03-277Council �le # C� - �1�
Green Sheet # 204200
RESOLUTION
OF SAINT PAUL, MINNESOTA O�
Presented by
Refened To
Committee Date
1 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
2 July 1, 2002 through June 30, 2004 Employment Agreements between the Independent School District
3 No. 625 and International Union of Operating Engineers, I,ocal No. 70, Exclusive Representative for
4 Custodians; Minnesota School Employees Association, Representing Classified Confidential Employees
5 Association and School Service Employees, Loca1284, Exclusive Representative for Cook Managers.
Requested by Department of:
Office of Labor Relations
By: �. 11u-�
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Mayor: Aate �'J � "� �
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Adopted by CouncIl: Date �� � 'tl O 0�
Adoprion Ce�ified by Council Secretary
DEPAR7%ENT/OFFICE/COUNCIL: DATE INTTIATED GREEN SHEET NO.: ZO42OO O� i � `•
LABOR RELATIONS March 18, 2Q03
CONTACI PERSON & PHONE: q m�TUUnA'te �nJnAVn^TE
7IJLIE KRAUS 266-6513 p�IGN 1 DEPARIMENI' DIR ��} 4 CLfY COUNCIL
NUMBER 2 C1TY ATTORNEY CPIY CLERK
MUST BE ON COUNCII, AGENDA BY (DATE) FOR BUDGET DIR. --''� f W. & MG7. SERVICE DII2.
ROUTING 3 MAYOR (OR ASST.)
ORDER
TOTAL # OF SIGRATURE PAGES 1 (CLIP ALL LOCATIOYS FOR SIGNATURE)
acrcoN �xequESrEn: This resolution approves the attached July l, 2002 through 7une 30, 2004 Employment
Agreements between Independent School Dishict No. 625 and Internarional Union of Operating Engineers, Local
No. 70, Exclusive Representative for Custodians; Minnesota School Employees Association, Representing
Classified Confidential Employees Association and School Service Employees, Loca1284, Exclusive
Representative for Cook Managers.
RECOMMENDATIONS: Approve (A) or Reject �) PERSONAI. SERVICE CONTRACTS MIIS7' AIVSWER THE FOLLOW[NG
QUESTIONS:
_PLANNING COMMISSION _CNII. SERVICE COMMISSION 1, Has ttiis person/firm ever workeA under a contract for this depamnrnY?
CID COMM3TTEE Ye> No
_STAFf 2. Has this per5onlfiim ever been a city employee?
_DLSTRICT COURT Yes No
SUPPORTS WHICH COUNCIL OBJECTNE? 3. Dces this person/firm possess a skill not normally possessed by any current ciry employee7
Yes No
Explain aII yes answers on separate sheet and attach [o green sheet
INITIATINC PROBLEM, ISSUE, OPPORTUNTTY (Who, W6ay When, Where, Why):
This Agreement pertains to Board of Education empioyees only.
ADV.4NTAGES IF APPROVED:
DISADVANTAGES IF APPROVED:
DISADVANTAGES IF NOT APPROVED:
TOTAL AMOUNT OF 7'RANSACTION: COST/REVENUE BUDGETED:
FUNpING SOURCE: ACI'NI7'Y NUMBER:
FIrANCIAL INFORMATION: (EXPLAI�
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INDEPENDENT SCfi00L DISTRICT NO. 625
BOARD OF EDUCATION � � _y�1R
SAINT PAUL PUBLIC SCHOOLS
DATE: December 17, 2002
TOPIC: Approval of Employment Agreement Between Independent School District
No. 625 and Internationa{ Union of Operating Engineers, Loca1 No. 70,
Exclusive Representative for Custodians
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, the salary schedule is increased 2%. Effective June 28,
2003, the salary schedule is increased 2%.
Insurance: Effective January 2003, the district monthly contribution of $265 for single coverage is
increased to $300; the district monthly contribution of $445 for family coverage is increased to
$525. Effective January 200A, the district contribution for single coverage is increased to $345;
family coverage is increased to $575. Effective January 1, 2004, the district will contribute up to
$35 per month for single dental insurance.
The District cap for long-term disability and life insurance is removed.
Lonqevitv: Effective June 28, 2003, employees who have completed 19 years of service will
receive 30¢ per hour longevity pay.
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.
Traininq Premium Pav: Effective June 29, 2002, premium pay for Custodian-Engineer 2's is
increased 10¢ per hour.
Atte�dance Ince�tive: Employees who use sick leave for purposes of bereavement will not
be disqualified for the attendance incentive. The sunset date of this program is extended two
additional years to determine its impact.
3. The District has 267 FTE's in this bargaining unit.
4. This contract maintains the DistricYs fiscal structural balance.
5. This contract supports the DistricYs 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 Financial Affairs.
B. RECOMMENDATION:
That the Board of Education of Independent School District No. 625 approve and adopt ihe
Agreement concerning the terms and conditions of employment for International Union of
Operating Engineers, Local No. 70; 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 structuraf balance.
O'b - 3 �'' 1
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2002 - 2004
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LABOR AGREEMENT
between
SAINT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
and
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INTERNATIONAL UNION OF
OPERATING ENGINEERS
LOCAL 70
Term: July 1, 2002 through June 30, 2004
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Saint Paul
PUBLIC SCHUOLS
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PUBLIC SCHOULS
SAINT PAU� PUBLIC SCHOOLS
Independent School District No. 625
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Board of Education
John Brodrick Director
Anne Carroll Director
Toni Carter Director
Tom Conlon Director
Elona Street-Stewart Director
Neal Thao 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
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TABLE OF CONTENTS
Preamble.............................................................
Recognition ..........................................................
Definitions............................................................
UnionRights ........................................................
Management Rights .............................................
Temporary Employment ......................................
Se n i o rity ...............................................................
Vacation...............................................................
Holidays...............................................................
Hours and Premium Pay ......................................
Working Out of Classification ..............................
Supervisory Assignment ......................................
Uniforms..............................................................
Leaves of Absence ..............................................
Military Leave of Absence ....................................
CourtDuty ............................................................
Wage Schedule ...................................................
Employee Benefits ...............................................
Mileage................................................................
Severance Pay .....................................................
Discipline.............................................................
Grievance Procedure ...........................................
Strikes, Lockouts, Work Interference ..................
Nondiscrimination ................................................
Terms of Agreement ............................................
Appendix A: Wages ...........................................
Appendix B: Equalization of Overtime ...............
Appendix C: Memorandum of Understanding:
Regarding Training .......................
In d e x ....................................................................
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PREAMBLE
This Agreement is by and between Independent School District No. 625 and Loca! Union
No. 70, International Union Of Operating Engineers, AFL-CIO.
This Agreement has been entered into between Independent School District No.625;
hereafter referred to as the Employer, and Local Union No. 70, International Union of Operating
Engineers, AFL-CIO, hereafter referred to as the Union. This Agreement has as its purpose, the
promotion of harmonious relations between the Employer and the Union, the esiablishment of an
equitable and peaceful procedure for the resolution of differences and the establishment of rates
of pay, benefits, hours of work, and other conditions of employment. The parties hereto pledge
that they shall pursue the above objectives in full compliance with the requirements of the Public
Employment Labor Relations Act of the State of Minnesota of 1971, as amended.
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• ARTICLE 'I. RECOGNITION
1.1 The Employer recognizes the Union as the sole and exclusive bargaining agent for the
purposes of establishing wages, benefits, hours, and other conditions of employment for
all of its employees as outlined in the certification by the State of Minnesota Bureau of
Mediation Services under Case No. 73-PR-449-A, as amended, to read as follows:
All regular, probationary, and provisional engineering and building maintenance
personnel who are employed by Independent School District No. 625, and whose
employment service exceeds the lesser ot 14 (fourteen) hours per week or thirty-
five percent (35%) of the normal workweek and more than si�cty-seven (67)
workdays per year in the following classifications:
Custodian-Engineer 5, Board of Education,
Custodian-Engineer 4, Board of Education,
Custodian-Engineer 3, Board of Education,
Custodian-Engineer 2, Board of Education,
Custodian-Engineer 1, Board of Education,
Facifity Services Worker,
Trainee (Custodian-Engineer),
Custodian',
Custodial Worker';
excluding supervisory, managerial, clerical, confidential, and temporary
employees, those exclusively represented by other labor or employee
organizations, and alI other employees.
1.2 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
e recognized as a part of this bargaining unit, and the parties shall take all steps required
under the Public Employment Relations Act to accomplish said objective.
1.3 Temporary employees are recognized as within the unit covered by this Agreement,
however, except as specifically provided by this Agreement (see Article 4), temporary
employees shall not have nor acquire any rights or benefits other than specifically
provided by the provisions of the Civil Service Rules.
ARTICLE 2. DEFINITIONS
2.1 Collective Baraaininq. The Employer will bargain collectively with the Union with respect
to rates of pay, hours, and other conditions pertaining to employment for all of the
employees in the unit hereinbefore set forth.
2.2 Maintenance of Standards. The Employer agrees that all conditions of employment
relating to wages, hours of work, overtime differentiafs, vacations, and general working
conditions shall be maintained at not less than the highest minimum standard as set forth
in the Civil Service Rules of the City of Saint Paul (Resolution No. 3250), at the time of the
signing of this Agreement, and the conditions ot employmerrt shall be improved wherever
specific provisions for improvement are made elsewhere in this Agreement.
2.3 Discrimination. The Employer will not interfere with, restrain or coerce the employees
covered by this Agreement because of inembership in or activity on behalf of the Union.
The Employer will not discriminate in respect to hire, tenure of employment or any term or
condition of employment against any employee covered by this Agreement because of
membership in or activity on behalf of the Union, nor will it discourage or attempt to
discourage membership in the Union, or attempt to encourage membership in another
• Union.
'Abolished except as to present incumbents.
ARTICLE 3. UNION RIGHTS
3.1 The Union may designate employees within the bargaining unit to serve as Union
Stewards and shall be required to administer this Agreement.
3.2 The Union shall furnish the Employer and appropriate department heads and District
Negotiator with a list of Stewards and alternates, and shall, as soon as possible, notify
said appropriate District officials in writing of any changes thereto. Only those who are
Officers and Stewards shall be recognized by the Employer for the purpose of ineetings.
3.3
3.4
There shall be no deduction from the pay of a Steward when directly involved in meetings
with management relating to the administration of this Agreement during working hours.
Designated Union representatives shall be permitted to visit employees on job sites and
at department buildings during working hours for the purpose of the administration of this
contract, so long as the Union representative does not interfere with the completion of the
.
3.5 Shoo Steward. The Chief Steward or Assistant Chief Steward in the District will be
allowed to accompany an employee to meet with the Employer during regular working
hours for the purpose of grievance review and dispute resolution involving employees,
under the following conditions:
3.5.1
3.5.2
3.5.3
3.5.4
3.5.5
That only one employee from any one department be allowed to leave his/her
work.
That stewards will attend these meetings on their own time when they are held
outside of regutar working hours.
That adequate notice is given to the supervisors so that permission may be
obtained from the Facility Operations Office.
That the steward has officiatly been designated as such by the Union.
Only the chief or assistant chief steward shall be excused for participation in
grievance and/or dispute resolution meetings.
3.6 A maximum total of eighty (80) hours without loss of pay per contract term will be allowed
for the combined use of a mauimum of four (4) shop stewards to participate in contract
negotiations, mediation, or arbitration meetings which are held during the regular working
hours of any of the stewards. It is understood that Union and the Employer will, to the
greatest extent possible and reasonable, schedule such meetings outside regular
working hours, and stewards will attend the meetings when this is the case on their own
time.
3.7 Union Conventions. Duly-elected Union delegates shall be granted time off without pay
for one (1) week to attend such convention. Vacation or compensatory time may be used
for this purpose. The Union shall give at feast ten (10) working days' advance notice of
the employees who will be participating in such conventions.
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• ARTICLE 3. UNION RfGHTS (continued)
3.8 Dues, Fair Share
3.8.1 Dues. The Employer agrees to deduct the Union membership initiation fee
assessments and once each month dues trom the pay of those employees who
individually request in writing that such deductions be made. The amounts to
be deducted shall be certified to the Employer by a representative of the Union
and the aggregate deductions of 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.
3.8.2 Fair Share. Any present or tuture employee who is not a Union member shall
be required to contribute a fair share fee for services rendered by the Union.
Upon notification by the Union, the Employer shall check off said fee from the
earnings of the employee and transmit the same to the Union. In no instance
shall the required contribution exceed a pro rata share of the specific expenses
incurred for services rendered by the representative in relationship to
negotiations and administration of grievance procedures. This provision shall
remain operative only so fong as specifically provided by Minnesota law, and as
otherwise legal.
3.8.3 The Union will indemnify, defend, and hold the Employer harmless against any
claims made and against any suits instituted against the District, its officers or
employees, by reason of negligence of the Union in requesting or receiving
deductions under this Article. The District will indemnify, defend, and hold the
� Union harmless against any cfaims made and against any suits instituted
against the Union, its officers or employees by reason of negligence on the part
of the Employer in making or forwarding deductions under this Article.
3.8.4 The Employer will notify the Union in writing of all new employees covered by
this Agreement within a reasonable time period of the employee's first day of
work. The Employer will notify the Union at regular intervals regarding
employee status changes, incVuding unpaid Yeave, promotion, demotion,
resignation, layoff, and/or retirement.
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 applicable laws and regulations of appropriate authorities.
The rights and authority which the Employer has �ot officially abridged, delegated or
modified by this Agreement are retained by the Employer.
42 A public employer is not required to meet and negotiate on matters of inherent managerial
policy, which lnclude, but are not limited to, such areas ofi 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.
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ARTICLE 5. TEMPORARY EMPLOYMENT
The District and Union acknowledge three types of temporary employment: Casual Service,
Short-term Service, and Extended Service. All persons employed in any temporary status or any
extension of temporary service must knowingly consent to such extension and complete a
Temporary Employment Certification Form acknowledging the temporary nature of the
assignment. All persons employed in any temporary status will be rriembers of the bargaining unit
following the completion of sixfy-seven (67) workdays, and have the Terms and conditions of
employment set forth in this Article. An extension of temporary assignment does not create any
continuing employment rights for the temporary employee.
5.1 Casual Service Temporarv Emplovment
Casual service temporary employment will be characterized by assignments that are less
than sixty-seven (67) days in duration, and the terms and conditions of employment are
established solely by the Employer. These are not positions covered by the bargaining
as
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5.2 Short-Term Temporarv Emplovment
5.2.1 Short-term temporary employment will be characterized by an initial
employment assignment for up to 1,040 hours. One extension for up to an
additional 1,040 hours will be permitted. A copy of the completed Temporary
Employment Certification Form signed at the time of the extension will be sent
to the Union.
5.2.2
52.3
5.2.4
5.2.5
5.2.6
Short-term temporary employees wiil be paid at the current minimum hourly
rate in Appendix A for the job class hired.
Short-term temporary employees will receive paid time off for the named
holidays in Article 8.
There shall be no other access to contractual benefits except as specificaily
stated in 52.3 above.
Short-term temporary employment work assignments typically will serve as
short-term replacements for positions normally filled by regular empioyees.
Such assignments will nortnally be to cover for the following conditions:
a)
b)
c)
d)
e)
regular employees on paid leave,
regular employees on non-compensafory leaves with g�aranteed
return,
vacancies in job classes where there is no list of eligible candidates
in place from which to make regular appointments,
positions that are of spec'rfic limited duration of less than twelve (12)
months in duration,
other similar assignments.
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• ARTICLE 5. TEMPORARY EMPLOYMENT (continued)
5.3 Extended Service Temporarv Emolovment
Extended service temporary employment will be characterized by temporary employment
which requires assignment beyond 2,080 hours, but is nevertheless temporary in nature.
5.3.� If the District determines the assignment for a short-term temporary employee
must be eutended beyond 2,080 hours, the assignment will be considered an
extended service temporary assignment.
5.3.1.1 The District, Union and temporary employee must agree to any short-
term temporary employment that is to be extended beyond 2,080
hours.
5.3.12 The District, Union and temporary employee will sign the Temporary
Employment Certification Form acknowledging the temporary nature
of the assignment.
5.3.1.3 Upon agreement, the temporary employee will be considered an
extended service temporary employee.
5.3.2 Extended service temporary employees will be paid at the current minimum
hourly rate in Appendix A for the job class hired.
5.3.3 Extended service temporary employees will have access to contractual benefits
as described in 5.3.3.1 through 5.3.3.4 below. The benefits in 5.3.3.1 through
e 5.3.3.4 wilf be effective the first fu11 pay period after the completion of the first
2,080 hours in temporary status and after the signing of the Temporary
Employment Certification Form.
5.3.3.1 Paid sick leave time shalf begin to accrue for all hours on the payroll,
based on a formula of .0576 hours time earned for each straight-time
hour on the payroll. Maximum accrual allowed is 200 hours. There
is no exchange of accrued unused sick leave for cash payment.
5.3.32 Paid personal leave time shall begin to accrue (as vacation), for all
hours on the payroll, based on a formula of .0385 hours time earned
for each straight-time hour on the payroll.
5.3.3.3 The employee shall have access to paid holidays as provided in the
labor agreement in Article 8, Section 8.5.
5.3.3.4 The employee shall be eligible for participation in and Employer
contribution to health care coverage and life insurance coverage as
provided for active regular employees in Article �7, Section 1.
Temporary employees will be required to contact the Benefits Office
to apply for appropriate benefits. No access or benefit beyond these
specified sections is granted or created or intended or implied. Any
cost of any premium for any District-offered employee or family
insurance coverage in excess of the specified District maximum
contribution limits shall be paid by the employee via payroll
deduction.
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ARTICLE 5. TEMPORARY EMPLOYMENT (continued) •
5.3.4 There shail be no other access to contractual benefits except those specifically
stated in 5.3.3 above.
5.3.5 An extended service temporary employee who, through the appropriate merit
based examination procedures, becomes employed as a reguiar employee
covered by this Agreement during the period of Extended Service Temporary
Employment shall have his/her period of temporary employment in excess of
the initial 1,040 hours recognized toward completion of the probationary service
requirement in the regular appointment.
5.4 None of the provisions of this Article shall have any retroactive effect for any employee in
any temporary employment status prior to the effective date of this Article, July 1, 1993.
5.5 No access to continuing employment is created or intended by any provisions of this
Article.
ARTICLE 6. SENIORITY
6.1 General Class Senioritv. Class seniority shall be determined based on the continuous
length of probationary and regular service with the Employer (Independent School District
No. 625, Saint Paul Public Schools) from the date the employee was first appointed to a
job class covered by this Agreement. Class seniority shall be understood to be on an
Employer-wide (District-wide) basis within each job class unless expressly stated
otherwise, 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.
6.1.1 It is further understood that only time worked for the Employer (Saint Paul
Public Schools) shall be considered for the purpose of seniority calculations.
The only exception is for regular employees currently employed by the
Employer as of July 1, 1993, who have accrued time in a job class represented
by the Union in service with the City of Saint Paul prior to July 1, 1993. For
those regular employees, the time in such job class with the City of Saint Paul
will continue fo be considered as Yime with the Employer. If, however, the
employee has a break in employment with the Employer, (i.e., termination,
resignation, retirement) thereafter, if re-employed, only the time following the
employee's subsequent rehire to the Empioyer will be considered for purpose of
seniority calculation.
6.12 An unsuccessful completion of probationary period for a position with the City of
Saint Paul by any employee covered by this Agreement shall not be considered a
break in employment with the Employer. A successful completion of probationary
period for a position with the City of Saint Paul by any employee covered by this
Agreement shall be considered a break in employment with the Employer.
62 Class Senioritv Determination For Workforce Reductions. In the event that the Empioyer
determines that it is necessary to reduce the workforce, employees will be laid off in
inverse order of class seniority in the job class from which the reduction is to occur, TF�e
Employer must terminate the employment of all temporary and provisional employees in
that job class before any regular employee in that job class is laid off.
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ARTICLE 6. SENIORITY (continued)
6.3 Class Senioritv Determination For Placement Followinq A Workforce Reduction. For
purposes of this Section, the job classes covered by this Agreement (excluding
Custodian-Engineer 7rainee and abolished job classes) shall be considered one job class
series. The job class with the highest rate of pay shown in Appendix A shall be the
highest level job class in the series. The job class with the next highest rate of pay shown
in Appendix A shall be the next highest level job class in the series, and so on down to the
last }ob class. When the number of emQloyees in higher leve! job classes is to be
reduced, employees will be offered reductions to the next highest Ievel job class, whether
or not the employee previously was appointed to such job class, in which class seniority
would keep the employee from being laid off.
It is understood that an employee being reduced shall have that employee's class
seniority in his/her current job class (and any appropriate class seniority in any lower level
job class that the employee previously held) used to determine rights to positions at the
time of the reduction. Thereby, empfoyees whose positions are to be reduced shalf have
the right to displace employees with less class seniority in that job class. The employee
with the least class seniority in the job class shall then be reduced to the next lowest title
for which the employee has more seniority than the least senior employee in that job
class. Employees being reduced shall not have the ability to reduce to abolished job
ctasses shown in Appendix A, unless the employee was previously appointed to such job
class, has no breaks in employment since appointed to such job class, and there remain
employees actively employed in that job class at the time of the layoff.
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6.4 Recall From Workforce Reductions Recall from workforce reduction shall be in order of
r.lass seniority within the job class from which the layoff occurred. However, recall rights
shall expire after two (2) years from the date of the layoff.
6.5 Class Senioritv Determination Followina Voluntarv Reduction. in the event that an
employee requests a voluntary reduction to a lower level job class, and such request is
approved by the Human Resource Department for the Employer, then the employee's
class seniority in the job class to which the employee is being reduced shall be the
continuous length ot probationary and regular service with the Employer from the date the
employee was first appointed to the job class in this Agreement to which the employee will
be reduced (this would also include any continuous service time in higher level job
classes covered by this Agreement). If the employee is reduced to a lower level job class
not previously held, then the employee's class seniority in the job class to which the
employee is being reduced shall be the continuous length of probationary and regular
service with the Employer from the date the employee was first appointed to any higher
level job class covered by this Agreement.
Voluntary reductions will only be approved if the reduction is to a vacant position in a
Iower level job class. It is understood that the employee will have no reinstatement rights
back to the former higher level job class following the voluntary reduction. If the
employee is reappointed to the higher level job class through the appropriate testing and
selection procedures, then the employee's class seniority in that job class will begin as if
newly appointed to that job class. No employee will have the ability to voluntarily reduce
to any of the abolished job classes shown in Appendix A.
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ARTICLE 6. SENIORITY (continued)
6.6 Senioritv for Biddinq on Location
6.6.1 Biddinq for Location Annually, after the beginning of the school year, the Office
of Facility Operations will post a listing of vacant positions in all job classes with
the locations of the vacancies. Employees who have been certified and
appointed to one of the above listed job classes may bid for an assignment in
that same job class at a different location shown on the posting. Bids for
assignments will be honored in order of class seniority in that job class
providing the employee is qualified for the assignment. No other positions are
posted for bid. Vacancies in new buildings will be open to bidding only by
employees who have had satistactory or higher pertormance ratings for at Ieast
the preceding year. Custodian-Engineer vacancies in new buildings will be
listed only to allow employees in that job class to express interest in being
considered by submitting a letter to the deoartment head.
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posted for bidding as they occur during the year, if there are appropriate
vacancies available.
b) An employee who has been reassigned as a result of the bidding process is
not eligible for any further reassignment from bidding for at least one (1)
calendar year following placement date. An employee whose shift is
changed significantly on a permanent basis, or whose shift is changed from
a daily assignment at one location to more than one location, may bid once
again in the same year.
c) A Custodian-Engineer 2 who is assigned to evening shift must compiete �
one (1) year as an Engineer 2 before having the right to bid.
. If the Custodian-Engineer 2 assigned to evening shift bids on another
evening shift and is reassigned as a resuli of this bidding process
he/she is not eligible for any further bidding for one (1) year.
. If the Custodian-Engineer 2 assigned to evening shift is reassigned to a
day shift as a result of this bidding process he/she is not eligible for any
further bidding for two (2) years.
• If the Custodian-Engineer 2 assigned to day shift is reassigned as a
result of this bidding process he/she is not eligible for any further bidding
for two (2) years.
. An employee whose shift is changed significantly (by more than two [2]
hours) on a permanent basis, or whose shift is changed from a daily
assignment at one location to more than one location, may bid once
again without waiting the full two (2) years.
d) Nothing in this provision shall be construed to limit the right of the Employer
to transfer an employee to another location without bidding if there is
reason to do so.
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• ARTICLE 6. SENIORITY (continued)
6.6.2 Class Senioritv Determination For Workforce Reduciions. In the event that the
Employer determines that it is necessary to reduce the workforce, employees
will be laid off in inverse order of class seniority in the job class from which the
reduction is to occur. The Employer must terminate the employment of all
temporary and provisional employees in that job class before any regular
employee in that job class is laid off.
6.6.3 If any full-time employee's position at a specific building is eliminated and/or
changed to require the employee be scheduled to regularly perform work in two
buildings, the newly assigned employee will:
a) Have the employee's class seniority recognized in the second building(s).
b) Have the employee's class seniority recognized in the new building(s) and
may use such class seniority in the new building(s) assignment for purpose
of displacing the employee with the least class seniority in the same
classification from that employee's scheduled shift, providing the newly
assigned employee has more class seniority than the employee being
displaced. Full-time employees may not displace part-time employees, and
part-time employees may not displace full-time employees.
c) Retain the right to reclaim that employee's original position in the first
location should it reopen in the next thirteen (13) months, provided the
employee has not accepted a position through any bid process.
6.6.4 A full-time employee whose position is eliminated and who is assigned to a
� "floater' assignment in the employee's job class, at that time, shall have the
right to displace the least senior employee in the same job class who holds a
building assignment. If a`Yloater" position remains as an available vacancy, the
displaced least senior employee can be reassigned to a"floater" position in the
same job class.
A full-time employee whose position is eliminated and who is placed in an
assignment in the employee's job class that is more than two (2) hours different
than the shift assignment prior to the position elimination, at that time, shall
have the right to displace the least senior employee in the same job class who
holds a shift assignment that is within two (2) hours of the shift assignment prior
to the position elimination. If a"floater" position remains as an available
vacancy, the displaced least senior employee can be reassigned a`Yloater"
position in the same job class.
6.7 Senioritv for Shift Selection
6.7.1 All shifts and work areas are determined by the Employer. Nothing in this
Section 6.7. should be construed to limit the right of the Employer (department
head or designee) to change an employee to another shift or work area if there
is reason to do so.
6.72 There is no building seniority status for the purpose of bidding on locations or
shifts.
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ARTICLE 6. SENIORITY (continued)
6.7.3 W hen a shift adjustment of more than two (2) hours earlier or later is made by
the Employer, and is planned to continue for more than thirty (30) working days,
ten shift assignment for employees in that building in the classification of the
adjusted shift shall be re-bid. Class seniority shall be ihe determining factor, so
long as the employee is qualified and able to perform the duties of the
assignment.
6.7.4 When a vacancy occurs in a building, the opening will not be offered for bid in
the building. Plant Planning and Maintenance will review and determine any
schedule or classification change, and whether the vacancy will be filled. If the
vacancy is to be filled, the position will then be offered for location bid pursuant
to Section 6.6.1 of this Article.
6.7.5 When a shift change of more than four (4) hours occurs in a position or several
positions, then the position(s) shall be offered for bid pursuant to 6.6.1 of this
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other vacancy in that year even if the employee had successfully bid earlier in
the same year prior to being displaced.
Senioritv Termination. All seniority shall terminate when an employee retires, resigns or is
terminated.
Senioritv Consolidation. Effective August �, 1993, the job classes Custodian` and Facility
Services Worker will be treated as a single job class for purposes of:
6.9.1
6.92
6.9.3
6.9.4
Layoff and recall rights determination, except for the limitations on rights to
abolished titles as described in 6.3 of this Article.
Bidding on work location as described in 6.6 of this Article
Bidding on shift selection within a location as described in 6.7 of this Article.
Job assignment as determined by the Employer within any Iocation .
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• ARTICLE 7. VACATION
7.1 Vacation credits shall accumulate at the rates shown below for each full hour on the
payroll, excluding overtime.
Years of Service
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7.2
1 st through 4th year
5th through 9th year
10th through �5th year
16th year through 23rd year
24th year and thereafter
Annual Hours
ot Vacation
Earned Per
Hour on Pavroll
.0500
.0692
.0769
.0923
.1115
Annual
Hours
Earned
104
144
160
192
232
Days
Earned
13
18
20
24
29
Calculations are based on 2,080 hour work year and shall be rounded off to the nearest
hour.
An employee may carry over into the next "calendar" year up to one hundred sixty (160)
hours of vacation.
7.3 AII vacation time shall be approved by the department head. Upon separation from
service, if employee has provided ten (10) calendar days' notice to the Employer in
writing, 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 the
time of separation from service, the employee 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.
7.4 Sick Leave Conversion. Sick leave accumulated in excess of 1,440 hours may be
converted to paid vacation time at a satio 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.
7.4.1 There shall be no conversion of unused sick leave in any amount at any time to
any cash payment other than the above-described conversion to vacation time
or severance as described in Article 19.
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ARTICLE 8. HOLIDAYS
8.1 Holidavs Recoqnized and Observed.
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
Christmas Day
The following days shall be recognized and
employees shall receive pay for each of the holidays listed above, on which they
[�
above shall fall on Sunday, the succeeding Monday shall be observed as the
For those employees assigned to a work week other than Monday through Friday the
following language shall apply. Whenever any of the holidays listed above fall on the first
day of an employee's two (2) consecutive days off following that employee's normal work
week, the last day of the employee's normal work week preceding the holiday wiN be
observed as the holiday. Whenever any of the holidays listed above fall on the second
day of the employee's two (2) consecutive days off following that employee's normal work
week, the first day of the employee's normal work week following the holiday will be
observed as the holiday.
Eliqibilitv Requirements. To be eligible for holiday pay, employees must be active on the
payroll the day of the holiday.
8.3 If an employee entitled to a holiday is required to work on a holiday, he/she shall be
recompensed for work done on this day by being granted compensatory time on a time-
and-one-half basis or by being paid on a time-and-one-half basis for such hours worked,
in addition to the regular holiday pay.
8.4 Notwithstanding Article 8.2, a temporary employee shall be eligible for holiday pay only
after such employee has been employed as a temporary employee for sixty-seven (67)
consecutive workdays.
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• ARTICLE 9. HOURS AND PREMIUM PAY
9.1 Definitions. The purpose of this Section is to provide a basis for computation of straight
time, overtime, and other wage calculations, and nothing in this Article shall be construed
as a guarantee or commitment by the Employer to any individual employee of a minimum
or maximum number of fiours of work.
9.1.1 Week. A week shall consist of seven (7) consecutive days beginning at 12:01
A.M. on Monday and ending at 12:00 midnight the following Sunday.
9.1.2 D�!. A day shall consist of twenty-four (24) consecutive hours beginning at
12:01 A.M. at the start of a calendar day and ending at midnight of that day.
9.1.3 Normal Work Schedule. The normal work schedule for employees covered by
this Agreement shall consist of forty (40) hours or work scheduled on five (5)
consecutive eight (8) hour workdays. The departme�t head, with the
concurrence of the Union, may modify the work schedule to consist of forty (40)
hours of work scheduled on four (4) consecutive ten (10) hour workdays. The
hours worked in a day shall be consecutive excluding any unpaid lunch period
scheduled during the employee's assigned workday. The unpaid lunch period
may not exceed one (1) hour in length.
9.3.3.1 Rest Breaks. Each normal workday shall include two paid fifteen
(15)-minute rest breaks, at a time assigned by the immediate
supervisor, one occurring approximately two hours from the
beginning of the shift; the second occurring approximately six hours
from the beginning of the shift.
� 9.1.3.2 Lunch Break. All full-time employees are entitled to a duty-free lunch
break of thirty (30) minutes without pay, at a time assigned by the
supervisor, and occurring approximately at the midpoint of the shift.
If no relief is available for a duty-free lunch at approximately the
midpoint of the employee's shift, the employee shall receive a thirty
(30) minute paid lunch.
9.'1.3.3 Stackinq of Breaks. It is understood by all parties that employees
cannot combine their break periods and/or lunch periods to create a
longer Iunch break period or to leave early.
92 Call-in Pav. When an employee is called to work, the employee shall receive two (2)
hours of pay at the employee's normal hourly pay rate if the employee reports to work as
called and is then not put to work. If the employee is called to work and commences
work, the employee shall be guaranteed four (4) hours of pay at the employee's normal
hourly pay rate. These provisions, however, shall not be effective when work is unable to
proceed because of adverse weather conditions; nor shall these provisions apply to
temporary employees nor to any person whose regularly-scheduled workday is less than
four (4) hours per day.
9.3 Premium Pav for Shift Differential. Effective March 4 1995. Any employee who works on
a regularly-assigned shift which begins after 1:00 p.m., shall be paid a shift differential for
the entire shift. Relief staff shall receive a shift differential for all days when students are
in attendance. The shift differential shall be five percent (5%) of the base rate. If an
employee requests a day shift (starting at or before 1 p.m.) and that request is granted,
the employee will not receive night shift differential for any day shift worked.
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ARTICLE 9. HOURS AND PREMIUM PAY (continued) •
9.4 Special Dutv Pav. Employees assig�ed to work in the special duty category of custodial
worker shall be paid at ninety percent (90%) of the rate paid for positions in the
Custodian* job class.
9.5 Lonpevitv Pav. Employees who have completed twenty (20) full-time equivalent years of
service with the Employer as of July 1 each year shall receive an additional $25 (25�) per
hour above ihe normal ho�rly rate of pay.
9.5.1 Effective June 28, 2003, employees who have completed nineteen (� 9) full-time
equivalent years of service with the Employer as of July 1 each year shall receive
an additional $.30 (30�) per hour above the normal hourly rate of pay.
9.6 Overtime. Work performed in excess of forty (40) hours of work in a normal work
schedule or eight (8) hours of work in a normal workday will be considered overtime,
Overtime work shall be done only by order of the department head. Overtime shall be
including applicable shift differential or premiums. Employees assigned to work on four
(4j consecutive ten (f0) hour workdays shall receive overtime pay for work in excess of
ten (10) hours in the workday.
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 basis if mutually agreed to by the
District and the employee.
9.7 Equalization of Overtime. The purpose of this Subdivision is to state clearly the intent of
the parties regarding procedures which will be used to call and/or assign employees in the
unit for overtime work during the term of the 2002-2004 Labor Agreement. See Appendix �
B for language.
These procedures shall become effective beginning with the first full month after the
Board of Education adoption of the 2002-2004 Labor Agreement. Renewal, revision, or
continuation of these provisions will occur only if the parties so agree. Absent such
agreement, the provisions of this Appendix B terminate June 30, 2004.
ARTICLE 10. WORKING OUT OF CLASSIFICATION
10.1 For purposes of this Article, an out-of-class assignment is defined as an assignmenY 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 employee.
102 The 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 beginning on the
sixteen (16th) consecutive working day of such assignment. 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 reguiar appointment to the F�igher classification.
10.3 An employee who othenvise would receive a shift differential shall not lose the shift
differential during any portion of the out-ot-class assignment prior to being paid the rate of
pay for the higher classification.
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• ARTICLE � 1. SUPERVISORY ASSIGNMENT
11.1 An engineer who is assigned to supervise other employees will be at least one title higher
in the series than the employees helshe supervises.
ARTIC�E 12. UNIFORMS
12.� Employees in this bargaining unit are required to wear uniforms when on duty. Uniforms
wiil be supplied as follows:
The District will initially provide each employee (or newly appointed empfoyee) with five (5)
shirts or five (5) smocks. Each year thereafter, the District will provide employees with
three (3) additional shirts or three (3) smocks. Employees who have voluntarily requested
and received the initial five (5) shirts or five (5) smocks prior to implementation of this
provision will be considered already initially supplied.
122 Uniform shiRS will be worn at all times when school is in session incfuding summer
school, and/or whenever the school building or site is scheduled through usual
procedures for use by the public. During school vacation periods the uniform shirt will be
optional. However, for employees who choose to not wear the uniform shirt during school
vacation periods, the standard dress rules are in effect. Uniform shirts are to be worn
only while at work, and en route. The employee is not to wear the uniform shirt during
personal events and activities, work outside the School District, or incidental stops at
places selling on-sale liquor, or other such places not consistent with the image of the
School District.
� 12.3 Each employee is responsible for laundering, pressing, and making minor repairs, such
as tears and sewing buttons, etc. If a uniform shirt becomes damaged beyond repair
during the course of duty, it will be replaced at no cost to the employee when the
damaged shirt is returned to the District. Normal wear will not be considered for
replacement except through the annual cycle. The District will attempt to provide the
replacement shirts at the beginning of each school year.
12.4 SafeN Shoes. The District agrees to pay thirty dollars ($30) per year toward the cost of
safety shoes required by the Employer and purchased by an employee who is a member
of this unit, under the following conditions:
12.4.1 The District shall contribute toward the cost of one (1) pair of shoes per
contract year and shall not be responsible for any additional cost of any
additional shoes hereafter.
12.4.2 This reimbursement of thirry dollars ($30) shall be made only after verification
of expenditure and approval by the Department head or designated supervisor
of the employee.
12.4.3 This thirry dollars ($30) Employer contribution shall apply only 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.
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15
ARTICLE 13. LEAVES OF ABSENCE
13.1 Leave of Absence. After three (3) months of employment, an employee may make
application for a leave of absence without pay or employer-paid benefits not to exceed
one (1) year. Requests for leave of absence shall be submitted to the Human Resource
Department for consideration not less than sixty (60) days prior to the requested date of
the leave. Grantfng of such leaves will be subject to the operational needs and approval
of the Employer.
13.2 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-
hour before his/her regular scheduled starting time. The granting of sick leave shall be
subject fo 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
allowable uses:
to personal illness. The employee may be required to furnish a medical
certificate from a qualified physician as evidence of illness or physical disability in
order to qualify for paid sick leave as per District practice. Accumulated sick
leave may also be granted for such time as is actually necessary for office visits
to a doctor, dentist, optometrist, etc.
13.22 Familv Illness. Employees may use accumulated sick leave for hours off due to
sudden sickness or disability of a parent or a member of his/her household or to
make arrangements for the care of such sick or disabled persons up to a
mauimum of eight hours sick leave per incident. Up to forty (40) hours of
accumulated sick leave may be used in a work year to allow the employee to care
for and attend to the serious or critical illness of his/her spouse or dependent
parent. These hours when used are deducted from sick leave.
13.2.3 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 available as provided in Statute.
13.2.4 Bereavement Leave. A leave of absence with pay, not to exceed five (5) days,
shail be granted because of the death of an employee's spouse or child.
132.4.1
13.2.42
Up to three (3) days shall be granted because of death of other
members of the employee's immediate family. Other members of the
immediate family shali mean father, mother, sister, brother, parent-in-
law, son-in-law, daughter-in-law, grandparent, or grandchild.
Leave of absence for one (1) day shall be granted because of death of
other close relatives. Other close relatives shall mean uncle, aunt,
nephew, niece, brother-in-law, and sister-in-law.
13.2.4.3 A"day' for this purpose shall be equivalent to the regularly assigned
workday of the employee, and such leave shall be deducted from
accumulated sick leave.
13.2.4.4 If an employee is required to travel beyond a two hundred (200)-mile
radius of Saint Paul for purposes related to eligible bereavement
leave. one (1) additional day of sick leave may be used.
13.2.5 Adoption Leave. Up to fifteen (15) days of accumulated sick leave may be
used in a coniraci 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.
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'13.3 Reauestinq Sick Leave. No sick leave shall be granted for the above reasons unless the
employee reports to his/her supervisor the necessity for the absence no Iater than one (1)
hour before his/her regular scheduled starting time. For an empfoyee whose shift begins
after 11:00 A.M., the employee must call his/her supervisor to report the illness by 10:00
A.M. The employee must call the Facility Operations Office and his/her building(s)
supervisor(s) to report the illness and on the date of return to work by the times specified,
unless the requirement to call in is waived by the supervisor after verification of extended
illness. Sick leave will not be granted to any employee who does not properly report the
necessity for the absence, unless he/she can show to the satisfaction of the supervisor
that the failure to report was excusable, Employees will be required to provide medical
veritication ot the illness at the discretion of the supervisor. For the purposes of Articfes
13.5 and 13.5.1, 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 to the Employer before the employee returns to
work.
ARTICLE 13. LEAVES OF ABSENCE (continued)
13.3.1 Sick Leave - Medical Verification. Employees will be required to provide
medical verification of the illness at the discretion of the supervisor, and
especially noting the following circumstances:
�
�1)
�2)
(3)
An employee who used more than ten (10) sick days per year is likely
to be required to provide medical certification of illness.
Absences which reflect a pattern are likely to result in a medical
certification requirement. Examples:
(a) Frequent absences on Fridays and Mondays.
(b) Absences preceding/following recognized holidays.
Reasonable cause to suspect that sick leave is being requested
inappropriately is likely to result in certification requirement.
Prior to requiring medical verification, the supervisor will meet with the
employee (and Head Engineer). The employee will have the right to have union
representation at the meeting. The supervisor will notify the employee in writing
that medical verification will be required for any further sick leave usage.
After the end of every school year, there wifl be a review of the medical
certification requirement for all affected employees unless the requirement has
been in place less than nine (9) months. This review may or may not result in a
change of the medical certification requirement. The employee will be notified
in writing as to the status of this requirement. The written notice will be sent to
the employee with a copy to the Building Head and the Union.
•
13.4 Familv Medical Leave. Leaves of absence shall be granted as required under the federal
law known as the Family and Medical Leave Act (FMLA) so long as it remains in force.
The Human Resource Department provides procedures.
13.5 An employee shall be paid under the provisions of this paragraph only for the number of
days or hours for which he/she would normally have been paid if he/she had not been on
sick Ieave.
13.6 Maternitv/Parental Leave. 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 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 stated above and the Employer may approve such leave at its
option, and such leave may be no longer than one (1) year. Parental leave shall be
granted to employees for the hirth or adoption of a child in accordance with applicable
state and federal laws.
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ARTICLE 13. LEAVES OF ABSENCE (continued)
13.7 Sick Leave Conversion. Sick leave accumulated in excess of 1,440 hours may be
converted to paid vacation time at a ratio of two (2) hours of sick leave time for one (1)
hour of vacation time, to a maxfmum of ffve (5) regularly-assigned workdays (not to
exceed a total of forty [40] hours) in any year.
13.7.1 There shall be no conversion of unused sick leave in any amount at any time to
any cash payment other than the above-described conversfon to vacation time
or severance as defined in Article 19.
•
13.8 Sick Leave Incentive. If an employee does not use any sick leave (personal illness, sick
child, etc.} in tfie nine (9j-month period from September 1 through May 31, the empfoyee
will be credited with eight (8) additional hours of vacation time. Sick leave used for
purposes of bereavement will not disqualify an employee for the attendance incentive. If
an employee qualifies for an additional eight (8) hours of vacation time for perfect
attendance September 1 through May 31, and if the employee has perfect attendance for
additional eight (8) hours of vacation time. This applies for the 2002-03 and 2003-2004
school years. This provision is effective uniil June 30, 2004, and does not automatically
renew.
ARTICLE 14. MILITARY LEAVE OF ABSENCE
14.1 Pav Allowance. Any employee who shall be a member of the National Guard, the Naval
Miiitia or any other compone�t 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 Corps, the Naval Reserve, the Marine Corps Reserve or any
other reserve component of the military or naval force of the United States, now or
hereafter organized or constituted under federal law, shall be entitled to leave of absence
from employment without loss of pay, seniority status, efficiency rating, vacation, sick
leave or other benefits for all the time when such employee is engaged with such
organization or component in training or active service ordered or authorized by proper
authority pursuant to law, whether tor state or federa! purposes, provided that such leave
shall not exceed a total of fifteen (15) days in any calendar year and, further, provided that
such leave shall be allowed only in case the required military or naval service is
satisfactorily performed, which shall be presumed unless the contrary is established.
Such leave shali not be allowed unless the employee: (1) retums to his/her position
immediately upon being relieved from such military or naval service and not later than the
expiration of time herein limited for such leave, or (2) is prevented from so returning by
physical or 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 time
herein limited for such leave.
142 Leave without Pav. Any employee who engages in active service in time of war or other
emergency declared by proper authority of any of the military or naval forces of the state
or of the United States for which leave is not otherwise allowed by law shall be entitled to
leave of absence from employment without pay during such service with right of
reinstatement and subject to such conditions as are imposed by law.
14.3 Such leaves of absence as are granted under Article 9 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.
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ARTICLE 15. COURT DUTY
15.1 Any employee who is required to appear in court as a juror or witness shall be paid his/her
regular pay while so engaged, provided, however, that the employee is not appearing as a
witness in litigation undertaken by the employee or the Union against the District; further,
any fees that the employee may receive from the court for such service shall be paid to
the Employer and be deposited with the District Office of Business and Finance. 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.
ARTICLE 16. WAGE SCHEDULE
16.1 The wage schedule for purposes of this contract shall be Appendix A attached hereto.
ARTICLE �7
SECTION 1
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.
1.2 Eliaibilitv Waitinq Period. One (1) full month of continuous regularly appointed
service in Independent School District No. 625 will be required before an eligible
empioyee 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 Section, full-time employment is defined as
appearing on the payroll regularly at least thirty-two (32) hours per week or at least sixty-
four (64) hours per pay period, excluding overtime hours.
1.4 Half-Time Status. For the purpose of this Section, half-time employment is defined as
appearing on the payroll regularly at least twenty (20) hours but less than thirty-two (32)
hours per week or at least forty (40) hours but less than sixty (64) hours per pay period,
excluding overtime hours.
Regutarly-scheduled hours are the daily hours which are specificafly authorized for the
employee and assigned by the supervising administrator, and verified by the Human
Resource Department, as the regular schedule. Occasional work time assigned in
excess of the minimums stated in 1.3 and 1.4 shall not be construed as providing
eligibility for insurance premium payment.
NOTE: Any employee who is regularly scheduled for less than twenty (20) full hours of
work per five (5)-day week or who is scheduled irregularly is ineligible for any
benefits described in this Section.
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Nothing in this Agreement shall be construed as a guarantee of any hours of
work.
1.5 Emalover Contribution Amount--Full-Time Emolovees. Effective July 1, 2002, for each
eligible employee covered by this Agreement who is employed full time and who selects
employee insurance coverage, the Employer agrees to contribute the cost of such
coverage or $265 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
$445 per month, whichever is less.
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ARTICLE 17. EMPLOYEE BENEFITS (continued) •
�
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 cosi of such coverage or $300
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 $525 per month, whichever is less.
1.52 Effective January 1, 2004, 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 $345
per month, whichever is less. For each eligible full-time employee who selects
famiiy coverage, the Employer will contribute the cosi of such family coverage
or $575 per month, whichever is less.
Emplover Contribution Amount: Married Couples. Full-time employees who are married
waive the single or family contribution to health insurance and receive up to $1SU 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.
1.7 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 selecting employee
coverage; or for each half-time employee who selects family insurance coverage, the
Employer will contribute fifty percent (50%) of the amount contributed for full-time
employees selecting family coverage in the same insurance plan. Part-time employees
are not eligible for any of the married couple contributions in Subd. 1.6.
iE]
1.9
1.10
1.7.1 Notwithstanding Section 1.7 above, employees covered by this Agreement and
emptoyed half time prior to January 1, 1978, shall receive the same insurance
contributions as a full-time employee. This Section 1.7.1 applies only to
employees who were empfoyed half-time during the month of December 1977
and shall continue to apply only as long as such employee remains
continuously employed half time.
Life Insurance. For each eligible employee, the Employer agrees to provide $50,000 life
insurance coverage. This amount shall drop to $5,0o0 of coverage (irt the event of early
retirement) until the retiree reaches age 65; then all Employer coverage shall terminate.
Lonq-Term Disabilitv. Effective January 1, 1999, for each eligible employee, the
Employer agrees provide a long-term disability plan.
Dental Insurance. Effective January 1, 2004, for each eligible employee, the Employer
agrees to contribute an amount not to exceed $35 per month for single dental coverage.
1.11 Flexible Spendinq Account. It is the intent of the Employer to maintain during the term of
this Agreement a plan for medica� and child care expense accounts to be available to
employees in this bargaining unii 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.
1.12 The contributions indicated in this Section 1. shall be paid to the Employer's group hea�th
and welfare plan.
1.13 Any cost of any premium for any Employer-offered employee or family insurance
coverage in excess of the dollar amounts stated in this Section shall be paid by the
employee through payroll deduction.
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ARTICLE 17. EMPLOYEE BENEFITS (continued)
SECTION 2. RETIREMENT HEALTH INSURANCE
Subd. 1. Benefit Eliqibilitv for Emolovees who Retire Before Aqe 65
�.� Emplovees hired into District service before Julv �, �996, 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.
1.2
1.3
Must be at least fifty-five (55) years of age and have completed twenty-five (25)
years of service, or;
The combination of their age and their years of service must equal eighty-five (85)
or more, or;
Must have completed at least thirty (30) years of service, or;
Must have completed at least twenty (2�) consecutive years of service within
Independent School District No. 625 immediately preceding retirement.
Years of regular service with the City of Saint Paul will continue to be counted toward
meeting the service requirement of this Subdivision 1.1 B, C or D, but not for 1.1 E.
Emplovees hired into District service after Julv 1. 1996. must have completed twenty (20)
years of service with Independent School District No. 625. Time with the City of Saint
Paul will not be counted toward this twenty (20)-year requirement.
Eligibility requirements for all retirees:
A. A retiree may not carry his/her spouse as a dependent if such spouse is also an
Independent School District No. 625 retiree or Independent School District No. 625
employee 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.
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C.
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Additional dependents beyond those designated to the District at the time ot
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 will not be eligible for employer contribution
toward insurance premiums for either pre-age 65 or post-age 65 insurance
coverage.
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ARTICLE 17. EMPLOYEE BENEFITS (continued)
Subd. 2. Emplover Contribution Levels for Emplovees Retirinp Before Aoe 65
2.1 Health Insurance Employer Contribution
�
The District will for the period of this Agreement provide employees who meet the
eligibility requirements for health insurance in 1.1 or 12 above, who retire during the term
of this Agreement, and until such employees reach sixty-five (65) years of age, such
health insurance premium contributions up to the same dollar amount as were made by .
the District for health insurance for single or family coverage by that carrier, for an
employee under this Agreement, in his/her last month of active employment. In the event
new carriers replace those in place ai execution of this Agreement, the dollar amounts .
being paid for single or family coverage to the carrier at the employee's date of retirement
shall constitute the limit on future contributions. Any employee who is receiving family
coverage premium contribution at date of retirement may not later claim an increase in
the amount of the Employer obligation for single coverage premium contributions to a
e
2.2 Life Insurance Employer Contribution
The District will provide for early retirees who qualify under the conditions of 1.1 or 12
above, prem+um contributions for eligible retirees for $5,000 of life insurance only until
their 65th birthday. No life insurance will be provided, or premium contributions paid, for
any retiree age sixty-five (65) or over.
Subd. 3. Benefit Eliqibilitv for Emplovees After Aqe 65
3.1 Em�lovees hired into the District before Julv "I 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 Article.
3.2 Emplovees hired into the District before Julv 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 January 'I, 1987, must have remained continuously
employed by the District. For such employees or early retirees who have noi
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.
B. Employees hired on or after January 1, i987 and prior to July 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 July 1, 1996,
will continue to be counted toward meeting the DistricYs service requirement of this Subd.
3. Civil service time worked with City of Saint Paul after May �, 1996, will be considered a
break in District employment.
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ARTICLE 17. EMPLOYEE BENEFITS (continued)
3.3 Emolovees hired on or after Julv 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
July 1, 1996, shall be eligible for only earlv retirement insurance premium contributions as
provided in Subd. 2 and Defierred Compensation match in Subd. 5.
Subd. 4. Emplover Contribution Levels for Retirees After Aqe 65
4.1 Emolovees hired into the District before Julv 1. 1996 and who meet the eligi6ility
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 Twe
Medicare Eligible
Non-Medicare Eligible
Sin le 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 maximum contributions specified must be paid directly
and in full by the retiree, or coverage will be discontinued.
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Subd.S. Emplovees hired after Julv 1. 1996, after complet+on 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 eligibility, the District will match up to $50 per
paycheck up to $500 per year of consecutive active service, up to a cumulative lifetime
maximum of $12,500. Part-time employees working half-time or more will be eligible for
up to one half (50%) ot 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 apply. The employee, not the District, is solely
responsible for determining his/her total maximum allowable annual contribution amount
under 1RS regulations. The employee must initiate an application to participate through
the DistricYs specified procedures.
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23
ARTICLE 18. MILEAGE �
18.1 Employees of the Schooi District under policy adopied by the Board of Education may be
reimbursed for the use of their automobiles for school business. To be eligible for such
reimbursement, employees must receive authorization from the District Mileage
Committee utilizing the following plan:
PLAN A. Effective rate approved by the Board of Education or 312 per mile, whichever is
greater. In addition, a maximum amount which can be paid per month is established by
an estimate furnished by the employee and the employee's supervisor.
Another consideration for establishing the maximum amount can be the experience of
another working in the same or similar position.
Under this plan, it is necessary for the employee to keep a record of each trip made.
ARTICLE 19. SEVERANCE PAY
19.1 The Employer shall provide a severance pay program as set forth in this Article. Payment
of severance pay shall be made within the ta:c year of the retirement.
192 To be eligible for the severance pay program, the employee must meet the following
requirements:
19.2.1 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.
19.22 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 discharged for cause, misconduct, inefficiency,
incompetency or any other disciplinary reason are not eligible for this severance
pay program.
19.3 If an employee notifies the Human Resource Department and the Department Head for
which he/she works 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 192
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 213.3 days.
79.3.1 If an employee notifies the Human Resource Department in less than three (3)
months in advance of the date of retirement and requests severance pay and if
the employee meets the eligibility requirement set foRh 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 246.15 days.
19.32 If an employee has a sudden illnessfinjury necessitating immediate retirement,
and if the employee meets the eligibility requirements set forth above, he or she
will be granted severance pay in an amount equal to $75 pay for each day of
accrued, unused sick leave up to 213.3 days. >
19.4 The maximum amount of money that any employee may obtain through this severance
pay program is $16,000.
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19.5 For the purpose of this severance pay program, a death of an employee shall be
considered as separation of employment and, if the employee would have met all of the
requirements set forth above at the time of his or her death, payment of the severance
pay may be made to the employee's estate.
ARTICLE 19. SEVERANCE PAY (coniinued)
19.6 For the purpose of this severance pay program, a
District No. 625 employment to City of Saint Paul
separation of employment, and such transferee shall
program.
ARTICLE 20. DISCIPLINE
20.1
20.2
20.3
transfer from Independent School
employment is not considered a
not be eligible for this severance
The Employer will discipline employees for just cause only. Discipline will be in the form
of:
20.1.1 Ora1 reprimand;
20.�.2 Written reprimand;
20.1.3 Suspension;
20.1.4 Reduction;
20.1.5 Discharge.
A notice in writing of Suspensions, Reductions, and Discharges shall be sent to the
employee and the Union seventy-two (72) hours after such action is taken.
Employees and the Union will receive copies of written reprimands and notices of
suspension and discharge.
20.4 Employees may examine all information in their Employer personnel file that concerns
work evaluations, commendations and/or disciplinary actions. Files may be examined at
reasonable times under the direct supervision of the Employer.
20.5 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 presenl 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.
20.6 An employee to be questioned concerning an investigation of disciplinary action shall
have the right to request that a Union representative be present.
20.7 Employees who are suspended, demoted or discharged shall have the right to request
that such actions be considered a"grievance" for the purpose of processing through the
provisions of Article 21 (Grievance Procedure); as an alternative option, such employee
can request a review, consistent with Minnesota Statute § 179A20, Subd. 4. Once an
employee, or the Union acting in the employee's behalf initiates review in one forum, the
matter shall not be again reviewed in another forum. Oral reprimands shall be subject to
the grievance review procedures through Step 3 only.
An employee who elects the contractual grievance procedure as the forum for review of a
disciplinary action has not thereby waived any rights secured to him/her under Minnesota
Statute § 197.46, other than the choice of forum for review.
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ARTICLE 21. GRIEVANCE PROCEDURE •
21.1 The Employer shall recognize Stewards selected in accordance with Union rules a�d
regulations as the grievance representative of the bargaining unit. The Union shall notify
the Employer in writing of the names of the stewards and of their successors when so
named.
21.2 Ii is recognized and accepted by the Employer and the Union that the processing of
grievances as hereinafter provided is limited by the job duties and responsibilities of the
employees and shall therefore be accomplished during working hours only when
consistent with such employee duties and responsibilities. The steward involved and a
grieving employee shall suffer no Ioss of 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,
the sole and exclusive
grievances, which are defined as an alleged violation of the terms and conditions of this
Agreement. A grievance shall be resolved in conformance with the following procedure:
Step 1. Upon 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 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 written
grievance shall set forth the nature of the grievance, the facts on which it is based, the
alleged section(s) of the Agreement violated, and the relief requested. Any alleged
violation of the Agreement not reduced to writing by the Union within fourteen (14) •
calendar days of the first occurrence of the event giving rise to the grievance shall be
considered waived. At this step only, an extension of seven (7) additional calendar days
shall be granted automatically if requested by the Business Representative or steward.
Steo 2. Within fourteen (14) calendar days after receiving the written grievance, a
designated 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 shall reply in writing to the Union within fourteen (14) calendar days following
this meeting. The Union may refer the grievance in writing to Step 3 within fourteen (14)
calendar days following receipt of the Employer's written answer. Any grievance not
referred in writing by the U�ion within fourteen (14) calendar days following receipt of the
Employer's answer shall be considered waived.
Step 3. W ithin fourteen (14) calendar days following receipt of a grievance referred from
Step 2, a designated Employer supervisor shall meet wiih the Union Business Manager or
designated representative and attempt to resolve the grievance. Within fourteen (14)
calendar days following this meeting, the Employer shall reply in writing to the Union
stating the Employer's answer concerning the grievance. If, as a result of the written
response, the grievance remains unresolved, the Union may refer the grievance to Step
4. Any grievance not referred in writing by the Union to Step 4 within fourteen (14)
calendar days following receipt of the Employer's answer shal� be considered waived.
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� ARTICLE 21. GRIEVANCE PROCEDURE (continued)
Steo 4. If the grievance remains unresolved, the Union may within fourteen (14) 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
fourteen (14) calendar days after notice has been given. If the parties fail to mutually
agree upon an arbitrator within the said fourteen (14)-day period, either party may request
the Bureau of Mediation Services to submit a panel of five (5) arbitrators. Both the
Employer and the Union shall have the right to strike two (2) names from the panel. The
Union shall strike the first (�st) name; the Employer shall then strike one (1) name. The
process will be repeated and the remaining person shall be the arbitrator.
21.4 The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from
the provisions of this Agreement. The arbitrator shall consider and decide only the
specific issue submitted in writing by the Employer and the Union and shall have no
authority to make a decision on any other issue not so submitted. The arbitrator 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 following close
ot the hearing or the submission of briefs by the parties, whichever be later, unless the
parties agree to an exte�sion. The decision shalf 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. 7he decision of the arbitrator shall be final and binding on the
Employer, the Union, and the employees.
2�.5 The fees and expenses for the arbitrator's services and proceedings shall be borne
e 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.
21.6 The time limits in each step of this procedure may be extended by mutual agreement of
the Employer and the Union.
21.7 It is understood by the Union and the Employer that if an issue is resolved at any step by
this grievance procedure, that issue shall not again be submitted for review under the
provisions of the Rules and Regulations of Civil Service. It is further understood that if an
issue is submitted and resolved at a�y step by the grievance procedure under the Civil
Service Rules and Regulations, It shall not be submitted for review and arbitration under
procedures set forth i� this Article.
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ARTICLE 22. STRIKES, LOCKOUTS, WORK INTERFERENCE •
22.1 The Union and the Empioyer agree that fhere shall be no strikes, work stoppages,
slowdowns, sit-down, stay-in or other concerted interference with the Employer's business
or affairs by 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.
222 No lockout, or refusal to allow employees to perform available work, shall be instituted by
the Employer and/or its appointing authorities during the life of this Agreement.
ARTICLE 23. NONDISCRIMINATION
23.1 The terms and conditions of this Agreement will be applied to employees equally without
regard to, or discrimination for or against, any individual because of race, color, creed,
23.2 Employees will perform their duties and responsibilities in a nondiscriminatory manner as
such duties and responsibilities involve other employees and the general public.
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• ARTICLE 24. TERMS OF AGREEMENT
24.1 Complete Aqreement and Waiver of Barqaininq. This Agreement snall represent the
complete Agreement between the Union and the Employer. The parties acknowledge
that during the negoti2tions which resulted in this Agreement, each had the unlimited right
and opportunity to make requests and proposals with respect to any subject or matter not
removed by law from the area of coliective b2rgaining, and that the complete
underst2ndings and agreements arrived at by the parties after the exercise of that right
and opportunity zre set forth in this Agreement. Therefore, the Empioyer and the Union,
for the life of this Agreement, each voluntarily and unqualifiediy waives the right, and each
agrees thai the other shall not be obligated to bargain coilectively with respect to 2ny
subject or matter referred to or covered in this Agreement.
24.2 Savinqs Clause. This Agreement is subject to the laws of the United States, the State of
Minnesota, and the City of Saint Paui. In the event any provision of this Agreement shali
hoid to be contrary to iaw 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. Ali other provisions shali continue in full force and effect.
24.3 Terms of Aqreement. Except as herein provided, this Agreement shall be effective as of
July 1, 2002, and shall continue in fuli force and effect through the 30th day of June 2004,
and shall be automatically renewed from year to year thereafter uniess either party shail
notify the other in writing at (east sixty (60) days before the termination of this Agreement
that it desires to modify or terminate this Agreement. In witness thereof, the parties have
caused this Agreement to be executed as signed and dated below.
24.4 This const+tutes a tentative Agreement between the parties which will be recommended
by the District Negotiations and Labor Relations Manager, but is subject to the approval
of the Board of Education, and is also subject to ratification by the Union.
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W ITN ESSES:
Date
OPER4TING
Business Manager,
Bu;tpes�rese tive, L al No. 70
%
Presi nt, Local o. 70 ^/ `� �
lE� v
Recording Secretary, Local No. 70
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Chief Steward, Local No. 70
ia-i�-va
Date
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APPENDIX A: 2002-2003 WAGES
The hourly wage rates and salary ranges for classifications in this unit are effective
June 29, 2002 as follows:
•
Title
Probationary Base
Rate Rate
Custodian-Engineer 5, Board of Education $20.30 $21.32
Custodian-Engineer 4, Board of Education 19.60 20.66
Custodian-Engineer 3, Board of Education 18.96 20.03
Custodian-Engineer 2, Board of Education 18.48 � 9.54
Cuctodian-Fnninpp 1 Boarcl of d d60n i 8 10 18 88
Facility Services W orker
Custodian'
Trainee
(Custod ian-En gi neer)
Probationary Base After After
Rate Rate 1 vear 2 ears
$11.58 $12.16 $1321 $14.03
Probationary Base
Rate Rate
$15.87 $17.09
After After
Entrv 6 Months 1 Year
$9.71 $1125 $12.79
After
18 Months
$14.33
Personnel hired for employment with the District after the date of the signing of this Agreement, to
a class of positions listed in Appendix A above, shafl be compensated at the "Probationary Rate"
hourly wage rate during their probationary period. After completion of the probationary period, the
employee shall be paid at the "Base Rate" hourly rate. Employees promoted from any of the
positions listed in Appendi�c A above to any other position listed shall receive the "Base Rate"
hourly wage rate, notwithstanding that the employee must complete a promotional probation
period.
Temporary employees shall be paid the minimum rate indicated in this Appendix for the
classification in which they are employed.
'Abolished except as to present incumbents.
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APPENDIX A: 2003-2004 WAGES
The hourly wage rates and salary ranges for classifications in this unit are effective
June 28, 2003, as follows:
Title
Custodian-Engineer 5, Board of Education
Custodian-Engineer 4, Board ot Education
Custodian-Engineer 3, Board of Education
Custodian-Engineer 2, Board of Education
Custodian-Engineer 1, Board of Education
Facility Services W orker
Custodian'
Trainee
( Cu stod ian-E n gineer)
Probationary Base
Rate Rate
$20.71 $21.74
19.99 21.07
19.34 20.43
18.85 19.93
18.46 19.26
Probationary Base
Rate Rate
$11.81 $12.40
Probationary Base
Rate Rate
$16.18 $17.43
After
1 vear
$13.48
After After
Entrv 6 Months 1 Year
$9.90 $11.48 $13.05
After
2 vears
$14.31
After
18 Months
$14.61
Personnel hired for empioyment with the District after the date of the signing of this Agreement, to
a class of positions listed in Appendix A above, shall be compensated at the "Probationary Rate"
hourly wage rate during their probationary period. After completion of the probationary period, the
employee shall be paid at the "Base Rate" hourly rate. Employees promoted from any of the
positions listed in Appendix A above to any other position listed shall receive the "Base Rate"
hourly wage rate, notwithstanding that the employee must complete a promotional probation
period.
Temporary employees shall be paid the minimum rate indicated in this Appendix for the
classification in which they are employed.
*Abofished except as to present incumbents.
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APPENDIX B: EQUALIZATION OF OVERTIME FOR CUSTODIAL SERVICE •
The purpose of this Appendix is to state clearly the intent of the parties regarding procedures
which will be used to call and/or assign employees in the unii for overtime work during the term of
the 2002-2004 Labor Agreement.
These procedures shall become effective beginning with the first full month after the Board ot
Education adoption of the 1998-2000 Labor Agreement. Renewal, revision, or continuation of
these provisions will occur only if the parties so agree. Absent such agreement, the provisions of
this Appendix B terminate June 30, 2004.
Section 1 Qualified Em�lovees
A qualified person for all provisions of this policy is a regular full-time custodian or facility services
worker, or custodian-engineer who holds the appropriate license for the task, and has
demonstrated satisfactory job performance.
1.1 An employee who has specified physical restrictions which impair his/her ability to perform —
a particular overtime task will not be assigned the overtime; for purposes of calling order
he/she will be considered, however, as having worked that overtime.
Section 2 Overtime Within a Buildinq
Employees assigned to a particular building will have the first opportunity to work overtime in that
building. Persons who are interested in working overtime in the building will be required to sign in
advance. The employees will be placed on a Iist in order of District seniority. When a need for
overtime arises, the qualified most senior employee on the list will be called first unless the .
employee has already worked overtime in that fiscal year. If the qualified most senior employee
has already worked overtime in that fiscal year, the next qualified employee on the list will be
calfed until all employees in the building have worked overtime. W hen all employees have worked
overtime, the process will be repeated. When an employee is asked to work overtime in the
building and refuses, he/she will be considered as having worked that overtime. If there are no
employees in tfie building wfio want to work overtime, then the overtime shalf be classified as
District overtime and distributed as described below.
2.� When an employee is newly assigned to a building, his/her overtime eligibility history for
that locafion will be determined by assigning fo him/her the average of overtime hours
credited to date tor all affected employees in that location (average of hours worked
and/or refused).
2.2 The overtime history of each employee will be carried over from year to year in each
building for that building.
Section 3 District Overtime
W hen there is District overtime work to be done on a planned basis (i.e., it is of a non-emergency
nature), regular employees assigned as relief staff will have the first opportunity to work the
overtime. Qualified relief staff inembers will be coniacted for the overtime work in seniority order
(i.e., most senior first) unless the employee has already worked overtime in that fiscal year. When
a qualified employee who is asked to work overtime refuses the work, he/she will be considered
as having worked that overtime assignment. If there are not sufficient qualified relief staff
employees available, qualified employees listed as available for emergency call out will be called
by the same procedure.
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• APPENDIX B: EQUALIZATION OF OVERTIME FOR CUSTODIAL SERVICE (continued)
Effective Jufy �, 1998, the assigned relief stafiF will no longer have first oppor[unity to work District
overtime. In September of each year Facility Operations will allow people interested in working
District overtime to sign up to be called. The most senior employees in one of three groups, 1)
Faciliry Services WorkedCustodian, 2) Engineer, or 3) Supervisor (Engineer 3-5), will be called for
overtime needed in the group based on seniority order, unless employee has already worked
overtime in that fiscal year. When a qualified employee who is asked to work overtime refuses
the work, he/she will be considered as having worked that overtime assignment. If there are not
sufficient qualified relief staff employees available, qualified employees listed as available for
emergency call out will be called by the same procedure.
Section 4 Mandatorv Overtime
The District retains the right to institute mandatory overtime if there are inadequate volunteers to
meet District needs. The mandatory system requires that the least senior employee who has not
worked overtime will be required to work first and so forth. Should mandatory overtime become
necessary, employees who have voluntarily worked overtime will be credited with the hours they
have previously worked.
Section 5 Emerqencv Call Outs
This equalization of overtime does not apply to emergency call outs requesting that overtime be
worked. A qua{ified employee who is willing to accept emergency overtime assignment
immediately upon notification may ask to be listed as available. The Disirict will not list an
e employee for emergency call out if the employee has refused overtime work several times, or is
not qualified. The District, in assigning emergency call out, will do so as equitably as
circumstances permit.
5.1 The District will periodically provide to the Union a copy of the emergency call-out list, and
a tally of time worked.
Section 6 Overtime Resultino from BuildinqlPropram Moves
Overtime resulting from moving a program or a staff/student population from one building/location
to another will be treated as building overtime for staff in the location from which the move
originates. If more overtime workers are needed than the originating location can supply, the
District overtime procedure will be used to secure additional workers.
Section 7 Grievance Process
An a{{eged violation of these procedures can be presented to the Employer by the Union for
review under the grievance procedures of the labor contract through Step 3, as the final appeal.
Step 3 review is at the level of the Superintendent of Schools, or his/her designee.
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APPENDIX C
2000-2002 MEMORAfVDUM OF UNDERSTANDING
REGARDING TRAINING FOR
INTERNATIOM1lAL UNION OF OPERATING ENGINEERS, LOCAL NO. 70
This Memorandum of Understanding is by and between the Board of Education of Independent
School District No. 625, Saint Pauf Public Schools, and Intemational Union of Operating
Engineers, Local No. 70, exclusive representative for cusiodial service employees in the Saini
Paul Public Schools. The purpose of this Memorandum is to establish a clear understanding of
inte�t of the parties regarding conditions governing a premium pay rate for advanced training for
certain classifications of employees in this bargaining unit.
Statement of Intent and Purpose
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�cm nf Th' �� Acm r� r1 m f I lnti cta rllyg �ihrt�iinh
June 30, 2004) to continue a program of special training for employees who occupy the titles:
Custodian-Engineer 5, Board of Education
Custodian-Engineer 4, Board of Education
Custodian-Engi�eer 3, Board ot Education
Custodian-Engineer 2, Board of Education
The purpose of the training will be to strengthen the practical management skills of these
employees, particularly with respect to fulfilling the responsibilities of these particular titles.
It is the desire and intent of the Employer that all employees who occupy these titles, both •
currently assigned and prospectively, will complete this training at the earliest possible
opportunity. The training is designed, prescribed, and provided by the Employer at no cost to the
employee who has been regularly appointed to a listed title. The training will be taken during the
employee's own unpaid time.
Effective July 1, 1996:
1. Engineers who were hired before July �, 1996, and have not been offered the
advanced training program will receive the premium effective July 1, 1996.
2. Engineers who have already completed the required training and qualified for
premium payment, or those engineers granted the premium in #1 above, must
participate in a required refresher/retraining course, if one is offered by the employer,
ot one or hvo sessions every year in order io retain eligibility for premium payment.
The Employer will provide a premium pay factor according to the following formula for current and
future employees in these titles who have satisfactorily completed the prescribed training course,
and have delivered to the Office of Plant Planning and Maintenance evidence of such satisfactory
completion.
Tfie premium pay shafl become effective with the first full pay period after completion of the
training, but shall not be paid until the evidence of satisfactory completion has been received by
the Employer. In no case shall the premium be effective retroactively for more than a three (3)-
month period.
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MEMOR.4NDUM OF UNDERSTANDING
Premium Formula
Efrective June 29, 2002:
(continued)
Premium above Stated Rate
90¢ per hour
60¢ per hour
30¢ per hour
20¢ per hour
Title
Custodian-Engineer 5, Board of Education
Custodian-Engineer 4, Board of Educatlon
Custodian-Engineer 3, Board of Education
Custodian-Engineer 2, Board ot Education
Emplovee Newiv Appointed to Title
An employee newly appointed to one of these titles after the adoption of this Agreement will be
granted premium payment as follows:
if the training course for a newly appointed engineer is less than six (6) months in
length, the engineer witl receive the fuli premium effective with the first full pay period
after satisfactory completion of the course.
If the training course is more than six (6) months in length, the engineer in training will
be eligible for fifty percent (50%) premium payment effective with first full pay period
after satisfactory compfeiion of one-half ('f /2) of the training program.
e
.
Should the employee fail to satisfactorily complete the training within the time periods established
for the course, the partial premium payment wiil be discontinued and no premium will be paid until
such time as the satisfactory compfetion has been accomplished.
Evidence of satisfactory completion shall have been delivered by the employee to the O�ce of
Plant Planning and Maintenance before the partial or full premium can be paid, and retroactive
adjustment sha11 not exceed three (3) months.
This Memorandum of Understanding shall be effective as of July 1, 2002, and shall expire on
June 30. 2004. �..�
Date
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r ��iness �Rep�r e a c o.70 ///%
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Pre 'dent, Local No. 70
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Recording Secretary, Local No. 70
I� � � �1 ¢.�., Q
Chief Steward, Local No. 70
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INDEX
A
Adoption Leave ..........................................16
B
Bidding......................................................... 8
Bidding for Location .....................................8
C
Call-In Pay .................................................13
CourtDuty ..................................................19
D
........ .... ........ ....................... 25
P
Premium Pay .............................................13
Premium Pay for Shift Differential ..............13
R
Recall From Workforce Reductions .............7
Retirement Health Insurance .....................21
S
Safety Shoes ..............................................15
Seniority.......................................................6
Seniority for Bidding On Location .................8
Seniority for Shift Selecfion ..........................9
C..�:��:w.T .
............................................................�
E
Equalization of Overtime ......................14, 32
F
FairShare ....................................................3
Family Medical Leave ................................17
Flexible Spending Account ........................20
G
Grievance Procedure .................................26
H
Health Insurance ........................................19
Hofidays..................................................... i2
Hours .........................................................13
L
Leave of Absence ......................................16
Life Insurance ............................................20
Lockouts....................................................28
Longev'�ty Pay .............................................14
Long-Term Disability ..................................20
M
Maternity/Parental Leave ...........................17
Mileage......................................................24
Military Leave Of Absence .........................18
N
Nondiscrimination ......................................28
O
Overtime....................................................14
»��.�.......� ....... ............�...�.��.�.�.���
Severance Pay ...........................................24
ShopSteward ...............................................2
Sick Child Care ..........................................16
SickLeave .................................................16
Sick Leave - Medical Verification ...............17
Sick Leave Conversion ........................11, 18
Sick Leave Incentive ..................................18
Sick Leave Requests .................................16
Speciaf Duty Pay ........................................13
Stri ke ......................................................... 2 S
T
Temporary Employment ...............................4
Temporary Employment Casual Service .....4
Temporary EmploymenY Extended Service .5
Temporary Employment Short-Term ..........,4
Training......................................................34
U
Un if o r m s .....................................................15
Union Membership .......................................3
Union Rights ................................................2
Union Stewards ............................................2
V
Vacation.....................................................1 �
W
Wages..................................................30, 31
Work Interference ......................................28
Work Schedule ..........................................13
Working Out of Classification .....................14
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INDEPENDENT SCHOOL DISTRICT NO. 625
BOARD OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
DATE
December 17, 2002
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TOPIC: Approval of Employment Agreement Between Independent Schooi District
No. 625 and Minnesota School Employees Association, Representing
Classified Confidential Emp4oyees Association
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: In the first year of the contract, there is no wage increase from July 1, 2002 through
October 31, 2002. Effective November 2, 2002, increase wage schedule 2.5%. This is
approximately a 2°/o overafl increase in the first year. Effective June 28, 2003, increase wage
schedule by 2%.
tnsurance: Effective January 2003, the district monthly contribution of $260 for single
coverage is increased to $310; the district monthly contribution of $470 for family coverage is
increased to $535. Effective January 2004, the district contribution for single coverage is
increased to $350, family coverage is increased to $585; the district monthly contribution of
$30 for single dental coverage is increased to $35.
Effective January 1, 2003, life insurance coverage is increased from $25,000 to $50,000. The
District cap for long-term disability and life insurance is removed.
District Match: Effective January 1, 2003, the employer match for empioyees 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, employees with 23 years or more of service will earn
one additional day of vacation.
Sick Leave: Up to 15 days of accrued sick leave may be used by a father for the birth of his child.
3. The District has 29.4 FTE's in this bargaining unit.
4. This contract maintains the DistricYs fiscal structural balance.
5. This contract supports the DistricYs 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 Financial Affairs.
B. RECOMMENDATION:
That the Board of Education of Independent School District No. 625 approve and adopt the
Agreement concerning the terms and conditions of employment of those classified confidenlial
employees in this school district for whom the Minnesota School Employees Association is the
exclusive representative; duration of said Agreement is for the period of July 1, 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.
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2002 - 2004
AGREEMENT
BETWEEN
SAINT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
�►�.
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MINNESOTA SCHOOL EMPLOYEES ASSOCIATION
Representing
Classified Confidential
Employees Association
July 1, 2002 through June 30, 2004
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Saint Paul
PUBLIC SCHOOLS
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PuBUC SCHU�LS
SAINT PAUL PUBLIC SCHOOLS
Independent School District No. 625
Board of Education
AI Oertwig Chair
John Brodrick Director
Anne Carroll �irector
Toni Carter Director
Tom Conlon Director
Elona Street-Stewart Director
Neai Thao Director
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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
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TABLE OF CONTENTS
ARTICLE TITLE PAGE
Preamble.................................................................................................................. iv
Article1. Recognition ................................................................................................................1
Article2. CheckOff ...................................................................................................................i
Article 3. Maintenance of Standards .........................................................................................2
Article 4. Management Rights ...................................................................................................2
Article5. Hours of Work ............................................................................................................2
Article6. Work Breaks ..............................................................................................................3
Article7. Wages ........................................................................................................................4
Article8. Holidays .....................................................................................................................5
Article9. Vacation .....................................................................................................................6
Article10. Leaves of Absence ....................................................................................................7
Article 11. Insurance Benefits ...................................................................................................11
Article12. Severance Pay .........................................................................................................16
Article 13. Legal Services .........................................................................................................17
Article14. Probation ..................................................................................................................17
Article 15. Working Out of Classification ..................................................................................18
Article16. Temporary Employees .............................................................................................18
Article 17. Employee Records ...................................................................................................18
Article18. Seniority ...................................................................................................................19
Article19. Discipline ..................................................................................................................21
Article 20. Grievance Procedure ...............................................................................................22
Article21. Mifeage ....................................................................................................................24
Article22. Vacancies ................................................................................................................24
Article 23. Non-Discrimination ..................................................................................................25
Article 24. No Strike, No Lockout ..............................................................................................25
Article 25. Bulletin Boards .........................................................................................................25
Article 26. Terms of Agreement ................................................................................................26
Appendix A: Titles and Salary Rates .....................................................................27
Appendix B: Titles and Grades ..............................................................................29
Appendix C: Standard Ranges ..............................................................................30
Memorandum of Agreement regarding Improvement Plan Process .......................32
ADDITIONAL INFORMATION
(Not a Part of the Negotiated Agreement)
Letter of Intent regarding Tuition Reimbursement ..........................................................................37
Index..........................................................................................................................38
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PREAMBLE
This Agreement entered into by Independent School District No. 625, hereirtafter referred to
as the Employer, and the Minnesota School Employees Association, hereinafter referred to as
MSEA, representing the Saint Paul Public Schools Classified Confidential Employees Association,
hereinafter referred to as the Association, has as its purpose the promotion of harmonious relations
between the Employer and the MSEA, the establishment of an equitable and peaceful procedure for
the resolution of differences, and the establishment of rates of pay, hours of work, and other
conditions of employment.
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• ARTICLE 1. RECOGNITION
1.1 The Employer recognizes the MSEA as the sole and exclusive bargaining agent for the
purpose of establishing salaries, wages, hours, and other conditions of employment for all
of its employees as outlined in the certification by the State of Minnesota Bureau of
Mediation Services, dated January 27, 1993, in Case No. 93-PTR-1061, and set forth in
Section 1.2 below.
�.2 The bargaining unit covered by this Agreement shall consist of the following:
All classified confidential employees of Independent School District No. 625, Saint
Paul, Minnesota, who are employed by Independent School District No. 625, Saint
Paul, Minnesota, and who are public employees within the meaning of Minnesota
Statute § 179A.03, Subd. 14.
Any titles designated as Civil Service unclassified are not covered by the provisions of
Civil Service Rules or any related rules covering employment in classified service
positions. The terms and conditions of employment for any titles designated as Civil
Service unclassified are defined within this labor agreement, notwithstanding Article 3:
Maintenance of Standards, which does not apply to titles so designated.
1.3 Any present or future employee who is not an Association member shall be required to
contribute a fair share fee for services rendered by the MSEA and, upon notification by
the MSEA, the Employer shall check off said fee from the earnings of the employee and
transmit the same to the MSEA. 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.
• This provision shall remain operative only so long as specifically provided by Minnesota
law, and as otherv✓ise legal.
1.4 The MSEA agrees to indemnify and hold the Employer harmless agamst any and all
claims, suits, orders or judgments brought or issued against the Employer as a result of
any aciion taken or not taken by the Employer under the provisions of this Article, Section
1.3.
ARTICLE 2. CHECK OFF
2.1 The Employer agrees to deduct the MSEA membership initiation fee assessments and
once each month dues from the pay of those employees who individually request in
writing that such deductions be made. The amounts to be deducted shall be certified to
the Employer by a representative of the MSEA and the aggregate deductions of all
employees shall be remitted together wiih 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.
2.2 The MSEA agrees to indemnify and hold the Employer harmless against any and all
claims, suits, orders or judgments brought or issued against the Employer as a result of
any action taken or not taken by the Employer under the provisions of this Article.
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ARTICLE 3. MAINTENANCE OF STANDARDS
3.1 The 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 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 4.
4.1
MANAGEMENT RIGHTS
and the Association recognizes the right of the Employer to operate and manage
authorities. , All rights and authority which the Employer has not officiaily
delegated or modified by this Agreement are retained by the Employer.
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42 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
funciions and programs of the Employer, iis overall budget, utilization of technology, and
organizational structure and selection and direction and number of personnel.
ARTICLE 5. HOURS OF WORK
5.1 The normal workday shall be eight and one-half (8.5) hours in duration, eight (8) of which
are paid. Each normal workday shall include two (2) paid fifteen (15)-minute rest breaks.
In addition, a forty-five (45)-minute, duty-free lunch shall be provided. Fifteen (15)
minutes of the duty-free lunch is paid and the remaining thirty (30) minutes is unpaid.
The following is an example of a normal workday schedule; however, individual schedules
mav varv:
Work day begins at:
Morning Rest Break:
Lunch Break:
Afternoon Rest Break:
Work day ends at:
52
5.3
5.4
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 Seciion 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-half (1-1/2) times the employee's normal
hourly rate for all hours worked in excess of eight (8) hours per day or forty (40) hours per
week.
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. ARTICLE 5. HOURS OF WORK (continued)
5.5 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 basis by mutual agreement between
the District and the employee.
5.6 Employees in this bargaining unit working under a title listed under the heading "Clerical
and Technical Group° in Appendix B shall be recompensed for work done in excess of the
normal hours established above in this Article by being granted compensatory time on a
time and one-half basis or by being paid on a time and one-half basis for such overtime
work. The overtime rate of one and one-half shall be computed on the basis of I/80th of
the biweekly rate.
5.7 Employees working in a title listed under the heading "Professional Group" in Appendix B
who work more than seven and three-fourths (7-3/4) hours in any twenty-four hour
period or more than thirty-eight and three-fourths (38-3/4) hours in any seven (7)-day
period shall not receive pay for such additional work except as in 5.8 below.
5.8 it is understood by the parties that Civil Service Rule, Section 28.H - Overtime of
Resolution No. 3250 shall not apply to employees in the bargaining unit working under a
title listed under the heading "Professional Group" in Appendix B. In unusual
circumstances, a department head may grant these employees who work more than
seven and three-fourths (7-3/4) hours in any twenty-four (24)-hour period or more than
thirty-eight and three-fourths (38-3/4) hours in any particular seven (7)-day period
compensatory time or pay on a straight-time basis for the extra hours worked.
5.9 Normal work schedules showing the employee's shift, workdays, and hours shall be
� posted on all department bulletin boards at all times. It is also understood that deviation
from posted work schedules shall be permissible due to emergencies, acts of God, and
overtime may be required.
5.10 Call-in Pav. When an employee is called to work, he/she shall receive two (2) hours of
pay ifi not put to work. lf the employee is called to work and commences work, he/she
shall be guaranteed four (4) hours of pay. These provisions, however, shall not be
effective when work is unable to proceed because of adverse weather conditions; nor
shall these provisions apply to temporary employees nor to any person whose regularly-
scheduled workday is less than four (4) hours.
ARTICLE 6. WORK BREAKS
6.1 Fiest Periods. All employees' work schedules shall provide for a fifteen-minute rest period
during each one-half shift. The rest period shall be scheduled by management at
approximately the middle of each one-half shift whenever it is feasible.
6.2 If an employee is scheduled to work a full half-shift beyond the regular quitting time, the
employee shall be entitled to the rest period that occurs during said half-shift.
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ARTICLE 7. WAGES •
7.1 The wage schedule, for purposes of this contract, shall be Appendices A, B and C
attached hereto. Both parties agree that the inclusion of the classifications and salary
ranges in Appendix A does not preclude the employer from the following:
1. Reorganizing;
2. Abolishing classifications;
3. Establishing new classifications;
4. Regrading classifications;
5. Reclassifying positions.
7.2 Both parties also agree that titles and grades in Appendix A refer to employees in the
positions at the date of signing of the Agreement. No employee in this bargaining unit
shall suffer any reduction in salary because of a regrading or reclassification during the
contract period in which such regrading or reclassification takes place.
this Agreement or moved from one title covered by this Agreement to an appointment in a
different title under this Agreement, shall be governed by Civil Service Rules. Step 1 shali
be the normal entry rate for the positions in this bargaining unit, except as otherwise
provided in existing rules.
7.4 Salarv Step/Increase Eliqibilitv. Employees must meet the following conditions in order to
be eligible for a salary step or, if on the top step, a salary increase:
7.4.1 Employees must have received an overall rating of "Satisfactory' on their most
recent performance evaluation to receive any salary step advancement or, if an �
employee is on an improvement plan, the employee must be on track with the
components of the improvement plan.
7.4.1.1 If an employee who is on an improvement plan, is not on track with the
requirements of the plan, and is on the top step of the salary schedule,
the employee's salary rate will be frozen.
7.4.1.2 Employees who are on an improvement plan and not on track and
who lose a step or have their salary rate frozen will have their step/rate
increase reinstated if they get on track within twelve months tollowing
their step/rate freeze.
7.5 Salarv Steo Proqression. At the beginning of the first full pay period in July, full-time
employees will progress one step up to Step 6(five-year step) provided they were paid a
minimum of 1,040 hours on the payrol! in the previous year (minimum hours requirement
is prorated for part-time employees).
7.5.1 W hen an employee completes ten (10) calendar years of service in the District,
that employee may be granted an increase of one (1) additional salary step on
the first pay period in July, not to exceed Step 7.
7.5.2 When an employee completes fifteen (15) calendar years of service in the
District, that employee may be granted an increase of one (1) additional salary
step on and the first pay period in July, not to exceed Step 8.
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• ARTICLE 8. HOLIDAYS
8.1 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
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Labor Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
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
preceding Friday shall be observed as the holiday. Whenever any of the holidays listed
above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. For
those employees assigned to a work week other than Monday through Friday, the holiday
shall be observed on the calendar date of the holiday.
Elipibilitv Requirements. To be eligible for holiday pay, employees must have been active
on the payroll the day of the holiday.
Notwithstanding Subd. 8.2, a temporary employee shall be eligible for holiday pay only
after such employee has been employed as a temporary employee for sixty-seven (67)
consecutive workdays.
8.4 If Martin Luther King Jr. Day or Presidents' Day, falls on a day when school is in session,
the employae shall work that day at straight time and another day shall be designated as
• the holiday. This designated holiday shall be a day on which school is not in session and
shall be determined by agreement between the employee and the supervisor.
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ARTICLE 9. VACATION
9.1 Each full-time regularly appointed employee working under a title covered by this
Agreement shall accumulate vacation credits at the rates shown below for each full hour
on the payroil, excluding overtime:
Years of Service
1st year through 4th year
5th year through 9th year
�Oth yearthrough 15th year
16th through 23rd year
24th year and thereafter
Annual Hours of
Vacation Earned
Per Hour on
Pavroll
.0576
.0769
.0807
.0961
.1153
Annual
Hours
Eamed
120
160
168
200
240
Days
Eamed
15
20
21
25
30
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.�..�«nr_�. c v�. " _ ' _ ' ' ' ' ' ' _ '
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Years of service means the number of years since the employee's date of employment.
92 An employee may carry over into the next calendar year up to one hundred siuty (160}
hours of vacation.
9.2.1 An employee who has more than one hundred sixty (160) hours of accrued
vacation remaining at the end of the last full pay period in October shall either:
(a)
(b)
(c)
922
be required to use fhe hours of vacation in excess of one hundred sixty
(160) hours prior to the end of the calendar year; or
be compensated for hours in excess of one hundred sixty (160) hours at
end of year; or
be provided an exception for additional carryover of vacation by means of
approval of his/her department head.
Choice ot option a, b, or c is at the discretion of the Employer.
For the purpose of this Article, the `vacation yea�" shall be the calendar year
(January 1 through December 31).
9.3 Upon separation from service, if the employee has provided ten (10) calendar days notice
to the 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 the time of separation from service, the employee 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.
9.4 Sick Leave Conversion. Sick leave accumulated in excess of 1,440 hours may be
converted to paid vacation time at a ratio of two (2) hours of sick leave time for one (1)
hour ot vacation time, to a maximum of five (5) regularly-assigned workdays (noi to
exceed a total of forty [40] hours) in any year.
There shall be no conversion of unused sick leave in any amount at any time to any cash
payment other than the above-described conversion to vacation time or severance pay in
Article 12.
�
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. ARTICLE � 0. LEAVES OF ABSENCE
10.� Sick Leave. Sick leave shall accumulate at the rate of .�576 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. 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
allowable uses:
10.1.1 Personal Illness: Employees may use accumulated sick leave for hours off due
to personal iliness. The employee may be required to furnish a medical
certificate from a qualified physician as evidence of illness or physical disability in
order to qualify for paid sick leave as per District practice. Accumulated sick
leave may also be granted for such time as is actually necessary for office visits
to a doctor, dentist, optometrist, etc.
10.1.2 Familv Illness: Employees may use accumulated sick leave for hours off due to
sudden sickness or disability of a parent or a member of his/her household or to
make arrangements for the care of such sick or disabled persons up to a
maximum of eight hours sick leave per incident. Up to forty (40) hours of
accumulated sick leave may be used in a work year to allow the employee to care
for and attend to the serious or critical illness of his/her spouse or parent. These
hours when used are deducted from sick leave.
10.1.3 Sick Child Care Leave. Sick leave to care for a sick child shall be granted on the
same terms as the employee is able to use sick leave for the employee's own
illness. This leave shall only be granted pursuant to Minn. Stat. §181.12413 and
� shall remain available as provided in Statute.
10.1.4 Bereavement Leave. A leave of absence with pay, not to exceed five (5) days,
shall be granted because of the death of an employee's spouse or child.
10.1.4.1 Up to three (3) days shall be granted because of death of other
members of the employee's immediate family. Other members of the
immediate family shall mean father, mother, sister, brother,
grandparent, grandchild, parent-in-law, son-in-law or daughter-in-law.
10.1.4.2 Leave of absence for one (1) day shall be granted because of death of
other close relatives. Other close relatives shall mean uncle, aunt,
nephew, niece, brother-in-law, and sister-in-law.
10.1.4.3 A"day" for this purpose shall be equivalent to the regularly assigned
workday of the employee, and such leave shall be deducted from
accumulated sick leave.
10.1.4.4 If an employee is required to travel beyond a two hundred (200)-mile
radius of Saint Paul for purposes related to eligible bereavement
leave, one (1) additional day of sick leave may be used.
10.1.5 Adoption 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.
10.1.6 Male employees may use up to fifteen (15) days of sick leave for the birth of a
dependent child. This leave may be used within the first six (6) weeks
surrounding the birth of the child.
•
ARTICLE 10. LEAVES OF ABSENCE (continued) �
102 Court Dutv Leave. Any employee who is required during his/her regular working hours to
appear in court as a juror or witness excepi as a witness in his/her own behalf against the
Employer, shall be paid regular pay while so engaged, provided, however, that any fees
ihat the employee may receive from the court for such service shall be paid to the
Employer and be deposited with the Employer Business Office. Any employee who is
scheduled to work a shift other than the normal daytime shift shall be rescheduled to work
the normal daytime shift during such time as the employee is required to appear in couR
as a juror or witness.
10.3
Militarv Leave With Pav. Any employee who shall be a member ot 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 Corps, the Naval Reserve, the Marine
Corps Reserve or any other reserve component of the military or naval force of the United
States, now or hereafter organized or constituted under federal law, shall be entitled to
leave of absence from employment without loss of pay, seniority status, efficiency rating,
such organization or component in training or active service ordered or authorized by
proper authority pursuant to law, whether for sfate or federa! purposes, provided that such
leave shall not exceed a total of fifteen (15) days in any calendar year and further
provided that such leave shall be allowed only in case the required military or naval
service is satisfactorily performed, which shall be presumed unless the contrary is
established. Such leave shall not be allowed unless the employee 1) returns to his/her
position immediately upon being relieved from such mifitary or naval service and not later
than the expiration of time herein Iimited for such leave; or 2) is prevented from so
returning by physical 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 �
beyrond the time herein limited for such leave.
10.4 Education Leave. Leave with pay may be granted for educational purposes at the option
of the Employer.
10.5 Leaves of absence may be requested and are subject to approval of the Direcior of
Human Resources. A list of typical leaves is provided below. This list does not cover all
possible reasons.
• Physical or menta( incapacity of the employee to perform their work efficiently, where
the granting of a leave wilf permit the employee to receive treatment enabling them to
return to School District service;
• Election or appointment of a full-time, paid position in an organization or union whose
members consist largely or exclusively of employees of the School District.
• Education or training relating to the employee's regular duties or to prepare the
employee for advancement;
• Election of the employee to a School District or City of St. Paul position;
• Appointment of the employee to an unclassified School District or City of St. Paul
position;
• Disability or injury received in the performance of duty not due to the negligence of the
employee for the period of the employee is receiving compensation payments from
the School District for temporary partial disability or temporary total disability;
• Parental leave upon the request of the employee.
•
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•
ARTICLE 10. LEAVES OF ABSENCE (continued)
10.5.1 For a leave of six (6) months or longer, the employee must provide written
not'rfication to the Director of Human Resources, indicating his/her specific
intent to conclude the leave and be available to return to active service as of the
termination date specified in the leave. This written notification must be
received by the Director of Human Resources no later than two (2) months prior
to the originally-scheduled date of the leave termination.
10.52
1 Q.5.3
Employees returning from leave will be placed in the next available vacancy in
their job title.
Employees who return to service under the provisions of this Section will retain
their former seniority.
� 0.6 Parental Leave
10.6.1 Parental 4eave is a leave without pay or benetits which shall be granted upon
request subject to the provisions of this Section. It may be granted for reasons
of adoption or pregnancy and/or the need to provide parental care for a child or
children of the employee for an extended period of time immediately following
adoption or the conclusion of pregnancy; such period of leave shall be no
longer than one cafendar year in fength. 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.
�
10.6.2 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 disabiiity, may
request unpaid parental leave 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 employee requesting such
sequential leave shall submit an application in writing to the Director of Human
Resources of Independent School District No. 625 not later than twelve (12)
weeks in advance of the anticipated date of delivery. The employee will be
required to submit, at the time of use, appropriate medical verification for the
sick leave time claimed.
10.6.3 In the case of adoption, the employee shall submit a written application to the
Director of Human Resources, of Independent School District No. 625 including
the anticipated date of placement of the child, at least twelve (12) weeks in
advance of ihe anticipated date of placement, or earlier if possible.
Documentation wi!! be required.
10.6.4 When an employee is returning from parental leave extending over a period of
six (6) caiendar months or less, the employee shall be placed, at the beginning
of the first pay period following the scheduled date of return, in the same
position hefd prior to the leave or, it necessary, in an equivalent position.
10.6.5 When an employee has requested and been granted leave for a period longer
than six (6) calendar months, but no more than twelve (12) calendar months,
the employee will be placed in an equivalent position after the scheduled date
ofi return 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 incumbent, which is to be filled, and for which no other person
has rights.
�
ARTICLE 10. LEAVES OF ABSENCE (continued) �
10.7 Familv Medical Leave. Effective February 1, 1994, leaves of absence shall be granted as
required under the federal law known as the Family and Medical Leave Act (FMLA) so
long as it remains in force. The Human Resource Department provides procedures which
coordinate contractual provisions with FMLA.
10.8 School Activities Leave Without Pav. An employse may request and be granted up to
sixteen (16) hours of unpaid leave per calendar year for school activities of his/her own
child, pursuant to Minnesota Statute § 181.9412 rules, so long as the Statute so provides.
10.9 Militarv Leave Without Pav. Any employee who engages in active service in time of war
or other emergency declared by proper authority of any of the military or naval forces of
the state or of the United States for which leave is not otherwise allowed by law shall be
entitled to leave of absence from employment without pay during such service with right of
reinstatement and subject to such conditions as are imposed by law. Such leaves of
absence as are granted under Article 10.3 shal! conform to Minnesota Statutes, Section
192 as amended from time to time and shall confer no additional benefits othe than
ose gran e y .
10.10 Union Official Leave. An employee elected or appointed to a full-time paid position by the
exclusive representative may be granted a Ieave of absence without pay for not more
than one (1) year for the purpose of conducting the duties of the exclusive representative.
�
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� ARTICLE 11. INSURANCE BENEFITS
SECTION 1, ACTIVE EMPLOYEE HEALTH INSURANCE
1.1 The Employer will coniinue 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.
1.2 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 employment is defined as
appearing on the payroll at least thirty-two (32) hours per week or at least sixiy-four (64)
hours per pay period, excluding overtime hours.
1.4 Haff-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.
1.5 Emolover Contribution Amount--Full-Time Emolovees. Effective July 1, 2002 for each
efigible employee covered by this Agreement who is employed iull time and who selects
employee insurance coverage, the Employer agrees to contribute the cost of such
coverage or $260 per month, whichever is less. For each eligible full-time employee who
selects family coverage, the Employer will contribute the cost of such family coverage or
$470 per month, whichever is less.
� 1.5.1 Effective .lanuary '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 $310
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 $535 per month, whichever is less.
1.52 Effective January 1, 2004, 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 $350
per month, whichever is less. For each eligible full-time employee who selects
family coverage, the Employer will contribute ihe cost of such family coverage
or $585 per month, whichever is less.
�.6 Emplover Contribution Amount: Married Couples. Full-time employees who are married
to another District employee and who are covered under their spouse's health plan may
waive the single or family contribution to health insurance and receive up to $150 per
month toward their spouse's family premium. The combination of District contributions
cannot exceed the full cost of family coverage and cannot be applied in cases where the
spouse is receiving health insurance through the District's cafieteria benefits plan.
�.6.� Effective January 1, 200�, employees who work a minimum of twenty (20)
hours per week, but less than forty (40) hours, who are married to another
District employee and who are covered under thelr spouse's health plan may
waive the single or family contribution to health insurance and receive up to $75
per month toward their spouse's family premium. The combi�ation 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.
11
ARTICLE 1�. INSURANCE, Section 1. (continued): �
1.7 Emplover Contribution Amounf--Half-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 selecting employee
coverage; or for each half-time employee who selects family insurance coverage, the
Employer will contribute fifty percent (50%) of the amount contributed for full-time
employees selecting tamily coverage in the same insurance plan.
�
1.7.1 Notwithstanding Section 1.6 above, employees covered by this Agreement and
employed half time prior to January 1, 1986, shall receive the same insurance
contributions as a full-time employee. This Section 1.7.1 applies only to
employees who were employed half-time during ihe month of December 1985
and shall continue to apply only as long as such employee remains
continuously employed half time.
For each eligible empioyee, the Employer agrees to provide $25,000
early retirement) until the retiree reaches age sixty-five (65); then all Employer coverage
shall terminate.
1.8.1 Effective January 1, 2003, for each eligible employee, the Employer agrees to
provide $50,000 life insurance coverage.
�.9 Dental Insurance. Effective January 1, 2002, 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 Employer up to $30 per month for single
coverage.
1.9.1 Effective January 1, 2003, employees who wish to enroll in family dental �
coverage may do so and pay the difference between the cost of family
coverage and single coverage.
1.92 Effective January 1, 2004, the Employer wilf contribute for each eligible
employee covered by this Agreement who is employed full-time toward
participation in a dental care plan offered by the Employer up to $35 per month
for single coverage.
1.10 Lonq-Term Disabilitv Insurance. The Employer shall provide long-term disability
insurance for each eligible employee covered by this Agreement who is employed a
minimum of 20 hours per week.
1.11 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 accourtts to be
available to employees in this bargaining unit who are eligible for Employer-paid premium
contribution for health insuranee for such expenses, within the established legal
regulations and IRS requirements for such accounts.
1.12 The contributions indicated in this Article 11 shall be paid to the Employe�'s group heaRh
and welfare plan.
1.13 Any cost of any premium for any Employer-offered employee or family insurance
coverage in excess of the dollar amounts stated in this Article 11 shall be paid by the
employee through payroli deduction.
�
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•
ARTICLE 11. 1NSURANCE (continued):
SECTION 2. RETIREMENT HEALTH INSURANCE
Subd. � Benefit Eliqibilitv for Emplovees who Retire Before Aae 65
1.1 Emolovees hired into District service before Januarv 1, 1994, 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 Districi after retirement:
A. Be receiving pension benefits from PERA, St. Paul Teachers Retirement
Association or other public empfoyee retiree program at the time of retirement and
have severed the employment relationship with Independent School District 625;
B. Must be at least fifty-five (55) years of age and have completed twenty-five (25)
years of service, or;
C. The combination of their age and their years of service must equal eighty-five (85)
or more, or;
'�
1.2
1.3
E.
Must have completed at least thirty (30) years of service, or;
Must have completed at least twenty (20) consecutive years of service within
Independent School District No. 625 immediately preceding retirement.
Years of regular service with the City of Saint Paul will continue to be counted toward
meeting the service requirement of this Subdivision 1.1 B, C or D, but not for 1.1 E.
Emplovees hired into District service after Januarv 1 1994, must have completed twenty
(20) years of service with Independent School District No. 625. Time with the City of Saint
Paul will not be counted toward this twenty (20)-year requirement.
Eliqibilitv Repuirements For All Retirees
A. A retiree may not carry his/her spouse as a dependent if such spouse is also an
Independent School District No. 625 retiree or Independent School District No. 625
employee and eligible for and is enrolled in the Independent School District No.
625 health insurance program, or in any other Employer-paid heafth insurance
program.
i�
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 will not be eligible for employer contributions
toward insurance premiums for either pre-age 65 or post-age 65 coverage.
13
ARTICLE 1 �
Subd. 2.
INSURANCE, Section 2. (continued):
Emplover Contribution Levels for Emplovees Retirinq Before Aqe 65
2.1 Nealth Insurance Employer Contribution
Employees who meet the requirements in Subd. 1 or Subd. 2 will receive a District
contribution toward health insurance until the employee reaches sixty-five (65) years of
age as defined in this subdivision.
2.1.� The District contribution toward health insurance premiums will equal the same
dollar amouni the District contributed for single or family coverage to the carrier in
the employee's last month of active employment.
2.1 2
2.1.3
In the event the Disirict changes health insurance carriers, it will have no impact
on the District contribution for such coverage.
Any employee who is receiving famify coverage premium contribution af date of
22
to single coverage that was
became effective.
Life Insurance Emplover Contribution
The District will provide for early retirees who qualify under the conditions of 1.1 or 1.2
above, premium contribufions for eligible retirees for $5,000 of life insurance only until
their 65th birthday. No life insurance will be provided, or premium contributions paid, for
any retiree age sixty-five (65) or over.
Subd. 3 Benefit Eliqibilitv for Emplovees After Aqe 65
3.� Emolovees hired into the District before Januarv 1. 1994, who retired before age 65 and
are receiving benefits per Subd. 2 above are eligible, upon reaching age 65, for employer
premium contributions for health insurance described in Subd. 4 of this Articfe.
32 Emolovees hired into the District before Januarv 1. 1994, who retire at age 65 or older
must have completed the eligibility requirements in Subd. � above or the following
eligibi�ity requirements to receive District contributions toward post-age-65 hea(th
insurance premiums:
A.
Q
C.
Employees hired before June 8, 1988, must have completed at Ieast eight (8) years of
continuous employment with the Districf. For such employees or early retirees who
have noi completed at least eight (8) years of service with the District at the time of
their retirement, the Employer will discontinue providing any health insurance
contributions upon their retirement or, in the case of early retirees, upon their
reaching age 65.
Employees hired on or after June 8, 1988 and prior to January 1, 1990, must have
completed ten (10) years of continuous employment with the District. For such
employees or early retirees who have not completed at least ten (10) years of service
with the District at the time of their retirement, the Employer will discontinue providing
any health insurance coniributions upon their retirement or, in the case of early
retirees, upon their reaching age 65.
Employees hired on or after January 1, 1990, must have completed twenty (20) years
of continuous employment with the District. For such employees or early retirees who
have not completed at leasi 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.
�
�
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•
ARTICLE 1�. INSURANCE, Section 2. (continued):
Years of certified civil service time with the City of Saint Paul earned prior to
February 1, 1996, will continue to be counted toward meeting the DistricYs service
requirement of this Subd.3. Civil service time worked with City of Saint Paul after
January 1, 1994, will be considered a break in District employment.
3.3 Emplovees hired on or after Januarv 1. 1994, and all employees in the Professional
Group (see Appendix B) 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, 1994, shall be eligible
for only earlv retirement insurance premium contributions as provided in Subd. 2 and
Deferred Compensation match in Subd. 5.
Subd. 4 Emqlover Contribution Levels for Retirees After Aqe 65
4.1 Emplovees hired into the District before Januarv 1. 1994, and who meet the eligibility
requirements in Subdivisions 3.1 or 3.2 of this Article are eligible for premium
contributions for a Medicare Supplement health coverage policy selected by the District.
Premium contributions for such policy will not exceed:
Coveraqe Twe
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.
�
i
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. Emplovees hired on or after Januarv 1, 1994, and all Professional Group employees
(see Appendix B), after completion of three (3) full years of consecutive active service in
Independent School District No. 625, are eligible to participate in an employer matched Minnesota
Deferred Compensation Plan or District-approved 403(b) plan. Upon reaching eligibility, the
District will match up to $50 per paycheck up to $500 per year of consecutive active service, up to
a cumulative lifetime maximum of $12,500. Part-time employees working half-time or more will be
eligible for up to one half (50%) of the available District match. Approved non-compensatory
leave 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 apply. The employee, not the District, is solely responsible for
determining his/her total maximum allowable annual contribution amount under IRS regulations.
The employee must initiate an application to participate through the DistricYs specified
procedures.
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 cumulative lifetime maximum of $12,500.
iF
ARTICLE 12. SEVERANCE PAY
12.1
12.2
The Employer shall provide a severance pay program as set forth i� this Article. Payment
of severance pay shall be made within the tax year of the retirement.
To be eligible for the severance pay program, the employee must meet the following
requirements:
12.2.1 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
Associatfon (PERA). The "Rule of 85° or the "Rufe of 90" criteria shall also
apply to employees covered by a public pension plan other than PERA.
12.2.2 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 discharged for cause, misconduct, inefficiency,
incompetence or anv other disciplinarv reason are not eliqible for this
12.3 If an employee notifies the Human Resource Department three (3) months in advance of
the date of retirement and requests severance pay and if the employee meets the
eligibility requirements set forth in 12.2 above, he or she will be granted severance pay in
an amount equal to $75 pay for each day of accrued, unused sick leave, up to 214 days.
12.3.1 If an employee notifies the Human Resource Department in less than three (3)
months in advance of the date of retirement and requests severance pay and if
the employee meets the eligibility requirement set forth above, he or she will be
granted severance pay in an amouni equal to $65 pay for each day of accrued,
unused sick leave up to 250 days.
�2.3,2 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 $75 pay for each day of accrued,
unused sick leave up to 214 days.
12.4 The mvcimum amount of money that any employee may obtain through this severance
pay program is $16,000.
12.5 For the purpose of this severance pay program, a death of an employee shall be
considered as separation of employment and, if the employee would have mei alI 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.
12.6 For the purpose of this severance pay program, a
District No. 625 employment to City of Saini Paul
separation of employment, and such transferee shal
program.
transfer from Independent School
employment is not considered a
I not be eligible for this severance
•
�
�
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• ARTICLE 13. LEGAL SERVICES
13.1 Except in cases of maifeasance in office or willful or wanton neglect of duty, the Employer
shall defend save harmless and indemnify employee against tort claim or demand
whether groundless or otherwise arising out of alleged acts or omission occurring in the
performance or scope of the employee duties.
�32 Notwithstanding 13.1, the Employer shall not be responsible for paying any legal service
fee or for providing any legal service arising from any legal action where the employee is
the plaintiff.
ARTICLE 14. PROBATION
�4.1 General Principles. For the purpose of this Article six (6) months shall mean six (6) full-
time equivalent months (1,040 hours on the payroll). The calculation for time on probation
will exclude any unpaid breaks not worked by the employee. Extended absences of any
kind (paid or unpaid) lasting one week or more in duration may be excluded when
calculating time toward the completion of any probationary period.
14.1.1 If a District employee who is covered by this Agreement transfers to a position
in the Gity of Saint Paul, that employee will have the right to return to his/her
former position or to a position to which the employee may have been
transferred or assigned prior to the new assignment, during or immediately at
� ihe conclusion of that probationary period, if the employee fails probation in the
City position.
142 Oripinal Emplovment Probation. A new employee shall serve a six (6) month probationary
period, as defined in 14.1, above, following regular appointment from an eligible list to a
position covered by this Agreement. At any time during this original probationary period,
the employee may be suspended, disciplined or discharged at the discretion of the
Employer, and without recourse to the grievance procedure.
14.3. Promotional Probation. An employee newly promoted to a position covered by this
Agreement shall remain on promotional probation for a period of six (6) months. At any
time during this probationary period, the employee may be returned to the employee's
previous position or to a position to which the employee could have been transferred or
assigned prior to the promotion, at the discretion of the Employer, and without recourse to
the grievance procedure.
�
'17
ARTICLE 15. WORKING OUT OF CLASSIFICATION
15.1 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 assignmenY in a higher classification not later than the
siuteenth (16th) day of such assignment. For purposes of this Article, an oui-of-class
assignment is defined as an assignment of an employee to perform, on a full-time basis,
all of the significant duties and responsibiiities of a position different from the employee's
regular position, and which is in a classification higher than the classification held by such
employee. The rate of pay for an approved out-of-class assignment shall be the same
rate the employee would receive if such employee received a regular appointment to the
higher classification.
� 5.2 For the following classifications, the provisions of 15.1 shall not apply to pertormance of
the duties of the next higher classification in the job series:
�
er
Clerk-Typist I
ARTICLE 16. TEMPORARY EMPLOYEES
16.1 It is recognized that temporary employees are within the unit covered by this Agreement,
however, except as specifically provided by this Agreement, temporary employees shall �
not have or acquire any rights or benefits other than specifically provided by the provisions
of the Civil Service Rules and/or the Saint Paul Salary Plan and Rates of Compensation.
ARTICLE 17. EMPLOYEE RECORDS
17.1 Any member of the bargaining unit may, during usual working hours, with the approval of
the supervisor, review any material placed in the employee's personnel file, after first
giving proper notice to the supervisor in cusTOdy of such file.
17.2 Any member of the bargaining unit may file a grievance or a discrimination complaint and
there shall be no retaliation by the Employer for such action.
r
m
�3-a��
• ARTICLE 18. SENIORITY
18.1 Seniority, for the purpose ofi this Agreement, shafl 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 determin�d by employee's rank on the eligible
list from which certification was made.
182 Seniority shall terminate when an employee retires, resigns or is discharged.
18.3 In the event it is determined by the Employer that it is necessary to reduce the workforce,
employees will be Iaid off by class title within each department based on inverse length of
seniority as defined above.
A. Employees who have hefd other titles covered by this agreeme�t will have the right
to displace a less senior employee in the next lower graded title that would keep the
employee from being laid off.
B. When layoff occurs in any of the titles listed below under Column A, layoff shall be
based on inverse length oE total seniority in all titles listed on the corresponding line
under Column B.
C. The Human Resource Department will identify such least senior employee in the
department reducing positions, and shall notify said employee of his/her reduction
from ±he department. If there are any vacancies in any ot the titfes 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 available, the Human Resource Department shall decide
which vacant positions the affected employee shall fill. If no vacancy exists in such
titles, then the least senior District employee in such titles shall be identified, and if
the employee affected by the original departmental reduction is more senior, he/she
shall have the right to claim that position and the least senior District employee in
such titles shall be the employee laid off. For the purposes of this Article, the Board
of Education is not included as a City department nor is a Board of Education
employee included as a City employee.
Column A Column B
Clerk 1 Clerk 1, Clerk 2
Clerk 2 Clerk 1, Clerk 2
Clerk-Typist 1 Clerk-Typist 1, Clerk-Typist 2
Clerk-Typist 2 Clerk-Typist 2, Clerk-Typist 1
Human Resource Assistant 4 Clerk 4, Clerk-Typist 3, Clerk 3
Benefits Clerk Clerk-Typist 3
\ I
19
ARTICLE 18. SENIORITY (continued)
18.4 In cases of the General Clerical Series or Benefits Series when the number of employees
in these higher fitles is to be reduced, employees will be offered reducfions to the highest
of these titles within the series to which seniority would keep them from being laid off,
before layoffs are made by any class title within any department.
i
General Clerical Series Benefits Grouo •
Administrative Secretary Personnel Specialist 2
Secretary Personnel Specialist 1
Human Resource Assistant 4, SEMS Staffing Cierk Benefits Technician 2
Benefits Clerk Benefits Technician 1
Clerk 4
Human Resource Assistant 3, Clerk Typist 3
Cterk 3
Human Resource Assistant 2, Clerk Typist 2
Clerk 2
uman esource ssis an , er y t
18.5 In cases where an employee to be laid off has held no regular appointment in a lower title
in the same promotional series as his/her current title, that employee will be offered a
reduction to the title within the bargaining unit to which he/she was regularly appointed
immediately prior to his/her current title, so long as there is either a vacancy or, if no
vacancy exists, a less senior employee in such title may be displaced. In cases where an
employee to be laid off has held no regular appointment to any titles immediately prior to
his/her current title, said employee shall be laid off. The employee reducing into a title
formerly held must satisfactorily complete a six (6)-month probationary period in such title.
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 title and
"bumping" rights herein shatl not again apply to such employee.
This procedure will be followed by the Board of Education for Board of Education
employees. City employees being reduced or laid off may not displace Board of
Education employees. Board of Education employees being reduced or laid off may not
displace City employees.
18.6 It is understood that such employees will pick up their former seniority date in any class of
positions that they previously held.
18.7 Recall from Iayoff shall be in inverse order of layoff, except that recall rights shall expire
after two years of layoff.
18.8 The provisions of this Article are applicable only to positions within the bargaining unit
covered by this Agreement.
18.9 Active employees who previously held the title "Human Resource AssistanY' shall have
seniority rights as if they held the title "Human Resource Assistant 4."
•
'r�i]
0 3-a� �
• ARTICLE 19. DISCIPLINE
19.1 The Employer will discipline employees for just cause on1y. Disciptine will be in the form
of:
19.'1.1 Oral reprimand,
� 9.1.2 W ritten reprimand;
19.1.3 Suspension;
19.1.4 Reduction;
19.1.5 Discharge.
19.2 Any written reprimand made concerning any member of this bargaining unit which is filed
with the Human Resource Department or within any Employer department, shall be
shown to the member before it is placed on file. Before the reprimand is placed on file,
the Employer shall request from the employee an acknowledgment, in writing, that the
reprimand has been read by said employee.
19.3 Suspensions, reductions, and discharges will be in written form.
19.4 Employees and the MSEA will receive copies of written reprimands and notices of
suspension and discharge.
19.5 Employees may examine all information in their Employer personnel tiles that concerns
work evaluations, commendations and/or disciplinary actions. Files may be examined at
reasonable times under direct supervision of the Employer.
19.6 Preliminarv Review. Prior to issuing a disciplinary action of unpaid suspension, demotion,
� or discharge, the supervisor will make a recommendation to his/her supervisor regarding
proposed discipline. That supervisor shall then provide written notice of the charges to
the employee and offer to meet with the employee prior to making a final determination of
the proposed discipline. The employee shall have the opportunity to have union
representation present and be provided the opportunity to speak on his/her 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.
19.7 An employee to be questioned concerning an investigation of disciplinary action shall
have the right to request that an MSEA representative be present.
19.8 A grievance relating to this Article shall be processed in accordance with the grievance
procedure in Article 20 of this Agreement. This provision is not intended to abrogate
rights of veterans pursuant to statute.
•
21
ARTICLE 20. GRIEVANCE PROCEDURE
20.1 The Employer shall recognize stewards selected in accordance with MSEA rules and
regulations as the grievance representatives of the bargaining unit. The MSEA shall
notify the Employer in writing of the names of the stewards and of their successors when
so named.
20.2 It is recognized and accepted by the Employer and the MSEA that the processing of
grievances as hereinafter provided is limited by the job duties and responsibilities of the
employees and shall therefore be accomplished during working hours only when
consistent with such employee duties 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 the supervisor to be absent to process a grievance and that such absence
would not bs detrimental to the work programs of the Employer.
and exclusive
grievances, which are defined as an aileged violation of the terms and conditions of
Agreement.
20.4 Grievances shall be resolved in conformance with the following procedure:
C �
Steo 1. Upon the occurrence of an alleged violation of this Agreement, the employee
involved with or without the steward shall atfempt to resolve tfie matter on an
informal basis with the employee's supervisor. If the matter is not resolved to
the employee's satisfaction by the informal discussion, it may be reduced to
writing and referred to Step 2 by the MSEA. The written grievance 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 wrifing by the MSEA within fifteen
(15) workdays of the first occurrence of the event giving rise to the grievance
shall be considered waived.
Steo2. Within ten (10) workdays after receiving ihe written grievance, a designated
Employer supervisor shall meet with the MSEA steward and attempt to resolve
the grievance. If, as a result of this meeting, the grievance remains unresolved,
the Employer shall reply in writing to the MSEA within five (5) workdays
following this meeting. The MSEA 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 MSEA within ten (10) workdays
following receipt of the Employer's answer shall be considered waived.
•
22
p3-�77
•
ARTICLE 20. GRIEVAfVCE PROCEDURE (continued)
Step 3. Within ten (10) workdays following receipt of a grievance referred from Step 2,
a designated Employer supervisor shall meet with the MSEA Business
Representative or the designated representative, the employee, and the
steward, and attempt to resolve the grievance. Within ten (�Q) workdays
following this meeting, the Employer shall reply in wrrting to the MSEA, stating
the Employer's answer concerning the grievance. If, as a result of the written
response, the grievance remains unresolved, the MSEA may refer the
grievance to Step 4. Any grievance not referred '+n writing by the MSEA to Step
4 within ten (10) workdays following receipt of the Employer's answer shall be
considered waived.
Step 4. If the grievance remains unresolved, the MSEA may within ten (10) 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
conducted by an arbitrator io be selected by mutua{ agreement oi the Employer
and the MSEA within ten (10) workdays after notice has been given. If the
parties fail to mutually agree upon an arbitrator within the said ten (10)-day
period, either party may request the Bureau of Mediation Services to submit a
panel of five (5) arbitrators. Both the Employer and the MSEA shall have the
right to strike two (2) names from the panel. The MSEA shall strike the first
(1st) name; the Employer shall then strike one (1) name. The process will be
repeated and the remaining person shall be ihe arbitrator.
�
\ J
20.5 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 MSEA 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 following close
of the hearing or the submission ot 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 ot this Agreement and to the facts of the
grievance presented. The decision of the arbitrator shall be final and binding on the
Employer, the MSEA, and the employees.
20.6 The fees and expenses for the arbitrator's services and proceedings shall be borne
equally by the Employer and the MSEA, provided that each party shall be responsible for
compensating iis own representatives and witnesses. if efther party desires a verbatim
record of the proceedings, it may cause such a record to be made, providing it pays for
the record.
23
ARTICLE 20. GRIEVANCE PROCEDURE (continued)
20.7 The time limits in each step of this procedure may be extended by mutual agreement of
the Employer and the MSEA.
20.8 It is understood by the MSEA and the Employer fhat if an issue is determined by this
grievance procedure, it shall noi again be submitted for determination in another forum. If
an issue is determined by any other forum, it shal( not again be submitted for arbitration
under this grievance procedure. This provision is not intended to abrogate rights secured
under state or federal statutes.
20.8.1 Notwithstanding that portion of Article 262 referring to laws of the City of Saint
Paul, no issue regarding actions taken under this Agreement shalf be submitted
to the Civil Service Commission, except as permitted in Article 19.8 for persons
covered by veterans preference.
i
ARTlCLE 21. MILEAGE
21.1 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 established by the
Board of Education. The mileage reimbursement rate shall be indexed periodically to
ref(ect the rate established by the (nternal Revenue Service.
21.2 REIMBURSEMENT PROCEDURES. An employee must keep a record of each trip �
made. fieimbursemertt shall be for the actual miteage driven in the performance of
assigned duties as verified by the appropriate school district administrator and in
accordance with School District Business Office policies and procedures.
ARTICLE 22. VACANCIES
22.1 The Human Resource Department will post notices of those job vacancies which are to
be filled at least five working days before filling fhe vacancy so ffiat qualified Districf
employees who hold the title may apply for consideration.
22.2 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 layoff.
22.3 For the purpose of this Article, a vacancy need not be posied if it is to be filled through
reinstatement of a laid-off School District employee covered by this Agreement with recall
rights to the vacancy.
22.4 Administrative transfers in the same title will occur occasionally prior to or apart from the
posting of vacancies.
•
24
o
� ARTICLE 23. NOfV-DISCRIM4NATION
23.1 The terms and conditions of this Agreement will be applied 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 MSEA.
23.2 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 24. NO STRIKE, NO LOCKOUT
24.1 MSEA, the Association, its officers or agents, or any of the employees covered by this
Agreement will not engage in, encourage, sanction or support any strike, or the
withholding in whole or in part of the futl performance of their duties during the lifie of ihis
Agreement. except as specifically allowed by the Public Employment Labor Relations Act.
In the event of a violation of this Article, the Employer will warn employees of the
consequences of their action and shall instruct them to immediatefy return to their normal
duties. Any employee who fails to return to his/her full duties within twenty-four (24) hours
of such warning may be subject to the penalties provided in the Public Employment Labor
Relations Act.
24.2 No lockout, or refusal to allow employees to perform available work, shall be instituted by
the Employer and/or its appointing authorities during the life of this Agreement.
�
ARTICLE 25. BULLETIN BOARDS
25.1 The Employer shall provide reasonable bulletin space for use by the MSEA in posting
notices of MSEA business and activities. Said bulletin board space shall not be used by
the MSEA for political purposes other than MSEA elections. Use of this bulletin board is
subject to approval of the department head.
�
`�
ARTfCLE 26. TERMS OF AGREEMENT
26.1 Complete Aqreement and W2iver of Barqaininq. This Agreement shail represent the
complete Agreement between the MSEA and the Employer. The parties acknowledge
that during the negotiations which resulted in this Agreement, each had the unlimited right
and opportunity to make requests and proposals with respect to any subject or matter not
removed by iaw from fhe area of coIlective 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 MSEA,
for the life of this Agreement, each voluntarily and unqualifiediy waives the right, and each
agrees that the other shalt not be obligated to bargain collectively with respect to any
subject or m2tter referred to or covered in this Agreement.
26.2 Savinq Clause. This Agreement is subject to the Iaws of the United States, the State of
Minnesota, and the City of Saint Pau(. In the event any provision of this Agreemenf shalf
hold to be contrary to Iaw 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.
26.3 Term of Aqreement. This Agreement shali be in fuli orce an e ec om u y ,
through June 30, 2004, and shall be automaticalfy renewed from year to year thereafter
unless either party shal! noYify the other in writing in accordance with PELR.4 that it
desires to modify or terminate this Agreement.
26.4 This constitutes a tentative Agreement between the paRies which will be recommended
by the Negotiations/Labor Relations Manager, but is subject fo the approvai of the Board
of Education of independent School District No. 625 and is also subject to ratification by
the MSEA (Sainf Paul Public Schools Classified Confidential Employees Association).
� J
TA HOO •
EMP E S IAT N
k-t
Fietd Director, MS
�c���! �ii���d2�2�
c..�resideyrl� �t au Public Schools
Classifie�Confidenfial Employees
Association
/-�-�yf �--
Date
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26
a3-�7°7
C �
�
�
APPENDIX A: TITLES AND SALARIES
All titles are Board of Education Titles and Unique from City of Saint Paul Titles
Years of
5 6 7 s
(ear 5 Year 10 Year 15 Year
Trainee BOE (Clericaq
1 i-2-02 10.01 10.70 'f 1.08 11.46 1 �.81
6-28-03 10.21 10.91 '11.30 11.69 12.05
Grade 9
Clerk 1 BOE
1'I -2-02 10.44 11.18 1'I .55 11.99 12.35
6-28-03 10.65 11.40 1 �.78 � 2.23 12.60
Grade 10
Clerk Typist 1 BOE
Human Resource Assistant 1 BOE
'I'I -2-02 10.67 11.37 11.77 12.15 12.52
6-28-03 10.88 11.60 12.01 12.39 12.77
Grade 14
Clerk 2 BOE
11-2-02 11.55 12.39 "I 2.87 13.35 13.75
6-28-03 11.78 12.64 � 3.� 3 13.62 14.03
Grade 17
Clerk Typist 2 BOE
Human Resource Assistant 2 BOE
11-2-02 12.32 13.27 13.79 14.40 1 A.83
6-28-03 12.57 13.54 14.07 14.69 15.13
Grade 20
Clerk 3 BOE
11-2-02 13.15 14.33 14.94 15.60 16.06
6-28-03 13.41 14.62 15.24 15.91 16.38
Grade 22
Clerk Typist 3 BOE
Human Resource Assistant 3 BOE (unclassified)
11-2-02 13.79 15.04 15.78 16.47 16.96
6-28-03 14.07 15.34 16.�0 16.8� 17.30
Grade 25
Benefits Clerk BOE
11-2-02 14.92 1627 16.98 17.70 18.23
6-28-03 1522 16.60 17.32 18.05 18.59
(;ra�ia 97
Clerk 4 BOE
Substitute Emolovee Manaaement Svstem (SEMSI Staffina Clerk BOE
Human Resource Assistant 4 BOE
11-9-09 15.33 1 Fi.AO 17.57 1 A_41 1 A-9R
�-0A-03 15.64 17.14 17.99 18J8 19-34
1228 12.65
12.53 12.90
12.84 13.23
13.10 13.49
13.02 13.41
13.28 13.68
14.30 '14.73
14.59 15.02
15.42 15.88
15.73 "I 6.20
16.71 17.21
17.04 17.55
17.64 18.17
17.99 18.53
18.96 19.53
19.34 19.92
1979 90.3i
90.11 90.79
13.31
13.58
13.91
14.19
'14.10
14.38
15.47
15.78
16.70
17.03
18.05
18.41
19.05
t 9.43
20.47
20.88
�1.�R
91.71
27
APPENDIX A: TITLES AND SALARIES
`]
4 5 6 7 8
Years of Service START 1 Year 2 Year 3 Year 4 Year 5 Year 10 Year 15 Year
Grade 29
Benefits Technician BOE
11-2-02 16.16 � 7.70 18.56 19.39 19.98 20.78 21.40 22.41
6-28-03 16.48 18.05 18.93 19.7$ 20.38 21.20 21.83 22.86
Grade 30
Assfstant Secretary to the 8oard of Education (uncfassified)
Secretary BOE
11-2-02 16.63 18.16 19.07 19.94 20.54 21.36 22.00 23.04
6-28-03 16.96 18.52 19.45 20.34 20.95 21.79 22.44 23.50
Compensation Technician BOE
Human Resources Training and Orientation Technician BOE
Labor Relations Analyst BOE (unclassified)
Personnel Specialist 1 BOE
11-2-02 17.08 18.67 19.53 20.46 21.08
6-28-03 17.42 19.04 19.92 20.87 21.50
Grade 32
Administrative Secretary BOE
Benefits Technician 2 BOE
Human Resource Information Systems Technician BOE
Personnel Technician BOE
Secretary to the Board of Education (unclassified)
Tax Shelter/Budget Technician BOE
11-2-02 17.55 19.21 20.12 21.06 21.69
6-28-03 17.90 � 9.59 20.52 2� .48 22.12
Grade 34
Benefits Technician 3 BOE
Human Resource Application Development Technician BOE
11-2-02 18.56 20.32 21.24 2224 22.91
6-28-03 18.93 20.73 21.66 22.68 23.37
Grade 36
Lead Compensation Technician BOE
Personnel Specialist 2 BOE
11-2-02 19.59 21.45 22.49 23.57 24.28
6-28-03 19.98 21.88 22.94 24.04 24.77
21.92 22.58
22.36 23.03
22.56 23.23
23.01 23.69
23.83 24.54
24.31 25.03
2525 26.01
25.76 26.53
23.64
24.11
24.32
24.81
25.68
26.19
2721
27.75
•
�
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28
o 3-a�7
• APPENDIX B
80ARD OF EDUCATfON TfSLES AND GRADES
CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION
� Clerical and Technical Grouqs
Grades Titles
' 32 Administrative Secretary BOE
30 Assistant Secretary to the Board of Education BOE (unclassified)
25 Benefits Clerk BOE
29 Benefits Technician BOE
32 Benefits Technician 2 BOE
34 Benefits Technician 3 BOE
31 Glerical Supervisor BOE
9 Clerk 1 BOE
14 Clerk 2 BOE
20 Clerk 3 BOE
27 Clerk 4 BOE
10 Clerk Typist 1 BOE
17 Clerk Typist 2 BOE
22 Clerk Typist 3 BOE
31 Compensation Technician BOE
� 34 Human Resource Application Development Technician BOE
10 Human Resource Assistant 1 BOE
17 Human Resource Assistant 2 BOE
22 Human Resource Assistant 3 BOE (unclassified)
27 Human Resource Assistant 4 BOE
31 Human Resource Training and Orientation Technician
36 Lead Compensation Technician BOE
32 Personnel Technician BOE
30 Secretary BOE
32 Secretary to the Board of Education (unclassified)
27 Substitute Employee Management System (SEMS) Staffing Clerk BOE
32 Tax Shelter/Budget Technician BOE
7 Trainee (Clerical) BOE
Professional Groua
31 Labor Relations Analyst BOE (unclassified)
31 Personnel Specialist 1 BOE
� 36 Personnel Specialist 2 BOE
a
�
�:�
APPENDIX C •
STANDARD RANGES, NOVEMBER 2, 2002
CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION
Lane/Grade
1
2
3
4
5
6
7
8
9
10
11
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
8.95
9.15
9.32
9.46
9.63
9.83
10.01
1024
10.44
7 0.67
10.83
1129
11.55
11.77
12.04
12.32
12.56
12.87
13.15
13.47
13.79
14.18
14.56
14.92
15.33
15.33
15.78
16.16
16.63
17.08
17.55
18.03
18.56
19.07
7 9.59
20.13
20.73
21.32
21.94
22.54
23.16
23.85
24.51
25.18
25.94
26.72
27.52
28.34
29.19
9.52
9.73
9.91
9.59
1029
10.49
10.70
10.91
11.18
11.37
11.62
12.13
12.39
12.61
12.97
13.27
13.62
13.90
14.33
14.64
15.04
15.45
15.86
1627
16.73
16.80
17.19
17.70
18.16
18.67
192t
19.77
20.32
20.86
27.45
22.06
22.70
23.34
24.02
24.72
25.41
26.12
26.89
27.65
28.48
29.33
30.21
31.12
32.05
9.89
10.01
10.24
10.44
10.67
10.83
11.08
1129
11.55
17 J7
12.01
12.56
12.87
13.13
13.47
13.79
14.18
14.53
14.94
15.28
15.78
76.12
16.58
16.98
17.49
17.57
t 5.01
18.56
19.07
19.53
20.12
20.68
2124
21.86
22.49
23.10
23.77
24.46
25.13
25.86
26.61
27.34
2827
28.95
29.82
30.71
31.63
32.58
33,56
10.18
10.36
10.60
10.79
11.03
11.21
11.46
11.73
11.99
12.15
12.45
13.06
73.35
13.67
14.05
14.40
14.77
15.17
15.60
15.99
16.47
16.86
17.36
17.70
1828
18.41
18.80
19.39
19.94
20.46
21.06
21.65
2224
22.88
23.57
2420
24.87
25.59
26.35
27.09
27.86
28.65
29.51
30.36
3127
3221
33.18
34.17
3520
10.49
10.68
10.92
11.11
11.36
11.55
11.81
12.08
12.35
72.52
12.82
13.45
73.75
14.08
14.47
14.83
1522
7 5.62
16.06
16.47
16.96
i 7.37
17.88
1823
18.82
18.96
19.37
19.98
20.54
21.08
21.69
22.30
22.91
23.57
2428
24.92
25.62
26.36
27.14
27.90
28.70
29.51
30.39
3127
3221
33.18
34.]7
35.20
3625
10.91
11.10
11.36
11.56
11.81
12.01
1228
12.57
12.84
13.02
13.34
13.99
14.30
14.64
15.05
15.42
15.83
1625
16.71
17.13
17.64
7 8.07
18.59
18.96
19.58
19.72
20.14
20.78
21.36
21.92
22.56
23.19
23.83
24.51
2525
25.92
26.64
27.42
2823
29.02
29.85
30.70
31.61
32.53
33.50
34.51
35.54
36.61
37.71
t t .23
11.44
11.70
11.90
12.17
12.37
12.65
12.95
1323
13.41
13.74
14.41
74.73
15.08
15.50
15.88
16.30
16.74
1721
17.64
18.17
18.6i
19.15
19.53
20.17
20.31
20.75
21.40
22.00
22.58
23.23
23.89
24.54
2525
26.01
26.70
27.44
2824
29.08
29.89
30.74
31.62
32.56
33.50
34.51
35.54
36.61
37.71
38.84
75
11.84
12.05
12.33
12.54
12.81
13.02
13.31
13.62
13.91
14.10
14.44
15.14
15.47
15.85
16.28
16.70
17.12
17.56
18.05
18.51
19.05
19.51
20.07
20.47
21.13
2128
21.78
22.41
23.04
23.64
24.32
25.00
25.68
26.41
27.21
27.92
28.70
29.53
30.40
3124
32.13
33.04
34.02
35.00
36.04
37.12
3823
39.37
40.55
�
.
30
n3�a��
C J
•
�
APPENDIX C (continued)
Lane/Grade
3
4
5
6
7
8
9
10
11
12
13
t4
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
STANDARD RANGES, JUNE 28, 2003
CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION
9.13
9.33
9.51
9.65
9.82
10.03
10.21
10.44
10.65
10.88
11.05
11.30
11.52
11.78
12.01
1228
7 2.57
12.81
13.13
13.41
13.74
14.07
14.46
14.85
15.22
15.64
15.64
16.10
16.48
16.96
17.42
17.90
18.39
18.93
19.45
19.98
20.53
21.14
21.75
22.38
22.99
23.62
24.33
25.00
25.68
26.46
2725
28.07
28.91
29.77
9.71
9.92
10.11
9.78
10.50
10.70
10.91
11.13
11.40
11.60
t t .85
12.14
12.37
12.64
12.86
13.23
13.54
13.89
14.18
14.62
14.93
15.34
15.76
16.18
16.60
17.06
17.14
17.53
18.05
18.52
19.04
19.59
20.17
20.73
2128
21.88
22.50
23.75
23.81
24.50
2521
25.92
26.64
27.43
2820
29.05
29.92
30.81
31.74
32.69
10.09
1021
10.44
10.65
10.88
11.05
11.30
11.52
11.78
12.01
1225
12.57
12.81
13.13
13.39
13.74
14.07
14.46
14.82
15.24
15.59
16.10
16.44
16.91
17.32
17.84
17.92
18.37
18.93
19.45
19.92
20.52
21.09
21.66
22.30
22.94
23.56
2425
24.95
25.63
26.38
27.14
27.89
28.77
29.53
30.42
31.32
3226
33.23
3423
31
10.38
10.57
10.81
11.01
��.25
11.43
11.69
11.96
12.23
12.39
12.70
13.03
13.32
13.62
13.94
14.33
14.69
15.07
15.47
15.91
16.31
16.80
17.20
17.71
18.05
18.65
18.78
19.18
19.78
20.34
20.87
21.45
22.08
22.68
23.34
24.04
24.68
25.37
26.10
26.88
27.63
28.42
2922
30.10
30.97
37.90
32.85
33.84
34.85
35.90
10.70
10.89
11.14
11.33
1�.59
11.78
12.05
12.32
12.60
12.77
13.08
13.41
13.72
14.03
14.36
14.76
15.13
15.52
15.93
16.38
16.80
17.30
17.72
1824
18.59
1920
19.34
19.76
20.38
20.95
21.50
22.12
22.75
23.37
24.04
24.77
25.42
26.13
26.89
27.68
28.46
2927
30.10
31.00
31.90
32.85
33.84
34.85
35.90
36.98
11.13
11.32
11.59
11.79
12.05
1225
12.53
12.82
13.10
1328
13.61
13.95
14.27
14.59
14.93
15.35
15.73
16.15
16.58
17.04
17.47
17.99
18.43
18.96
19.34
19.97
20.11
20.54
21.20
21.79
22.36
23.01
23.65
24.31
25.00
25.76
26.44
27.17
27.97
28.79
29.60
30.45
31.31
3224
33.18
34.17
35.20
36.25
37.34
38.46
11.45
11.67
11.93
12.14
12.45
12.62
12.90
13.21
13.49
13.68
14.01
14.37
14.70
15.02
15.38
15.81
16.20
16.63
17.07
17.55
17.99
18.53
18.98
19.53
19.92
20.57
20.72
21.17
21.83
22.44
23.03
23.69
24.37
25.03
25.76
26.53
2723
27.99
28.80
29.66
30.49
31.35
3225
33.21
34.17
3520
3625
37.34
38.46
39.62
12.08
12.29
12.58
12.79
13.07
1328
13.58
13.89
14.19
14.38
14.73
15.11
15.44
15.78
16.17
16.61
17.03
17.46
17.91
18.41
18.88
19.43
19.90
20.47
20.88
21.55
21.71
22.22
22.86
23.50
24.11
24.81
25.50
26.19
26.94
27.75
28.48
2927
30.12
31.07
31.86
32.77
3370
34.70
35.70
36.76
37.86
38.99
40.16
41.36
MEMORANDUM dFAGREEMENT
BETW EEN
MINNESOTA SCti00L EMPLOYEES ASSOCIATION
REPRESENTING
CLASSIFIED CONFIDENTAIL EMPLOYEES ASSOCIATtON
REGARDINGIMPROVEMENT PLAN PROCESS
The Union and District jointfy affirm that individual improvemenf plans are an appropriate method
through which to identifij job-related areas of concern and provide an opportunity for employees to
improve performance. This process connects an employee's step advancement or salary
increase to the fo�lowing improvement plan process.
�
Step 1: INFORMAL PROCESS
The su ervisor and employee meet on an informal basis to discuss performance concerns. The
superwsor cte
corrections.
Step 2:
If the employee is rtot meeting performance expectations after an appropriate period of time, the
supervisor notifies the employee in writing of a meeting to discuss the components of an
improvement plan. The written notification informs the employee that he/she has the right to Union
representation at this meeting.
Step 3: FORMAL PROCESS
The employee and supervisor [and union representative, if employee desiresj meet to discuss the
components and timelines of an improvement plan. The plan articulates the areas of concern,
actions the employee and supervisor must take to be on track with the plan, and timelines to meet
to discuss progress. "On track" means following the actions and adhering to the timelines
outlined in the improvement plan. The employee may 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 the plan, the employee's step or salary increase (if not eligi6le for a step) is withheld. If tfie
employee is on track, no action is taken. The improvement plan must have been in place since
March 1 in order to lose a step/salary increase. Also, if the supervisor is not on track, a
step/salary increase may not be withheld.
Step 5:
The supervisor must meet with the employee approximately two months, four months, and six
months after the withholding ot a step/salary increase. The purpose of these meetings is to
assess whether the employee and the supervisor are on track, to provide assistance and
resources, and to answer any questions/concerns the employee may have. If the employee is on
track or the supervisor is not on track, the employee's step/salary increase will be reinstated
retroactive to July 1.
Step 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,
will be taken off the improvement plan, and his/her step/salary
retroactive to July 1;
2) The employee and supervisor will agree to e�ctend the improvement
upon length of time;
and the employee
increase restored
plan for an agreed
a) The employee will not be on track, and the employer may take disciplinary action if
performance is deficient.
�
u
32
D3'a��
� MEMORANDUM OFAGREEMENT
REGARDiNG IMPROVEMENT PL4N PROCESS
(Continued)
Alchough placement on an improvement plan is not grievable, an employee may grieve a
discipiinary action. If Number 3 occurs and the employee's step/salary increase is not restored,
the employee may grieve the Ioss of step/salary increase at this time.
Memorandum shall remain in effect for the duration of the 2002-2064 labor Agseement.
DI�TRICT NO. 625 MINNESOTA SCHOOL
Chair. Board of Education
�
Negotiations/L r Relations
� Assistant Manager
�/ � �/UJ
Date
•
33
Association
/�-/�7��
Date
�3�a� �
❑
ADDITIONAL INFORMATION
(Not a Part of the Agreement)
STATEMENT OF INTENT
Tuition Reimbursement Policy
�
�
[eb'�
�3,a��
•
STATEMENT OFINTENT
REGARDING
TUITION REIMBURSEMENT POLICY
�
�
This Statement of Intent is provided for the sole and specific purpose of stating the interpret2tion
of the District's Tuition Reimbursement Policy for conridential classified service employees with
regard to job-related organiz2tional memberships.
The Human Resource Deparment will consider requests for payment of dues for participation in
pre-approved appropriate job-related organizationai membersfiips. The list of generally approved
org2nization is listed beiow. individuals may request and secure the Human Resource pre-
approval that the organization is job-related to his/her assignment. Those organizations will not
be considered which include personal characteristics (such as gender, ethnicity, or beliefs) as
part of the basis for membership. Determination of appropriateness shall be made solely by the
District. The request for consideration must be accompanied by documenting information about
the organization.
pprove rganizations
American Society for Pubiic Administration (ASPA)
Gertified Employee 8enefit Special'�st (CEBS)
Minnesota Association of Educational Office Professionals (NAEOP)
National Association of Executive Secretaries
National Association of Legal Secretaries
International Association of Administrative Professionals (IAAP)
Twin Cities School Personnel Association (MN)
Twin Cities Personnel Association (TCPA)
This Statement of Intent shall remain effective unless the parties agree upon changes.
INDEP ENT SCHOOL DI'TRICT NO. 625
,
.'
Chair, Board of Educ '
�il � i!;���"
Negotiations Labor Relations Manager
Negotiations or Rel tions
Assistant Ma ger
/ �/ `�`��J3
Date �
MI OTA SCHOOL
PLOY AS ATIO
'�
Field Director, MSEA
— �c�i� ���
sident i aul Public Schoois
Ciassifie onfidential Employees
Association
/a-����-
Date '
37
INDEX •
A N
Adoption Leave ............................................7 Non-Discrimination.....................................25 ,
B O
Bereavement Leave .....................................7 Overtime ......................................................2
Breaks......................................................2, 3 P .
C
Parental Leave .............................................9
Call-In Pay ...................................................3 Probation....................................................17
Court Duty Leave .........................................8 R
D
Retirement Health lnsurance .....................13
Deniallnsurance ........................................12 S
Discipl i ne .................................................... 21
E ..................................... .�.
Salary Step Progression ..............................4
Educational Leave .......................................8 School Activities Leave..............................10
Employee Records ....................................18 Seniority..................................._.................19
F Severance Pay ...........................................16
Sick Child Care Leave .................................7
Fair Share Fee .............................................1 Sick Leave ...................................................7
Family Medical Leave ................................10 Sick Leave Conversion ................................6
FlexibleSpendingAccount ........................�2 T
G Temporary Employees ...............................23
Grievance Procedure .................................22 Titles and Grades.......................................29 �
H Tuition Reimbursement Policy ...................37
Holidays.......................................................5 V
� Union Dues ..................................................�
Improvement Plan Process .......................32 Union Official Leave...................................10
Insurance Benefits .....................................11 V
L
Leaves Of Absence .....................................7
Legal Services ...........................................17
Life Insurance ............................................12
Long-Term Disability Insurance .................12
Lunch Breaks ...............................................2
M
Mileage......................................................24
Military Leave .........................................8, 10
Vacancies ....................................
Vacation.......................................
W
Wages ..........................................
Work Week ..................................
Workday .......................................
Working Out Of Classification......
..24
....6
..4
..2
..2
18
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38
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INDEPEIVDENT SCHOOL DIS�'RICT N,O
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ARTICLE TITLE
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
Articie
Article
Article
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
�4.
15.
16.
17.
�8.
19.
20.
21.
22.
23.
24.
25.
TABLE OF CONTENTS
PAGE
Definitionof Agreement ............................................................................................1
Recognition..............................................................................................................1
CheckOff, Fair Share ..............................................................................................2
ManagementRights .................................................................................................2
EmployeeRights ......................................................................................................3
NonDiscrimination ...................................................................................................3
MSFSA/NSFSA Membership ...................................................................................3
Holidays ....................................................................................................................4
LeaveWith Pay ........................................................................................................4
Workday, Work Week ..............................................................................................6
Vacation...................................................................................................................6
Insurance Benefits ....................................................................................................7
SeverancePay .......................................................................................................12
WorkingConditions ................................................................................................13
CourtDuty Leave ....................................................................................................13
Probation................................................................................................................14
Seniorityand Layoff ................................................................................................14
Discipline and Discharge ........................................................................................15
Grievance Procedure .............................................................................................16
Leaves....................................................................................................................19
Uniforms .................................................................................................................20
Wages ....................................................................................................................21
Severability .............................................................................................................21
Waiver ....................................................................................................................22
Durationof Agreement ...........................................................................................22
Appendix A: Wage Scale ................................................................................. 24-25
Memorandum of Agreement regarding Improvement Plan Process ......................26
index .......................................................................................................................28
�
AfiTICLE t. DEFtNITIONOFAGREEMENT �
1.1 Parties. This Agreement is entered into between the Board of Education, Independent
School District No. 625, Saint Paul, Minnesota, hereinafter referred to as the Board of
Education, and School Service Employees Local No. 284, S.E.I.U. (certified by the
Director of the Bureau of Mediation Services as the exclusive representative), hereinafter
referred to as Local No. 284, pursuant to and in compliance with the Public Employment
Labor Relations Act of � 971 (PELRA), as amended, to set forth the terms and conditions
of employment.
1.2 Pur ose. The purpose of this Agreement is to promote orderly and constructive
relationships between the Board of Education, the employees of this unit, and Local No.
284.
ARTICLE 2. RECOGNITION
2.1 The Board of Education recognizes Local No. 284 as the certified exclusive
representative for the following unit:
All food service personnel in the classifications listed in Appendix A
employed by Independent School District No. 625, who are publ+c
employees as defined by PELRA.
2.2 The Board of Education agrees that so long as Local No. 284 is the exclusive �
representative in accordance with the provisions of PELRA 197� as amended, and as
certified by the Bureau of Mediation Services, State of Minnesota, for all personnel
defi�ed in Section 1 of this Article, that it will not meet and negotiate with any other labor
or employee organization concerning the terms and conditions of employment for this
unit.
•
o3�a?�
. ARTICLE 3. CHECK OFF, FAIR SHARE
3.1 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 Employer by a representative of the Union 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
3.2 Any present or future employee who is not a Union member shall be required to
contribute a fair share fee for services rendered by the Union. Upon notification by the
Union, the Employer shall check off said fee from the earnings of the employee and
transmit the same to the Union. In no instance shall the required contribution exceed
85% of the Union membership dues amount. This provision shall remain operative only
so long as specifically provided by Minnesota law.
In the event there is a change in the law permitting the Union to assess an amount in
excess of 85% of regular membership dues, the full amount permitted by law may be
assessed bythe Union.
3.3 The Union will indemnify, defend, and hold the School District harmless against any
claims made and against any suits instituted, and any orders or judgments issued against
the School District, their officers or employees, by reason of negligence of the Union in
requesting or receiving deductions under this Article.
� ARTICLE 4. MANAGEMENT RIGHTS
4.1 The Employer retains the right to operate and manage all manpower, facilities, and
equipment; to establish functions and programs; to set and amend budgets; to determine
the utilization of technology; to establish and modify the organizational structure, to select,
direct, and determine the number of personnel; and to perform any inherent managerial
function not specifically limited by this Agreement.
4.2 This Agreement establishes the "terms and conditions of employmenY' defined by
Minnesota Statute § 179A.03, Subdivision 19, for all employees exclusively represented
bythe Union.
.
ARTICLE 5. EMPLOYEE RIGHTS •
5.1 Riqhts to Views. Nothing contained in this Agreement shall be construed to limit, impair
or affect the right of any employee or the employee's representative to the expression or
communication of a view, grievance, complaint or opinion on any matter related to the
conditions or compensation of public employment or its betterment, so long as the same
is not designed to and does not intertere with the full faithful and proper performance of
the duties of employment or circumvent the rights of the exclusive representative.
5.2 Information. The Exclusive Representative shall have access, upon reasonable notice, to
appropriate and available financial information, not deemed confidential, necessary to
perform its duties as prescribed by the PELRA.
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6.1 Neither the Union nor the Employer shall discriminate against any employee because of
Union membership or non membership, or because of race, color, sex, religion, national
origin or political opinion or affiliations.
ARTICLE 7. MSFSA/ASFSA MEMBERSHIP �
7.1 The Employer shall pay the annual membership fee for each employee covered by this
agreement who seeks membership in the Minnesota School Food Service Association
and the American School Food Service Association.
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• ARTICLE 8. HOLIDAYS
8.1 Regular or provisional employees in the bargaining unit shall be granted holidays off with
pay provided they are active on the payroll the day of the holiday. The following days are
declared to be the holidays:
New Yea�'s Day
Martin Luther King Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Day After Thanksgiving Day
Christmas Day
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January 1
Third Monday in January
Third Monday in February
Last Monday in May
July 4
First Monday in September
Fourth Thursday in November
Fourth Friday in November
December 25
8.2 If one of the above listed holidays falls on a day when school is in session, then the Food
Service Director shall designate another day, when school is not in session, as a paid
holiday. All employees will be expected to work on all days when school is in session,
except when on approved leave.
ARTICLE 9. LEAVE WITH PAY
9.1 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- hour past his/her
regular scheduled starting time. The granting of sick leave shall be subject to the terms
and provisions of this Agreement. A"day' for this purpose shall be equivalent to the
regularly assigned workday of the employee, and such leave shall be deducted from
accumulated sick leave. 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 necessaryforthefoffowing specified allowable uses:
9.1.1 Personal Illness: Employees may use accumulated sick leave for hours off due
to personal illness. The employee may be required to furnish a medical
certificate from a qualified physician as evidence of illness or physical disability
in order to qualify for paid sick leave as per District practice. Accumulated sick
leave may also be granted for such time as is actually necessary for office visits
to a doctor, dentist, optometrist, etc.
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 his/her household or
to make arrangements for the care of such sick or disabled perso�s. Up to
forty (40) hours of accumulated sick leave may be used in a work year to allow
the employee to care for and attend to the serious or critical illness of his/her
spouse or parent. These hours when used are deducted from sick leave.
Additional days may be allowed at the discretion of the department head.
•
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ARTICLE 9. LEAVE W ITH PAY (continued)
9.�.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. §18�.413
and shall remain available as provided in Statute.
9.1.4 Bereavement Leave. A leave of absence with pay shall be granted per incident
as follows:
9.1.4.1 Up to five (5) days shall be granted because of death of an
employee's spouse, child, mother, father or member of the
employee's household.
L J
9.1.4.2 Up to three (3) days shall be granted because of death of other
members ot the employee's immediate family. Other members of the
immediate family shall mean sister, brother, parent-in-law, son-in-law,
daughter-in-law, grandparent, or grandchild.
9.1.4.3 Leave of absence for one (1) day shall be granted because of death of
other close relative. Other ctose reiative shafl mean unc(e, aunt,
nephew, niece, brother-in-Iaw, and sister-in-law.
9.1.4.4 If an employee is required to travel beyond a two hundred (200)-mile
radius of Saint Paul for purposes related to eligible bereavement
leave, one (1) additional day of sick leave may be used.
9.1.5 Adoption 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 (f5) days does not need to occur
consecutively.
9.1.6. Male employees may use up to 15 days of sick leave for the birth of a
dependent child. This leave may be taken within six weeks of the child's birth.
92 Militarv Leave. 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
consiituted under state or federal law, or who shall be a member of the Officers Reserve
Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any
other reserve component of the military or naval force of the United States, now or
hereafter organized or constituted under federal law, shall be entitled to leave of absence
from employment without loss of pay, seniority status, efficiency rating, vacation, sick
leave or other benefits for all the time when such employee is engaged with such
organization or component in training or active service ordered or authorized by proper
authority pursuant to law, whether for state or federal purposes, provided that such leave
shall not exceed a total of fifteen (15) days in any calendar year and, further, provided that
such leave shall be allowed only in case the required military or naval service is
satisfactorily performed, which shall be presumed uniess the contrary is estabiished.
Such leave shall not be allowed unless the empioyee: (1) returns to his/her position
immediately upon being relieved from such military or naval service and not later than the
expiration of time herein limited for such Ieave, or (2) is prevented from so returning by
physical 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 time
herein limited for such leave.
�
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•
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ARTICLE 10. WORKDAY, WORK WEEK
This Article is intended only to define the normal hours of work and to provide the basis for the
calculation of overtime pay. Nothing herein shall be construed as a guarantee of hours of work
per day or per week.
10.1 Workdav and Work Week. The normal workday shall be eight and one-half (8.5) hours in
duration, eight (8) of which are paid. The normal work week is forty (40)-paid hours,
regardless of shift arrangements
10.2 Rest Breaks. The normal workday shall include two paid fifteen (15)-minute rest breaks
to be taken as nearly as possible to the midpoint of each four (4) hours of work.
10.3 Lunch Break. A thirty (30)-minute, duty-free, unpaid lunch shall be provided. An
employee may extend their lunch hour by fifteen (15) minutes by foregoing one of the rest
breaks, with the approval of their immediate supervisor.
10.4 Overtime. Overtime is to be paid for at the rate of time and one-half (1-1/2J for all
assigned hours worked on the job in excess of forty (40) hours per week, on payroll.
ARTICLE � 1. VACATION
1 �.1 Vacation Accrual. Vacations shall be earned by eligible employees on the basis of the
following formula:
Hours of Vacation Annual Annual
Earned Per Hour Hours Days
Years of Service on Pavroll Earned Earned
First year through 4th year .0539 112 14
After the 4th year through 9th year .0730 152 19
After the 9'" �year through the 15 .0808 168 21
After the 15 year through the 23 year .0962 200 25
The 24� year and thereafter .1000 208 26
Calculations above are based on 2,080 hours of work and shall be rounded off to the
nearest hour. Years of service means calendars years worked.
,•
112 Vacation Carrv Over. Upon written notice to the employee's supervisor and upon the
supervisor's written approval, an employee may carry over up to one hundred sixty (160)
hours of accrued, unused vacation time into the next calendar year. Any accrued, unused
vacation time in excess of one hundred sixty (160) hours will be forfeited at the end ot the
calendar year in which it is earned.
11.3 Vacation Schedulinq. Vacations must be scheduled in advance and are subject to
approval of the employee's supervisor.
11.4 Sick Leave Conversion Accumulated sick leave in excess of one thousand four hundred
and forty (1,440) hours may be converted to vacation at the rate of siuteen (16) hours'
sick leave for eight (8) hours' vacation up to a maximum of forty (40) hours' vacation time.
Vacation is to be paid on the basis of regularly-scheduled hours per day.
�
ARTICLE 12. INSURANCE BENEFITS
School District No. 625 will contribute toward the premium cost of benefits for eligible employees.
The Employer will attempt to prevent any changes in the benefits offered by a health maintenance
organizations plan. However, employees selecting coverage offered by a health maintenance
organization agree to accept any changes in benefits which the specific health maintenance
organization implements.
12.1 ACTIVE EMPLOYEE INSURANCE
12.1.1 Eligibility Waiting 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 DistricYs contribution of premium cost for insurance
provided herein.
�
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employee hospital and medical coverage up to $265 per month for each full-time
employee who is eligible for such coverage, and who selects single coverage; or
up to $465 per month for each full-time employee who is eligible for such
coverage, and who selects family coverage.
12.1.2.1 Effective Januarv 1, 2003, the Employer agrees to contribute to the
premium cost of employee hospital and medical coverage up to $295
per month for each full-time employee who is eligibie for such
coverage, and who selects single coverage; or up to $535 per month
for each full-time employee who is eligible for such coverage, and who �
selects family coverage.
12.1.2.2 Effective Januarv 1, 2004, the Employer agrees to contribute to the
premium cost of employee hospital and medical coverage up to $345
per month for each full-time employee who is eligible for such
coverage, and who selects single coverage; or up to $585 per month
for each full-time employee who is eligible for such coverage, and who
selects family coverage.
12.1.3 Emplover Contribution Amount: Married Couples. Full-time employees who are
married to another District employee and who are covered under their spouse's
health plan may waive the single or family contribution to health insurance and
receive up to $150 per month toward their spouse's family premium. The
combination of District contributions cannot exceed the full cost of family
coverage and cannot be applied in cases where the spouse is receiving health
insurance through the DistricYs cafeteria benefits plan.
12.1.4 Life Insurance. The Employer will provide each employee $25,000 of life
insurance coverage. The life insurance coverage and Employer contribution
toward life insurance premiums terminates at retirement.
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•
ARTICLE �2. INSURANCE BENEFITS (continued)
12.1 ACTIVE EMPLOYEE INSURANCE (continued):
12.1.5 Dental Insurance. The employer agrees to contribute up to $35 per month to
the premium cost for dental plan selected by the Employer for each employee
who is eligible for such coverage. Members of this bargaining unit who desire
family coverage may obtain such coverage by paying the difference between
the cost of the single plan and ihe cost of the family plan.
12.1.6 Lonq-Term Disabilitv fnsurance. The Employer shall provide long-term
disability insurance for each eligible employee covered by this Agreement who
is employed full time.
12.1.7 Contribution Status
12.1.7.� Full-time Status. Efigible empfoyees regularly assigned more than
six (6) hours per day will receive the full Employer contribution
amount.
12.1.72 Half-Time Status. For eligible employees regularly assigned four
(4) to six (6) hours work per day, the Employer will contribute up to
one-half of the full Employer contribution amount. This does not
apply to the Employer contribution for married couples in 12.1.3 of
this Section.
u
12.1.72.1 An employee with full contribution as of January 1,
1990, who is reduced to half-premium eligibility hours
because of health disability or Employer-initiated hours
reduction, shall not be reduced in premium
contributions for twelve (12) calendar months from the
date of his/her hours reduction, so long as he/she
remains actively employed at the half-premium
eligibility level.
12.1.8 Flexible Spendina Account. It is the intent of the Employer to mainiain 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 health insurance for such expenses,
within the established legal regulations and IRS requirements for such
accounts.
12.1.9 Any premium costs in excess of the amounts stated above shall be paid by the
employee, by means of payroll deduction.
•
ARTICLE 12. INSURANCE BENEFITS (continued):
12.2 RETIREMENT HEALTH INSURANCE
722.1 Benefit Eliqibilitvfor Emplovees who Retire Before Aqe 65
122.1.1 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 aoy insurance premium contrib�tion
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 retiremeni and have severed the
empfoyment relationship with Independent School District
625;
B. Must be at least i- ive 55 years o age an ave
completed twenty-five (25) years of service, or;
C. The combination of their age and their years of service must
equal eighty-five (85) or more, or;
122.12
D. Must have completed at least thirty (30) years of service, or;
E. Must have completed at least twenty (20) consecutive years
of service within Independent School District No. 625
immediately preceding retirement.
Years of regular service with the City of Saint Paul will continue to �
be counted toward meeting the service requirement of this
Subdivision 122.1 B, C or D, but not for'12.2.1 E.
must
have completetl twenty (20) years ot service with Intlepentlent
School District No. 625. Time with the City of Saint Paul will not be
counted toward this twenty (20)-year requirement.
12.2.1.3 A retiree may not carry his/her spouse as a dependent if such
spouse is also an Independent School District No. 625 retiree or
Independent School District No. 625 employee and eligible for and
is enrolled in the Independent School District No. 625 health
insurance program, or in any other Employer-paid health insurance
program.
12.2.1.4 Additional dependents beyond those designated to the District at
the time of retirement may not be added at Districi expense after
retirement.
12.2.1.5 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.
12.2.1.6 Employees terminated for cause will not be eligible for employer
contributions toward insurance premiums for either pre-age 65 or
post-age 65 coverage.
•
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•
ARTICLE �2. INSURANCE BENEFITS (continued):
12.2 RETIREMENT HEALTH INSURANCE (continued):
� 22.2 Emolover Contribution Levels for Emplovees Retirinq Before Aqe 65
'122.2.1
122.22
Health Insurance Emplover Contribution
Employees who meet the requirements in 122.1.1 or 122.12 of
this Article will receive a District contribution toward health
insurance until the employee reaches sixty-five (65) years of age
as defined in this subdivision.
122.2.�.� 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.
122.2.1.2 In the event the District changes health insurance
carriers, it will have no impact on the District
contribution for such coverage.
12.2.2.1.3 Any employee who is receiving family coverage
premium contribution at date of retirement and later
changes to single coverage will receive the dollar
contribution to single coverage that was provided in the
contract under which the retirement became effective.
Life Insurance Emplover Coniribution
• The District will provide for early retirees who qualify under the
conditions of 12.2.1.1 or 12.2.12 above, premium contributions for
eligible retirees for $5,000 of life insurance only until their 65th
biRhday. No life insurance will be provided, or premium
contributions paid, for any retiree age sixty-five (65) or over.
122.3 Benefit Eliqibilitv for Emplovees After Aae 65
12.2.3.1 Emplovees hired into the District before Januarv �, 1996. who
retired before age 65 and are receiving benefits per 122.2 above
are eligible, upon reaching age 65, for employer premium
contributions for health insurance described in 122.4 of this Article.
12.2.3.2 Emolovees hired into the District before Januarv 1. 1996, who retire
at age 65 or older must have completed the following service
etigibility requirements to receive District contributions toward post-
age-65 health insurance premiums:
�
A. Employees hired before January 1, 1989, must be continuously
employed with the District.
B. Employees hired on or after January 1, 1989, must have
completed at least twenty (20) years of continuous employment
with the District and meet the remaining requirements in '12.1.1
of this Article.
Years of certified civil service time with the City of Saint Paul earned prior to
January 1, 1996, will continue to be counted toward meeting the DistricYs
service requirement of 122.3 of this Article. Civil service time worked with City
of Saint Paul after January 1, 1996, will be considered a break in District
employment.
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ARTICLE 12. INSURANCE BENEFITS, (continued): •
122.3.3 No emplovee hired on or after Januarv � 1996, shall 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 122.4 Employees hired on or after January 1, 1996, shall be
eligible for only earlv retirement insurance premium contributions as
provided in 1222 and Deferred Compensation match in 122.5.
122.4 Emplover Contribution Levels for Emplovees After Aqe 65
12.2.4.1 Emplovees hired into the District before Januarv 1. 1996, who meet
the eligibility requirements in Subdivisions 122.3.1 and 12.2.3.2 of
this Article are eligible for premium contributions for a Medicare
Supplement health coverage policy selected by the District. Premium
contributions for such policy will not exceed:
Medicare Eligible $300 per month $400 per month
Non-Medicare Eligible $400 per month $500 per month
At no time shall any payment in any amount be made directly to the
retiree.
Any premium cost in excess of the maximum contributions specified
must be paid directly and in full by the retiree, or coverage will be
discontinued.
12.2.5 Emplovees 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 eligibility,
the District will match up to $50 per paycheck to a maximum of $500 per year
of consecutive active service, up to a cumulative lifetime maximum of $12,500.
Part-time employees working half-time or more wiil 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 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 shall apply. The
employee, not the District, is solely responsible for determining his/her total
mvcimum allowable annual contribution amount under IRS regulations.
The employee must initiate an application to participate through the DistricYs
speci�ed procedures.
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. ARTICLE 13. SEVERANCE PAY
13.1 The Employer shall provide a severance pay program as set forth in this Article. Payment
of severance pay shall be made within the tax year of the retirement.
132 To be eligible for the severance pay program, the employee must meet the following
requirements:
13.2.1 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.
13.22 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 discharged for cause, misconduct, inefficiency,
incompetence or any other disciplinary 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 if the employee meets the
eligibility requirements set forth in 132 above, he or she will be granted severance pay in
an amount equal to $75 pay for each day of accrued, unused sick leave, up to 231 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 requirement set forth above, he or she will be
granted severance pay in an amount equal to $50 pay for each day of accrued,
� unused sick leave up to 300 days.
13.32 If exigent circumstances exist, such as a sudden illness/injury of the employee
or immediate family member necessitating immediate retirement, and if the
employee meets the eligibility requirements set forth above, he or she will be
granted severance pay in an amount equal to $75 pay for each day of accrued,
unused sick leave up to 231 days.
13.4 The maximum amount of money that any employee may obtain through this severance
pay program is $17,325.
13.5 For the purpose of this severance pay program, a death of an employee shall be
considered as separation of employment and, if the employee would have met all of the
requirements set forth above at the time of his or her death, payment of the severance
pay may be made to the employee's designated beneficiary or estate.
. .
12
ARTICLE 14. WORKIfVG CONDITfONS
14.1 Emeraencv Closinqs. If it becomes necessary or desirable to close a school as a result of
an emergency, the effort shall be made to notify employees not to come to work.
Employees not notified who report for work shall be granted two (2) hours' pay at their
regular rate.
142 Workshops. Employees in the Food Service program required by the Food Service
Director to attend Food Service workshops shail be reimbursed for the tuition of the
workshop and will be paid the normal hourly rate for the time speni in the workshop.
14.3 Mileaqe. 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 31� per mile, or such higher rate as
may be established at the discretion of the Board.
�
An employee must keep a record of each trip made. Reimbursement shall be for the
__ - milaana ririven in tF1P f�Phn�TAM1(�c l�{ ACCi9(lPll ({I IYIpC AC VPfI{IP[J IlV T
schoo� district administrator and in accordance with School District Business ice
policies and procedures.
14.4 Workino Out Of Classification. Employer shall avoid, whenever possible, working an
employee on an out-of-class assignment for a prolonged period of time. Any employee
working an out-of-class assignment for a period in excess of fifteen (15) working days
during any fiscal year of employment shall receive the rate of pay for the out-of-class
assignment in a higher classification not later than the sixteenth (16) day of such
assfgnment. For purposes of this Article, an out-of-class assignment is defined as the
full-time performance of all of the significant duties and responsibilities of a classification
by an individual in another classification. For the purposes of this Article, the rate of pay �
for an out-of-class assignment shall be the same rate the employee would receive if
he/she were promoted to the higher classification.
14.5 Work In Advance Of School Year. In the event that a manager is required to work in
advance of the beginning of the school/work year in arranging the workforce, the manager
will make the arrangements from a School District facility as assigned, and will be paid the
regular contract rates for the assigned duty time.
14.6 Minnesota Deoartment of Health Food Manaaer's Certification. The parties recognize
and acknowledge that the Minnesota Department of Health Food Manager's Certification
is a requirement for holding a position covered by this agreement. The District shall
reimburse employees for the following costs associated wfth maintaining certification:
Course fee and study guide (one time only)
Test fee (one time only)
Up to ten (10) hours of paid time to take course and tesi
Renewalfees
ARTICLE 15. COURT DUTY LEAVE
Any employee who is required to appear in court as a juror or as a subpoenaed witness shail be
paid his/her regular pay while so engaged, unless the court duty is the result of litigation
undertaken by fhe employee or fhe Union against the Empfoyer. Any fees that the employee shafl
receive from the court for such service shall be paid to the Employer. Any employee who is
scheduled to work a shift other than the normal daytime shift, shall be rescheduled to work the
normal daytime shift during such time as he/she is required to appear in court as a juror or witness. •
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• ARTICLE 16. PROBATION
The probationary period for new and promotional appointmenis shall be six (6) consecutive
months from the date of appointment, excluding school breaks and leaves of absence of any kind
lasting one month or more, for positions in this bargaining unit.
If the employee's service is found unsatisfactory by the Employer during the initial probationary
period, the probationary employee may be disciplined or have his/her employment terminated at
the discretion of the Employer, and without recourse to the grievance procedure, prior to the end
of the original probationary period.
If the employee's service is found unsatisfactory by the Employer during the period of promotional
appointment probation, the probationary employee shall be reinstated, at the discretion of the
Employer, and without recourse to the grievance procedure, to his/her former position or to a
position to which he/she might have been transferred or assigned prior to the promotion, prior to
the end of the promotional probationary period.
ARTICLE 17. SENIORITY AND LAYOFF
17.1 Seniority, for the purpose of this Agreement, shall be defined as follows:
17.�.1 "District Seniorit�' - The length of continuous regular and probationary service
with the Employer from the last date of employment in any and all class titles.
17.1.2 "Job Title Seniorit�' - The length of continuous regular and probationary service
• with the Employer from the date an employee was first certified and appointed
to a job title covered by this Agreement, it being further understood that job title
seniority is confined to the current job title assignment held by an employee.
172 Seniority shall terminate when an employee retires, resigns or is discharged.
17.3 Seniority shall not accumulate during an unpaid leave of absence, except when such
leave is granted for a period of less than thirty (30) calendar days; is granted because of
illness or injury; is granted to allow an employee to accept a promotion or is granted to
take an elected or appointed full-time position with the Association.
17.4 Lavoff.
17.4.1 In the event it is determined by the Employer that it is necessary to reduce the
workforce, employees will be laid off by job title within each division based on
inverse length of "Job Title Seniority." Recall from layoff shall be in inverse
order of layoff, except that recall rights shall expire after two (2) years of layoff.
17.4.2 In cases where there are promotional series, such as Job Title I, Job Title II,
Job Title III, etc., when the ' number of employees in these higher job titles
is to be reduced, employees who have held lower job titles which are in this
bargaining unit wilf be offered reductions to the highest of these job titles to
which "Job Title Seniorit�' would keep them from being laid off, before layoffs
are made by any job title in any department.
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ARTICLE 17. SENIORITY AND LAYOFF (continued)
17.4.3 It is further understood that a Iaid-off employee shall have the right to
placement in any lower-paid job tit(e, provided said employee has been
previously certified and appoinied in said lower-paid job title. In such cases, the
employee shatl first be placed on a reinstatement register and shall have "Job
Title Seniorit�' based on the date originally certified and appointed to said job
title. Employees may also apply for positions in a lower iob title but may,
nevertheless, return to original job title as provided in 17.4.1 above.
77.4.4 Employees who are laid otf from their current job title shall have rights to
vacancies in previously held job titles in other bargaining units from which they
have promoted. A right to a vacancy shall be based upon the employee's date
originally certified and appointed to previously held job title. Rights to these
vacancies shall exist for up to two (2) years after layoff has occurred.
e
17.4.5 Whenever possible two (2) weeks of notice shall be given any employee laid
ARTtCLE 18. DtSCtPLINE AND DISCHARGE
18.1 The Employer shall have the right to impose disciplinary actions on employees for just
cause recognizing, however, that differing circumstances and mitigating factors may
result in differing actions for similar offenses.
982 Disciplinary actions by the Employer shall inetude the following actions and will normally
take the course of 1- 2- 3- 4- 5 except in cases of a serious magnitude that may require
up to immediate discharge:
i - Oral repnmand
2 - Written reprimand
3 - Suspension without pay
4 - Demotion
5 - Discharge
18.3 Oral reprimands are not subject to the grievance procedure. Emptoyees who receive a
written reprimand, are suspended, demoted or discharged shall have the right to request
that such actions be reviewed through the recourse of the grievance procedure.
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 offer to meet with the empioyee prior to making a final determination of
the proposed discipline. The employee shall have the opportunity to have union
representation present and be provided the opportunity to speak on his/her 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.
�
.
15
0 3'a� �
• ARTICLE 19. GRIEVANCE PROCEDURE
19.1 This grievance procedure is established to resolve any specific dispute between the
employee and the School District concerning, and limited to, the interpretation or
application of the provisions of this Agreement.
19.2 An employee presenting a grievance may elect to be represented by an appropriate Union
representative. At Step 1 or Step 2 of the grievance procedure, the employee may
choose to present his/her grievance without being represented by a Union representative,
provided however, that the Union representative shall be notified of the adjustmeni or
settlement of any Step 2 grievance and provided turther that any adjustment or settlement
shall not be inconsistent with the terms of the Agreement.
19.3 It is recognized and accepted by the Union and the Employer that the processing of
grievances as hereinafter provided is limited by the job duties and responsibilities of the
employees and shall therefore be accomplished during normal working hours when
consistent with such employees' duties and responsibilities. The aggrieved employee and
a Union representative shall be allowed a reasonable amount of time without loss of pay
when a grievance is investigated and presented to the Employer during normal working
hours provided that the employee and the Union representative have notified and
received the approval of the designated supervisor and provided that such absence is
reasonable and would not be detrimental to the work programs of the Employer. It is
understood that the Employer shall not use the above limitation to hamper the processing
of grievances.
19.4 A grievance shall be resolved in the following manner:
� 19.4.1 Step 1. Any employee claiming a specific disagreement concerning the
interpretation or application of the provisions of this Agreement shall, within
twenty (20) working days of its first occurrence or within ten (10) working days
of the time the employee reasonably should have had knowledge of ihe
occurrence, whichever is later, discuss the complaint orally with the Director of
School Food Service (or other representative designated by the
Superintendent). The Director of School Food Service (or SuperintendenYs
representative) shall attempt to adjust the complaint at that time.
19.42 Steo 2. If the grievance is not resolved through oral discussion and concluded
within five (5} working days, the employee may appeal the grievance to Step 2
by placing the grievance in writing, setting forth the nature of the grievance, ihe
tacts on which it is based, the provisions of the Agreement allegedly violated,
and the remedy requested. This written statement shall be presented to the
Director of School Food Service for formal discussion and written response.
The formal discussion of the grievance shall be within ten (10) working days of
the receipt of the written grievance by the Director of School Food Service. A
reply shalf be given to the employee and the Union in writing within ten (10)
days following the formal discussion. If the employee is not satisfied with the
findings on Step 2, the grievance may be appealed to Step 3.
\J
�:�
ARTICLE 19. GRIEVANCE PROCEDURE (continued)
19.4.3 Step 3. A grievance not resolved in Step 2 and appealed to Step 3 shall be
placed in writing setting forth the nature of the grievance, the facts on which it is
based, the provision or provisions of the Agreement allegedly violated, the
remedy requested, and shall be appealed to Step 3 by the employee and the
Union within fifteen (15) working days after the Employer-designated
representative's final answer in Step 2. Any grievance not appealed in writing
to Step 3 by the employee and the Union within fifteen (15) working days shall
be considered waived.
�
If appealed, the written grievance shall be presented by the employee and the
Union and discussed with the Superintendent of Schools or designated
representative, within ten (10) working days after receipt of the written
grievance. The Employer-designated representative shall give the Union the
Employer's Step 3 answer in writing within ten (10) working days following the
presentation and discussion of the matter.
If the employee is not satisfied with the findings on Step 3, the Union may
request arbitration within ten (10) working days after receipt of the Empioyer's
reply on Step 3.
19.4.4 Steo 4. A grievance unresolved in Step 3 and appealed to Step 4 by the Union
shall be submitted to arbitration subject to the provisions of the Public
Employment Labor Relations Act of 1971 as amended. If a mutually-
acceptable arbitrator cannot be agreed upon, the selection of an arbitrator shall
be made in accordance wiTh the procedures of the Minnesota Bureau of
Mediation Services. �
19.5 The arbitrator shall have no right to amend, modify, nullify or ignore the terms and
conditions of this Agreement. The arbitrator shall consider and decide only the specific
issue(s) submitted in writing by the Employer and the Union, and shall have no authority
to make decisions on any other iss�e not so submitted.
The arbitrator shall be without power to make decisions contrary to or inconsistent with or
modifying or varying in any way the application of laws, rules or regulations having the
force and effect of law. The arbitrator's decision shall be submitted in writing, copies to
both parties and the Bureau of Mediation Services within thirty (30) days following the
close of the hearing or the submission of briefs by the parties, whichever be later, uniess
the parties agree to an extension. The decision shall be binding on both the Employer
and the Union and shall be based solely on the arbitrator's interpretation or application of
the express terms of this Agreement and to the facts of the grievance presented.
�
17
�3-��7
. ARTICLE 19. GRIEVANCE PROCEDURE (continued)
The fees and expenses for the arbitrator's services and proceedings shall be borne
equally by the Employer and the Union provided that each party shall be responsible for
compensating its own representatives and witnesses. If either party desires a verbatim
record of the proceedings, it may cause such a record to be made, providing it pays for
the record. If both parties desire a verbatim record of the proceedings, the cost shall be
shared equally.
If a grievance is not presented within the time limits sei forth above, it shall be considered
waived. If a grievance is not appealed to the ne�ct step within the specified time limit or
any extension thereof, it shall be considered settled on the basis of the Employer's last
answer. If the Employer does not answer a grievance or an appeal thereof within the
specified time limits, the Union may elect to process the grievance to the neut step. The
time limit in each step may be eutended by mutual written agreement of the Employer and
the Union in each step.
19.6 Election of Remedies and Waiver. A party instituting any action, proceeding or complaint
in a federal or state court of law, or before an administrative tribunal, federal agency, state
agency, or seeking relief through any statutory process for which relief may be granted,
the subject matter of which may constitute a grievance under this Agreement, shall
immediately thereupon waive any and all rights to pursue a grievance under this Article.
Upon instituting a proceeding in another form as outlined herein, the employee shall waive
his/her right to initiate a grievance pursuant to this Article, or, if the grievance is pending in
the grievance procedure, the right to pursue it fur[her shall be immediately waived. This
Section shall not apply to actions to compel arbitration as provided in this Agreement or to
enforce the award of an arbitrator.
•
�
m
ARTICLE 20. LEAVES
20.1 Lonq-Term Leaves Without Pav. Leaves of absence may be requested and are subject
to approval of the department head. The Food Service Director will reply to such requests
within fifteen (15) calendar days after they are received in the Food Service Office. A list
of typical leaves is provided below. This list does not cover all possible reasons.
• Physical or mental incapacity of the employee to perform their work efficiently,
where the granting of a leave will permit the employee to receive treatment
enabling them to return to School District service;
. Election or appointment of a full-Yime, paid position in an organization or union
whose members consist largely or exclusively of employees of the School District;
• Education or training relating to the employee's regular duties or to prepare the
employee for advancement;
• Election of the employee to a School Districi position;
School District
• Disability or injury received in the performance of duty not due to the negligence
of the employee for the period the employee is receiving compensation paymertts
from the School District for temporary partial disability or temporary total disability;
• Parental leave upon the request of the employee.
Employees returning from leave will be placed in the neut available vacancy in their job
title.
�
20.2 Short-Term Leaves Without Pav. Short-term special leaves without pay, not to exceed
two (2) weeks in duration, may be requested and wil! be considered by the Employer
subject to the operational rteeds of the Employer and the ability to secure substitute help �
to satisfactorily maintain the particular assignment of the employee involved.
20.2.1 Applications for such leaves must be submitted in writing to the Food Service
Director at least forty-five (45) ca�endar days prior to the proposed start of the
leave without pay and shall include the proposed period of the leave and
purpose for leave.
2022 Effective April 1, 1979, the Director of Food Service shall notify the employee
requesting leave no less than thirty (30) calendar days prior to the proposed
leave date, whether the leave is to be granted or denied, except that, if a leave
is requested to immediately follow a one-week or two-week school vacation, the
thirty (30) days' notice shall occur thirty (30) days before the beginning of such
vacation period, providing the request was received at least fifteen (15) days
earlier.
20.3 Familv and Medical Leave. Leaves of absence shall be granted as required under the
federal law known as the Family Medical Leave Act (FMLA) so long as it remains in force.
The Human Resource Department provides procedures.
�
f�
�3 �a�?
• ARTICLE 20. LEAVES (continued)
20.4 Parental Leave
20.4.1 Parental leave is a leave without pay or benefits which shall be granted upon
request subject to the provisions of this Section. It may be granted for reasons
of adoption or pregnancy and/or the need to provide parental care for a child or
children of the employee for an extended period of time immediately following
adoption or the conclusion of pregnancy; such period of leave shall be no
longer than one calendar year in length. Leave up to six (6) calendar months
shall be granted upon request. Leave for more than six (6) calendar months is
at the discretion of the Employer. FMLA status may apply concurrently with an
unpaid parental leave.
20.4.2 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 disability, may
request unpaid parental leave for a period (oflowing 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 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 wifl be
required to submit, at the time of use, appropriate medical verification for the
sick leave time claimed.
20.4.3 In the case of adoption, the employee shall submit to the Director of Human
Resources o1 Independerrt Sehool District No. 625 a written appfication
� including the anticipated date of placement of the child, at least two (2) months
in advance of the anticipated date of placement, or earlier if possible.
Documentation will be required.
20.4.4 When an employee is returning from parental leave extending over a period of
six (6) calendar months or less, the employee shall be placed, at the beginning
of the first pay period following the scheduled date of return, in the same
position held prior to the leave or, if necessary, in an equivalent position.
20.4.5 When an employee has requested and been granted leave for a period of no
more than twelve (12) calendar months, the employee will return to their
position. If the leave is for a period of more than twelve (12) calendar months,
the employee will be ptaced in an equivalent position after the scheduled date
of return as soon as an equivalent vacancy becomes available. For purposes
of this provision, an equivalent position 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.
ARTICLE 21. UNIFORMS
21.1 The employer will provide reimbursement for appropriate uniforms and/or shoes annually
in an amount up to $250 over the term of this agreement. The employee may order
uniforms through the district or may obtain appropriate items elsewhere and submit the
receipts for reimbursement in accordance with Business Office Procedures.
21.2 An employee who has received uniforms and then terminates employment for any reason
, after less than six (6) full months of active employment is obligated to return the uniforms
• to the School Food Service. If the uniforms are not returned, 90% of their costs will be
deducted from the final paycheck of the terminating employee.
20
ARTICLE 22. WAGES
22.� Waae Rates. See wage rates described in Appendix A.
222 Initial Step Placement. Initial step placement when an employee is originally hired, moves
from another unit into a title covered by this Agreement or from one title covered by this
Agreement to a different title under this Agreement, shall be governed by Civil Service
Rules (this may change to "School District Promotion Polic�' depending upon whether or
not group moves out of civil service).
22.3 Salarv Step/Increase Eliqibilitv. Employees must meet the following conditions in order to
6e eligible for salary step advancement or, if not scheduled for step advancement, to be
eligible for a salary increase:
�
22.3.1 Employees must have been paid a minimum of 1,000 hours on the payroll in the
previous twelve months. Part-time employees musi complete a pro-rata number
of hours in order to qualify for a step advancement (i.e., a half-time employee
22.3.2 If an employee is on an improvement plan, the employee must be on track with
the components of the improvement plan. The improvement plan process as it
relates to step progression and salary increases is described in a Memorandum
of Understanding in the back of this Agreement.
22.4 Salarv Step Proqression.
22.4.1 Step movement will be effective on the first day of the first pay period closest to
July 1.
22.42 An employee who meets the eligibiiity requirements in Article 22.3 will advance
one step up to Step 5(four-year step) on July 1 each year.
22.4.3 An employee who meets the eligibility requirements in Article 22.3 and has not
received a step in more than eighteen (18) months or has completed years of
service with the school district greater than or equal to the years of service
required for Steps 6-10 (effective June 28, 2003, Steps 6-11) shali be eligible to
advance one step on July 1 each year.
22.5 Pav Eauitv Comoliance Ootion. During the term of this Agreement, the Board may at its
discretion unilaterally increase the pay rates provided in Appendix A in an effort to achieve
compliance with the requirements of the Minnesota Pay Equity Act. Ten (�0) days of
notice to ihe Union will be provided prior to taking such action.
ARTICLE 23. SEVERABILITY
In the event that any provision(s) of this Agreement is declared to be contrary to law by proper
legislative, administrative or judicial authority from whose finding, determination or decree no
appeal is taken, such provision(s) shall be voided. All other provision shall continue in full force
and effect.
The parties agree to, upon written notice, enter into negotiations to place the voided provisions of
the Agreement in compliance with the legislative, administrative or judiciai determination.
�
�
21
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•
ARTICLE 24. WAIVER
The Employer and the Union for the duration of this Agreement agree that the other party shall not
be obligated fo meef and negotiate over any term or condition of employment whether specifically
covered or not specificaffy covered by this Agreement. The Union and Employer may, however,
mutualiy agree fo modify any provision of this Agreement.
Any and all prior ordinances, agreements, resolutions, practices, poiicies, and rules or regulations
regarding the terms and conditions of employment, to the extent they are inconsistent with this
Agreement, are hereby superseded.
ARTICLE 25. DURATION OFAGREEMENT
This Agreement shall be in full force and effect from July 1, 2002 through June 30, 2004, and
shall automatically be continued from year to year thereafter, unless a new agreement is
developed in accordance with the provisions of the Public Employment Labor Relations Act of
�971, as amended. intent to negotiate a new agreement shaii be indicated by either party
providing written notice thereof at least ninety (90) days prior to the termination date set forth
herein.
COOK MANAC�ERS AGREEMENT
�
This Agreement is by and between Independent School District No. 625 and School Service
Employees Local No. 284, S.E.I.U., AFL-CIO, on behalf of Cook Managers.
In full settlement of these negotiations between the herein parties, the parties have adopted this
Agreement, which is attached hereto and made a part hereof.
It is understood that this settiement shaii be subject to approval and adoption by the Board of
Education of Independent School District No. 625 as well as ratification by the Union.
DISTR{CT NO.
SCHOOL SERVICE EMPLOYEES
LOCAL''(JO. 284, S.E.I.U., AFL-CIO
^/� ��
�
Chair, Board
Manager
�
Manager
Relations
� % �O�U 3
Date
/ '�3
Steward
Date
V�:
03'�� �
• APPENDIX A: COOK MANAGER EMPLOYEES TITLES AND SALARIES
INDEPENDENT SCHOOL DISTRICT NO. 625
Hourly Rate Schedule
Effective June 29, 2002
CATERING COORDINATOR
FOOD PRODUCTION SUPERVISOR
QUALITY CONTROL SPECIALIST
Start 7 Year 2 Year 3 Year 4 Year 6 Year 8 Year 10 Year 12 Yea� 74 Year
1 2 3 4 5 6 7 S 9 10
$17.06 $�7.72 $18.41 $19.11 $19.85 $20.33 $20.81 $21.82 $23.96 $24.26
SCHOOLFOOD
Start t Year 2 Year 3 Year 4 Year 6 Vear 8 Year 10 Vear 12 Year 14 Year
1 2 3 4 5 6 7 8 9 10
$17.75 $18.41 $19.10 $19.82 $20.57 $21.05 $21.54 $22.57 $24.75 $25.05
�
Effective June 28, 2003
CATERING COORDINATOR
FOOD PRODUCTION SUPERVISOR
QUALITY CONTROL SPECIALIST
Start 1 Year 2 Year 3 Year 4 Vear 6 Year 6 Vear 70 Vear 12 Year 14 Year 16 Year
1 2 3 4 5 6 7 8 9 70 11
$17.36 $18.04 $18.73 $19.44 $20.20 $20.69 $21.17 $2220 $24.38 $24.68 $24.98
SCHOOLFOOD
Start t Year 2 Vear 3 Year 4 Year 6 Year 8 Year t0 Year �2 Vear 74 Year 16 Year
1 2 3 4 5 6 7 8 9 10 11
$18.06 $18.73 $19.43 $20.17 $20.93 $21.42 $21.92 $22.96 $25.15 $25.49 $25.80
, .
`�!
APPENDIX A (continued)
AMERICAfV SCHOOL FOOD SERVICE ASSOCIATION
LEVEL 2 CERTIFICATION PREMIUM
When a regularly appointed employee has completed the credit hours required for Level 2 of the
American School Food Service Association certification and shall have received such certification,
that employee shall become eligible for an additional $0.35 (thirty-five cents) per hour premium
over and above his/her normal biweekly rate of pay for all hours on the payroll so long as the
employee maintains a current Level 2 certification. Payme�t of the $0.35 (thirty-five cents) per
hour premium shall become effective within thirty (30) days after the employee has presented to
the Director of Food Service of the Saint Paul Public Schools evidence in writing of his/her
completed Level 2 certification. Employees must maintain current Level 2 certification and show
evidence of the renewed certification to be eligible for continuation of the premium.
�
LEAD FOOD PRODUCTION SUPERVISOR PREMIUM
When a regularly certified and appointed Food Production Supervisor is assigned the duty of Lead
Food Production Supervisor, the employee shall be paid an additional $.50 (fifty cents) per hour
over and above his/her normal hourly rate of pay for ihe hours worked on each workday assigned in
the Lead person function. This duty shall be assigned or discontinued at the sole discretion of the
Director of School Food Service. Only a regulariy appointed Food Production Supervisor is eligibie �
for the premium, when properly assigned.
At any time when the Director of Food Service plans to assign this Lead function to an employee in
the Food Production Supervisor title for more then thirty (30) working days, all employees working in
that title will be notified and have an opportunity to express interest in the duty.
•
P�.7
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�
MEMORANDUM OFAGREEMENT
BETW EEN
SCHOOL SERVICE EMPLOYEES LOCAL NO. 284 (COOK MANAGERS)
REGARDING IMPROVEMENT PLAN PROCESS
The Union and District jointly affirm that individual improvement plans are an appropriate method
through which to identify job-related areas of concern and provide an opportunity for employees to
improve performance. This process connects a� employee's step advancement or salary
increase to the following improvement plan process.
Step 1: INFORMAL PROCESS
The supervisor and employee meet on an informal basis to discuss performance concerns. The
supervisor clearly articulates performance expectations and provides the employee time to make
corrections.
Step 2:
If the employee is not meeting performance expectations after an appropriate period ofi time, the
supervisor notifies the employee in writing of a meeting to discuss the components of an
improvement plan. The written notification informs the employee that he/she has the right to Union
representation at this meeting.
Step 3: FORMAL PROCESS
The employee and supervisor [and union representative, if employee desires] meet to discuss the
components and timelines of an improvement plan. The plan articulaTes the areas of concern,
actions the employee and supervisor must take to be on track with the p{an, and timelines to meet
to discuss progress. "On track" means following the actions and adhering to the timelines
� outlined in the improvement plan. The employee may 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 the 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 ptan must have been in place since
March 1 in order to lose a step/salary increase. Also, if the supervisor is not on track, a
step/salary increase may not be withheld..
Step 5:
The supervisor must meet with the employee approximately two months, four months, and six
months after the withholding of a step/salary increase. The purpose of these meetings is to
assess whether the employee and the supervisor are on track, to provide assistance and
resources, and to answer any questions/concerns the employee may have. If the employee is on
track or the supervisor is not on track, the employee's step/salary increase will be reinstated
retroactive to July 1.
Step 6:
At the six-month meeting, one of the foliowing 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 will agree to extend the improvemerrt plan for an agreed
upon length of time;
3) The employee will not be on track, and the employer may take disciplinary action if
performance is deficient.
"• Although placement on an improvement plan 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 OFAGREEMENT
REGARDINGIMPROVEMENT PLAN PROCESS
(Continued)
Memorandum shall remain in effect for the duration of the 20�2-2004 Labor Agreement.
L DISTRICT NO. SCHOOL�ERVICE EMPLOYEES
LOCAL N: . 284, S.E.I.U., AFL-CIO
Chair, Board of
Negotiations/�bor Relations Steward
Assistant Manager
�-,�/ D �U 3
Date Dafe
- /6 p3
•
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•
27
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s
•
INDEX
A
Adoption Leave ............................................5
8
Bereavement Leave .....................................5
C
Certification Premium ................................25
Child Care Sick Leave .................................5
Court Duty ..................................................13
D
Dental 1 ns u rance .......................................... 8
Discharge ...................................................15
D i sc i p I i n e ....................................................15
E
Emergency Closings ..................................13
Employee Rights ..........................................3
F
FairShare ....................................................2
Familyand Medical Leave .........................19
Family Illness Leave ....................................4
Flexible Spending Account ..........................8
G
Grievance Procedure .................................�6
H
Holidays.......................................................4
1
Insurance Benefits .......................................7
L
Lay-Off .......................................................14
Life Insurance ..............................................7
Long-Term Leaves Without Pay ................19
Lunch Break .................................................6
28
M
Management Rights .....................................2
Mi l e a g e .......................................................13
MilitaryLeave ...............................................5
O
Overtime......................................................6
R
RestBreaks .................................................6
Retirement Health Insurance .......................9
S
Minnesota Department of Health
Food Manager's Certification ..................13
Salary Step Progression ............................21
Severance Pay ...........................................12
Short-Term Leaves Without Pay ................19
Sick Leave ...................................................4
Sick Leave Conversion ................................6
Supervisor Premium ..................................25
U
Uniforms .....................................................20
Union membership .......................................2
V
Vacation.......................................................6
W
WageRates ...............................................21
Work In Advance of School Year ...............13
WorkWeek ..................................................6
Workday .......................................................6
Working Out of Classification .....................13
Workshops .................................................13
1.. i
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9
DATE
2. Contract changes are as follows:
December 17, 2002
Waqes: Effective June 29, 2002, the average salary schedule increase is 2%. Effective June
28, 2003, the average salary schedule increase is 2%.
Insurance: Effective Janua 2003, the district monthl contribution of $265 for sin le
increased to $535. Effective January 2004, the district contribution for single coverage is
increased tn $345, family coverage is increased to $585.
INDEPENDENT SCHOOL DISTRICT NO. 625
BOARD OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
1. New Agreement is for a two-year period from July 1, 2002, through June 30, 2004.
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TOPIC: Approval of Employment Agreement Between Independent School District
' No.625 and School Service Employees, Local No. 284, Exclusive
Representative for Cook Managers
.
A. PERTINENT FACTS:
B.
The District cap for long-term disability and life insurance is removed.
Food Manaper's Safetv Certification: Employees will be reimbursed for costs associated with
obtaining and maintaining safety certification.
Severance: Employees who provide the District with three months notice of retirement will
receive $75 per day for unused sick leave up to $17,325.
Sick Leave: Up to 15 days of accrued sick leave may be used by a father for the birth of his child.
3. The District has 11 FTE's in this bargaining unit.
4. This contract maintains the DistricYs fiscal structural balance.
5. This contract supports the DistricYs 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 Financial Affairs.
RECOMMENDATION:
That the Board of Education of Independent School District No. 625 approve and adopt the
Agreement conceming the terms and conditions of employment for School Service Employees,
Local No. 284, representing cook manager 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 District's fiscal structural balance.