compensation Plan shall apply. The employee, not the District, is solely responsible for determining his/her total maximum allowable annual contribution amount under IRS regulations. The employee must initiate an application to participate through the DistricYs specified procedures. ARTICLE 14. WORKING CONDITIONS SECTION 1. EMERGENCY CLOSINGS AND CALL IN • Subd. �. If it becomes necessary or desirable to close a school as a result ot 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. Subd. 2. An employee who is expected to come to work on a regular workday, or who is calied in to work at another time, shall receive a minimum of two (2) hours straight time pay for the work. SECT{ON 2. WOflKSHOPS. Employees in the Food Service program ordered by the Food Service Director to attend Food Service workshops shall be reimbursed for the tuition of the workshop and the normal hourly rate tor the time spent in the workshop. SECTION 3. WORKING 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 (16th) day of such assignment. For purposes of this Article, an out-of-cfass assignment is defined as the full-time performance of alf of tfie 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 promoted to the higher classification. ` J 11 ARTICLE 14. WORKING CONDITIONS (continued) SECTION 4. ADDITION OF REGULARLY SCHEDULED WORK HOURS. Whenever regularly-scheduled hours are added to an existing Food Service Assistant and Food Service Helper positions, the Food Service Assistant or Food Service Helper with the greatest building seniority regularly employed in that kitchen or facility will be first offered the additional work hours, if that Food Service Assistant or Food Service Helper is Iisted for such consideration. Subd. 1. To be listed for additional hours consideration, a Food Service Assistant or Food Service Helper must indicate in writing, at the start of the school year, to the Director of Food Service or to the designated immediate supervisor, the intention to be availabie for such additional work time. Subd. 2. If a listed Food Service Assistant or Food Service Helper refuses additional regularly- scheduied work time, the Director of Food Service or designated immediate supervisor may remove that employee's name from the listing. Subd. 3. A reduction in regularly-scheduled hours to a position covered by this Agreement shall noi be considered a layo(t, and is rtoi subject to the provisions of Article 8, Layoff and Recall. SECTION 5. REQUESTS FOR CHANGE OF LOCATION. Employees who wish to be considered for reassignment to another location should submit a written request to ihe office of Director of Food Service by April 1 of any year. The requesi should specify the location or area the employee prefers. SECTION 6. FOOD MANAGER'S FOOD SAFETY CERTIFICATION • Subd. 1. Food Service Supervisor 1. 2 and 3. The parties recognize and acknowledge that the • Saint Paul Food Manager's Certification (or a State of Minnesota Certification if regulation changes) is a requirement for holding a position in the Food Service Supervisor �, 2 and 3 titles covered by this Agreement, and will be a requirement prospectively for new appointees as well. The Districf shail reimburse employees in these titles for the foliowing costs associated with maintaining certification: Course fee and study guide (one time only) Test fee (one t'rme only) Up to ten (10) hours of paid time to take course and test Renewalfees • 12 ARTICLE 15. SEVERANCE • Severance shall be paid to eligible employees in accordance with provisions of this Section and under such administrative rules as may be adopted consistent herewith and with the enabling statute (Laws of 1975, Chapter 261). Severance pay is paid Subd. 1. Eli ibili . To be eligible for severance pay, the employee must meet the following requirements: A. The employee must have served for an aggregate period of not less than twenty (20) years and be voluntarily separated from service with the school district; or B. The employee must have served for an aggregate period of not less than ten (10) years in the case of involuntary separation from service by action of the Board of other cause beyond the employee's reasonable control. Subd.2. Benefit. Severance pay shall be paid to employees who meet the eligibility requirements of Subd. 1 of this Section at the rate of $10 per hour for each full hour of accumulated and unused sick leave. Subd.3. Pavment. Payment of severance pay shall be made within the tax year of the retirement. • ARTICLE 16. COURT DUTY SECTION 1. 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 litigation 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 day[ime shift during such time as he/she is required to appear in court as a juror or witness. u 13 ARTICLE 17 SECTION 1. justcause. SECTION 2. ��) �2) (3) (4) (5) DISCIPLINE AND DISCHARGE The Employer shall have the right to impose disciplinary actions on employees for Disciplinary actions by the Employer shall include only the following actions: Oral reprimand; Written reprimand; Suspension; Demotion; Discharge. SECTION 3, Employees who are suspended, demoted or discharged shail have the right to request that such aciions be reviewed through the provisions of Article 5, Grievance Procedure of this Agreement. This provision is not intended to abrogate rights of veterans pursuant to statute. SECTION 4 . PRELIMINARY 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. The supervisor will then schedule a meeting with the employee prior to making a final determination of the proposed discipline. The employee shall have the opportunity to have union representation present and be provided the oppoRunity to speak on his/her behalf regarding the proposed action. If the employee is unable to meet with the supervisor, the employee and/or union will be given the opportunity to respond in writing. ARTICLE 18. GRIEVANCE PROCEDURE SECTION t. This grievance procedure is established to resolve any specitic dispute befween the employee and the School District concerning, and limited to, the interpretation or application of the provisions of this Agreement. SECTION 2. An employee presenting a grievance may elect to be represented 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 adjusiment or settiement of any Step 2 grievance and provided further that any adjustment or settlement shall not be inconsistent with the terms of the Agreement. r1 L_J • SECTION 3. 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 accompfished during normal working hours when consistent - with such employees' duties and responsibilities. The aggrieved employee and a Union representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the Employer during normal working hours provided that the employee and the Union representatrve have not+fied and received the approval ot designated supervisor and provided that such absence is reasonable and would not be detrimental to the work r�ograms of the Employer. It is understood that the Employer shaii not use the above limitation to hamperthe processmg o grievances. � 14 • ARTICLE 18. GRIEVANCE PROCEDURE (continued) SECTION 4. A grievance shall be resolved in the following manner: Subd. �. (Step �) 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 had knowledge of the occurrence, whichever is later, discuss the complaint orally with the representative designated by the Director of Food Service. The representative of Director of Food Service shall attempt to adjust the complaint at that time. Subd. 2. (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. Subd.3. (Step 3) �f appealed, the written grievance shali be presented by the Union and discussed at an informal meeting within ten (10) working days of receipt of the written grievance, • with the Superintendent of Schools or his/her representative. 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 following 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. C J Subd. 4. (Step 4) A grievance unresolved in Step 3 and appeaied to Step 4 by the Union shalf 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, if the Union so requests within the specified ten (10) days. SECTION 5. The arbitrator shall have no right to amend, modify, nullify 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. �5 ARTICLE 18. GRIEVANCE PROCEDURE, Sectior 5(continued) The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the � Employer and the Union, provided that each party shall be responsible for compensating its own 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 lime limits set forth above, it shall be considered waived. If a grievance 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 Employers last answer. If the Employer does not answer a grievance or an appeai 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 any other procedure. It is turther understood that if a specific matter is determined by some other procedure, it shall not again be submitted for review and arbitration under the procedures set forth in this Article. ARTICLE 19. LEAVES SECTIO(V 1 . APPLYING FOR LEAVES Applications for leaves must be submitted in writing to the Director of Food Service at least forty-five (45) calendar days prior to the proposed start of the leave without pay and shall include the proposed period of the leave and purpose for the leave. • The Director of Food Service will reply to leave requesis within fifteen ('I S) working days after they are received in the Food Service Office. SECTION 2 . SHORT-TERM IEAVES W ITHOUT PAY Short-term special leaves without pay, not to exceed two (2) weeks in duration, may be requested and will be considered by the Employer subject to the operational needs of the Employer and the ability to secure substitute help to satisfactorily maintain the particular assignment of the employee involved. � 16 ARTICLE 19. LEAVES (continued) • SECTION 3. LONG-TERM LEAVES WITHOUT PAY. Leaves of absence may be requested and are subject to approval of the Director of Food Services. A list of typica! leaves is provided below. This list does not cover all possible reasons. • Physical or mental incapacity of the employee to perform their work efficiently, where the granting of a leave will permit the employee to receive treatment enabling them to return to School District service; • Election or appointment of a full-time, paid position in an organization or union whose members consist largely or exclusively ot employees of the School District. • Education or training reiating to the employee's regufar 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 unclassified School District or City of St. Paul position; • Disability or injury received in the performance of duty not due to the negligence of the employee 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. Subd. 1. For a leave of six (6) months or longer, the employee must provide written notification to the Director of Food Services, indicating his/her specific intent to conclude the leave and be available to return to active service as of the termination date specified in the leave. This written � notification must be received by the Director of Food Services no later than two (2) months prior to the originally-scheduled date of the leave termination. Subd. 2. Employees returning from leave will be placed in the next available vacancy in their job title. Subd. 3. Employees who return to service under the provisions of this Section will retain their former seniority. SECTION 4 . MILITARY LEAVE Pursuant to and within the limits of the requirements of Minnesota Statute § 192.26, employees shall be granted military leave for up to fifteen (15) days in any calendar year for required military service. SECTION 5. FAMILY MEDICAL LEAVES. Effective February 1, 1994, leaves of absence shall be granted as required under the federal law known as the Family and Medical Leave Act (FMLA) as long as it remains in force. The Human Resource Department provides procedures. � 17 ARTICLE 20. UNIFORMS SECTION �. Subd. 1. The Employer will provide three (3) uniform pieces to each employee per school year. Selection and composition of uniforms is the Employer's option. 1.1 Employees who work in the District Kitchen will be provided five (5) uniform pieces per school year. Subd. 2. The Employer will provide five (5) uniform pieces at start-up for new employees. Upon completion of the probationary period, the employee will be provided with two (2) additional uniform pieces. Subd. 3. Upon promotion to a supervisory title, the Employer will provide an additional two (2) uniform pieces. Subd. 4. A uniform piece for the purpose of this Article shall be defined as any one of the following items as designated by the Food Service Director for that location: 1} shirt/tops; 2) slacks/pants; 3) aprons. Employees will have the flexibility to select any combination of uniform pieces each school year, so long as the uniform pieces selected are part of the approved uniform for that Iocation. C J SECTION 2. An employee who has received uniforms and then terminates employment for any reaso� after less than six (6) full months of active employment is obligated to return the • uniforms to the School Food Service. ARTICLE 21. MILEAGE Food Service employees regularly assigned to travel between work locations shall be reimbursed for eligible mileage in accordance with School District Business Office policies and procedures. Food Service employees who are not regularly assigned to travel between work locations and who accumulate $25 or more of eligible mileage expense within the fiscal year may be reimbursed at the end of each fiscal year (July-June) tor such expense. Application for reimbursemenY must be made no later than June 15 each year. The mileage reimbursement rate for eligible mileage expense shall be the District reimbursement rate established at the discretion of the Board. An employee must keep a record of each trip made. Reimbursement shall be for the actual mileage driven in the performance of assigned duties as verified by the appropriate school district administrator and in accordance with School District Business Office policies and procedures. r � �3 ARTICLE 22. WAGES • SECTION 1. eT p aies shall be those described in Appendix A. SECTION 2. Subd. 1. Initial Placement on the Salary Schedule �ien an emp ongin or� move�om another unit into a title covered by this agreement or moves from one title covered by this agreement to a different title under this agreement, initiai step placement will be conducted as described by Civil Service Rules, unless the labor agreement contains a provision describing an alternative action. The labor agreement supersedes these provisions of Civil Service Rules. A newly hired person regulariy appointed in the Food Service Assistant or Food Service Helper classifications will normally start at the base rate. A newly hired person regularly appointed in other titles covered by this agreement will typically start at the Base Rate for that title. A person appointed on a temporary basis normally will be paid at the temporary rate. The only exception is for retirees returning to work as temporary employees as described in Appendix A, Wage Schedule Conditions. Subd. 2. Step Placement on the Salary Schedule for a Promotion T�ie�man esource epartmen wi e ermine e s ep p acement for a promotion from one title in the District to a title covered by this Agreement. The step placement will be determined by multiplying the hourly rate of pay the person was receiving prior to the promotion by 1.05 (a 5% increase). The person will be placed in the new title following promotion at the first salary step that is equal to or greater than the rate calculated when multiplying the previous rate by 1.05. • For example, if the person was making $10/hr before the promotion, the Human Resource Department would multiply $10/hr x 1.05 =$10.50/hr. Then the person would be placed on the step in the new title that was closest to but not less than $10.50/hr. Subd.3. Salary Step Progression ro resg sion� e s� e o a salary range in this contract wili be based on the following conditions: Employees must have received an overail rating of "satisfactory" on their most recent performance evaluation to receive any salary step advancement. Movement to pay columns beyond the base rate will normaliy occur on the first pay period following the anniversary date of the appointment to the new title, providing that the employee has completed the number of years in the District required for that step. For example, an employee hired on September 10, 1999, would move to the two (2)-year step the frst pay period following September 10, 2001, and then to the four (4)-year step the frst pay period following September 10, 2003. Effective January 1, 2002, movement to pay columns beyond the base rate will normally occur on the first pay period following the anniversary date of the employee's appointment to a regular position in the school district, providing that the employee has completed the number of years in the District required for that step. SECTION 3. During the term of this Agreement the Board may at its discretion unilaterally increase e pay rates provided in Appendix A, to come into compliance with the requirements of the Minnesota Pay Equity Act. SECTION 4. RETROACTIVITY. Employees who have terminated employment with the c o�i or6istrict prior t ratification of the agreement, except for employees who retired and met the contractual eligibility for retiree health insurance, shall not be eligible for any retroactive salary or benefits increases that resulted from the negotiated settlement. • 19 ARTICLE 23. DURATION OF AGREEMENT This Agreement shall be in fuil force and effect from July 1, 2001 through June 30, 2003, except as otherwise specified herein, and shall automatically be continued from year to year thereafter, unless a new Agreement is developed in accordance with the provisions of the Public Employment Labor Relations Act of 1971, as amended. Intent to negotiate a new Agreement shali be indicafed by either party providing written notice thereof at least ninety (90) days prior io the termination date set forth herein. FOOD SERVICE PERSONNEL AGREEMENT This Agreement is by and between Independent School District No. 625 and Minnesota Teamsters Public and Law Enforcement Employees Union Local No. 320, on behalf of Food Service Personnel. In full settlement of 2001-2003 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, as well as ratification by the Union. INDEPENDENT SCHOOL DISTRICT NO. 625 � c1�, r� Chair, Boa of Edusali ` v� �x��y�� Neg i io att ons/Labor Relations Manager � Negotiations/ bor Relations Assistant Manager ��'�� Date MINNESOTA TEAMSTERS PUBLIC AND LAW ENFORCEMENT EMPLOYEES UNION LOCAL NO. 320 � � � Business Agen -20-0 20 • • \ J • • Food Service �.ssistants APPENDIX A: WAGES EFFECTIVE DATE June 30, 2001 June 29, 2002 BASE 1-YR. 2-YR. RATE RATE RATE $925 $9.50 $10.14 $10.99 $�0.42 $11.29 4-YR. 6-YR. 8-YR. RATE RATE R4TE $11.37 $11.74 $12.12 $11.68 Food Service Helpers EFFECTIVE DATE June 30, 2001 June 29, 2002 BASE 1-YR 2-YR. 4-YR. RATE RATE RATE RATE $8.24 $9.00 $9.76 $10.09 $8.47 $9.25 $10.03 $10.37 10-YR. 12-YR. RATE RATE $12.49 $13.07 $12.06 $12.45 $12.83 $13.50 6-YR. RATE $10.42 $10.71 Line Leader Premium 0o ervice ssistant working in the District Kitchen who is assigned by the Director of Food Service as Line Leader for a particular function will be paid a premium of forty-five cents ($.45) per hour over his/her regular hourly rate while performing the Line Leader duties. Line Leader assignment wili be made or discontinued at the discretion of the Director of Food Service. Supervisor Fill-in Pay Fo�Service�ssis ants who are designated to fill in for a supervisor when the supervisor is not at the site for the entire day shall be paid a premium of forty-five cents ($.45) per hour over his/her regular hourly rate of pay. This premium shall not be paid when a Food Service Assistant is receiving out-of-class pay. Wage Schedule Conditions - Food Service Assistant • Persons working on an occasional basis in the Food Service Assistant classification as temporary, provisional, or substitute employees shall be paid at $7.50 hourly. Effective APril 1, 1996, the only exception is for former employees of the Saint Paul Public School Fo��ice Department who retired with at least fve (5) years of District Food Service experience, and who return on an occasional basis in the Food Service Assistant classification as temporary or substitute employees shall be paid at the 6-Year Rate of the Food Service Assistant wage schedule. Persons newly employed in the Food Service Assistant or Food Service Helper classifications on a regularly-scheduled basis, shall be paid at the Base Rate until such time as the employee shall have passed the Civil Service examination for the classification, been certified and appointed to a regularly-scheduled position. Movement to pay columns beyond the base rate shall be based on completion of the specifed number of years of continuous regular employment from the date of employment with the District. 21 APPENDIX A: WAGES (continued) Baker EFFECTIVE BASE 2-YR. DATE RATE RATE June 30, 2001 $13.47 $1423 June 29, 2002 $13.84 $14.62 Food Service Supervisor 1 EFFECTIVE BASE DATE RATE June 30, 2001 $12.03 June 29, 2002 $12.36 Food Service Supervisor 2 EFFECTIVE BASE DATE RATE June 30, 2001 $13.06 June 29, 2002 $13.42 Food Service Supervisor 3 EFFECTIVE BASE DATE RATE June 30, 2001 $14.65 June 29, 2002 $15.23 2-YR. RATE $12.72 $13.07 2-YR. RATE $13.87 $14.25 2-YR. RATE $15.52 $16.14 4-YR. RATE $14.99 $15.40 4-YR. RATE $13.30 $13.66 4-YR. RATE $14.57 $14.97 4-YR. RATE $16.22 $16.87 6-YR. RATE $15.30 $15.72 6-YR. RATE $13.87 $14.25 6-YR. RATE $15.26 $15.68 6-YR. RATE $17.04 $17.72 8-YR. RATE $15.66 $16.09 8-YR. RATE $14.22 $14.61 8-YR. RATE $15.72 $16.15 8-YR. RATE $17.50 $1820 10-YR. RATE $� 5.93 $16.37 10-YR. RA7E $14,74 $15.14 10-YR. RATE $16.35 $16.80 10-YR. RATE $1826 $18.99 12-YR. RATE $16.47 $17.00 12-YR. RATE $15.61 $16.04 12-YR. RATE $17.36 $17.84 12-YR. RATE $19.30 $20.07 Minnesota Professional Develo ment Plan For School Food Service n utntion - eve e i ication remium When a regularly (civil service) certified and appointed employee has completed the credit hours required for Level 2 of the American School Food Service Certification Program for School Food and Nutrition and shall have received such certification, that employee shall become eligible for an additional thirty-five cents ($.35) per hour premium over and above his/her normal biweekly rate of pay for all hours on the payroll as long as the employee maintains a current Level 2 certification. Payment of the thirty-five cents ($.35) per hour premium shall become effective within thirty (30) days after the employee has presented to the Director of Food Service of the Saint Paul Public Schools evidence in writing of his/her completed Level 2 certification. Employees must maintain current Level 2 certification and show evidence of the renewed certification to be eligible for continuation of the premium. � U � • 22 � 2001-2003 MEMORANDUM OF UNDERSTANDING REGARDING SUMMER SCHOOL SELECTION FOR MINNESOTA TEAMSTERS LOCAL NO. 320 REPRESENTING FOOD SERVICE PERSONNEL • � This Memorandum of Understanding is by and between the Board of Education of Independent Schooi District No. 625, Saint Paul Public Schools, and Minnesota Teamsters Local No. 320, exclusive representative for food service empioyees in the Saint Paul Public Schools. The purpose of this Memorandum is to establish a clear understanding between the parties regarding the seiection of employees for the School DistricYs summer school program. Statement of Intent and Purpose It is the intention of the Employer, during the term of this Memorandum of Understanding to use the following criteria for selection of employees for the summer school food service program: t) Employment date of seniority; 2) Completion of the probationary period; 3) A satisfactory last performance appraisal. It is further understood that employees who work in the District Kitchen during the regular school year may apply for summer work only in the District Kitchen; employees who work in the schools may apply for summer work only in the schools. Employees whose assignment during the reguiar school year is split between the District Kitchen and the schools may apply for summer work in either the District Kitchen or the Schools. Employees in other food service groups will continue to be eligible for summer work under the provisions outlined above. All empioyees must adhere to sign-up times and dates as established by the Director of Food Service. This Memorandum of Understanding shall be effective as of January 29, 1998, and shail expire on June 30, 2003. INDEPENDENT SCHOOL DISTRICT NO. 625 MINNESOTA TEAMSTERS PUBLIC AND LAW ENFORCEMENT EMPLOYEES UNION LOCAL .� usiness gen ��'2� f itte 23 Il-2�? —O I INDEX A Additional Work Hours .............................. 12 B Bereavement Leave .................................... 4 Breaks......................................................... 5 C Court Duty ................................................. 13 D Discharge ..................................................14 Discipline ...................................................14 E Emergency Closings and Call In ............... 11 F FairShare .................................................... 2 Family Medical Leaves .............................. 17 Flexible Spending Account .......................... 8 Food Manager's Food Safety Certification 12 G Grievance Procedure .................... 14, 15, 16 H Hol idays ....................................................... 3 Hours........................................................... 4 1 Insurance .....................................8, 9, 10, 11 L Layoff........................................................... 7 Leaves.................................................16, 17 Line Leader Premium ................................21 Long-Term Leaves .................................... 17 Lunch Break ................................................5 M Mileage......................................................18 Military Leave ....................... ....................17 O Overtime......................................... P Probation ........................................ R Reca I I .............................................. Requests For Change of Location.. Retirement Health Insurance.......... Retirement After Age 65 ............. Retirement Before Age 65 .......... S Salary Schedule Placement ........... Salary Step Progression ................. Seniority .......................................... Severance ...................................... Short-Term Leaves ......................... Sick Leave ...................................... Supervisor Fill-in Pay ..................... U Uniforms ......................................... Union Membership ......................... V 0 � .......... 7 ........12 .......... 9 ........10 ...9, 10 ...19 19 ... 7 ...13 16 ..... 3 ... 21 ..18 .. 2 Vacation....................................................... 5 W Wages ...........................................19, 21, 22 Working Conditions .............................11, 12 Working Out Of Classification ...................11 Works h ops .................................................11 • • � � ORIGINAL. RESOLUTION CITY OF SAINT PAUL, MINNESOTA Presented Referred To Council File # Oa, - 3\\ Green Sheet # 106865 Committee Date 1 2 3 4 � 5 � RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 2001 - 2003 Employment Agreements between Independent School District No. 625, Saint Paul Schools and the Minnesota Teamsters Loca1 320, Exclusive Representatives for Food Service Employees and District Lodge No. 77International Association ofMachinists and Aerospace Woxkers AFL-CIO, Exclusive Representative for Machinists. Adopted by Council: Date �� , ') � G �— Adoption Certified by Council Secretary By: �_- Approved by B Requested by Department of: Office of Labor Relations By: DEPARTD�NT/OFFICE/COUNCIL: LABOR RELA'I'fONS CONTACI' PERSON & PHONE: NLIE KRAUS 266-6513 �SUSC BE ON COUNCII, AGENDA BY (DA1'E) TOTAL#OFSIGNATURE � DATE INITIATED GREEN SHEET No.: 106865 Apri19, 2002 6'� — 3 \\ � 1N1TfAI/DATE INITIAL/DATE ASSIGN I DEPARI'MENY D 4 CITYCOUNCII. NUhIBER 2 CITY ATfORNEY CI1'Y CLERK FOR BUDGEf DIlL FIN. & MGT. SERVICE DIR. ROUTTNG 3 MAYOR (OR ASST.) ORDER ALL LOCATIONS ncnox �QUFSx�n: This resolution approves the attached 2001 - 2003 Employment Agreements between Independent School District No. 625, Saint Paul Schools and the Minnesota Teamsters Local 320, Exclusive Representatives for Food Service Employees and Dishict Lodge No. 77 International Association of Machinsts and Aerospace Workers AFL-CIO, Exclusive Representative for Machinists. RECOMMENDAITONS: Approve (A) or Rejec[ (R) _PLANNING COMMISSION _CIV[L SERVICE COMMISSION CIB COMIN[1TEE STAFF DLSIRICT COURT SUPPORTS WHICH COONCIL OBJECTIVE? PERSONAL SERVICE CONTRACfS M[7ST ANSWER Tf� FOLLOWING QUESITONS: " 1. Has this pecsoNfum ever wodced under a contract for this departrnent? Yes No 2. Has this person/fum ever been a city empioyee? Yes No 3. Does this person/fum possess a skill not notmally possessed by any current crty Yu No Explain all yes answers on separate sheet and a[tach to green sheet INTTIATING PROBLEM, ISSUE, OPPORTUNII'Y (Whq Whay When, Where, W6y): This Agreement pertains to Boazd of Education employees only. ADVANTAGESIFAPPROVED: D[SADVANTAGES IF APPAOVED: . ��3TG� �� D[SADVANTAGES IF NOT APPROVED: TOTAL AMOUNT OF TRANSACfION: FUNDING SOURCE: COST/REVENUE BUDGETED: ACTIVITY NiJMBER: FINANCIAI. INFORMATIOIY: (F,YPLAIM 0�-3�\ INDEPENDENT SCHOOL DISTRICT NO. 625 BOARD OF EDUCATION • ST. PAUL PUBLIC SCHOOLS DATE: December 18, 2001 TOPIC: Approval of Employment Agreement Between Independent School District No. 625, Saint Paui Public Schools, and District Lodge No. 77 International Association of Machinists and Aerospace Workers AFL-CIO, Exclusive Representative for Machinists A. PERT(NENT FACTS: 1) New Agreement is for a two-year period from July 1, 2001 through June 30, 2003. 2) Contract changes are as follows: Waqes: Effective June 30, 2001, the salary schedule is increased 3%. The Food Service Equipment Repairer Leadworker will be paid an additional $.60 per hour. The AudioVisual Equipment Repairer will be paid the same rate of pay as Machinists. Effective June 29, 2002, the salary schedule is increased by an additional 2.75%. Insurance: Effective January 2002, the district monthly contribution for single coverage is increased from $220 to $265; family coverage is increased from $410 to $445; effective January 2003, the district contribution for single coverage is increased to $300, family coverage is increased to $490. . 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. � 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 $75 for each day of accrued sick Ieave, up to $15,000. If notification is less than three months, eligible employees will receive $65 per day up to $15,000. Retiree Health Insurance: Employees who are terminated for cause will not be eligible for pre or post-age-65 health insurance. 3) The District has eight (8) regular employees in this bargaining unit. 4) This contract maintains the DistricYs fiscal structural balance. 5) This contract supports the District's goal of creating institutional change. 6) 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; Patrick Quinn, Executive Director of School Services; and Lois Rockney, Executive Director of Business and Financial Affairs. 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 machinist employees in this school district for whom District Lodge No. 77 International Association of Machinists and Aerospace Workers AFL-CIO, is the exclusive representative; duration of said Agreement is for the period of July 1, 2001 through June 30, 2003. • INDEPENDENT SCHOOL DISTRICT NO. 625 BOARD OF EDUCATION SAINT PAUL PUBLIC SCHOOLS • DATE: November 20, 2001 oa-3�\ TOPIC: Approval of Employment Agreement and Memorandum of Agreement Between Independent School District No. 625, Saint Paul Public Schools, and Minnesota Teamsters Local 320, Exclusive Representative for Food Service Employees A. PERTINENT FACTS: 1. New Agreement is for a two-year period from July 1, 2001, through June 30, 2003. 2. Contract changes are as follows: Waaes: Effective June 30, 2001, the salary schedule rates are increased by 2.75%. The top step of schedules was changed from 16 years to 12 years. The 12-year step for the classes of Baker and Food Service Assistant are increased an additional .5%. The pay for line leader will increase $.05 per hour. Supervisor fill-in pay will increase $.10 per hour. The pay for temporary employees will increase $.50 per hour. Retirees who return to work as temporary food service assistants will be paid on Step 6 of the Food Service Assistant schedule. The beginning pay for Food Service Assistants is increased to $925 per hour. Effective January 1, 2002, employees will receive step advances on the anniversary of their original date of hire. • Effective June 29, 2002, the salary schedule rates are increased by 2.5%. The 12-year step for the classes of Baker and Food Service Assistant are increased an additional .5%. Employees who have terminated employment with the Schooi District prior to board ratification of this agreement, except for employees who retired and meet the eligibility requirements for retiree health insurance, are not eligible for retroactive salary or benefit increases resulting from this agreement. Comparable Worth Adiustment: There is an additional salary schedule adjustment of 25% effective June 30, 200�, and 25% effective June 29, 2002, toward ongoing implementation of the districYs pay equity plan. The pay for the class of Food Service Supervisor 3 is increased an additional 1% on June 30, 2001 and 1.25% on June 29, 2002. Insurance: Effective January 2002, the District's monthly contribution of $215 for single coverage is increased to $245; the DistricYs monthly contribution of $390 for family coverage is increased to $430. Effective January 2002, the DistricYs contribution for single coverage is increased to $280; family coverage is increased to $475. Severance Restructured severance so employees with riventy years of service will be paid $10 per hour for all hours of accrued, unused sick leave. Miteaqe: Food service emp{oyees who do not regularly travel will be efigibie to receive reimbursement for travel during work time if expenses total $25 or more during a fiscal year. • ,^ � Employment Agreement Faod Service D�-3�\ November 20, 2001 Page Two Uniforms: Upon completion of the probationary period and upon promotion to a supervisory title, employees receive an additionai two uniform pieces. Sick Leave: Bereavement leave will not be deducted from sick leave. Effective January 1, 2002, Food Service Assistants and Food Service Helpers will accrue sick leave immediately upon hire. The number of hours of sick leave allowabie for the care of a sick or injured spouse or parent is increased. The number of hours required for sick leave conversion is reduced from 1,440 to 1,000. Food Manaqer's Safetv Certification: Food Service Supervisors will be reimbursed for costs associated with obtaining and maintaining safety certification. 3. The District has 447 employees in this bargaining unit. 4. This contract maintains the DistricYs fiscal structural balance. 5. This contract supports the Districfs goal of creating institutional change. 6. 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; Patrick Quinn, Executive Director of School Services; and Lois Rockney, Executive Director of Business and Financial Affairs. � B. RECOMMENDATION: That the Board of Education of Independent School District No. 625 approve and adopt the Agreement conceming the terms and conditions of employment of those food service employees in this school district for whom the Minnesota Teamsters Local No. 320 is the exclusive representative; duration of said Agreement is for the period of July 1, 2001 through June 30, 2002. � oa -3�� 3 � Between Saint Paul Public Schools Independent School District No. 625 And � District Lodge No. 77 International Association of Machinists And Aerospace Workers AFL-CIO JULY 1, 2001 THROUGH JUNE 30, 2003 2001-2003 LABOR AGREEMENT PuBLIC SCxools � Saint Paul PUBLIC SCHOOIS SAINT PAUL PUBLIC SCHOOLS Independent School District No. 625 Board of Education Becky Montgomery Anne Carroll Tom Conlon Gilbert de la O AI Oertwig Mary Thornton Phillips Neal Thao Chair Director Director Director Director Director Director Administration Superintendent of Schools Chief Accountability O�cer Executive Assistant Area Superintendents Patricia A. Harvey Margo 8aines Tanya Martin Pekel Luz Maria Serrano, Area A Louis Kanavati, Area B Joann Knuth, Area C Gene Janicke, Area D Terilyn Tumer, Area E � • � � • \ I • ARTICLE Preamble ..... Article 1. Article 2. Article 3. Article 4. Article 5. Article 6. Article 7. Article 8. Article 9. Article 10. Article 1 � . Article 12 Article 13. Article 14. Article 15. Article 16. Article 17. Article 18. Article 19. Article 20. Article 21. Article 22. Articie 23. Article 24. Article 25. Article 26. Appendix .... CONTENTS PAGE iv Recognition............................................................................................................ � Definitions................. ................................... ............................ ...........................1 Maintenance of Standards ........................................................................... .........2 Check Off and Administrative Service Fee ............................................................ 2 UnionRights ...................... ..................... ..............................................................3 ManagementRights ..... . . ....... ............ ... .. ............. . .. . .. .. ........... ... .......... 3 Hours, Overtime Pay ..............................................................................................4 Tool Insurance and Clothing .. ... ......... .. .. . ............... .. ........................... .........4 CourtDuty ..............................................................................................................4 LegalServices ........................................................................................................5 Mileage... .......... . ..................... .................... ....................................................... 5 Insurance................ ................ .............................................................................6 Holidays............................................................................................................... 10 Vacation...............................................................................................................11 Probation..............................................................................................................12 Discipline.............................................................................................................. 12 Grievance Procedures ............................. .................. ........................................ 13 SeverancePay ..................... ......................... . ...................................................15 WageSchedule ................................................................................................... 15 Strikes, Lockouts, Work Interference ................................................................... 16 SickLeave ................................................................... ........................................ 16 ParentalLeave .....................................................................................................17 FamilyMedical Leave ............................................................................. ............17 SafetyShoes .......................... ...................................................... ...................... 18 SavingsCiause .................................................................................................... 18 Duration.......... ........ ... ... ........... . . .. ...................... .........................................19 ...... ....................................................................................................... ... 20 � PREAMBLE THIS AGREEMENT IS BETWEEN INDEPENDENT SCHOOL DISTRICT NO. 625 AND DISTRICT LODGE #77, INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS AFL-C10. This Agreement has been entered into between Independent School District No. 625, hereafter referred to as the Employer, and District Lodge #77, Jnternational Association of Machinists and Aerospace Workers AFL-CIO, hereafter referred to as the Union. This Agreement has as its purposes the promotion of harmonious relations between the Employer and the Union, the establishment of an equitable and peaceful procedure for the resolution of differences and the establishment of rates of pay, benefits, hours of work, and other conditions of employment. The parties hereto pledge that they shall pursue the above objectives in full compliance with the requirements of the Public Employment Labor Relations Act of the State of Minnesota of 1971, as amended. • � • iv • ARTICLE 1. RECOGNITION 1.1 The Employer recognizes the Union as the sole and exciusive bargaini�g agent for the purposes of establishing wages, benefits, hours, and other conditions of employment for all of its employees as outlined in the certification by the State of Mlnnesota, Bureau of Mediation Services, dated April 5, 1990, in Case No.90-PCL-32�2, and as set forth below: All regular, probationary, and provisional vehicle and equipment maintenance personnel who are employed by Independent School District No. 625 in the classifications of Audio-visual Equipment Repairer, Communications Technician Helper, Equipment Repairer, Food Service Equipment Repairer, Machinist, Mechanic-Welder, Parts Runner, Vehicle Mechanic, Vehicie Mechanic Leadworker, Vehicle Mechanic Trainee, Welder, and Welder Leadworker, excluding supervisory, confidential, temporary, and employees exclusively represented by other labor or empioyee organizations. 1.2 The parties agree that any new classifications which are an expansio� of the above bargaining unit or which derive from the classifications set forth in this Agreement shall be recognized as a part of this bargaining unit, and the parties shall take ail steps required under the Public Employment Relations Act to accomplish said objective. ARTICLE 2. DEFINITIONS 2.1 Collective Bargaining. The Employer will bargain collectively with the Union with respect � to rates o p fiours, and conditions pertaining to employment for all of the employees in the unit herein before set forth. 22 Discrimination. The Employer will not interfere with, restrain or coerce the employees cover�e y tTiis Agreement because of inembership in or activity on behalf of the Union. The Employer will not discriminate in respect to hire, tenure of employment or any term or condition of employment against any empioyee covered by this Agreement because of membership in or activity on behalf of the Union, nor wifl it discourage or attempt to discourage membership in the Union, or attempt to encourage membership in another Union. 2.3 This Agreement shall designate and define benefits with the exception of pension benefts tfiat shall be granted to the emp{oyees by the Employer If, subsequent to this Agreement, any governing body passes a provision that shall create a cost benefit for an employee in this unit, the cost of such benefit shall be paid by the employee until such time as the responsibility of the cost is subsequently negotiated. This provision shail not compel either party to reopen negotiations during the course of an existing contract. • ARTICLE 3. MAINTENANCE OF STANDARDS 3.1 The parties agree that all conditions of employment relating to wages, hours of work, overtime differentiais, vacations, and all other general working 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 (Resolution No. 3250) and the Saint Paul Salary Plan and Rates of Compensafion 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. CHECK OFF AND ADMINISTRATIVE SERVICE FEE 4.1 Dues. The Employer agrees to deduct the Union membership dues once each month r�m the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a representative of the Union and the aggregate deductions of alf employees sfiall 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. 4.2 Fair Share. Any present or future employee who is not a Union member shall be required o�co��ute 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 a pro rata share of the specific expenses incurred for services rendered by the representative in refationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specificaily provided by Minnesota law and as otherwise legal. 4.3 The Union will indemnify, defend, and hold the Employer harmless against any claims and aIl suits, orders or judgments brought or issued against the Employer, its o�cers or empfoyees, as a result of any action taken or not taken by the Employer under the provisions of this Section. r u C J • ARTICLE 5. UNION RIGHTS 5.1 The Union may designate employees within the bargaining unit to serve as Union Stewards. 52 The Union shall furnish the Employer and appropriate department heads with a list of Stewards and alternates, and shall, as soon as possible, notify said appropriate District officiais in writing of any changes thereto. Only those who are O�cers and Stewards shall be recognized by the Employer for the purpose of ineetings. ART4CLE 6. MANAGEMENT F2IGHTS 6.1 The Employer retains the right to operate and manage all manpower, facilities, and equipment; to establish functions and programs; to set and amend budgets; to determine the utilization of technology; to establish and modify the organizational structure, to select, direct and determine the number of personnel; and to pertorm any inherent managerial function not specifically limited to this Agreement. 62 Any "term or condition of employmenY' not established by this Agreement shall remain with the Employer to eliminate, modify or establish following written notification to the Union. 6.3 This Agreement establishes the "terms and conditions of employmenY' defined by Minnesota Statute §179A.30, Subdivision 19, for all employees exclusively represented by the Union. This Agreement shall supersede such "terms and conditions of employmenY' established by Civif Service Ru1e, Councif Ordinance, and Council Resolution. � \ J ARTICLE 7. HOURS, OVERTIME PAY 7.1 Hours of Employment. The normal workday and the normal workweek shail be eight (8) ourh s exc�u ing one-fialf (1/2) hour for lunch in any twenty-four (24)-hour period and forty (40) hours in any seven (7)-day period. (For employees on a shift basis, this shall be construed to mean an average of forty (40) hours a week.) The normal workweek shall consist of five (5) consecutive normal workdays. 72 Call-��i��n yPa . When an employee is called to work, he/she shall receive two (2) hours' pay i n�t put to work. If the employee is called to work and commences work, he/she shall be guaranteed four (4)-hours' pay. These provisions, however, shall not be effective when work is unable to proceed because of adverse weather condiYions. 7.3 Overtime. Time on the payroll in excess of the normal hours set forth above shall be ov rt me work" and shall be done only by order of the head of the department. 7.4 An employee shall be recompensed for work done in excess of the normal hours 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 basis on which such overtime shall be paid sha(I be determined solely by the Empioyer. The overtime rate of one-and-one-half shall be computed on the basis of 1/80th of the biweekly rate. ARTICLE 8. TOOL INSURANCE AND CLOTHING 8.1 The Employer will provide four (4) changes of coveralls per week in accordance with existing practices. 82 The Employer agrees to reimburse employee for tools damaged by fire or vandalism or for tools as may be stolen; however, such liability for reimbursement shall only apply in the event that the employee's tools are stored on the Employe�'s premises and in such places as Employer shall designate, and, further, only if the tools are destroyed or stolen in their entirety as a result of a fire, vandalism or proven theft from the Employer's premises. ARTICLE 9. COURT DUTY 9.1 Any employee who is required during his/her regular working hours to appear in court as a juror or witness except as a witness in his or her own behalf against the Employer shall be paid his/her reguiar pay while so engaged, provided, however, that any fees that the employee may receive from the court for such service shaU be paid to the Employer and be deposited with the District Business O�ce. Any employee who is scheduled to work a shift, other than the normal daytime shift, shall be rescheduled to work the normal daytime shift during such time as the employee is required to appear in court as a juror or witness. i • • 0 . ARTICLE 10. LEGAL SERVICES 10.1 Except in cases of malfeasance in office or willful or wanton neglect of duty or indifference to rights of others, the Employer shall defend, save harmless, and indemnify an empioyee against tort claim or demand, whether groundless or otherwise, arising out of alleged acts or omission occurring in the performance or scope of the employee's duties. 10.2 Notwithstanding the provisions of Subd. 11.1, the Empioyer shall not be required to defend or indemnify any employee against personal Iiability or damages, costs or expense (a) resulting from a claim, suit, verdict, finding, determination or judgment that the employee has committed an intentional tort or torts, including but not limited to slander, libel, and/or other defamatory harms; or (b) arising out of cross claims, counterclaims, a�rmative defenses and/or separate actions brought against such employee in response to or resulting from claims, allegations, demands or actions (whether or not litigation was actually commenced) brought, made or instituted by such employee. 10.3 Notwithstanding the provisions of Subd. 11.1 or 112, the Employer may at its sole discretion defend an employee against allegations, claims, demands or actions wholly or in part based on or arising out of ciaimed intentional torts, and in such cases, the employee consents to the extent lawfully permitted to such representation without regard to actual or potential conflicts of interest. 10.4 Each employee, within twenty (20) days after receiving notice of (1) a tort claim or demand, action, suit or proceeding against him or her, and (2) a judgment, verdict, finding or determination, either of which arises out of alleged or found acts or omissions occurring in the performance or scope of the employee's duties, shall notify the Employer by giving written notice thereof to the Employer's General Counsel. u ARTICLE 11. MILEAGE 11.1 Employees of the School District, under policy adopted by the Board of Education, may be reimbursed for the use of their automobiles for school business. The mileage allowance for eligible employees shall be 3�¢ per mile, or such higher rate as may be established at the discretion of the Board. An employee must keep a record of each trip made. Reimbursement shall be for the actual mileage driven in the performance of assigned duties as verified by the appropriate school district administrator and in accordance with School District Business Office policies and procedures. • ARTICLE 12. INSURANCE SECTION 1. ACTIVE EMPLOYEE INSURANCE 1.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by the Employer shall be solely controlled by the contracts negotiated by the Employer and the benefit providers. The Employer will attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees selecting the offered plans agree to accept any changes in benefits which a specific provider implements. 1.2 Eligibility Waiting Period. One (1) full month of continuous regularly appointed service in Tnclepe�t �cFiooi No. 625 will be required before an eligible employee can receive the District contribution to premium cost for health and life insurance provided herein 1.3 For the purpose of this Article, full-time employment is defined as appearing on the payroll at least thirty-two (32) hours per week or at least sixty-four (64) hours per pay period excluding overtime hours. 1.4 For the purpose of this Article, half-time employment is defined as appearing on the payroll at least twenty (20) hours per week or at least forty (40) hours per pay period exciuding overtime hours. 1.5 For each full-time employee who selects employee coverage under a medical insurance plan offered by the Employer, the Employer agrees to contribute the cost of such coverage or $220 per month, whichever is less. For each full-time employee who selects family coverage, the Employer will contribute the cost of such famiiy coverage or �410 per month, whichever is less. \ J 1.5.1 Effective January 1, 2002, for each full-time employee who selects employee coverage under a medical insurance plan offered by the Employer, the • Employer agrees to contribute the cost of such coverage or $265 per month, whichever is less. For each full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $445 per month, whichever is less. 1.52 Effective January 1, 2003, for each fuli-time employee who selects employee coverage under a medical insurance plan offered by the Employer, the Employer agrees to contribute the cost of such coverage or $300 per month, whichever is less. For each full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $490 per month, whichever is less. 1.6 For each half-time employee who selects employee coverage under a medical insurance plan offered by the Employer, the Empioyer agrees to contribute fifty percent (50%) of the amount contributed for full-time employees selecting such employee insurance coverage. For each half-time employee who selects family insurance coverage, the Employer wiil contribute fifty percent (50%) of the amount contributed for full-time employees selecting such family insurance coverage. 1.7 For each eligible employee the Employer agrees to contribute the cost of $25,000 of basic life insurance coverage. The cost to the Employer for basic life insurance coverage shall not exceed $6.32 per month. 1.8 During the term of this Agreement, a pre-tax medical and child care expense account will be made available to employees in this bargaining unit who are eligible for Employer-paid premium contribution for health insurance. The account will be available for medical and child care expenses within the established legai regulations and IRS requirements for su accoun s. • . ARTICLE 12 INSURANCE (continued) SECTION 2. RETIREMENT HEALTH INSURANCE PROVISIONS 2.1 Benefit Eligibility for Emp(oyees who Retire Before Age 65 2.1.1 Em lo ees hired into District service before Janua 1, 1996, must have comp ete enty years o continuous emp oyment wit 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. Not less than ten (10) of the years immediately preceding retirement must have been completed within the actual employment of the District (i.e., service credit with the City of Saint Paul or other governmental unit shall not be considered in meeting this ten (10)-year requirement Effective June 30, 2006, all years of service toward meeting the twenty (20)-year requirement must be in the actual employment of Independent School District No. 625. No outside time with the City of Saint Paul or other governmental units will be considered. � 2.12 2.1.3 hired into No. 625. Time with the (20)-year requirement. rict service after January 1, 1996, must have ars o service wit�i Tn epen ent chool District of Saint Paul will not be counted toward this twenty Eligibility requirements for ali retirees: A. Be receiving pension benefits from PERA, St. Paul Teachers Retirement Association or other public empioyee retiree program at the time of retirement and have severed the employment relationship with Independent School District 625. B. Must have been employed by Independent School District 625 and covered under this Agreement immediately preceding retirement. C. A retiree may not carry his/her spouse as a dependent if such spouse is also an Independent School District No. 625 retiree or Independent School District No. 625 employee and eligible for and is enrolled in the Independent School District No. 625 health insurance program, or in any other Employer-paid health insurance program. � E. F Additional dependents beyond those designated to the District at the time of retirement may not be added at District expense after retirement. The empioyee must make application through District procedures prior to the date of retirement in order to be eligible for any benefits provided in this Section. Employees terminated for cause will not be eligible for employer contributions toward insurance premiums for either pre-age 65 or post- age 65 coverage. . ARTICLE �2. INSURANCE, Section 2{continued) ��a 2.3 Employer Contribution Levels for Employees Retiring Before Age 65 22.1 2.2.2 Benefit Eligibility for Employees After Age 65 2.3.1 2.3.2 2.3.3 Employees hired on or after January 1, 1996, shall not have or acquire in any way�igibiTiry or�Fmp er-pai ea msurance premium contribution for coverage in retirement at age sixty-five (65) and over in 2.4 of this Section. Employees hired on or after January 1, 1996, shall be eligible for only ear! retirement insurance premium contributions as provided in 2.2 and Defe� Compensation match in 2.5 of this Section. Health Insurance Employer Contribution Employees who meet the requirements in Subd. 1 or Subd. 2 will receive a District contribution toward health i�surance until the employee reaches sixty- fve (65) years of age as defined in this subdivision. 2.2.1.1 Districf contribution toward health insurance premiums will equal the same dollar amount the District contributed for single or family coverage to the carrier in the employee's last month of active employment. 22.1.2 In the event the District changes health insurance carriers, it will have no impact on the District contribution for such coverage. 2.2.1.3 My employee who is receiving famify coverage premium contribution at date of retirement and later changes to single coverage will receive the doliar conVibution to single coverage that was provided in the contract under which the reYirement became effective. Life Insurance Employer Contribution The Disfict wili provide for earty retirees who qualify under the conditions of 2.1.1 or 2.12 of this Section, premium contributions for eligible retirees for $5,000 of life insura�ce only until their sixty-fifth (65th) birthday. No life insurance will be provided, or premium contributions paid, for any retiree age sixty-five (65) or over. Em Io ees hired into the District before Janua 1, 1996, who retired before age si - ive an are recerving ene i s per u. above are eligible, upon reaching age sixty-five (65), for employer premium contributions for health insurance described in 2.4 of this Section, Em lo ees hired into the District before Janua 1, 1996, who retire at age sixty- �ve or o er must ave comp ete t e serv�ce e igibility requirements in 2.1 of this Section to receive District contributions toward post-age sixty-five (65) health insurance premiums. r \ I • . ARTICLE 12. INSUR,4NCE, Section 2(continued) 2.4 Employer Contribution Levels for Retirees After Age 65 2.4.1 EmPloyees hired into the District before Janua 1, 1996, who meet the efigibiTity requirements m�.i.�cT��ection are eligible for premium contributions for a Medicare Supplement health coverage policy selected by the District. Premium contributions for such policy will not exceed: Coverage Type Single Family Medicare Eligible $300 per month $400 per month Non-Medicare Eligible �400 per month $500 per month At no time shall any payment in any amount be made directly to the retiree. Any premium cost in excess of the maximum contributions specified must be paid directly and in full by the retiree, or coverage will be discontinued. 2.5 Employees hired after Janua 1, 1996, after completion of three (3) fuli years of con�iv�ve service m n epen ent School District No. 625, are eligibie to participate in an employer-matched Minnesota Deferred Compensation Plan. Upon reaching eligibility, the District will match up to $50 per paycheck to a maximum of $500 per year of consecutive active service, up to a cumulative lifetime maximum of $12,500. Part-time employees worki�g half-time or more wiil be eligible for up to one half (50 percent) of the available District match. Approved non-compensatory leave shall not be counted in reaching the three (3)-full years of consecutive active service, and shall not be considered a break in service. Time worked in the City of Saint Paul will not be counted toward this three (3)-year requirement. r Federal and state rufes governing participation in the Minnesota Deferred Compensation Plan shall apply. The employee, not the District, is solely responsible for determining his/her total maximum allowable annuai contribution amount under IRS regulations. The employee must initiate an appiication to participate through the DistricYs specified procedures. � � ARTICLE 13. HOLIDAYS 13.� Holidays Recognized and Observed. The following days shall be recognized and � o serve as pai hofidays: New Year's Day Martin Luther King Day Presidents' Day Memorial Day Independence Day Labor Day Thanksgiving Day Day After Thanksgiving Day Christmas Day Eiigible employees shail receive pay for each of the holidays listed above on which they perform no work. Whenever any of the holidays listed above shall fail on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. 132 Eligibility Requirements. To be eligibie for holiday pay, an employee must have been ac ive on t e payro e day of the holiday. It is further understood that neither temporary nor other empioyees not otherv✓ise eiigible shall receive holiday pay. 13.3 In the case of Board of Education employees, if Martin Luther King Day or Presidents' Day falls on a day when school is in session, the employee shall work that day at straight time and another day shall be designated as the holiday. This designated holiday shall be a day on which school is not in session and shall be determined by agreement between the employee and the supervisor. � � 10 • � C � ARTICLE 94. VACATION 14.1 In each calendar year, each full-time employee shall be granted vacation according to the followinp schedule: Years of Service First Year ro 8�rs After 8 Years Through 15 Years After 15 Years 142 14.3 Vacation Hours Earned Per Hour On Payroll �bb`�� 0.0885 0 1077 `Annual Hours Earned �- 184 224 *Annual Days Earned -�� 23 28 �Annual hours and days earned are based on a two thousand eighty (2,080)-hour work year. Vacation is earned on regular hours on payroll. Years of Service is defined as the number of years since the date of employment. Employees who work less than full time shall be granted vacation on a pro rata basis. The employee may carry over into the following year up to a maximum of one hundred sixty (160) hours of vacation. 14.4 If for reasons of business the department head determines that additional carry over is necessary for an employee, then the employee shall ask the immediate supervisor to allow additional time be carried over. The time of vacation shall be fixed by the head of the department in which the employee is employed. If an employee has been granted more vacation than the employee has earned up to the time of separation from service, the employee shall reimburse the School District for such unearned vacation. If an employee is separated from the School District by reason of resignation, the employee shall be granted such vacation pay as the employee may have earned and not used up to the time of such separation, provided that the employee has notified the department head in writing at least fifteen (15) calendar days prior to the date of resignation. If an employee is separated from the School District by reason of discharge, retirement or death, the employee shall be granted such vacation pay as may have been earned and not used up to the time of such separation. 14.5 Sick Leave Conversion to Vacation. If an employee has an accumulation of sick leave cre its in excess o one t ousan our hundred forty (1,440) hours, he/she may convert any part of such excess to vacation at the rate of one-half (1/2) day's vacation for each day of sick leave credit. The maximum number of hours vacation allowed by the conversion of sick leave credits shall be no more than forty (40) hours in any one year. 11 ARTICLE 15. PROBATION 15.1 Original Employment Probation. A new employee shall serve a six (6)-month • pr�ionary per��,�o ing regular appointment to a position covered by this Agreement. At any time durmg this original probationary period, the employee may be suspended, disciplined or discharged at the discretion of the Employer, and without recourse to the grievance procedure. The probation period will exclude any unpaid leaves of absence when calculating time toward completion of any probationary period. 15.2. Promotional Probation. An employee newly promoted to a position covered by this greemen s a remain on promoYional probafion for a period of six (6) months. At any time during this probationary period, the employee may be retumed to the employee's previous position or to a position to which the employee may have been transferred or assigned prior to the promotion, at the discretion of the Employer, and without recourse to fhe grievance procedure. ARTICLE 16. DISCIPLINE 16.1 The Employer will discipline employees for just cause only. Discipline will be in the form of: a) Oral reprimand; b) Written reprimand; c) Suspension; d) Reduction; e) Discharge. 16.2 Employees and the Union will receive copies of written reprimands and notices of suspension and discharge. 16.3 Preliminary Review. Prior to issuing a disciplinary action of unpaid suspension, � ecTmotion, o�c iscfiarge, the supervisor will make a recommendation to his/her supervisor regarding proposed discipline. The supervisor will then offer to meet with the employee prior to making a final determination of the proposed discipline. The employee shali have the opporfunity to have union representation present and be provided the opportunify to speak on his/her behalf regarding the proposed action. If the employee is unable to meet with the supervisor, the employee will be given the oppartunity to respond in writing. 16.4 Employees who are suspended, demoted or discharged retain all rights under Minnesota Statute §179A.20, Subdivision 4, and thereby have the right to request that such actions be considered a"grievance" for the purpose of processmg through the provisions of Articie 16 (Grievance Procedures). Oral reprimands shall not be subject to the grievance review procedures. � 12 ARTICLE 17. GRIEVANCE PROCEDURES • �7.1 The Employer shall recognize stewards selected in accordance with Union rules and regulations as the grievance representative of the bargaining unit. The Union shall notify the Employer in writing of the names ofi the stewards and of iheir successors when so named. 17.2 It is recognized and accepted by the Employer and the Union that the processing of grievances as hereinafter provided is Iimited by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours oniy when consistent with such employee duties and responsibilities. The Steward involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the Steward and the employee have notified and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detrimentai to the work programs of the Employer. 17.3 The procedure established by this Article shall be the sole and exclusive procedure, except for the appeal of disciplinary action as provided by Article 7, for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this Agreement. Grievances shall be resolved in conformance with the following procedure: Step 1 Upon the occurrence of an alleged violation of this Agreement, the employee involved 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 refierred to Step 2 by the Union. 'ihe written grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the Agreement violated, and the relief requested. Any alleged violation of the � Agreement not reduced to writing by the Union within ten (10) calendar days of the first occurrence of the event giving rise to the grievance or within the use of reasonable diligence should have had knowledge of the first occurrence of the event giving rise to the grievance, shall be considered waived. Step 2 Within ten (10) calendar days after receiving the written grievance, a designated Employer Supervisor shail meet with the Union Steward and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unresolved, the Employer shall reply in writing to the Union within five (5) calendar days following this meeting. The Union may refer the grievance in writing to Step 3 within ten (10) calendar days following receipt of the Employer's written answer. Any grievance not referred in writing by the Union within ten (10) calendar days following receipt of the Employer's answer shall be considered waived. Step 3 Within ten (10) calendar days following receipt of a grievance referred from Step 2, a designated Employer Supervisor shall meet with the Union Business Manager or the designated representative and attempt to resolve the grievance. Within ten (10) calendar days following this meeting, the Employer shali reply in writing to the Union stating the Employer's answer concerning the grievance. If, as a result of the written response, the grievance remains unresolved, the Union may refer the grievance to Step 4. Any grievance not referred in writing by the Union to Step 4 within ten (10) calendar days following receipt of the Employer's answer shall be considered waived. C� 13 ARTICLE 17. GRIEVANCE PROCEDURES (continued): Step 4 If the grievance remains unresolved, the Union may within ten (10)-calendar • days after the response of the Employer in Step 3, by written notice to the Employer, request arbitration of the grievance. The arbitration proceedings shall be conducted by an arbitrator to be selected by mutuaf agreement of the Employer and the Union within ten (�O) calendar days after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said ten (10)-day period, either party may request the Bureau of Mediation Services to submit a pane! of five (5) arbitrators. Both the Employer and ihe Union shal! have the right to sVike two (2) names from the panel. The Union shali strike the first name; the Employer shall then strike one (1) name. The process will be repeated and the remaining person shall be the arbitrator. 17.4 The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Union and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shali be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an e�ension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. The decision of the arbitrator shall be final and binding on the Employer, the Union, and the employees. 17.5 The fees and expenses for the arbitrator's services and proceedings shali 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. 17.6 The time limits in each step of this procedure may be extended by mutual agreement of the Employer and the Union. 17.7 For the purpose of this severance pay program, a transfer from Independent School District No. 625 employment to City of Saint Paul employment is not considered a separation of employment, but such transferee shall not be eligibie for this severance program. 17.8 It is understood by the Union and the Employer that a grievance may be determined by either the grievance procedure of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is determined by this grievance procedure, it shall not again be submitted for arbitration under the Civil Service Rules. If an issue is determined by the provisions of the Civil Service Rules, it shall not again be submitted for arbitration under this grievance procedure. � iC! r ARTICLE 1S. SEVERANCE PAY 18.1 The Employer shall provide a severance pay program as set forth in this Article. Payment of severance pay shall be made within the tax year of the retirement as described in Business Office Rules. 182 To be eligible for the severance pay program, the employee must meet the following requirements: 18.2.1 The employee must be fifty-five (55) years of age or older. 1822 The employee must be voluntarify separated from School District employment or have been subject to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency or any other disciplinary reason are not eligible for this severance pay program. 18.3 If an employee notifies the Human Resource Department three (3) months in advance of the date of retirement and requests severance pay and if the employee meets the eligibility requirements set forth in 18.2 above, he or she will be granted severance pay in an amount equal to $75 pay for each day of accrued, unused sick leave, up to 200 days. 18.3.1 If an employee notifies the Human Resource Department in less than three (3) months in advance of the date of retirement and requests severance pay and if the employee meets the eligibility requirement set forth above, he or she will be granted severance pay in an amount equal to $65 pay for each day of accrued, unused sick leave up to 231 days. 18.32 if exigent circumstances exist, such as a sudden illness/injury of the employee or immediate family member necessitating immediate retirement, and if the • employee meets the eligibility requirements set forth above, he or she wili be granted severance pay in an amount equal to $75 pay for each day of accrued, unused sick leave up to 200 days. 18.4 The maximum amount of money that any employee may obtain through this severance pay program is $15,000. 18.5 For the purpose of this severance pay program, a death of an employee shall be considered as separation of employment and, if the employee would have met all of the requirements set forth above at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. 18.6 For the purpose of this severance pay program, a District No. 625 employment to City of Saint Paul separation of employment, and such transferee shall program. ARTICLE 19. WAGE SCHEDULE 19.1 19.2 19.3 . transfer 4rom Independent School employment is not considered a not be eiigible for this severance The wage schedule for purposes of this contract shall be Appendix A, attached hereto. The Vehicie Mechanic Leadworker rate will be no iess than 25¢ per hour higher than the Vehicle Mechanic rate. The Food Service Equipment Repair Leadworker rate will be no less than $.60 per hour higher than the Food Service Equipment Repair rate. 15 ARTICLE 20. STRIKES, LOCKOUTS, WORK INTERFERENCE 20.1 The Union and the Employer agree that there shall be no strikes, work stoppages, slowdowns, sit-downs, stay-ins, or other concerted interferences with the Employer's business or affairs by any of the said Union and/or the members thereof, and there shali be no bannering during the existence of this Agreement without first using all possible means of peaceful settlement of any controversy which may arise. Employees engaging in same shall be liable for disciplinary action. ARTICLE 21. SICK LEAVE 21.1 Sick Leave. Sick leave shall accumulate at the rate of .0576 of a working hour for each u our on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick ieave, the empioyee must report to his/her supervisor no later than one-half hour past his/her regular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of this Agreement. My employee who has accumulafed sick leave as provided above shall be granted Ieave with pay, for such period of time as the head of the department deems necessary for the following spec�ed allowable uses: 212 Personal Illness. Employees may use accumulated sick leave for hours off due to person aTil�ss. The empioyee may be required to furnish a medical certificate from a qual�ed physician as evidence of illness or physical disability in order to qualify for paid sick leave as per District practice. Accumulated sick leave may also be granted for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. � 21.2.1 Famil Iliness. Employees may use accumulated sick leave for hours off due to su en sic ess or disability of a parent or a member ot his/her household or to make arrangements for the care of such sick or disabled persons up to a maximum of eight (8) hours sick leave per incident. Up to forty (40) hours of • accumuiated sick ieave may be used in a work year to allow the employee to care for and attend to the serious or critical illness of hislher spouse or dependent parent. These hours, when used, are deducted from sick leave. 212.2 Sick Child Care Leave. Sick leave to care for a sick child shall be granted on the same erms as t e employee is able to use sick leave for the employee's own illness. This leave shall only be granted pursuant to Minnesota Statute §181.9413 and shail remain available as provided in the Statute. 21.2.3 Bereavement Leave. A leave of absence with pay, not to exceed five (5) days, s a e g�fran e36ecause of the death of an employee's spouse or child. 212.3.1 Up to three (3) days shall be granted because of death of other members of the employee's immediate family. Other members of the immediate family shall mean father, mother, sister, brother, parent-in-law, son-in-law or daughter-in-law. 21.2.3.2 Leave of absence for one (1) day sha!! be granted because of deaih of other close relatives. Other ciose relatives shall mean grandparent, uncle, aunt, nephew, niece, brother-in-law, and sister-in-law. 212.3.3 A"day" for this purpose shail be equivalent to the regularly assigned workday of the empioyee, and such leave shail be deducted from 2ccumulated sick leave. 212.4 Up to fifteen (15) days of accumulated sick leave may be used in a contract year to attend to adoption procedures or care for a newly adopted chiid. Use of these fifteen 15 ays oes no nee o occur cons 21.3 Sick Leave With Pa . During any period in which an empioyee is absent from work on sic< eave wi pay, he employee shall not be empioyed or engaged in any occupation for compensation outside of his/her regular employment with Independent School District No. 625. Violation of the provision of this paragraph by any employee shall be grounds for suspension or discharge. • 16 ARTICLE 22. PARENTAL LEAVE • 22.1 Parental Leave is a leave without pay or benefits that 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 parentai care for a chiid or children of the employee for an extended period of time immediately following adopfion or the conclusion of pregnancy; such period of leave shal4 be no longer than one (1) 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. 22.2 In case of pregnancy, an employee who wishes to use a period of (paid) eamed sick leave at the time of pregnancy and deiivery-related disability, may request unpaid parental leave for a period following the use of earned sick leave; however, sick leave shall not be granted within (during the course o� a period of unpaid parental leave. The employee requesting such sequential leave shail 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 medical verification for the sick leave time claimed. 22.3 In the case of adoption, ihe empfoyee shall submit a written application to the Director of Human Resources of Independent Schooi District No. 625, including the anticipated date of placemeni of the child and at ieast twelve (12) weeks in advance of the anticipated date of placement, or earlier if possible. Documentation will be required. 22.4 When an employee is returning from parentaf 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 following the scheduled date of return, in the same position held prior to the leave or, if necessary, in an equivalent position. � 22.5 When an employee has requested and been granted leave for a period Ionger than six (6) calendar months, but no more than hvelve (12) calendar months, the empioyee 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 title [hat exists, has no certified incumbent, which is to be filled, and for which no other person has rights. ARTICIE 23. �AMILY MEDICAL LEAVE 23.1 Effective February 1, 1994, leaves of absence shall be granted as required under the federal law known as the Family and Medical Leave Act (FMLA) so long as it remains in force. The Human Resource Department provides procedures. • 17 AF2TICLE 24. SAFETY SHOES 24.1 The Employer agrees to reimburse the employee for up to a maximum of $60 per contract year toward the cost of purchasing or repairing a pair of safety shoes. Any portion of the $60 fhat remains unused as of June 30, 2002 may be carried over and used during the second year of this agreement. 24.2 This reimbursement shail be made only after investigation and approval by the immediate supervisor of that employee. The Employer reimbursement shall apply onty to those employees who are required to wear protective shoes or boots by the Employer. ARTICIE 25. SAVINGS CLAUSE 25.1 This Agreement is subject to the laws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this Agreement shall be held conUary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. � i � � \ I \ I • ARTICLE 26. DURATION 26.1 Except as herein provided, this Agreement shall be effective as of the date it is executed by the parties and shali continue in fuli force and effect through June 30, 2003, and thereafter until modified or amended by mutual agreement of the pacties. Either party desiring to amend, or modify this Agreement shall notify the other in writing so as to comply with the provisions of the Public Employment Labor Relations Act of 1971, as amended. 26.2 This constitutes a tentative agreement between the parties which will be recommended by the school district negotiator, but is subject to the approval of the Schoot Board, the Administration of the District, and is also subject to ratification by the Union. 26.3 Severability. in the event that any provision(s) of this Agreement is declared to be con r o law by proper legislative, administrative or judicial authority from whose finding, determination or decree no appeal is taken, such provision(s) shall be voided. All other orovisions shall continue in full force and effect. 26.4 Waiver The Employer and the Union acknowledge that during the meeting and negotiating which resulted in this Agreement, each had the right and opportunity to make proposals with respect to any subject concerning the terms and conditions of employment. The agreements and understandings reached by the parties after the exercise of this right are fully and completely set forth in this Agreement. Therefore, the Employer and the Union for the duration of this Agreement agree that the other party shall not be obligated to meei and negotiate over any term or condition of employment whether specifically covered or not specifically covered by this Agreement. The Union and Employer may, however, mutually agree to modify any provision of this Agreement. Any and all prior ordinances, agreements, resolution, practices. policies, and rules or regulations regarding the terms and conditions of employment, tQ the extent they are inconsistent with this Agreement, are hereby superseded. WITNESSES: INDEPENDENT SCHOOL DISTRICT NO. 625 � ' _ � �7 . :.. • � • ..'..: � DISTRICT LODGE N0. 77, INTERNATIONAL ASSOCIATION OF MACHI STS AND AEROSPACE WO RS, AFL- O — , i � ` umss e �� ego ia or /�/; ;� %;> � ae J '19 � ��/�� a�fe APPENDIX A The wage rates and salary ranges for classifications in this unit are shown below: Machinist Vehicle Mechanic Vehicle Mechanic Leadworker Vehicle Mechanic Trainee First Third Fourth Fifth Sixth Seventh Eighth EFFECTIVE June 30,2001 $21.29 $21.29 $22.95 EFFECTIVE June 29,2002 $21.87 $21.87 $23.58 2,000 hours 60% of the Vehicle Mechanic base rate 1,000 hours 65% of the Vehicie Mechanic base rate 1,000 hours 70°/a of the Vehicle Mechanic base rate 1,000 hours 75% of the Vehicle Mechanic base rate 1,000 hours 80% of the Vehicie Mechanic base rate 1,000 hours 85% of the Vehicle Mechanic base rate 1,000 hours 90°/a of the Vehicle Mechanic base rate Audio Visual Equipment Repairer Food Service Equipment Repairer EFFECTIVE June 30,200'I Probationary Rate Base $20.17 $21.29 $14.50 $15.34 EFFECTIVE June 29,2002 Probationary Rate Base $20.72 $21.87 $14.90 $15.76 • � \ I 20 ��_ �� l � 2001 - 2003 AGREEMENT between INDEPENDENT SCHOOL DISTRICT NO. 625 Saint Paul Public Schools and MINNESOTA TEAMSTERS LOCAL NO. 320 � Representing Food Service Personnel July 1, 2001 through June 30, 2003 T : .,i � �� Saint Paul PUBLIC SCHOOLS � . ' ' „ , , , ' � , ' ' , , ' , , ' ' ' I I !, i ' , ,� � � ' �� ' ' ' , " '' , " , ', � ; �, , � - ' � ' � , � , � ' � ' � , ' � � . . . , , , � , � , , , �, �, , , , . , � � , , , , �, , , , � , ,� , , ' � , , ' ' � � , , � . � � ' �, , �� ' � ' ' , ' , , ' ' , , , i ,,' ' ' , , ' '� , ' ,� , � � � � � � � � i , � � , � , � � , � , � � � �, , � � , � � � � � � � � � � � �� S81t� �S�U�� , ' � � � �� Pust� Scxouts�, �� , , � � � � , . . , � � � SAfNT PAUL PUB�.I�C SCN�70LS �� I' tr N 62 ' � ln e' c' o Dis ict o. 5 de end ntS ho P � � � � � � � , � ' Board of Education , „ „ � � � � Becky Montgorriery � � � � �Chair � � � � � � � � � � � � � Anne Cairoll � � � � Direcion�' � � � � � � � � � � Tom Conlon � �� Direcfor, + � � � GilbeR d`e la O � �, D'irector � �� , „ � "r or „, �� rtuvi � �Da ecf � AI-�Oe , � �, 9 � � � Neal�Thao � � � � � � �Directpr � � � � � , � . , � � � � � � Mary Thorrrton Phillips' � � � Director � � � �� . , � � � „ � � � , , , � � , , , � � , � ' � Ad'ministrafion � � �� • � , r . _. perinYenden .,.'.... Y ' Su to _. .Karve _.,_ ,..._. ...J,. . ,___,_ f Schools Pafnaa A'" ' . _ .. untabili ,Offtcer... , .,..,.,', , _ . Margo Ba'nes , „ ., . hieC:A rti . C xe , L Y _ _�. � E ut �: n,dent �� el � , � ive Assistarrt Tan a Ma n Pet� � � � Ai`ea Supennte s , ' ' � � � �uz Mana Serrano, Area A , � � � � � � � � � � � , � CowsKan�vap, Area B � � Joanrt Knuth Area G, � � � �� Gen��Jamjcke �Eltea'''D � � � . � ' � � � Tenly�r �Tl�mer, Area„E , , � � � � „ „ � , , �, � � � � �� , , � � � � � � � � � ' � � � � � � � � � � ' ' � „ � � „ � � �� . � , , � �� , , � , , � � „ , � � � � � ' „ „ , � � � „ „ � � � �� , „ „ , � , �� .. „ � , . , ,, , n , „ „ � � � � � � � � � � , �� „ � ` � „ � � , � r � i .,.i, ._.� ., „� ,. � ��i. i JV•' � I..,. J i'y'� J �;nl il 41 �„�.. I , I'' ,.. ..i. � u r � CONTENTS NEGOT{ATED TERMS AND CONDITIONS OF EMPLOYMENT ARTICLE Article 1. Definition of Agreement ................................................................... Article2. Recognition ...................................................................................... Article 3. Check Off, Fair Share ...................................................................... Article 4. Maintenance of Standards .............................................................. Article 5. Non-Discrimination, Affirmative Action ............................................ Article6. Holidays ........................................................................................... Article 7. Compensatory Leave ...................................................................... Article8. Hours ............................................................................................... Article9. Vacations ......................................................................................... Article10. Breaks ............................................................................................. Article 11. Civii Service Examinations and Probation ...................................... Article 12. Seniority, Layoff and Recall ............................................................ Article 13. Insurance Benefits ........................................................................... Article 14. Working Conditions ......................................................................... Article 15. Severance ....................................................................................... Article16. Court Duty ....................................................................................... Article 17. Discipline and Discharge ................................................................. Article 18. Grievance Procedure ...................................................................... Article19. Leaves ............................................................................................. Article20. Uniforms .......................................................................................... Article21. Mileage ............................................................................................ Article22. Wages ............................................................................................. Article 23. Duration of Agreement .................................................................... AppendixA: Wages ............................................................................................. Memorandum of Understanding: Summer School Selection ................................. In d ex ....................................................................................................................... � PAGE ....................1 1 ................... 2 ................... 2 .................... 2 3 ............... 3 ................... 4 ..................... 5 .................. 5 ..................... 6 ................... 7 ..................... 8 ..................11 13 ... 13 14 ................. 14 ........ 16 .............. 18 .................... 18 .................... 19 .................... 20 .............21-22 23 ............ ....... 24 ARTICLE 1. DEFINITION OF AGREEMENT • SECTION �. 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 Minnesota Teamsters Public and Law Enforcement Employees Union, Local No. 320 (certified in Case No. 81-PR-268-A on December 5, 1950, by the Director of Bureau of Mediation Services as the exclusive representative), hereinafter referred to as Local No. 320, pursuant to and in compliance with the Public Employment Labor Relations Act of 197�, as amended, to set forth the terms and conditions of employment. SECTION 2. 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. 320. ARTICLE 2. RECOGNITION SECTION 1. The Board of Education recognizes Local No. 320 as the certified exclusive representative for the following unit: All food service personnel in the titles contained in this Agreement who are employed by Independent School District No. 625 and who are public employees as defined by PELRA. � SECTION 2. The Board of Education agrees that as long as Local No. 320 is the exclusive representative in accordance with the provisions of PELRA, and as certified by the Bureau of Mediation Services, State of Minnesota, for all personnel defined in Section 1 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. \ J ARTICLE 3. CHECK OFF, FAIR SHARE SECTION 1. The Employer agrees to deduct the Union membership initiation fee assessments and once each mo�th dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a representative of ihe Union and the aggregate deductions of ali 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 possible. SECTION 2. Any present or future employee who is not a Union member shall be required to contribute a fair share fee for seroices rendered by the Union. Upon notification by the Union, the Employer shatl 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 percent of the Union membership dues amount. This provision shall remain operative only as long as specifically provided by Minnesotalaw. In the event there is a change in the law permitting the Union to assess an amount in excess of 85 percent of regular membership dues, the full amount permitted by law may be assessed by the Union. SECTION 3. The Union will indemnify, defend, and hold the School District harmless against any claims made and against any suits instituted, and any orders or judgments issued against ihe School District, their officers or employees, by reason of negligence of the Union in requesting or receiving deductions under this Article. ARTICLE 4. MAINTENANCE OF STANDARDS SECTION �. The Employer agrees that all conditions of employment relating to wages, work, overtime differentials, vacations, and general working 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 (Resolution No. 3250) 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. ARTICLE 5. NON-DISCRIMINATION, AFFIRMATIVE ACTION SECTION 1. Neither the Union nor the Employer shall discriminate against any employee because of Union membership or non-membership, or because of race, color, sex, religion, national origin or political opinion or affiliations. SECTION 2. AFFIRMATfVE ACTION. None of interpreted or implemented so as to be in conflic Affirmative Action Program as adopted by the Board.' the provisions of tfiis Agreement shall be t with or cause violation of the DistricYs 'Effective March 22, 1984 C � • u • • ARTICLE 6. HOLIDAYS SECTION 1. Regular or provisional employees working under the titles covered by this Labor Agreement, shall be eligible for six (6) holidays with pay (Labor Day, Thanksgiving Day, Friday following Thanksgiving, Martin Luther King Day, Presidents' Day, and Memorial Day), and in accordance with the following rules. Employees who work in twelve (12)-month positions will receive holiday pay for Christmas Day, New Year's Day and the Fourth of July. Employees who work summer school will be paid for the Fourth of July. To be eligible for holiday pay, employees must have been compensated for all scheduled hours of their last scheduled workday before the holiday and for their first scheduled workday following the holiday. If an employee is late by less than thirty (30) minutes on the scheduled work day before or the schedufed work day after the holiday, they wili receive holiday pay. 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. Holiday pay will be paid on the basis of the employee's regulariy-scheduled number of hours in the workday. SECTION 1. ELIGIBILITY ARTICLE 7. COMPENSATORY LEAVES Subd. 1. Sick leave shall be provided for the Baker, Food Service Supervisor 1, Food Service Supervisor 2, and Food Service Supervisor 3 classifications. Subd. 2 Sick Leave for Food Service Assistants 2.1 Food Service Assistants and Food Service Helpers who have been employed as regularly- certified or provisional Civii Service employees in the classification of Food Service Assistant or Food Service Helper for at least one (1) year and who have been regularly assigned three (3) hours or more per workday for the three (3) preceding months shall begin accruing sick leave. 2.1.1 Effective January 1, 2002, Food Service Assistants and Food Service Helpers who have been employed as regularly-certified or provisional Civil Service employees in the classification of Food Service Assistant or Food Service Helper shall accrue sick leave. SECTION 2. ACCRUAL. Eligible employees shali accrue sick feave at the rate of .0576 per hour for each full hour paid, excluding overtime. In no case shall leave with pay be granted in anticipation of any future accumulation. • ARTICLE 7. COMPENSATORY LEAVES (continued) SECTION 3. REPORTING. All employees shall report sick leave as required in the Food • Service Procedure Manual. SECTION 4. Sick leave may be used for any of the following reasons: 1. Sickness or injury of the employee or employee's dependent children; 2. Time necessary for office visits to physicians, dentists or other health care personnel; or 3. Employees may use up to forty (40) hours per calendar year of accrued sick leave due to sickness or disability of a parent or a member of his/her household or to make arrangements to care for and attend to the serious or criticai illness of his/her spouse, parent, or member of household; or 4. Employees may use up to two (2) sick days per school year for personal leave. Personal leave may be taken for any reason. If personaf leave is used for non-emergency reasons, the employee must submit a request to the immediate supervisor ten (10) working days in advance of use. Approval of personal leave is subject to approval and the ability of the employer to cover work responsibilities. SECTION 5 . SICK LEAVE CONVERSION Accumulated sick leave in excess of one hu�dred twenty-five (125) days (1,000 hours) may be converted to vacation at the rate of rivo (2) days sick leave for one (1)-day vacation up to a maximum of five (5) days vacation time. Vacation is to be paid on the basis of regularly scheduled hours per day. SECTION 6. BEREAVEMENT LEAVE. A leave of absence with pay, not to exceed five (5) days, sha(I be granted because of the death of a employee's spouse, child, parent or step-parent, and regular members of the immediate household. 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 sister, brother, grandparent, grandchild, parent-in-law, son-in-law or daughter- in-law. Leave of absence for one (1) day shall be granted because of death of other close relatives. Other close relatives shall mean uncle, aunt, nephew, niece, brother-in-law and sister- in-law. Unused leave for such purposes shall not be accumulated. ARTICLE 8. HOURS SECTION 1. This Section is intended to only 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 work per day or per week. SECTION 2. Overtime is to be paid at the rate of time and one-half (1-1/2) for all hours worked in excess of forry (40) hours per week. Overtime compensation due the employee shall be paid at the rate herein cited or by granting compensatory time on a time and one-half (�-1/2) basis if mutually agreed to by the District and the empioyee. • • ARTICLE 9. VACATIONS SECTION �. Employees who are assigned to the District Administration Complex on a twelve (12)-month, full-time basis are eligible for vacation. Vacation credits shall accumulate at the rates shown below for each full hour on the payroll, excluding overtime: Years of Service 1 st year through 5th year 6th yearthrough 15th year 16th year through 25th year 26th year and thereafter Hours of Vacation .0385 (80 hours) .0576 (120 hours) .0808 (168 hours) .0841 (�75hours) Calculations shall be rounded off to the nearest hour. Estimated hours shown above are based on a 2,080-hour work year. • � SECTION 2. An employee may carry over one hundred twenty (� 20) hours of vacation into the fiollowing "vacation year:' SECTION 3. For the purpose of this Article, the "vacation yea�" shall be January 1 through December 31. SECTION 4. The scheduling of vacation is subject to approval of the employee's supervisor. ARTICLE 10. BREAKS SECTION 1. Alt employees are entitled to a duty-free lunch break of thirty (30) minutes without pay, at a time assigned by the manager. SECTION 2 . Breaks beside lunch should be as follows: Hours worked per dav Four (4) or more hours, but less than eight (8) hours Eight (8) or more hours Break Time One 15-minute break Two 15-minute breaks 5 ARTICLE 11. CIVIL SERVICE EXAMINATIONS AND PROBATION SECTION 1. CIVIL SERVICE EXAMINATIONS. Notice of Civil Service (Personnel) Examinations for positions in the food production and service functions shall be posted in the kitchen in each work location no later than five (5) working days before the closing date for examination, subject to the timely receipt of information. SECTION 2. PROBATION. The probationary period shall be twelve (12) consecutive mon[hs from the date of appointment for positions in the titles Food Service Assistant and Food Service Helper. The probationary period, whether originai or promotional appointment, for all other titles covered by this Agreement shall be six (6) consecutive calendar months from the date of appointment excluding holidays, school breaks, and leaves of absence. Extended absences of any kind lasting one (1) month or more in duration shall not be credited when calculating time towards the completion of either the original or promotional probationary period. if the employee's service is found unsatisfactory by the Director of Food Service during the period of original appointment probation, the probationary employee may be discharged at the discretion of the Director of Food Service, prior to the end of the originaf probationary period. If the employee's service is found unsatisfactory by the Director of Food Service during the period of promotional appointment probation, the probationary employee shall be reinstated, at the discretion of the Director of Food Service, to his/her former position or to a position to which he/she mighi have been trartsferred or assigned prior to the promotion, prior to the end of the promotional probationary period. Discharge or reinstatement to a lower level position during or at the conclusion of the probationary period stated in this Section 2 is not grievabie under Article 5, nor is it subject to other appeal. r • • ARTICLE �2. SENIORITY, LAYOFFAND RECALL • SECTION �. SENIORITY Subd. 'I. Seniority, for the purpose of this Article, shall be defined as follows: DISTRICT-WIDE SENIORITY is the length of continuous, regular, and probationary service with the Employer from the date an employee was first certified and appointed to any class title covered by this Agreement, it being further understood that district-wide seniority is confined to the current class assignment held by an employee. In cases where two (2) or more employees are appointed to the same class title on the same date, the district-wide seniority shall be determined by the employee's rank on the eligible list from which the certification was made. BUILDING SENIORITY is the fength of continuous, regufar and probationary service with the Employer from the date an employee's first day of work at one specific school district facility in a certified and appointed position in a class title covered by this Agreement, it being further understood that building seniority is confined to the current class assignment held by an employee. In the event an employee requests voluntary transfer and is then transferred from one location to another, the employee shall begin to accrue building seniority at the new location based on the date ot assignment to the new location. In the event an employee is involuntarily transferred from one location to another (or laid off and recalled to a different location), the employee shall carry forward to the new assignment the seniority date held prior to the transfer. In cases where two or more employees are assigned to the same location in the same class title on the same date, the employee with the greater district-wide seniority shall be • determined to have greater building seniority. Subd. 2. Seniority shall terminate when an employee retires, resigns or is discharged. SECTION 2. LAYOFF Subd. 1. In the event it is determined by the Employer that it is necessary to reduce the workforce, employees will be laid off by class title based on inverse length of buildina seniori� in that class title. Subd. 2. Two (2) weeks of notice shall be given to any empioyee laid off. SECTION 3. RECALL. Recall from layoft shall be in order of greatest district-wide seniority, except that recall rights shall expire after sixteen (16) months of layoff. Any employee is eligible for recall to any position in his/her title at any location, as long as the work hours do not exceed the employee's regularly scheduled hours prior to the layoff. Any employee who refuses an offer of recall at any location shall forfeit all further rights to recall. It is understood that a recalled employee will pick up his/her former seniority dates in any class of positions covered by this Agreement and previously held. � 7 ARTICLE 13. INSURANCE BENEFITS SECTION 1. ACTIVE EMPLOYEE INSURANCE Subd. 1. Active Emplovee Health Insurance. Health and Welfare benefits shall be provided in the form of premium contributions for eligible employees under the plan offered by Independent School District No. 625 for Civil Service personnel. Employees selecting a plan offered by a Health Maintenance Organization agree to accept any changes in benefits which the Health Maintenance Organization implemenYs. Subd. 2. Eliqible emolovees. Employees who become eligible for medical and life coverage, shall be considered full-time if regularly assigned more than six (6) hours per day, and half-time if regularly assigned four (4) to six (6) hours per day. 2.1 For eligible half-time employees who elect medical and life coverage, the Employer wiil contribute one half (�/2) of the amount available for full-time employees electing such coverage. 2.2 One (1) full month of continuous regularly appointed service in independent School District No, 625 will be required before an eligible employee can receive the District's contribution of premium cost for insurance provided herein. Subd. 3 Active Emplovee Medical Insurance Emplover Contribution C� 3.1 The Employer agrees to contribute to the premium cost of employee hospital and medical coverage up to $215 per month for each tull-time employee who is eligible and elects such coverage; or up to $390 per month for each full-time employee who is eligible and elects such coverage. • 3.2 Effective Januarv 1, 2002, the Empioyer agrees to contribute to the premium cost of hospital and medical coverage up to $245 per month for each full-time employee who is eligible and elects employee coverage or up to $430 per month for each ful!-time employee who is eligible and elects family coverage. 3.3 Effective Januarv 1, 2003, the Employer agrees to contribute to the premium cost of hospital and medical coverage up to $280 per month for each full-time employee who is eligible and elects employee coverage or up to $475 per month for each full-time employee who is eligible and elects family coverage. Subd. 4. Active Emplovee Life Insurance. Tfie Empfoyer agrees to contribute to tfie cost for $25,000 of life insurance coverage up to $5.10 per month for each employee who is eligible for such coverage. 4.� The amount of life insurance specified in Subd. 4 shall be reduced to $5,000 coverage upon early retirement and shall continue until the early retiree reaches age sixty-five (65); at which time all Employer-paid life insurance shall be terminated. Subd. 5. Pavroll Deductions. Any premium costs in excess of the amounts stated above shall be paid by the employee, by means of payroll deduction. Subd. 6. Flexible Spendinq Accouni. It is the intent of the Employer to maintain during the term of this Agreement a plan for medical and c i care expense accow s o e avai a e o active employees in this bargaining unit who are eligible for Employer paid premium contributions for health insurance for such expenses, within the established Iegal regulations and IRS requirements fior such accounts. • ARTICLE 13. INSURANCE BENEFITS (continued) • SECTION 2. RETIREMENT HEALTH INSURANCE Subd. 1. Benefit Eliqibilitv for Emplovees who Retire Before Aae Sixtv-Five (65) 1.1 Emplovees hired into District service before Januarv �. 1996, must have completed the following service eligibility requirements with Independent School District No. 625 prior to retirement in order to be eligible for any payment of any insurance premium contribution by the District after retirement: A. Be receiving pension benefits from PERA, St. Paul Teachers Retirement Association or other public employee retiree program at the time of retirement and have severed the employment relationship with Independent School District No. 625; B. Must be at least fifty-five (55) years of age and have completed twenty-five (25) years of service, or; C. The combination of their age and their years of service must equal eighty-five (85) or more, or; D. Must have completed at least thirty (30) years of service; or E. Must have completed at least twenty (20) consecutive years of service within Independent School District No. 625 immediately preceding retirement. • Years of regular service with the City of Saint Paul 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. 1.2 Emplovees hired into District service after Janu� 1. � 996, must have completed twenty (20) years of service with Independent School District No. 625. Time with the City of Saint Paul will not be counted toward this twenty (20)-year requirement. 1.3 Eligibility requirements for all retirees: A. A retiree may not carry his/her spouse as a dependent if such spouse is also an Independent School District No. 625 retiree or Independent School District No. 625 employee a�d eligible for and is enrolled in the Independent School District No. 625 health insurance program, or in any other Employer-paid health insurance program. B. Additional dependents beyond those designated to the District at the time ot retirement may not be added at District expense after retirement. C. The employee must make application through District procedures prior to the date of retirement in order to be eligible for any benefits provided in this Section. u ARTICLE 13. INSURANCE BENEFITS, Section 2(continued) • Subd. 2. Emoiover Contribution Levels for Emolovees Ret'rrinq Before Aae Sixtv-Five (65) 2.1 Health Insurance Employer Contribution Employees who meet the requirements in Subd. 1.1 or Subd. 1.2 of this Article will receive a District contribution toward health insurance until the employee reaches sixty- five (65) years of age as defined in this subdivision. 2.1.1 The District contri6ution toward health insurance premiums will equal the same dollar amouni ihe District contributed for single or tamily coverage to the carrier in the employee's last month of active employment. 2.1.2 In the event the District changes heaith 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 single coverage that was provided in the contract under which the retirement became effective. 2.2 Life Insurance Employer Contribution The District will provide for early retirees who qualify under the conditions of 1.� or 1.2 above, premium contributions for eligible retirees for $5,000 ot Iife insurance only until their sixty-fifth (65th) birthday. No life insurance will be provided, or premium contributions paid, for any retiree age si�y-five (65} or over. Subd. 3. Benefit Eliqibilitv for Emplovees After Aqe Sixty-Five (65) 3.1 Emplovees hired into the District before Januarv 1 1996, who retired before age sia�ty-five � (65) and are receiving benefits per Subd. 2 above are eligible, upon reaching age sixty five (65), for employer premium contributions for health insurance described in Subd. 4 of this Article. 3.2 Emplovees hired into the District before Januarv 1. '1996, who retire at age 65 or older must have completed the service eligibility requirements in Subd. 1 to receive District contributions toward post-age-65 health insurance premiums. 3.3 Emplovees hired on or after Januarv i. 1996, shall not have or acquire in any way any eligibility for Employer-paid health insurance premium contribution for coverage in retirement at age sixty-five (65) and over in Subd. 4. Employees hired on or after January 1, 1996, shall be eligible for only earlv retirement insurance premium contributions as provided in Subd. 2 and Deterred Compensation match in Subd. 5. Subd. 4. Emplover Contribution Levels for Emplovees After Aqe Sixtv-Five (651 4.1 Emplovees hired into the District before Januarv 1, 1996, who meet the eligibility requirements in Subdivisions 3.1 and 3.2 of this Article are eligible for premium contributions for a Medicare Supplement health coverage policy selected by the District. Premium contributions for such policy will not exceed: Coveraqe Tvpe Sin le Famil Medicare Eligible per mon per mon Non-Medicare Eligible $400 per month $500 per month At no time shall any payment in any amount be made directly to the retiree. Any premium cost in excess of the maximum contributions specified must be paid directly • and in full by the retiree, or coverage will be discontinued. 10 ARTICLE 13. INSURANCE BENEFITS, Section 2(continued) • Subd. 5. Empiovees hired after Januarv �, "1996, after completion of three (3) fiull 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 will match up to $50 per paycheck to a maximum of $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 percent) of the available District match. Approved non- compensatory leave shall not be counted in reaching the three (3) fuil years of consecutive active service, and shall not be considered a break in service. Time worked in the City of Saint Paul wili not be counted toward this three (3)-year requirement. Federal and state rules governing participation in the Minnesota Deferred Compensation Plan shall apply. The employee, not the District, is solely responsible for determining his/her total maximum allowable annual contribution amount under IRS regulations. The employee must initiate an application to participate through the DistricYs specified procedures. ARTICLE 14. WORKING CONDITIONS SECTION 1. EMERGENCY CLOSINGS AND CALL IN • Subd. �. If it becomes necessary or desirable to close a school as a result ot 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. Subd. 2. An employee who is expected to come to work on a regular workday, or who is calied in to work at another time, shall receive a minimum of two (2) hours straight time pay for the work. SECT{ON 2. WOflKSHOPS. Employees in the Food Service program ordered by the Food Service Director to attend Food Service workshops shall be reimbursed for the tuition of the workshop and the normal hourly rate tor the time spent in the workshop. SECTION 3. WORKING 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 (16th) day of such assignment. For purposes of this Article, an out-of-cfass assignment is defined as the full-time performance of alf of tfie 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 promoted to the higher classification. ` J 11 ARTICLE 14. WORKING CONDITIONS (continued) SECTION 4. ADDITION OF REGULARLY SCHEDULED WORK HOURS. Whenever regularly-scheduled hours are added to an existing Food Service Assistant and Food Service Helper positions, the Food Service Assistant or Food Service Helper with the greatest building seniority regularly employed in that kitchen or facility will be first offered the additional work hours, if that Food Service Assistant or Food Service Helper is Iisted for such consideration. Subd. 1. To be listed for additional hours consideration, a Food Service Assistant or Food Service Helper must indicate in writing, at the start of the school year, to the Director of Food Service or to the designated immediate supervisor, the intention to be availabie for such additional work time. Subd. 2. If a listed Food Service Assistant or Food Service Helper refuses additional regularly- scheduied work time, the Director of Food Service or designated immediate supervisor may remove that employee's name from the listing. Subd. 3. A reduction in regularly-scheduled hours to a position covered by this Agreement shall noi be considered a layo(t, and is rtoi subject to the provisions of Article 8, Layoff and Recall. SECTION 5. REQUESTS FOR CHANGE OF LOCATION. Employees who wish to be considered for reassignment to another location should submit a written request to ihe office of Director of Food Service by April 1 of any year. The requesi should specify the location or area the employee prefers. SECTION 6. FOOD MANAGER'S FOOD SAFETY CERTIFICATION • Subd. 1. Food Service Supervisor 1. 2 and 3. The parties recognize and acknowledge that the • Saint Paul Food Manager's Certification (or a State of Minnesota Certification if regulation changes) is a requirement for holding a position in the Food Service Supervisor �, 2 and 3 titles covered by this Agreement, and will be a requirement prospectively for new appointees as well. The Districf shail reimburse employees in these titles for the foliowing costs associated with maintaining certification: Course fee and study guide (one time only) Test fee (one t'rme only) Up to ten (10) hours of paid time to take course and test Renewalfees • 12 ARTICLE 15. SEVERANCE • Severance shall be paid to eligible employees in accordance with provisions of this Section and under such administrative rules as may be adopted consistent herewith and with the enabling statute (Laws of 1975, Chapter 261). Severance pay is paid Subd. 1. Eli ibili . To be eligible for severance pay, the employee must meet the following requirements: A. The employee must have served for an aggregate period of not less than twenty (20) years and be voluntarily separated from service with the school district; or B. The employee must have served for an aggregate period of not less than ten (10) years in the case of involuntary separation from service by action of the Board of other cause beyond the employee's reasonable control. Subd.2. Benefit. Severance pay shall be paid to employees who meet the eligibility requirements of Subd. 1 of this Section at the rate of $10 per hour for each full hour of accumulated and unused sick leave. Subd.3. Pavment. Payment of severance pay shall be made within the tax year of the retirement. • ARTICLE 16. COURT DUTY SECTION 1. 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 litigation 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 day[ime shift during such time as he/she is required to appear in court as a juror or witness. u 13 ARTICLE 17 SECTION 1. justcause. SECTION 2. ��) �2) (3) (4) (5) DISCIPLINE AND DISCHARGE The Employer shall have the right to impose disciplinary actions on employees for Disciplinary actions by the Employer shall include only the following actions: Oral reprimand; Written reprimand; Suspension; Demotion; Discharge. SECTION 3, Employees who are suspended, demoted or discharged shail have the right to request that such aciions be reviewed through the provisions of Article 5, Grievance Procedure of this Agreement. This provision is not intended to abrogate rights of veterans pursuant to statute. SECTION 4 . PRELIMINARY 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. The supervisor will then schedule a meeting with the employee prior to making a final determination of the proposed discipline. The employee shall have the opportunity to have union representation present and be provided the oppoRunity to speak on his/her behalf regarding the proposed action. If the employee is unable to meet with the supervisor, the employee and/or union will be given the opportunity to respond in writing. ARTICLE 18. GRIEVANCE PROCEDURE SECTION t. This grievance procedure is established to resolve any specitic dispute befween the employee and the School District concerning, and limited to, the interpretation or application of the provisions of this Agreement. SECTION 2. An employee presenting a grievance may elect to be represented 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 adjusiment or settiement of any Step 2 grievance and provided further that any adjustment or settlement shall not be inconsistent with the terms of the Agreement. r1 L_J • SECTION 3. 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 accompfished during normal working hours when consistent - with such employees' duties and responsibilities. The aggrieved employee and a Union representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the Employer during normal working hours provided that the employee and the Union representatrve have not+fied and received the approval ot designated supervisor and provided that such absence is reasonable and would not be detrimental to the work r�ograms of the Employer. It is understood that the Employer shaii not use the above limitation to hamperthe processmg o grievances. � 14 • ARTICLE 18. GRIEVANCE PROCEDURE (continued) SECTION 4. A grievance shall be resolved in the following manner: Subd. �. (Step �) 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 had knowledge of the occurrence, whichever is later, discuss the complaint orally with the representative designated by the Director of Food Service. The representative of Director of Food Service shall attempt to adjust the complaint at that time. Subd. 2. (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. Subd.3. (Step 3) �f appealed, the written grievance shali be presented by the Union and discussed at an informal meeting within ten (10) working days of receipt of the written grievance, • with the Superintendent of Schools or his/her representative. 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 following 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. C J Subd. 4. (Step 4) A grievance unresolved in Step 3 and appeaied to Step 4 by the Union shalf 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, if the Union so requests within the specified ten (10) days. SECTION 5. The arbitrator shall have no right to amend, modify, nullify 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. �5 ARTICLE 18. GRIEVANCE PROCEDURE, Sectior 5(continued) The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the � Employer and the Union, provided that each party shall be responsible for compensating its own 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 lime limits set forth above, it shall be considered waived. If a grievance 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 Employers last answer. If the Employer does not answer a grievance or an appeai 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 any other procedure. It is turther understood that if a specific matter is determined by some other procedure, it shall not again be submitted for review and arbitration under the procedures set forth in this Article. ARTICLE 19. LEAVES SECTIO(V 1 . APPLYING FOR LEAVES Applications for leaves must be submitted in writing to the Director of Food Service at least forty-five (45) calendar days prior to the proposed start of the leave without pay and shall include the proposed period of the leave and purpose for the leave. • The Director of Food Service will reply to leave requesis within fifteen ('I S) working days after they are received in the Food Service Office. SECTION 2 . SHORT-TERM IEAVES W ITHOUT PAY Short-term special leaves without pay, not to exceed two (2) weeks in duration, may be requested and will be considered by the Employer subject to the operational needs of the Employer and the ability to secure substitute help to satisfactorily maintain the particular assignment of the employee involved. � 16 ARTICLE 19. LEAVES (continued) • SECTION 3. LONG-TERM LEAVES WITHOUT PAY. Leaves of absence may be requested and are subject to approval of the Director of Food Services. A list of typica! leaves is provided below. This list does not cover all possible reasons. • Physical or mental incapacity of the employee to perform their work efficiently, where the granting of a leave will permit the employee to receive treatment enabling them to return to School District service; • Election or appointment of a full-time, paid position in an organization or union whose members consist largely or exclusively ot employees of the School District. • Education or training reiating to the employee's regufar 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 unclassified School District or City of St. Paul position; • Disability or injury received in the performance of duty not due to the negligence of the employee 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. Subd. 1. For a leave of six (6) months or longer, the employee must provide written notification to the Director of Food Services, indicating his/her specific intent to conclude the leave and be available to return to active service as of the termination date specified in the leave. This written � notification must be received by the Director of Food Services no later than two (2) months prior to the originally-scheduled date of the leave termination. Subd. 2. Employees returning from leave will be placed in the next available vacancy in their job title. Subd. 3. Employees who return to service under the provisions of this Section will retain their former seniority. SECTION 4 . MILITARY LEAVE Pursuant to and within the limits of the requirements of Minnesota Statute § 192.26, employees shall be granted military leave for up to fifteen (15) days in any calendar year for required military service. SECTION 5. FAMILY MEDICAL LEAVES. Effective February 1, 1994, leaves of absence shall be granted as required under the federal law known as the Family and Medical Leave Act (FMLA) as long as it remains in force. The Human Resource Department provides procedures. � 17 ARTICLE 20. UNIFORMS SECTION �. Subd. 1. The Employer will provide three (3) uniform pieces to each employee per school year. Selection and composition of uniforms is the Employer's option. 1.1 Employees who work in the District Kitchen will be provided five (5) uniform pieces per school year. Subd. 2. The Employer will provide five (5) uniform pieces at start-up for new employees. Upon completion of the probationary period, the employee will be provided with two (2) additional uniform pieces. Subd. 3. Upon promotion to a supervisory title, the Employer will provide an additional two (2) uniform pieces. Subd. 4. A uniform piece for the purpose of this Article shall be defined as any one of the following items as designated by the Food Service Director for that location: 1} shirt/tops; 2) slacks/pants; 3) aprons. Employees will have the flexibility to select any combination of uniform pieces each school year, so long as the uniform pieces selected are part of the approved uniform for that Iocation. C J SECTION 2. An employee who has received uniforms and then terminates employment for any reaso� after less than six (6) full months of active employment is obligated to return the • uniforms to the School Food Service. ARTICLE 21. MILEAGE Food Service employees regularly assigned to travel between work locations shall be reimbursed for eligible mileage in accordance with School District Business Office policies and procedures. Food Service employees who are not regularly assigned to travel between work locations and who accumulate $25 or more of eligible mileage expense within the fiscal year may be reimbursed at the end of each fiscal year (July-June) tor such expense. Application for reimbursemenY must be made no later than June 15 each year. The mileage reimbursement rate for eligible mileage expense shall be the District reimbursement rate established at the discretion of the Board. An employee must keep a record of each trip made. Reimbursement shall be for the actual mileage driven in the performance of assigned duties as verified by the appropriate school district administrator and in accordance with School District Business Office policies and procedures. r � �3 ARTICLE 22. WAGES • SECTION 1. eT p aies shall be those described in Appendix A. SECTION 2. Subd. 1. Initial Placement on the Salary Schedule �ien an emp ongin or� move�om another unit into a title covered by this agreement or moves from one title covered by this agreement to a different title under this agreement, initiai step placement will be conducted as described by Civil Service Rules, unless the labor agreement contains a provision describing an alternative action. The labor agreement supersedes these provisions of Civil Service Rules. A newly hired person regulariy appointed in the Food Service Assistant or Food Service Helper classifications will normally start at the base rate. A newly hired person regularly appointed in other titles covered by this agreement will typically start at the Base Rate for that title. A person appointed on a temporary basis normally will be paid at the temporary rate. The only exception is for retirees returning to work as temporary employees as described in Appendix A, Wage Schedule Conditions. Subd. 2. Step Placement on the Salary Schedule for a Promotion T�ie�man esource epartmen wi e ermine e s ep p acement for a promotion from one title in the District to a title covered by this Agreement. The step placement will be determined by multiplying the hourly rate of pay the person was receiving prior to the promotion by 1.05 (a 5% increase). The person will be placed in the new title following promotion at the first salary step that is equal to or greater than the rate calculated when multiplying the previous rate by 1.05. • For example, if the person was making $10/hr before the promotion, the Human Resource Department would multiply $10/hr x 1.05 =$10.50/hr. Then the person would be placed on the step in the new title that was closest to but not less than $10.50/hr. Subd.3. Salary Step Progression ro resg sion� e s� e o a salary range in this contract wili be based on the following conditions: Employees must have received an overail rating of "satisfactory" on their most recent performance evaluation to receive any salary step advancement. Movement to pay columns beyond the base rate will normaliy occur on the first pay period following the anniversary date of the appointment to the new title, providing that the employee has completed the number of years in the District required for that step. For example, an employee hired on September 10, 1999, would move to the two (2)-year step the frst pay period following September 10, 2001, and then to the four (4)-year step the frst pay period following September 10, 2003. Effective January 1, 2002, movement to pay columns beyond the base rate will normally occur on the first pay period following the anniversary date of the employee's appointment to a regular position in the school district, providing that the employee has completed the number of years in the District required for that step. SECTION 3. During the term of this Agreement the Board may at its discretion unilaterally increase e pay rates provided in Appendix A, to come into compliance with the requirements of the Minnesota Pay Equity Act. SECTION 4. RETROACTIVITY. Employees who have terminated employment with the c o�i or6istrict prior t ratification of the agreement, except for employees who retired and met the contractual eligibility for retiree health insurance, shall not be eligible for any retroactive salary or benefits increases that resulted from the negotiated settlement. • 19 ARTICLE 23. DURATION OF AGREEMENT This Agreement shall be in fuil force and effect from July 1, 2001 through June 30, 2003, except as otherwise specified herein, and shall automatically be continued from year to year thereafter, unless a new Agreement is developed in accordance with the provisions of the Public Employment Labor Relations Act of 1971, as amended. Intent to negotiate a new Agreement shali be indicafed by either party providing written notice thereof at least ninety (90) days prior io the termination date set forth herein. FOOD SERVICE PERSONNEL AGREEMENT This Agreement is by and between Independent School District No. 625 and Minnesota Teamsters Public and Law Enforcement Employees Union Local No. 320, on behalf of Food Service Personnel. In full settlement of 2001-2003 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, as well as ratification by the Union. INDEPENDENT SCHOOL DISTRICT NO. 625 � c1�, r� Chair, Boa of Edusali ` v� �x��y�� Neg i io att ons/Labor Relations Manager � Negotiations/ bor Relations Assistant Manager ��'�� Date MINNESOTA TEAMSTERS PUBLIC AND LAW ENFORCEMENT EMPLOYEES UNION LOCAL NO. 320 � � � Business Agen -20-0 20 • • \ J • • Food Service �.ssistants APPENDIX A: WAGES EFFECTIVE DATE June 30, 2001 June 29, 2002 BASE 1-YR. 2-YR. RATE RATE RATE $925 $9.50 $10.14 $10.99 $�0.42 $11.29 4-YR. 6-YR. 8-YR. RATE RATE R4TE $11.37 $11.74 $12.12 $11.68 Food Service Helpers EFFECTIVE DATE June 30, 2001 June 29, 2002 BASE 1-YR 2-YR. 4-YR. RATE RATE RATE RATE $8.24 $9.00 $9.76 $10.09 $8.47 $9.25 $10.03 $10.37 10-YR. 12-YR. RATE RATE $12.49 $13.07 $12.06 $12.45 $12.83 $13.50 6-YR. RATE $10.42 $10.71 Line Leader Premium 0o ervice ssistant working in the District Kitchen who is assigned by the Director of Food Service as Line Leader for a particular function will be paid a premium of forty-five cents ($.45) per hour over his/her regular hourly rate while performing the Line Leader duties. Line Leader assignment wili be made or discontinued at the discretion of the Director of Food Service. Supervisor Fill-in Pay Fo�Service�ssis ants who are designated to fill in for a supervisor when the supervisor is not at the site for the entire day shall be paid a premium of forty-five cents ($.45) per hour over his/her regular hourly rate of pay. This premium shall not be paid when a Food Service Assistant is receiving out-of-class pay. Wage Schedule Conditions - Food Service Assistant • Persons working on an occasional basis in the Food Service Assistant classification as temporary, provisional, or substitute employees shall be paid at $7.50 hourly. Effective APril 1, 1996, the only exception is for former employees of the Saint Paul Public School Fo��ice Department who retired with at least fve (5) years of District Food Service experience, and who return on an occasional basis in the Food Service Assistant classification as temporary or substitute employees shall be paid at the 6-Year Rate of the Food Service Assistant wage schedule. Persons newly employed in the Food Service Assistant or Food Service Helper classifications on a regularly-scheduled basis, shall be paid at the Base Rate until such time as the employee shall have passed the Civil Service examination for the classification, been certified and appointed to a regularly-scheduled position. Movement to pay columns beyond the base rate shall be based on completion of the specifed number of years of continuous regular employment from the date of employment with the District. 21 APPENDIX A: WAGES (continued) Baker EFFECTIVE BASE 2-YR. DATE RATE RATE June 30, 2001 $13.47 $1423 June 29, 2002 $13.84 $14.62 Food Service Supervisor 1 EFFECTIVE BASE DATE RATE June 30, 2001 $12.03 June 29, 2002 $12.36 Food Service Supervisor 2 EFFECTIVE BASE DATE RATE June 30, 2001 $13.06 June 29, 2002 $13.42 Food Service Supervisor 3 EFFECTIVE BASE DATE RATE June 30, 2001 $14.65 June 29, 2002 $15.23 2-YR. RATE $12.72 $13.07 2-YR. RATE $13.87 $14.25 2-YR. RATE $15.52 $16.14 4-YR. RATE $14.99 $15.40 4-YR. RATE $13.30 $13.66 4-YR. RATE $14.57 $14.97 4-YR. RATE $16.22 $16.87 6-YR. RATE $15.30 $15.72 6-YR. RATE $13.87 $14.25 6-YR. RATE $15.26 $15.68 6-YR. RATE $17.04 $17.72 8-YR. RATE $15.66 $16.09 8-YR. RATE $14.22 $14.61 8-YR. RATE $15.72 $16.15 8-YR. RATE $17.50 $1820 10-YR. RATE $� 5.93 $16.37 10-YR. RA7E $14,74 $15.14 10-YR. RATE $16.35 $16.80 10-YR. RATE $1826 $18.99 12-YR. RATE $16.47 $17.00 12-YR. RATE $15.61 $16.04 12-YR. RATE $17.36 $17.84 12-YR. RATE $19.30 $20.07 Minnesota Professional Develo ment Plan For School Food Service n utntion - eve e i ication remium When a regularly (civil service) certified and appointed employee has completed the credit hours required for Level 2 of the American School Food Service Certification Program for School Food and Nutrition and shall have received such certification, that employee shall become eligible for an additional thirty-five cents ($.35) per hour premium over and above his/her normal biweekly rate of pay for all hours on the payroll as long as the employee maintains a current Level 2 certification. Payment of the thirty-five cents ($.35) per hour premium shall become effective within thirty (30) days after the employee has presented to the Director of Food Service of the Saint Paul Public Schools evidence in writing of his/her completed Level 2 certification. Employees must maintain current Level 2 certification and show evidence of the renewed certification to be eligible for continuation of the premium. � U � • 22 � 2001-2003 MEMORANDUM OF UNDERSTANDING REGARDING SUMMER SCHOOL SELECTION FOR MINNESOTA TEAMSTERS LOCAL NO. 320 REPRESENTING FOOD SERVICE PERSONNEL • � This Memorandum of Understanding is by and between the Board of Education of Independent Schooi District No. 625, Saint Paul Public Schools, and Minnesota Teamsters Local No. 320, exclusive representative for food service empioyees in the Saint Paul Public Schools. The purpose of this Memorandum is to establish a clear understanding between the parties regarding the seiection of employees for the School DistricYs summer school program. Statement of Intent and Purpose It is the intention of the Employer, during the term of this Memorandum of Understanding to use the following criteria for selection of employees for the summer school food service program: t) Employment date of seniority; 2) Completion of the probationary period; 3) A satisfactory last performance appraisal. It is further understood that employees who work in the District Kitchen during the regular school year may apply for summer work only in the District Kitchen; employees who work in the schools may apply for summer work only in the schools. Employees whose assignment during the reguiar school year is split between the District Kitchen and the schools may apply for summer work in either the District Kitchen or the Schools. Employees in other food service groups will continue to be eligible for summer work under the provisions outlined above. All empioyees must adhere to sign-up times and dates as established by the Director of Food Service. This Memorandum of Understanding shall be effective as of January 29, 1998, and shail expire on June 30, 2003. INDEPENDENT SCHOOL DISTRICT NO. 625 MINNESOTA TEAMSTERS PUBLIC AND LAW ENFORCEMENT EMPLOYEES UNION LOCAL .� usiness gen ��'2� f itte 23 Il-2�? —O I INDEX A Additional Work Hours .............................. 12 B Bereavement Leave .................................... 4 Breaks......................................................... 5 C Court Duty ................................................. 13 D Discharge ..................................................14 Discipline ...................................................14 E Emergency Closings and Call In ............... 11 F FairShare .................................................... 2 Family Medical Leaves .............................. 17 Flexible Spending Account .......................... 8 Food Manager's Food Safety Certification 12 G Grievance Procedure .................... 14, 15, 16 H Hol idays ....................................................... 3 Hours........................................................... 4 1 Insurance .....................................8, 9, 10, 11 L Layoff........................................................... 7 Leaves.................................................16, 17 Line Leader Premium ................................21 Long-Term Leaves .................................... 17 Lunch Break ................................................5 M Mileage......................................................18 Military Leave ....................... ....................17 O Overtime......................................... P Probation ........................................ R Reca I I .............................................. Requests For Change of Location.. Retirement Health Insurance.......... Retirement After Age 65 ............. Retirement Before Age 65 .......... S Salary Schedule Placement ........... Salary Step Progression ................. Seniority .......................................... Severance ...................................... Short-Term Leaves ......................... Sick Leave ...................................... Supervisor Fill-in Pay ..................... U Uniforms ......................................... Union Membership ......................... V 0 � .......... 7 ........12 .......... 9 ........10 ...9, 10 ...19 19 ... 7 ...13 16 ..... 3 ... 21 ..18 .. 2 Vacation....................................................... 5 W Wages ...........................................19, 21, 22 Working Conditions .............................11, 12 Working Out Of Classification ...................11 Works h ops .................................................11 • • � �