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03-167Council File # 0� �\�.� Green Sheet # 204195 RESOLUTION C1TY OF SAINT PAUL, MINNESOTA �� Presented by Referred To Committee Date 1 RESOLVED, that the Council of the City of Saint Paui hereby approves and ratifies the attached 2 Employment Agreements between the Independent School District No. 625 and American Federarion of ✓ 3 State, County and Municipal Employees, AFL-CIO representing Clerical and Technical Employees, 4 Professional Employees Association, Tnc. and Tri-Council Local No. 49, Local No. 120 and Local No. 132 5 to establish Terms and Conditions of Employment far 2002-2004. AdoptedbyCouncil: Date � � . �L �2�03 . Council Secietary Requested by Deparhnent oE Office of Labor Relations � 1 �� DEPARTMENTlOFFICEICOUNCIL: DAiE IN[YIA'CED v y_` G LABOR RELATIONS February 6, 2003 G�EN SHEET No.: 204195 CONTACT PERSOT & PNO1�E: � INfTIAL/DATE INITIALIIATE 3LJLIE KRAUS 26b-6513 ,� � DEPAR7MEN't DII2. �_ a cmr courrcu. ' NUMBER 2 CiIY ATfORNEY � C1TY CLERK MUS7 BE ON COUI�CIL AGENDA BY (DATE) FOR BUDCE7 DII2. FIN- 8c MGT- SERVICE DIR. ROUTING 3MAYOR(ORASST.) ORDER TOTAL # OF SIGNA7URE PAGES_3 (CLIP ALL LOCATTONS FOR SIGNATIJRE) ncnox xeQL�ESrEn: This resolution approves the attached Employment Agreements between Independent School District No. 625 and the American Federation of State, County and Municipal Employees, AFLrCIO representing Clerical and Technical Employees, Professional Employees Association, Inc. and Tri-Council Local No. 49, Local No. 120 and L.ocal No. 132 to estabiish Terms and Conditions of Employment for 2002-2004. RECOMMENDATIONS: Approve (A) or Rejec[ �) pERSONAI. SERVICE CONTRACI'S MUSi ANSN'ER THE FOLL.OWING QUESTIONS: PIANNING COMMISSION ^ CML SERVICE COMMISSION 1. Haz this person/firm ever worked under a contract for this department? CID COMMITTEE Yes No STAfF 2. Has this person/finn ever bcen a ciry employce? DISIRICT COURT Yes No SUPPORTS WH]CH COUNCIL OBJECTNE? 3. Dces this person/firm possess a skill not normally possessed by any cunent ciry employee? Yes No Explain all yes answers on separa[e sheet and attach to green sAeet INITLATITG PROBLEM, SSSLE, OPPORTliNTTY (Wh0. W6at, When, Where, Why): This Agreement pertains to Boazd of Education empioyees only. R�r�'!�rD ADVANtAGESIFAPPROVED. �,��.,��yQ FED � Q LOUJ � ��eh,'f< .. NIAYOR'� U�FiCE F�fi `3 :� �x �3�3 e �;.�� DISADVA?�TAGES IF APPROVED: DISADVANTAGES IF NOT APPROVED: � TOTAL AMOUnT OF TRA:�SAC'CION: COST/REVENUE BL�DGE3'ED: FUNDL�G SOURCE: ACTTVITY NUMBER: FINA7VCIAL IIVFORMATlO'�: (EXPLALN) \, , ' S �� A Wnrld nf Oppvrtuvifiex NegotiationsJLabor Relations O�ce Phone: 651 767-8228 Fax: 651 665-0269 MEMORANDUM TO: Julie Kraus City - OSfice o4 Labor ftelations FROM: Wayne Arndt �� - Negotiations/Labor Relations Manager DATE: February 5, 2003 SUBJECT: Labor Agreements for Independent School District No. 625 Enclosed are three copies of each of the following labor agreements and a copy of the Board of Education approved agenda request for each bargaining unit: • American Federation of State, County, and Municipal Employees, AFL-Cf0 representing Clerical and Technical Employees • Professional Employees Association, Inc. • Tri-Council Local No. 49, Local No. 120 and Local No. 132 !po Enclosures INDEPENDENT SCHOOL DISTRICT NO. 625 �� --��.� BOARD OF EDUCATION SA1NT PAUL PUBLIC SCHOOLS DATE: October 15, 2002 TOPIC: Approval of Employment Agreement Between Independent School District No.625 and American Federation of State, County and Municipa{ Employees, Local Union No. 844, District Council 14, representing clerical and technical employees A. PERTINENT FACTS: 1. New Agreement is for a two-year period from July 1, 2002, through June 30, 2004. 2. Contract changes are as follows: Waqes: Effective June 29, 2002, increase wage schedule 2%. In the second year of the contract, there is no increase from July 1, 2003 through October 31, 2003. Effective November 1, 2003, increase wage schedule by 2.5%. Insurance: Effective January 2003, the district monthly contribution of $260 for single coverage is increased to $300; the district monthly contribution of $470 for family coverage is increased to $525. Effective January 2004, the district contribution for single coverage is increased to $345, family coverage is increased to $575; the district monthly contribution of $30 for single dental coverage is increased to $35. The District cap for long-term disability and life insurance is removed. LonpevitV: Effective June 29, 2002, a fifteen-year step is added for hourly employees at $.15 above their hourly rate of pay. Effective November 1, 2003, this amount is increased to $.25. Retirement Insurance: Employees terminated for cause are not eligible for retirement benefits. District Match: Effective January 1, 2003, the employer match for employees hired after May 1, 1996, is increased from $500 per year to $600. Severance: Employees who provide the District with three months notice of retirement will receive $75 per day for unused sick leave up to $16,000. Vacation: Effective January 1, 2003, all employees wilf accrue vacalion per the same accrual rate. Sick Leave: Up to 15 days of accrued sick leave may be used by a father for the birth of his child. Probation Period: The probationary period for new employees was increased from 1040 hours to 12 calendar months. 3. The District has 396 FTE's in this bargaining unit. 4. This contract maintains the DistricYs fiscal structural balance. o� -��2 Employment Agreement American Federation of State, County, and Municipal Employees, Local No. 844, District Council '14 S. This contract supports the Distric£s goal of creating institutional change. October 15, 2002 Page Two 6. This request is su6mitted by Susan Gutbrod, NegotiationslLabor Relations Assistant Manager; Wayne Arndt, Negotiations/Labor Relations Manager; Richard Kreyer, Executive Director of Human [2esources and Labor Relations; 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 for American Federation of State, County and Municipal Employees, Local Union No. 844, District Council 14, representing clerical and technical employees in this school district; duration of said Agreement is for the period of July 1, 2002, through June 30, 2004; and that the Board of Education of Independent School District No. 625 adopt a resolution that this contract maintains the DistricYs fiscal structural balance. 63 - �C�� 2002 - 200� 4 4 AGREEMENT BETWEEN SAINT PAUL PUBLIC SCHOOLS INDEPENDENT SCHOOL DISTRICT NO. 625 And � LOCAL UNION 844 DISTRICT COUNCIL 14 OF THE AMERlCAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES, AFL-CIO .� .� Representing Clerical and Technical Employees July 1, 2002 Through June 30, 2004 � �� = :�;j�,Al�'S�� ,a:... i„ u��..r��,� Pus�ic SeHaa�s / ,� Saint Paul PUBLiC SCNOQLS SAINT PAUL PUBLtC SCHOOLS Independe�t School District No. 625 • . Board of � uca ion AI Oettwig John Brodrick Anne Carroll Toni Carter Tom Conlon Elona Street-Stewart Neal Thao Chair Director Director Director Director Director Director Administration Superintendent of Schools Chief Accountability Officer Executive Assistant Area Superintendenfs Patricia A. Harvey Margo Baines Tanya Martin Pekel Luz Maria Serrano, Area A Louis Kanavati, Area B Joann Knuth, Area C Gene Janicke, Area D Terilyn Turner, Area E � . r � m e� �—r� 7 \J . \J s ARTICLE Article 1. Article 2. Article 3. Article 4. Articie 5. Article 6. Articie 7. Article 8. Article 9. Article 10. Article 11. Article 12. Article 13. Ar[icle 14. Article 15. Article 16. Article 17. Article 18. Article 19. Article 20. Article 21. Artide 22. Article 23. Article 24. Article 25. Article 26. Article 27. TABLE OF CONTENTS PAGE Preamble............................................................................................°-................ iv Recognition.............................................................................................................1 Check ................................................................................................................1 Maintenance of Standards ......................................................................................2 Management ................................................................................................2 Work Day ................................................................................................................2 Lunch Breaks and Rest Breaks ..............................................................................3 Holidays ..................................................................................................................3 Vacation..................................................................................................................4 Leavesof Absence .................................................................................................5 Wages ....................................................................................................................9 Working Out of Glassification ...............................................................................10 Mifeage.................................................................................................................10 SeverancePay ......................................................................................................11 Insurance Benefits ................................................................................................12 Probation ..............................................................................................................17 Seniority ................................................................................................................18 Discipline ..............................................................................................................20 Employee Records ...............................................................................................20 Grievance Procedure ............................................................................................21 Temporary Employees ..........................................................................................23 Bulletin ......................................................................................................23 Vacancies .............................................................................................................23 Non-Discrimination ...............................................................................................24 No Strike, No Lockout ..........................................................................................24 Legal Services ......................................................................................................24 Safety Shoes ........................................................................................................25 Termsof Agreement .............................................................................................25 Appendix A. Titles and Salaries ......................................................................28 Appendix B. Titles and Grades .......................................................................33 Appendix C. Standard Ranges ........................................................................34 ADDITIONAL INFORMATION (Not a Part of the Negotiated Agreement) • Memorandum of Understanding: Labor Management Task Force ..............................................38 Memorandum of Understanding: Labor Management Committee ...............................................39 Memorandum of Agreement: Improvement Plan Process .....................................................40 Letter of Understanding: Bumping Process ....................................................................42 Letter of Understanding: Ten-Month Employees' Vacation ............................................43 Index ..................................... ..44 � PREAMBLE i This Agreemertt, entered into by Independent School District No. 625, hereinafter referred fo as the Employer or as the District, and Local Union 844 aifiliated with Councii 14 of the American Federation of State, County, and Municipai Employees, AFL-CtO, hereinafter referred to as the Union, has as its purpose the promotion of harmonious relafions between the Empioyer and the Union, the establishment of an equitable and peaceful procedure for the resolution of differences, and the estabiishment of rates of pay, hours of work, and other conditions of emp(oyment. • u iv ��3-l� 7 ARTICLE 1. RECOGNITION • 1.1 The Employer recognizes the Union as the sole and exclusive bargaining agent for the purpose of establishing saiaries, wages, hours, and other conditions ofi employment fior all of its empioyees as outlined in the cert'rfication by the Siate of Minnesota Bureau ofi Mediation Servlces, dated October 16, 1986, in Case No. 87-PR-158 and as amended and as set forth in Section 1.2 below. 1.2 The bargaining unit covered by this Agreement shall consist of the following: Al� office, clerical, administrative and technical personnef who are employed by independent School District No. 625, Saint Paul, Minnesota, who work a minimum of fourteen (14) hours per week and sixty-seven (67) days per year, and who are public employees within the meaning of Minn. Stat. § 179A.03, Subd. 14 in the classifications listed in Appendix B excluding supervisory, confidential and aIi other empioyees. 1.3 Any present or future employee who is not a Union member shall be required to contribute a fair share fee for services rendered by the Union and, upon notification by the Union, the Employer shall check off said fee from the earnings of the employee and transmit the same to the U�ion. In no insta�ce shaii the required contribution exceed a pro rata share of the specitic expenses incurred for services rendered by the representative in reiationship to negotiations and administration of grievance procedures. This provision shall semain operative only so long as specifically provided by Minnesota law, and as othervvise legal. 1.4 The Union agrees to indemnity and hold the Empioyer harmfess against any and afl c�aims, suits, orders or judgmeMs brought or issued against the Employer as a resuN of any action taken or not taken by the Employer under the provisions of this Article 1, • Section 1.3. ARTICLE 2. CHECK OFF 2.1 The Employer agrees to deduct the Union membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Empioyer by a representative of the Union and the aggregate deductions of all employees shail 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 possibie. 2.2 The Employer shall provide a payrofl deduction for voluntary employee contributions to the Union's Political Action Committee. 2.3 The Union agrees to indemnify and hold the Employer harmiess against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of this Article. � ARTICLE 3. MAINTENANCE OF STANDARDS 3.1 The parties agree that all conditions of employmenf relafing to wages, hours of work, overtime differentials, vacations, and all other general working conditions shaN be maintained at not less than the highest minimum standard set forth in the Civil Service Rules of the City of Saint Paul (Resolution No. 3250) and the Saint Pau! Salary Plan and Rates of Compensation at the time of the signing of this Agreement, artd the conditions of employment shal! be improved wherever specific provisions for improvement are made elsewhere in this Agreement. ARTICLE 4. MANAGEMENT RIGHTS 4.1 The Union recognizes the right of the Employer to operate and manage its affairs in all respects in accordance with appiicab(e laws and regufations of appropriate authorities. Ali —figAts-and-authorify whiclithe E_m�r has not officialiy abridqed deleqated or modified by tfiis Agreement are retained by the Employer. 4,2 A pubiic employer is not required to meet and negotiate on matters of inherent managerial poiicy, which include, but are not limited to, such areas of discretion or policy as the functions and programs of the Employer, its overall budget, utilization of technology, and organizationai structure and selection and direction and number of personnel. ARTICLE 5. WORK DAY 5.1 The normal workday shall be eight and one-half (8 112) hours in duration, eight (8) of which are paid. Each normai workday shall include rivo paid fifteen (15)-minute rest breaks, !n addition, a forty-five (45) minute, duty-free lunch shall be provided. Fifteen (15) minutes of ihe duty-free lunch is paid and the remaining thirty (30) minutes is unpaid. The following is an example of a normal workday schedute: Work day begins at: Morning Rest 8reak: Lunch Break: Aftemoon Rest Break: Work day ends at: 52 5.3 5.4 5.5 8:00 a.m. 10:00 - 10:15 a.m. Noon-12:45 p.m. (15 paid minutes) 3:00 - 3:15 p.m. 4:30 p.m. The normal work week shall be forty (40) hours in any seven (7)-day period. This Article shall not be construed as, and is not a guarantee of, any hours of work per normal workday or per normal work week. Overtime is to be paid at the rate of one and one-haif (1 1/2) times the employee's normai hourly rate for all hours worked in excess of eight (B) hours per day or foRy (40) hours per week. The overtime compensation due the employee shall be paid at the rate herein cited, or by granting compensatory time on a time and one-half hasis by muYual agreement between the District and the empioyee. I� LJ u � � �-�� • ARTICLE 6. LUNCH BREAKS AND REST BREAKS 6.1 Lunch breaks shall be fiorty-five (45)-minutes in lengtfi, thirty (30} of which are unpaid, and shall be scheduied by the supervisor at approximately the middle of the empioyee's shift. 62 Ali employees' work schedules shall provide for a paid fifteen (15)-minute rest break during each one-half shift. The rest breaks shati be schedufed by the supervisor at approximateYy the middle of each one-half shift whenever this is feasible. 6.3 If an employee is scheduled to work a futt hatf-shift beyond the regular quitting time, the employee shall be entitled to the rest period that occurs during said half shift. ARTICLE 7. HOLIDAYS 7.1 Holidavs recoqnized and observed. The following days shaii be recognized and observed as paid hofidays: PJew Year's Day Labor Day Martin Luther King Day Thanksgiving Day Presidents' Day Day After Thanksgiving Memorial Day Christmas Day Independence Day Eligible employees shall receive pay tor each of the holidays listed above, on which they � perform no work, provided the holiday falls within their work year. Whenever any of the holidays fisted above sha41 tall on Saturday, the preceding Friday shaii be observed as the holiday. Whenever any of the holidays listed above falt on Sunday, the succeeding Monday shaii be observed as the hoiiday. For those employees assigned to a work week other thart Monday through Friday, the holiday shall be observed on the calendar date of the holiday. 72 Eliaibilitv Reouirements. To be eligible for hoiiday pay, empioyees must be active on the payroll the day of the holiday. The holiday shall not be counted as a working day for the purposes of this Article. 7.3 Notwithstanding Article 72, a temporary empioyee shall be eligible tor holiday pay only after such employee has been employed as a temporary employee fior siuty-seven (67) consecutive workdays. 7.4 if Martin Luther King Day or Presidents' Day faiis on a day when school is in session, the employee shall work that day at straight time and another day shaii be designated as the hofiday. This designated holiday shatl 6e determined by agreement between the employee and the supervisor. 7.5 Employees who work summer school and qualify under the eiigibiiity requirements of 7.2 above shall be pa+d for the Independence Day hotiday. 7.6 Employees who are required to work on a hoiiday {isted in Articie 7.1, except in situations defined in Article 7.4, shall be compensated on a time and one-half basis in addition to regular holiday pay. � 3 ARTICLE 8. VACATION 8.1 Vacation credits shail accumulaYe at the rates shown below for each fuli hour on the payroli, excluding overtime. Years of service means calendar years of serviCe, regardless of F.T.E. [� For Twelve (121-Month Emplovees Years of Service First year through 4"' year 5"'�ear through 9"' year 1Q year through 15'" year 16"' year through 23` year 24"' year and thereafter Years of Service First year through 4�' year 5"'�year through 9"' year 10 year through 15"" year 16"' year through 23` year 24'" year and thereafter Twelve-Month Accrual Rate` .0500 .0692 .0769 .0923 .1115 Ten-Month Accrual Rate' .0521 .0713 .0790 .0944 .1136 Annual Hours Eamed 104 144 160 192 232 Annual Davs Eamed 13 18 20 24 29 Hours Earned Davs Earned 91.5 11.5 125.5 15.7 139.0 17.4 166.1 21.0 200_0 25.0 'There is a difference in the ten (t0)-month and twelve (12)-morith accrual rates so that the full value of the ihree (3) converted hoiidays (twenty-four [24j hours) will be earhed during that length of work year. The twelve-month hours and days are based on a 2,080-hour woric year, the [en (10)-month hours and days are based on a 1,760-hour work year. 8.1.i Effective January 1, 2003, vacation credits shall accumulate at the rates shown betow for each full hour on the payroli, excluding overtime, for all employees. Years of service means calendar years of service, regardless of F.T.E. Years of Service First year through 4"' year 5"'�ear through 9"' year 10 year through 95"' year 16�' year through 23'� year 24'" year and thereafter Annual Accrual Rate' Hours Eamed .0521 Y 08.4 .0713 148.3 .0790 164.3 .0944 196.4 .1136 236.3 Annual Davs Eamed 13.5 18.5 20.5 24.5 29.5 'Calculations are based on 2,080 hour work year and shall be rounded off to the nearest hour. The head of the department may permit an employee to carry over into the next "vacation yea�' up to one hundred sixty (160) hours of vacation. 82.1 An employee who has more than one hundred sixty (160) hours of accrued vacation remaining at the end of the last full pay period i� October shail either: (a) be required to use the hours of vacation in excess of one hundred sixty (160) hours prior to the end of the calendar year. or (b) be compensated for hours in excess of one hundred s'ucty (160) hours at end of year: or (c) be provided an exception for additional carryover of vacation try means of approvai of his/her department head. Choice of option a, b, or c is at the discretion of the Employer. � • � b3-t�7 • � ARTICLE 8. VACATION (continued) 822 82,3 For the purpose of this Article, the `vacation yea�' shall be the cafendar year. Ten (10)-month employees may use accrued vacation during the period of summer break up to June 3� with the approval of their supervisor. 8.3 The above provisions of vacation shafl be subject to the Saint Paui Sa{ary P{an and Rates of Compensation, Section I, Subd. H. 8.4 Sick leave accumulation in excess of 1,440 hours may be converted to paid vacation time at a ratio of two (2) hours of sick leave time for one (1) hour of vacation time, to a maximum of five (5) regularly assigned workdays (not to exceed a total of forty (40) hours in any year. There shali be no conversion of unused sick leave in any amount at any time to any cash payment other than the above-described conversion to vacation time or pay in Article 13. ARTICLE 9. LEAVES OF ABSENCE 9.1 Sick teave Sick leave shall accumulate at the rate ot .0576 of a working hour for each fuil hour on the payroll, excluding overtime. Sick feave accumuiation is unfimited. To be eligible for sick leave, the empioyee must report to his/her supervisor no later than one- haif hour past his/her regular scheduied starting time. The granting ofi sick leave shail be subject to the terms and provisions of this Agreement. Any employee who has accumulated sick leave as provided above shall be granted leave with pay, for such period of time as the head of the department deems necessary for the following specified afbwable uses: 9.1.i Personal Illness: Empfoyees may use accumulated sick 4eave for hours off due to personal illness. The employee may be required to furnish a medical certificate from a quafified physician as evidence of illness or physical disability in order to qualify tor paid sick leave as per District practice Accumulated sick teave may also be granted for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. 9.12 Familv Illness: Employees may use accumulated sick leave for hours off due to sudden sickness or disability of a parent or a member of hislher household or to make arsangements for the care of such sick or disabled persons up to a maximum of eight hours sick leave per incident. Up to forry (4A) hours of accumulated sick leave may be used in a work year to allow the employee to care for and attend to the serious or critical iilness of his/her spouse or parent. These hours when used are deducted from sick Ieave. 9.1.3 Sick Child Care Leave. Sick leave to care for a sick child shall be granted on the same terms as the employee is able to use sick leave for the employee's own illness. This leave shall only be granted pursuant to Minn. Stat. §181.9413 and shall remain availabie as psovided in Statute. \J ARTICLE 9. LEAVE OF ABSENCE (continuedj 9.1.4 Bereavement Leave. A leave of absence with pay, not to exceed five (5) days, • shall be granted because of the death of an employee's spouse or child. 9.1.4.1 Up to three (3) days shall be granted because of death of other members ot the empbyee's immediate family. Other members of the immediaie family shaii mean father,, mother, sister, brother, pareM-in-law, son-in- law, daughter-in-law or grandchifd. 9.1.4.z Leave of absence for one (1) day shall be grented because of death of other close relatives. Other close relatives shall mean grandparent, uncle, aunt, nephew, niece, brother-in-law, and sister-in-law 9.1.4.3 A"day' for this purpose shaA be equivalent to the regularly assigned workday of the empbyee, and such leave shali be deducted from accumulated sick leave. 9,1.5 Adaotion Leave. Up to fifteen (15} days of accumulated sick leave may be used in a contract year to attend to adoption procedures or care for a newly adopted child. Use of these fifteen (15) days does not need to occur consecutively. 9.1.6 Male employees may use up to fifteen (15) days ot sick leave for the birth of a dependent child. 9.2 Court D�tv Leave, Any emp(oyee who is required during his/her regular working hours to appear in court as a juror or wft�ress except as a witness in his/her own behaif against tfie Employer, shail be paid the regular pay while so engaged, provided, however, that any fees that the employee may receive from the court for such service shall be paid to the . Employer and be depasfted with the Employer Business Office. Any employee who is scheduled to work a shift other than the normal daytime shift shall be rescheduled to work the normal daytime shift during such time as the employee is required to appear in court as a juror or witness. 9,3 Mititarv Leave With Pav. Any employee who shall be a member of the National Guard, the Naval Militia or any other component of the militia of the state, now or hereafter organized or constituted under state or federal law, or who shall be a member of the Officers Reserve Corps, the Enlisted Reserve Cotps, the Navai Reserve, the Marine Corps Reserve or any other reserve component of the military or rtaval force of the URited States, now or hereafter organized or constituted under federat law, shall be ent+tled to leave of absence from empioyment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefks for a(( the time when such empfoyee is engaged wRh sucti organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federai purposes, provided that such feave shall not exceed a total of fifteen (15) tlays in any calendar year and further provided that such leave shaii be allowed only in case the required mifitary or naval service is satislactorily Rerformed, which shall be presumed unless fhe cantrary is estabtished. Such leave shalt not be aitowed urttess the employee (i) retums to his/her position immediateiy upon being reiieved from such military or navai service and not later than the expiration of time herein limited for sucf� (eave, or (2} is prevented from so retuming by physicat or mental disability or other cause not due to such employee's own fault, or (3) is required by proper authority to continue in such military or naval service beyond the fime herein limiied for such leave. r7 L .� � o� �� 9.d General Non-Comoensatorv Leave of Absence. After three months of employment, an employee may make application for a leave of absence not to exceed one year. A leave of absence shatl be granted on the basis establ+shed in the Civil Service Rules (Resolution No. 3250). ARTICLE 9. LEAVES OF ABSENCE (continued) 9.4.1 Said rules are supplemented and amended by the following provision: A41 requests for unpaid leave are subject to District approval. Such sequests are to be submitted to the Human Resource Department on a form provided 6y the Employer. if an empioyee's request fior thirty (30) days or more of non-medical and non- parentaf leave is approved, the empioyee will be offered the opportunity to return to employment in an equivalent position, if a vacancy is available after the conclusion of the leave. If no equivalent vacancy exists at that time, the District will continue to consider the employee's return for two (2) years after the conclusion of leave. If no equivalent vacancy has occurred and has been assigned by the end of two (2) years from the conclusion of leave, the employee's name will be dropped from consideration as though he/she had resigned, and the employee wiil be considered resigned. "Equivalent vacancy' means a position of the same job classification held by the employee at the time of the ieave, which remains in existence, has been vacated by the resignation or termination of another employee, and which the District intends to fill in the same ciassification. • 9.5 Parental Leave 9.5.1 Parental leave is a leave without pay or benefiics which shaii be granted upon request subject to the provisions of this Section. It may be granted for reasons of adoption or pregnancy andlor the need to provide parental care for a child or children of the employee for an extended period of time immediately following adoption or the conclusion of pregnancy; such period of leave shall be no longer than one calendar year in length. Leave up to six (6) calendar months shali be granted upon request. Leave tor more than six (6) calendar months is at the discretion af the Employer. 9.52 In the case of pregnancy, an empioyee who wishes to use a period of (paid) earned sick leave at the time of pregnancy and delivery-related disability, may request unpaid parental feave for a period following the use of earned sick leave; however, sick leave time shall not be granted within (during the course of) a period of unpaid parental leave. The empioyee requesting such sequentiaf leave shall submit an application in writing to the Direetor of Human Resources of lndependent School District No. 625 not later than twetve (12) weeks in advance of the anticipated date of delivery. The employee will be required to submit, at the time of use, appropriate medical veritication for the sick leave time claimed. • 9.5.3 In the case of adoption, the employee shall submit to the Director of Human Resources of Independent School District No. 625 a written application including the anticipated date of placement of the child, at least twelve (12) weeks in advance of the anticipated date of placement, or earlier if possible. Documentation wil� be required. ARTiCLE 9. LEAVES OF ABSENCE (continued) 9.5.4 When an employee is retuming from parental leave extending over a period of • six (6) calendar months or less, fhe employee shall be placed, at the beginning of the first pay period following the scheduled date of retum, in the same position held prior to the leave or, if necessary, in an equivalent posdion. � 9.5.5 When an empioyee has requested and been granfed leave for a period �onger than six (6) calendar months, but no more than twelve (12) calendar months, the employee will be placed in an equivalent position after the scheduled dafe of retum as soon as an equivalent vacancy becomes available. For purposes of this provision, an equivalent vacancy is a position in the same title which exists, has no certified incumbent, which is to be filied, and for which no other person has rights. Famitv Medical Leave. Effective February 1, 1994, leaves of absence shall be granted as �� -••• �� +� FamilTand Medical Leave Act (FMLA) so long as it remains in force. The Human Resource Department provides proc ures coordinate contractual provisions with FMLA. 9.7 School Activities Leave Without Pav. An empioyee may request and be granted up to sixteen (16) hours of unpaid leave per calendar year for school activities of his/her own child, pursuani to Minn. Stat. § 181.9412 rules, so long as the Statute so provides. 9.6 Militarv Leave Without Pav. Any employee who engages in active service in time of war or other emergency deciared by proper authority of any of the military or naval forees of the State or of the United States for which leave is not otherwise allowed by iaw sha(f be entitted to ieave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as are imposed by law. Such leaves of e absence as are granted under 9.3 of this Article shall conform to Minnesota Statutes, Section 192, as amended from time to time and shall confer no additional benefits other than those granted by said statute. 9.9 Educationaf Leave. Leave wifh pay may be granted for educational purposes at the option of the Employer. 9.10 Union Official Leave. An employee elected or appointed to a fuli-time paid position by the exclusive representative may be granted a leave of absence without pay for not more than one (1) year tor the purpose of conducting the duties of the exclusive representative, • 0 d3-e�7 � ARTICLE 10. WAGES 10.1 The wage schedule, for purposes ofi this contract, shalf be Appendices A, B and C attached hereto. Both parties agree tfiat the incVusion ot the ciass'rfications and salasy ranges 'sn Appendices A, B and C does not preclude the employer from the following: 1. Reorganizing; 2. Abolishing class'rfications; 3. Estabiishing new class'rfications; 4. Regrading classifications; 5. Reclassifying positions. 10.2 Both parties aiso agree that titles and grades in Appendices A, B and C refer to employees in the positions at the date ot signing of the Agreement. No employee in this bargaining unit shaii suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassification takes piace. 10.3 Initial Steo Piacement. When an employee is regularly appointed into a title covered by this Agreement or moves from one titie covered by the Agreement to an appointment in a different title under this Agreement, shall be governed by Civil Service Rules. 10.4 Safarv Steoflncrease Eliqibilitv. Employees must meet the following conditions in order to be eligible for salary step advancement or, 'rf on the 5, 10 or 15-year step, to be eligible for a salary increase: 10.4.1 Full-time employees must have been paid a minimum ofi 1,040 hours on the � payroii irr the previous twelve months. Part-time employees must complete a pro- rata number of hours in order to qualify Eor a step advancement (i.e., a half-time employee must compiete five hundred twenty (520) hours to quafify for a step). 10.42 If an employee is on an improvemert plan, the employee must be on track wfth the components of the improvemeni plan. 10.4.3 The improvement plan process as it relates to step progression and satary increases is described in a Memorandum of Agreement in the back of this Agreement. 10.5 Salarv Step Proqression. 10.5.1 An employee who meets the eligibility requirements in 10.4 of this Section will advance one step up to Step 6(five-year step). 10.52 An employee who meets the eligibility requirements in 10.4 of this Section and who has completed ten (10) calendar years ot service in the District will advance one (1) additionai saiary step on the first pay period in Juiy, not to exceed Step 7. 10.5.3 An employee who meets the eligibility requirements in 10.4 of this Section and who has completed fifteen (15) calendar years of service in the District will advance one (1) additionai salary step on the first pay period in July, not to exceed Step 8. � ARFlCLE 11. WORKIN6 OUT OF CLASSIFICATION t7.1 Empbye� shall avoid, whenever possible, wortcing an employee on an out-of-class assignmeM 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 a year shall receive the rate of pay for the out-of-ctass assignment in a higher class'rfication not later than the siMeeMh (16th} day of such assignment. For purposes of this Article, an out-ofciass assignment is defined as an assignment of an employee to perform, on a fult-time basis, al! of the significant duties and responsitrilities of a position different from the empioyee's regular posftion, and which is in a classification higher than the class'rfication held by such employee. The rate of pay for an approved out-of-class assignment shail be the same rate the employee would receive 'rf such employee received a regular appointmert to the higher class"rfication. 112 For the following classitications, the provisions of 11.1 shalf not apply to pertormartce ot the duties of the next higher class'rfication in the job series: Clerk I BOE Clerk-Typist I BOE Data Entry Operator I BOE ARTICLE 12. MILEAGE � 12.1 Mileaae Allowance. Empioyees of the Schoo! 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 established by the Board of Education, The mileage reimbursement rate shall be indexed periodically to reflect the rafe established by the intemal Revenue Service. 12.2 Reimbursement Procedures. An employee must keep a record oi each trip made. Reimbursement shafl be for the actual mileage driven in the performance of assigned duties as ver'rfied by the appropriate school district administrator and in accordance with School Distriet Business Office policies and procedures. • 10 • • • ARTICLE 13. SEVERANCE PAY 13.1 13.2 The Employer shall provide a severance pay program as set forth in this Article. Payment of severance pay shait be made within the taY year of the retiremeM. To be eligitrle for the severance pay program, the employee must meet the foilowing requirements: 132.1 The employee must be f'rfty-five (55) years of age or older or must be eligible for pension under the "Rule of 90" provisions of the Public Employees Retirement Assoc+at+on {PERA). The °Rule ot 85° or the °Rule of 90" criteria shati aiso appiy to employees covered by a public pension plan other than PERA. 13.2.2 The employee must be voluntarily separated from School District empioyment or have been subject to separation by layoff or compulsory retirement. Those empfoyees who are discharged for cause, misconduct, inefficiency, incompetence or any other d'+sciplinacy reason are not eligible for this severance pay program. 13.3 If an employee notifies the Human Resource Department three (3) months in advance of the date of retirement and requests severance pay and it the employee meets the efigibitity requirements set forth in 132 above, he or she will be grarrted severance pay in an amount equal to $75 pay for each day of accrued, unused sick leave, up to 214 days. 13.3.1 If an employee notifies the Human Resource Department in less than three (3) months in advance of the date of retirement and requests severance pay and if the employee meets the eligibility requiremeni set forth in 13.2 above, he or she wiif be granted severance pay in an amount equal to $65 pay for each day of accrued, unused sick leave up to 246 days. 13.3.2 If exigent circumstances exist, such as a sudden iilnessfinjury of the employee or immediate family member necessitating immediate retirement, and if the employee meets the eligibility requirements set forth in 13.2 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 214 days. 13.4 The maximum amount ot money that any employee may obtain through this severance pay program is $16,000. 13.5 For the purpose of this severance pay program, a death of an employee shaii be considered as separation of employment and, if the emptoyee woufd have met afl of the requirements set forth above at the time of his or her death, payment of the severance pay wiii be made to the employee's estate. 13.6 For the purpose of this severance pay program, a District No. 625 employment to City of Saint Paul separat+on of employment, and such transferee shai program. transfer from Independent School employment is not considered a I not be eligible for this severance D3-e�7 11 ARTICLE 14. SECTtON 1 INSURANCE BENEFITS ACTIVE EMPLOYEE HEALTH IPlSURANCE 1.) The Empbyer will conYinue for the period af this Agreement to provide for active employees such heaRh and I'rfe insurance henefi[s as are provided by Employer at the time of execution of this Agreement. Y 2 Eliaibilitv Waitina Period, One (1) fuN moMh of corrtinuous reguiarly appointed senfice in tndependent Schooi Dishict Plo. 625 wiN be required belore an eligible empbyee ca� receive the District contritnrtion to premium cost tor heattM and life insurance provided herein. 1.3 Full-Time Status. For the purpose of this Article, full-time employment is defined as appearing on the payroll at least thirty-two (32) hours per week or at least sixty-four (64) hours per pay period, excluding overtime hours. 1.4 Nalf-Time Status. For the purpose of this Articie, �me em as appearing on fhe payroU at leasi iwerty (20) hours but less than thirty-two (32) hours per week or at least forty (40) hours but less than sixty-four (64) hours per pay period, excluding overtime hours. 1.5 Emolover Contribution Amount--Full-Time Emobvees. Effective January 1, 2002, for each eligibte employee covered by this Agreement who is employed full 6me and who selects employee insurance coverage, the Employer agrees to coM�bute the cost of such coverage or $260 per monYh, whichever is less. For each eligible fufl-time empioyee who selects family coverage, the Empioyer w�l corrtribute the cost of such family coverage or $470 per month, whichever is less. 1.5.1 Effective January 1, 2003, for each eligible empfoyee covered by this Agreement who is employed fuit time and who selects employee insurance coverage, the Emptoyer agrees to contribute the cost of such coverage or $300 per month, whichever is less. For each eligible full-time employee who selects famity coverage, the Empioyer will contribute the cost of such family coverage or $525 per month, whichever is less. 1.52 Effective January 1, 2004, for each eligibte empfoyee covered by this Agreement who is empioyed futi Hme and who selects emptoyee insurance coverage, the Employer agrees to contribute the cost of such coverage or $345 per month, whichever is less. For each eligible full-iime employee who selects family coverage, the Employer will coMribute the cost of such family coverage or $575 per month, whichever is less. � u � 12 t��-/b7 ARTICLE 14. INSURANCE, Section 1. (continued) • 1.6 Emolover Contribution Amou�t—Half-Time Emplovees. For each eligibte employee covered by this Agreement who is employed haif time, the Empioyer agrees to contribute f'rfty percent (50%) of the amount contributed for full-time employees selecting employee coverage; or fior each half-time employee who selects fiamily insurance coverage, the Employer wiil contribute fifty percent (50%) of the amount contributed for fu11-time employees selecting family coverage in the same insurance plan. 1.6.1 Notwithstanding Section 1.6 above, employees covered by this Agreement and employed half time prior to January 1, 1986, shall receive the same insurance contributions as a tull-time employee. This Section 1.6.i applies only to employees who were employed half-time during the month of December 1985 and shali continue to apply only as long as such employee remains continuously employed half time. 1.7 Life Insurence. For each eligible employee, the Employer agrees to provide $25,000 life insurance coverage. This amount shall drop to $5,0�o of coverage (i� the event of ea�ly retirement) until the retiree reaches age 65; then ali Empioyer coverage shail terminate. 1.8 Dental Insurance. Effective January 1, 2002, the Employer wiil contribute tor each eligible employee covered by this Agreement who is employed full-time toward participation in a dental care ptan offered by the Employer up to $30 per month for single coverage. 1.8.1 Effective January 1, 2003, employees who wish to enroll in family dental coverage may pay the difference between the cost of fiamily coverage and singte coverage. � 1.8.2 Effective January 1, 2004, the Employer will contribute for each eligible employee covered by this Agreement who is employed full-time toward participation in a dental care plan offered by the Empioyer up to $35 per month for single coverage. 1.9 Lorta-Term Disabilitv Insurance. The Employer shall provide, for each eligible employee covered by this Agreement who is employed full time, long-term disability insurance. 1.10 Flexible Snendina AccouM. It is the iMent of the Emptoyer to mairrtain during 1he term ot this Agreement a plan for medical and child care expense accounts to be available to employees in this bargaining unit who are eligible for Employer-paid premium contribution for health insurance for such expenses, within the established legal regulations and IRS requirements for such accounts. 1.11 The contributions indicated in this Article 14 shall be paid to the Employer's group health and welfare plan. 1.12 Any cost of any premium for any Employer-offered employee or family insurance coverage in excess of the doffar amounts stated in this Articie 14 shall be paid by the employee through payroll deduction. ' 1 LJ 13 l4RT�',Y:E 14. 4�iS111�AtF10E (cantinued) SE�PION �. RETtREMENT HEAL�"H 4NSURANCE �u6d.1. 82€iefd Efiaibi(ikvior.Emalovees who Retire H efore Aae fi 5 � 1 fmatovees hir�d irato pistrict service before Mav 1 1996, must have completed the following service .eligibifity reQuiremenfs with'IndependentSchooi :District No. 625 prior do ceYiFerrient im oFder to be eligible for any paymert of any insurance premium con4ribntion b�s�he t3istcict after setir�ment: A. Be r.eceiving pension benefits from PERA, St. Paut Teachers Retiremsrtt Association or ather public employee retiree program at fhe time of retirement and have �euered the employmeM relationship with Independent School Distric[ 625; �. C_ >D. E. i�tust be at teast fi[ty-eight (58) years af age .and :have c.nrnpleted tuuerity-five (25.) The ccambination of their age and their years of service •must equal eigtt4y-five (85) �r �more, or; �ttlust,have compteted at teast fhicEy (.30) yeacs of ssrviea,.or, i�ilrast krane .��npleted at .IeasY .fwent� (�Q) canseet�iue , �eears of •service wiEhin slndepenckert �8chool Di&tEict H�. 625 ;i[p�ediatety.precedi� �retiremer�i. Y�ars :af :r,egutar -seruice uuith .4he Gity ofi :Saint Paul anrili eontinue to be _caurrted taward chtee�ing �lite:service,reqnirenrent.of this Sutzdi�r�siQn ]..1 B, C or D, b�t nQt for 1.1 E. 12 Enmlovees hired into District service atter Mav 1 1996 must haue completed .truenty (20) years .of service wifh tndependertt Sahool Qis4rict No. 825, Time wifh 3he City of Sairrt f�ul u�i[I not�eLauntedto�nrard this �nveMy.(�0}-�ear.requirement. �..� �IigiailiEy�ee�uirere�entsfAr aU refirees: A. A relicee may �ot carry.his/her spouse.es a dependertt°'rf sueh spouss:�s alsp an independerrt SChooi Distric[ No, 62� °reticee or Jndependeni School'District lalo. 825 scnpta�e artd �figihte fior and is , sn€nite�.rc� the :Indepemdern SehaoJ Ylis#�iet iVo. fii25 health irusurance��ogram, or in,any Emp(ayer-paidahea'!th insur,ance pcagrarn. $. AddRiornal ,depender�ts heyansi those .desigriafed to the UisErict at ihe time Qf reYirernert�may nqt�tze added at.DisFncY�nseafter xetirs�nert. � T� �r�loyee �zest rttake applic�ia� 3l�mugt� ,District paocedures �riar:to the date of retiFertre�t in;o�rder to be .efigible far.any henefits prowided 'm this Seetion. D.. �nap"loy.ees iterminated :for .cause �will .nr�t ,be elig�ale ior �ermplay�r cor�tribu[iops taward irtsrMance premiums for .pr,e-aqe &5 •or posi;age 65 coxerage, At the �player's discretion, ihe �mplayer may consider an �enptoyee's aolu�ttary resignatior� in �ieu vf termination. !� a terminafion :is cor�fested, ir�l�qibility taP 6enefits xuill .not occ�[r, uniess a neuEral thicd:party:uphalds thetermirrafion. � � � 94 � �-f� 7 • ARTfCLE 14. INSURANCE (continued) Subd• 2. Emolover Contribution Levels for Emolovees Retirina Before Aqe SixN-Five 2.1 HeaRh Insurance Empioyer Contribution Emptoyees who meet the requirements in Subd. 1 or Subd. 2 will receive a District contribution toward heafth insurance until the employee reaches sixty-five (65) years of age as defined in this subdivision. 2.1.1 The District contribution toward heaRh insurance premiums wilt equaf the same doliar amount the District conlributed for single or fami{y coverage to the carrier in the employee's fast month of aetive employment. 2.1.2 In the event the District changes health insurance carriers, it will have no impact on the District contribution for such coverage. 2.1.3 Any employee who is receiving famiiy coverage premium contribution at date of retirement and later changes to single coverage will rece'rve the dolfar contribuiion io single coverage that was provided in the contraet under which the retirement became effective. u 22 Life Insurance Employer Contribution The District wili provide for early retirees who qualify under the condRions of 1.1 or 12 above, premium contributions fior eligible retirees for $5,000 of I'rfe insurance only until their sixty-fifth (65th) birthday. No I'rfe insorance wil4 be provided, or premium contributions paid, for any retiree age sixty-five (65) or over. ubd. 3. Benefit Eliaibilitv for Emolovees After Aae Sixtv-Five (65) 3.1 Emnlovees hired into the District betore Mav 1. 1996, who retired before age sixty-five (65) and are receiving benefits per Subd. 2 above are eligible, upon reaching age sixty- five (65), for employer premium contributions for health insurance described in Subd. 4 ot this Article. 3.2 Emolovees hired into the District before May 1. 1996, who retire at age sixry-five (65) or older must have completed the eligibility requirements in Subd. 1 above or the following eligibility requirements to receive District contributions toward post-age-s'ucty-five (65) heakh insurance premiums: A. Employees hired betore January 1, 1990, must have completed at least ten (10) years of continuous employment with the District. For such employees or early retirees who have not completed at least ten (10) years of service with the District at the time of their retirement, the Employer wili discontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age siuty-five (65). r1 L J 15 ARTICLE 14. INSURANCE, Section 2. (continued) 3.3 B. Employees hired on or after January 1, i990 and prior to May t, 1996, must have compieted twenty (20) years of continuous employmenY with the District. For such empioyees or early retirees who have not completed at least twenty (20) years of service with the District at the time of their retiremeM, the Employer will discontinue providing any heafth insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age siuty-five (65). Years of certified civil service time with the City of Saint Paul eamed prior to May 1, t 996, will continue to be counted toward meeting the DisiricYs service requirement of ihis Subd. 3. Civil service time worked with City of Saint Paul after May 1, 1996, will be considered a break in District employment_ r �, 1996, shall not have or acquire in any way any th insurance premium contrib�tion for coverage in and over in Subd. 4. Emptoyees hired on or after May 1, 1996, shalt be etigibte for on y ea provided in Subd. 2 and Deferred Compensation match in Subd. Subd. 4 . Emolover Contribution Levels for Retirees After Aqe Sixtv-Five (65) 4.1 Em�lovees hired into the District before Mav 1. 1996, and who meet the eligibility requirements in Subdivisions 3.1 or 3.2 of this Articte are eligibie for premium contributions for a Medicare Suppiement health coverage policy selected by the District. Premium contributions for such policy will not exceed: Coveraoe Twe Medicare Eligible No�-Medicare Eligible Sin Ie Famil $300 per month $400 per month $400 per month $500 per month At na 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. Subd.5 Em�lovees hired after Mav 1. 1996, after completion of three (3) full years of consecutive active service in independent School District No. 625, are eligible to participate in an emptoyer matched Min�esota Deferred Compensation Plan or District-approved 403(b) plan. Upon reaching eligibility, the District wiil match up to $50 per paycheck up to $500 per year of consecutive active service, up to a cumulative 1'rfetime maximum of $12,500. Part-time employees working half-time or more will be eligible for up to one half (50%) of the available District match. Approved non-compensatory leave 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. Federal and state rules governing participation in the Minnesota Deferred Compensation Plan or District-approved 403(b) plan shall appiy. The employee, not the District, is solely responsible for determining his/her totai maximum allowable annual contribution amount under IRS regulations. 7he empioyee must inRiate an application to participate through the DistricYs spec'rfied procedures. 5.1 Effective January 1, 2003, upon reaching eligibility as described in this subdivision, the District will match up to $60 per paycheck up to $600 per year of consecutive active service, up to a cumulaYive irfetime mauimum of $12,500. u \ J • 16 D�-l�7 � ARTICLE 15. PROBATION 15.1 General Principles. This Article is effective for appoirrtments made on or afiter July 1, 2002. Extended absences of any kind (paid or unpaid) lasting one (1) week or more in duration may be excluded when calculating time toward the completion of any probationary period. 15.1.1 If a District employee who is covered by this Agreement transfers to a posftion in the City of Saint Paul, that employee will have the right to retum to hisfier former position or to a position to which the emptoyee may fiave been transferred or assigned prior to the new assignment, during or immediatety at the conclusion of that probationary period, 'rf the employes fails probation i� the City position. � � 152 Oriainal Emplovment Probation. A new employee shail serve a twelve (12)-month probationary period following regular appointment from an eligible list to a position covered by this Agreement. For the purpose ofi this Article, tweive (12) morrths shatl mean twelve (12) calendar months, inctuding non-work months. At any time during this original probationary period, the employee may be suspended, disciplined or discharged at the discretion of the Empioyer, and without �ecourse to the grievance procedure. 15.3 Promotional Probation. An employee newly promoted to a position covered by this Agreement shall remain on promotional probation for a period of six (6) moMhs. Six (6) months shall mean six (6) fuli-time equivatent months (1,040 hours on the payroll). The calculation for time on probaiion wilt exclude any unpaid breaks not worked by the employee. 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 the grievance procedure. 17 ARTICLE 16. SENIORITY 16.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The length of continuous, regular, and probationary service with the Employer from the date an empbyee was first cert'rfied and appointed to a class titie covered by this Agreement, ft being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same date, the seniority shall be determined by empioyee's rank on the eligible list from which certification was made. i 6.2 Seniority shall tertninate when an employee retires, resigns or is discharged. 16.3 In the evenf it is determined try ihe Employer that it is necessary to reduce the workforce, employees will be laid off by class title within each department based on inverse lengih of seniority as defined above. However, when layoff occurs in any of the titles listed below under Column A, layoff shall be based on inverse length of total seniority in ail tities listed on the corresponding line under Column B. The Human Resource Department wiil idenfrfy such least sernor emp yee m department reducing positions, and shall notify said employee of his/her reduction from the department. If there are any vacancies in any of the titles under Column B on which seniority was based, in any other District department, the Human Resource Department shall place the affected employee in such vacancy. If two or more vacant positions are avaitabte, the Human Resource Department shall decide which vacant positions the affected employee shall fill. If no vacancy euists in such titles, then tfie least senior District empioyee in such titles shall be identified, and 'rf the empioyee affected by the original departmentai reduction is more senior, heJshe shall have the right to claim that position and the least senior Disfrict employee in such titles shall be the employee laid off. For the purposes of this Article, the Board of Education is not inciuded 8s a City department nor is a Board of Education employee included as a City employee. Column A Child Oevetopment Technician BOE Column B Chifd Development 7echnician BOE, `Special Student Attendant BOE Clerk i BOE Cteric II BOE Clerk-Typist ! SOE Clerk-Typist II BOE Data Entry Qperator I BOE Clerk I BOE, Clerk II BOE Clerk I BOE, Clerk 11 BOE Clerk-Typist I BOE, Clerk-Typist II BOE Clerk-Typist il BOE, Clerk-Typist I BOE Data Entry Ope2tor I BOE Data Entry Operator I( BOE 18 � • � a�-�� 7 • � u ARTICLE 16. SENIORII'Y (continued) 16.4 In cases where there are promotional series, such as Technician I, Ii, 111, etc., when the number of employees in these higher titles is to be reduced, employees who have held lower titles which are in this bargaining unit will be offered reductions to the highest of these titles to which ciass seniority would keep them from being laid off, before layoffs are made by any class title in any department. 16.5 In cases where an employee to be faid off has held no regular appointment in a lower tftle in the same promotionaV series as hislher current title, tfiat employee will be offered a teduction to the title v�ifthin the bargaining unit to wfiich helshe was regularfy appointed immediately prior to his/her current title, so long as there is efther a vacancy or, if no vacancy exists, a tess senior employee in such tit(e may be displaced. In cases where an empbyee to be laid off has held no regular appoinUnent to any tities immediately prior to his(her currert titie, said employee shall be laid off. The employee reducing into a titie formerly held must satisfactorily complete a six (6)-month probationary period in such title. t 6.6 16.7 If the probationary period is not satisfactory, the employee shall, at any time during the probationary period, be reinstated to his/her former title and shall be laid off, but such employee's name will be placed on the reinstatement register in his/her former titte and "bumping' rights herein shall not again appiy to such employee. This procedure witt be foflowed by the Board ot Education for Board of Education employees. City employees being reduced or {aid off may not displace Board of Education empbyees. Board of Education employees being reduced or laid off may not disp{ace City empbyees. lt is understood that such employees will pick up their former seniority date in any class of positions that they previously held. Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after rivo years oflayoff. 19 ARTICIE 77. DISCIPLINE 17.1 Discipline will be administered for just cause on1y. Discipline will be in the form of the following actions. Such actions may be taken in an order different form that listed here, based on the specrfic employee action. 17.1.1 Oral reprimand; 17.12 W ritten reprimand; 17.1.3 Suspension; 17.1.4 Reduction; 17.1.5 Discharge. t Z2 Any writ[en reprimand made conceming any member of this bargaining unit which is fited with the Human Resource DepaRment or wdhin any Employer department, shail be shown to the member before it is placed on file. Before !he repAmand is placed on file, the Employer shal! request from ihe empbyee an acknowledgment, in writing, that the 17.3 17,4 Suspensions, reductions, and discharges vvifl be in written form. Employees and the Union will receive copies of written reprimands and notices of suspension and discharge. 17.5 Employees may examine all information in their Empioyer personnei files that concems work evaivations, commendations and/or disciplinary actiorts. Fles may be examined ai reasonable times under the direct supervision of the Emptoyer. 17.6 Preliminarv review. Prior to issuing a disciplinary action of unpeid suspension, demotion, or discharge, the supervisor will make a recommendation to his/her supervisor regarding proposed discipline. That supervisor will then offer to meet with the employee prior to making a final determination of the proposed discipline. The empbyee shali have the opportuniry to have Union representation present and be provided the opportunity to speak on his/her behalf regarding the proposed action. If the employee is unabie to meet with the supervisor, the employee wiil be given the opportunity to respond in writing. 17.7 An emptoyee to be quesfioned conceming an investigation of disciplinary action shail have the right to request that a Union representative be present. 17.8 A grievance rela6ng to this Article shal! be processed in accordance with the grievance procedure in Article 19 of this Agreement. This provision is not iMended to abrogate rigMs of vetenns pursuant to statute. ARTICLE 18. EMPLOYEE RECORDS 18.1 Any written reprimand made conceming any member of this bargaining unit which is filed vvith the Human Resource Departmerrt or within any Emptoyer department, shall be shown to the member before if is placed on fiie. Before the reprimand is placed on file, the Employer shati request from the empioyee an acknowledgment, in writing, that the reprimand has been read by said employee. 18.2 Any member of the bargaining unit may, during usual working hours, wiih the approval of the supervisor, review any material placed in the employee's personnei file, after first giving proper noYice to the supervisor in custody of such file. u � • � P� 3 // � • • ARTICLE 19. GRIEVANCE PFtOCEDURE 19.1 The Employer shall recognize stewards selected in accordance with Union rules and regufations as ihe grievance representative of the bargaining unit. The Union shall notify the Employer in writing of tfie names of the stewards and ot their successors when so named. 192 It is recognized and accepted by the Employer and the Union that the processing of grievances as hereinafter provided is limfted by the job duties and responsibilities of the empfoyees and shall therefore be accomplisheci during working hours. only when consistent with such employee duties and responsibilfties. The steward involved and a grieving employee shall suffer no loss in pay whe� a grievance is processed during working hours, provided the steward and the employee have not'rfied and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the Employer. 19.3 Tfie procedure established by this Article sha11 be the sole and exclusive procedure, except for the appeal of disciplinary action as provided by Article 17, for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this Agreement. 19.4 Grievance shall be resolved in conformance with the following procedure: Ste° 1. Upon the occurrence of an alleged violation of this Agreement, the empioyee involved wfth or without the steward shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved to the employee's satisfaction by the informal discussion, it may be reduced to writing and referred to Step 2 by the Union. The wrdten grievance shall set forth the nature ai the grievance, the facts on which it is based, the aNeged section(s} of the Agreement violated, and relief requested. Any alleged violation of the Agreement not reduced to writing by the Union within fifteen (15) workdays of the first occurrence of the event giving rise to the grievance shall be considered waived. Ste° 2. W ithin ten (10) workdays after receiving the written grievance, a designated Employer supervisor shall meet with the Union steward and attempt to resofve the grievance. If, as a result of this meeting, the grievance remains unresolved, the Employer shall reply in writing to the Union within five (5) workdays following this meeting. The Union may refer the grievance in writing to Step 3 within ten (10) workdays foliowing receipt of the Employer's written answer. Any grievance not referred in wrfting by the Union within ten (10) workdays foflowing receipt of the Employer's answer shali be considered waived. Steo 3. Within ten (10) workdays following receipt of a grievance referred from Step 2, a designated Empioyer supervisor shaii meet with the Union Business Manager or his/her designated representative, the Employee, and the steward, and attempt to resolve the grievance. WRhin ten (10) workdays following this meeting, the Employer shall reply in writing to the Union, stating the Employer's answer conceming the grievance. If, as a result of the written response, the grievance remains unresolved, the Union may refer the grievance to Step 4. Any grievance not referred in writing by the Union to Step 4 within ten (10) workdays following receipt of the Empioyer's answer shall be considered waived. � 21 ART1ClE 19. GRIEVANCE PROCEDURE (continued) Ste� 4. !i the grievance remains unresolved, the Union may writhin ten (tOj workdays • after the response of the Employer in Step 3, by written notice to the Employer request arbitration of the grievance. The arbitration proceedings shall be condueted by an arbitrator to be selected by mutual agreement of the Empioyer and the Union within ten (10) worlcdays after notice has been given. If the parties fail to mutually agree upon an arbftrator within the said ten (10)-day period, either party may request the 8ureau of Mediation Services to submit a panel of tive (5) arbitrators. Soth the Employer and the Union shail have the right to sVike two (2) names from the panel. The Union shal! sVike the first (ist) name; the Employer shall then strike one (1) name. The process will be repeated and the remaining person sha41 be the arbftrator. � i 9.5 The arbitrator shalt have no right to amend, modify, nutlify, ignore, add to or subtract from the provisions of this Agreement. The ar6itrator shatf consider and decide orty the spech� •�a�a �ubm"rtted in writinq by the Employer and the Union and shaA have no autlwrity to make a decision on any other issue n� so su . without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules or regu+ations having the force and effect of law. The arbifrator's decision shali be submitted 'm writing within thirty (30j days #ollowing close of t#ie hearing or the submission of briefs by the parties, whichever be fater, unless the pa�ties agree to an extension. The decision shail be based solely on the arbitrato�s ir�terpretation Dr a{�iiption of ihe express terms of this Agreemern and to the facts of the 9rievar�e Presented• 7'he decision oF ihe arbitrator shali be final and timding on the Employer, the Union, and the empbyees. 19.6 The fees and expenses for the arbitrator's serv�ces and proceedings shall be bome equaily by the Empbyer and the Union, provided that each party shali be responsible for • compensating iGs own representatives and witnesses. i( eiiher party desires a verbatim record o( the proceedings, ii may cause such a record to be made, providing it pays for the record. 19.7 The time tim+ts in each step of this procedure may be extended by mutual agreement of the Employsr and the Union. �9.8 1t �s ur�derst� by ihe l�nion arid the Empbyer that if an issue is determined by this grievarace procedure, it shaa!! not again be submiited for determinafion in another forum. !f an issue is deiermined byr arry other forum, it shail not agaio be suGmitted for arbitration u�r itvs grievance procedure. This provisdon is not ir�tended to aixogate rights under Sf3f.2 Af fEdEf'd{ S`f3ti1t2S. 1 J 8•i i+��aviihsta�d'mg That poa#ion � Art+cte 272 reEerring fo laws ofi ihe City of 3aiM Pa�l, rro issue regarding actians taken ur�cier ihis Agr�meni sha#I be s�bmitted to the Civii Service Commission, except as permrlied ira Article 17_8, for persons covered by yeterans preference. � � b� 1�7 • ARTICLE 20. TEMPORARY EMPLOYEES 2�.1 it is recognized that temporary employees are within the unft covered by this Agreement, however, except as specifically provided by this Agreement, temporary empioyees shall not have or acquire any rights or benefits other than specitically provided by the provisions of the Ci�l Service Rules and/or the Saint Paul Saiary Plan and Rates of Compensation. In cases of temporary work, appointment officers may fill a vacant position with a temporary employee. The appointing officer must indicate in making such a request that such employment is in fact temporary. No person shail serve as a temporary employee more than 1040 working hours in any fiscal year. No person may work in excess of 1040 hours unless the Human Resources Director approves such extension pr+or to the use of the full 104Q hours. Persons on appropriate eligibie lists shall be given, at the discretion of the Human Resources Director, preference in temporary appointmeM, and their names shalf temain on all etigible lists for regular employment. The Human Resources Director may after the number of working days permitted upon determination that market conditions warrant an adjustment. Whenever discretionary changes are made in accordance with this section by the Human Resources Director, the effective date of the action shall be preceded by a twenty day public notice period. This period shall be initiated by notice to the recognized bargaining unit for the title affected and the affected departments. . r� LJ ARTICLE 21. SULLETIN BOARpS 21.1 The Employer shall provide reasonabie bulletin space for use by the Union in posting notices of Union business and activities. Said bulletin board space shall not be used by the Union for poiitical purposes other than Union elections. Use of this butletin board is subject to approvaf of the department head. ARTICLE 22. VACANCfES 22.1 The Human Resource Department wiii post notices of job vacancies on the Saint Paui Public Schools World Wide Web page for at least five (5) workinq days before filling the vacancy so that qualified District employees who hold the title may apply for consideration. 222 For the purpose of this Article, a vacancy need not be posted if it is to be filled by a current employee to avoid a layofiF. 22.3 For the purpose of this Article, a vacancy need not be posted if it is to be filled through reinstatement of a laid-off School District employee covered by this Agreement with recali rights to the vacancy. 23 ARTICLE 23. NON-DISCRIMINATION • 23.1 The terms and conditions of this Agreement will be applied to employees equally wiYhout regard to or discrimination for or against any individual because of race, color, creed, sex, age or because of inembership or �on-membership in the Union. 23.2 Employees will perform fheir duties and responsibilifies in a non-discriminatory manner as such duties and responsibilities involve other employees and the general public. ARTICLE 24. NO STRIKE, NO LOCKOUT 24.1 Neither ihe Union, its officers or agents, nor any of the employees covered by this Agreement will engage in, encourage, sanction or suppoR any strike, or the withhoiding in - -wFjol��Fi��ar�af thP f��!i o_elformance of their duties during the I'rfe of this AgreemeM, except as spec'rfically allowed by the Public Employmen r etatiionsAct. event of a violation of this Article, the Employer will warn empioyees of the consequences of their action and shall irtstruct them to immediately retum to their rtormal duties. Any employee who fails to retum to his/her full duties within twenYy-four (24) hours of such waming may be subject to the penafties provided in the Public Employment Labor Relations Act. 24.2 No lockout, or refusal to aliow employees to perform available work, sha(I be instituted by the Employer and/or its appointing authorities during the 1'rfe of this Agreemerrt. ARTICLE 25. LEGAL SERVICES 25.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend, save harmless, and indemnify employee against tort ctaim or demand, whether groundless or othervvise, arising out of alleged acts or omission occurring in the performance or scope of the employee's duties. 252 Notwithstanding 25.'I, the Empbyer shall not be responsible for paying any legal service fee or for providing any legal service arising from any legal action where the employee is the piaintiff. • � J 24 D� 1�7 ARTICLE 26. SAFETY SHOES • 26.1 The District agrees to pay tifty doliars ($50) per year toward the purchase or repair of safety shoes for an empfoyee who is a member of this unit, under the foiiowing wndRions: The District shall contribute toward the purchase or repair of one (1) pair of shoes per contract year and shall not be responsible for any additional cost of any additional shoes hereafter. This reimbursement of frfry dollars ($50) shall be made only after verification of expenditure and approval by the Department head or designated supervisor of the employee. This fifty dollar ($50) Employer contribution shal{ apply oniy to those employees who are required to wear protective shoes or boots by the Employer, and the contribution shall not exceed the actual cost of such shoes or boots. ARTICLE 27. TERMS OF AGREEMENT 2�.1 Co�lete Apreement and Waiver of Barpaininp. 7his Agreement shall represent the compiete Agreement between the Union and the Empioyer. The parties acknowledge that during the negotiations which resulted in this Agreement, eacfi had the unlimited right and opportunity to make requests and proposals with respeet to any subject or matter not removed by law from the area ot collective bargaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Employer and the Union, for the lite of this Agreement, each voluntarily and unqualifiedly waives the right, and each • agrees that the other shall not be obligated to bargain coifectively wfth respect to any subject or matter referred to os covered in this Agreement. 27.7.1 Pav Eauitv - Possible Re-Opener. If, during the term of this Agreement, the District is found out of compliance with Pay Equity requirements by the Minnesota Department of Employee Relations (DOER), and if the finding of non-compliance indicates that American Fedesation of State, County, and Municipal Employees' c{asses which are female-dominated and described by DOER as u�der-compensated are a specific contributing cause of the non-compliance judgment, and if the non- compliance judgment stands after the completion of any and all appeal processes, then the Dis4rict and the Union will re-open the contract for the sole purpose of negotiations limited to efforts to address the spec'rfic compiiance problems in a manner designed by the parties to move toward compliance. The Union and the pistrict acknowledge that no right to strike is derived from any outcome of the negotiations or lack of agreement during this re-opener, should it be necessary to re-open. 272 Savinqs Clause. 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 hold to be contrary 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 shali continue in full force and effect. r� U 25 ARTICLE 27. TERMS OF AGRfEPAENT {continued) 27.3 Term o# Aqreement. This Agreemen# shait be in full force and effect from July 1, 2002, through June 3�, 2004, and shall be automatically reneu+ed from year to year thereafter unless either party shall nofify tha other in writing by June 1 ttaat it desires to modifiy or terminaYe this Agreemen� 27.4 This constitutes a tentative Rgreemeni behveen the parties which wi�i be recommended by Yhe Negotiations/Labor Relations Manager, but is subject to the approval of the Board of Education and is also subject to rafification by Locai Union No. 844. WlTNESSES: 1NDEPETIDENT SCHOOL DISTRiCT NO. &?5 � LOCAL UNION 844, DISTRICT COUNCIL 14 OF THE AMERICAN FEDERlaT10N OF STATFFi,--CmU1VTY. AND MUptiCIPAL Chair, Board Ftela#ions Manager Negot7aiionsJL�bor Relatioris Assistant Manager �� aate '� Locai Representative /(��JS�D {3ate � • �J • b� �� 7 � � • APPENDICES A, B AND C APPENDIX A: SALARY SCHEDULES APPENDIX B: TtTLES AND GRADES APPENDIX C: STANDARD RANGES 27 APPENDIX A: TITLES AND WAGES Clerical and Technicai Employees iW Tfttes are Board of Education Tdles and Unique from Ciry of Saint Paul Titles Years of Service Start 1 2 3 4 5 10 15 Step 1 2 3 4 5 6 7 8 rade 9 Clerk I BOE Service Worker II BOE 6-29-02 10.36 71.10 11.47 11.90 1226 12.75 13.73 '!3.$1 11-1-03 10.62 11.38 14.75 1220 i2.56 13.07 13.46 14.76 � Clerk-Typist 1 BOE (Bilingual) 6-29-02 10.60 11.28 1'1-1-03 10.86 11.57 rade 12 Data Entry Operator i BOE 6-29-02 1 t.00 11.82 11-1-03 1128 12.11 rade 13 Maif Clerk BOE 6-29-02 1121 12.04 it-1-03 71.49 12.34 rade 14 Cierk It BOE 6-29-02 i 1.47 t 2.3t i 1-1-03 1 i.75 12.6i rade 15 Order Distribution Assistant BOE 6-29-02 ft.68 12.52 11-1-03 11.98 12.83 rade i6 Data EMry Operator II BOE 11.69 12.07 12.43 12.93 13.32 14.00 11.98 12.37 12.74 1325 13.65 14.35 1224 12.68 13.06 13.58 13.99 12.54 12.99 13.38 13.92 14.34 12.47 12.96 13.35 13.89 14.30 12.78 1328 13.69 1423 14.66 12.78 1325 13.65 1420 14.62 13.10 t 3.58 13.99 14.55 14.99 13.04 13.57 13.97 14.54 13.36 13.91 14.32 14.90 6-29-02 11.96 12, 87 13.37 13.95 14.37 14.94 11-1-03 12.25 13.19 13.71 14.30 14.73 15.32 i 4.97 t5.35 15.39 15.78 i 4.70 15.07 15.03 � s.at 15.36 15.75 t 5.73 16.12 76.?6 '! 6.57 � � � D�3 !�� APPENDIX A: TITLES AND WAGES (continued) Years of Service Start 1 2 3 4 5 10 15 Step 1 2 3 4 5 6 7 8 rade 17 Clerk-Typist Il BOE Clerk-Typist 11 BOE (Bifingual) Receptionist BOE 8-29-02 12.24 11-1-03 12.54 rade 19 Accou�ting Cterk I BOE Security Monitor BOE Storeroom Assistant BOE 6-29-02 12.78 11-1-03 13.10 13.18 13.69 1429 14.72 15.31 15.77 16.58 13.50 14.03 � 4.65 15.09 15.69 '16.16 16.99 13.80 14.42 15.06 15.51 16.13 16.62 17.44 14.15 14.78 15.44 15. 90 16.54 17.03 17.87 rade 20 Clerk III BOE Community Education Clerk-Typist BOE 6-29-02 13.05 14.23 14.83 15.48 15.95 16.59 17.09 17.92 11-1-03 13.38 14.5R 15.20 15.87 16.35 17.00 17.51 18.37 � rade 22 Clerk-Typist 111 BOE Clerk-Typist III BOE (Bilingual) Data Erriry Operator ilf SOE Dupficating Equipment Operator BOE Payroll Glerk I BOE School Business Cierk Security Monitor II BOE Substitute School Clerk 6-29-02 13.69 14.93 11-1-03 14.03 15.30 rade 24 Accounting Clerk II BOE Child Development Technician Technical User Support I BOE 6-29-02 14.46 11-1-03 14.82 � 15.66 16.35 16.84 17.51 18.04 18.92 16.05 16.76 17.26 17.95 18_49 19.39 15.74 16.46 1723 16.14 16.87 17.66 17.75 18.46 19.01 19.93 18.19 18.92 19.49 20.43 29 APPENDIX A: TITLES AND WAGES (continued) Years of Service Start 1 2 3 4 5 tU 15 Step 1 2 3 4 5 6 7 8 rade 25 NuTrition Program Clerk Occupational Therapy Assistant Physical Therapy Assistant 6-29-02 14.81 16.15 16.85 17.57 11-1-03 t5.18 16.56 1728 18.01 rade 27 Clerk IV BOE Eiementary School Cierk BOE Middle Levei School Clerk Payrot( Cterk (( BOE Storekeeper BOE Student Data Clerk tV BOE 6-28-02 15.22 11-1-03 15.60 18.10 18.83 19.39 2Q.32 18.55 19.30 t 9.88 20.83 46.68 17.44 18.28 18.82 19.�8 2Q.17 2t.13 17.09 17.88 '18.73 1929 20.07 20.67 21.66 rade 29 Duplicating Equipment Operator Supervisa BOE 6-29-02 16.Q4 17.57 18.42 19.25 19.83 20.63 21.25 22.25 i 1-1-03 16.44 18.01 18.8& 19.74 20.33 21.14 21.78 22.81 rade 30 Accounting Technician ! BOE Architecturai Drafter BOE Instructional Media Clerk Instructional Media Technician Procurement Specialist 1 BOE Secretary BOE Secretary Bilingual BOE Senior High School Clericai Services Supervisor 6-29-02 16.51 18.03 18.93 11-1-03 16.92 18.48 19.40 19.75 20.39 2120 21.84 22.87 20.29 20.90 Zt.73 22.39 23.44 rade 32 � Administrative Secretary BOE Procurement Speciatist 2 BOE 6-29-02 17.43 19.08 19.97 2Q.90 21.53 22.39 23.Q7 24.14 11-1-03 17.86 19.55 20.47 2t.43 22.07 22.95 23.64 24.75 � � • � o�t�7 � APPENDIX A: TRLES AND WAGES (continued) Years of Service Start 1 2 3 4 5 10 15 � � 2 3 4 5 6 7 8 rade 33 Payroil Systems Supervisor BOE Technical User Support II BOE Transportation Coordinator I 6-29-02 17.90 19.63 20.53 21.49 22.14 23.02 23.71 24.82 11-1-03 18.35 20.12 21.04 22.03 22.69 23.60 24.31 25.44 rade 34 Accounting Technician II BOE 6-29-02 18.42 1�-1-03 1g•8$ 20.17 21.08 22.08 22.74 23.65 24.36 25.46 20.67 21.61 22.63 23.31 24.24 24.97 26.13 rade 35 Traftic Operations Coordinator BOE 6-29-02 18.93 20.71 21.70 22.72 23.40 24.34 25.07 26.22 11-1-�3 19.40 2123 2225 23.28 23.98 24.94 25.69 26.88 rade 36 Accounting and Systems Technician BOE • Network Technician I BOE 6-29-02 19.45 21.30 22.32 23.40 24.10 25.07 25.$2 27.01 11-1-03 19.94 21.83 22.88 23.99 24.71 25.70 26.47 27.69 rade 37 Transportation Coordinator It BOE 6-29-02 19.99 2i.90 22.93 24.02 24.74 25.73 26.51 27.72 11-1-03 20.49 22.45 23.50 24.62 25.36 26.38 27.17 28.4t rade 38 Accounting Sechnician III BOE 6-29-02 20.58 11-1-03 21.09 • 22.54 23.60 24.69 25.43 26.45 2725 28.49 23.10 24.19 25.31 26.07 27.11 27.93 2920 rade 40 Applications Systems Programmer/Analyst BOE Network Technician 11 BOE 6-29-02 21.79 23.84 24.95 26.16 26.95 28.Q3 28.87 30.18 11-1-03 22.33 24.44 25.58 26.81 27.62 28.73 29.59 30.93 rade 42 Accounting Technician IV BOE 6-29-02 22.99 2523 26.42 27.66 28.49 29.63 30.52 31.90 11-1-03 23.57 25.86 27.08 28.35 2920 30.38 3129 32.70 31 APPENDiX A: TRLES ANQ WAGES (continued) Schedule$ for Hourlv T"rtles Ciericaf Assistant Years of Service Start t 2 �Qp i 2 3 6-29-02 9.74 ia.Q'l t0.2& t1-1-03 9.98 102fi tQ.54 DisVilaution Worker Yea�s of Serviee Start ��5 Step 1 2 3 6-29-Q2 18.54 1 S.� t 5.15 tS-1-63 19.0� i9.48 t9J8 • \ I • � D3-��7 • � • APPENDIX B BOARD OF EDUCATION CLERICAL TITLES AND GRADES Grade Titfe 19 Accounting Clerk I BOE 24 Accounting Cierk II BOE 32 Administrative Secretary BOE Hourly Clerical Assistant BOE 9 Clerk I BOE 14 Clerk II BOE 2� Clerk lll BOE 27 Clerk IV BOE 10 Cierk-Typist I BOE 10 Clerk-Typist I (Bilingual) BOE 17 Clerk-Typist II SOE 17 Clerk-Typist II (Bilingual) BOE 22 Clerk-Typist III BOE 22 Cierk-Typist (II (Bilinguai) BOE 20 Community Educ. Clerk Typist BOE 12 Data Entry Operator I BOE 16 Data Entry Operator II BOE 22 Data Entry Operator lll BOE 36 Disbursement Auditing Supervisor BOE Hourly Distribution Worker 22 Duplicating Equip. Operator BOE 29 Duplicating Equip. Operator Supv. BOE 27 Elementary School Clerk BOE 27 Fumiture Processor BOE 30 Instructional Media Clerk BOE 29 Lead Distribution Clerk-BOE Grade Title 13 Maii Cierk BOE 27 Middle Level School Clerk BOE 25 flutrition Program Clerk SOE 15 Order Distribution Assistant BOE 22 Payroll Clerk I BOE 27 Payroll Clerk II BOE 33 Payroll Systems Supervisor BOE 32 Procurement Specialist 2 BOE 30 Procurement Specialist 1 BOE 17 Receptionist BOE 25 Risk ManagemeM Cterk BOE 22 School Business Clerk BOE 30 Secretary BOE 30 Secretary (Bilingual) 80E 19 Securiry Monitor BOE 22 Security Monitor II BOE 30 Sr. High Schooi Clerical Services Supv. BOE 9 Service Worker Il BOE 27 Storekeeper BOE 19 Storeroom Assistant BOE 27 Student Data Clerk IV BOE 22 Substitute School Cferk BOE 35 Traffic Operations Coordinator BOE 33 Transportation Coordinator I BOE 37 Transportation Coordinator 11 BOE BOARD OF EDUCATION THCHN4CAL TITLES AND GRADES 36 Accounting & Systems Technician BOE 32 Information Systems Technician BOE 40 Accounting & Systems Technician 2 BOE 30 Instructional Media Technician BOE 30 Accounting Technician 1 BOE 36 Network Technician I BOE 34 Accounting Technician II BOE 40 Network'fechnician 11 BOE 38 Accounting Technician IIl BOE 25 Occupational Therapy Assistant BOE 42 Accounting Technician IV BOE 25 Physicai Therapist Assistant BOE 40 Applications Sys, Prog./Analyst BOE 24 Technicai User Support I BOE 24 Chiid Devefopment Technician BOE 33 Technicai User Support fi BOE `Abolished except as to present incumbents 33 AFSFENt31X C: CLERiCAL AND TECHNIGAL STANdARD RANGES JUNE 29, 2002 Years af Service Start 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years Grade t 2 3 4 5 6 7 8 9 tU 11 12 74 15 i6 17 1-$ 19 20 27 Tt 23 �� 25 26 27 28 29 � 31 32 33 34 3.°i 36 37 � � ati 41 42 43 4+1 45 46 47 48 d� � b2 DistriUution Waker 53 Gfferitai P�ss�ant 9.�8 9.P5 9.39 9.56 9.76 9.94 yo.ys i 0.36 10.60 tOJS 71.00 a y.a� Y 1.69 t i.96 1224 9 2.47 12.78 13.Db 13.37 13.69 14.08 14�46 14.51 15.22 15.22 15.66 16.fl4 i&5i 7 &.95 y�.� 17.90 18.42 18.93 19.45 79.99 20.58 21.16 21.79 22_37 22.9.9 23_6$ 24_33 25.00 25.75 26.52 27.32 28.14 28.98 }8.54 9.74 9.66 9.84 9.52 7022 10.42 1 Q.63 T 0.84 t i.10 11.28 71.54 i 7.az 12.37 12.52 12.87 73.18 13_52 13.80 14.Z3 74.54 14.93 i 5.34 15.74 76.75 16.67 16.68 y �.o� 17.57 18,03 18.54 19.08 19.63 20.17 20.71 21.30 27.90 22.54 23.77 23.84 24.54 2523 25.93 26.70 27.45 2827 29.12 29.99 30.89 31.82 19.00 10.01 9.94 10.16 10.36 10.60 10.75 71.00 7121 11.47 71.69 11.93 1224 12.78 13.04 13.37 13,69 ] 4.08 14.42 14.83 15.17 15.66 16.09 78.4& is.as 17.36 17.44 n.as 1$.42 78.93 79.39 19.97 20.53 27.08 21.70 22.32 22.93 23.60 2428 24.95 25.67 26.42 27.14 28.01 28.74 29.60 30.49 31.40 32.35 33.32 19.00 7028 10.11 1029 10.53 10.71 10.95 11.13 11.38 11.65 1 i.80 i 2.07 12.36 12.68 12.96 13.57 T 3.95 14.29 14.6� 15.06 15.48 15.88 76.35 f6J4 17.23 v�� 18.14 1828 18.67 1925 19.79 20.32 20.90 21.49 22.08 22.72 23.40 24.02 24.69 25.47 26.16 26.90 27.66 28.45 2929 30.74 31.05 31.98 -32.94 33.93 34,94 i9,W 7 0.2$ 10.41 10.60 10.84 11.03 7128 11.4fi 11.72 12.00 1226 12.43 12.73 13.06 13.97 14.37 1472 15.11 15.51 15.95 16.35 16.84 1724 17.75 18.70 1$.69 18.82 1923 ys.ss 20.39 20.93 21.53 22.14 22.74 23.40 24,10 24.74 25.A3 zs.y� 26,95 27.70 za.as 29.30 30.17 37.05 31.98 32.94 33.93 34.94 35.99 79.00 10.28 10.83 y y.oz 17.28 11.47 11.73 11.92 12.19 12.48 12.75 t2.93 1324 13.58 73.89 14.54 14.94 t5.31 15.71 16.13 16.59 17.01 17.51 17.93 98.46 78.ss 19.44 19.58 20.00 2o.ss 2120 21.76 22.39 23.02 23.85 24.34 25.07 25.73 26.45 2�za 28.03 28.81 zs.ss 30.47 3i.38 3229 3326 3426 3529 36.35 37.44 t9.t30 10.28 11.15 � i.� t i.&2 17.82 12.08 1228 12.56 12.85 t3.t3 73.32 13.64 13.99 14.30 14.97 15.39 15.77 16.18 16.62 17.09 17.52 18.04 1$.47 19.01 i s.ss 20.02 20.17 20.60 2�zs 21.84 22.42 23.07 23.71 24.36 25.07 25.82 26.5i 2725 2ti.04 28.87 29.68 30.52 31.39 32.32 33.26 3426 3529 36.35 37.44 38.56 79.00 10.28 11.75 i �.ss 9224 72.45 72.72 12.93 13.22 13.52 13.81 14.00 14.34 14.70 15.09 15.73 16.f6 i 6.58 17.00 17.4d 17.92 18.37 18.92 18.37 79.93 20.32 20.98 21.13 21.5t 2225 22.87 23.47 24.14 24.82 25.49 2622 27.01 27.72 28.49 29.3i 30.15 31.02 39.9U 32.80 33.77 34,75 35.75 36.85 37.95 39.09 40,26 i 9.15 10.28 • � • 34 03l�7 • APPENDIX C: CLERICAL AND TECHNICAL STANDARD RANGES NOVEMBER 1, 2003 Years of Service Start 1 Year 2 Years 3 Years 4 Years 5 Years 10 Years 15 Years � • Grade 1 2 3 4 5 6 7 8 9 10 ti 12 13 14 15 16 17 18 19 20 27 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 4h 45 46 47 48 49 50 52 Dishibution Waker 53 Clerical Assistant 9.31 9.49 9.63 9.80 10.00 10.19 10.42 10.62 10.86 11.02 11.28 11.49 71J5 11.98 72.25 12.54 12.78 13.10 13.38 73.71 14.03 14.43 14.82 15.18 15.60 15.60 'I6.05 16.44 16.92 17.38 17.86 18.35 18.88 19.40 7 9.94 20.49 21.09 21.69 22.33 22.93 23.57 2427 24.94 25.63 26.39 27.19 28.00 28.84 29.71 19.01 9.98 9.90 10.09 9.76 10.48 10.68 10.89 11.11 11.38 11.57 11.82 12.11 12.34 12.61 12.83 13.19 13.50 13.86 14.15 14.58 14.90 15.30 15.72 16.t4 16.56 7 7.03 17.09 17.49 78.Oi 18.48 19.00 19.55 20.12 20.67 2t 23 21.83 22.45 23.10 23.75 24.44 25.16 25.86 26.58 27.37 28.14 28.98 29.85 30.74 31.67 32.62 t 9.48 10.26 10.19 10.42 10.62 10.86 11.02 11.26 11.49 11.75 11.98 1223 12.54 12.78 13.10 13.36 13.77 14.03 14.43 14.78 15.20 15.55 16.05 16.41 16.87 1728 17.80 17.88 18.33 1 B.88 19.40 19.87 20.47 21.04 2i.61 2225 22.88 23.50 24.19 24.89 25.58 26.31 27.08 27.82 28.71 29.46 3Q.34 31.25 32.19 33.16 34.15 19.48 10.54 10.55 10.79 7 0.98 1122 11.47 11.67 11.94 1220 12.37 12.67 12.99 13.29 13.58 13.91 14.30 74.65 15.03 15.44 15.87 16.27 16.76 17.16 17.66 18.01 18.60 18.73 19.13 19.74 2029 20.82 21.43 22.03 22.63 2328 23.99 24.62 25.31 26.OA 26.81 27.57 28.35 29.16 30.03 30.90 31.82 32.75 33.76 34.77 35.82 19.48 10.54 i 0.86 11.11 11.31 11.56 1175 12.02 12.30 12.56 1274 13.05 i 3.38 13.69 13.99 14.32 14J3 15.09 15.49 7 5.90 16.35 16.76 17.26 17.67 18.19 18.55 19.16 19.29 19.71 20.33 20.90 27.45 22.07 22.69 23.31 23.98 24.71 25.36 26.07 26.83 27.62 28.39 2920 30.03 30.93 31.82 32.78 33.76 34.77 35.82 36.89 19.48 10.54 7 i1.10 1 t.30 11.56 11.76 12A2 12.22 12.50 12.79 13.07 13.25 13.57 13.92 1423 14.55 14.90 15.32 15.69 16.71 16.54 17.00 17.43 17.95 18.38 18.92 19.30 19.92 20.07 20.50 21.14 21.73 22.31 22.95 23.60 242A 24.94 25.70 26.38 27.11 27.90 28.73 29.53 30.38 3124 32.17 33.10 34.09 35.12 36.17 37.25 38.37 19.48 10.54 � 1.43 11.64 11.91 12.11 12.38 � 2.59 12.87 13.17 13.46 13.65 13.98 14.34 14.66 14.99 15.35 15.78 16.16 16.59 17.03 17.51 17.96 18.49 18.93 19.49 7 9.88 20.52 20.67 21.11 21.78 22.39 22.98 23.64 24.31 2A.97 25.69 26.47 27.17 27.93 28.74 29.59 30.42 31.29 32.17 33.13 34.09 35.12 36.17 37.25 38.37 39.52 19.48 7 0.54 12.05 1226 12.54 12.76 13.04 1325 13.55 13.86 14.76 14.35 14.7D 15.07 15.41 15.75 16.12 7 6.57 16.99 17.42 17.87 15.37 18.83 19.39 19.85 20_43 20.83 21.50 21.66 22.�6 22.81 23.44 24.06 24.75 25.44 26.13 26.88 27.69 28.41 2920 30.05 30.93 31.79 32.70 33.62 34.62 35.62 36.68 37.77 38.90 d0.07 4126 19.78 10.54 35 r�� -�� ADDITiONAL INFORMATION (Not a Part ofi the Agreement) MEMORANDA OF UNDERSTANDfNG lahor Management Task Force Labor Management Committee • MEMORANDUM OF AGREEMENT Improvement Plan Process LE'iTERS OF UNDERSTANDING Bumping Process Ten-Month Employees' Vacations u 37 MEMORANDUM OF UNDERSTANDING BETWEEN AMERiCAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, DiSTRICT COUNCIL 14, LOCAL NO. 844 {AFSCME) REGARDING LABOR MANAGEMENT TASK FORCE The parties agree to continue a formal Labor Management Task Force to review issues both parties agree upon, including the appropriate use of titles in various positio�s in the District. It is further understood that the Union and the Empfoyer will appoint members to the task force and all decisions wi!! be th�ough co�sensus based decision making. The Task Force may make recommendations to the Superintendent of Schools and the Union. The Union and the District agree that the Task Force may: 1. Review descriptions for tiiles and identify elements that distinguish the typica! responsibilities for AFSCME pasitions from others in the District. 2. (dentify and discuss exisfing positions and appropriate unit determinafions. 3. Work to develop a procedure to assure future appointments are piaced in the appropriate title and bargaining unit. 4. Develop an agreement regarding employees in the District who currenUy are found to be in the wrong title or bargaining unit. 5. Discuss other relevant issues as agreed upon. INDEPENDENT SCHOOL DISTRICT NO. 625 IOCAL UNION 844, DISTRICT COUNCIL 14 OF THE AMERICAN FEDERATION OF STATErGYJUNTY. AND MUPdiCIPAL Local �ss Representative / o/� s/ o � Date / O� �1 Da- Date � 38 • � . NegoSations/La� rRelations Assistani Manager • MEMORANDUM OF UNDERSTANOING BETW EEN AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, DISTRICT COUNCfL 14, LOCAL NO. 844 (AFSCME) REGARDING LABOR MANAGEMENT COMMITTEE • • The Union and Employer agree to utilize a Labor Management Committee with consensus based decision making to explore topics of mutual interest. One topic the Committee wili discuss during the 2002-04 conVact period is staff development for c�erical and technicai empioyees. Other topics may be discussed, upon agreement of the parties. The Labor Management Committee will make recommendations to the Superintendent of Schools and the Union. The parties agree to a good faith attempt to resolve the issues. INDEPENDENT SCHOOL DISTRICT NO. 625 Chair, Board LOCAL UNION 844, DISTRICT COUNCIL 14 OF THE AMERICAN FEDER4TION OF STATE.�OUNTY. AND MllNICiPAL Ne�tiationsiCabor Relations Manager �si , Negotiations/La r Relations Date Assistant Manager / b �� S�O� Date �7 E•3L! �a,�.,,��Q W � /� ness Representative �b1is/��- ��3-lt� � MEMORANDUM OF AGREEMENT BETWEEN AMERICAN FEDERATION OF STATE, COUNTY AND MUNIClPAL EMPlOYEES, DISTRICT COUNCIL 14, LOCAL NO. 844 (AFSCME) REGARDINGIMPROVEMENT PLAN PROCESS The Union and Distrfct jointly affirtn that individual improvement plans are an appropriate method through which to identify job-related areas of concem and provide an opportunity for employees to improve performance. This process connects an employee's step advancement or salary increase to the following improvement plan process. fNFORMAL PROCESS a^�___ a,_m°loxee meet on an informal basis to discuss performance concems. The supervisor clearly corrections. • St 2p 2: ff the emp(oyee is not meeting performance expectations after an appropriate period of fime, the supervisor notifies the employee in writing of a meeting to discuss the components of an improvemettt plan. The written notification irtiorms the employee that he/she has the right to Union representation at th�s meeting. Ste� 3: FORMAL PROCESS The employee and supervisor [and union represenfafive, if empfoyee desires] meet to discuss the components and fimetines of an improvement ptan. The plan artieulates the areas of cortcem, • actions the empbyee and supervisor must take to be on Yrack wiih the plan, and timelines fo meet to discuss progress. `On track" means following the actions and adhering to the timelines outlined in the improvement plan. The employee may appeal the components or timelines of the improvement plan to the next level supervisor. Step 4: If the employee is on the improvement plan as of June 1 and NOT on track with the components of ihe plan, the employee's step or salary increase (if not eligible for a step) is withheld. If the employee is on track, no action is taken. The improvement plan must have been in place since March 1 in order to Iose a step/salary increase. Also, rf the supecvisor is not on track, a step/salary increase may not be withheid. Ste° 5: The supervisor must meet with ihe employee approximately two moMhs, tour months, and six months after the withholding of a step/salary increase. The purpose of these meetings is to assess whether the employee and the supervisor are on track, to provide assistance and resources, and to answer any questionslconcems the employee may have. If the employee is on track or the supervisor is not on treck, the employee's step/salary increase will be reinstated retroactive to Jury 1. Ste° 6: At the six-month meeting, one of the following will occur. 1) The employee will be on track or the supervisor will not be on track, and the employee will be taken off the improvement plan, and his/her step/salary increase restored retroactive to July 1; 2) The employee and supervisor wiil agree to extend the improvement pian for an agreed upon tength of time; 3) The empbyee will rrot be on track, and the empbyer may take disciplinary action if • performance is deficierrt. 40 MEMOR4NDUM OFAGREEMENT REGARDING IMPRO�/EMENT PLAN PROCESS • (Continued) Although placement on an improvement pian is not grievable, an employee may grieve a disciplinary action. If Number 3 occurs and the employee's step/salary increase is not restored, the employee may grieve the loss of step/salary increase at this time. Memorandum shall remain in effect for the duration of the 2002-2004 Labor Agreement. �NDEPENDENT SGHOOL DISTRICT NO. LOCAL UNION 844, DISTRICT COUNCIL 625 f 4 OF THE AMERiCAN FEDERA7fON OF � /0��5�0� Date � AND '�f�7ELi� Representative ro� �SI a�- Date 41 D�3 -/� 7 �ti� . Negotiations/L r Relations Assistant Manager LETTER OF UNDERSTANDING BE7WEEN • AMERICAN FEDERATION OF STATE, COUNTY AND MUNIClPA! EMPLOYEES, DISTRICT COUNCIL 14, LOCAL NO. 844 (AFSCME) REGARDWG BUMPING PROCESS October 15, 2002 Mr, David North, Business Representative American Federation of State, County and Municipa! Employees, Council 14 300 Hardman Avenue South, Suite 2 Re: Letter of Understanding Regarding Bumping Dear Mr. North: This letter will serve as ciarification and as an understand+ng between the School District and the Union regarding the bumping process the District employs in the event of layoffs. When a position is eliminated and the incumbent has bumping rights, at the discretion of the Disfricf and fo the extent possib(e, the empioyee wili be placed in a position with the same work year as that previously held. � This letter addresses only the parties understanding regarding the issue of bumping and placement into positions of a similar work year. It is �ot part of the labor agreement, nor does it supplant the DistricYs discretion in piacing clerical and technical employees whose positions are eliminated, Sincerely, �c"JJr! ��'�r'�.p'� Wayne Amdt Negotiations/Labor Relations Manager • 42 • LETTER OF UNDERSTANDING SETWEEN AMERICAN FEDER,4TION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, DISTRICT COUNCIL 14, LOCAL NO. 844 (AFSCME) REGARDING TEN-MONTH EMPLOYEES' VACATIONS � • October 15, 2002 Mr. David North, Business Representative American Federation of State, County and Municipa! Employees, Councii 14 300 Hardman Avenue South, Suite 2 South Saint Paul, Minnesota 55075-2469 Re: Letter of Understanding Regarding Ten-Month Employees' Vacations Dear Mr. North: This letter will serve as clarification and as an understanding between the Schooi District and the Union regarding when ten-month clerical and technicai employees may take vacation. tt is our understanding that ten-month empVoyees may use vacation, in accordance with business office rules regarding vacation use, anytime within the emp�oyee's ten-month work year, including days within the regular school year when school is not in session. These days when school is not m session include teacher workshop days, winter and spring break, and teacher prep/in-service days. All vacation must be requested in accordance with each departmenYs procedures and approved by an employee's supervisor. There may be instances where an empioyee is required to work during these non-student contact days; however, if work is not schedu4ed, employees may use available vacation time. This letter addresses only the parties understanding regarding the issue of use of vacation for ten- month empioyees. it is not part of the labor agreement, �or does it supplant the DistricYs discretion in approving specific vacation requests or the scheduling of work during non-student contact periods. Sincerely, ��.,.(�z��✓ Wayne Amdt Negotiations/Labor ReVations Manager a�3-1� 7 43 INDEX A Adoption Leave ............................................6 B Bereavement Leave .....................................5 C Court Duty Leave .........................................6 D Qiscipline ....................................................20 Dues ............................................................1 N No Strike, No Lockout ................................24 Non-Compensatory Leave Of Absence .....,.7 Non-Discrimination .....................................23 O Overtime......................................................2 P . Parentat Leave .............................................7 Preamble..................................................... iv Probation....................................................17 R Educational Leave .......................................8 Employee Records ....................................20 F Fair Share Fee .............................................1 Family Medical Leave ..................................8 Fle�tible Spending Account ........................13 G Grievance Procedure .................................21 H Heafth Insurance ........................................12 Holidays.......................................................3 / improvement Plan Process .......................40 L Labor Management Task Force ................38 Leaves Of Absence .....................................5 Legal Services ...........................................24 L"rfe fnsurance ............................................13 Lunch 8reaks ...............................................3 M Mileage ......................................................10 Military Leave With Pay ...............................6 Retirement Heakh Insurance .....................14 S Safety Shoes ..............................................25 Salaries ..............................28, 29, 30, 31, 32 Salary Step Progression ..............................9 Seniority.....................................................18 Severance Pay ...........................................11 Sick Child Care Leave .................................5 Sick Leave ...................................................5 Spouse/Dependent PareM Leave ................5 T Temporary Employees ...............................23 U Union Official Leave ..............•-•••--................8 V Vacancies ..................................................23 Vacation .......................................................4 W W ages....•• ...........................................•--•.....9 WorkWeek ..................................................2 Workday .......................................................2 Working Out Of Classification ....................10 • . 0 • 44 � � • • � . 2002 - 2004 C4LLECTIVE BARGAINING AGREEMENT between INDEPENDENT SCHOOL DISTRICT NO. 625 Saint Paul Public Schools and � THE TRI-COUNCIL LOCAL 49, LOCAL 120, AND LOCAL 132 July 1, 2002 through June 30, 2004 � ! � . '. , „ A W o r l d o f 0 p p o r t u n i t i e s 4 i • � Saint Paul PUBL(C $CHOUiS SAINT PAUL PUBLIC SCHOOLS Independent School District No. 625 Board of Education AI Oertwig John Brodrick Anne Carroll Toni Carter Tom Conlon Elona Street-Stewart Neal Thao Administration Superintendent of Schools Chief Accountability Officer ExecuYive AssisYant Area Superintendents Chair Director Director Director Director Director Director Patricia A. Harvey Margo Baines Tanya Martin Pekel Luz Maria Serrano, Area A Louis Kanavati, Area B Joann Knuth, Area C Gene Janicke, Area D Teriiyn Tumer, Area E L � , �� a \ J . � 0 � TABLE OF CONTENTS ARTICLE TITLE Princip{es ........................................................................... Article�. Recognition ........................................................................... Article 2. Maintenance of Standards .................................................... Article3. Union Rights ......................................................................... Article 4. Payroll Deduction .................................................................. Articie 5. Management Rights .............................................................. Article Safety .................................................................................... Article7. Hours .................................................................................... Article8. Seniority ................................................................................ Article9. Holidays ......................................°--..................................... Article 10. Vacations .............................................................................. Article11. Sick Leave ............................................................................ Article 12. Parental/Maternity Leave ...................................................... Article13. Jury Duty ............................................................................... Article14. Wages ................................................................................... Article15. Insurance .............................................................................. Article 16. Laborer's Supplemental Industrial Pension Plan .................. Article 17. Severance Pay ...................................................................... Article 18. Discipline Procedures ........................................................... Article 19. Grievance Procedure ............................................................ Article 20. Legal Services ...................................................................... Article 21. Strikes, Lockauts, Work lnterference ......................_............ Article 22. Savings Clause ..................................................................... Ar[icle 23. Jurisdiction ............................................................................ Articfe 24. Terms of Agreement ............................................................. Appendix ............................................................................ Appendix ............................................................................ PAGE .............................. iv ...............................1 .............................. 2 .............................. 2 .............................. 2 ...............................3 ...............................3 ...............................4 ............................... 5 ...............................6 ...............................7 ............................... 8 ...............................9 .............................10 .............................10 .............................11 .............................15 .............................16 .............................7 � .............................18 .............................20 .........................20 .........................21 ......................... 22 .........................23 .........................24 ADDITIONAL INFORMATION (Not a Part of Agreement) MEMORANDUM OF AGREEMEYVT Loss of Drivers License .................................................. Index................................................................. ...................................................28 ................................................... � T� PRINCIPLES This Agreement is entered into to facilitate the adjustment of grievances and disputes between the Employer and employees to provide, insofar as possible, for the continuous employment of labor and to establish necessary procedures for the amicabfe adjustment of all disputes which may arise between the Employer and the Union. The Employer and the Union encourage the highest possible degree of practical, friendly, cooperative relationships between their respective representatives at all levels. The officials of the Employer and the Union realize that this goal depends primarily ort cooperative attitudes between people in their respective organizations and at all levels oT responsibility, and that proper attitudes must be based on ful! understanding of and regard for the respective rights and responsibilities of both the Employer and the employees. There shall be no discrimination against any employee by reason of race, color, creed, sex or The Employer and the Union affirm their joint opposition to any discriminatory practices in connection with employment, promotion or training, remembering that the public interest remains in full utilization of employees' skill and ability without regard to consideration of race, color, creed, national origin, age or sex. � � � iv t� � ARTICLE 1. RECOGNfTION 1.1 The Empfoyer recognizes the Union as the sole and exclusive coflective bargaining agency fior all employees who have been certifiied by the State of Minnesota, Case No. 89-PR-2347, as fiollows: All employees in the classifications of: Distribution Service Worker Heavy Equipment Operator Plasterer's Tender School Grounds Crew Leader School Labor Crew Leader School Service Worker Trades Laborer Abolished titles formerly recognized as exclusively represented by the Union: � *Asphalt Raker 'Asphalt Shovefer 'Building Laborer 'Driver Operator Forestry Crew Leader Garden Laborer Gardener Grounds Crew Leader 'Groundsworker Jackhammer Operator Labor Crew Leader Mortar Mixer Sno-Go Operator Stores Laborer Sweeper Operator Tamper `Tractor Operator I Tractor Operator II `Tree Trimmer i 'Tree Trimmer II Tree Worker Truck Driver 'Unskilled Laborer who work more than fourteen (14) hours per week and more than sixty-seven (67) workdays per year, excluding supervisory, confidential, temporary, and employees exclusively represented by other labor or employee organizations. The parties agree that any new classifications which are an expansion of the above bargaining unit or which derive from the classifications set forth in this Agreement shall be recognized as a part of this bargaining unit, and the parties shall take all steps required under the Public Employment Labor Relations Act to accomplish said objective. 1.2 The Employer agrees not to enter into any contractuafly binding agreements with any employee or representative not authorized to act on behalf of the Union. There shall be no individual agreements with any employees that conffict with the terms of this Agreement, and any such agreement or contract shall be nufl and void. � ARTICLE 2. MAINTENANCE OF STANDARDS 2.1 Tfie parties agree that all conditions of employment relating to wages, hours of work, overtime differentials, 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 and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of this Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. ARTICLE 3. UNION RIGHTS 3.1 The Union may designate employees from within the bargaining unit to act a�fe�ards and shall inform the Employer in writing of such designations. Such employees shall have the rights and responsibilities as designated in Article 19 (Grievance Procedure). There shall 6e no more than one steward from each iocal involved in any one specific grievance. 3.2 There sha�l be no deducfion of pay from stewards when directly i�volved in meetings with management during working hours for grievance procedures. 3.3 Designated union representatives shall be permitted to visit employees on job sites and at department buildings during working time. ARTICLE 4. PAYROLL DEDUCTION 4.1 The Employer shall, upon request of any employee in the unit, deduct such sum as the Union may specify for the purposes of inRiation fees and dues to the l/nion, providing the Union uses its best efforts to assess such deductions in as nearly uniform and standard amounts as +s possible. The Employer shall remit monthly such deduct+ons to the appropriate designated Union. 4.2 In accordance with Minnesota Sfatute § i79A.25, Subd. 3, the Employer agrees thaf upon notification by the Union, the Employer shall deduct a fair share fee from all certified employees who are not members of the exclusive representative. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. 4,3 The Union will indemnify, defend, and hold the Employer harmless against any claims made and against any suits instituted against the Employer, its officers or employees, by reason of negligence of the Union in requesting or receiving deductions under this Artic�e. The Empioyer will indemnify, defend, and hold the Union harmless against any claims made and against any suits instituYed against the Union, iYS officers or employees by reason of negligence on the part of the Employer in making or fonvarding deductions under this Article. � • S 2 o�'� �� • ARTICLE 5. MAP}AGEMENT RIGHTS 5.1 The Union recognizes the right of the Employer to operate and manage its affairs in afl respects in accordance with applicable laws and regulations of appropriate authorities. The Employer retains the rights and authority, which the Employer has not officially abridged, delegated or mod'rfied by this Agreement. 5.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of discretion or policy as the functions and programs of the employer, its overall budget, utilization of technology, and organizational structure and selection and direction and number of personnef. ARTiCLE 6. SAFETY 6.1 Accident and injury-free operations shali be the goal of the Employer and all employees. To this end, the Employer and employee wiil, to the best of their ability, abide by and live up to the requirements of the several State and Federal Construction Safety Codes and Regulations. 6.2 To this end, the Employer shall from time to time issue rules or notices to his employees � regarding on-the-job safety requirements. Any empioyee violating such rules or notices shall be subject to disciplinary action. No employee may be discharged for refusing to work under unsate conditions. 6.3 Such safety equipment as required 6y governmental regulation shail be provided without cost to the employee. At the Employer's option, the employees may be required to sign for safety equipment and shall be obligated to return same upon discharge, layoff, quit or other termination in comparable condition as when issued, providing reasonable wear and tear. The Employer shalf have the right to withhold the cost of such safety equipment if not returned. 6.4 The Employer agrees to pay $150 over the term of this agreement toward the purchase or repair of safety shoes purchased by an employee who is a member of this unit. Preauthorization is required prior to the purchase of safety shoes. Empfoyees must contact the Facility Planning Office to obtain preauthorization for safety shoes. This contribution to be made by the Employer shall apply only to those employees who are required to wear protective shoes or boots by the Employer. � ARTICLE 7. HOURS • 7.1 The normal workday sha(I be eight (S) consecutive hours per day, exc(uding a thirty (30)- minute lunch period. The normal work week shall be five (5) consecutive normal workdays 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.) 72 Except in cases of emergencies, the Employer shall notify the affected Union of an intention to change a shift at least twenty-four (24) hours prior to the beginning of the new shift. 7.3 Employees shall report to work location as assigned by a designated Employer supervisor. During ihe normal workday, employees may be assigned to other work oca ians atthe discretion e! •�n,G—�... yPr 7.4 Call-In Pav. When an employee is called io work, he/she shall receive two (2) hours of pay if not put to work. If he/she is called to work and commences work, he/she shall be guaranteed four (4) straight-time hours of pay. 7.5 Overtime. Time on the payroll in excess of the normai hours set forth above shall be "overtime work" and shall be done only by order of the head of the department. An employee shall be recompensed for work done in excess of the normal hours 6y 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 shail be determined solely by the Empioyer. The time-and-one-half overtime rate shail be • based on the total rate, including any premium pay, being earned during the overtime hours worked. 7.6 The work break shall not exceed fifteen {15) minutes from the time the employee stops working until he/she resumes work, and shall be taken in close proximity of the employee's workstation. 7.6.1 An employee shail be allowed one fifteen (15) minute rest break during each four (4)-hour period worked during the employee's normal workday. Any employee required to remain at work following the comptetion of an eight (8)-hour workday shall be allowed a fiReen (15) minute break at approximately two (2) hours after the end of his/her normal workday, and after the completion of every four (4) hours of work thereaRer. � 0 0 3,�� ARTICLE 8. SENIORITY 8.� Seniority, for the purpose of this Agreement, shall be defined as follows: 8.1.1 DistricUCitv Senioritv. The length of continuous regular and probationary service with the Employer from the fast date of empfoyment in any and all class tftles. 8.1.2 Class Senioritv. The length of continuous regular and probationary service with the Empfoyer from the date an employee was first certified and appointed to a class title covered by this Agreement, R being further understood that class seniority is confiined to the current class assignment held by an employee. 8.2 Seniority shall terminate when an employee retires, resigns or is discharged. 8.2.1 In the event the Employer determines that it is necessary to reduce the workforce, employees will be laid off by class title within each division based on inverse length of "Class Seniority." Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two (2) years of layoff. 8.2.2 In cases where there are promotional series such as Unskilled Laborer, Crew Leader, etc., when the number of employees in these higher titles is to be reduced, employees who have held lower titles which are in this bargaining unit wiil be offered reductions to the highest of these tities to which ciass seniority would keep them from being laid off, before layoffs are made by any class title in any department. � 8.2.3 It is further understood that a laid-off employee shall have the right to placement in any lower-paid class title in this bargaining unit, provided said empfoyee has been previously certified and appointed in said lower-paid class title. In such cases, the employee shail first be pfaced on a reinstatement register and sha{I have °Class Seniority' based on the date originally certified and appointed to said class. Empfoyees may also apply for positions in a lower class but may, neveriheless, return to original class as provided in 82.2 above. 8.2.4 When the new title, School Service Worker is established, incumbents who become certified in the new title shall also retain the seniority acquired in the old title the empfoyer held in this unit, and can exercise that seniority in a layoff or reduction situation. 8.2.5 If a School Service Worker is laid off, he/she may fill a temporary position in the title Trades Laborer or replace an existing temporary employee serving in that title. 8.3 To the e�ent possible, vacation periods shall be assigned on the basis of "Class Seniority," within each class, by division. It is, however, understood that vacation assignments shall be subject to the abiiity of the Employer to maintain operations. 8.4 Promotions shall be handled in accordance with current Civil Service Rules and practices. \.J ARTICLE 9. HOLIDAYS � 9.1 Hoiidavs Recoqnized and Observed. The following nine (9) days shall be designated as holidays: New Year's Day Martin Luther King Jr. Day Presidents' Day Memorial Day Independence Day Labor Day Thanksgiving Day Day After Thanksgiving Christmas Day igE(' i6(e e�espiapees r .�,--f__eachn�the holidavs lisfed above, on which they perform no work. Whenever New YeaPs Day, Independence D� ay� ns mas fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of these three hoiidays falls on Sunday, the following Monday shall be observed as the holiday. 92 Eliqibilitv Requirements. To be eligible for holiday pay, employees must have been compensated for all scheduled hours of their last scheduled workday before the holiday or for work on the holiday. 9.3 If Presidents' Day or Martfn Luther King Jr. Day falfs on a day when schooi is in session, the employees shall work that day at straight time and another day shall be designated � as the holiday. This designated holiday shall be determined by agreement between the employee and the supervisor. 9.4 If, in ihe judgment of the Employer, personnel are necessary for operating or emergency reasons, employees may be scheduled or "called back" in accordance with Artic�e 7.4 (Call-In Pay). � 0 � �� i � ARTICLE 10. VACATIONS 10.1 Vacation credits shall accumulate at the rates shown below for each full hour on the payroll, excludi�g overtime. 10.2 10.3 Years of Service First year through completion 5 years After 5 years through completion of 1 o years After 10 years through completion of 15 years After 15 years through completion of 25 years After 25 years and thereafter Hours of Vacation Earned Per Hour on Pavroll .0500 .oss2 .0769 .1000 .1077 Annual Annual Hours Days Earned Earned 104 13 144 18 160 20 208 26 224 28 Effective September 7, 2002, vacation credits sha11 accumufate at the rates shown below for each fuli hour on the payroli, excluding overtime: Years of Service Hours of Vacation Annual Annual Earned Per Hour on Hours Days Pavroll Earned Earned First year through 4th year .0500 104 13 After the 4th year through 9th year .0692 144 18 After 9 years through 15'" year .0769 160 20 After 15 years through 25 year .1000 208 26 After 26 Years and thereafter .1115 232 29 Calculations are based on a 2,080-hour work year and shall be rounded off to the nearest hour. Years of service will be defined to mea� the number of years since the date of appointment. An empfoyee may carry over one hundred sixty (160) hours of vacation into the following "vacation year." For the purpose of this Article, the "vacation yea�" shall be the calendar year. Scheduling of vacation is subject to approval of the employee's supervisor. 10.4 Sick Leave Conversion. If an employee has a� accumulation of sick leave credits in excess of 1,440 hours, the employee may convert any part of such excess at the rate of two (2) hours of sick {eave for one (1) hour of vacation up to a maximum of five (5) regularly-assigned workdays of vacation (not to exceed a total of forty [40] hours in any year). , 10.5 The maximum number of vacation days allowed by the conversion of sick leave credits . shall be no more than five (5) days in any o�e (1) year so that the ma�cimum vacation time which may be taken in any one (1) year shall be forty (40) days including the regular vacation period, and time carried over. � 7 ARTICLE 11. SICK LEAVE i i.i Sick leave shal! accumulate at Yhe rate of .0576 of a working hour for each fuli hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave, the employee must report to his/her supervisor no fater than one-haif (1/2) hour past his/her regu(ar schedufed starting time. The granting of sick leave shall be subject to provision of verification when required 6y the supervisor, 112 Soecified Allowable Uses of Sick Leave 11.2.1 Any employee who has accumulated sick leave credits as provided above shali be granted leave with pay, for such period of time as the head of the department deems necessary, on account of sickness or injury of the employee, death of the employee's mother, father, spouse, child, brother, sister mother-in-law, father-in-law, or other person who is a member of the household, and may be grante eave ' ctual�K necessary for otfiice visits to a doctor, dentists, optometrist, etc., or in the case of sudden sickness or disability of a member of his/her household, making arrangements for the care of such sick or disabled persons up to a maximum of eight (8) hours sick leave for any one instance, to a maximum of twenty-four {24) hours in any one calendar year. � 112.2 Sick leave for sick childcare shall be gra�ted on the same terms as the employee is abie to use sick leave for the emptoyee's own iliness. This feave shall oniy be granted pursuant to Minnesota Statute § 181.9413 and sfiall remain available so long as provided in statute. � 11.2.3 One (1) day of accumulated sick leave credit may be used by the employee in the event of the death of the employee's grandparent or grandchild, aunt, uncle, sister-in-Iaw, or brother-in-law. 112.4 Spouse/Dependent Pare�t Leave. Up to five (5) days of accumulated sick leave may be used in a work year to allow the employee to care for and attend to the serious or critical illness of his/her spouse or dependent parent. These days when used are deductible from sick leave. Y 12.5 Adootion Leave. Up to fifteen (15) days of accumulated sick teave may be used in a contract year to attend to adoption procedures care for a new(y adopted child or for the father of a newborn chi�d. Use of these fifteen (15) days does not need to occur consecutively. 11.2.6 Sick leave accumulation in excess of 1,440 hours may be converted to paid vacation time at a ratio of two (2) hours of sick leave time far one (1) hour of vacation time, to a maximum of five (5) regularly-assigned workdays (nof to exceed a total of forty [40] hours in any year). 11.2.7 Medical verification will be defined to mean, "A written note issued from a qualified treating medical provider during the period the employee was absent from work." The medical verification will be provided io the employer before he/she returns to work. � D3 ��2 G � ARTICLE 11. SICK LEAVE (continued) �1.3 11.4 11.2.8 When the employer puts a person on the medical verification requirement; they will first meet with the employee to discuss the requirement. The employee and the union will receive a copy of the Ietter requiring medical ver'rfication and the letter removing the requirement. Absence While on Sick Leave With Pav 1 1.3.1 During any period in which an employee is absent from work on sick leave with pay, the employee shall not be employed or engaged in any occupation for compensation outside of his/her regular employment with Independent School District No. 625. Viofation of the provision of this paragraQh by any employee shall be grounds for suspension or discharge. Sick leave without pay may be granted in accordance with the provisions of Section 20H of the Civil Service Rules for a period up to but not to exceed three (3) years. ARTIC�E 12. PARENTAUMATERNITY(FMLA LEAVE 12.1 Parental/Maternity teave 12.1.1 Parentaf leave is a leave without pay or benefits which shail be granted upon request subject to the provisions of this Section. It may be granted for reasons ot adoption or pregnancy and/or the need to provide parental care for a child or children of the employee for an extended period of time immediately following adoption or the conclusion of pregnancy; such period of leave shall be no longer than one calendar year in Iength. 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. 12.1.2 In the case of pregnancy, an employee who wishes to use a period of (paid) earned sick leave at the time of pregnancy and delivery-related disabifity, may request unpaid parental leave for a period following ihe use of earned sick leave; however, sick leave time shali not be granted within (during the course ofi) a period of unpaid parental leave. The employee requesting such sequential leave shall submit an application in writing to the Director of Human Resources of Independent School District No. 625 not later than twelve (12) weeks in advance of the anticipated date of delivery. The empfoyee will be required to submit, at the time of use, appropriate medical verification for the sick leave time claimed. 12.1.3 In the case of adoption, the employee shall submit to the Director of Human Resources ot Independent School District No. 625 a written application including the anticipated date of placement of the child, at least twelve (12} weeks in advance of the anticipated date of placement, or earlier if possible. Documentation wiff be required. � ARTICLE 12. PARENTAUMATERNITY/FMLA LEAVE (continued} 12.1.4 When an employee is returning from parental leave extending over a period of six (6) calendar months or less, the employee shall be placed, at the beginning of the tirst pay period tollowing ihe scheduled date of return, in the same position held prior to the leave or, rf necessary, in an equivalent position. 12.1.5 When an employee has requested and 6een granted leave for a period Ionger than six (6) caiendar months, but no more than twelve (12) calendar months, the employee will be placed in an equivafenf position after the scheduled date of return as soon as an equivalent vacancy becomes avaifable. For purposes of this provision, an equivalent vacancy is a position in the same title which exists, has no certified incumbent, which is to be filled, and for which no other person has rights. absence shail be aranted as required under the federa! law known as the Family and Medical Leave c NT�4rso long as it remains irt force. The Human Resource Department provides procedures which coordinate contractual provisions with FMLA. ARTICLE 13. JURY DUTY �3.1 Any employee who is required during regular working hours to appear in court as a juror or witness, except as a witness in his own behalf againsY the Employer, shall be paid his/her regular pay while so engaged, provided, however, that any fees that the employee may receive from the court for such service shall be paid to the Employer and be deposited with tndependent School District No. 625, Business Office. Any employee who is scheduled to work a shift other than the normal daytime shift shall be rescheduled to work the normaf daytime shift during such fime as he/she is required to appear in court as a juror or witness. ARTICLE 14. WAGES 14.f 14.2 The basic hourly wage rates as estabiished by Appendix A shall be paid for all hours worked by provisional, reguiar, and probationary employees. The basic hourly wage rates as established by Appendix B shall be paid for alt hours worked by temporary employees. 14.3 Whe� an employee who is certified to more than one title in this unit is working in a higher paid title and is using sick leave, vacation time, or a holiday, his/her eligibility for pay at the higher rate shall be determined by applying the holiday pay eligibility requirements, as specified in Article 9, Section 92. If thase requiremenYS are not met, the sick leave, vacaiion, or holiday pay shall be at the lower rate. � � � 10 D � � ARTICLE 15. INSURANCE SECTION �. ACTIVE EMPLOYEE HEALTH fNSURANCE 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 6enefit providers. The Employer will attempt to prevent any changes in the benefits offered by the benefit providers. However, the empioyees selecting the offered plans agree to accept any changes in the benefits which a specific provider implements. 1RS rules and regulations shall govern the Employer provided health and welfare benefit program. 1.2 Eliqibilitv Waitinq Period. One (1) fuil month of continuous regularly appointed service in Independent School District No. 625 will be required before an eligible employee can receive the District contribution to premium cost for health and fife insurance provided herein. 1.3 Full-Time Status. 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 Qeriod, excluding overtime hours. 1.4 Half-Time Status. For the purpose of this Article, half-time employment is defined as appearing on the payroll at least twenty (20) hours but less than thirty-two (32) hours per week or at least forty (40) hours but less than sixty-four (64) hours per pay period, excluding overtime hours. An employee will be considered half time only if such employee is assigned to a position which is regularly assigned half-time hours. 1.5 Emplover Contribution Amount--�u{I-Time Emplovees. Effect'ive duly 1, 2002, for each eligible employee covered by ihis Agreemern who is employed full time and who selects employee insurance coverage, the Empioyer agrees to contribute the cost of such coverage or $265 per month, whichever is less. For each eligible full-time employee who selects family coverage, the Employer wiil contribute the cost of such family coverage or $445 per month, whichever is less. 1.5.1 Effective January 1, 2003, tor each eligibfe employee covered by this Agreement who is employed full time and who selecis empfoyee insurance coverage, the Employer agrees to contribute the cost of such coverage or $305 per month, whichever is less. For each eligible full-time employee who selects family coverage, the Empioyer will contribute the cost of such family coverage or $525 per month, whichever is less. 1.5.2 Effective January i, 2004, tor each eligible employee covered by this Agreement who is empfoyed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $345 per month, whichever is less. For each eligible full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $575 per month, whichever is less. � 11 ARTICLE 15. INSURANCE, Section 1. (continued) 1.6 Emolover Contribution Amount--Half-Time Emplovees. For each eligibie empioyee covered by this Agreement who is empfoyed half time, the Employer agrees to contribute fifty percent (50%) of the amount contri6uted for full-time employees selecting employee coverage; or for each half-time employee who selects family insurance coverage, the Employer will contribute fifty percent (50%) of the amount co�tributed for full-time employees selecting family coverage in the same insurance plan. 1.7 Regular employees actively enrolied in the medical and/or lifie insurance plans who routinely become laid off during the winter months shall receive up to four (4) months of District contribution towards the medical and /or life insurance premiums during the lay- off period. i"�3'. 1.9 For each eligible employee, the Employer shall provide $25,000 lite 1e: t h��.....!-�±m�?o �5.000 of coveraa in the event of earlv retirement unti( the eligible retiree reaches age 65; fhen all Empioyer coverage terminate. 1.8.1 EHective January 7, 2003, the Employer agrees to provide $50,000 of life insurance coverage. LongTerm Disabilitv Insurance. Effective January 1, 2003, the Employer shall provide Iong-term disability coverage for afI regular status empfoyees. 1.� 0 Flexible Soendina Account. It is the intent of the Employer to maintain during the tercn of this Agreement a plan for medical and child care expense accounts to be available to employees in this bargaining unit who are eligible for Employer-paid premium contribution for health insurance for such expenses, within the established legal regulations and IRS requirements for such accounts. 1.11 The contributions indicated in this Article 15 shall be paid to the Employer's group health and welfare plan. 1.12 Any cost of any premium for any Employer-offered employee or family i�surance coverage in excess of the dollar amounts stated in this Article 15 shall be paid by the empfoyee through payroll deducfion. Employees on winter layoff who are receiving District contributions described in 1.7 above shall pay any excess premium costs directly to the designated third party administrator for the District. Failure to make such timely payments will result in loss of coverage retroactive to the last date of premium paid by the employee. Reinstatement of coverage will not be permitted during the period of layoff. � � u 12 p 3-6 �i� • � � ARTICLE 15. INSURANCE (continued) SECTION 2. RETIREMENT BENEFITS Subd. 1. Benefit Eligibifity For Employees Who Retire Before Age 65 1.1 Employees hired into District service before January 1, 1996, must have completed the following service eligibility requirements with Independent School District No. 625 prior to retirement in order to be eligible for any payment of any insurance premium contribution by the District after retirement: A. Be receiving pension benefits from PERA, St. Paul Teachers Retirement Association or other public employee retiree program at the time of retirement and have severed the employment relationship with Independent School District 625; B. C. D. E. 12 1.3 Must be at least fifty-five (55) years ot age and have completed twenty-five (25) years of service, or; The combination of their age and their years of service must equal eighty-five (85) or more, or; Must have completed at least thirty (30) years of service, or; Must have compfeted at least twenty (20) consecutive years of service within Independent School District No. 625 immediately preceding retirement. Years of regular service with the City ot Saint Paul will continue to be counted toward meeting the service requirement of this Subdivision 1.1 B, C or D, but not for 1.1 E. Employees hired into District service after January 1, 1996, must have completed twenty (20) years of service with tndependent School District No. 625. Time with the City of Saint Paul will not be counted toward this twenty (20)-year requirement. Eliaibilitv 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 Schoo! District No. 625 employee and eligibfe Tor and is enrolled in the tndependent School District No. 625 heafth insurance program, or in any other Employer-paid health insurance program. � C. � Additional dependents beyond those designated to the District at the time of retirement may not be added at District expense after retirement. The employee must make application through District procedures prior to the date of retirement in order to be eligible for any benefits provided in this Section. Employees terminated for cause wifl not be eligible for employer contributions toward insurance premiums for either pre-age 65 or post-age 65 coverage. 13 ARTICLE 15. INSURANCE, Section 2. (continued) Subd. 2 Emolover Contribution Levels For Emolovees Retirinq Before Aqe 65 2.� Health Insurance Emplover Gontribution Employees who meet the requirements in Subd. 1.1 or Subd. 1.2 of this Article will receive a District coMribution toward health insurance until the employee reaches siuty- five (65) years of age as defined in this subdivision. 2.1.1 The District contribution toward heatth insurance premiums will equal the same dollar amount the Oistrict contribufed for single or family coverage to the carrier in the employee's last month of active employment. 2.12 In the event the District changes health insurance carriers, it will have no impact on the District contribution for such coverage. contribution at date of retireme�t and later changes to single coverage wiil receive contrib�tion to single coverage that was provided in the contract under which the retirement became effective. 22 Life fnsurance Emplover Contribution The District will provide for early retirees who qualify under the conditions of 1.� or 12 above, premium contributions for eligible retirees for $5,000 of life insurance only until their 65lh birthday. No life insurance will be provided, or premium contributions paid, for any retiree age sixty-five (65) or over. Subd. 3. Benefit Eliaibilitv For Emplovees After Aae 65 3.1 Emplovees hired into the District before Januarv 1, 1996, who retired before age 65 and are receiving benefits per Subd. 2 above are eligible, upon reaching age 65, for employer premium contribufions for healfh insurance described in Subd. 4 of this Article. 3.2 Emplovees hired into the District before January 1. 1996, who retire at age 65 or older must have completed the eligibility requirements in Subd. 1 above or the following eligibility requirements to receive District contributions toward post-age-65 health insurance premiums: A. Employees hired before May 1, 1992, must have completed at least ten (10) years of continuous employment with the District. For such employees or early retirees who have not completed at least ten (10) years of service with the District at the time of their retirement, the Employer will discontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age 65. B. Employees hired on or after May 1, 1992 and prior to January 1, 1996, must have completed twenty (20) years of continuous employment with the District. For such employees or early retirees who have not completed at least twenty {20) years of service with the District at the time of their retirement, the Employer will discontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age 65. Years of certified civil service time with the City of Saint Paul earned prior to May 1, 1996, will continue to be counted toward meeting the District's service requirement of this Subd. 3. Civil service time worked wifh Cify of Saint Paul after January 1, 1996, will be considered a break in District employment. • � u 14 �3-b��, • ARTICLE 15. lNSURANCE, Section 2. (continued) 3.3 Employees hired on or afiter Januarv 1. 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 May �, 1996, shall be eligible for only early retirement insurance premium contributions as provided in Subd. 2 and Deferred Compensation match in Subd. 5. Subd. 4 EmAlover Contribution Levels For Retirees Afiter Aqe 65 4.1 Employees hired into the District before January 1, 1996 and who meet the eligibility requirements in Subdivisions 3.� or 32 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 Twe Sinale Medicare Eligible $300 per month Non-Medicare Eligible $400 per month Familv $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 directiy and in tull by the retiree, or coverage will be discontinued. Subd. 5. Emolovees hired after Januarv 1, 1996, after completion of three (3j full years of � consecutive active service in lndependent School District No. 625, are eligible to participate in an employer matched Minnesota Deferred Compensation Plan or District-approved 403(b) pfan. Upon reaching eligibifity, the District wiii match up to $50 per paycheck up to a maximum of $500 per year of consecutive active service, up to a cumuiative lifetime maximum of $12,500. Part- time employees working half-time or more will be eligible for up to one half (50 percent) of ihe 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 cou�ted toward this three (3}-year requirement. Federal and state rufes governing participation in the Minnesota Deferred Compensation Plan or District-approved 403(b) shall apply. The employee, not the District, is solely responsible for determini�g 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 16. LABORER'S NATIONAL INDUSTRIAL PENSION PLAN 16.1 Effective September 21, 2002, the Employer will pay $.15 per hour for all hours on the payroll to the Laborer's National Industrial Pension Fund. 16.1.1 Effective June 28, 20�3, the Employer will pay $25 per hour for all hours on the payrofl to the Laborer's National Industrial Pension Fund. � 15 ARTICLE 17. SEVERANCE PAY 17.1 The Employer shai( 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. 172 To be eligible for the severance pay program, the employee must meet the following requirements: 172.1 The employee must be fifry-five (55) years ofi age or older or must be eligible for pension under the "Rule of 90" provisions of the Public Employees Retirement Association (PERA). The "Rule of 85° or the "Rule of 90" criteria sha(i also appiy to employees covered by a public pension plan ofher than PERA. 1722 The employee must be voluntarily separated from School District employment or have been subject to separation by layoff or compulsory retirement. Those employees who are isc �Tged -for—eartse incompetence or any other disciplinary reason are rrot eligible for this severance pay program. 17.3 (f an empfoyee notifies fhe 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 17.2 above, he or she will be granted severance pay in an amount equal to $80 pay for each day of accrued, unused sick leave, up to 187.5 days. • 17.3.1 If an employee notifies the Human Resource Department in tess than three (31 months in advance of the date of retirement and requests severance pay and rf � the employee meets the eligibility requirement sef 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. 17.3.2 If an employee or immediate famiiy member has a sudden illness/injury necessitating immediate retirement, and if the empioyee meets the eligibility req�irements set forth above, he or she will be granted severance pay in an amounf equal fo $80 pay for each day of accrued, unused sick leave up to 187.5 days. 17.4 The maximum amount of money that any employee may obtain through this severance pay program is $15,000. �7.5 For the purpose of this severance pay program, a death of an employee shall be considered as separation of employment and, if the empioyee would have met all of the requirements set forth above at the time of his or her deaih, payment of the severance pay may be made fo the empfoyee's estate. �7.6 For the purpose of this severance pay program, a transfer from Independent School District No. 625 employment to City of Saint Paul employment is not considered a separation of employment, and such transferee shall not be eligible for this severance program. � 16 p 3-1 �o� \ J ARTICLE 18. DISCIPLINE PROCEDURES 18.1 a) Oraf reprimand; b) Written reprimand; c) Suspension; d) Reduction; e} Discharge. � � iF� 18.3 The Employer will discipline employees for just cause only. Discipline will be in the form of: Suspensions, reductions, and discharges wifl be in written form. A notice in writing of suspensions, reductions, and discharges shall be sent to the employae and the Union within seventy-two (72) hours after such action is taken. 18.4 Preliminarv Review. Prior to issuing a disciplinary action of unpaid suspension, demotion, or discharge, the supervisor will make a recommendation to his/her supervisor regarding proposed discipline. That supervisor shall then provide written notice of the charges to the employee and otfer to meet with the employee prior to making a fina! determination of the proposed discipline. The employee shail have the opportunity to have union representation present and be provided the opportunity to speak on his/her behalf regarding the proposed action. If the employee is unable to meet with the supervisor, the employee and/or union will be given the opportunity to respond in writing. 18.5 Grievances relating to this Article may be processed in accordance with the grievance procedure under Article 19, or under Civil Service grievance procedures, but no� both. Oral reprimands shall not be grievable. 18.6. Employees who are unable to report for their normal workday have the responsibility to notify their supervisor of such absence as soon as possible, but in no event later than one-half (112) hour before the beginning of such workday. 18.7 Failure to make such notification may be grounds for discipline. 17 ARTICIE 19. GRIEVANCE PROCEDURE . 19.1 The Employer shall recognize stewards seiected in accordance with Union rules and regulations as the grievance representative of the bargaining unit. The Union shafl notify the Employer in writing of the names of the stewards and of their successors whert so named. 192 It is recognized and accepted by the Employer and the Union that the processing of grievanees as hereinafter provided is Iimited by the job duties and responsibilities of the empioyees and shall therefore be accomplished during working hours only when consistent wifh such empioyee 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 empioyee have notified and received the approva! of their supervisor(s) to be absent to process a grievance and that such absence wouid not be detrimental to the work programs of the Emptoyer. 19.3 The procedure established by this Article shail be the sole an exc usrv�proced�r� eaccept for the appeal of disciplinary action as provided by Article 18, for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this Agreement. 19.4 Grievances shall be resolved in conformance with the following procedure: Steo 1. llpon the occurrence of an aIleged 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 nof reso(ved to the empioyee's satisfaction by the informal discussion, it may be reduced to writing and � referred to Step 2 by the Union. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the Agreement violated, and the relief requested. Any alleged violation of the Agreement not reduced to writing by the Union wifhi� fen (10} calendar days of the first occurrence of the event giving rise to the grievance or the time when the employee with 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 desi8nated Employer supervisor shall meet with the Union steward and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unresolved, the Employer shatl 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 foliowing receipt of the Employer's answer shall be considered waived. . � �3-G(aZ � ARTICLE 19. GRIEVANCE PROCEDURE (continued) Steo3. Within ten (10) calendar days fof(owing receipt of a grievance referred from Step 2, a designated Employer supervisor shall meet with the Union Business Manager or designated represeMative and attempt to resolve the grievance. Within ten (i0) calendar days following this meeting, the Employer shali reply in writing to the Union stating the Employe�'s answer concerning the grievance. If, as a resuit 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. 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 mutual agreement of the Employer and the Union within ten (10) calendar days after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said ten (10j-day period, either party may request the Bureau of Mediation Services to submit a panel of five {5) arbitrators. Both the Employer and the U�ion shalf have the right to strike two (2) names from the panel. The Union shall strike the first (1 st) name; the Employer shall then strike one (1) name. The process will be repeated and the remaining person shail be the arbftrator. � � 19.5 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 shall be without power to make decisions contrary to or +nconsistent with or modifying or varying in any way the appfications ot laws, rules or regulations having the Sorce and eftect ot law. The arbitrator's decision shail be submitted in writing within thirty (30) days fotlowing 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 based solely on the arbitrator's interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. The decision of the arbitrator shall be final and binding on the Employer, the Union, and the employees. 19.6 The fees and expenses for the arbitrator's services and proceedings shall be bome 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. 19.7 The time limits in each step of this procedure may be extended by mutual agreement of the Employer and the Union. 19.8 It is understood by the Union and the Emp{oyer that if an issue is determined by this grievance procedure, it shall not again be submitted for arbitration under other procedures. tf an issue is determined by the provisions of other procedures, it shall not again be submitted for arbitration under this grievance procedure. 19 ARTICLE 20.. LEGAL SERVICES . 20.1 Except in cases of malfeasance in office or willful or wanfon neglect of duty, the Employer shall defend, save harmless, and indemnify an employee and/or his estate against any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission in the perFormance a�d scope of the empioyee's duties. 202 Notwithstanding 20.1, the Employer shall not be responsible for paying any legal service fee or for providing any legal service arising from any legal action where the employee is the plaintiff. ARTl�L� �T.�OF3kC �N�13F_ERENCE 21.1 The Unions and the Employers agree that there shall be no strikes, work stoppages, slow-downs, sit-down, stay-in or oiher concerted interference with the Employer's business or affairs by any of said Unions and/or the members thereof, and there shall be no bannering during the existence of this Agreement without first using all possible means of peaceful settlement of any controversy which may arise. ARTICLE 22. SAVINGS CLAUSE 22.1 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 contrary 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. AII other provisions shall continue in full force and effect. � • 20 ��'�� J � ARTlCLE 23. JURISDICTtON 23.1 Disputes conceming work jurisdiction between and among unions is recognized as an appropriate subject for determination by the various unions representing employees of the Employer. 232 In the event of a dispute concerning the perEormance or assignment of work, the unions involved and the Empiayer shall meet as soon as mutuaily possible to resolve the dispute. Nothing in the fioregoing shall restrict the right of the Employer to accomplish the work as originally assigned pending resolution of the dispute or to restrict the Empioyer's basic right to assign work. 23.3 23.4 Any employee refusing to perform work assigned by the Employer shall be sub}ect to disciplinary action as provided in Article 18 (Disciplinary Procedures). There shail be no work stoppage, slow down or any disruption of work resulting from a work assignment. 23.5 The subcontracting of work done by the employees covered by this Agreement shall in all cases be made only to Employers who qualify in accordance with St. Paul Administrative Code Section 82.07, Minimum Wages on Pubfic Contracts. 21 ARTlCLE 24. TERMS OF AGREEMENT 24.i The Empioyer and the Union acknowledge that during the meeting and negotiating which • resulted in fhis Agreemenf, each had the right and opportunity to make proposais with respect to any subject conceming the terms and conditions of employment. The agreements and understandings reached by the parties after the exercise of this right are £ully and completely set forth in this Agreement. Any a�d all prior agreements, resolutions, practices, policy or rules or regulations regarding the terms and conditions of emp(oyment to the extent they are inconsistent with this Agreement are hereby superseded. tn fhose areas where Civif Service Rules are not inconsistent with this Agreement, the Civil Service Rules shall continue to be in effecf. 24.2 Except as herein provided, this Agreement shall be effective as of the date it is executed by the parties and shall continue in fui! force and effecf through June 30, 2004, and thereafter untii modified or amended by mutuai agreement of the parties. Either party desiring to amend or modify this Agreement shafi notify the other in writing so as to cnmpN with the provisions of the Public Employment Labor Re(ations Act of 1971. 24.3 This consYitutes a tentative agreemenY between the parties which will be recomnt�nde� by the Board of Education negotiator but is subject to the approval of the Board of Education of fndependent School District No. 625 and is also subject to ratification by the Unions. WITNESSES: TRI-COUNCIL: OPERATiNG ENGiNEERS LOCAL NO. 49 GENERAL DRIVERS LOCAL NO. 120 ORERS LOCAL NO. 132 S usiness Representative, Local No. 4 .��.��...J- � .�:-, ,.. w. Negotiations/La Relations Assistant Manager ��? ��-- Date � 22 MDEPENdENT SCHOOL DISTRICT NO. 625 �� L.��i�- /.� a Business Representative, Local No.120 �3�� . � APPENDIX A HOURLY WAGE RATES l"he hourfy wage rates for provisional, regular and probationary employees working in the classes listed below are as shown: School Grounds Crew Leader School Labor Crew Leader School Service Worker Distribution Service Worker Plasterers Tender Heavy Equipment Operator PREMIUM PAY PROVlSIONS Effective 6-29-02 $21.01 $21.01 $19.02 $19.02 $21.76 $21.76 Effective June 29, 2002, the fioilowing premium pay provisions shall apply: Effective 6-28-03 $21.43 $21.43 $19.40 $19.40 $22.19 $22.19 Premium Pav A. Premium pay of thirty-five cents (35¢) per hour shall be paid above the regular base rate for each hour or any part over one-fourth (1/4) hour worked in such assignments by an employee in this bargaining unit: 1. Operation of a chain saw, chipping hammer or jackhammer. 2. Work eight (8) feet or lower beneath ground. 3. Operation of a mortar mixer. 4. Driving tandem trucks. 5. Qperation of a power tamper. 6. Work on the asphait crew (excepi Asphalt Raker). Z Operation of a hedge trimmer. Premium Pav B. Premium pay of sixty cents (60r) per hour shall be paid above the regular base rate for each hour or any part over one-fourth (1/4) hour worked in such assignments by an employee in this bargaining unit: 1. Operation of a tractor with power take-oH over 50 horsepower which is used for grass cutting. 2. Operation of any of the equipment covered by the abolished class title, `Asphalt Raker. 3. Performing the duties of a Plasterer Helper or of a Tender ior a Bricklayer, Blocklayer or Pfasterer. 4. Holding a license to apply or use regulated pesticides and chemical treatments and assigned to pertorm work involving the applicat+on of such regulated substances (the term "regulated° as used here, reSers to substances whose use and application requires the license noted herein). 5. Swing stage work, such as work performed from a boatswain's chair or a swing scaffold or hazardous work that requires the use of a safety belt fifty (50) feet or more above the ground. AII standard safety laws shall be complied with. * This title abolished except as to present incumbents. 23 APPENDIX B TEMPORARY EMPLOYEE RATES � 1. The hourly rates for temporary employees working in the classes listed below are as shown: Effective Effective Effective • 6/29/02 5/3/03 5/1/04 School Service Worker $24.23 * * Masonry Tender $24.23 * * Trades Laborer $24.23 * * For temporary employees working in the titles listed in (1.) above the following fringe benefit --- contributions shall be made to the Minnesota Laborers' Fringe Benefif Fund: Effective Effective Effective 6/29/02 5/3/03 5/1/04 Health and Welfare $3.10 * * Pension $2.85 * x Vacation $1.50 * * (Taxabie Contribution) • Training $ ,21 * * 2. The hourly wage rates for temporary employees working Yhe class listed below are as shown: Effective Effective Effective 6/29/02 5/3/03 5/1/04 Heavy Equipment $27.68 * * Operator For temporary employees working in the title listed in (2.) above the following fringe benefit contributions shall be made to the Funds designated by IUOE, Local 49: Effective Effective Effective 6l29/02 5/3/03 5/1/04 Health and Welfare $3.30 * * Pension $4.90 * * Apprentice Training $ .25 * * `The Employer agrees to contribute 100% of the wages and benefits per the Minnesota Laborers Agreement and the Local 49 AGC Buiiders Agreement, effective May 3, 2003 and May 1, 2004. � 24 b 3 � bZ S . � APPENDIX B (continued) 3. Regular employees who are laid off and then called back to work on a temporary basis shall receive ihe regular rate of pay as shown in Appendix A for such titfes worked and shafl continue to eam and accrue Employer benefits for such hours worked. 4. For temporary employees working in titles listed in this Appendix B whose length of service and earnings require that they be subject to Public Employees Retirement Association contributions, the rate of pay shall be the hourly rate shown in this Appendix B fior such title divided by one (1) plus the Employer PERA rate (currently .0553). 5. If the unions elect to have the fringe benefit contributions listed in ihis Appendix B increased or decreased, the Employer may adjust the applicable hourly pay rates and contribution amounts accordingly. 6. Laborers employed by the Employer on a temporary basis will be paid on the rates indicated in (Appendix 61 above). 25 b � r � ADDITIONAL INFORMATION (Not a Part of the Apreement) Memorandum of Agreement Regarding Loss of Drivers License 27 Memorandum of Agreement Regarding Loss of Drivers License This Memorandum of UndersYanding is by and between the Board of Education of Independent School District No. 625, Saint Paul Public Schools, and the Tri-Council, Local 49, Local 720 and Local 132. The purpose of this Memorandum is to establish a process that would occur in the event an empioyee who is required to hold a Commercial Drivers License (CDL) as a qualrfication for the job they hold has that license suspended, revoked or cancelled, and to establish uniformity in addressing such a situation. This memorandum wil! also establish a timetrame for current employees who are required to hold a CDL but who currently do not possess such a license to fuifill the requirement. The parties agree to the following items. These items apply to situations that occur after ratification of the 2000-2002 labor agreement, unless specifically stated otherwise: 7. If an employee loses driving privileges an pos�essian of-a-lieer+se-thai-issequired for the employee's job, the responsibility for regaining the license is the employee's and not the District's. 2. It is the employee's responsibility to immediately notify their supervisor in writing of the loss of driving privileges. If an employee fails to not'rfy their sapervisor, they will be subject to disciplinary action. If an employee drives a School District vehicte without a valid driver's license, they will be subject to immediate termination from School District employment. � 3. The employee must, at the employee's expense and on personal time, resolve the issue with the District Court or Department of Public Safety. 4. When an employee loses his/her license for the first time as a schooi district employee, the � School District, upon being made aware of Yhe Ioss of an employee's license, shall provide the employee with a work assignment that does not require a license for a per+od not to exceed ninety (90) calendar days. The ninety (90) calendar day period shall begin as of the date on which the State cancels, suspends or revokes the employee's license. If, after the ninety (90) calendar days, the employee has not regained possession of a valid driver's license that meets the minimum requirements of the position the employee holds, the employee wili be granted a leave wifhout pay for a period not to exceed eighteen (Y8} calendar months. If the empioyee is unable to regain possession of a valid, required license by the end of the leave, the employee will be terminated from employment. 5. When an employee loses his/her license for the seco�d time as a school district employee, regardless of the date the first loss of license occurred, the School District, upon being made aware of the loss of a� employee's license, shall grant the employee a leave of absence without pay for a period not to exceed two (2) calendar years. !f the employee is unable to regain possession of a valid, required license by the end of iwo (2) calendar years, the employee will be terminated from employment. 6. It an employee loses and regains his/her license while on lay off and no accommodation is made, that loss of license will not count in regard to Number 4 or Number 5 above. 7. Extensions of leaves of absence may on�y be granted at the discretion of the School District for reasons beyond the employee's control. The reasons shall be limited to delays caused by State administrative procedures or the court system. � 28 �� ►.J 8. Voluntary reduction to a position in a lower classification with minimum qual�cations not requiring a driver's license is at management's discretion; however, any accommodation provided shall not cause the displacement of another employee, regardless of seniority. Employees hired prior to raYfication of the 2000-2002 Iabor agreement who hold a position requiring a Commercial Drivers License and who Iost or failed to renew their Commerciai Drivers License must gaiNrenew their license by November 1, 2002, or iheir employment w+th the School District wilf be tersninated from employment. � r� u Duration This Memorandum of Agreement shall be effective upon signing, and shall remain in effect for the duration of this agreement; it is subject to renewal, term+nation or amendment by the parties. INDEPENDENT SCHOOL DISTRICT NO. 625 THE TRI-COUNCIL LOCAL 49, LOCAL 120, AND SAINT PAUL PUBLIC SCl-lOOLS LOCAL 132 �a�17 / t N/ aTtacn� Bus�ness Representative, Locai No. 49 �/ V /.(AMAAI�/.� <�iY$']ir1� ��'..-.�� + QAO.�J :/.�_,� �° Negotiations/L bor Relations Manager .�usiness Menager, Local No. 49 r ? � f � •�% � f, Q -.._ ��F'�i"-'�- 1/lic'f �"'/i !'o� L' Negotiations/Lat� Refations Assistant Manager Business Representative, Locaf No. 120 �� 6� Date i` �/ �c.�� Business ager, Local No. 132 � ��o ,� 29 A Adoption Leave ............................................8 B Breaks..........................................................4 C Call-In Pay ...................................................4 D Discipiine Procedures ................................17 Fair Share Fee .............................................2 Flexible Spending Account ........................12 G Grievance Procedure .................................17 H Holidays.......................................................6 Hours...........................................................4 1 Insurance ...................................................11 J JuryDuty ....................................................10 L Life Insurance ............................................12 Long-Term pisability Insurance .................12 Loss of Drivers License .............................28 INDEX � O Overtime ..................................................... 4 P Parentai/Maternity Leave ............................ 9 Retirement Benefits .................................. 13 S Safety .......................................................... 3 Safety Shoes ............................................... 3 Seniority ...................................................... 5 Severance ..................................................16 Sie1cLea"= _� ... ............................ ..... 8 Sick Leave Conversion .............................�7 Sick Leave Conversion To Vacation........... 8 SpouselDependent Parent Leave ............... 8 Strikes........................................................20 U Union Dues ................................................. 2 V Vacation...................................................... 7 W Wages ........................................... 10, 23, 24 Workday...................................................... 4 L J � � � � �J INDEPENDENT SCHOOL DISTRICT NO. 625 p'3 -�� BOARD OF EDUCATION SAINT PAUL PUBLIC SCHOOLS DATE: August 27, 2002 TOPIC: Approval of Employment Agreement Between Independent School District No. 625 and Tri-Council Local No. 49, Local No. 120, and Local No. 132, exclusive representative for Drivers, Grounds and Labor Employees, and Heavy Equipment Operators A. PERTINENT FACTS: 1. New Agreement is for a two-year period from July 1, 2002, through June 30, 2004. 2. Contract changes are as follows: Waqes: Effective June 29, 2�02, increase wage schedule 2°fo. Premium pay is increased $.05 per hour. Effective June 28, 2003, increase wage schedule by 2%. Insurance: Effective January 2003, the district monthly contribution of $265 for single coverage is increased to $305; the district monthly contribution of $445 for family coverage is increased to $525. Effective January 2004, the district contribution for single coverage is increased to $345, family coverage is increased to $575. The District cap for life insurance is removed and the amount of coverage provided is increased from $25,000 to $50,000. Effective January 1, 2�03, the district will provide long- term disability coverage. Supplemental Pension: The District will pay $.15 per hour to the Laborers Supplemental Pension Fund for all hours worked, effective September 21, 2002; Effective June 28, 2003, the District will pay $25 per hour, Vacation: Increased vacation accrual based upon years of service. Severance: Employees who provide three months notice of retirement will receive $80 per day for each day of unused sick leave. 3. The District has 17 regular FTE's in this bargaining unit. 5. This contract maintains the DistricPs fiscal structural balance. 6. This contract supports the District's goal of creating institutional change. T. This request is submitted by Susan Gutbrod, Negotiations/Labor Relations Assistant Manager; Wayne Arndt, Negotiations/Labor Relations Manager; Richard Kreyer, Executive Director of Human Resources and Labor Relations; and Lois Rockney, Executive Director of Business and Financial Affa�rs. 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 for Tri-Council Local No. 49, Local No. 120, and Local No. 132, exclusive representative for Drivers, Grounds and Labor Employees, and Heavy Equipment Operators in this school district; duration of said Agreement is for the period of July 1, 2002, through June 30, 2004; and that the Board of Education of lndependent Schoo! District No. 625 adopt a resolution that this contract maintains the District's fiscal structural balance. INDEPENDENT SCHOOL DISTRICT NO. 625 BOARD OF EDUCATION SAINT PAUL PUBLIC SCHOOLS DATE: TOPIC: October 15, 2002 �3 -��2� Approval of Employment Agreement Between Independent School District No.625 and Professional Employees Association representing non- supervisory professional employees A. PERTINENT FACTS: 1. New Agreement is for a two-year period from January 1, 2002, through December 31, 2�03. 2. Contract changes are as follows: Wa es: Effective December 29, 2001, the average salary schedule increase is 2%. Effective December 28, 2002, the average salary schedule increase is 2%. Insurance: Effective January 2002, the district monthly contribution of $240 for single coverage is increased to $270; the district monthly contribution of $435 for family coverage is increased to $520. Effective January 2003, the district contribution fior single health coverage is increased to $305, family health coverage is increased to $575. Effective January 1, 2003, the district will provide long-term disability insurance for all employees. The district contribution for health insurance employees whose spouses are employed by the district is increased from $150 per month to $200. Retirement Insurance: Employees terminated for cause are not eligible for retirement benefits. Professional Growth: Employees may carry-over professional growth funds for one calendar year. Severance: Employees who provide three months notice of retirement will receive $125 per day of sick leave up to a maximum of $17,500. Sick Leave: Up to 15 days of accrued sick feave may be used by a father for the birth of his chiid. 3. The District has 55 FTE's in this bargaining unit. 4. This contract maintains the DistricYs fiscal structural balance. 5. This contract supports the DisiricYs 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; and Lois Rockney, Executive Director of Business and Financiai 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 for Professional Employees Association in this school district; duration of said Agreement is for the period of January 1, 2002, through December 31, 2003; and that the Board of Education of Independent School District No. 625 adopt a resolution that this contract maintains the DistricYs fiscal structural balance. a3 /�7 � , . �002 - zoo3 COLLECTIVE BARGAINING AGREEMENT �— BETWEEN SAINT PAUL PUBLIC SCHOOLS INDEPENDENT SCHOOL DISTRICT NO. 625 � AND PROFESSIONAL EMPLOYEES ASSOCIATION, fNC. January 1, 2002 through December 31, 2003 • Sair�t Paui PUBLIC SCHOOLS Saint Paul PuBLIC ScxOULS � SAINT PAUL PUBLIC SCHOOLS Independent School District No. 625 AI Oertwig John Brodrick Anne Carroll Toni Carter Tom Conlon Elona Sireet-Stewart Neal Thao Chair Director Director Director Director Director Director Administration Superintendent of Schools Chief Accountability Officer Executive Assistant Area Superintendents Patricia A. Harvey Margo Baines Tanya Martin Pekel Luz Maria Serrano, Area A Louis Kanavati, Area B Joann Knuth, Area C Gene Janicke, Area D Terilyn Turner, Area E � � m ��-��7 • � � ARTICLE Article Article Article Article Article Article Article Article Article Article Article Article Article Article Artic4e Article Article Article Article Article Article Article Article Articfe 1. 2. 3. 4. 5. 6. 7. 8. 9. �0. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. TABLE OF CONTENTS TITLE Preamble........................°-°--°°---............ Recognition ............................................... Management Rights .................................. Maintenance of Standards ........................ Check Off and Service Fee ...................... Hours of Work and Overtime .................... Probation.................................................. Seniority .................................................... Working Out of Classification ................... Wages...................................................... Professional Growth ................................. Holidays.................................................... Vacation .................................................... Sick Leave ................................................ ParentaVMaternity Leave .......................... Employee Senefits .................................... Severance Pay .......................................... Legal Services .......................................... Discipline .................................................. Grievance Procedure ................................ Non-Discriminatio� ................................... WorkStoppage ......................................... Mileage..................................................... Saving Clause ........................................... Duration and Etfective Date ...................... Appendix A: Titles and Salary ............... Appendix B: Titles and Grades ............. Appendix C: Standard Ranges ............. In d ex ......................................................... � PAGE ...........................°--°--•--•--°--°.. iv ..................................................1 ..................................................1 ..................................................1 .................................................. 2 ..................................................2 .................................................. 3 ..................................................4 .................................................. 4 ..................................................5 .................................................. 5 ..................................................6 .............°--.................................6 .................................................. 7 ..................................................8 .................................................. 8 ................................................12 ................................................13 ................................................13 ................................................14 ................................................16 ................................................16 ................................................16 ................................................17 ................................................17 ................................................19 ................................................22 ............................................... 24 ................................................26 PREAMBLE This Agreement is entered into between independent School District No, 625, hereinafter referred to as ihe °Employe�' and the Cfty of Saint Paui Professional Employees Association, inc., hereinafter referred to as the "Association;' for the purpose of fostering and promoting harmonious relations between the Employer and the Association in order that a high level ot public service can be provided to fhe citizens in the School District. This Agreement attempts to accomplish this purpose by providing a fuller a�d more complete understanding on the part of both the Employer and the Association ot their respective rights and responsibilities. The provisions of Yhis Agreement shall not abrogate the rights and/or duties of the EmploXer the Association, or the employees as established under the provisions of the Public Empfoyment Labor Relations c o , . � � � r iv L�3-1�7 � ARTICLE 1. RECOGNITION 1.� The Employer recognizes the Association as the exclusive representative for the Professional Employees Group, as cert'rfied by the State of Minnesota Bureau of Mediation Services, dated May 1 �, 1988, Case No. 88-PR-2632. This unit consists of the following: All classified and unclassified professional employees of Independent School Districi No. 625, St. Paul, Minnesota, as fisted in Appendix B of this agreement who are public employees within the meaning of Minnesota Statute. § 179.03, Subd. 14, excluding supervisory, confidential, and all other employees. � 12 The rights and benefits of provisional employees shall be governed 6y the Civil Service Rules unless such rights and benefits are specifically amended as to Qrovisional employees by this contract. 1.3 The parties agree that any new classifications which are an expansion of the above bargaining unit or which derive from the classifications set forth in this agreement shall be recognized as a part of this bargaining unit, and the parties shafl take afl steps required under the Public Employment Relations Act to accomplish said objective. ARTICLE 2. MANAGEMENT R1GHT5 2.� The Association recognizes the right of the Employer to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The rights and authority which the Employer has not officially abridged, delegated or modified by this Agreement are retained by the Employer. 22 A public employer 1s not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of discretion or policy as the functions and programs of the Employer, its overalf budget, utilization of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 3. MAINTENANCE OF STANDARDS 3.1 The parties agree that all conditions of employment relating to wages, hours of work, vacations, and all other general working conditions except as modified by this Agreement shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul (Resolution No. 3250), and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of this Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. � ARTICLE 4. CHECK OFF AND SERVICE FEE � 4.1 The Employer agrees fo deduct the Association membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to ihe Employer by a representative of the Association and the aggregate deductions of aIl employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 42 Any present or future employee who is not an Association member shall be required to contribute a fair share fee for services rendered by the Association. Upon notification by the Association, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Association. In no instance shall the fair share fee exceed eighty-five (85) percent of the membership dues. It is also understood ihat in the event the Employer shall make an improper fair share deduction from the eamings of an emp oyee, e e fh?fmoJover whole to the eutent thaf the Emp(oyer shall be required to reimburse such employee for any amounf improperly withheld. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal, 4.3 The Association agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken 6y the Employer under the provisions of this Article. 4.4 The Association agrees that a service fee of fifty cents (50¢) per member, per month shall be deducted by the Employer from the amount withheld for dues or fair share prior to remittance of dues or fair share to the Association. � ARTICLE 5. HOURS OF WORK AND OVERTIME 5.1 The normal hours of work for the employee shall be a minimum of seve� and three- fourths (7 3/4) hours in any twenty-four (24) hour period and thirty-eight and three-fourths (3S 3/4) hours in a seven (7)-day period. For empioyees on a shift basis this shall be construed to mean a minimum average of thirty-eighf and lhree-fourths (38 3!4) hours a week. 52 Employees who work more than seven and three-fourths (7 3/4) hours in any twenty-four (24)-hour period or more than thirty-eight and three-fourths (38 3/4) hours in any seven (7)-day period shall not receive pay for such additional work except as in 5.4 betow. 5.3 It is understood by the parties that Section 28H - Overtime Compensation of Resotution No. 3250 shall not apply to this unit. 5.4 In unusual circumstances a department head may grant employees who work more than seven and three-fourths (7 3/4) hours in any twenty-four (24)-hour period or more than thirty-eight and three-fourths (38 3/4) hours in any particular seven (7)-day period compensatory time or pay on a straight time basis for the extra hours worked. The method of this compensation shall be determined solely by the Employer. � b3-1�7 � ARTICLE 6. PROBATION 6.1 The probationary period shal! be one (t) year for all original and promotion appointees and employees who have been transferred at their own request or reinstated after resigning in the Professional Employees unit. In the case of a one (1)-year probation, the employee's progress report shall be submitted to the Human Resources Director at the end of the fourth (4th) and eighth (8th) month of employment. Unfess the head of the department where the empioyee is employed at the end of his/her probationary period sha{I, during the last month of the empfoyee's probation, certify that the services of such probationer during the probationary period were unsatisfactory, the employment of such probationer shall continue, and the probationer shall be deemed to have satisfactorily completed the probationary period. If the probationer's service has been certified as unsatisfactory by the head of the department in which the employee is employed, the employment of such probationer shall terminate at the end of the probationary period. If the probationer is entitled to veteran's preference in accordance with the Veterans' Preference Act of the State of Minnesota, he/she shall be entitled to a hearing as required by said Act and in accordance with Section �6 of Civil Service Rufes. 6.2 Time served on probation, whether continuous or not, shall be charged to the period of probation. 6.3 If any probationer on fair test shall be found incompetent or unqualified to pertorm the duties of the portion to which he/she has been certified or transferred, the appointing officer shall report such fact in writing to the Human Resources Office and may, for reasons specifically stated in writing and filed with the Human Resources Office, discharge, reduce, or in the case of a transferee, return to the former position of said � probationer at any time during the probationary period; except that if the probationer is eMitled to veterans' preference in accordance with the Veterans' Preference Act of the State ot Min�esota, helshe shall be entitled to a hearing as required by said Act and in accordance with Section 16 of the Civil Service Rules. 6.4 If a promotional or a transferee probationer is found unsatisfactory because he/she is incompetent or unqualified to pertorm the duties of the certified or transferred position, the probationer shall be reinstated to his/her former position or to a position to which the employee might have been transferred prior to such promotion; except that if the probationer is entitled to veterans' preference in accordance with the Veterans' Preference Aet of the State of Minnesota, he/she shall be entitled to a hearing as required by said Act and in accordance with Section 18 of the Civil Service Rules. \ J ARTICLE 7. SENIORITY � 7.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The length of continuous, regular, and probationary service with the Employer from the date an employee was first certified and appointed to a class title covered by this Agreement, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same date, the seniority shall be determined by the employee's rank on the eligible list from which certification was made. 72 Seniority shall terminate when an employee retires, resigns or is discharged. 7.3 In the event it is determined by the Employer that ii is necessary to reduce ihe workforce, employees wiil be laid off by class tiile within each department based on inverse length of seniority as defined above. 7.4 In cases w ere ��are promotion�' ^^ ' �; s� h�G Acaounxant I, II III, etc., when the number of employees in the higher titles is to be reduced, employees wiil be o�ea reductions to the highest title to which class seniority would keep them from being laid off, before layoffs are made by any class title in any department. 7.5 Recall from layoff shalf be in inverse order of layoff, except that recall rights shali expire after two (2) years of layoif. It is understood that such employees will pick up their former seniority date in any class of positions that the employee previously held. 7.6 To the e�ent possible, vacation period shall be assigned on the basis ot seniority. Ii is, however, understood that vacation assignment shall be subject to the ability of the Employer to maintain operations. � ARTICLE 8. WORKING OUT OF CLASSIFICATION 8.1 Employer 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) consecutive working days shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16th) day of such assignment. For purposes of this Article, an out-of-class assig�ment is defined as an assignment of an employee to perform, on a full-time basis, all of the significant duties and responsibilities of a position different from the employee's regular position, and which is in a classification higher than the classification held by such empfoyee. The rate of pay for an approved out-of-cisss assignment shall be the same rate the employee would receive if such employee received a regular appointment to the h+gher classification. � a �3 !� � � ARTICLE 9. WAGES 9.1 The wage schedule for the purpose of this contract shall be Appendices A and C. 92 Salary Step Progression Eligibility for All Employees 92.'I An employee must have received an overall rating of "Satisfactory' on his/her most recent performance evaluation to receive any salary step advancement. 9.22 An empioyee must have been paid a minimum ofi 1,040 hours in the previous twelve (12) months (minimum hours requirement is prorated for part-time employees) to receive any salary step advancement. 9.3 Effective the beginning oi the pay period ciosest to January 1 each year, employees who meet the eligibility requirements ot 9.2 of this Article shall advance one (1) step on the pay schedule. ARTICLE 10. PROFESSIONAL GROWTH SECTION 1. The parties recognize that professional growth is an inherent continuing obligation of professional emp!oyees. To that end, professionai employees shall avail themselves of � opportunities for improving their skills. Professional reading, participation in the professiona� activities of professional organizations, formal and intormal study, workshops, in-service training courses, membership dues in professional organizations directly related to the employee's current position, and community activities are exampies of the kinds of involvement expected of professional employees and encouraged by the Board of Education. SECTION 2. For fiscal year 2002 and thereafter, an amount of $500 per fiscal year shall be provided for each employee for an employee's professional growth. These funds may be applied to pay the costs for attendance at national or regional conventions, workshops, clinics or other professional meetings, and memberships in professional organizations approved by the employee's immediate supervisor. Meetings that have negotiations as a principle topic shail not be deemed appropriate for purposes of this Article. "Costs for attendance" shafi mean registration fees, lodging, books and materiais, fiood and travel. Expenses to be reimbursed shall be properly documented upon the appropriate vo�cher form in accordance wfth District reguiations and procedures. SECTION 3. An empioyee may carry over from one fiscal year to the next the fu�l aifowance or part of the fiscal year's allowance which remains unused. The carryover allowance will be added to the allowance available in the following fiscal year. The maximum individual allowance available in any fisca! year, including carryover, cannot exceed $1,000. SECTION 4. This professional growth allowance is not intended to supplant nor limit depar[mentai professionaf development opportunities. Attendance of employees at other professional meetings without the use of these funds and without loss of pay may be granted subject to the approval of the employee's immediate supervisor. � � ARTICLE 11. HOLIDAYS 11.1 Holidavs Recoanized and Observed. The following days shall be recognized and observed as paid holidays: New Year's Day Martin Luther King Jr. Day Presidents' Day Memorial Day independence Day Labor Day Thanksgiving day Day After Thanksgiving Chrisfmas Day Eligible employees shall receive pay for each of the holidays listed above ort which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preeediRg-F- ri�ay-shall-b�abserved as the holiday. Whenever any of the holidays listed above shall fall on SuRday, the succeeding Monday sha o se 112 Eliqibilitv Requirements. To be eligible tor holiday pay, employees must have been compensated tor all scheduled hours of their last scheduled workday before the holiday and for their firsi scheduled workday following the holiday. In neiYher case shall the holiday be counted as a working day for the purposes of this Section. Ten-monYh employees shall receive pay for holidays that fall within their work year, provided they meet the eligibility requirements of this section � 1.3 If Martin Luther King Jr. Day or Presidents' Day falls on a day when school is in session, the employees shall work that day at straight time and another day shall be designated as the holiday. This designated holiday shall be a day determined by agreement between the employee and the supervisor. ARTICLE 12. VACATION 12.1 In each calendar year, each full-time employee shall be granted vacation according to the following schedule: Years of Service First year through 4th year After the 4th year through 14th year After 14 years and thereafter 12.2 Hours of Vacation Eamed Annual Per Hour on Hours Payroll Eamed .0769 160 .0962 200 .1154 240 Annual Days Eamed 20 25 30 Calculations are based on 2,080 hours and shall be rounded to the nearest hour. "Years of Service" means calendar years of service. An employee may carryover into the following year up to one hundred and sixty (160) hours of vacation. 12.3 Upon separation of service, if employee has provided ten (10) calendar da� notice to the Employer, any unused, accrued vacation shail be paid at the employee's current rate of pay. If an employee has been granted more vacation than the employee has earned up to the time of separation from service, the empioyee shatl reimburse the DisYrict for such uneamed vacation at the employee's current rate of pay. If an employee is separated from service by reason of discharge, retirement or death, the employee shall be paid for any unused, accrued vacation earned up to the time of such separation. � � . D �3 -l� � � � ARTICLE 12. VACATION (continued) 12.4 Sick Leave Conversion. if an employee has an accumulation of sick leave credits in excess of one hundred and eighty (180) days, he/she may convert any part of such excess to vacation at the rate of one-half (1/2) days vacation for each day of sick leave credit. No employee may convert more than ten (10) days of sick leave in each calendar year under this provision. ARTICLE 13. SICK LEAVE 13.1 Sick Leave. Sick feave shall accumufate at the rate of .0576 oi a working hour for each full hour on the payroN, excluding overtime. Sick leave accumulation is unfimited. To be eligibfe for sick leave, the employee must report to hisfher supervisor no later than one- halt hour pasi hislher regular scheduled staRing time. The granting of sick leave shall be subject to the terms and provisions of this Agreement. 132 Specified Allowable Uses of Sick Leave. Any employee who has accumulated sick leave credits as provided above shall 6e granted leave with pay, for such period of time as the head of the depar[ment deems necessary, on account of sickness or injury of the employee, quarantine established and declared by the Bureau of Health, death of the employee's mother, father, spouse, child, step-parent, step-child, brother, sister, mother-in-law, father-in-law or other person who is a member of the household; and may be granted le��ve with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc., or in the case of sudden sickness or disability of a parent or a member of his/her household, making arrangements for the care of such sick or disabled persons up to a maximum of eight (8) hours sick leave. 132.1 Funeral Leave. Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted three days of such leave to attend the funeral of the employee's son-in-law, daughter-in-law, grandparent or grandchifd, step-parent, step-child and one (1) day for the empfoyee's aunt, uncle, sister-in-law, brother-in-law, niece or nephew. 1322 Sick Child Care Leave. Sick leave for sick child care shall be granted on the same terms as the employee is able to use sick leave for ihe employee's own illness. This leave shall only be granted pursuant to Minnesota Statute §181.9413 and shall remain avaifable as provided in Statute. 13.2.3 Spouse/Dependent Parent Leave. Up to five (5) days of accumulated sick leave may be used in a work year to allow the employee to care for and attend to the serious or critical illness of his/her spouse or dependent parent. These days when used are deductible from sick leave. 13.2.4 Adootion Leave. Up to fifteen (15) days of accumulated sick leave may be used in a contract year to attend to adoption procedures or care for a newly adopted child or for a Sather with a newborn child. Use of these fifteen (15) days does not need to occur consecutively. 13.3 Eliqibilitv for Sick �eave. To be eligible tor sick leave, the employee must meet the specified uses in l32 and report the need for time oft to his(her supervisor no later than one-half hour past his/her regular scheduled starting time. � 13.4 The granting of sick leave is subject to additional provisions as provided in Civii Service Rules. ARTICLE 14. PARENTAUMATERNITY LEAVE 14.1 Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months aRer the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the Employer may approve such Ieave at its option, and such leave may be no longer than one (1) year. 14.2 Parental leave shall be granted to employees for the birth or adoption of a child in accordance with applicable state and federal laws. ARTICLE 15. EMPLOYEE BENEFITS ACTIVE EMPLOYEE HEALTH INSURANCE 1.1 The Employer will continue for the period of this Agreement to provide for active employees such health and life insurance benefits as are provided by Employer at the time of execution of this Agreement. 12 EliqibiliN Waitinq Period. 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 contribution to premium cost for health and life insurance provided herein. 1.3 Full-Time Status. For the purpose of this Article, full-time employment is defined as appearing on the payroll at Ieast thirty-two (32} hours per week or at (east sixty-four (64) hours per pay period, excluding overtime hours. �.4 Half-Time Status. For the purpose of this Article, half-fime employmenf is defined as appearing on the payroll at least iweMy (20) fiours but less than thirty-two (32) hours per week or at least forty (40) hours but less than sixiy-four (64) hours per pay period, excluding overtime hours. 1.5 Emnlover Contribution Amount: Full-Time Emplovees. Effective January 1, 2002 and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $270 per month, whichever is less. For each eligibie full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $520 per month, whichever is fess. 1.5.1 Effective January 1, 2003, for each eligible employee covered by this Agreement who is employed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $305 per month, whichever is less. For each eligible full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $575 per month, whichever is less. 1.6 Emplover Contribution Amount: Half-Time Emolovees. For each eligible employee covered by this Agreement who is employed half time, the Employer agrees to contribute fifty percent (50%) of the amount contributed for full-time employees for the insurance coverages in 1.5, 1.7, 1.8 and 1.9 of this Article. 1.7 Emqlover Contribution Amouni: Active 10-Month Emolovees. The District agrees to continue contributions for benefits during months that 10-month employees are not actively at work. \_J � � o� 7 � � • ARTICLE 15. EMPLOYEE BENEFITS, Section 1. (continued) 1,8 Emplover Contribution Amount: Married Couples. Employees who are married to another District empfoyee and who are covered under their spouse's health pian may waive the s+ngle or family contribution to health insurance and receive up to $200 per month toward their spouse's family premium. The combination of District contributions cannot exceed the full cost of family coverage and cannot be applied in cases where the spouse is receiving health insurance through the DistricYs cafeteria benefits plan. �.9 Life Insurance. Effective January 1, 1996: The District agrees to provide term life insurance in the amount of $50,000 for each eligible employee. This amount of life insurance shall be reduced to $5,000 upon early retirement and shall continue until the early retiree reaches age sixty-five (65), at which time the Employer paid life lnsurance shalf be terminated. 1.�0 Dental Insurance. The Employer will contribute for each eligible employee covered by this Agreement who is empioyed full-time toward participation in a dental care plan offered by the Employer up to $35 per month for employee coverage. Effective January �, 2003, employees who wish to enrolf in family dental coverage may pay the difference between the cost of family coverage and single coverage. 1.11 Lonq-Term Disabilitv Insurance. Effective January 1, 2003, the Employer will provide long-term disability coverage for each eligible employee. 1.12 Flexible Spendinq Account. It is the intent of the Employer to maintain during the term of this Agreement a plan for medical and child care expense accounts to be available to employees in this bargaining unit who are eligible for Employer-paid premium contribution for healih insurance for such expenses, within the established legai regulations and IRS requireme�ts for such accounts. 1.13 The contributions indicated in this Article 15 shall be paid to the Employer's group health and welfare plan. 1.14 Any cost of any premium for any Employer-offered empioyee or family insurance coverage in excess of the dollar amounts stated in this Article 15 shall be paid by the employee through payroll deduction. SECTION 2. RETIREMENT HEALTH INSURANCE AND TRANSITIONAL BENEFIT Subd. �. Benefit Eliqibilitv for Emplovees who Retire Before Aqe 65. 1.1 Emplovees hired into District service before Januarv 1. 1996, must have completed the following service eligibility requirements with Independent School District No. 625 prior to retirement in order to be eligible for any payment of any insurance premium contribution by the District after retirement: A. Be receiving pension benefits from PERA, St. Paul Teachers Retirement Association or other public employee retiree program at the time of retirement and have severed the employment relationship with Independent School District 625; B. Must be at least fifty-eight (58) years of age a�d have compieted twenty-five (25) years of service, or; C. D. E. The com6ination of their age and their years of service must equal eighty-five (85) or more, or; Must have compieted at least thirry {30) years of service, or; Must have completed at least iwenty (20) consecutive years of service within Independent School District No. 625 immediately preceding retirement. Years of regufar service with the City of Saint Paul will continue to be counted toward meeting the service requ+rement ot this Subdivision 1.1 B, C or D, but not for 1.1 E. F:] ARTICLE i5. EMPLOYEE BENEFITS, Secfion 2. (continued) � 1.2 Emplovees hired into District service after Januarv 1. 1996, must have completed twenty (20} years of service with Independent School District No. 625. Time wifh the City of Sainf Paul will not be counted toward this twertty (2Q)-year requirement, 1.3 Eliqibilitv 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 Disfrict 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. B. Additional dependents beyond those designated to the District at the time of retirement may not be added at District expense after retirement. C. The employee musi make application through District procedures prior to the date of retirement in order to be eligible for any benefits provided in this Section. D. Employees terminated for cause will not be eligible for employer contributions toward insurance premiums for pre-age 65 or post-age 65 coverage. At the Employer's discretion, the Employer may consider an employee's voluntary resignation in lieu of termination. The termination of an employee, if contested, must be upheld by a neutral Yhird party. Subd. 2. Emqlover Contribution Levels for Emplovees Retirinq Before Aqe 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 ihe employee reaches sixty- five (65) years of age as defined in this subdivision. 2.1.1 The District contribution toward health insurance premiums will equal the same dollar amount the District contributed for single or family coverage to the carrier in the employee's last month of active employment. 2.1.2 fn the event the District changes health insurance carriers, it will have no impact on the District contribution for such coverage. 2.1.3 Any employee who is receiving family coverage premium contri6ution 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 insurartce Emplover Contribution. The District wili provide for early retirees who qualify under the conditions of 1.1 or 1.2 above, premium contributions for eligible retirees for $5,000 of life insurance only u�til their 65th birthday. No life insurance will be provided, or premium contributions paid, for any retiree age si�y-five (65} or over. • iN] b�3-!b� � � Subd. 3 Benefit Eliaibilitv for Emolovees After Aqe 65 ARTICLE 15. EMPLOYEE BENEFITS, Section 2. (continued) 3.1 32 Emolovees hired into the District before JanuaN 1. 1996, who retired before age 65 and are receiving benefits per Subd. 2 above are eligible, upon reaching age 65, for employer premium contributions for health insurance described in Subd. 4 of this Articfe. Emplovees hired inio the District before Januarv 1. 1996, who retire at age 65 or older must have completed the service eligibility requirements in Subd. 1 above to receive District contributions toward post-age-65 health insurance premiums. 3.3 Emplovees hired on or after Januarv 1. 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 retiremeM insurance premium contributions as provided in Subd. 2 and Deferred Compensation match in Subd. 5. 3.4 Years of certified civil service time with the City of Saint Paul earned prior to January 1, 1996, wiil continue to be counted toward meeting the DistricYs service requirement of this Subd. 3. Civil service time worked with City ot Saint Paul after January 1, 1996, will be co�sidered a break in District employment. 3.5 Employees terminated for cause will not be eligible for employer contributions toward insurance premiums for pre-age 65 or post-age 65 coverage. At the Empfoyer's discretion, the Employer may consider an employee's voluntary resignation in lieu of termination. The termination of an employee, if contested, must be upheld by a neutral third party. Subd. 4. Emolover Contribution Levels for Emplovees After Aqe 65. 4.1 Emolovees hired into the District before Januarv 1. 1996. who retire on or after Januarv 1. 1998, and who meet the eligibility requirements in Subdivisions 3.1 or 32 of this Article are eligible for premium contributions for a Medicare Supplement health coverage policy selected by the District. Premium contributions for such policy will not exceed: Coveraae Tvqe Medicare Eligible Non-Medicare Eligible Sinale Familv $300 per month $400 per month $400 per month $500 per month At no time shall any payment in any amount be made directly to the retiree. Any premium cost in excess of the maxirrium contributions specified must be paid directly and in full by the retiree, or coverage will be discontinued. Subd. 5. Emqloyees hired after Januarv 1. 1996, after completion of three (3) fuli years of consecutive active service in Independent School District No. 625, are eligible to participate in an employer matched Minnesota Deferred Compensation Plan or District-approved 403(b) 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 lifet+me maximum ot $12,500. Part-time employees working half-time or more will be eligible for up to one half (50%J of the available District match. Approved non-compensatory leave shall not be counted in reaching the three (3) tull years of consecutive active service, and shall not be considered a break in service. Time worked in the City of Saint Paul will not be counted toward this three (3)-year requirement. Federal and state rules governing participation in the Minnesota Deferred Compensation Plan or District-approved 403(b) plan shall apply. The employee, not the District, is solely responsible for � determining his/her total maximum allowable annual contribution amount under IRS regulations. �he employee must initiate an appfication io participate through the DistricYs specified procedures. 11 ARTICLE �6. SEVERANCEPAY 16.1. Severance Pav. The District shaff 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. 16.2 Eli ibili . To be eligible for severance pay, an employee must meet the following requirements: 16.2.1 The employee must be fifty-five (55) years of age or older or must be eligible for pension under the "Rule of 90" provisions of the Public Employees Retirement Association (PERA). The "Rule of 85" or the "Rule of 90" criteria shall also apply to employees covered by a public pension plan other than PERA. 162.2 The employee must be voluntarily separated from School District employment or have been subject to separation by layoff or compulsory retirement. Those � incompetency or any other disciplinary reason are not eligible for this severance ---" - pay program. 16.2.3 For the purpose oi this severance 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. 16.3 Severance Pav. 16.3.1 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 162- above, he or she will be granted severance pay in an amount equal to $125 pay for each day of accrued, unused sick leave, up to �40 days. In this instance, the maximum amount of severance pay will not exceed $i 7,500. 16.32 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 $100 pay for each day of accrued, unused sick leave up to 150 days. In this instance, the mauimum amount of severance pay will not exceed $15,000. 16.3.3 If exigent circumstances exist, such as a sudden illness/injury of the employee or immediate family member necessitating immediate retirement, and if the empioyee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal to $125 pay for each day of accrued, unused sick Ieave up to 140 days. r 12 r�3-t�� ARTICLE 17. LEGAL SERVICES 17.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, Employer shall defend, save harmless and indemnify employee against any tort claim or demand, whether groundless or otherwise, arising out oF aileged acts or omission occurring in the performance or scope of employee's duties. 17.2 Notwithstanding (17.1), the Employer shall not be responsible for paying any legal service fiee or for providing any legal service arising firom any fegal action where the empioyee is the plaintiff. ARTiCLE 18. DfSCIPLINE 18.1 18.2 18.3 The Employer will discipline employees for just cause only. Discipline will be in the form of: 18.1.� Written reprimand; 18.12 Suspension; 18.1.3 Reduction; 18.1.4 Discharge. Suspensions, reductions, and discharges will be in written form. Employees and the Association will receive copies of written reprimands and notices of suspension and discharge. 18.4 Employees may examine all information in their Employer personnel files that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under the direct supervision of the Employer. 18.5 Preliminarv Review. Prior to issuing a disciplinary action of unpaid suspension, demotion, or discharge, the supervisor will make a recommendation to his/her supervisor regarding proposed discipline. That supervisor will then schedule a meeting with the employee prior to making a final determination of the proposed discipline. The employee shall have the opportunity to have union representation present and be provided the opportunity to speak on hislher 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. 18.6 An employee to be questioned concerning an investigation of disciplinary action shaH have the right to request that an Association Representative be present. 18.7 A grievance relating to this Article shall be processed in accordance with the grievance procedure of this Agreement in Articfe 19 and Minnesota Statute § 179A.20, Subd. 4. This provision is not intended to abrogate rights of veterans pursuaM to statute. 13 ARTICLE �9. GRIEVANCE PROCEDURE 19.1 The Employer sha(I recognize stewards selected in accordance with Associafion rules and regulations as the grievance representatives of the bargaining unit. The Association shall notify the Employer in writing of the names of the stewards and of iheir successors when so named. 19 � it is recognized and accepted by the Employer and the Association that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall theretore be accomplished during normal working hours only when consistent with such employee duties and responsibilities. The steward involved and a grieving employee shall suffer �o loss in pay when a grievance is processed during working hours, provided the steward and the employee have notified and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the Employer. 19.3 The procedure established by this ic e s a erth� sote and exelr�s�� r•^^ � f th processing of grievances, which are defined as an alleged violation of the terms and conditions of this Agreement. 19.4 Grievances shall be resolved in conformance with the following procedure: Step 1. Upon the occurrence of an alleged violation of this Agreement, the employee involved with or without the steward shali attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved to !he employee's satisfaction by the informal discussion, it may be reduced to writing and referred to Step 2 by the Association. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the al�eged section(s) of the Agreement violated, and relief requested. Any alteged vioiation of the Agreement not reduced to writing by the Association within ten (10) workdays of the first occurrence of the event giving rise to the grievance, shali be considered waived. Step 2. Within ten (10) workdays after receiving the written grievance, a designated Employer supervisor shall meet wifh the Associafion sfeward 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 Association within five (5) workdays following this meeting. The Association may refer the grievance in writing to Step 3 within ten (10) workdays following receipt of the Employer's written answer. Any grievance not referred in writing by the Association within ten (10) workdays fotiowing receipt of the Employer's answer shall be considered waived. Step 3. Within ten (10) workdays following receipt of a grievance referred from Step 2, a designated Employer supervisor shall meet with the Association's representative or his designated representative, the Empioyee, and the Steward, artd attempt to resolve the grievance. Within ten (10) workdays following this meeting, the Employer shall reply in writing to the Association stating the Employer's answer concerning the grievance. If, as a result of the written response, the grievance remains unresolved, the Association may refer the grievance to Step 4. Any grievance nof referred in writing by the Association to grievance mediation or Step 4 within ten (10) workdays following receipt of the Employer's answer shall be considered waived. The Employer within ten (10) working days of receipt of the request for review at Step 4 may refer the grievance to grievance mediation or allow the grievance to proceed to Step 4. � � � 14 o� ��7 � ARTICLE 19. GRIEVANCE PROCEDURE (continued) Step 4. If the grievance remains unreso{ved after the Step 3 response and/or grievance mediation, the Association may within ten (10) workdays after the response of the Employer or conclusion of inediation, request arbitration of the grievance. The arbitration proceedings shall be conducted by an arbitrator to be selected by muival agreement of the Employer and the Association within ten (10) workdays atter notice has been given. If the parties fai{ to mutually agree upon an arbitrator within the said ten (10)-day period, either party may request the Bureau of Mediation Services to submit a panel of five (5) arbitrators. Both the Employer and the Association shall have the right to strike two (2) names from the panel. The Association shall strike the first (1st) name; the Empioyer shali then strike one (1) name. The process will be repeated and the remaining person shall be the arbitrator. 19.5 The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the provisions of this Agresment. The arbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Association, and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thirty (30) days folfowing 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 Association, and the employees. � 19.6 The fees and expenses tor the arbitrator's services and proceedings shall be borne equaily by the Emp�oyer and the Association, provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. 19.7 The time limits in each step of this procedure may be e�ctended by mutual agreement of the Employer and the Association. 19.8 ft is understood by the Association and the Employer that if an issue is determined by ihis grievance procedure, it shafl not again be submitted for determination in another forum. If an issue is determined by any other forum, it shall not again be submitted for arbitration under this grievance procedure. � 15 ARTICLE 20. NON-DISCRIMINATION 20,1 The ferms and conditions of this Agreement will be appiied to employees equally without regard to or discrimination for or against any individual because of race, color, creed, sex, age, or because of inembership or non-membership in the Association. 20.2 Employees will perform their duties and responsibilities in a non-discriminatory manner as such duties and responsi6ilities invoive ofher employees and the general public. ARTICLE 21. WORK STOPPAGE 21.1 The Association and the mp oE"� yer`agree ' s,-wark-stoppages, siow-downs, sit-down, stay-in or other concerted interference with the Employe�'s business or affairs by any of said Association and/or members thereof, and there shall be no bannering during existence of this Agreement without 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 22. MILEAGE SECTION 1. MILEAGE ALLOWANCE. 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 eligibfe employees shali be established by the Board of Education. The mileage reimbursement rate shall be indexed periodically to reflect the rate established by the lntemal Revenue Service. SECTION 2. REIMBURSEMENT PROCEDURES. 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. � � u 7s a�3 �6 7 � AR3ICLE 23. SAVING CLAUSE � u 23.1 This Agreement is subject to the laws of the United States, the State of Minnesota. In the event any provisions of this Agreement shail be held to be contrary to law by a court ofi competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. Af4 other provisions shall confinue in full force and effect. The voided provision may be renegotiafed at the written request of eifher party. All other provisions of this Agreement shall continue in full force and effect. ARTICLE 24. DURATION AND EFFECTIVE DATE 24.1 Faccept as herein provided, this Agreement shall be effective as of January 1, 2002, and shal! continue in full force and effect through December3l, 2Q03, and thereafter until modified or amended by mutuai agreement of the parties. Either party desiring to amend or modify this Rgreement shall notify the other in writing so as to comp�y with the provisions of the Public Employment Labor Reiations Act of 1971, as amended. 242 This constitutes a tentative agreement between the parties which will be recommended by the Negotiations/Labor Relations Manager, but is subject to the approval of the Board of Education of Independent School District No. 625 and is also subject to ratification by the Association. WITNESSES: THE CITY OF SA�NT PAUL PROFESSIONAL EMPLOYEES ASSOCIATION, INC. President, P.E.A. ��, ��T Negotiator, P.E.A. I��f 5'� z-- Dat� 17 �o�a .s/aoz Date 03l67 � APPENDIX A TITLES AND SALARIES � � Years/Svc 0 1 2 3 4 5 6 7 8 9 t3ew Step 'I 2 3 4 5 6 7 8 9 �0 Grade 3 Library Specialist Public Information Specialist 1 1229-07 $32,729 $34,384 $36,071 $37,919 $39,798 $41,827 $42,997 $44,461 $44,985 12-28-02 $32,729 $34,384 $36,071 $37,919 $39,798 $41,827 $43,857 $45,351 $45,884 $46,334 Grade 5 Grants Assistant Graphic Artist I Innovation and Development Assistant Management Assistant I Technical Training Assistant 12-29-01 $34,703 $36,517 $38,301 $40,211 $42,185 $44,328 $45,594 $47,148 $47,702 12-28-02 $34,703 $36,517 $38,301 $40,211 $42,185 $44,328 $46,506 $48,090 $48,656 $49,733 rade 7 Accountant I Librarian I Public I�formation Specialist II Research Analyst I 12-29-01 $36,569 $38,682 $40,657 $42,696 $44,796 $47,055 $45,420 $50,069 $50,658 12-28-02 $36,869 $38,682 $40,657 $42,696 $44,796 $47,055 $49,358 $51,071 $51,671 $52,178 Grade 8 Assistant Food Production Manager Staffing Specialist t 12-29-07 $37,982 $39,861 $41,803 $43,936 $46,130 $48,485 $49,881 $51,580 $52,187 12-28-02 $37,982 $39,861 $41,803 $43,936 $46,130 $0.8,485 $50,878 $52,611 $53,230 $53,752 Grade 9 Accountability Assistani *"Graphic Artist II Landscape Architect Management Assistant II 12-29-01 $39,096 12-28-02 $39,096 $41,040 $43,108 $45,274 $47,534 $49,881 $51,342 $53,091 $53,716 $41,040 $43,108 $45,274 $47,534 $49,881 $52,369 $54,153 $54,790 $55,328 Grade 10 Contract Coordinator "Graphic Artist II Research A�atyst II Student lnformation System Support Speciafist Training Specialist 12-29-01 $40,211 $42,248 $44,382 $46,610 $48,902 $51,407 $52,934 $54,737 $55,381 12-28-02 $4Q211 $42,245 $44,382 $46,610 $48,902 $51,407 $53,992 $55,832 $56,488 $57,042 '"This title in this grade abolished except as to present incumbents. 19 APPENDIX A (continued) TITLES AND SALARIES YearslSvc 0 1 2 3 4 5 6 7 8 9 New Step 1 2 3 4 5 6 7 8 9 10 Grade i 1 Accountantll Architect 1 12-29-01 $41,485 $43,554 $45,719 $48,044 $50,399 $52,836 $54,525 $56,383 $57,046 12-28-02 $41,485 $43,554 $45,719 $48,044 $50,399 $52,836 $55,616 $57,510 $58,187 $58,757 Grade ]2 EDP Systems Analyst I Environmental Safety Specialist Food Service Manager Food Service Purchasing Analyst Human Rights InvesGgator Staffing Specialist 2 Value Analyst I 12-29-07 $42,726 $44,828 i2-28-02 $42,726 $44,825 Grade 13 Landscape Architect II Librarian II Management Assistani III 12-29-01 $44,001 $46,229 12-28-02 $44,001 $46,229 Grade 14 Ombudsperson Personnel Specialist Research Analyst III Staffing Specialist 3 12-29-01 $45,305 12-28-02 $45,305 $47,088 $49,445 $51,896 $54,590 $56,149 $58,062 $58,745 $47,088 $49,445 $5i,896 $54,590 $57,272 $59,224 $59,920 $60,508 $48,457 $50,908 $53,519 $56,181 $57,772 $59,740 $60,443 $48,457 $50,908 $53,519 $56,181 $58,927 $60,935 $61,652 $62,256 $47,566 $49,985 $52,437 $55,080 $57,837 $59,560 $67,589 $62,373 $47,566 $49,985 $52,437 $55,080 $57,837 $60,751 $62,820 $63,559 $64,183 rade 15 Accountant III Architect II Maintenance and Capital Improvement Planner 12-29-01 $46,675 $48,967 $51,450 $53,997 12-28-Q2 $46,675 $48,967 $51,450 $53,997 $56,703 $59,624 $61,377 $63,469 $64,215 $56,703 $59,624 $62,605 $64,738 $65,500 $66,142 Grade 16 EDP Systems Analyst il Management Information Systems AnalysUApplications SuppoR Network Specialist Value Analyst II 12-29-01 $48,077 $50,496 $53,010 $55,652 $58,454 12-28-02 $48,077 $50,496 $53,010 $55,652 $58,454 $61,377 $63,163 $65,315 $66,083 $61,377 $64,426 $66,621 $67,405 $68,066 � � � 20 o � t� 7 . APPENDIX A (continued) TITLES AND SALARIES Years/Svc 0 1 2 3 4 5 6 7 8 9 - New Step 1 2 3 4 5 6 7 8 9 10 Grade 18 • Compensatory Education Specialist Landscape Architect III Public Relations Coordinator Senior Budget Analyst Senior Ombudsperson Student fnformation System Support Anafyst 12-29-Ot $50,972 $53,582 $56,226 $59,091 $62,019 $65,176 $66,995 $69,275 $70,093 12-28-02 $50,972 $53,582 $56,226 $59,091 $62,019 $65,176 $68,335 $70,663 $71,495 $72,195 Grade 20 Architect III EDP Sysiems Analyst III "Mechanical Engineer III 12-29-01 $54,124 12-28-02 $54,124 • � Grade 22 Program Evaluator 12-29-01 $57,404 12-28-02 $57,40A $56,531 $59,664 $62,657 $65,775 $69,074 $71,119 $73,542 $74,408 $56,831 $59,664 $62,657 $65,778 $69,074 $72,542 $75,013 $75,896 $76,640 $60,269 $63,294 $66,445 $69,756 $73,296 $75,438 $78,008 $78,926 $6Q269 $63,294 $66,445 $69,756 $73,296 $76,9A6 $79,568 $80,504 $81,293 Grade 26 UNIX/Network Admihistrator 12-29-01 $64,662 $67,783 $71,254 $74,819 $78,543 $82,518 $84,889 $87,781 $88,813 12-28-02 $64,662 $67,783 $71,254 $74,819 $78,543 $82,518 $86,586 $89,536 $90,590 $91,478 rade 30 NetworWlnformation Systems Administrator 12-29-01 $72,749 $76,348 $80,135 $84,180 $88,382 $92,779 $95,606 $98,863 $100,026 12-28-02 $72,749 $76,348 $80,135 $84,180 $88,382 $92,779 $97,518$100,540$102,026 $103,027 Grade 35 Database Administrator (ORACLE) 12-29-07 $84,306 $88,574 $92,935 $97,584 $102,455 $107,685 $110,803 $114,578 $115,926 12-28-02 $84,306 $88,574 $92,935 $97,584 $102,455 $107,685 $113,019 $116,870 $118,245 $119,404 "This tltle in this grade abolished except as to present incumbents. Annual salaries are based on 2,080 hours. If a contract work year exceeds 2,080 hours, atlditional salary will be based on the daily/hourly rate of pay. 21 QPPENDIX B 71TLES AND GRADES � PROFESSIONAL EMPLOYEES' ASSOCIATION, INC. Grades Class'rfied Titles Grade 7 Accountantl Grade 11 Accountant II Grade 15 Accountant III Grade 11 Architect I Grade 15 Architect II Grade 20 Architect III Grade 8 Assistant Food Production Manager Grade 12 EDP Systems Analyst I Grade 16 EDP Systems Analyst II Grade 20 EDP Systems Analyst III Grade 12 Environmental Safety Specialist Grade 12 0o r u w� Grade 12 Food Service Manager Grade 12 Food Service Purchasing Analysi Grade 5 Graphic Artist f Grade 10 Graphic Artist II� Grade 9 Landscape Architect Grade 13 Landscape Architect II Grade 18 Landscape Architect IfI Grade 7 Librarian I Grade 13 Librarian II Grade 3 Library Specialist Grade 15 Maintenance and Capital Improvement Planner Grade 5 Management Assistant I Grade 9 Management Assistant II Grade 13 Management Assistant tll Grade 20 Mechanical Engineer III' Grade 16 Network Specialist Grade 3 Public Information Specialist I Grade 7 Public Information Specialist II Grade 7 Research Analyst I Grade 10 Research Analyst II Grade 14 Research Anatyst III Grade 18 Senior Budget Analyst Grade 10 Training Specialist Grade 12 Value Analyst I Grade 16 Value Analyst II '7his iitle �n this grade abolished except as to present incumbenis. � � 22 a3-!� 7 Appendix B (Continued) • TITLES AND GRADES PROFESSIONAL EMPLOYEES' ASSOCIATION, INC. � � Gredes Grade 9 Grade 18 Grade 10 Grade 35 Grade 5 Grade 13 Grade 12 Grade 14 Grade 5 Grade 16 Grade 30 Grade 14 Grade 14 Grade 22 Grade 18 Grade 18 Grade 8 Grade 12 Grade 14 Grade 18 Grade 10 Grade 5 Grade 26 Unclassified Titles Accountabifity Assistant Compensatory Education Specialist Contract Coordinator Database Administrator (Oracle) Grants Assistant Grants Specialist Human Rights Investigator Human Resource Specialist Innovation & Development Assistant MIS AnalysUApplication Support NetworWlnformation Systems Administrator Ombudsperson Personnel Specialist Program Evaluator Public Relations Coordinator Senior Ombudsperson Staffing Specialist 1 Staffing Specialist 2 Staffing Specialist 3 Student Information System 8upport Analyst Stude�t Informatio� System Support Specialist Technical Training Assistant UNIX/Network Administrator 23 APPENDIX C STANDARD RANGES, DECEMBER 29, 2001 . PROFESSIONAI EMPLOYEES' ASSOCIATION, INC. Years Start 1 Year 2 Years 3 Years 4 Years 5 Years 6 Years 7 Years 8 Years Steo 1 2 3 4 5 6 7 8 9 Grade 1 2 3 4 5 s 7 8 9 10 11 13 14 15 16 17 18 79 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 30,883 31,806 32,729 33,716 34,703 35,785 36,869 37,982 39,096 40,211 41,485 44,001 45,305 46,675 48,077 49,540 5Q972 52,SOQ `�,124 55,717 57,404 59,164 60,874 62,753 64,662 66,541 68,547 70,616 72,749 74,914 77,111 79,436 81,823 84,306 86,822 89,432 92,139 94,880 97,742 100,640 103,695 106,753 109,967 113,3Y0 32,379 33,366 34,384 35,372 36,517 37,601 38,682 39,861 41,040 42,248 43,554 46,229 47,566 48,967 50,496 51,959 53,582 55,143 56,831 58,518 60,269 62,084 63,961 65,573 67,783 69,884 71,986 74,119 76,348 78,670 81,027 83,447 85,962 88,574 97,152 93,890 96,723 99,621 102,646 105,702 708,822 112,133 115,476 118,945 34,003 35,054 36,071 37,187 38,301 39,479 40,657 41,803 43,108 44,382 45,779 48,457 49,985 51,450 53,010 54,538 56,226 57,912 59,664 61,448 63,294 65, 7 51 67,146 69,119 71,254 73,354 75,675 77,811 80,135 82,588 85,071 87,678 90,259 92,935 95,736 98,570 101,562 104,587 i o�,ni 110,954 114,266 117,705 121,271 124,868 35,754 36,772 37,919 39,065 40,271 41,421 42,696 43,936 45,274 46,670 48,044 50,908 52,437 53,997 55,652 57,308 59,091 60,871 62,657 64,567 66,445 68,483 7Q 488 72,591 74,819 77,048 79,308 81,759 84,180 86,695 89,337 92,042 94,750 97,584 100,544 703,536 706,625 109,873 113,088 116,494 119,965 123,595 127,352 131,099 37,473 38,652 39,798 41,007 42,185 43,459 44,796 46,130 47,534 4$902 50,399 53,519 55,080 56,703 58,454 60,174 62,019 63,898 65,778 67,719 69,756 71,858 74,056 76,220 78,543 80,900 83,287 85,835 85,382 91,024 93,762 96,596 99,493 102,455 105,542 7Q8,695 171,974 115,348 118,819 122,322 125,983 129,803 133,687 137,666 39,425 40,594 41,827 43,029 44,328 45,692 47,055 48,485 49,881 57,407 52,836 56,181 57,837 59,624 61,377 63,260 65,176 67,027 69,074 71,151 73,296 75,537 77,744 80,114 82,518 84,953 57,552 90,149 92,779 95,638 98,528 701,483 104,504 107,685 110,869 114,214 117,655 121,130 125,028 128,729 132,593 136,588 140,680 144,870 40,528 41,795 42,997 44,328 45,594 46,990 48,420 49,881 51,342 52,934 54,525 57,772 59,560 61,377 63,163 65,145 66,995 69,040 71.119 73,262 75,438 77,744 79,985 82,422 84,889 87,454 9Q,085 92,779 95,606 98,416 101,354 104,438 107,621 110,803 114,082 117,b25 121,032 124,702 728,437 132,237 136,237 140,323 144,54h 148,863 47,909 43,219 44,461 45,838 47,148 48,591 50,069 51,580 53,091 54,737 56,383 61,589 63,469 65,315 67,365 69,278 71,393 73.542 75,758 78,008 80,393 82,770 85,230 87,781 90,433 93,154 95,940 98,863 101,769 t04,807 107,996 111,288 114,578 177,969 121,529 125, 7 55 128,951 132,813 136,742 140,872 145,103 149,468 153,935 az,ao2 43,727 44,985 46,377 47,702 49,163 50,658 52,187 53,776 55,381 57,046 58,745 62,313 64,215 66,083 68,157 70,093 72,232 74,408 76,650 78,926 81,339 83,683 86,232 85,813 9Y,497 94,250 97,069 100,026 102,966 106,040 109,267 112,597 115,926 119,357 122,959 126,628 130,468 134,375 135,357 142,529 146,810 151,227 155,746 Annual salaries are based on 2,080 hours. If a contract work year exceeds 2,080 hours, additional salary wiil be paid based on the daily/hourly rate of pay. � � 24 0�3l� Z • APPENDIX C (continued) � • 1 2 3 4 5 6 7 S 9 10 11 12 13 14 15 16 17 18 79 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 41l 45 30,883 31,506 32,729 33,716 34,703 35,785 38,869 37,982 39,096 40,211 41,485 42,726 44,001 45,305 46,675 48,077 49,540 50,9�2 52,500 54,124 55,717 57,404 59,164 60,874 62,753 64,662 66,541 68,547 70,616 72,749 74,914 77,111 79,436 81,823 84,306 86,822 89,432 92,139 94,880 97,742 t OQ640 103,695 106,753 109,967 113,310 STANDARD RANGES, DECEMBER 28, 2002 PROFESSIONAL EMPLOYEES' ASSOCIATION, INC. 32,379 33,366 34,354 35,372 36,517 37,601 38,682 39,861 41,040 42,248 43,554 44,828 46,229 47,566 48,967 50,496 51,959 53,582 55,143 56,831 58,518 60,269 62,084 63,961 65,873 67,753 69,854 71,986 74,119 76,348 78,670 81,027 83,447 85,962 88,574 91,152 93,890 96,723 99,621 102,646 105,702 108,822 112,133 115,476 118,945 34,003 35,054 36,071 37,187 38,301 39,479 40,657 41,803 43,108 44,382 45,719 47,088 48,457 49,985 51,A50 53,010 54,538 56,226 57,912 59,664 61,448 63,294 65,151 67,146 69,119 71,254 73,354 75,615 77,811 80,135 82,588 85,071 87,618 90,259 92,935 95,736 98,570 101,562 104,587 107,771 110,954 114,266 117,705 121,271 124,868 35,754 36,772 37,919 39,065 40,211 41,421 42,696 43,936 45,274 46,61D 48,044 49,445 50,908 52,437 53,997 55,652 57,308 59,091 60,811 62,657 64,567 66,445 68,483 70,488 72,591 74,819 77,048 79,308 81,759 84,180 86,695 89,337 92,042 94,750 97,584 100,544 103,536 106,625 109,873 113,088 116,494 119,965 t23,595 127,352 131,099 37,473 38,652 39,798 4t,007 42,185 43,459 44,796 46,130 47,534 45,902 50,399 51,896 53,519 55,080 56,703 58,454 60,174 62,019 63,898 65,778 67,719 69,756 71,858 74,056 76,220 78,543 80,900 83,287 85,835 88,382 91,024 93,762 96,596 99,493 102,455 105,542 108,695 111,974 115,348 118,819 122,322 125,983 129,803 133,687 137,666 39,425 40,594 41,827 43,029 44,328 45,692 47,055 48,485 49,881 51,407 52,836 54,590 56,181 57,837 5Q624 61,377 63,260 65,176 67,027 69,074 71,�51 73,296 75,537 77,744 80,114 52,518 84,953 87,552 90,749 92,779 95,638 98,528 101,483 104,504 '107,685 t 10,869 114,214 117,655 12i,130 125,028 128,729 132,593 136,588 140,680 144,870 41,339 42,631 43,857 45,215 46,506 47,930 49,388 50,878 52,369 53,992 55,616 57,272 58,927 80,751 62,605 64,426 66,448 68,335 70,421 72,542 74,728 76,946 79,299 81,5$5 84,07� 86,586 89,203 91,886 94,635 97,518 10D,384 103,381 106,527 109,774 113,0� 9 116,364 119,876 123,453 127,196 131,006 134,881 138,955 143,129 147,435 151,841 42,747 44,083 45,35'I 46,755 48,090 49,563 51,071 52,611 54,153 55,832 57,510 59,224 60,935 62,820 64,738 66,621 68,712 70,663 72,820 75,013 77,274 79,568 82,001 54,365 86,934 89,536 92,242 95,017 97,859 100,840 103,804 106,903 110,156 113,514 1 � 6,870 12Q328 123,960 127,658 131,530 135,469 139,477 143,690 148,�05 152,458 157,014 43,250 44,602 45,884 47,305 48,656 50,146 51,671 53,230 54,790 56,488 55,187 59,920 61,652 63,559 65,500 67,405 69,520 71,495 73,677 75,896 78,183 80,504 82,965 85,357 87,957 90,590 93,327 96,135 99,010 102,026 105,025 108,161 111,452 114,549 118,245 121,744 125,418 129,160 133,077 737,063 141,118 145,380 149,747 154,251 158,861 Annual salaries are basetl on 2,080 hours. If a contract work year exceeds 2,080 hours, additional salary will be paid based on the daily7hourly rate ot pay. 43,674 45,039 46,334 47,769 49,133 50,638 52,178 53,752 55,328 57,042 58,757 60,508 62,256 64,183 66,142 68,066 70,202 72,195 74,399 76,640 78,949 81,293 83,779 86,194 88,819 91,478 94,242 97,077 99,981 103,027 106,055 109,221 112,545 115,975 119,4D4 722,937 126,648 130,427 134,382 138,406 142,501 146,805 t51,215 155,764 160,418 25 INDEX � A O AdoptionLeave ............................................7 Overtime......................................................2 � C P Child Care Leave .........................................7 ParentaUMatemity leave...............,.............8 - D Probationary Period .....................................3 Professional Growth .....................................5 Dentallnsurance ..........................................9 R Discipline....................................................13 F Retirement Health Insurance .......................9 Fair Share Fee .............................................2 S Fiox�Ma S{�epd'n Account ..........................9 Salaries................................................ 19-21 FuneralLeave .............................................. . . ................_................._.... ... 4 G Severance Pay ...........................................12 SickLeave ...................................................7 Grievance Procedure ............................14-16 Sick Leave Conversion ................................7 H Spouse/Dependent Parent Leave ................7 Standard Ranges ................................. 24-25 Health tnsurance ..........................................8 SYep Progression .........................................5 Holidays.......................................................6 T Hours Of Work .............................................2 � Titles And Grades ................................ 22-23 V � Legal Services ...........................................13 Lite Insurance ..............................................9 Vacation..._..............................--••----�---•----�--- Long-Term Disability Insurance ...................9 W MW ages ..........................................................5 Membership Dues ........................................2 Work Stoppage..........................................16 Mileage ......................................................16 Working Out N Of Classification ................•---.......................4 Non-Discrimination ....................................16 � 26 03 -t�, 7 � � � 2� b 3-�� 7 � � � d� -l�� ! � zoo2 - �003 COLLEGTIVE BARGAINING AGREEMENT BETWEEN SAINT PAUL PUBLIC SCHOOLS 1NDEPENDENT SCHOOL DISTRICT NO. 625 � AND PROFESSIONAL EMPLOYEES ASSOCIATION, lNC. January 1, 2002 through December 31, 2003 � Satnt Paul Pue�ic 3cNOU�s Saint Paul Pueuc ScHnn�s � SAINT PAUL PUBLIC SCHOOLS Independent School District No. 625 AI Oertwig John Brodrick Anne Carroll Toni Carter Tom Conlon Elona Street-Stewart Neal Thao Chair Director Director Director Director Director Director Administration Superintendent of Schools Chief Accountability Officer Executive Assistant Area Superintendents Patricia A. Harvey Margo Baines 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�! D3 7 � � � ARTICLE Article Article Article Article Article Article Article Article Article Article Article Article Article Article Article Article Article Article Article Article Articie Articfe Article Article 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. TABLE OF CONTENTS TITLE Preamble ............................................ Recognition......................................... Management Rights ............................ Maintenance of Standards .................. Check Ofif and Service Fee ................ Hours of Work and Overtime .............. Probation............................................ Seniority .............................................. Working Out of Classification ............. Wages................................................ Professional Growth ........................... Holidays.............................................. Vacation.............................................. Sick Leave .......................................... ParentalfMaternity Leave .................... Employee Benefits .............................. Severance Pay .................................... Legal Services .................................... Discipline............................................ Grievance Procedure .......................... Non-Discrimination ............................. Work Stoppage ................................... Mileage............................................... SavingClause .................................... Duration and Effective Date ............... Appendix A: Titles and Salary........, Appendix B: Titles and �rades......, Appendix C: Standard Ranges ....... In d ex .................................................. � PAGE ........................................................ iv .........................................................1 .........................................................1 .........................................................1 .........................................................2 .........................................................2 ......................................................... 3 .........................................................4 .........._..........._........... _....-°-°-........4 .........................................................5 .........................................................5 ......................................................... 6 ......................................................... 6 .........................................................7 .........................................................8 .........................................................8 .......................................................12 .......................................................13 .......................................................13 .......................................................14 .......................................................16 .......................................................16 .......................................................16 .......................................................17 .............. _...................... -- • ° ° ---......17 .......................................................19 .......................................................22 ....................................................... 24 .......................................................26 PREAMBLE This Agreement is entered into between Independent School District No. 625, hereinafter referred to as the "Employe�" and the City of Saint Paul Professional Employees Association, inc., hereinafter referred to as the "Association," for the purpose of fastering and promoting harmonious relations between the Employer and the Association in order that a high levet of public service can 6e provided to the citizens in tne School District. This Agreement at[empts to accomplish this purpose by providing a fuller and more complete understanding on the part of both the Employer and the Association of their respective righYS and responsibilities. The provisions of this Agreement shall not abrogate the rights and/or duties of the Em�lAyec, thP_^os�xiation, or the employees as established under the provisions of the Public Employment Labor Re(ations Act of Y97 , as a e . # � � iv a3-1� 7 � ARTICLE 1. RECOGNITION 1.1 The Employer recognizes the Association as the exclusive representative for the Professional Employees Group, as cert+fied by the State of Minnesota Bureau of Mediation Services, dated May 1 1, 1988, Case No. 88-PR-2632. This unit consists of the following: AI1 classified and unclassified professional employees of Independent School Districi No. 625, St. Paul, Minnesota, as iisted in Appendix B of this agreement who are public employees within the meaning of Minnesota Statute. § 179.03, Su6d. 14, excluding supervisory, corifidential, and alI other employees. 1.2 The rights and benefits of provisional employees shall be governed by the Civil Service Rules unless such rights and benefits are specifically amended as to provisional employees by this contract. 1.3 The parties agree that any new classifications which are an expansion of the above bargaining unit or which derive from the classifications set forth in this agreement shalf be recognized as a part of this bargaining u�it, and the parties shall take all steps required under the Public Employment Relations Act to accomplish said objective. � ARTICLE 2. MANAGEMENT RIGHTS 2.1 The Association recognizes the right of the Employer to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The rights and authority which the Employer has not officia�ly abridged, delegated or modified by this Agreement are retained by the Employer. 2.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not Ifmited to, such areas of discretion or policy as the functions and programs of the Employer, its overall budget, utilization of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 3. MAINTENANCE OF STANDARDS 3.1 The parties agree that all conditions of employment relating to wages, hours oE work, vacations, and all other general working conditions except as mod'rfied by this Agreement shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul (Resolution No. 3250), a�d the Saint Paul Safary Plan and Rates of Compensation at the time oS 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 SERVICE FEE � 4.1 The Employer agrees to deduct the Association membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a representative of the Association and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 4.2 Any present or future employee who is not an Association member shall be required to contribute a fair share fee for services rendered by the Association. Upon notification by the Association, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Association. In no instance shall the fair share fee exceed eighty-five (85) percent of the membership dues. It is also understood that in the event I e Em lo er shall make an improper fair share deduction from the earnings of an employee, the ssoaa io �the Em lo er whole to the extent that the Employer shall be required to reimburse such employee or any ttraant improperly withheld. This provision shali remain operative only so long as specrfically provided by Minnesota law, and as otherwise legal. 4.3 The Association agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgments brought or iss�ed against the Employer as a result of any action taken or not taken by the Employer under the provisions of this Article. 4.4 The Association agrees that a service fee of fifty cents (50¢) per member, per month shail be deducted by the Employer from the amount withheld for dues or fair share prior to remittance of dues or tair share to the Association. � ARTICLE 5. HOURS OF WORK AND OVERTIME 5.1 The normal hours of work for the employee shall be a minimum of seven and three- fourths (7 3/4) hours in any twenty-four (24) hour period and thirty-eight and three-fourths (38 3/4) hours in a seven (7)-day period. For employees on a shift basis this shal! be construed to mean a minimum average of thirty-eight and three-fourths (38 3/4) hours a week. 52 Employees who work more than seven and three-fourths (7 3/4) hours in any twenty-four (24}-hour period or more than thirty-eight and three-fourths (38 3/4} hours in any seven (7)-day period shall not receive pay for such additional work except as in 5.4 below. 5.3 It is understood by the parties that Section 28H - Overtime Compensation of Resolution No. 3250 shall not apply to this unit. 5.4 I� unusual circumstances a department head may grant employees who work more than seven and three-fourths (7 3/4) hours in any twenty-four (24)-hour period or more than thirty-eight and three-fourths (38 3/4) hours in any particular seven (7)-day period compensatory time or pay on a straight lime basis for the extra hours worked. The method of this compensation shail be determined soiely by the Employer. � Fa p3_f�7 � ARTICLE 6. PROBATION 6.1 The probationary period shall be o�e (1) year for alf original and promotion appointees and employees who have been transferred at their own request or reinstated after resigning in the Professional Employees unit. In the case of a one (1)-year probation, the employee's progress report shall be submitted to the Human Resources Director at the end of the tourth (4th) and eighth {8th} month of employment. Unless the head of the department where the empioyee is employed at the end of his/her probationary period shall, during the last month of the employee's pro6ation, certify that the services of such probationer during the probationary period were unsatisfactory, the employment of such probationer shall continue, and the probationer shall be deemed to have satisfactorily completed the probationary period. If the probationer's service has been cert+fied as unsatisfactory by the head of the department in which the employee is employed, the employment of such probationer shall terminate at the end of the probationary period. If the probationer is entitled to veteran's preference in accordance with the Veterans' Preference Act of the State of Minnesota, he/she shall be entitled to a hearing as required by said Act and in accordance with Section 16 of Civil Service Rules. 6.2 Time served on probation, whether continuous or not, shall be charged to the period of probation. 6.3 If any probationer on fair test shall be found incompetent or unqualified to pertorm the duties of the portion to which he/she has been certified or transferred, the appointing officer shall report such fact in writing to the Human Resources Office and may, for reasons specifically stated in writing and filed with the Human Resources Office, discharge, reduce, or in the case of a transferee, return tn the former position of said � probationer ai any time during the probationary period; except that if the probationer is entitied to veterans' preference in accordance with the Veterans' Preference Act of the State of Minnesota, he/she shall be entitled to a hearing as required by said Act and in accordance with Section 16 of the Civil Service Rules. 6.4 If a promotional or a transferee probationer is fiound unsatisfactory because he/she is incompetent or unquafified to perform the duties of the certified or transferred position, the probationer shall be reinstated to his/her former position or to a position to which ihe employee might have been transferred prior to such promotion; except that 'rf the probationer is entitled to veterans' preference in accordance with the Veterans' Preference Act of the State of Minnesota, he(she shall be entitfed to a hearing as required by said Act and in accordance with Section 18 of the Civil Service Rules. � 3 ARTlCLE 7. SENIORITY � 7.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The length of continuous, reguiar, and probationary service with the Employer from the date an employee was first certified and appointed to a ciass titie covered by this Agreement, it being further understood that seniority is confined to the current class assignment held by an employee. !n cases where hvo or more employees are appoinied to the same class title on the same date, the seniority sfiali be determined by the empioyee's rank on the eligible list from which certification was made. 72 Seniority shall terminate when an employee retires, resigns or is discharged. 7.3 In the event it is determined by the Employer that it is necessary to reduce fhe workforce, employees w+ll be laid off by class title within each department based on inverse length of seniority as defined above. 7.4 In cases where t ere are er+e� ti � Ac�ouniant i, Ii, III, etc., when the number of employees in the higher titles is to be reduced, employees wi e Ytered reductions to the highest title to which class seniority would keep them from being laid off, before layoffs are made by any class title in any department. 7.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two (2) years of layoff. It is understood that such employees will pick up their former seniority date in any class of positions that the employee previously held. 7.6 7o the e�ent possible, vacation period shall be assigned on the basis of seniority. It is, however, understood that vacatio� assignment shall be subject to the ability of the Empioyer to maintain operations. � ARTICLE 8. WORKING OUT OF CLASSIFICATION 8.1 Employer shall avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period ot time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days shall receive the rate of pay for the out-of-class assignment in a higher classification not fater than the sixteenth (16th) day of such assignment. For purposes of this Article, an out-of-class assignmertt is defined as an assignment of a� employee to perform, on a full-time basis, all of fhe significant dufies and responsibilities of a posifion different from the employee's regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. � D 3-l� 7 � ARTfCLE 9. WAGES 9.1 The wage schedule for the purpose ot this contract shall be Appendices A and C. 92 Safary Step Progression Eligibility for Alf Employees 9.2.1 An employee must have received an overall rating of "Satisfactor�' on his/her most recent performance evaluation to receive any salary step advancement. 922 An employee must have been paid a minimum of 1,040 hours in the previous twelve (72) months (minimum hours requirement is prorated for part-time employees) to receive any salary step advancement. 9.3 Effective the beginning of the pay period closest to January 1 each year, employees who meet the eligibility requirements of 9.2 of this Article shall advance one (1) step on the pay schedule. ARTICLE 10. PROFESSIONAL GROWTH SECTION 1. The parties recognize that professional growth is an inherent continuing obligation of professional employees. To that end, professional employees shall avail themselves of � opporlunNies for improving iheir skilis. Professional reading, participation in the professional activities of professional organizations, formal and informal study, workshops, in-service training courses, membership dues in professional organizations directly related to the employee's current position, and community activities are examples of the kinds of involvement expected oS professional employees and encouraged bythe Board of Education. SECTION 2. For fiscaf year 2002 and thereafter, an amount of $500 per fiscal year shall be provided for each employee for an employee's professional growth. These funds may be applied to pay the costs for attendance at national or regional conventions, workshops, clinics or other professional meetings, and memberships in professional organizations approved by the employee's immediate supervisor. Meetings that have negotiations as a principle topic shall not be deemed appropriate for purposes of this Article. "Costs for attendance" shall mean registration tees, lodging, books and materials, food and travel. Expenses to be reimbursed shall be properly documented upon the appropriate voucher form in accordance with District regulations and procedures. SECTION 3. An employee may carry over from one fiscai year to the ne�d the full allowance or part of the fiscal year's allowance which remains unused. The carryover allowance will be added to the allowance available in the following fiscal year. The maximum individual allowance available in any fiscal year, including carryover, cannot exceed $1,000. SECTION 4. This professional growth aflowance is not intended to supplant nor limit departmental professional devefopment opportunities. Attendance of employees at other professional meetings without the use ofi these funds and without Ioss of pay may be granted subject to the approval of the employee's immediate supervisor. � ARTICLE 11. HOLIDAYS 11.1 Holidavs Recoqnized and Observed. observed as paid hoiidays: Eligible employees shall receive pay for each of the holidays listed above on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the pre d as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday s a o New Year's Day Martin Luther King Jr. Day Presidents' Day Memorial Day Independence Day Labor Day Thanksgiving Day Day After Thanksgiving Christmas Day t 1.2 Eliqibilitv Requirements. 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. In neither case shali the holiday be counted as a working day for the purposes of this Section. Ten-month employees shall receive pay for holidays that fall within their work year, provided they meet the eligibility requirements of this section. 11.3 If Martin Luther King Jr. Day or Presidents' Day falis on a day when school is in session, the employees shall work that day a1 straight time and another day shail be designated as the holiday. This designated holiday shaii be a day deterrnined by agreement between the employee and the supervisor. ARTICLE 12. VACATION 12.1 In each calendar year, each full-time empioyee shall be granted vacation according to the foilowing schedule: Years of Service First year through 4th year Affer the 4th year through 14th year After 74 years and thereafter iF.�a The following days shall be recognized and � Hours of Vacation Eamed Annual Per Nour on Hours Pavroll Eamed 0769 160 .0962 200 .1154 240 Annual Days Eamed 20 25 � Calculations are based on 2,080 hours and shall be rounded to the nearest hour. "Years of Service" means calendar years of service. An employee may carryover into the following year up to one hundred and sixty (160) hours of vacation. 12.3 Upon separation of service, if employee has provided ten (i0) calendar day' notice to fhe Employer, any unused, accrued vacation shall be paid at the employee's current rate of pay. If an employee has been granted more vacation than the employee has earned up to fhe time of separation from service, the emp(oyee shall reimburse the District for such unearned vacation at the employee's current rate of pay. If an employee is separated from service by reason of discharge, retirement or death, the employee shall be paid for any unused, accrued vacation earned up to the time of such separation. � � b 3 -l� � � � ARTICLE 12. VACATION (corrtinued) 12.4 Sick Leave Conversion. If an employee has an accumulation of sick leave credits in excess of one hundred and eighty (180) days, helshe may convert any part of such excess to vacation at the rate of one-half (112) days vacation for each day of sick leave credit. No empfoyee may convert more than ten (10) days ofi sick leave in each calendar year under this provision. ARTICLE 13. SICK LEAVE 13.1 Sick Leave. Sick leave shall accumulate at the rate of .0576 of a working hour for each full hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave, the employee must report to his/her supervisor no later than one- 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. 13.2 Specified Allowable Uses of Sick Leave. Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay, for such period of time as the head of the department deems necessary, on account of sickness or injury of the employee, quarantine established and declared by the Bureau of Healih, death of the employee's mother, father, spouse, child, step-parent, step-child, brother, sister, mother-in-law, father-in-law or other person who is a member of the household; and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc., or in the case of sudden sickness or disability of a parent or a member of his/her household, making arrangements for the care of such sick or disabled persons up to a maximum of eight (8j hours sick leave. 132.1 Funeral Leave. Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted three days of such leave to attend the funeral of the employee's son-in-law, daughter-in-law, grandparent or grandchild, step-parent, step-child and one (1) day for the empioyee's aunt, uncle, sister-in-law, brother-in-law, niece or nephew. 132.2 Sick Child Care Leave. Sick leave for sick child care shall be granted on the same terms as the employee is able to use sick leave for the employee's own illness. This leave shall only be granted pursuant to Minnesota Statute §181.9413 and shall remain available as provided in Statute. 13.2.3 Soouse/Dependent Parent Leave. Up to five (5) days of accumulated sick leave may be used in a work year to allow the employee to care tor and attend to the serious or critical illness of his/her spouse or dependent parent. These days when used are deductible from sick leave. 132.4 Adoqtion Leave. Up to fifteen (15) days of accumulated sick leave may be used in a contract year to attend to adoption procedures or care for a newly adopted child or for a father with a newborn child. Use of these fifteen (15) days does not need to occur consecutively. • �3.3 Eliaibilitv for Sick Leave. To be eligible for sick leave, the employee must meet the specified uses in 132 and report the need for time off to his/her supervisor no later than one-half hour past his/her regular scheduled starting time. 13.4 The granting of sick leave is subject to additional provisions as provided in Civil Service Rules. 7 ARTICLE 14. PARENTAIJMATERNITY LEAVE 14.1 Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8} months before the estimated date of child6irth, as determined by a physician, and ending six (6} mo�ths after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stafed above and the Employer may approve such Ieave at its option, and such leave may be no longer than one (1) year. 14.2 Parental leave shall be granted to employees for the birth or adoption of a child in accordance with applicable state and federal laws. ARTICLE 15. EMPLOYEE BENEFITS EMPLOYEE HEALTH INSURANCE 1.1 The Employer will continue for the period of this Agreement to provide for active employees such health and life insurance benefits as are provided by Employer at the time of execution of this Agreement. 12 Eliqibilitv Waitinq Period. 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 contribution to premium cost for health and life insurance provided herein. 1.3 Full-Time Status. For the purpose of this Article, full-time employmeni is detined as appearing on the payroll ai least thirty-two (32) hours per week or at least sixty-four (64) hours per pay period, excluding overtime hours. 1.4 Half-Time Status. For the purpose of this Articie, half-time employment is defined as appearing on the payroll at least twenty (20) hours but Iess than thirty-two (32) hours per week or at least forty (40) hours but less thart siuty-four (64) hours per pay period, excluding overtime hours. 1.5 Emplover Contribution Amount: Full-Time Emplovees. Effective January 1, 2002 and who selects employee insurance coverage, the Empioyer agrees to contribute the cost of such coverage ar $270 per month, whichever is less. For each eligible full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $520 per month, whichever is less. �.5.1 Effective January 1, 2003, for each eligib(e employee covered by this Agreement who is employed full time and who sefects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $305 per month, wF�ichever is Iess. For each eligible full-time emp�oyee who sefects famify coverage, the Employer will contribute the cost of such family coverage or $575 per month, whichever is less. 1.6 Emqlover Contribution Amount: Haif-Time Emplovees. For each eligible employee covered by this Agreement who is employed half time, the Employer agrees to contribute fifty percent (50%) of the amount contributed for full-time employees for the insurance coverages in 1.5, 1.7, 1.8 and 1.9 of this Article. 17 Em�lo�er Contribution Amount: Active 10-Month Emplovees. The District agrees to continue contributions for benefits during months that 10-month employees are not actively at work. � � � 0 � � � � � ARTICLE 15. EMPLOYEE BENEFITS, Section 1. {continued) �.8 Empiover Contribution Amount: Married Coupies. Employees who are married to another District employee and who are covered under their spouse's health plan may waive the single or family contribution to health insurance and receive up to $20� per month toward their spouse's family premium. The combination of District contributions cannot exceed the full cost of family coverage and cannot be applied in cases where the spouse is receiving health insurance through the District's cafeteria benefits plan. 1.9 Life Insurance. Effective Janua+y 1, 1996: The District agrees to provide term life insurance in the amount of $50,000 fior each eligibie employee. This amount of iife insurance shaH be reduced to $5,000 upon earry retirement and shail continue until the esrly retiree reaches age sialy-five (65), at which time the Employer paid life insurance shall be terminated. 1.10 Dental Insurance. The Employer will contribute for each eligihle employee covered by this Agreement who is employed full-time toward participation in a dentai care pian offered by the Employer up to $35 per month for employee coverage. Effective January 1, 2003, employees who wish to enroll in family dental coverage may pay the difference beiween the cost of family coverage and single coverage. 1.11 Lonq-Term �isabilitv Insurance. Effective January 1, 2003, the Employer wi�l provide long-term disabiiity coverage for each eiigibie employee. 1.12 Flexible Spendinq Account. It is the intent of the Empioyer to maintain during the term of this Agreement a plan for medical and chitd care expense accounts to be available to employees in this bargaining unit who are eligible for Employer-paid premium contribution for health insurance for such expenses, within the esta6lished Iegal regulations and IRS requirements for such accounts. 1.13 The contributions indicated in this Article 15 shall be paid to the Employer's group health and welfare plan. 1.14 Any cos[ of any premium for any Employer-offered employee or family insurance coverage in excess of the dollar amounts stated in this Article 15 shall be paid by the employee through payroll deduction. SECTION 2. RETlREMENT NEALTH INSURANCE AND TRANSITIONAL BENEFIT Subd. 1. Benefit EliqibiiiN for Emolovees who Retire Before Aqe 65. 1.1 Emplovees hired into District service before Januarv 1, 1996, must have completed the following service eligibility requirements with fndependent 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. Paui Teachers Retirement Association or other public employee retiree program at the time of retirement and have severed the employment relationship with Independent School Qistrict 625; B. Must be at least fifty-eight (58) years of age and have completed twerrry-five (25) years of service, or; C. The combination of their age and their years of service musi 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 immediate{y preceding retkement. 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.� E. � 3l�� F'] �� ARTICLE 15. EMPLOYEE BENEFITS, Section 2. (continued) 1.2 Employees hired into District service after Januarv 1, 1996, must have completed twenty (20) years of service with Independent Schoo! D'+strict No. 625. Time with the City of Saini Paul will not be counted toward this twenty (20)-year requirement. 1.3 Eliqibilitv requirements for all retirees. A. A retiree may not carry his/her spouse as a dependent if such spouse is aiso an Independent School Districi No. 625 retiree or Independent School Disirict No. 625 employee and eligible tor and is enrolled in the Independent School District No. 625 health insurance program, or in any other Employer-paid health insurance program. � Additional dependents beyond those designated to the District at the time of tetirement may not be added at District expense after retirement. C. The employee must make applicaiion through District proce ur ' of retiremenf in order fo be eligible for any benefifs provided in this Section. D. Employees terminated tor cause will not be eligible for empioyer contribuYions toward insurance premiums for pre-age 65 or post-age 65 coverage. At the Employer's discretion, the Employer may consider an employee's voluntary resignation in lieu of termination. The termination of an employee, if contested, must be upheld by a neutral third party. Subd. 2 Emplover Contribution Levels for Emplovees Retirina Before Aqe 65 2.1 22 Health Insurance Employer Contribution. Employees who meet the requirements in Subd. 1.1 or Subd. 12 of this Article wili receive a District cantribution toward health insurance until the employee reaches sixty- five (65) years of age as detined in this subdivision. 2.1.1 The District contributian toward heaiih 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. 2.t2 In the event the District changes health insurance carriers, it will have no impact on the District contribution for such coverage. 2.1.3 Any employee who is receiving family coverage premium contribution at date of retirement and later changes to single coverage will receive the dollar contritrution to single coverage that was provided in the contract under which the retirement became effective. Life Insurance Emplover Contribution. The District wiii provide for early retirees who qualify under the conditions of 1.1 or 1.2 above, premium contributions for eligible retirees for $5,Q00 of life insurance only until their 65th birthday. No life insurance will be provided, or premium contributions paid, tor any retiree age si�y-five (65j or over. � 1►� � � 10 t��31� 7 � � ARTIG�E 15. EMPLOYEE BENEFITS, Section 2. (continued) Subd. 3 Benefit Eliqibilitv for Emplovees After Aqe 65 3.1 3.2 Empiovees hired into the District before Januarv 1, �996 who retired before age 65 and are receiving 6enefits per Subd 2 above are eligi6le, upon reaching age 65, for employer premium contributions for health insurance described in Subd. 4 of this Articfe. 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 above to receive District contributions toward post-age-65 heaith insurance premiums. 3.3 Emolovees hired on or after Januarv 1. 1996, shalf not have or acquire in any way any eligibility for Employer-paid health insurance premium contribution for coverage in retirement at age sixiy-five (65) and over in Subd. 4. Employees hired on or after January1,1996, shall be eligible for only earlv retirement insurance premium contributions as provided in Subd. 2 and Deferred Compensation match in Subd. 5. 3.4 Years of certified civil service time with the City of Saint Paul earned prior to January 1, � 996, will continue to be counted toward meeting the DistricYs service requiremeni of this Subd. 3. Civil service time worked with City of Saint Paul after January 1, 1996, will be considered a break in District employment. 3.5 Employees terminated for cause will not be eiigible for employer contributions toward insurance premiums for pre-age 65 or post-age 65 coverage. At the Employer's discretion, the Employer may consider an employee's voluntary resignation in lieu of termination. The termination of an employee, if contested, must be upheld by a neutral third party. Subd. 4. Emplover Gontribution Levels for Emplovees Atter Aqe 65. 4.1 �998, and who meet the eligibility requirements in Subdivisions 3.1 or 32 of this Article are eligible for premium contributions for a Medicare Supplement heaith coverage policy selected by the District. Premium contributions for such policy will not exceed: Coveraqe Tvpe Medicare Eligible Non-Medicare Eligibie Sinqle Familv $300 per month $400 per month $400 per month $500 per month At no time shall any payment in any amount be made directly to the retiree. Any premium cost in excess of ihe maximum contributions specified must be paid directly and in full by the retiree, or coverage will be discontinued. Subd. 5. Empfovees hired after Januarv 1. 1996, after completion of three (3) full years of consecutive active service in Independent School District No. 625, are eligible to participate in an employer matched Minnesota Deferred Compensation Plan or District-approved 403(b) plan. Upon reaching eligibiliry, the District will match up to $50 per paycheck to a maxim�m of $500 per year of consecutive active service, up to a cumulative lifetime m�ucimum of $12,500. Part-time employees working half-time or more will be eligibfe for up to one half (50%) of the available District match. Approved non-compensatory leave shall not be counted in reaching the three (3) ful{ years of consecutive active service, and shall not be considered a break in service. Time worked in the City of Saint Paut will not be counted toward this three (3)-year requirement. Federal and state rules governing participation in the Minnesota Deferred Compensation Plan or District-approved 403(b) plan shaii apply. The employee, not the District, is solely responsibie for � determining his/her total maximum allowable annuaf contribution amount under lRS regulations. The employee must initiate an application to participate through the DistricYs specified procedures. 11 ARTICLE 16. SEVERANCE PAY 16.1. Severance Pav. The District shall provide a severartce 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. 162 EIi ibili . To be eligible for severance pay, an employee musi meet the following requirements: 16.2.1 The employee must be tifty-five (55) years of age or older or must be eligible for pension under the °Rule of 90° provisions of the Public Employees Retirement Association (PERA). The "Rule of 85" or the "Rule of 90" criteria shall also apply to employees crovered by a public pension plan other than PERA. 16.2.2 16.3 The employee must be voluntarily separated from School District employment r h A haen subiect to separation by layoff or compulsory retirement. Those employees who are disci ed�For ii incompetency or any other disciplinary reason are not eligible for this pay program. � 16.2.3 For the purpose of this severance program, a death of an empioyee shall 6e 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. Severance Pav. 16.3.1 If an empioyee notities the Human Resource Department three (3) months in advance of the date of retirement and requests severance pay and 'rf the employee meets the eligibility requirements set forth in 16.2- above, he or she will be granted severance pay in an amounf equal to $125 pay for each day of accrued, unused sick leave, up to 140 days. In this instance, the ma�cimum amount of severance pay will not exceed $17,500. 16.3.2 If an employee notifies the Human Resource Department in less than ihree (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 $700 pay for each day of accrued, unused sick leave up to 150 days. In this instance, the maximum amount of severance pay wiil not exceed $15,000. 16.3.3 If exigent circumstances exisf, such as a sudden illness/i�jury of the employee or immediate family member necessitating immediate retirement, and if the employee meets the eligibiliiy requirements set forth above, he or she will be granted severance pay in an amount equal to $125 pay for each day of accrued, unused sick leave up to 140 days. � � 12 D�3-�� 7 � � � ARTICLE 17. LEGAL SERVICES 17.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, Employer shall defend, save harmless and indemnify employee against any tort claim or demand, whether groundless or otherwise, arising out of alleged acts or omission occurring in the pertormance or scope of employee's duties. 172 Notwithstanding (�7.1), the Employer shall not be responsible for paying any legal service fee or for providing any legal service arising from any legal action where the employee is the plaintiff. ARTICLE 18. DISCIPLINE 18.1 18.2 18.3 The Empioyer wi1l discipline empfoyees for just ca�se only. Discipfine will be in the form of: 18.1.1 Written reprimand; 18.1.2 Suspensio�; 18.1.3 Reduetion; 18.1.4 Discharge. Suspensions, reductions, and discharges will be in written form. Empfoyees and the Association will receive copies of written reprimands and notices of suspension and discharge. 18.4 Employees may examine aIl information in their Employer personnel files that concerns work evaluations, commendations andlor disciplinary actions. Files may be examined at reasonable times under the direct supervision of the Employer. 18.5 Preliminarv Review. Prior to issuing a disciplinary action of unpaid suspension, demotion, or discharge, the supervisor will make a recommendation to his/her supervisor regarding proposed discipline. That supervisor will then schedule a meeting with the employee prior to making a final determination of the proposed discipline. The employee shall have the opportunity to have union representation present and be provided the opportunity to speak o� his/her behalf regarding the proposed action. lf the employee is unable to meet with the supervisor, the employee and/or union will be given the opportunity to respond in writing. 18.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that an Association Representative be present. 18.7 A grievance relating to this Article shall be processed in accordance with the grievance procedure of this Agreement in Article 19 and Minnesota Statute § 179A.20, Subd. 4. This provision is not intended to abrogate rights of veterans pursuant to statute. 73 ARTtCLE 19. GRIEVANCE PROCEDURE 19.1 The Employer shall recognize stewards selected in accordance with Association rules and regulations as the grievance representatives of the bargaining unit. The Association shall notify the Employer in writing ot the names of the stewards and of their successors when so named. 19.2 It is recognized and accepted by the Employer and the Association that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during norma! working hours only when consistent with such employee duties and responsibilities. The steward involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the steward and the employee have notified and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the Employer. 19.3 The procedure established by this Article shatl be t e so e a e processing of grievances, which are defined as an alleged violation of the terms and conditions of this Agreement. 19.4 Grievances shall be resoived in conformance with the following procedure: � Steo �, Upon the occurrence of an alleged violation oF this Agreement, the employee involved with or without the steward shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the marier is not resolved to the employee's satisfaction by the informal discussion, it may be reduced to writing and referred to Step 2 by the Association. The written grievance shall set torth the nature of the grievance, the facts on which it is based, the aUeged section(s) of the Agreement violated, and relief requested. Any alleged �' violation of the Agreement not reduced to writing by the Association within ten (10) workdays ot the first occurrence of the event giving rise to the grievance, shall be considered waived. Sted2. Within ten (10) workdays after receiving the written grievance, a designated Employer supervisor shall meet with the Association steward and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unresolved, the Employer shall reply in writing to the Association within five (5) workdays following this meeting. The Association may refer the grievance in writing to Step 3 within ten (10) workdays following receipt of the Employer's written answer. Any grievance not referred in writing by the Association wifhin te� (t0) workdays foliowing receipt of the Employer's answer shall be considered waived. Steo 3. Within ten (10) workdays following receipt of a grievance referred from Step 2, a designated Employer supervisor sha(f ineet with the Association's representative or his designated representative, the Employee, and the Steward, and attempt to resolve the grievance. Within ten (10) workdays following this meeting, the Employer shall reply in writing to tfie Association stating the Employer's answer concerning the grievance. If, as a result of the written response, the grievance remains unresolved, the Association may refer the grievance to Step 4, Any grievance not referred in writing by the Association to grievance mediation or Step 4 within ten (10) workdays following receipt of the Employer's answer sha0 be considered waived. The Employer within ten (10) working days of receipt of the request for review at Step 4 may refer the grievance to grievance mediation or allow the grievance to proceed to Step 4. � 14 a3�� ARTICLE �9. GRIEVANCE PROCEDURE (continued) Steo 4. !f the grievance remains unresolved after the Step 3 response and/or grievance mediation, the Association may within ten (10} workdays after the response of the Employer or conclusion ofi mediation, request arbitration of the grievance. The arbitration proceedings shall be conducted by an arbitrator to be selected by mutuai agreement of the Employer and the Association within ten (�0) workdays after notice has been given. If the parties fail to mutual�y agree upon an arbitrator within the said ten (10)-day period, either party may request the Bureau of Mediation Services to submit a panei of five (5) arbitrators. Both the Employer and the Association shall have the right to strike iwo (2) names from the panel. The Association shall strike the first (1st) name; the Employer shall then strike one (1) name. The process will be repeated and the remaining person sha�i be the arbitrator. 19.5 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 Association, and shail have no authorifij to make a decision on any other issue not so su6mitted. The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thiriy (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 shali be fiinal and binding on the Emplayer, the Association, and the employees. � 19.6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the Employer and the Association, provided that each party shall be responsible for compensating its own represerrtatives and witnesses, if either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. 19.7 The time limits in each step of this procedure may be extended 6y mutual agreement of the Employer and the Association. 19.8 It is understood by the Association and the Employer that if an issue is determined by this grievance procedure, it shaif not again be submitted for determination in another forum. If an issue is determined by any other forum, it shall not again be submitted for arbitration under this grievance procedure. �J 15 ARTICLE 20. NON-DISCRIMINATION 20.1 The terms and conditions of this Agreement will be applied to employees equa!!y without regard to or discrimination for or against any individual because of race, cotor, creed, sex, age, or because of inembership or non-membership in the Association. 202 Employees will perform their duties and responsibilities in a non-discriminatory manner as such duties and responsibilities involve other employees and the general public. ARTICLE 21. WORK STOPPAGE 21.1 The Association and the Empioyer agree a or� stooaaqes, slow-downs, sit-down, stay-in or other concerted interference with the Employe�'s business or affairs by any of said Association and/or members thereof, and there shall be no bannering during existence of this Agreement without first using all possible means of peaceful settlement of any controversy which may arise. Empioyees engaging in same shall be liable for disciplinary action. ARTtCLE 22. MILEAGE SECTION 1. MILEAGE ALLOWANCE. 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 estabfished by the Board of Education. The mileage reimbursement rate shall be indexed periodically to reflect the rate established by the Internal Revenue Service. SECTION 2. REIMBURSEMENT PROCEDURES. An employee must keep a record of each trip made. Reimbursement shail be for the actual mileage driven in the performance of assigned duties as verified by the appropriate school district administrator and in accordance with School District Business Office policies and procedures. � �� 16 D3-1� 7 � ARTICLE 23. SAVING CLAUSE � s 23.1 This Agreement is subject to the laws of the United States, the State of Minnesota. In the event any provisions of this Agreement shall be he(d fo be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appea! has been taken within the time provided, such provisions shall be voided. All other provisions shalf continue in full force and effect. The voided provision may be renegotiated at the written request of either party. All other provisions of this Agreement shall continue in fiull force and effect. ARTICLE 24. DURATION AND EFFECTIVE DATE 24.1 Except as herein provided, this Agreement shall be effective as of January 1, 2002, and shall continue in full force and effect through December 31, 2003, and thereafter until modified or amended by mutuai agreement of the parties. Either party desiring to amend or modify this Agreement shali notify the other in writing so as to comply with the provisions of the Public Empfoyment Labor Refations Act of i971, as amended. 242 This constitutes a tentafive agreement between the parties which will be recommended by the Negotiations/Labor Relations Manager, but is su6ject to the approval of the Board of Education of Independent School District No. 625 and is also subject to retification by fihe Association. WITNESSES: THE CITY OF SAIN7 PAUL PROFESSIONAL EMPLOYEES ASSOCIATION, INC. � �,e•,__ President, P.E.A. �,��'�� Negotiator, P.E.A. i��yf �- Date r ,� :�o�a .s/a Date D 3 -1� � � APPENDIX A Grade 5 Grants Assistant Graphic ARist ! Innovation and Deveiopment Assistant Management Assistant I Technical Training Assistant 12-29-01 $34,703 $36,517 $38,301 $40,211 $42,185 $44,328 $45,594 $47,148 $47,702 12-28-02 $34,703 $36,517 $38,301 $40,211 $42,185 $44,328 $46,506 $48,090 $48,656 $49,133 rade 7 Accountantl Librarian I Public Information Specialist II Research Anatyst I 12-29-Q1 $36,869 $38,682 $40,657 $42,686 $44,796 $47,055 $48,420 $50,069 $5Q,658 '12-28-02 $36,869 $38,682 $40,657 $42,696 $44,796 $47,055 $49,388 $51,071 $51,671 $52,178 Years/Svc 0 1 2 3 4 5 6 7 8 9 - New Step 1 2 3 4 5 6 7 8 9 'f 0 rade 3 a Library Specialist Pubiic Intormation Specialist 1 12-29-01 $32,729 $34,384 $36,071 $37,919 $39,798 $41,827 $42,997 $44,461 $44,985 12-28-02 $32,729 $34,384 $36,071 $37,919 $39,798 $41,827 $43,857 $45,351 $45,884 $46,334 � i rade 8 Assistant Food Production Manager StaSfing Specialist 1 12-29-01 $37,982 $39,861 $41,803 $43,936 $46,130 $48,485 $49,881 $51,580 $52,187 12-28-02 $37,982 $39,861 $41,803 $43,936 $46,134 $48,485 $50,878 $52,611 $53,230 $53,752 Grade 9 Accouniability Assislarh *`Graphic Artist II Landscape Architect Management Assistant II 72-29-01 $39,096 12-28-02 $39,096 TITLES AND SALARIES $41,040 $A3,108 $45,274 $47,534 $49,88� $51,342 $53,091 $53,7'16 $41,Q40 $43,108 $45,274 $47,534 $49,581 $52,369 $54,153 $54,790 $55,328 Grade 10 Contract Coordinator "Graphic Artist II Research Analyst II Student Information System Support Specialist Training Specialist 12-29-01 $40,211 $42,248 $44,382 $46,510 $48,902 $57,407 $52,934 $54,737 $55,381 72-28-02 $40,211 $42,248 $�i4,382 $46,670 $48,962 $51,407 $53,992 $55,832 $56,488 $57,042 "This trtle in this grade abofishad except as to preserrt incumbents. 19 APPENDIX A (continued) TITLES AND SALARIES Years/Svc 0 1 2 3 4 5 6 7 8 9 New Steo 1 2 3 4 5 6 7 8 9 10 Grade 11 Accountantll Architect I 12-29-07 $41,485 $43,554 $45,7i9 $48,044 $50,399 $52,836 $54,525 $56,383 $57,046 12-28-02 $41,485 $43,554 $45,719 $48,044 $50,399 $52,836 $55,616 $57,510 $58,187 $58,757 Grade 12 EDP Systems Analyst I �p vironmenial SafeTy Specialist Food Production Manager Food Service Manager Food Service Purchasing Analyst Human Rights Investigator Staffing Specialist 2 Value Analyst I 72-29-Ot $42,726 $44,828 12-28-02 $42,726 $94,828 Grade 13 Landscape Architect II Librarian II Management Assistant III 12-29-01 $44,001 $46,229 12-28-02 $44,001 $46,229 Grade 14 Ombudsperson Person�el Specialist Research Analyst III Staffing Specialist 3 12-29-01 $45,305 12-28-02 $45,305 $47,088 $49,445 $51,896 $54,590 $56,149 $58,062 $58,745 $47,088 $49,445 $57,896 $54,590 $57,272 $59,224 $59,920 $60,5D8 $48,457 $50,908 $53,519 $56,181 $57,772 $59,740 $60,443 $48,457 $SQ,908 $53,579 $56,181 $55,927 $6Q,935 $61,652 $62,256 $47,566 $49,985 $52,437 $55,080 $57,837 $59,560 $61,559 $62,373 $47,566 $49,985 $52,437 $55,080 $57,837 $60,751 $62,820 $63,559 $64,183 rade 15 Accountant III Architect II Maintenance and Capital Improvement Pianner 12-29-01 $46,675 $48,967 $51,450 $53,997 12-28-02 $46,675 $48,967 $57,450 $53,997 $56,703 $59,624 $61,377 $63,469 $64,215 $56,703 $59,624 $62,605 $64,738 $65,500 $66,142 rade 16 EDP Sysfems Analyst II Management Information Systems AnalysUApplications Support Nehvork Specialisi Value Analyst II 12-29-Oi $48,077 $5Q496 $53,010 $55,652 $58,454 12-28-02 $48,077 $50,496 $53,010 $55,652 $58,454 $61,377 $63,763 $65,315 $66,083 $61,377 $64,426 $66,621 $67,405 $68,066 u \ J � 20 o � -i� � � APPENDIX A (continued) TITLES AND SALARIES YearslSvc 0 1 2 3 4 5 6 7 8 9 New Step 1 2 3 4 5 5 7 8 9 10 Grade 18 � Compensatory Education Specialist Landscape Architeci III Pubfic Relations Coordinator Senior Budget Analyst Senior Ombudsperson Student Information System Support Analyst 12-29A1 $50,972 $53,582 $56,226 $59,091 12-28-02 $50,972 $53,582 $56,226 $59,091 rade 20 Architect III EDP Systems Analyst III '*Mechanical Engineer III 12-29-Ot $54,124 12-28-02 $54,124 � � rade 22 Program Evaluator 12-29-01 $57,404 12-28-02 $57,404 $62,019 $65,176 $66,995 $69,278 $70,093 $62,019 $65,176 $68,335 $70,663 $71,495 $72,195 $56,831 $59,664 $62,657 $65,778 $69,074 $71,119 $73,542 $74,408 $56,837 $59,664 $62,657 $65,775 $69,074 $72,542 $75,013 $75,896 $76,640 $60,269 $63,294 $66,445 $69,756 $73,296 $75,438 $78,008 $78,926 $60,269 $63,294 $66,445 $69,756 $73,296 $76,946 $79,568 $80,504 $57,293 Grede 26 UNIX/Network Administrator 12-29-Ot $64,662 $67,783 $71,254 $74,819 $78,543 $82,518 $84,889 $87,781 $88,813 12-28-02 $64,662 $67,783 $77,254 $74,879 $78,543 $82,518 $86,586 $89,536 $90,590 $91,478 Grade 30 NetworWlnforrnation Systems Administrator 12-29-01 $72,749 $76,348 $SQ�35 $84,180 $88,382 $92,779 $95,606 $98,863$100,026 12-28-02 $72,749 $76,348 $80,135 $84,180 $88,382 $92,779 $97,518 $100,840 $102,026 $103,027 rade 35 Database Administrator (ORACLE) 12-29-01 $84,306 $58,574 $92,935 $97,584 $102,455 $107,685 $110,803 $114,578 $715,926 12-25-02 $84,306 $85,574 $92,935 $97,584 $102,455 $107,685 $113,019 $116,870 $118,245 $119,404 "This tiUe in this grade abolishetl except as to present incumbents. Annual salaries are based on 2,080 hours. If a contract woric year exceeds 2,080 hours, additional salary will be based on the daify/hourly rate of pay. 2� APPENDIX B � TITLES AND GRADES PROFESSIONAL EMPLOYEES' ASSOCIATION, INC. Grades Grade 7 Grade 11 Grade 15 Grade 11 Grade 15 Grade 20 Grade 8 Grade 12 Grade 16 Grade 20 Grade 12 Grade 12 Grade 12 Grade 5 Grade 10 Grade 9 Grade 13 Grade 18 Grade 7 Grade 13 Grade 3 Grade 15 Grade 5 Grade 9 Grade 13 Grade 20 Grade 16 Grade 3 Grade 7 Grade 7 Grade 10 Grade 14 Grade 18 Grade 10 Grade 12 Grade 16 Classified Titles Accountant I Accountant II Accountant I!I Architect I Architect II Architect III Assistant Food Production Manager EDP Systems Analyst I EDP Systems Analyst II EDP Systems Analyst III Food Production' Manager Food Service Ma�ager Food Service Purchasing Analyst Graphic Artist I Graphic Artist II' Landscape Architect Landscape Architect II Landscape Architect III Librarian i �ibrarian II Library Specialist Maintenance and CapiYal improvement Planner Management Assistant I Management Assistant If Management Assistant III Mechanical Engineer III� Network Specialist Public Information Specialist I Public Information Specialist II Research Analyst I Research Analyst II Research Analyst Ill Senior Budget Analyst Training Specialisf Value Analyst I Value Analyst II 'This title in this grade abolishetl eucept as to present incumbents. � � 22 b�3 -ll� � � Appendix B (Continued) TITLES AND GRADES PROFESSIONAL EMPLOYEES' ASSOCIATION, INC. � . Grades Grade 9 Grade 18 Grade 10 Grade 35 Grade 5 Grade 13 Grade 12 Grade 14 Grade 5 Grade 16 Grade 30 Grade 14 Grade 14 Grade 22 Grade 18 Grade 18 Grade S Grade 12 Grade 14 Grade 18 Grade 10 Grade 5 Grade 26 Unclassified Titles Accountability Assistant Compensatory Education Speciafist Contract Coordinator Database Administrator (Oracle) Grants Assistant Grants Specialist Human Rights Investigator Human Resource Specialist Innovation & Development Assistant MIS AnalysVApplication Support Nelworkllnformalion Systems Administrator Ombudsperson Perso�nel Speciaiist Program Evaluator Public Relations Coordinator Senior Ombudsperson Staffing Specialist t Staffing Specialist 2 Staffing Specialist 3 Student Information System Support Anafyst Student Information System Support Specialist Technical Training Assistant UNIXJNetwork Administrator 23 APPENDIX C STANDARD RANGES, DECEA96ER 29, 2001 . PROFESStONAL EMPLOYEES' ASSOCIATION, INC. Years Start 1 Year 2 Years 3 Years 4 Years 5 Years 6 Years 7 Years S Years Grade 1 2 3 4 5 6 7 8 9 10 12 13 14 15 16 17 18 is ZO 21 22 23 24 25 26 27 28 29 30 31 32 � 34 35 36 37 38 39 40 41 42 � 44 45 30,883 31,806 32,729 33,716 34,703 35,785 36,869 37,982 39,096 40,211 42,726 44, 001 45,305 46,675 48,077 49,540 50,972 52,SQQ 54,124 55,717 57,404 59,164 60,874 62,753 64,662 66,541 68,547 70,6i6 72,749 74,914 77,111 79,436 81,823 84,306 86,822 89,432 92,139 94,880 97,742 100,640 103,695 106,753 109,967 113,310 32,379 33,366 34,384 35,372 36,5i 7 37,601 38,682 39,861 41,Q40 44,828 46,229 47,566 48,967 50,496 51,959 53,582 55,143 56,531 58,518 60,269 62,084 63,961 65,873 67,783 69,884 71,986 74,119 76,348 78,670 81,027 83,447 85,962 88,574 91,152 93.890 96,723 99,621 102,646 105,702 108,822 112,133 115,476 178,945 34,003 35,054 36,07t 37,187 38,301 39,479 40,657 41,803 43,108 44,382 47,088 48,457 49,985 51,450 53,010 54,538 56,226 57,912 59,664 61,448 63,294 65,151 67,746 69,119 71,254 73,354 75,675 77,811 80,135 82,588 85,071 87,618 90,259 92,935 95,736 98,570 107,562 104,587 107,771 110,954 114,266 117,705 721,271 124,868 35,754 36,772 37,979 39,065 40,211 41,421 42,696 43,936 45,274 46,610 50,908 52,437 53,997 55,652 57,308 59,091 60,811 62,657 64,567 66,445 68,483 70,488 72,591 74,819 77,048 79,308 81,759 84,180 86,695 89,337 92,042 94,750 97,584 100,544 103,536 106,625 109,873 113,088 116,494 119,965 123,595 127,352 137,099 37,473 38,652 39,798 41,OQ7 42,185 43,459 44,796 46,130 47,534 48,902 50,399 53,519 55,080 56,703 58,454 60,174 62,019 63,898 65,778 67,779 69,756 71,858 74,056 76,220 78,543 80,900 83,287 85,835 88,352 91,024 93,762 96,596 99,493 102,455 105,542 108,695 711,974 715,348 118,819 722,322 125,9$3 729,803 133,687 137,666 39,425 40,594 41,827 43,029 44,328 45,692 47,055 48,485 49,881 51,407 52,836 56,181 57,837 59,624 61,377 63,260 65,176 67,027 69,074 71,151 73,296 75,537 77,744 80,114 82,518 84,953 87,552 90,149 92,779 95,638 98,528 101,483 104,5Q4 107,685 � ro,ass 114,214 177,655 121,130 125,028 128,729 132,593 136,588 140,680 144,870 40,528 41,795 42,997 44,328 45,594 46,990 48,420 49,881 51,342 52,934 54,525 57,772 59,560 61,377 63,163 65,745 66,995 ss,oao 71,119 73,262 75,438 77,744 79.985 82,422 84,889 87,454 90,085 92,779 95,606 98,416 101,354 104,438 107,62i 110,803 r �a,os2 117,525 121,032 124,702 128,437 132,237 136,231 140,323 744,544 148,863 41,909 43,219 44,461 45,838 47,148 48,591 50,069 51,580 53,091 54,737 56,383 61,589 63,469 65,375 67,365 69,278 71,393 73,542 75,758 78,008 8D,393 82,710 85,230 87,781 90,433 93,154 95,940 9S,S63 101,769 104,807 107,996 111,288 t 14,578 117,969 121,529 125,155 128,951 132,813 136,742 140,872 145,103 149,468 153,935 42,402 43,727 44,985 46,377 47,702 49,163 50,658 52,187 53,716 55,381 57,046 62,313 64,215 66,083 68,157 70,093 72,232 74,408 76,656 78,926 81,339 53,683 86,232 88,813 91,497 94,250 97,069 100,026 102,966 106,040 709,267 112,597 115,926 119,357 122,959 126,628 130,468 134,375 138,351 142,529 146,810 151,227 155,746 Annual salaries are basetl on 2,080 hours. If a contraci work year exceeds 2,080 hours, adtlitional salary will be paitl based on the tlaily/hourly rate of pay. ` J � �z� b�.��7 � APPENDIX C (continued) • . Grade 1 2 3 4 5 6 7 8 9 10 1� 12 13 14 15 16 17 18 59 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 3S 39 44 41 42 43 44 45 30,883 31,806 32,729 33,716 34,703 35,785 36,8&9 37,982 39,096 40,211 41,485 42,726 44,001 45,305 46,675 45,077 49,540 50,972 52,500 54,124 55,717 57,404 59,164 6Q874 62,753 64,662 66,541 68,547 70,676 72,749 74,914 77,111 79,436 81,823 84,306 56,822 89,432 92,139 94,880 97,742 100,640 103,695 106,753 109,967 113,3� 0 STANDARD RANGES, DECEMBER 2S, 2002 PROFESSIONAL EMPLOYEES' ASSOCIATION, INC. 32,379 33,366 34,384 35,372 36,517 37,601 38,682 39,867 41,040 42,248 43,554 44,828 46,229 47,566 48,967 50,496 51,959 53,582 55, 7 43 56,$31 58,518 60,269 62,084 63,967 65,873 67,783 69,884 71,986 74,119 76,348 78,670 8�,027 83,447 85,962 88,574 91,152 93,890 96,723 99,621 102,646 105,702 108,822 112,133 115,476 118,945 34,003 35,054 36,071 37,187 38,301 39,479 40,657 41,503 43,108 44,382 45,719 47,088 48,457 49,985 51,450 53,010 54,538 56,226 57,912 59,664 61,448 63,294 65,151 67,146 69,119 71,254 73,354 75,615 77,811 80,135 82,588 85,071 87,618 90,259 92,935 95,736 98,570 101,562 1 �4,587 107,771 1 � 0,954 114,266 117,7�5 121,271 '124,868 35,754 36,772 37,919 39,065 40,211 41,421 A2,696 43,936 45,274 46,610 48,044 49,445 50,908 52,437 53,997 55,652 57,308 59,091 60,811 62,657 64,567 66,445 68,483 70,488 72,591 74,819 77,048 79,308 87,759 54,180 56,695 89,337 92,042 94,750 97,584 100,544 103,536 706,625 109,573 113,088 116,494 119,965 123,595 127,352 13�,099 37,473 38,652 39,795 41,007 42,185 43,459 44,796 46,130 47,534 48,902 50,399 51,896 53,519 55,080 56,703 58,454 60,174 62,019 63,898 65,778 67,719 69,756 71,858 74,056 76,220 78,543 80,900 83,287 85,835 8S 91,024 93,762 96,596 99,493 t 02,455 105,542 108,695 111,974 115,348 118,819 122,322 125,983 129,8�3 133,687 137,666 39,425 40,594 41,827 43,029 44,325 45,692 47,055 48,485 49,881 51,407 52,836 54,590 56,181 57,837 59,624 61,377 63,260 65,176 67,027 69,074 71,151 73,296 75,537 77,744 80,114 82,518 84,953 87,552 9Q749 92,779 95,638 98,528 101,483 704,504 107,685 110,869 114,214 117,655 121,130 725,028 128,729 732,593 136,585 146,680 144,870 41,339 42,631 43,857 45,215 46,506 47,930 A9,388 50,878 52,369 53,992 55,616 57,272 58 60,751 62,605 64,426 66,4A8 68,335 70,421 72,542 74,728 76,946 79,299 81,585 84,070 86,586 89,203 91,886 94,635 97,518 100,384 103,381 106,527 109,774 113,019 116,364 119,876 123,453 127,196 131,006 13A,881 138,955 143,129 147,435 151,841 42,747 44,083 45,351 46,755 48,a90 49,563 51,071 52,611 54,153 55,832 57,510 59,224 60,935 62,820 64,738 66,621 68,772 70,663 72,820 75,013 77,274 79,568 82,067 84,365 86,934 89,536 92,242 95,017 97,859 100,540 103,804 106,903 710,156 113,514 116,870 120,328 123,960 727,658 131,530 135,469 139,477 143,690 148,005 152,458 157,014 43,250 44,662 45,884 47,305 45,656 50,146 51,671 53,230 54,790 56,488 58,187 59,920 61,652 63,559 65,500 67,405 69,520 71,495 73,677 75,896 78,183 80,504 82,965 85,357 87,957 90,590 93,327 96,135 99,010 102,026 105,025 108,161 111,452 714,549 t 18,245 121,744 125,418 129,160 133,077 i37,063 141,718 145,380 149,747 754,251 158,861 Annual salaries are based on 2,080 hours. If a contract work year euceeds 2,080 hours, additional salary wilf be paitl based on the dailylhourly rate of pay. 43,674 45,039 46,334 47,769 49,133 50,638 52,178 53,752 55,328 57,042 58,757 60,508 62,256 64,183 66,142 68,066 70,202 72,195 74,399 76,640 78,949 81,293 83,779 56,194 88,819 91,478 94,242 97,077 99,981 103,027 106,055 109,221 112,545 715,975 119,404 122,937 126,648 130,427 134,382 538,406 � 42,501 146,805 151,215 155,764 160,418 25 iNaex a Adoption Leave ............................................7 C Child Care Leave .........................................7 D D e ntal I ns u ranc e .......................................... 9 Discipline ....................................................13 F Fair Share Fee .............................................2 Funeral Leave ..............................................8 G Grievance Procedure ............................14-16 H Health Insurance ..........................................8 Holidays....................................................... 6 Hours Of Work .............................................2 L Legal Services ...........................................13 Life insurance ..............................................9 Long-Term Disability Insurance ...................9 M Membership Dues ........................................2 Mileage......................................................16 N Plon-Discrimination ....................................16 0 Overtime......................................................2 P Parenfal/Maternity Leave .............................8 Probationary Period .....................................3 Professional Grouv[h .....................................5 R Retirement Health Insurance .......................9 S Salaries................................................ 19-2� Severance Pay ...........................................i2 Sick Leave ...................................................7 Sick Leave Conversion ................................7 Spouse/Dependent Parent Leave ................7 Standard Ranges .................................24-25 Step Progression .........................................5 T Titles And Grades ................................ 22-23 V Vacation.......................................................6 W Wages ..........................................................5 W ork Stoppage ..........................................16 Working Out Of Classification ...........................................4 � �J � Fzy