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04-87Council File # ��- � 7 Green Sheet # 3010558 RESOLUTION CITY OF SAINT PAUL, MINNESOTA 5 Referred To Committee Date 1 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 2 January 1, 2004 through December 31, 2005 Labor Agreement between the City of Saint Paul and District 3 Lodge No. 77, Intemational Association of Machinists and Aerospace Workers AFL-CIO. Adopted by Council: Date �,� // �dp� Adoption Certified by Council Secretary By: _ Approved By: � Requested by Department of: Office of Human Resources f � Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet Gr� ��heet � �� DepartmeMlo�ce/council: Date Initiated: Hu -H�„�,,;�„� 2,-��-� Green Sheet NO: 3010558 Contact Person & Phone• DeoartmeM Sent To Person InitiaUDate James Vollmer � 0 uman r Z66-6499 A55ign 1 umanR urces De artmentDirector � Must Be on Couneii Agenda by (Date): Number Z � � �_ Fof 3 a or's O�ce Ma or/ASSi nf Routing Order < �� ° 5 i' lerk Ci Clerk Total # of Signature Pages _(Clip All Loptions for Signature) Action Requested: Approvai of the attached January 1, 2004 fluough December 31, 2005 Labor Agreement between the City of Saint Paul and the District Lodge No. 77, Imernarional Association of Machinists and Aexospace W orkers, AFL-CIO. Recommendations: Approve (A) or Reject (R): Personal Service Contracts Must Mswer the Following Questions: � Planning Commission 1. Has this person/firtn ever worked under a conVact for this department? �� CB Committee Yes No � Civil Service Commission 2. Has this personffirtn ever been a afy employee? Yes No 3. Dces this person/firm possess a skill not normally possessed by any current city employee? Yes No Explain all yes answers on separate sheet and attach to green sheet Initiating Problem, Issues, Opportuniry (Whq What, When, Where, Why): � Their c�reut agieement expired on December 31, 2003 � � Advarrtages If Approved: , An agreement m place through December 31, 2005. Tlus agreement has been rarified by the union mexnbers. Disadvantapes If Aqproved: -� ' None DisaCvantages If Not Approved: No agreement in place - labor unrest. ' Total AmouAt of CosVRevenue Hud eted: . � � 'Transaction: 8 {? Funding 5ource: Acfivity Number: P P n E .��, - Financial Information: .J ��V � � L�� (Explain) � � ' i � ii I i ' ii � � ' ' ' Li � � i ' � - � � � � i . I � � i � ', NOTE:,' COMPLETE DIILECTIONS AILE INCLUDED� TN THE, GREEN SHEEI' INSTRUCCIONAL�MANUAL'AVAIY,ABLE IN Tf� ��'� �� . � , Pcrge�s�rc� pr�tcE �rxor�7vo. u,s�s9oo7 � � � � � � � �� ; � � ' ROU'FING ORDER: ' ; Below are correcG�rontings for fhesae mosC LmQuent typesef documents:' ', , ' ,, ' ,, . � � � CO�]'FRACfS (assumes authonzed, badget �isfs) � CQYSN¢II.,RESO�.FTPION,�Ame¢d Rudgets/Accept� Giants) ' �I. OutsiQeAg�e3:'�' � � �� ' � t 'DePartment � ' ' � . ' .� ' ' ' ' � 2. � „Dep �artmeni DQec:tor � � � ' � 2 � Office o[Financizt Serv,icea� Duectbn , � , ' �, ' � � 3:, , CityAttomey, 3. CityAttomep ` � 4. � Mapor/Assi'staat (€pr con�xacFS over $25�,000) , 4. `' MayorPeYssistant , ' � ' � � � � � ' � � 'S. Humaa Righ,is'(for� wnYmcfs oven,$50;000) 5. ' City� Council" �, � ' � � � � � ' � � ; �� ' . . . � ' 6. 045ce��ofF'wancial9ervices-Accounting' " ' 6.' ;OfficeoEFin�cialServices-Account�ng' ' � ; , � , ADMII�FISTRATI�E ORDER$ (Budget Revision) COiINGII. RESOLUFLON (atl others, aad Ordinaaces) , ° � �� 1 , Ac,tivity,'NSanageror�eparhueatActoentmrt �, ' � 1: „ ,Deparimert'Daector , , � ,� ' � ' ' � � � 2. , Department➢irec[oi ' � � � 2- CnY AttomeY �,� ' � , , � , ' , � � , , , � � ' - 3. Office of Financia! Services Directoi � , , ' '3: ' Ma},+or'../kssistant '„ ' � � � � et 4 ' C! 4 . C erk � , , . Ci �Counc�i �. '- nY , , ty � , . , , . . . �, �5_ OfficeofFinanaalServ'ces-Accuuntwg � , � ', � � , , � � �� , , . , � , ,, ,' �, � , , � 'ADMII3FSTRATIVE�ORDERS(a1lMhers) � � � � � � EXECUI7VEORDEI; � , �� ' � ' ' �� Attoin 2. ,',C � ,. t. 'Department Di�ecFo� ' i � . � � � 1 I�3gpa[tment Didector . . � , , ' � � 2..� 'C'rtY eY' � , ' ' � , ' � � , ' , , it�y Attome�}t � � � ' � � ' ' � 3. Office of Fuuwcial'�Seevices Dis,ec[or , � � 3. � �I'vfaya�lr�.csistant , � � � , ' � , ' " �4. �,'CitqClerk � � 4. '�CityCterk �� , � � � � � � � , � � � � „ � � TOTAL. NLfMBER OF SIGNATURE� PAGES„ � � i � � � � �� , , Indicazethe#'ofpage's,oqwbic&signa[ures'are,required�and"papercliporAageacheft6�epages.�:"; ' ' ' ' � �AC�TIONREQUES'EED,. ` � � � � � €' er � . riate fo � � , , '•' Descdbe'w4akthepiojecNieqnest'seeksWaccomptish'ineitherchronological!�;order�,orordero �mpoiYance,whic6ev tis,mostapP�P , ,�', " , � ' Uie.iesue.' D�o�not wr{te compfete �sentences. Begin e�ch,item id your lisk„w�tfr°a verb � � , , � � � , , ; � � � � �' �RECOMIVtE�dDATLONS �' � � �� , � ' . . ' � � � ' � „ , , �, , � i „�,' Compllete if the issue en qaeslion h'�as been prese�ted, befole, any b'odY; Pubfic pe prtWate.. � , , ,, � � �� , PERSONAL SERVICE CONTRA S: " CT � , . . . . .. _ . - .' mt3rm ' well ' to d e dre '' ' liab formork � � oe� �' es �and' r civil service hirin neles. � � � , 'I,'his, aaon be'vsed etermm ,ary, s ilztY, erscomPens� , e??!ms,�tax p oper , , g' , INITIATING PROBLEM, ISSUE„QPPORTUNdTY , •� �£xplam�e,siNationor'condirions'that�createli'�a�foryourproyec[or�a,�ijnest ' ', „' ' . , „ i „ ADVANTAGES IF APPILOVED � � � , � � � � � , i , � Indicaze whe[her�this is ' I an uai tiu et� � cedure re vired �iaw/chactet or�w etlier there are ec e wa s m� wluch the Ci � of �, �� P Y ?� d 8 � P ro , , 9 b S , kc er s P � A Y , L Y , ' � ' Saint Pau! and its chizens'will benefit from this project/aclion. , ', � � �, � , , . , ' DISADYANTAGES IF APPRQVF,D ' ''� ', . . � , ' � ' � '�' � , � , '� ' � � ' �, � ' � . , � Wliaz negative effects oi ma�oc changes to existing or past processes miglrtttiis pra�ectlreqe�est �pmduce if rt is passed(e g haffic�delays, noise,' �,, � ' iar inaeases or assessments)� �To WHom? WLen? �or how, long � , , , , , , , , ' � , ' D�SADVe4NPAGESIFNOTAPPROVED ,�� , , � � � � ' � � �; �' , ''� p ` � I � � ,� ��Vf�hat wiil �tie the �negauve �consequenFes if the,pro �mised� acUOm is notapprove�� IaaMUry',� dehver semce� Cotirinue Fugh tieff��tc, noise, � �, � �accidentcate?�Lossofrevenue? � � ' � � ' � � � � . ' � � � � , � � , , � , FINANCIf4L I{viPACT', �' , ' ' � � , � � , , , :: , , , , ,', r ' , �, ; ,. , - �,' Nthough you,murt tailor t3ie informati,on you,proyide here w tfie,�ssue you are addcessmg,� m general you must an'swer fwo ques[ions IIow' � � much is it'gbing to',cosE? Who es� goipg to pay?' � � � �� , , � , � , � � . � ; , � ' ' , . ' , , , , � , , . �, , � , i ,,, , ,, � � , �, _ �, � � � , � ,� � � �� , � � ' , , , , ' � � �, ' �, ' ' ,' � � , � , , ,", � , � , � ; � � � ,� , i , ' � � ' ' � � � , , �i,�' � � � " � , ' , , � , � , � � � , . ' F9FOR}AS�ACK.WP � , ; , , , � , , ' , , , ,� � , , .� . , � , ' ' , i i � � , . „ , , , , , , � , � , � „ , , , , . � , ,� , , � ' � , � , , , , , � , � , � . ' � , � � ' � �i ., , , , � „ � , , _ , , . ' �� , � , � � � . � „, , i � , . i , , � , � i �� i � , � , , i � � � � , , , �, � . . �� ., . . .�,., �� .�I� , � . I .�, . ,,,�r�,l i ,�I'�'il� n .�. ..�i.r,�„ , . „ O� �� ATTACHNIENT TO THE GREEN SHEET INTERNATIONAL ASSOCIATION OF MACHINISTS, DISTRICT LODGE #77 Below is a suminary of the changes in the Collective Barganung Agreement between the City of Saint Paul and the International Association of Machinists, District I,odge #77. Duration: January 1, 2004 through December 31, 2005. Wages: 1/1/2004 0.4% 1/1/2005 0.0% Health Insurance: The 2004 heaith insurance contribution increase followed the same pattern and language as previously negotiated with other bargaining units. The 2005 health insurance contribution increase is new language and provides far a substantially larger increase than that in 2004. Singles 04 City to contribute an amount equal to the average of the 2004 premium increase of all plans. Singles OS City to contribute the 2004 plan contribution plus 70% of the average increase in the plans and fully paid lowest cost plan. Family 04 $519.73 + 65% of the family premium increase up to $71.50. If increase exceeds $110.00, the City will pay 40% of the excess. Family OS City will contribute 70% of the average premium of all plans. Retiree Health Insurance: For employees hired on or after 1/1/2004, the City will provide a maa�imum of $300.00/month for retiree health insurance. Employees hired prior to 1/1/2004 will have no change to their retiree health benefits. Mileage: Agreed to new language to allow for greater management flexibility in determining parking location for employees on mileage. Severance: Agreed to place 105% of any severance payments into a post employment health plan account.This is in line with other bargaining unit settlements in the previous round of bargaining. �� Miscellaneous: Update of class titles eligible for tool allowance. Amount increased to $500 for each yeaz of the contract for most eligible classifications. Shoe allowance for those employees not eligible for a tool allowance to paid in the same manner as the tool ailowance. Amount increased to $100 for each year of the contract. Other language changes are of a housekeeping nature for clarification and clean up. Costs: 2004 2005 Wages $11,252.35 $0.00 Health Ins. $41.176.56 actual unlaiown Total $52,42891 actual uvknown oy-a 7 � t� 2003-2005 LABOR AG�REEMENT Between Saint Paul Public Schools Independent School District No. 625 0 And District Lodge No. 77 International Association of Machinists And Aerospace Workers AFL-CIO JULY 1, 2003 THROUGH JUNE 30, 2005 x� �� Saint Paul Pusuc Scxao�s oy 8� �� Saint Paul Puguc ScHUats SAINT PAUL PUBLIC SCHOOLS Independent School District No. 625 Board of Education AI Oertwig John Brodrick Anne Carroll Toni Carter Tom Conlon Elona Street-Stewart Neal Thao Administration Superintendent of Schoois Chief Accountability Officer Chief of Staff Area Superintendents Chair Director Director Director Director Director Director Patricia A. Harvey Margo Baines Tanya Martin Pekel Luz Maria Serrano, Area A Louis Kanavati, Area B Joann Knuth, Area C Gene Janicke, Area D Terilyn Turner, Area E � • � o�l-B 1 � � • ARTICLE Preamble Article Article Article Article Article Article Article Article Article Article Article Article Article Article Article Article Article Article Article Article Article Article Article Article Article Article Appendix 1. 2. 3. 4. 5. 6. 7. 8. 9. 7 0. 11. 12. 13. 14. 15. 16. 17. �8. 19. 20. 21. 22. 23. 24. 25. 26. GONTENTS Recog ition ..................................................................................... Definitions ....................................................................................... Maintenance of Standards .............................................................. Check Off and Administrative Service Fee ..................................... Union Rights ................................................................................... Management Rights-°........-°---° ........................--°.........--°°-°...... Hours Overtime Pay ...................................................................... Tool Insurance and Clothing ........................................................... Court Duty ....................................................................................... Legal Services ................................................................................ Mileage ........................................................................................... I ns u rance ........................................................................................ Holidays .......................................................................................... V acation .......................................................................................... Probation ........................................................................................ Discipline ........................................................................................ Grievance Procedures .................................................................... Severance ................................................................................ Wage Schedule .............................................................................. Strikes, Lockouts, Work Interference ............................................. Sick Leave ...................................................................................... Parental Leave ................................................................................ Family Medical Leave ..................................................................... Safety Shoes .................................................................................. Savings Clause ............................................................................... Duration .......................................................................................... PAGE .... iv .....1 .....1 .....2 .....2 .....3 ............4 ............4 ............4 ............5 ............5 ............6 ..........10 ..........11 ..........'I 2 ..........12 ..........13 .......... i 5 ..........16 ..........16 ..........16 ..........17 ..........18 ..........18 .......... � 8 ..........19 ..........20 � o �-� ) PREAMBLE THIS AGREEMENT IS BETWEEN INDEPENDENT SCHOOL DISTRICT NO. 625 AND DISTRICT LODGE #77, INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS AFL-CIO. This Agreement has been entered into between Independertt School Districi No. 625, hereafter referred to as the Employer, and District Lodge #77, International Association of Machinists and Aerospace Workers AFL-CIO, hereafter referred to as the Union. This Agreement has as its purposes the promotion of harmonious relations between the Employer and fhe Union, the establishment of an equitable and peaceful procedure for the resolution of differences and the establishment of rates of pay, benefits, hours of work, and other conditions of employment. The parties hereto pledge that they shall pursue the above objectives in full compliance with the requirements of the Public Employment Labor Relations Act of the State of Minnesota of 1971, as amended. C J � i �� o�{ 87 ARTICLE 1. 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, dated April 5, 1990, in Case No. 90-PCL-3212, and as set forth below: All regular, probationary, and provisional vehicle and equipment maintenance personnel who are employed by Independent School District No. 625 in the classifications of Audio-visual Equipment Repairer, Communications Technician Helper, Equipment Repairer, Food Service Equipment Repairer, Machinist, Mechanic-Welder, Parts Runner, Vehicle Mechanic, Vehicle Mechanic Leadworker, Vehicle Mechanic Trainee, Welder, and Welder Leadworker, excluding supervisory, confidential, temporary, and employees exclusively represented by other labor or employee organizations. 12 The parties agree that any new cfassifications which are an expansion ofi the above bargaining unit or which derive from the classifications set forth in this Agreement shall be recognized as a part of this bargaining unit, and the parties shall take all steps required under the Pubfic Employment Relations Act to accomplish said objective. ARTICLE 2. DE�INITIONS � 2.1 Collect+ve Barqaininq. The Employer will bargain collectively with the Union with respect to rates of pay, hours, and conditions pertaining to employment for all of the employees in the unit herein before set forth. 2.2 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. 2.3 This Agreement shall designate and define benefits with the exception of pension benefits that shall be granted to the employees by the Employer. If, subsequent to this Agreement, any governing body passes a provision that shall create a cost benefit for an employee in this unit, the cost of such benefit shall be paid by the employee untii such time as the responsibility of the cost is subsequently negotiated. This provision shall not compel either party to reopen negotiations during the course of an existing contract. � o� a�l 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 ati other general working conditions shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul (Resolution No. 3250) and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of this Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. ARTICLE 4. CHECK OFF AND ADMINfSTRATIVE SERVICE FEE 4.1 Dues. The Employer agrees to deduct the Union membership dues once each month 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 as is possible. 4.2 Fair Share. 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 eamings of the employee and transmit the same to the Union. ln 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 otherwise legal. 4.3 The Union will indemnify, defend, and hold the Employer harmless against any claims and all suits, orders or judgments brought or issued against the Employer, its officers or employees, as a result of any action taken or not taken by the Employer under the provisions of this Section. � � 2 o y_87 ARTICLE 5. UNION RIGHTS � 5.� The Union may designate employees within the bargaining unit to serve as Union Stewards. 52 The Union shali fiurnish the Employer and appropriate department heads with a iist 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 shafl be recognized by the Employer for the purpose of ineetings. ARTICLE 6. MANAGEMENT RIGHTS 6.1 The Employer retains the right to operate and manage all manpower, facilities, and equipment; to establish functions and programs; to set and amend budgets; to determine the utilization of technology; to establish and modify the organizational structure, to select, direct and determine the number of personnel; and to perform any inherent managerial function not specifically limited to this Agreement. 6.2 Any 'Yerm or condition of employmenY' not established by this Agreement shall remain with the Employer to eliminate, mod'rfy or establish foliowing written notification to the Union. 6.3 This Agreement establishes the `Yerms and conditions of employmenY' defined by � Minnesota Statute §179A.30, Subdivision 19, for all employees exclusively represented by the Union. This Agreement shall supersede such "terms and conditions of employmenY' established by Civil Service Rule, Council Ordinance, and Council Resolution. \ J �Y-87 ARTICLE 7. HOURS, OVERTIME PAY 7.1 Hours of Emplovment. The normal workday and the normal workweek shall be eight (8) hours excluding one-half (1/2) hour for lunch in any twenty-four (24)-hour period and forty (40) hours in any seven (7}-day period. (For employees on a shift basis, thfs shall be construed to mean an average of forty (40) hours a week.) The normal workweek shall consist of five (5) consecutive normal workdays. 72 Call-in Pav. When an employee is called to work, he/she shall receive two (2) hours' pay if not put to work. If the employee is called to work and commences work, he/she shall be guaranteed four (4)-hours' pay. These provisions, however, shall not be effective when work is unable to proceed because of adverse weather conditions. 7.3 Overtime. Time on the payroll in excess of the normal hours set forth above shall be "overtime work" and shall be done only by order of the head of the department. 7.4 An employee shall be recompensed for work done in excess of the normal hours by being granted compensatory time on a time-and-one-half basis or by being paid on a time-and- one-half basis for such overtime work. The basis on which such overtime shall be paid shall be determined solely by the Employer. The overtime rate of one-and-one-half shall be computed on the basis of 1/80th of the biweekly rate. ARTICLE 8. TOOL INSURANCE AND CLOTHING 8.1 The Employer will provide four (4) changes of coveralls per week in accordance with existing practices. 8.2 The Employer agrees to reimburse employee for tools damaged by fire or vandalism or for tools as may be stolen; however, such liability for reimbursement shall only apply in the event that the employee's tools are stored on the Employer's premises and in such places as Employer shall designate, and, further, only if the tools are destroyed or stolen in their entirety as a result of a fire, vandalism or proven theft from the Employer's premises. ARTICLE 9. COURT DUTY 9.1 Any employee who is required during his/her regular working hours to appear in court as a juror or witness except as a witness in his or her own behalf against the Employer shall be paid his/her regular pay while so engaged, provided, however, that any fees that the employee may receive from the court for such service shall be paid to the Employer and be deposited with the District Business Office. Any employee who is scheduled to work a shift, other than the normal daytime shift, shail be rescheduled to work the normal day[ime shift during such time as the employee is required to appear in court as a juror or witness. i � . 4 ��7 ARTICLE 10. LEGAL SERVICES � 10.1 Except in cases of malfeasance in office or willful or wanton neglect of duty or indifference to rights of others, the Employer shall defend, save harmless, and indemnify an employee against tort claim or demand, whether groundless or othenvise, arising out of alleged acts or omission occurring in the performance or scope of the employee's duties. 10.2 Notwithstanding the provisions of Subd. 11.1, the Employer shall not be required to defend or indemnify any employee against personal liability or damages, costs or expense (a) resulting from a claim, suit, verdict, finding, determination or judgment that the employee has committed an intentional tort or torts, including but not limited to slander, libel, and/or other defamatory harms; or (b) arising out of cross claims, counterclaims, affirmative defenses and/or separate actions brought against such employee in response to or resulting from claims, allegations, demands or actions (whether or not litigation was actually commenced) brought, made or instituted by such employee. 10.3 Notwithstanding the provisions of Subd. 11.1 or 11.2, the Employer may at its sole discretion defend an employee against allegations, claims, demands or actions wholly or in part based on or arising out of claimed intentional torts, and in such cases, the employee consents to the extent lawfully permitted to such representation without regard to actual or potential conflicts of interest. 10.4 Each employee, within twenty (20) days after receiving notice of (1) a tort claim or demand, action, suit or proceeding against him or her, and (2) a judgment, verdict, finding or determination, either of which arises out of alleged or found acts or omissions occurring in the performance or scope of the employee's duties, shall notify the Employer by giving wriften notice thereof to the Employer's General Counsel. � ARTICLE 11. MILEAGE 11.1 MILEAGE ALLOWANCE. Employees of the School District, under policy adopted by the Board of Education, may be reimbursed for the use of their automobiles tor school business. The mileage allowance for eligible empfoyees shalf be established by the Board of Education. The mileage reimbursement rate shall be indexed periodically to reffect the rate established by the Internal Revenue Service. 11.2 REIMBURSEMENT PROCEDURES. An employee must keep a record of each trip made. Reimbursement shall be for the actual mileage driven in the performance of assigned duties as verified hy the appropriate school district administrator and in accordance with School District Business Office policies and procedures. � oy 8� ARTICLE 12. INSURANCE SECTION 1. ACTIVE EMPLOYEE INSURANCE 1.1 1.2 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by the Employer shall be solely controlled by the contracts negotiated by the Employer and the benefit providers. The Employer will attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees selecting the offered plans agree to accept any changes in benefits which a specific provider imp�ements. Eliqibilitv Waitinp 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 For the purpose of this Article, full-time employment is defined as appearing on the payroll at least thirty-two (32) hours per week or at least sixty-four (64) hours per pay period excluding overtime hours. 1.4 For the purpose of this Article, half-time employment is defined as appearing on the payroll at least twenty (20) hours per week or at least forty (40) hours per pay period excluding overtime hours. 1.5 For each full-time employee who selects employee coverage under a medical insurance plan offered by the Employer, the Employer agrees to contribute the cost of such coverage or $300 per month, whichever is less. For each full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $490 per month, whichever is less. 1.5.1 1.52 Effective January 1, 2004, for each full-time employee who selects employee coverage under a medical insurance plan offered by the Employer, the Employer agrees to contribute the cost of such coverage or $345 per month, whichever is less. For each full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $570 per month, whichever is less. Effective January 1, 2005, for each full-time empioyee who selects employee coverage under a medical insurance plan offered by the Employer, the Employer agrees to contribute the cost of such coverage or $370 per month, whichever is less. For each full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $610 per month, whichever is less. 1.6 For each half-time employee who selects employee coverage under a medical insurance plan offered by the Employer, the Employer agrees to contribute fifty percent (50%) of the amount contributed for full-time employees selecting such employee insurance coverage. For each half-time employee who selects family insurance coverage, the Employer will contribute fifty percent (50%) of the amount contributed for full-time employees selecting such family insurance coverage. 1.7 For each eligible employee the Employer agrees to provide $25,000 of basic life insurance coverage. 1.8 During the term of this Agreement, a pre-tax medicai and child care expense account will be made available to employees in this bargaining unit who are eligible for Employer-paid premium contribution for health insurance. The account will be available for medical and child care expenses within the established legal regulations and IRS requirements for such accounts. � � • o� ARTICLE 12. INSURANCE,Section'I (continued) � 1.9 Lonq-Term Disabilitv Insurance. Effective January 1, 2004, the Employer shall provide, for each eligible employee covered by this agreement who is employed full time, long- term disability insurance. SECTfOPJ 2. RETIREMENT HEALTH INSURANCE PROVISIONS 2.1 Senefit Efiqibilitv for Emplovees who Retire Setore Aqe 65 � 2.1.� Emplovees hired into District service before Januarv 1. 1996, must have completed twenty (20) years of continuous employment 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. Not less than ten (10) of the years immediately preceding retirement must have been completed within the actual employment of the District (i.e., service credit with the City of Saint Paul or other governmental unit shall not be considered in meeting this ten (10)-year requirement. Effective June 30, 2006, all years of service toward meeting the twenty (20)-year requirement must be in the actual employment of Independent School District No. 625. No outside time with the City of Saint Paul or other governmental units will be considered. 2.1.2 Em�lovees hired into District service after Januarv �. 1996, must have completed twenty (20) years of service with Independent School District No. 625. Time with 1he City of Saint Paul will not be couMed toward this twenty (20)-year requirement. 2.1.3 Eliqibilitv repuirements tor all retirees: A. Be receiving pension benefits from PERA, St. Paul Teachers Retirement Association or other public employee retiree program at the time of retirement and have severed the employment relationship with Independent School District 625. B. Must have been employed by Independent School District 625 and covered under this Agreement immediately preceding retirement. C. A retiree may not carry hisJher spouse as a dependent ii sucfi 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. D. Additional dependents beyond those designated to the District at the time of retirement may not be added at District expense after retirement. E. The employee must make application through District procedures prior to the date of retirement in order to be eligibie for any benefits provided in this Section. Employees terminated for cause will not be eligible for employer contributions toward insurance premiums for either pre-age 65 or post- age 65 coverage. • � ARTICLE 12, iNSURANCE, Section 2(continued) 2.2 Emplover Contribution Levels for Emplovees Retirinq Before Aae 65 � 22.� Health 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. 22.1.� District contribution toward health insurance premiums will equal the same dollar amoGnt the District contributed tor single or tamily coverage to the carrier in the employee's last month of active employment. 2.2.1.2 In the event the District changes health insurance carriers, it will have no impact on the District contribution for such coverage. 2.2.1.3 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. 22.2 Life Insurance Employer Contribution The District will provide for early retirees who qualify under the conditions of 2.1.1 or 2.12 of this Section, premium contributions for eligible retirees for $5,000 of life insurance only until their sixty-fifth (65th) birthday. No life insurance will be provided, or premium contributions paid, for any retiree age � siMy-five (65) or over. 2.3 Benefit Eliqibilitv for Emplovees After Ape 65 2.3.1 Emplovees hired into the District before Januarv 1, 1996, who retired before age si�y-five (65) and are receiving benefits per Subd. 2 above are eligible, upon reaching age sixty-five (65), for employer premium contributions for health insurance described in 2.4 of this Section. 2.3.2 Emplovees hired into the District before Januarv 1. 1996, who retire at age sixty-five (65) or older must have completed the service eligibility requirements in 2.1 of this Section to receive District contributions toward post-age sixty-five (65) health insurance premiums. 2.3.3 Emolovees hired on or after Januarv 1, 1996, shall not have or acquire in any way any eligibility for Employer-paid health insurance premium contribution for coverage in retirement at age sixty-five (65) and over in 2.4 of this Section. Employees hired on or after January 1, 1996, shall be eligible for only earlv refirement insurance premium contributions as provided in 22 and Deferred Compensation match in 2.5 of this Section. � 0 d3�-�7 s ARTICLE 12. INSURANCE, Section 2(continued) 2.4 Em�lover Contribution Levels for Retirees After Aqe 65 2.4.1 Emplovees hired into the District before Januarv 1. 1996, who meet the eligibif'�ty requirements in 2.3.1 and 2.3.2 of this Section 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 Sinqle Famil $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. � 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. Upon reaching eligibility, the District will match up to $50 per paycheck to a maximum of $500 per year of consecutive active service, up to a cumulative lifetime maximum of $12,500. Part-time employees working half-time or more will be eligible for up to one half (50 percent) of the available District match. Approved non-compensatory leave shall not be counted in reaching the three (3)-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 Pfan sha11 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 District's specified procedures. � ��l� 87 ARTICLE 13. HOLIDAYS 13.� Hotidavs Recoqnized and Observed. The following days shall be recognized and • observed as paid 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 Eligible employees shail receive pay for each of the holidays listed above on which they perfortn no work. Whenever any of the hofidays 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. 132 Eliqibilitv Reauirements. To be eligible for holiday pay, an employee must have been active on the payroll the day of the holiday. It is further understood that neither temporary nor other employees not otherwise eligible shall receive holiday pay. 13.3 In the case of Board of Education employees, if Martin Luther King Day or Presidents' Day falls on a day when school is in session, the employee shall work that day at straight time and another day shall be designated as the holiday. This designated holiday shall be a day on which school is not in session and shall be determined by agreement beiween • the employee and the supervisor. u i[�7 �Y d�j r 1 LJ � • ARTICLE 14. VACATION 14.1 In each cafendar year, each tulf-time employee shall be granted vacation according to tfie following schedule: Years of Service First Year Through 8 Years After 8 Years Through 15 Years After 15 Years 14.2 � 4.3 Vacation Hours Earned Per Hour On Pavroll 0.0692 0.0885 0.1077 'Annual Hours Earned 144 184 224 `Annual Days Earned 18 23 28 `Annual hours and days earned are based on a two thousand eighty (2,080)-hour work year. Vacation is earned on regular hours on payroll. Years of Service is defined as the number of years since the date of employment. Employees who work less than full time shall be granted vacation on a pro rata basis. The employee may carry over into the following year up to a maximum of one hundred sixty (160) hours of vacation. 14.4 If for reasons of business the department head determines that additional carry over is necessary for an employee, then the employee shall ask the immediate supervisor to allow additional time be carried over. The time of vacation shall be fixed by the head of the department in which the employee is employed. If an employee has been granted more vacation than the employee has earned up to the time of separation from service, the employee shall reimburse the School District for such unearned vacation. If an employee is separated from the School District by reason of resignation, the employee shall be granted such vacation pay as the employee may have earned and not used up to the time of such separation, provided that the employee has notified the department head in writing at least fifteen (15) calendar days prior to the date of resignation. If an employee is separated Srom the School District by reason ot discharge, retirement or death, the employee shall be granted such vacation pay as may have been earned and not used up to the time of such separation. 14.5 Sick Leave Conversion to Vacation. If an employee has an accumulation of sick leave credits in excess of one thousand four hundred forty (1,440) hours, he/she may convert any part of such excess to vacation at the rate of one-half (1/2) da�s vacation for each day of sick leave credit. The mvcimum number of hours vacation allowed by the conversion of sick leave credits shall be no more than forty (40) hours in any one year. 11 o� g� ARTICLE 15. PROBATION 15.1 Oripinal Emplovment Probation, A new employee shall serve a six (6)-month � probationary period, following regular appointment 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. The probation period will exclude any unpaid leaves of absence when calculating time toward completion of any probationary period. 15.2. Promotional Probation. An employee newly promoted to a position covered by this Agreement shall remain on promotional probation for a period of six {6) months. At any time during this probationary period, the employee may be retumed to the employee's previous position or to a position to which the employee may have been transferred or assigned prior to the promotion, at the discretion of the Employer, and without recourse to the grievance procedure. ARTICLE 16. DISCIPLINE 16.1 The Employer will discipline employees for just cause only. Discipline will be in the form of: a) Oral reprimarrd; b) Written reprimand; c) Suspension; d) Reduction; e) Discharge. 162 Employees and the Union will receive copies ot written reprimands and notices of � suspension and discharge. 16.3 Preliminarv Review. Prior to issuing a disciplinary action of unpaid suspension, demotion, or discharge, the supervisor will make a recommendation to hislher supervisor regarding proposed discipline. The supervisor will then offer to meet with the employee prior to making a final determination of the proposed discipline. The employee shall have fhe 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 wiU be given ihe opportunity to respond in writing. 16.4 Employees who are suspended, demoted or discharged retain all rights under Minnesota Statute §179A20, Subdivision 4, and thereby have the right to request that such actions be considered a"grievance" for ihe purpose of processing through the provisions of Article 16 (Grievance Procedures). Oral reprimands shall not be subject to the grievance review procedures. � 12 D� � � ARTICLE 17. GRIEVANCE PROCEDURES � 17.1 The Employer shall recognize stewards selected in accordance with Union rules and regulations as the grievance representative of the bargaining unit. The Union shall notify the Employer in writing of the names of the stewards and of their successors when so named. �72 It 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 loss in pay when a grievance is processed during working hours, provided the Steward and the employee have notified and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the Employer. 17.3 The procedure established by this Article shall be the sole and exclusive procedure, except for the appeal of disciplinary action as provided by Article 7, for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this Agreement. Grievances shall be resolved in conformance with the foffowing procedure: Steo 1 Upon the occurrence of an alleged violation of this Agreement, the employee invofved 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 ten (10) calendar days of the first occurrence of the event giving rise to the grievance or within the use of reasonable diligence should have had knowledge of the first occurrence of the event giving rise to the grievance, shall be considered waived. Steo 2 Within ten (10) 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 resutt ofi this meeting, the grievance remains unresolved, the Employer shall reply in writing to the Union within five (5) calendar days following this meeting. The Union may refer the grievance in writing to Step 3 within ten (10) calendar days folfowing receipt of the Employer's written answer. Any grievance not referred in writing by the Union within ten (10) calendar days following receipt of the Employer's answer shall be considered waived. Steo 3 Within ten (10) calendar days following receipt of a grievance referred from Step 2, a designated Employer Supervisor shall meet with the Union Business Manager or the designated representative and attempt to resolve the grievance. W ithin ten (10) 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 ten (10) calendar days following receipt of the Employer's answer shall be considered waived. � 13 by 87 ARTICLE 17. GRIEVANCE PROCEDURES (continued): Steo 4 If the grievance remains unresolved, the Union may within ten (10)-calendar � days after the response of the Employer in Step 3, by written notice to the Employer, request arbitration of the grievance. The arbitration proceedings shall be conducted by an arbitrator to be selected by mutual agreement of the Employer and the Union within ten (10) calendar days after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said ten (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 Union shall have the right to strike two (2) names from the panel. The Union shall strike the first name; the Employer shall then strike one (1) name. The process will be repeated and the remaining person shall be the arbitrator. 17.4 The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only the spec'rfic 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 of the hearing or ihe submission of briefs by the parties, whichever be laYer, unless the parties agree to an eMension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. The decision of the arbitrator sha!! be fina! and binding on the Employer, the Union, and the employees. 17.5 The fees artd expenses for the arbitrator's services and proceedings shall be borne equally by the Employer and the Union, provided that each parry shall be responsible for � compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. 17.6 The time limiis in each step of this procedure may be eutended by mutual agreement of the Employer and the Union. '17.7 For the purpose of this severance pay program, a transfer from Independent School District No. 625 employment to City of Saint Paul employment is not considered a separation of employment, but such transferee shall not be eligible for this severance program. 17.8 It is understood by the Union and the Employer that a grievance may be determined by either the grievance procedure of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is determined by this grievance procedure, it shall not again be submitted for arbitration under the Civil Service Rules. If an issue is determined by the provisions of the Civil Service Rules, it shall not again be submitted for arbitration under this grievance procedure. � i[! o� �� ARTICLE 18. SEVERANCE PAY � 18.1 The Employer shall provide a severance pay program as set forth in this Article. Payment of severance pay shall be made within the tax year of the retirement as described in Business Office Rules. 182 To be eligible for the 403(b) tax-deferred retirement program for sheltering severance pay and vacation pay, an employee must meet the following requirements: 182.1 The employee must be lifry-five (55) years of age or older. 18.2.2 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, incompetency or any other disciplinary reason are not eligible for this severance pay program. 18.3 If an employee notifies the Human Resource Department three (3) months in advance of the date of retirement and requests severance pay and if the employee meets the eligibility requirements set forth in 18.2 above, he or she will receive a District contribution to the School District No. 625 403(b) Tax-Deferred Retirement Plan for Sheltering Severance Pay and Vacation Pay in an amount equal to $75 for each day of accrued, unused sick leave, up to 200 days. 18.3.1 If a� 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 ahove, he or she will receive a District contribution to the School District No. 625 403(b) Tax- � Deferred Retirement Plan for Sheltering Severance Pay and Vacation Pay in an amount equal to $65 pay for each day of accrued, unused sick leave up to 231 days. 18.3.2 If exigent circumstances exist, such as a sudden illness/injury of the employee or immediate tamily member necessitating immediate retirement, and if the employee meets the eligibility requirements set forth above, he or she will receive a District contribution to the School District No. 625 403(b) Tax- Deferred Retirement Plan for Sheltering Severance Pay and Vacation Pay in an amount equal to $75 pay for each day of accrued, unused sick leave up to 200 days. 18.4 The maximum amount of money that any employee may obtain through this 403(b) Tax- Deferred Retirement Plan for Sheltering Severance Pay and Vacation Pay is $16,000. 18.5 For the purpose of this 4o3(b) Tax-Deferred Retirement Plan for Sheltering Severance Pay and Vacation Pay, 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, contributions to the 403(b) Tax-Deferred Retirement Plan for Sheltering Severance Pay and Vacation Pay shall be made to the employee's estate. 18.6 For the purpose of this 403(b) Tax-Deferred Retirement Plan for Sheltering Severance Pay and Vacation Pay, a Iransfer irom fndependent School District No. 625 employmeril to City of Saint Paul employment is not considered a separation of employment, and such transferee shall not be eligible for this plan. �J 15 0� ARTICLE 19. WAGE SCHEDULE 19.1 The wage schedule for purposes of this contract shall be Appendix A, attached hereto. � � 9.2 The Vehicle Mechanic Leadworker rate will be no less than 252 per hour higher than the Vehicle Mechanic rate. 19.3 The Food Service Equipment Repair Leadworker rate will be no less than $.60 per hour higher than the Food Service Equipment Repair rate. ARTICLE 20. STRIKES, LOCKOUTS, WORK INTERFERENCE 20.1 The Union and the Employer agree that there shall be no strikes, work stoppages, slowdowns, sit-downs, stay-ins, or other concerted interterences with the Employer's business or affairs by any of the said Union 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. Employees engaging in same shall be liable for disciplinary action. ARTICLE 21. SICK LEAVE 21.1 Sick Leave. Sick leave shall accumulate at the rate of .0576 of a working hour for each 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 shali be granted leave with pay, for such period of time as the head of the department deems necessary for the following specified allowable uses: 21.2 Personal Illness. Employees may use accumulated sick leave for hours off due to personal illness. The employee may be required to furnish a medical cert'rficate 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. 212.1 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 (8) 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. 2122 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 Minnesota Statute §181.9413 and shall remain available as provided in the Statute. � 16 � ,. ARTICLE 2�. SICK LEAVE (continued) � 212.3 Bereavement Leave. A feave of absence with pay, not to exceed five (5) days, shall be granted because of the death of an employee's spouse or child. 212.3.1 Up to three (3) days shall be granted because o( death of other members of the employee's immediate family. Other members of the immediate family shall mean father, mother, sister, brother, parent-in-law, son-in-law or daughter-in-law. 21.2.3.2 Leave of absence for one (1) day shall be granted because of death of other close relatives. Other close relatives shall mean grandparent, uncfe, aunt, nephew, niece, brother-in-law, and sister-in-law. 21.2.3.3 A`da�' for this purpose shall be equivalent to the regularly assigned workday of the employee, and such leave shall be deducted from accumulated sick leave. 21.2.4 Up to fifteen (15) days of accumulated sick leave may be used in a contract year to attend to adoption procedures or care for a newly adopted child. Use of these fifteen (15) days does not need to occur consecutively. 21.3 Sick Leave With Pav. During any period in which an employee is absent from work on sick leave with pay, the employee shall not be employed or engaged in any occupation for compensation outside of his/her regular employment with Independent School District No. 625. Violation of the provision of this paragraph by any employee shall be grounds for suspension or discharge. ARTICLE 22. PARENTAL LEAVE 22.1 Parental Leave is a leave without pay or benefits that shall be granted upon request subject to the provisions of this Section. It may be granted for reasons of adoption or pregnancy and/or the need to provide parental care for a child or children of the employee for an extended period of time immediately fiollowing 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. 222 In case of pregnancy, an employee who wishes to use a period of (paid) earned sick leave at the time of pregnancy and delivery-related disability, may request unpaid parental leave for a period following the use of earned sick leave; however, sick leave 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. 22.3 In the case of adoption, the employee shafl submit a written application to the Director of Human Resources of Independent School District No. 625, including the anticipated date of placement of the chifd and at feast twelve (12) weeks in advance of the anticipated date of placement, or earlier if possible. Documentation will be required. � 17 o� �� ARTICLE 22. PARENTAL LEAVE (continued) 22.4 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 fhe beginning of the first pay period following the scheduled date of return, in the same position held prior to the leave or, it necessary, in an equivalent position. 22.5 When an employee has requested and been granted leave for a period longer than six (6) calendar months, buf no more than twelve (12) calendar months, the employee will be placed in an equivalent position after the scheduled date of return as soon as an equivalent vacancy becomes available. For purposes of this provision, an equivalent vacancy is a position in the same title that exists, has no cert'rfied incumbent, which is to be filled, and for which no other person has rights. ARTICLE 23. FAMILY MEDICAL LEAVE 23.1 Effective February 1, 7994, leaves of absence shall be granted as required urtder 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. ARTICLE 24. SAFETY SHOES 24.� The Employer agrees to reimburse the employee for up to a maximum of $60 per contract � year toward the cost of purchasing or repairing a pair of safety shoes. Any portion of the $60 that remains unused as of June 30, 2004 may be carried over and used during the second year of this agreement. 242 This reimbursement shall be made only after investigation and approval by the immediate supervisor of that employee. The Employer reimbursement shall apply only to those employees who are required to wear protective shoes or boots by the Employer. ARTICLE 25. SAVINGS CLAUSE 25.1 This Agreement is subject to the laws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this Agreement shal! be held contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provrsions shall continue in full force and effect. � m d � � � � ARTICLE 26. DUR4TION 26.� Except as herein provided, this Agreement shali be efFective as of the date it is executed by the parties and shall continue in full force and effect through June 30, 2005, and thereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend, or modify this Agreement shall notify the other in writing so as to comply with the provisions of the Public Employment Labor Relations Act of 1971, as amended. 26.2 This consfitutes a tentative agreement between the parties which will be recommended by the school district negotiator, but is subject to the approval of the School Board, the Administration of the District, and is also subject to rat�cation by the Union. 26.3 Severabilitv. 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 provisions shall continue in fuii force and effect. 26.4 Waiver. The Employer and the Union acknowledge that during the meeting and nego6ating which resulted in this Agreement, each had the right and opportunity to make proposais with respect to any subject conceming the terms and conditions of employment. The agreements and understandings reached by the parties after the exercise of this right are fully and compietely set forth in this Agreement. Therefore, the Employer and the Union for the duration of this Agreement agree that the other party shall not be obligated to meet and negotiate over any term or condition of employment whether specificaily covered or not specifically covered by this Agreement. The Union and Employer may, however, mutually agree to modify any provision of this Agreement. Any and alI prior ordinances, agreements, resolution, practices. policies, and rules or regulations regarding the terms and conditions of employment, to the extent they are inconsistent with this Agreement, are hereby superseded. WITNESSES: Chair, ' SCHOOL DISTRICT DISTRICT LODGE NO. 77, INTERNATIONAL ASSOCIATION OF MACH 5TS AND AEROSPACE WOtj�t4, S, AFL- O ' .� ✓- Education Business �ent Manager Relations ia�aylv3 Date iF:7 o� p� APPENDIX A The wage rates and salary ranges for classifications in this unit are shown below; Machinist Vehicle Mechanic Vehicle Mechanic Leadworker Vehicle Mechanic Trainee First Third Fourth Fifth SiMh Seventh Bghth EFFECTIVE June 28.2003 $22.42 $22.42 $24.17 2,000 hours 60% of the Vehicle Mechanic base rate 1,000 hours 65% of the Vehicle Mechanic base rate 1,000 hours 70%o of the Vehicle Mechanic base rate 1,000 hours 75% of the Vehicle Mechanic base rate 1,000 hours 80% of the Vehicle Mechanic base rate 1,000 hours 85% of the Vehicle Mechanic base rate 1,000 hours 90°/o of the Vehicle Mechanic base rate r � Audio Visual Equipment Repairer Food Service Equipment Repairer EFFECTIVE June 28.2003 Probationary Fiate Base $2124 $22.42 $15.27 $16.16 � 20 o�-� � � 2003 - 2005 AGREEMENT between INDEPENDENT SCHOOL DISTRICT NO. 625 Saint Paul Public Schools ,• � MINNESOTA TEAMSTERS LOCAL NO. 320 Representing Nutrition Services Personnel July 1, 2003 through June 30, 2005 Saint Paul PUBLIC SCHOOLS • .;i� , ii i u ll ,� II II I I I I I . 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I I i illiit !J i �� I � L� I ,� ilp ��I i I��r i � ti� I �r��i�� 1�1��°ill'I�i f�I��I-�1 I , i i iJ i irl', fepil�' �yl I�i lUi i ��I i I�_ri '�I 4i1 �ql � Ilfl�i ryil �� , i I l I , i ��,P ivJA�x x �� I�uv�,l4'�Iblu i u sJ ��,.i4'�i i i��uwi .,� i ii �,_�i � ih r �V I f , i i ��;�„ ��5 il i ui AcLtl�ii x�,l 1 � ,.Ndll I� �IF��,._ i �.In��. v �.�'I'rh�.VJJ � I Irnu.W I� li �I , O wAI.�II I i111�lI,uu11lIYJrt � I,�I�8�I:1'�h6dlfn II.,i91 I n, ��G �� J� '� ,r 0 � - 87 • CONTENTS NEGOTIATED TERMS AND CONDITIONS OF EMPLOYMENT ARTICLE PAGE Article 1. Definition of AgreemenL_....-------.........._... .. ..._...._..__.... ......_ . . .... ... . . . . _ _ 1 Article2. Recognition......._..........._ ..........................._............_.........__. _......... ...__. ... . . 1 Article 3. Check Off. Fair Share ................ ---- ......._................................_..........._.._..... _ 2 Artide 4. Mamtenance of Standards ................................._..._......_.................................__...2 Article 5 Non-Discrimination, Affirmative Action ............................................................. ........ 2 Artide 6 Holidays. _ . . . . . . . . . ... . .. . - -- . .. . .. . _ . . . . 3 Article 7 Compensalory Leave .. _ _ ._ .... .. _ . . S • Article 8 Hours...._._._ ............... .............._._ ....._ .__ _. ......................... .__ .... .. ._. .. ... 4 Artide9. VacaUOns........_ .........................................................................................._.... ......_ 5 Article10. Breaks ........................_......----.....................................------..........._....--................. Article 11. Civil Service Examinations and Probation ................................... ......._.........._... ._ 6 Art�cVe 12 Senionty, Layoff and RecaO .. _......_ .... ... . .. .... ... ........ . ._ _.._ . . . . _. . l Anc�le 13- Insurance Benefits . . ... . __. . . . . . .. . ... . . . . .. ._ ._. 8 Articte 14. Working Condd�ons .... . .._........._........_..... ._....---- --- ................... .... ......._..._ .. 11 Article15. Severance ..................................__......._..................................................._......... 13 Anc�le 16. Court Duty ..... .......... .._....................................................._..............___. ..... ... ...13 • Artide 17 Dfsripline and Dfscharge.... .. .... .__ .... _ .. . . . .._ _. . . _. . . 14 Artide 78. Gnevance Procedure _ ... . ._. ...._..... .._ .._. ......._... . __..- _ _ _ _ . . . 14 Article19. Leaves ....................................................................................................... ........ . 76 Anc�le 20. Uniforms.. __._.._ _........_........___._....._ ..... ..............._......._....._........_.........._ 18 Artide21. Miieage ........... .. ................... ...................... .._.............._.......... .... ..._ .._....... ... 18 Article Wages ... . .... ..... ..... . ._...._ ... ......_..__...----....._._. _ . ... _ .._. . . . ._.__. ... . 19 Article 23. Duration of Agreement ........................................ ............................ .... ............ .. 20 Appendix Wages ................................................................................................................21-22 Memorandum of Understanding: Summer School Selection .........................................................23 Index.. . ._ .... . ........ ..... .. .. ... ........_.... ................................. ................_.............._ .. .... ... ..24 r u � o�-a�� ARTICLE 1. DEFINI710N OF AGREEMENT • SECTION 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 Minnesota Teamsiers Public and Law Enforcemeni Employees Union, Local No 320 (certi6ed in Case No 81-PR-268-A on December 5, 1986, by the Director of Bureau of Mediahon Servfces as the exclus�ve representatfve), hereinafter referred to as Local No 320. pursuant to and in compliance with the Public Employment Labor Relations Act of 1971, as amended, to set ior[h the terms and conditions of employment. SECTION 2 PURPOSE. The purpose of this Agreement is to promote orderly and construclive relahonships between the Board of Educa[+on, the employees of this urut, and Local No. 320. ARTICLE 2. RECOGNITION SEC710N 1 . The Board of Education recognizes Local No. 320 as ihe certified exclusive representative for the following unit: All food service personnel in the titles contained in this Agreement who are employed by Independent School District No. 625 and who are public employees as defined by PELRA. SEC7ION 2 . The Board of Education agrees that as long as Local No. 320 is the exclusive representahve in accordance with the provisions of PELRA, and as certified by the Bureau of Mediation Services, Siate of Minnesota, for all personnei defined in Section 1 of this Articfe, ihat it will not meet and negotiate with any other labor or employee organization concerning the terms � and conditions of employment for this unit. • �� ARTICLE 3. CHECK OFF, FAIR SHARE SECTION 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 writi�g ihal such deducl+ons be made. The amoonts to be deducted shall be cert�ed to the Employer by a representative of the Union and the aggregate deductions of all empiayees shall be remitted together with an itemized statement to the representative by the first of the succeeding montfi affer such deducYions are made or as soon thereafter as possible. SECTION 2. The Employer agrees to deduct voluntary contributions from the Un�on membership for !he Nafional Teamsters D.R.I.V.E. fund from the pay of those employees who individuaily request in writing that such deductions be made. Such deductions shall be made once each month and remitted to the Union. SECTION 3. Any present or future employee who is not a Union member shail 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 fransmit the same to the Union In no instance shali the reqwretl contnbution exceed 85 percent of the Unron membership dues amount. This provision shall remam operative only as 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 percent of regular membership dues, the full amount permitted by law may be assessed by the Union. SECTION 4. The Union wili 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 empioyees, by reason of negligence of the Union in requesting or receiving deductions under this Articie. ARTICLE 4. MAINTENANCE OF STANDARDS SECTION 1. The Employer agrees that ali conditions of employment relating to wages, work, overtime differentials, vacations, and general working conditions shall be maintained at not less than the highest minimum standard as set foRh in the Civil Service Rules of the City of Saint Paul (Resolution No. 3250) at the hme of signing of this Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement_ ARTICLE 5. NON-DISCRIMfNATION, AFFIRMATIVE ACTION SECTION 1 . Neither the Union nor the Employer shait discriminafe against any empfoyee because of Union membership or non-membership, or because of race, color, sex, religion, national origin or politicai opinion or affitiations. SECTION 2 . AFFIRMATIVE ACTION None of the provisions of this Agreement shafl be interpreted or implemented so as to be in conftict with or cause viotation of the DistricYs A�rmative Action Program as adopted by the Board ' `Effective March 22, 1984 i \ J ��1 • u ARTICLE 6. HOLIDAYS SECTION f. Regular or provisionaf employees working under the titles covered by this Labor Agreement, shall be eligible for six (6) holidays with pay (Labor Day, Thanksgiving Day. Friday foilowing Thanksgiving, Martin Luther King Day, Presidents' Day, and Memorial Day), and In nr,r,ordancP wifh the following rules Empioyees who work in iwelve (12)-month positions wdl recefve hol�day pay for Chnstmas Uay. New Year's Day and the Fourth of July. Employees who work summer schooi wili be paid for the Fourth of July. To be eligible for holiday pay, employees must have been compensated for all scheduled hours of their last scheduled workday before the holiday and for their first scheduted workday following the holiday. If an empioyee is late by less than thirty (30) minutes on the scheduled work day before or the scheduled work day after the holiday, they will receive holiday pay. It one of the above 6sted holidays falls on a day when school is in session, then the Nutnhon Services Director shall designate another day, when school is not in session, as a paid holiday- All employees will be expected to work on aIl days when school is in session, except when on approved leave. Holiday pay wili be paid on the basis of the employee's regular{y-scheduled number oE hours rn the workday. ARTICLE 7. COMPENSATORYLEAVES SECTION I. ELIGIBILITY. Sick leave shall be provided for ail regular, non-temporary employees. SEC710N 2. ACCRUAL. Eligibfe employees shall accrue sick leave at the rate of .0576 per hour for each full hour paid, excluding overtime. ln no case shall leave with pay be granted in anticipation of any future accumu4ation. • o � 87 ARTICLE 7. C�MPENSATORY LEAVES (continued) SECTION 3. REPORTING- All employees shall report sick leave as required in the Nutrition • Services Procedure Manual SECTION 4- Sick leave may be used for any of the follow�ng reasons: 1- Sickness or in�ury of the employee or employee's dependent children, Z. T�me necessary for ofhce vis�ts to physicians, dentists or other healih care personnel, or 3. Employees may use up to forty (40) hours per calendar year of accrued sick leave due to sickness or disability of a parent or a member of his/her household or to make arrangements to care for and attend to the serious or critical illness of hislher spouse, parent, or member of household; or 4. Empioyees may use up to three (3) sick days per school year for personal leave. Personal leave may be taken for any reason. If personal leave is used for non- emergency reasons, the employee must submft a request to fhe immediate supervisor ten (10) working days in advance of use. Approval of personal leave is subject to approval and the ability of the employer to cover work responsibilities. Personal ieave may be taken during any duty day or non-duty week day beginning after Labw Day each year through the end of the regular work year in June. SECTION 5 . SICK LEAVE CONVERSION Accumulated sick leave in excess of one hundred lwenty-five (125) days (1,000 hours) may be converted to vacation at the rate of two (2) days sick leave foi one (1)-day vacation up lo a maximum of five (5) days vacatiai tune Vacation �s to bc paid on the basiz, ol regularly schE:duled hou�s per day. SECTION 6 - BEREAVEMENT LEAVE A leave of absence with pay, not to exceed five (5) days, shall be granted because of ihe death of a employee's spouse, child, parent or step-parent, and regular rnembers of the fmmed�ate household Up to three {3) days shall be granted because ot death of other rnembers of the ernpioyee's �mmediale famdy. Other rnembers of lhc unrnedialc famdy shall mean sister, brother, grandparent, grandchild, parent-in-law, son-in-law or daughter- . in-law. Leave of absence for one (1) day shatl be granted because of death of other close relatives. Other close relatives shaii mean uncte, aunt, nephew, niece, brother-in-law and sister- in-law. Unused leave for such purposes shall not be accumulated. ARTICLE 8. HOURS SECTION 1. This Section is intended to only define the normal hours of work and to provide the basis for the calculation of overtime pay. Nothing herein shall be consVued as a guarantee of hours of work per day or per week. SECTION 2. Overtime is to be paid at Ihe rate of time and one-half (1-1/2) for all hours worked in excess of forty (40) hours per week. OveRime compensation due the employee shall be paid at Ihu iatc herein ated or by gianhng compensatory bmE� on a tnne and oni:-half (t t/2} basis il rnutualty agreed to by lhe Distnct and the employee. \ J 0 o �-87 � ARTICLE 9. VACATIONS SEGTION t. Employees who are assigned to the District Administration Complex on a hveive (12)-month, full-time basis are eligible for vacation. Vacation credits shall accumulate at the rates shown below for each full hour on the payroll, excluding overtime: YE;BfS OF SP,NICP. 1st year th�ough Sth year 6th yearthrough 75th year 16th year through 25th year 26th year and thereafter Hours of Vacation 0385 (80 hours) 0576 (120 haurs) 0808 (168 hours) 0841 (175 hours) Calculations shall be rounded off to the nearest hour. Eshmated hours shown above are based on a 2,080-hour work year. � SECTION 2. An employee may carry over one hundred hventy (120) hours of vacation into the following "vacation year:' � SECTION 3. For the purpose of this Article, the "vacation year' shall be January 1 through December 31. SECTION 4. ARTICLE 10 The scheduling of vacation is subject to approval of the employee's supervisor BREAKS SE=CTION 1 Aif employees are en[itled to a duty-free lunch break of thirty (30) minutes withoul pay, at a time assigned by the manager. SECTION 2. Breaks beside lunch should be as foilows. ilours worked per day Break Time Four (4) or more hours, but less than eight (8) hours One 15-minute break Eight (8) or more hours Two 15-minute breaks • �f -�7 ARTICLE 11. CIVIL SERVICE EXAMINATIONS AND PROBATION SECTION 1 CIVIL SERVICE EXAMINATIONS. Notice of Civil Sernce (Personnel) Exam�nakions for positions in the tood production and service functions shall be posted in the kitchen in each work location no later than five (5) working days before the closing date for e,camination, subject to the timely receipt of information SC-CTION 2 PROEiATION The probahonary penod shail be twelve (12) consecutive monihs from the date of appointment for positions in the titles Nutntion Services Assistant and Nutnhon Sernces Helpec The probationary period, whether originaf or promotionaf appointmenf, for afi other Gtles covered by this Agreement shall be six (6) consecutrve calendar months from the date of appointment excluding holidays, school breaks, and leaves of absence. Extended absences of any kind lasting one (1) month or more in duration shall not be credited when calculating 6me towards the completion of either the original or promotional probationary period. If the employee's serv�ce is found unsafisfactory by the Director of Nulrition Services during the period of original appointment probation, the probationary empioyee may be discharged at the discretion of the Director of Nutrition Services, prior to the end of the original probationary period. If the employee's service is found unsatisfactory by the Director of Nutrition Services during the period of promotional appointment probation, the probationary employee shall be reinstated, at the discretion of tfie Director of Nutrifion Services, to hislher former position or to a position to which he/she might have been transferred or assigned pnor to the promotion, pnor to the entl of lhe promotional probationary penod. � Discharge or reinstatement to a lower levei position during or at the conclusion of the probationary penod stated in this Sect�on 2 is not gnevable under Article 5, nor is it subject to other appeal. � • D �87 ARTICLE 12 SENIORITY, LAYOFF AND RECALL • SECTION i. SENIORITY. Subd 1. Seniority, for the p�rpose of this Articfe, shaff be defined as follows: DISTRICT-WIDE SENIORITY is the length of continuous, regular, and probaUOnary service with the Employer from the date an employee was first certified and appointed to any class title covered by this Agreement, it bemg further understood that distnct-wide senfonty is confined to [he currenl dass assignmen( held by an employee- In cases where fwo (2) oi more employees are appointed to the same class title on the same date, the districf-wide seniority shall be determined by the employee's rank on the eligible list from which the certification was made. BUILDING SENIORI7Y is the Iength of continuous, regular and probationary service with the Employer from the date an employee'S first day of work at one specific schooi district facility in a ceR�ed and appointed position in a class title covered by this Agreement, it being fuRher understood that building seniorfty is confined to the current class assignment held by an employee. In the event an employee requests voluntary transfer and is then transferred from one focation to another, the empioyee shall begin to accrue building seniority at the new location based on the date of assignment to the new location. In the event an employee is mvoluntarily transferred from one iocation to another (or laid off and recalled to a different location), the employee shall carry forward to the new assignment the seniority date held prior to the transfer. In cases where two or more employees are assigned to the same location in the same class title on the same date, the employee with the greater district-wide sen[onty shall be determined to have greater building seniority. Subd. 2. Seniority shall terminate when an employee retires, resigns or is discharged. SECTION 2. LAYOFF � Subd. 1 In the event it is determined by the Employer that it is necessary to reduce the workforce, employees will be laid off by class title based on inverse Iength of buildinq senioritv in that class title. Subd. 2. Two (2) weeks of notice shall be given to any employee laid off. SECTION 3. RECALL. Recall from layoff shall be in order of greatest district-wide seniority, except that recall rights shall expire after eighteen (18) months of layoff. Any employee is eligible for recall to any position in his/her titfe at any location, as tong as the work hours do not exceed the employee's regularly scheduled hours prior to the layoff. Any employee who refuses an offer of recall at any location shall forfeit all fuRher rights to recall. It is understood that a recalled employee will pick up his/her former seniority dates in any class of positions covered by this Agreement and previously held. � ay-8l ARTICLE 43. INSURANCE BENE�tTS SECTION 1. ACTIVE EMPLOYEE INSURANCE Subd t_ Active Employee Health Insurance. Health and Welfare benefits shall be provided in Ihr. form o( prerruum contributrons for eligible employees under the plan offered by Independent School D�str�ct No. 625 tor Civii Service personnei. Employees selecting a plan offered by a Health Maintenance Organization agree to accept any changes in benefits which the Heaith Maintenance Organization implements. Subd. 2 Ehqible employees Employees who become eligible for medfcal and Gfe coveraye, shall be considered full-time if regularly assigned more than six (6) hours per tlay, and half-time if regularly assfgned four (4) to sfx (6) hours per day. 2.1 For eligible half-time employees who elect medical and life coverage, the Employer wiil contnbute one half (V2) of the amount available for full-time employees electmg such coverage. 2 2 One (1) fuli month of continuous regularly appointed service in Independent School District No. 625 will be required before an eligible employee can receive the Distnct's contribuTion of premium cost for insurance provided herein. Subd. 3. Active Emplovee Medical Insurance Emplover Contribution. 3.7 The Employer aqrees to conYribute to ihe premium cost of employee hospital and medical coverage up to $280 per month for each full-time employee who is eligible and elects such coverage; or up to $475 per monfh for each full-time employee who is eligible and elects such coverage. • 3 2 Effective January 1. 2004, the Employer agrees to contribute to the premium cost of hospital and medical coverage up to $280 per month for each full-time employee who is eligible and elects employee coverage in the Iowest cosi plan; $340 per month for each full-time employee who is eligible and elects employee coverage in any other distnct offered plan; or up to $560 per month for each full-time employee who is eligible and . elects famdy or single plus one coverage. ; 3 Effective January 1 2005, the Employer agrees to contribute to the premium cost of hospdal and medical coverage up to $310 per month for each full-hme employee who is ehgible and elecfs employee coverage ur the lowest cosi plan, $360 per month for ca�:h lull-tune ernployee who is eliyible and elec(s employee coveraye in any olhci dislni�t offered plan; or up to $610 per month for each full-t�me employee who is ehyfWe and elects family or single pius coverage. Subd.4. Active EmploVee Life Insurance, The Employer agrees provide each eligible employee $25,000 of life insurance coverage. 4.1 The amount of Iife insurance specified in Subd. 4 shatl be reduced to $5,000 coverage upon early retirement and shall continue until the early retiree reaches age sixty-five (65), at which time all Employer-paid life insurance shall be terminated. Subd. 5. PaVroll Deductions. Any premium costs in excess of the amounts stated above shall be paid by the employee, by means of payroll deduction. Subd. 6. Flexible Spendinq Account. It is the intent of the Employer to maintain duri�g the term of this Agreeme�t a plan for medical and child care expense accounts to be available to active employees in this bargaining unit who are eligible for Employer paid premium contributions for health insurance for such expenses, within the established Iegal regulations and IRS reywrements for such accounts � 0 5�-87 C J � ARTICLE 13. INSUR4NCE BENEFITS (continued� SECT{ON 2. f2ETIREMENT HEALTH INSURANGE Subd 1 Beneft Fliqibility for Employees who Retire Before Age Sixty-Five {65) 1-1 tmUloyees hu ed into Uistnct service before JanuarY 7 1996, nwsl have completed Ihe 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 contnbution by the Distnct after reGrement. A Be receiving pension benefits from PERA, St Paul Teachers Rehrernent Associalion or other public employee re6ree program at the hme ot retirement and have severed ihe employment relationship wdh Independent School Dislncl No. 625, B C. D. E. 72 1 ; 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 serv�ce 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 (20) consecutive years of service within Independent School District No. 625 immediately preceding retirement. Years of regular service with the City of Saint Paul wiil 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 hued into pistrict service after January 1 1996 musi have completed twenty (20) years of service with Independent Schoof District No. 625. Time with the City ot Saint Paul will not be counted toward this twenty (20)-year requirement �hgibifity requvements for a11 retuees: A A rehree may not carry his/her spouse as a dependent if such spouse is also an tadependent Schoal District No. 625 retiree or Independent Schooi Distnct No. 625 employee and eligible for and is enrolled in the Independent School District No. 625 health insurance program, or in any other Employer-paid health insurance program. B.- Additional dependents beyond those designated to the District at the time of retirement may not be added at District expense after retirement. 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. \ I oy-87 ARTICLE 13. INSURANCE BENEFITS, Secfion 2(continued) Subd. Z. 21 22 Subd.3 Empfoyer CantribuUon Levefs for Employees Retirinci BeFore Aae Siuty-Five (65) Health Insurance Employer Contribution Ernployees who rneet lhe requueinents in Subd 1 1 or Subd 1'L �f tfus Aihcle wdl receive a District contribution toward health insurance until the empfoyee reaches sixty- ffve (65) years of age as defined in this subdivision. 2.1.1 The District contribution toward health insurance premiums witl equal the same dollar amount the District contributed for single or family coverage to the carrier in the employee's last month of acYive employment. 2.1.2 In the event the District changes health insurance carriers, it will have no impact on the District contribution for such coverage. 2 7.3 Any empioyee who is receiving family coverage premium contribution at date of retirement and lalr-.r changes to smgle coverage will receive the dollar contribution to single coverage that was prowded in the contract under which the rebrement became effective. Life Insurance Employer Contribution The Dishict wili provide for earty retirees who qualify under the conditions of L1 or 72 above, premium contributions for eligihle retirees for $5,000 of life insurance only until their sixty-fifth (65th) biRhday. No life insurance will be provided, or premwm contributions paid, for any refiree age sixty-five (65) or over. Benefit Eliqibility for Employees After Aqe Sixty-Five (65) 3.1 Empioyees hired into the District before JanuarV 1. 1996, who retired before age sixty-five (65) and are receiving benefits per Subd. 2 above are eligible, upon reaching age sixty five (65), for employer premium contributions for health insurance described in Subd. 4 of this Article. 3 2 Employees hired into the District before January 1 1996 who retire at age 65 or older must have compteted the service eligibdity requiremenGs in Subd. 1 to receive District contributions toward post-age-65 health insurance premiums. 3 3 Em Ip oy2es hired on or after January 1, 1996, shall not have or acquire in any way any eligfbddy for Employer-paitl health insurance premium contnbution for coverage in retirement at age sixty-five (65) and over in Subd. 4. Employees hired on or after January 1, 1996, shall be eligible for only earl retirement insurance premium contribuhons as provided in Subd. 2 and Deferred Compensation match in Subd. 5. Subd. 4 . EmploVer Contribution Levels for Employees After Aqe SixtV-Five (65) 4.1 Emplovees hired into the District before January 1. 1996 who meet the eligibility requirements in Subdivisions 3.1 and 32 of this Article are eligible for premium contributions for a Medicare Supplement health coverage policy selected by the Districf. Premium contributions for such policy will not exceed: Coverage Type Single Fami� Medicare Ehyible $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 refiree, or coverage will be discontinued. � � • 10 �i�-87 ARTICLE 13. INSURANCE BENEFITS, Section 2(continued) • Subd. 5. Emplovees hired after Januarv 1. 1996, after completion of three (3) fuli years of consecutive active service in Independent Schooi District No. 625, are eligible to participate in an Fmployer-matched Minnesota Deferred Compensation Plan or empioyer-approved 403(b) pian Up�ni ic:ictun�� ch�ihdily. Ihc Ur.lncl wdl in�tich up fo $SU per p:ryr,licr.k lu a mtixnuurn ul $500 pri year of consecuUve active service, up to a cumulahve Irfetime maximum of $12.500. F'art-hme employees working half-time or more wili be eligible for up to one half (50 percent) of the available District match_ Approved non-compensatory leave shalt not be counted in reaching the three (3) full years of consecutive active serv[ce, and shalt not 6e considered a break in sewice. Time worked fn the City of Saint Paui will not be counted toward this three (3)-year reqwrement. Federal and state rules governing participation in the Minnesota Deferred Compensation Pfan or employer-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 inihate an apphcahon to partiapate through the DistricYs specified procedures. ARTICLE 14. WORKING CONDITIONS SECTION 1. EMERGENCY CLOSINGS AND CALL IN Subd L If it becomes necessary or desirable to close a school as a result of an emergency, the effort shali be made to notify employees not to come to work. Employees not notified who report for work shall be granted rivo (2) hours' pay at their regular rate. Subd. 2. An employee who is expected to come to work on a regular workday, or who is called • in to work at another time, shall receive a minimum of two (2) hours straight time pay for the work. SECTION 2. WORKSHOPS. Empioyees in the Nutntion Services program ordered by the NutnUon Services Director to attend Nutntion Services workshops shall be reimbursed for the tuition of the workshop and the normai hourly rate for the time spent in the workshop. SECTION 3. WORKING OUT OF CIASSIFICATION. 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 i� a h�gher classification not (ater than the sixteenth (16th) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as the full-time performance of all of the significant duties and responsibilities of a classification by an individual in another classificahon. For ihe purposes of this Articie, 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 ciassification. • 11 a y-a7 ARTICLE 14. WORKING CONDITIONS (continued) SECTION 4. ADDITION OF REGULARI.Y SCHEDULED WORK HOURS. Whenever • regulariy-scheduled hours are added to an existing Nutrition Services Assistant and Nutrition Services Helper positions, ihe Nutrition Services Assistant or Nutrition Services Nelper with the greatest bwiding seniority regularly employed in that kitchen or facility will be first offered the additional work hours, if that Nutrition Services Assistant or Nutrition Services Helper is iisted for such consideration. Subd 1 To be listed for add�tional hours consideration, a Nutrition Services Assistant or Nutrdion Sernces Helper must indicate in writing, at the start of the school year, to the Director of Nutrd�on Services or fo the designated immediate supervisor, the infen2ion to be available for such additional work time. Subd- 2. If a listed Nutnfion Services Assistant or Nutrition Services Helper refuses addiLonai _ regularly-scheduled work time, the Director of Nutrition Services or desfgnated immediate supervisor may remove that employee's name from the listing. Subd. 3. A reduction in regularly-scheduled hours to a position covered by this Agreement shal! not be considered a layotf, and is not subject fo the provisions of Article 8, Layoff and Recall. SECTION 5 REQUES7S FOR CHANGE OF LOCATION Employees who wish to be considered for reassignment to another focation should submit a written request to the o�ce of Director of Nutrition Services by April 1 of any year. The request should specify the location or area the employee prefers. SECTION 6 FOOD MANAGER'S FOOD SAFETY CERTIFICATION Subd- 1 Nutrition Services Supervisor 1 2 and 3 The parties recognize and acknowledge that the Saint Paul Food Manager's Certification (or a State of Minnesota Certification if regulation changes) is a requ�rement for hold+ng a position m the Nutrition Services Superv�sor 7, 2 and 3 titles covered by this Agreement, and will be a requirement prospectively for new appointees as well. The District shall reimburse employees in these titles for the following costs associated with . 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 test Renewai fees � 12 0�-8 � ARTICLE 15. SEVERANCE • 15.1 The Employer shall provide a severance pay program as set forth in this Article. Payment of severance pay shall be made within the tax year of the retirement as described in Business Office Rules 1 S2 To be ehgible for the 403(b) tax-deferred retirement program for sheltenng severance pay and vacation pay, an employee must meet the following requirements: 15 2 1 The employce mus� be fifty-five (55) years ot a<�e o� oldcr 15 22 The employee must be voluntanly separeted from School Dishict ernployment or have been sub�ect to separation by layoff or compulsory retirement Those employees who are discharged for cause, misconduct, inefficiency, incompetence or any other disaplinary reason are not eligible for this severance pay program. 15 3 If an employee notifies the Human Resource Department three (3) months in advance of ihe dafe of retisement and requests severance pay and if the employee meets the eligibility requirements set forth in 15.2 above, he or she will receive a District contribution to the School District No. 625 403(b) Tax-Deferred Reti�ement Plan for Sheltering Severance Pay and Vacation Pay in an amount equal to $10 for each hour of acerued, unused sick leave, up to 1500 hours. 15.3.1 If an employee notifies the Human Resource Department in less than th�ee (3) months in advance of the date of retirement and requests severance pay and if the employee meets the eligibiiity requirement set forth above, he or she wiil receive a District contribution to the School District No. 625 403(b) Tax- peferred Retirement Plan for Sheltering Severance Pay and Vacation Pay in an amount equal to $8 pay for each hour of accrued, unused sick leave up to 1,875 hours � 15 32 If exigent circumstances exist, such as a sudden illness/injury of the empioyee or immediate family member necessdating immediate retirement, and rf the employee meets the eligibility requirements set forth above, he or she will receive a Distnct contnbution to the Schooi District No. 625 403(b) Tax- Deferred Retirement Plan for Sheltering Severance Pay and Vacation Pay in an amount equaV to $10 pay for each hour of accrued, �nused sick leave up to 1500 hours. t 5 4 The maximum amount of money that any employee may obtain through this 403(b) Tax- Deferred Retirement Plan for Sheltering Severance Pay and Vacation Pay is $15,000. 15.5 For the purpose of this 403(b) Tax-Oeferred Retirement Plan for She(tering Severance Pay and Vacation Pay, 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, contributions to the 403(b) Tax-Deferred Retirement Plan for Sheltering Severance Pay and Vacation Pay shall be made to the employee's estate. 15.6 For the purpose of this 403(b) Tax-Deferred Retlrement Plan for Sheltering Severance Pay and Vacation Pay, a transfer from Independent School District No. 625 employment to City of Saint Paui employment is not considered a separation of employment, and such transferee shall not be eligible for this plan. • 13 0�'!�7 ART(CLE 16. COURT DUTY SECTION 1. Any employee who is required to appear in court as a juror or as a subpoenaed • witness shaN be paid his/her regular pay while so engaged, urtless the court duty is the result of litigation undertaken by ihe employee or the Union against the Employer. My fees that ihe employee shall fP,CP,IVP. from the court for such service shall be paid to the Employer Any cinpluyaa who is Sehcdulud tu wr�rk a shifl olhEr than lht: norm.il dayhnic sfnfl. sh<ill be� rescheduled to work the normal daytime shift during such 6me as helshe is reqwred to appear in court as a juror or witness. ARTICLE 17. DISCIPLINE AND DISCHARGE SECTION 1 The Employer shall have the right to impose disciplinary actions on employees for tust cause. SECTION 2 Disciplfnary achons by the Employer shail indude only the following actions (1) Oral repnmand; (2) Written repnmand, (3) Suspension; (4) Demotion; (5) Discharge. SECTION 3. Employees who are suspended, demoted or discharged shall have the right to request that such actions be reviewed through the provisions of Article 5, Grievance Procedure of this Agreement This prov�sion is not intended to abrogate rights of veterans pursuant to statute. SECTION 4_ PRELIMINARY REVIEW. Prior to issuing a disciplinary action of unpaid suspension, demotion, or discharge, the supervisor will make a recommendat�on to his/her supervisor regarding proposed discipline. The supervisor will then schedule a meeting with the employee prior to making a finat 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 behaif regarding the proposed action. If the employee is unable to meet with the supervisor, the emptoyee and/or union will be given the opportunity fo respond in writing. ARTICLE 18_ GRIEVANCE PROCEDURE SECTION 1. This grievance procedure is established to resolve any specific dispute between the employee and the School District concerning, and Iimited to, the interpretation or application of the provisions of this Agreement. SECTION 2. An employee presenting a grievance may elect to be represented by an appropr�ate Union represeniative. Ai Step 1 or Step 2 of the grievance procedure, the employee may choose to present hislher grievance without being represented by a Union representative, provided, however, that the Union representative shall be notified of the adjustment or settlement of any Step 2 grievance and provided further that any adjustment or settlement shall no1 be inconsistent with the terms of the Agreement. • 14 05�� ARTICLE 18. GRIEVANCE PROCEDURE (continued) • SECTION 3. It is recognized and accepted by the Union and the Employer that the processing of grievances as herelnafter provided is limited by the job duties and responsibilities of the employees and shali therefore be accomplished during normal working hours when consistent with such employees' duhes and responsibflities- The aggneved employee and a Union representative shall be allowed a reasonable amount of time without loss of pay when a grfevance is investigated and Qresented to the Employer during normal working hours provided that ihe employee and the Union representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and would not be detnmental to the work programs of the Employer. It is understood that the Employer shall not use the above limdation to hamper the processmg of grievances. SECTION 4 A grievance shail be resolved in the following manner. Subd t (Step 1) Any employee daiming 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 Ume the employee reasonably should have had knowledge of the occurrence, whichever is later, discuss the complaint oraliy with the representahve designated by the Director of Nutrition Services. The representative of Director of Nutntion Services shall attempt to adjust the compiaint at that time. Subd. 2. (Step 2) A grievance not resofved in Step 1 and appealed to Step 2 shall be placed in writing setting for[h the nature of the grievance, the facts on which ii is based, the provision or provisions of the Agreement allegediy violated, the remedy requested, and shail be appealed to Step 2 by the employee within fifteen (15) working days after the Employer-designated representative's final answer in Step 1. Any grievance not appeafed in writing to Step 2 by the employee within fifteen (15) working days shall be considered waived. If appealed, the written grievance shall be presented by the employee and the Union and discussed with the Director of Nutrition Services (or representative designated by the Superintendent). The Director of Nutrition Services shall give the Union the Employer's Step 2 � answer in wnting within ten (10) working days following the presentation. Any grievance not appealed in wrding to Step 3 by the employee and the Unioa within ten (t0) waking days afte� receipt of the Employer's reply shall be considered waived. Subd 3- (Step 3) If appealed, the written grievance shail be presented by the Union and discussed at an informal mee6ng within ten (10) working days of receipt of the writte� gnevance, with the Superintendent of Schools or his/her representative. The Employer-designated representa6ve shall give the Union the Employer's answer in wn6ng within ten (10) workfng days after the review meeting. A grievance not resolved in Step 3 may be appealed in writing to Step 4 by the Union within ten (10) working days following the Employer-designated representative's final answer in Step 3. Any grievance not appealed in writi�g to Step 4 by the Union within ten (10) working days shall be considered waived. Subd. 4. (Step 4) A grievance unresolved in Step 3 and appealed to Step 4 by the Union shall be submitted to arbitration subject to the, provisions of the Public Employment Labor Relations Act of 1971 as amended. If a mutually-acceptabie arbitrator cannot be agreed upon, the seiection of an arbitrator sha{I be made in accordance with the procedures of the Minnesota Bureau of Mediation Services, if the Union so requests within the specified ten (10) days. • �5 Oy-87 ARTICLE 18. GRIEVANCE PROCEDURE, Section 5(continued) SECTION 5. The arbitrator shall have no nght fo amend, modify, nullify or ignore the terms and , conditions of this Agreement The arbitrator shall consider and decide only the specific issue(s) submrfted m wnUng by thF Fmployer and the Union, and shall have no authority to make rl��.isions on any other issue no� so submitted_ The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifymg or varying in any way the application of laws, ruies 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 thirry (30) days following the close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shali be b(ndfng on both the Employer and the Union and shall be based solely on the arbitrator's interpretation or apphcation of the express terms of this Agreement and to the facts of the grievance presented The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the Employer and the U�ion, provided that each party shall be responsible for compensating ds own wifnesses. If eiiher party desires a verbatim record of the proceedrngs, 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 equaily. If a grievance is not presented within the lime limits set forth above, it shall be considered waived. If a grievance is not appealed to the next step within the specified time limit or any extension thereof, it shail be considered settled on the basis of the Employer's last answer- If the Employer does not answer a grievance or an appeal thereof within the specified time limits, the Union may elect to process the grievance to the next step. The time Iimit in each step may be extended by mutual written agreement of the Employer and the Union in each step. It is agreed by the Union and the Employer that, if a specific grievance is determined by this grievance process, it shall not again be submitted for consideration under any other procedu�e. It is further understood that if a specific matter is determined by some other procedure, it shafl not again be submitted for review and arbitration under the procedures set forth in this Article. � ARTICLE 19. LEAVES SECTION 1. APPLYING FOR LEAVES. Applications for leaves must be submitted in writing to the Director of Nutrition Services at least forty-five (45) calendar days prior to the proposed start of the leave without pay and shall include the proposed period of the leave and purpose for the leave. The Director of Nutrition Services will reply to leave requests within fifteen (15) working days after they are received in the Nutrition Services O�ce. SECTION 2. SHORT-TERM LEAVES WITHOUT PAY. Short-term special leaves without pay. not to exceed hvo (2) weeks in duration, may be requested and will be considered by the Employer sub�ect fo the operationa! needs of the Employer and ihe abildy to secure substitute heip to satisfactorily maintain the particular assignment of the employee invoived. u �6 c y-t87 ARTICLE 19. LEAVES (continued) • SECTION 3. LONG-TERM LEAVES WITHOUT PAY. Leaves of absence may be requested and are subject to approval of the Director of Nutrition Services. A list of typical leaves is provided below. This list does not cover all possible reasons. • Physical or mental mcapacity of ihe emptoyee to perform their work efficiently, where the granting of a leave will permit the employee to receive treatment enabiing them to return to Schooi District service; • Election or appointment of a ful4-time, paid position in an organization or urnon 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 Si. Paul position; • Disability or injury received in the perFormance of duty not due to the negligence of the empioyee for the period of the employee is receiving compensation payments from the School District for temporary partial disability or temporary total disability; • Parental leave upon the request of the employee. Subd 1 For a leave of six (6) months or longer, the employee must provide written notification to the Director of Nutrition Services, indicating hisfher specific intent to conc{ude 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 Nutrition Services no later than iwo (2) months prior to the originally-scheduled date of the leave termination. � Subd 2. Employees returning from leave will be placed in the next available vacancy in their 7ob title. Subd. 3 Employees who return to service under the provisions of this Section will retain their former senionty. SECTION 4 MILITARY LEAVE. Pursuant to and within the limits of the requirements of Minnesota Statute § 19226, employees shall be granted military leave for up to fifteen (15) days in any caiendar year for required military service. SECTION 5. FAMILY MEDICAL LEAVES. Effective February 1, 1994, leaves of absence shall be granted as required under the federal law known as the Family and Medical Leave Act (FMLA) as fong as it remains in force. The Human Resource Department provides procedures. • 17 oy-8� ARTlCLE 2Q. UNlFORMS SECTION 1. Subd 1. The Employer will provide three (3) uniform pieces to each employee per school year. Selechon and composihon of uniforms is the Employer's option 1.1 Employees who work in the District Kitchen will be provided five (5) uniform pieces per school year. Subd.2. The Employer will provide five (5) uniform pieces at staR-up for new employees. Upon completion of the probationary period, the employee will be provided with two (2) additional uniform pieces. Subd. 3 Upon promotion to a supervisory title, the Employer will provide an additional hvo (2) uniform pieces. Subd.4. A uniform piece for the purpose of this Article shall be defined as any one of the following items as designated by the Nutrition Services Director for that location: 1) shiNtops; 2) slacks/pants; 3) aprons. Bnployees wilt have the flexibihty to select any combmahon of unfform pieces each schoul year, so long as the unrform pieces selected are part of the approved uniform for that location SECTION 2. M 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 Nutrition Services. ARTICLE 21. MILEAGE Nutrition Services employees regularly assigned to travel between work locations shall be reimbursed for eligible mileage in accordance with School District Business O�ce policies and procedures. Nutrition Services employees who are not regularly assigned to travel between work locations and who accumulate $25 or more of eligible mileage expense within the fiscal year may be reimbursed at the end of each fiscal year (July-June) for such expense. Application for reimbursement must be made no later than June 15 each year. The m�ieage reimbursement raie for eligible mileage expense shall be the Districf reimbursement rate estabhshed at the dfscretion of the Board. An employee must keep a record of each trip made Reimbursement shall be for the actual mileage driven in the performance of assigned duties as verified by the appropriate school district admfnistrator and in accordance with School Distnct Business Office pohcies and procedures. � � • m ° y'�7 AR7ICLE 22. WAGES • SEGTION I. The pay rates shall be those described in Appendix A. SECTION 2. Subd_ 1 Indial Placement on the SalaN Schedule When an employee is originally hired or moves from another unit into a title covered by this agreement or moves from one title covered by this agreement to a different title under this agreemen[, indiaf step placemeM wiff be conducted as described by Civd Service Rutes, unless the labor agreement contains a provision descnbing an altemative action_ The labor agreemenl supersedes these provis�ons of Civil Service Rules. A newly hired person regularly appointed in the Nutrition Services Assistant or Nutntion Services Helper classifications will normally start at the base rate. A newfy hired person regufarly appointed in other titles covered by this agreement will iypically start at the Base Rate for that title. A person appointed on a temporary basis normally will be paid at the temporary rate. The only exception is for retirees retuming to work as temporary employees as described in Appendix A, Wage Schedule Conditions. Subd. 2. Step Pfacement on the Salarv Schedufe for a Promotion The Human Resource Department will determine the step placement for a promotion from one titie in the District to a title covered by this Agreement. The step placement will be determined by multiplying the hourly rate of pay the person was receiving pnor to the promotion by 1.05 (a 5°l0 increase). The person will be placed in the new title following promotion at the first salary step that is equal to or greater than the rate calculated when multiplying the previous rate by 1.05 For example, rf the person was makfng $10/hr before the promotion, the Human Resource Department would multiply $10/hr x 1.05 =$10.50/hr. Then the person would be placed on the step in the new title that was dosest to but not less than $10.50/hr. � Subd. 3 Salarv Step Proqression Progression through the steps of a salary range in this contract will be based on Ihe following condifions: Employees must have received an overall rating of "satisfactory" on their most recent perFormance evaluation to receive any salary step advancement. Effective Janaary �, 2002, movement to pay columns beyond the base rate will normally occur on the first pay period following the anniversary date of the employee's appointment to a regular position in the school district, providing that the employee has completed the number of years in the District required for that step. Effective July 1, 2004, employees who were paid on the payroil a minimum of 500 hours in the previous twelve (12) months shall receive a step increment on the start of the pay period closest to July 1 each year. SECTION 3. During the term of this Agreement the Board may at its discretion unilateraliy increase the pay rates provided in Appendix A, to come into comp4iance with the tequirements of the Minnesota Pay Equity Act. SECTION 4_ RETROACTIVITY Empioyees who have terminated employment wdh the School Dlstrict pnor to School Board ratifica6on of the agreement, except for employees who retired and met the contractual eligibility for retuee health insurance, shali not be eligible for any retroactive salary or benefits increases that resulted from the negotiated settlement. • 19 oy-87 AR7ICLE 23. DURATION OF AGREEMENT This Agreement shall be in fuil force and effect from July 1, 2003 through June 3Q, 2005, except • as otherwise specified herein, and shall automatically be continued from year to year thereafter, unless a new Agreement is developed in accordance with the provisions of the Public Fmployment Labor Re(ations Act of 197i, as amended Infent to negohate a new Agreement ,h��ll bc indicated by ciRicr parly providing wntlen notice thercof at least nmety (90) days pnor to the terminahon date set foRh herein. NUTRITION SERVICES PERSONNEL AGREEMENT This Agreement is by and between Independent School DisVict No. 625 and Minnesota Teamsters Public and Law Enforcement Employees Union Local No. 320, on behalf of Nufrifion Servfces PersonneL In full settlement of 2003-2005 negotiations belween the here�n parties, the parties have adopted this Agreement, which is attached hereto and made a part hereof It is understood that this settlement shali be subject to approval and adopGon by the Board of Education of Independent School District No. 625, as well as ratification by the Union. IND ENDENT SCHOO DISTRICT NO_ MINNESOTA TEAMSTERS PUBLIC AND LAW 6 � ENFORCEMENT EMPLOYEES UNION LOCAL / � . Chair, Board of du Business A9e � lfl�/� �a3 � Negotia ions Labor Relations Manager Da Assistant �o � i v3 Date u 20 n �f-8� APPENDIX A: WAGES • Effective June 28, 2003 Base 1-YR. 2-YR. 4-Yft. 6-YR. 8-YR. �0-YR. 12-YR. Rate Rate Rate Rate Rate Rate Rate Rate Nu(ntfon Services Helper $8-68 �9 48 $1028 $10.63 $10.98 Nutrition Services $9 �4 $10.68 �11.57 $11.97 $12.36 $12.76 $13 15 $13.83 Assistant Nutrition Services Assistant2 $10.30 511.30 $12.24 $12.79 $13.35 $13.88 $1d.43 $'f529 Effective June 28, 2004 Step 7 Step 2 Step 3 Step 4 Steo 5 Step 6 Step 7 Step 8 Step 9 Nutrdion Services Helper $8.68 $9.48 $10.28 $10.63 $10.98 $1120 Nutrition Services $9 74 $�0.68 $11.57 $11.97 $�2.36 $12.76 $13.15 $13.83 $14.11 Assistant Nutrition Services $�0.30 $11.30 $1224 $12.79 $13.35 $13.88 $14.43 $1529 $15.60 Assistant 2 Line Leader Premwm A Nutrihon Services Assrstant working in the District Kitchen who is assigned by the Directoi of Nutntion Sernces as Line Leader for a particu{ar function wifl be paid a premium of sixty cents ($.60) per hour over his/her regular hourly rate while performing the Line Leader duties. Line Leader assignment will be made or discontinued at the discretion of the Director of Nutrition Services. e Supervisor Fill-in Pav Nutrition Services Assistants who are designated to fill in for a supervisor when the supervisor is not at the site for the entire day sha11 be paid a premium of sixty cents ($.60) per hour over his/her regular hourly rate of pay. This premium shall not be paid when a Nutrition Services Assistant is receiving out-of-class pay. Waqe Schedule Conditions - Nutrition Services Assistant Persons working on an occasional basis in the Nutrition Services Assistant classification as temporary, provisional, or substitute employees shali be paid at $7.50 hourly. Effective April 1 1996, the only exception is for former employees of the Saint Paul Public School Nutrition Services Department who retired with at least five (5) years of District Nutrition Services experience, and who return on an occasional basis in the Nutrition Services Assistant classification as temporary or substitute employees shall be paid at the 6-Year Rate of the , Nutrition Services Assistant wage schedule. Persons newly employed in the Nutrit�on Services Assistant or Nutrition Serwces Helper classifications on a regularly-scheduled basis, shall be paid at the Base Rate until such time as � the employee shall have passed the Givil Service examination for the classification, been certified and appointed to a regularly-scheduled position. Movement to pay columns beyond the base rate shall be based on completion of the specified number of years of continuous regular employment from the date of employment with the District. � 21 65�-87 APPENDtX A WAGES (contmued) Effective June 28, 2003 Base 2-YR. 4-YR. 6-YR. 8-YR. 10-YR. 12-YR. Rate Rate Rate Rate Rate Rate Rate Baker $14 19 $14.98 $15J8 $16.11 $16.49 $16 78 Nutnhon Services Supervisor 1 S12_73 $13.46 $14.07 $14.68 $15.05 $15.60 Nutrition Services Supervisor2 $13.53 $14.68 $15.41 $16.15 $16.64 $17.31 Nutrition Services Supervisor3 $�5.69 $16.63 $17.38 $1825 $18.75 $19.56 Effective June 28, 2004 Baker Nutntion Services Supervisor 1 Nutrition Services Supervisor 2 Nutrition Services Supervisor 3 $17.43 $16.52 $18.35 $20.67 Steo 1 Step 2 Step 3 Step 4 Steo 5 Step 6 Step 7 Steo 8 Step 9 $14.'19 $14.58 $14.98 $15.78 $16.11 $16.49 $16.78 $17.43 $17.78 $12.73 $13.09 $13.46 $14.07 $14.68 $15.05 $15.60 $16.52 $16.85 $13.83 $14.25 $14.68 $15.41 $16.15 $16.64 $17.31 $18.38 $18.75 $15.69 $16.16 $16.63 $17.38 $'1825 $18.75 $19.56 $20.67 $21.09 u i Minnesota Professional Development Plan For Schooi Food Service Md Nutrition - Level 2 Certification Premium When a regularly (civil service) certified and appointed employee has completed the credit hours required for Level 2 of the American School Food Service Certification Program for School Food and Nutrition and shall have received such certification, that employee shall become eligible for an additional thirty-five cents ($.35) per hour premium over and above his/her normal biweekly rate of pay for al� hours on the payroll as long as the employee maintains a current Level 2 certfication. Payment of the thirty-five cents ($.35) per hour premium shall become effective within thirty (30) days after the emp(oyee has presented to the Director of Nutrition Services of the Saint Paul Public Schoois 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 continuatrort of Yhe premium. u 22 �� 87 � 7003-2605 MFMORANDUM OF UNDERSTANDING KEGAKDING SUMMER SCHOOL SELEC I ION f OR MINNESOTA TEAMSTERS LOCAL NO. 320 REPRESENTING NUTRITION SERVICES PERSONNEL This Memorandum of Understanding is by and between the Board of Education of Independent School District No. 625, Saint Paul Public Schools, and Minnesota Teamsters Local No. 320, exclusive representative for nutrition services employees in the Saint Paul Public Schools. The purpose of this Memorandum is to establish a clear understanding between the parties regarding the selection of employees for the School District's summer school program. Statement of Intent and Purpose ft is the intention of the Employer, during the term of this Memorandum of Understanding to use the following crite�ia for selection of employees for the summer school nutrition services program: 1) Employment date of senior.ity; 2) Completion of the probationary period; 3) A satisfactory last performance appraisal. It is further understood that employees who work in the District Kitchen during the regular school year may apply for summer work only in the District Kitchen; employees who work in the schools may apply for summer work only in the schools. Employees whose assignment during the regular schooi year is split between the District Kitchen and the schools may apply for summer work in either the District Kitchen or the Schools. Employees in other nutrition services groups will continue to be eligible for summer work under . the provisions outlined above. All employees must adhere to sign-up times and dates as established by the Director of NutriGon Sernces. 7his Memorandum of Understanding shall be effective as of January 29. 1998. and shall expire on June 30, 2005. MINNESOTA TEAMSTERS PUBLIC AND LAW ENFORCEMENT EMPLOYEES UNION LOCAL NO 320 �, Susiness n (D l( �153- ae u 23 ae �� al�b3 o y-8 7 INDEX A /�rlddn�n,J Work Huw : B BereavementLeave..... Breaks _ . . _ . 12 4 _.. . . .. _ .. S C CourtDuty..._.....__........_ ...............__..... 14 D Discharge. _ ..... ............_....._._...._... ...... 74 Dfscipline __ .. . . ............._......_............. 14 E Emergency Closings and Call In ............. 11 F Fair Share .............. --.....-- - ............. . 2 Family Medical Leaves ............................ 17 Flexible Spending Account. . .. .__..... . 8 Foud Manager's Food Safety Certif�cahonl2 G Grievance Procedure .................. 14, 15, 16 H Hoiidays .. . . .... .. _._...._ . _ _ .._.._..._ 3 Hours ........... .. .......... .... ...... ................... 4 / I nsurance .... ........................... 8. 9. 10. 11 L Layoff....................._........................... - � Leaves............................................... 16, 17 Line Leader Premium .............................. 21 Lon9-Term Leaves .................................. 17 Lunch Break ..............................................5 M Mtica�i: . . _ �rt MiGtary Leave ....... ............... ....�---.... .. 17 O Overtime ._.__ 4 P Probation ...._- ......... ............_............._. 6 R Recall..-- ............._._....._. _..... .. .... _._. . 7 Requests For Change of Loca[fon. _..._.. 12 Retirement Health Insurance .....................9 Retirement After Age 65 ......................10 Retirement Before Age 65 ............... 9, � 0 S Salary Schedule Placement ....................19 Salary Step Progression ..........................19 Senioriry..._........._..._.... .._ __ . . ... . 7 Sevcrancc . ..._... ... . _ _ . . .. _ I3 Short-Term Leaves .................................. 16 Sick Leave .................................................3 Supervisor Fill-in Pay ................................21 U Unitorms ......---_.. _.... _.... _ .............. _. .. 18 Union Membership ............................ ...... 2 V Vacation._._.........---.........-- ............._ .... 5 W Wages .........................................19, 21, 22 Working Conditions ...........................11, 12 Working Out Of Classification .................11 Workshops ............................................... 11 � I S � 24