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07-611Council File # �7 Green Sheet # 3041431 RESOLUTION � OF SAINT PAUL, MINNESOTA rresenced 1 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 2 Employment Agreements between the Independent School District #625 and the Professional Employees 3 Association, Ina (1/1/2006 —12/31/2007), AFSCME District Council #5, Local No. 844 (7/1/2006 — 4 6/30l2008), International Union of Operating Engineers Loca170 (7/1/2006 — 6/30/2008), and Minnesota 5 School Employees Association representing Classified Confidential Employees Association {7/1/2006 — 6 6/30/2008). Benanav Adopted by Council: Date Adoption Certified by Council Secretary(� By . . Approve M : Date 2 Z� b By. Requested by Deparmient of. H Resources By . Approved by the Office of Financial Services By. Approv City y� y � By. �:i��[� 1�- � �l Approved by Mayor for Submi sion to Council sx �1�� //��.� � - 3 -o� � Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet � 07 HU — HumanRaoucces Corttact Persan & Phone: Jason Schmid[ 26Cr6503 Must Be on CounGl Agen Doc.Type: RESOLUTION E-0ocumefrtRequirnd: N pocument Contad: Sue Wegwerth Cor�tact Phone: 266-6513 03JUL-07 � Assign Number For Routing Order Total # of Signature Pages (Clip All Locations for Signature) Green Sheet NO: 3041431 0 umanRcsoarces 1 nmaa Resourees De artment Director � n 2 ' Attorce -�" � 3 or's OEfice Ms orlAssistaat 4 ouncil 5 Clerk � C�erk Approval of the attached ISD #625 Employment Agreements (Professional Employees Association, Inc., AFSCME District Council #5, Local No. 855, Intemational Union of Opereting Engineers, Local 70, and MN School Employees Association representing Classified Confidential Employees Association). Planning Commission CIB Committee Civil Service Commission 1. Has this persuNfirm ever worked undec a coNract for this tlepartment? Yes No 2. Has ihis persoNfirm ever been a city employeel Yes No 3. Does this personffirm possess a skill not normaiy possessed by any current ciiy employee? Yes No Explain all yes answers on separaM sheM antl attach to green sheet InRiating Problem, Issues, Opportunity (Who, What, When, Where, Why): Employment agreements have already expired. Advantages If Approved: None. Disadvantages If Approved: None. DisadvanWges If No! Approved: None. Transaction: Funding Source: F inancial lntormation: (Expiain) �:.;L a 3 2007 CosURevenue BudgMed; Aetivity Number: July 3, 2007 929 AM Page 1 fNDEPENDENT SCHOOL DISTRICT NO. 625 O'7'6 /I BOARD OF EDUCATION SAINT PAUL PUBLIC SCHOOLS . DATE: July 18, 2006 TOPIC: Approval of Employment Agreement between Independent School District No.625 and Professiona! Employees Association Representing Non- Supervisory Professional Empioyees A. PERTINENT FACTS: 1. New Agreement is for a two-year period from January 1, 2006, through December 31, 2007. 2. Contract changes are as follows: Waqes: Effective December 24, 2005, the salary schedule increase is 2% on all steps with an additional 1.5% on the top step. Effective December 23, 2006, the salary schedule increase is 2% with an additional 1% on the top step. Insurance: Effective January 2006, the district monthly contribution of $415 for single coverage is increased to $457; the district monthly contribution of $740 for family coverage is increased to $815. Effective January 2007, the district contribution for single health coverage is increased to $490; family health coverage is increased to $900. • Compensatorv Leaves: Language standardized to be consistent with other agreements for bereavement leave, court duty leave, military leave and family illness leave. Allowable sick leave use for family illness leave is increased to 120 hours per work year. Language changed to allow up to 30 days of accrued sick leave to be used for adoption procedures or for a father of a newborn child. 3. The District has 62 FTE's in this bargaining unit. 4. This contract maintains the District's fiscal structural balance. 5. This contract supports the DistricYs goal of creating institutional change. 6. This request is submitted by Wayne Arndt, Negotiations/Employee Relations Manager; Kimberly Janes, NegotiationslEmployee Re{ations Manager; Teresa Rogers, Executive Director of Human Resources/Employee Relations; and Lois Rockney, Executive Director of Business and Financial Affairs. B. RECOMMENDA710N: That the Board of Education of Independent School District No. 625 approve and adopt the Agreement concerning the terms and conditions of employment for Professional Employees Association in this school district; duration of said Agreement is for the period of January 1, 2006, through December 31, 2007; and that the Board of Education of Independent School District No. 625 adopt a resolution that this contract maintains the District's fiscal structural balance. u . 1. New Agreement is for a two-year period from July 1, 2006, through June 30, 2008. 2. Contract changes are as follows: Waqes: Effective June 24, 2006, the salary schedule increase is 2% on steps �-5 and 3.5% on steps 6-8. Clerical Assistant and Distribution Worker increase is 2.5% on steps 1-2 and 3.5% on step 3. Effective June 23, 2007, the salary schedule increase is 2% on steps 1-5 and 3% on steps 6-8. Clerical Assistant and Distribution Worker increase is 2.5% on Steps 1- 2 and 3% on step 3. Insurance: Effective January 2007, the district monthly contribution of $420 for single coverage is increased to $460; the district monthly contribution of $740 for family coverage is • increased to $810. Effective January 2008, the district contribution for single coverage is increased to $480; family coverage is increased to $900. Safetv Shoes: Eftective June 24, 2006, the District allowance for safety shoes will increase from $150 to $200 for employees required to wear safety shoes. Severance: Employees who provide three months notice of retirement will receive $100 per day for each day of unused sick leave up to a maximum of $17,500. Employees who provide less than three months notice of retirement will receive $85 per day up to a maximum of $17,500. INDEPENDENT SCHOOL DISTRICT NO. 625 BOARD OF EDUCATfON SAINT PAUL PUBLIC SCHOOLS DATE: September 19, 2006 V 1 / � �' TOPIC: Approval of Employment Agreement Between Independent School District No.625 and American Federation of State, County and Municipal Employees, District Council 5, Local Union No. 844, representing clerical and technical employees A. PERTINENT FACTS: Compensatorv Leaves: Language standardized to be consistent with other agreements. Quarantine: Employees quarantined by a health officer as a result of contagious disease conditions at their work site shall receive payment for time lost for a period not to exceed ten (10) days. Vacation: Increased vacation accrual based upon years of service. Phvsical Examinations: The District will pay for the cost of physical examinations required by Minnesota Statute or other law or rule governing quafifications of bus drivers. Employee must hold proper CDL certification and maintain certification at the DistricYs request. 3. The District has 385 FTE's in this bargaining unit. 4. This contract maintains the DistricYs fiscal structural balance. \J . • Employment Agreement AFSCME Clerical and Technical Employees B. 5. This contract supports the DistricYs goal of creating institutional change. a��(� (� September 19, 2006 Page Two 6. This request is submitted by Kimberly Janes, Negotiations/Employee Relations Assistant Manager; Wayne Arndt, Negotiations/Employee Relations Manager; Teresa C. Rogers, Executive Director of Human Resources and Employee Relations; and Lois Rockney, Executive Director of Business and Financial Affairs. RECOMMENDATION: That the Board of Education ot fndependent School District No. 625 approve and adopt the Agreement concerning the terms and conditions of employment for American Federation of State, County and Municipal Employees, Local Union No. 844, District Council 5, representing clerical and technical employees in this school district; duration of said Agreement is for the period of July 1, 2006, through June 30, 2008; and that the Board of Education of Independent School District No. 625 adopt a resolution that this contract maintains the District's fiscal structural balance. • ��/�� INDEPENDENT SCHOOL DISTRICT NO. 625 � BOARD OF EDUCATION SAINT PAUL PUBLIC SCHOOLS DATE: October 17, 2006 TOPIC: Approval of Employment Agreement Between Independent School District No. 625 and International Union of Operating Engineers, Local No. 70, Exclusive Representative for Custodians A. PERTINENT FACTS: 1. New Agreement is for a two-year period from July 1, 2006, through June 30, 2008. 2. Contract changes are as follows: Waaes: Effective June 24, 2006, the salary schedule increase is 2.5°/a. Increase longevity pay from $.50 to $.80 per hour. Effective June 23, 2007, increase salary schedule by 2.5%. Benefits: Effective January 2006, the district monthly contribution of $420 for single coverage is increased to $460; the district monthly contribution of $740 for family coverage is increased to $810. Effective January 2008, the district contribution for single coverage is increased to $480; family coverage is increased to $900. Effective November 1, 2006, the DistricYs contribution to a deferred compensation match will increase from $500 per year to $600 per year up to a maximum contribution of $12,500. • Severance: Employees who provide the District with three months notice of retirement will receive $100 per day for unused sick leave up to $17,500. Compensatorv Leaves: Language standardized to be consistent with other agreements. Safetv Shoes: Effective June 24, 2006, the District allowance for safety shoes will increase to $200 over the two year contract for employees required to wear safety shoes. Quarantine: Employees quarantined by a health officer as a result of contagious disease conditions at their work site shall receive payment for time lost for a period not to exceed ten (10) days. Vacation: Increased vacation accrual based upon years of service. 3. The District has 241 FTE's in this bargaining unit. 4. This contract maintains the DistricYs fiscal structural balance. 5. This contract will meet the District target area goal of raising expectations for accountability. 6. This request is submitted by Kimberly Janes, Negotiations/Employee Relations Assistant Manager; Wayne Arndt, Negotiations/Employee Relations Manager; Teresa C. Rogers, Executive Director of Human Resources and Employee Relations; and Lois Rockney, Executive Director of Business and Financial Affairs. RECOMMENDATION: • That the Board of Education of Independent School District No. 625 enter into an agreement concerning the terms and conditions of employment for International Union of Operating Engineers, Local No. 70; duration of said Agreement is for the period of July 1, 2006, through June 30, 2008; and that the Board of Education of Independent School District No. 625 adopt a resolution that this contract maintains the DistricYs fiscal structural balance. b��(a�� INDEPENDENT SCHOOL DISTRfCT NO. 625 . BOARD OF EDUCATION SAINT PAUL PUBLIC SCHOOLS DATE: October 17, 2006 TOPIC: Approval of Employment Agreement Between Independent School District No.625 and Minnesota School Employees Association, Representing Classified Confidential Employees Association A. PERTINENT FACTS: 1. New Agreement is for a two-year period from June 1, 2006, through June 30, 2008. 2. Contract changes are as follows: Waaes: Effective June 24, 2006, the salary schedule increase is 2% on steps 1-5 and 3.5% on steps 6-8. Effective June 23, 2007, the safary schedule increase is 2°!0 on steps 1-5 and 3%on steps 6-8. Benefits: Effective January 2007, the district monthly contribution of $420 for single coverage is increased to $460; the district monthly contribution of $740 for family coverage is increased to $810. Effective January 2008, the district contribution for single coverage is increased to $480; family coverage is increased to $900. Effective November 1, 2006, the DistricYs contribution to a deferred compensation match will • increase from $600 per year to $700 per year up to a maximum contribution of $12,500. Severance: Employees who provide the District with less than three months notice of retirement will receive $85 per day for unused sick leave up to $17,500. Compensatorv Leaves: Language standardized to be consistent with other agreements. Lonqevitv: Longevity step 7 will occur at the beginning of employee's 10 year of service. Step 8 will occur at the beginning of employee's 15 year of service. Quarantine: Employees quarantined by a health officer as a result of contagious disease conditions at their work site shall receive payment for time lost for a period not to exceed ten (10) days. 3. The District has 24 FTE's in this bargaining unit. 4. This contract maintains the DistricYs fiscal structural balance. 5. This contract will meet the District target area goals by raising expectations for accountability. 6. This request is submitted by Kimberly Janes, Negotiations/Employee Relations Assistant Manager; Wayne Arndt, Negotiations/Employee Relations Manager; Teresa C. Rogers, Executive Director of Human Resources and Employee Relations; and Lois Rockney, Executive Director of Business and Financial Affairs. B. RECOMMENDATION: That the Board of Education of Independent School District No. 625 enter into an Agreement • concerning the terms and conditions of employment of those classified confidential employees in this school district for whom the Minnesota School Employees Association is the exclusive representative; duration of said Agreement is for the period of July 1, 2006 through June 30, 2008, and that the Board of Education of Independent School District No. 625 adopt a resolution that this contract maintains the DistricYs fiscal structural balance. 0 7 � 2006 - 2007 COLLECTIVE BARGAINING AGREEMENT BETWEEN SAINT PAU� PUBLIC SCHOOLS INDEPENDENT SCHOOL DISTRICT NO. 625 u �.• PROFESSIONAL EMPLOYEES ASSOCIATION, INC. January 1, 2006 through December 31, 2007 � � Saint Pauf Pue�ic ScHan�s � Saint Paul PUBLIC SCHDDLS SAINT PAUL PUBLIC SCHOOLS Independent School District No. 625 Board of Education Elona Street-Stewart Kazoua Kong-Thao Tom Conlon John Brodrick An�e Carroll Tom Goldstein AI Oertwig Chair Vice-Chair Clerk Treasurer Director Director Director • � ��-C�11 • • \ J ARTICLE TITLE Article Article Article Article Article Article Article Articie Article Articfe Article Article Article Article Article Article Article Articie Article Article Article Article Article Articie 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. �3. 74. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. TABLE OF CONTENTS PAG E Preamble................................................................................................................4 Recogn ition .......................................................................................................�-�--- 5 ManagementRights ...............................................................................................5 Maintenanceof Standards ................�---..................................................................5 Check Off and Service Fee ....................................................................................6 Hours of Work and Overtime.........._ ..........................•---�-----........................----------6 Probation................�--.............................---�---.......................---.........----..................7 Sen iority .................................................................................................................. 8 Working Out of Classification .................................................................................8 Wages ....................................................................................................................9 ProfessionalGrowth .............................................................................................10 Holidays................................................................................................................11 Vacation................................................................................................................11 Compensatory Leaves of Absence .......................................................................12 Parental/Matemity Leave ......................................................................................14 Employee Benefits ................................................................................................15 Severance ..........................................................................................�---�--....19 Lega� Services ......................................................................................................19 Discipline..............................................................................................................19 Grievance Procedure ............................................................................................21 Non -Discrimination ...............................................................................................23 Work Stoppage .....................................................................................................22 Mileage ......................................................� �---...................................----...............22 Saving Ciause .......................................................................................................22 Duration and Effective Date ..................................................................................23 Appendix A: Titles and Salary ..........................................................................25 Appendix B: Tfties and Grades .........................................................................29 Appendix C: Standard Ranges .........................................................................31 in dex ........................................................................�---..............................-�----..... 33 3 PREAMBLE This Agreement is entered into between Independent School District No. 625, hereinafter referred to as ihe "Employer' and the City of Saint Paul Professional Employees Association, Inc., hereinafter referred to as the `Association," for the purpose of fostering and promoting harmonious relations between the Employer and the Association in order that a high level of public service can be provided to the citizens in the School District. This Agreement attempts to accomplish this purpose by providing a fuller and more complete understanding on the part of both the Employer and ihe Associafion of their respecfive rights and responsibilities. The provisions of this Agreement shali not abrogate the rights and/or duties of the Employer, the Association, or the employees as established under the provisions of the Public Employment Labor Relations Act of 1971, as amended. � � • 4 l% • ARTICLE 1. RECOGNITION 1.1 The Empioyer recognizes the Association as the exclusive representative for the Professional Employees Group, as certified by the State of Minnesota Bureau of Mediation Services, dated ' May 11, 1988, Case No. 88-PR-2632. This unit consists of the foliowing: AII class"rfied and unclass'rfied professionai employees of Independent School District No. 625, St. Paul, Minnesota, as listed in Appendix B of this agreement who are public employees within the meaning of Minnesota Statute. § 179.03, Subd. 14, excluding supervisory, confidential, and all other empioyees. 1.2 The rights and benefits of provisional employees shall be govemed by the Civil Service Rules unless such rights and benefits are specifically amended as to provisional employees by this contract. 1.3 The parties agree that any new classifications which are an expansion of the above bargaining unit or which derive from the classifications set forth in this agreement shall be recognized as a part of this bargaining unit, and the parties shall take ail steps required under the Public Employment Relations Act to accomplish said objective. ARTICLE 2. MANAGEMENT RIGHTS � 2.1 The Association recognizes the right of the Employer to operate and manage its affairs in ali respects in accordance with appiicable laws and regulations of appropriate authorities. The rights and authority which the Employer has not officially abridged, delegated or modified by this Agreement are retained by the Employer. 2.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of discretion or policy as the functions and programs of the Empioyer, its overaii budget, utilization of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 3. MAINTEPJANCE OF STANDARDS 3.1 The parties agree that all conditions of employment relating to wages, hours of work, vacations, and all other general working conditions except as modified by this Agreement shall be maintained at not less than the highest minimum standard as set forth in the Civii Service Rules of the City of Saint Paul (Resolution No.3250), and the Saint Paui Salary Plan and Rates of Compensation at the time of the signing of this Agreement, and the conditions of empioyment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. \ J ARTICLE 4. CHECK OFF AND SERVICE FEE • 4.1 The Empioyer agrees to deduct the Association membership inftiation fee assessments and once each month dues from the pay of those employees who individualiy request in writing that such deductions be made. The amounts to be deducted shail be cert'rfied to the Employer by a representative of the Association and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 42 Any present or future employee who is not an Association member shall be required to contribute a fair share fee for services rendered by the Association. Upon notification by the Association, the Employer shall check off said fee from the eamings of the employee and transmit the same to the Association. In no instance shali the fair share fee exceed eighty-five (85) percent of the membership dues. It is also understood that in the event the Employer shail make an improper fair share deduction from the eamings of an employee, the Association shall be obligated to make the Empioyer whole to the extent that the Employer shall be required to reimburse such empioyee for any amount improperly withheid. This provision shail remain operative only so long as specrfically provided by Minnesota law, and as othervvise legal. 4.3 The Association agrees to indemnify and hold the Employer harmiess against any and ail claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of this Articie. 4.4 The Association agrees that a service fee of fifty cents (50�) per member, per month shail be deducted by the Employer from the amount withheld for dues or fair share prior to remittance of dues or fair share to the Association. � ARTICLE 5. HOURS OF WORK AND OVERTIME 5.1 The normal hours of work for the employee shaii be a minimum of seven and three-fourths (7 3/4) hours in any twenty-four (24) hour period and thirty-eight and three-fourths (38 3/4) hours in a seven (7)-day period. For employees on a shift basis this shall be construed to mean a minimum average of thirty-eight and three-fourths (38 3/4) hours a week. 52 Empfoyees who work more than seven and three-fourths (7 3/4) hours in any twenty-four (24j- hour period or more than thirty-eight and three-fourths (38 3/4) hours in any seven (�-day period shall not receive pay for such additional work except as in 5.4 below. 5_3 It is understood by the parties that Section 28H - Overtime Compensation of Resolution No. 3250 shail not appiy to [his unit. 5.4 In unusuai circumstances a department head may grant employees who work more than seven and three-fourths (7 3/4) hours in any twenty-four (24)-hour period or more than thirty-eight and three-fourths (38 3/4) hours in any particular seven (7)-day period compensatory time or pay on a straight lime 6asis for the extra hours worked. The meihod of thPs compensation shall be determined solely by the Empioyer. • �� • ARTICLE 6. PROBATION 6.1 The probationary period shali be one (1) year for ail original and promotion appointees and employees who have been transferred at their own request or reinstated after resigning in the Professional Empioyees unit. In the case of a one (1)-year probation, the employee's progress report shall be su6mitted to the Human Resources Director at the end of the fouRh (4th) and eighth (8th) month of employment. Uniess the head of the department where the employee is employed at the end of his/her probationary period shall, during the last month of the employee's� probation, certify that the services of such probationer during the probationary period were unsatisfactory, the employment of such probationer shall continue, and the probationer shall be deemed to have satisfactorily completed the probationary period. if the probationer's service has been cert'rfied as unsatisfactory by the head of the department in which the employee is employed, the employment of such probationer shali terminate at the end of the probationary period. If the probationer is entitied to veteran's preference in accordance with the Veterans' Preference Aci of the State of Minnesota, he/she shall be entitled to a hearing as required by said Act and in accordance with Section 16 of Civil Service Rules. 62 Time served on probation, whether continuous or not, shall be charged to the period of probation. 6.3 If any probationer on fair test shail be found incompetent or unqual'rfied to perform the duties of the portion to which he/she has been certified or transferred, the appointing officer shall report such fact in writing to the Human Resources Office and may, for reasons specifically stated in writing and filed with the Human Resources Office, discharge, reduce, or in the case of a transferee, return to the former position of said probationer at any time during the probationary period; except that if the probationer is entitled to veterans' preference in accordance with the � Veterans' Preference Act of the State of Minnesota, he/she shali be entitled to a hearing as required by said Act and in accordance with Section 16 of the Civil Service Rules. 6.4 if a promotional or a transferee probationer is found unsatisfactory because he/she is incompetent or unqualified to perform the duties of the certified or transferred position, the probationer shafl be reinstated to his/her former position or to a posftion to which the employee might have been transferred prior to such promotion; except that if the probationer is entitled to veterans' preference in accordance with the Veterans' Preference Act of the State of Minnesota, he/she shall be entitled to a hearing as required by said Act and in accordance with Section 18 of the Civil Service Rules. • 7 ART(CLE 7. SENfORtTY • 7.1 Senioriry, for the purpose of this Agreement, shall be defined as foilows: The length of continuous, regular, and probationary service with the Employer from the date an employee was first certified and appointed to a class title covered by this Agreement, it being further understood ` that seniority is confined to the c�rrent class assignment held by an employee. In cases where two or more employees are appointed to the same class titie on the sazne date, the seniority shall be determined by the employee's rank on the eligible list from which cert'rfication was made. _ �2 Seniority shali terminate when an emptoyee retires, resigns or is discharged. 7.3 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 within each department based on inverse length of seniority as defined above. 7.4 In cases where there are promotional series, such as Accountant I, II, III, etc., when the number of employees in the higher ti�es is to be reduced, employees will be offered reductions to the highest title to which class seniority wouid keep them from being laid off, before layoffs are made by any class tit(e in any department. 7.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two (2) years of layoff. It is understood that such employees wili pick up their former seniority date in any class of positions that the employee previously heid. 7.6 To the extent possitrie, vacation period shall be assigned on the basis of seniority. It is, however, understood that vacation assignment shall be subject to the ability of the Employer to maintain operations. � ARTICLE 8. WORKING OUT OF CLASSIFICATION 8.1 Employer shall avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days shall receive the rate of pay for the out-of-class assignment in a higher class'rfication not later than the sixteenth (16th) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to pertorm, on a fuli-time basis, all of the sign'rficant duties and responsibili�es of a posRion different from the employee's regular position, and which is in a ciass"rfication higher than the class'rfication held by such employee. The rate of pay for an approved out-of-class assignment shail be the same rate the empioyree would receive 'rf such employee received a regular appointment to the higher classrfication. • D7 �// � ARTfGLE 9. WAGES 9.1 The wage schedule for the purpose of this contract shail be Appendices A and C. 92 Salarv Step Eliqibilitv. Employees musi meet the following conditions in order to be eligible for salary step advancement. 92.1 An employee must have received an overaii rating of "satisfactor�' on his/her most recent pertormance evaluation to receive any saiary step advancement. 9.2.2 An employee must have been paid a minimum of 1,040 hours in the previous (12) tweive months (minimum hours requirement is prorated for part-time employees) to receive any salary step advancement. 9.3 Salarv Step Proqression. 9.3.1 An employee who meets the eligibiliry requirements in 92 of this Section will advance one salary step at the beginning of the pay period nearest to January 1 each year up to Step 10 (nine-year step). 9.3.2 An employee who meets the eligibility requirements in 92 of this Section and who has completed fifteen (15) or more calendar years of service in the District will advance one (1) salary step at the beginning of the pay period nearest to January 1 each year, not to exceed Step 11 (fifteen-year step). 9.3.3 An employee who meets the eligibility requirements in 92 of this Section and who has compieted twenty (20) or more calendar years of senrice in the District will advance one � (1) salary step at the beginning of the pay period nearest to January 1 each year, not to exceed Step 12 (twenty-year step). 9.3.3.1 An employee who is on Step 10 immediately prior to December 27, 2003, and who has completed twenty (20) or more years of District service wili advance to Step 12 (twenty-year step) effective December 27, 2003. 9.3.4 Years of class'rfied service in the District and the City of St. Paul wiil be recognized in step placement and step advancement. • ARTICLE 10. PROFESSIONAL GROWTH SECTION 1. The parties recognize that professional growth is an inherent continuing obligation of professional employees. To that end, professional employees shail avail themselves of opportunities for improving their skilis.-. Professional reading, participation in the professional activities of professional organizations, formal and informal study, workshops, in-service training courses, membership dues in professional organizations directly related to the employee's current position, and community activities are examples of the kinds of involvement expected of protessional employees and encouraged by the Board of Education. SECTION 2. For fiscal year 2002 and thereafter, an amount of $500 per fiscai year shail be provided for each employee for an employee's professionai growth. These funds may be applied to pay the costs for attendance at nationat or regional conventions, workshops, clinics or other professionat meetings, and memberships in professional organizations approved by the employee's immediate supervisor. Meetings that have negotiations as a principle topic shall not be deemed appropriate for purposes of this Article. "Costs for attendance" shall mean registration fees, lodging, books and materials, food and travei. Expenses to be reimbursed shall be properly documented upon the appropriate voucher form in accordance with District regulations and procedures. SECTION 3. An employee may carry over from one fiscal year to the next the fuil allowance or part of the fiscal year's allowance which remains unused. The carryover aliowance will be added to the allowance avaiiabie in the following fiscai year. The maximum individual allowance available in any fiscal year, including carryover, cannot exceed $1,000. SECTION 4. This professional growth allowance is intended to replace tuition reimbursement previously provided for in the Saint Paul Salary Plan and Rates ot Compensation. It is not intended to supplant nor limit departmental professional development opportunities. Attendance of empioyees at other professional meetings without the use of these funds and without loss of pay may be granted subject to the approval of the employee's immediate supervisor. ARTICLE 11. HOLIDAYS 11.1 Holidavs Recoanized and Observed. The foliowing days shall be recognized and observed as paid holidays: New Year's Day Martin Luther King Jr. Day Presidents' Day Memorial Day Independence Day Labor Day Thanksgiving Day Day After Tfianksgiving Christrnas Day Eligibie employees shall receive pay for each of the holidays listed above on which they pertorm no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be abserved as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. 112 Eliaibilitv Requirements. To be eligible for holiday pay, empioyees must be active on the payroli the day of the holiday. Ten-month employees shall receive holidays that fall within their work year, provided they meet the eligibil"ity requirements of this section. 17.3 If Martin Luther King Jr. Day or Presidenis' Day faiis on a day when school is in session, ihe employees shall work that day at straight time and another day shall be designated as the holiday. This designated holiday shall be a day determined by agreement between the employee and the supervisor. 10 • \ J • ��-��i i � • ARTICLE 12. VACATION �2.1 in each calendar year, each fuii-time employee shali be granted vacation according to the following schedule: Hours of Vacation Eamed Per Hour on Pavroll 12.2 Years of Service First year through 4ih year After the 4th year through 10th year After 11 years and thereafter .0769 .0962 .1154 Annual Annual Hours Days Eamed Eamed 160 20 200 25 240 30 Calculations are based on 2,080 hours and shall be rounded to the nearest hour. "Years of Service" means calendar years of service. An empioyee may carryover into the following year up to one hundred and sixty (160) hours of vacation. 12.3 Upon separation of service, if employee has provided ten (10) calendar day' notice to the Employer, any unused, accrued vacation shall be paid at the employee's current rate of pay. If an employee has been granted more vacation than the employee has earned up to the time of separation from service, the empioyee shall reimburse the District for such unearned vacation at the empioyee's current rate of pay. If an employee is separated from service by reason of discharge, retirement or death, the employee shali be paid for any unused, accrued vacation earned up to the time of such separation. Employees who retire with unused vacation and who are eligible for severance pay wil{ receive pay for unused vacation in the form of a contribution to the School District No. 625 403(b) Tax-Deferred Retirement Plan for Sheltering Severance Pay and Vacation. _ 12.4 Sick Leave Conversion. if an empioyee has an accumulation of sick leave credits in excess of one hundred and eighty (180) days, he/she may convert any part of such excess to vacation at the rate of one-haif (1/2) days vacation for each day of sick leave credR. No empioyee may convert more than ten (10) days of sick leave in each calendar year under this provision. 11 ARTICLE 13. COMPENSATORY �EAVES OF ABSENCE 13.1 Sick Leave. Sick leave shail accumulate at the rate of .0576 of a working hour for each fuil hour on the payroll, excludirtg overtime. Sick leave accumulation is unlimited. To be eligibte tor sick feave, the employee must report to his/her supervisor no later than one- hour past his/her regular scheduled starting time. The granting of sick leave shali be subject to the terms and provisions of this Agreement. A°day for this purpose shall be equivalent to the regularly assigned work day of the employee and such leaveshall be deducted from accumulated sick leave. Any employee who has accumulated sick leave as provided above shall be granted leave with pay, for such period of time as the head of the department deems necessary for the foilowing specified allowable uses: 13.1.1 Personal Iliness: Empfoyees may use accumulated sick leave for hours off due to personal illness. The employee may be required to fumish a medical certificate from a qualified physician as evidence of iliness or physical disability in order to qualify for paid sick feave as per District practice. Accumulated sick Ieave may aiso be granted for sucfi time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. 13.12 Famiiv Illness: , Employees may use accumulated sick leave for hours off due to sudden sickness or disabiiity of a parent or a member of his/her household or to make arrangements for the care of such sick or disabled persons up to a maximum of eight hours sick leave per incident. Up to one hundred twenry (120) 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, parent, or member of household. These hours when used are deducted from sick leave. s 13.1.3 Sick Child Care Leave. Sick leave to care for a sick child shall be granted on the same terms as the employee is able to use sick leave for the employee's own iliness. This leave shall only be granted pursuant to Minn. Statute §181.9413 and shall remain � available as provided in Statute. 13.1.4 8ereavement Leave. A teave of absence with pay, not to exceed five (5) days, shall be granted because of the death of an employee's spouse, child or step-child, parent or step- parent, and regular members of the immediate househoid. Up to three (3) days shall be granted because of death of other members of the empioyee's immediate family. Other members of the immediate family shall mean sister or step-sister, brother or step-brother, grandparent, grandchild, parent-in-law, son-in-law or daughter-in-law. Leave of absence for one (i) day shall be granted because of death of other close relatives. Other close relatives shall mean uncle, aunt, nephew, niece, brother-in-law and sister-in-law. 13.1.5 Travel Extension: If an empioyee is required to travel beyond a twahundred (200)-mile radius of Saint Paul for purposes related to eligibie bereavement leave, two (2) additional days of sick leave may be used. Empioyee, if requested shafl provide tfie Human Resource Department ver'rfication of the funeral location outside of Saint Paui. 13.1.6 Adoption Leave and Father with Newbom Child. Up to thirty (30) days of accumulated sick leave may be used in a contract year to attend to adoption procedures or care for a newty-adopted cbild or for a tather with a newbom child Use of these thirty (30) days dces not need to occur consecutively. The thirty (30) days of sick leave for fathers of newboms must be used within six (6) weeks surrounding the birth of the child. For adop6on the thirty (30) days of sick leave may be used for adoption processes or up to six (6) weeks following the adoption. Upon completion of the adoption process additional sick leave may be aliowed for the care of a sick child as required by Minn. Statue §18.9413. • 12 ��%// � ARTICLE 13. COMPENSATORY LEAVES OF ABSENCE (continued) 132 Court Dutv Leave. 13.2.1 Court Cases. Any employee who is duly subpoenaed as a witness in any case in court shall be entitied to leave with pay for that purpose provided that the employee is not a party in the case, and provided that the case is not the resutt of litigation undertaken by the empioyee or the union against the District. ln cases where the Board is a party in the litigation, the employee shali be entitled to pay while attending as a wftness at the request of the Board or as a co-defendant in the case. � 13.22 Required Jurv DuN. Any employee who is required to serve as a juror shall be granted leave with pay while serving on jury dury contingent upon the employee paying to the Board any fees received, minus travel allowance, for such jury service. The employee may seek to be excused from jury duty. 13.3 Militarv Leave. Any employee who shali be a member of the Nationai Guard, the Naval Miiitia or any other component of the militia of the state, now or hereafter organized or constituted under state or federal law, or who shall be a member of the Officers Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the Unfted States, now or hereafter organized or constituted under federal law, shall be entitled to leave of absence from employment without ioss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the time when such empioyee is engaged with such organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any calendar year and, further, provided that such leave shall be allowed only in case the required military or naval service is satisfactorily � pertormed, which shail be presumed unless the contrary is estabiished. Such leave shall not be aliowed unless the empioyee: (1) retums to his/her position immediately upon being relieved from such military or nava! service and not fater than the expiration of time herein timfted fos such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such employee's own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. 13.4 Eliqibilitv for Sick Leave. To be eligible for sick leave, the employee must meet the specified uses in 13.1 and report the need for time off to his/her supervisor no later than one-half hour past his/her regular scheduled starting time. 13.5 The grantirtg of sick leave is subject to additionai provisions as provided in Civil Service Rules. ARTICLE 14. PARENTAUMATERNITY LEAVE 14.1 Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and endi�g six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the Employer may approve such leave at its option, and such leave may be no longer than one (1) year. 14.2 Parental leave shaii be granted to empioyees for the birth or adoption of a child in accordance with applicable state and federal laws. • 13 ARTICLE 15. EMPLOYEE BENEFITS � SECTION 1. ACTIVE EMPLOYEE HEALTH INSURANCE 1.1 The Employer will continue for the period of this Agreement to provide for active empioyees such heaith and i'rfe insurance benefits as are provided by Employer at the time of execution of this Agreement. 12 Eliqibiiitv Waitinq Period. One (1) full month of continuous regularly appointed service in Independent School District No. 625 will be required before an eligibl� employee can receive the District contribution to premium cost for heaith and life insurance provided herein. 1.3 Full-Time Status. For the purpose of this Article, full-time employment is defined as appearing on the payroii at least thirry-two (32) hours per week or at least sixfy-four (64) hours per pay period, excluding overtime hours. 1.4 Half-Time Status. For the purpose of this Article, haif-time employment is defined as appearing on the payroll at least twenty (20) hours but less than thirty-two (32) hours per week or at least forty (40) hours but less than sixty-four (64) hours per pay period, excluding overtime hours. 1.5 Emplover Contribution Amount: Full-Time Emplovees. Effective January 1, 2006, for each eligible employee covered by this Agreement who is employed full-time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $457 per month, whichever is less. For each eligible full-time employee who selects family coverage, the Employer wiil contribute fhe cost ot such tamily coverage or $8'15 per month, whichever is Iess. 1.5.1 Effective January 1, 2007, for each eligible employee covered by this Agreement who is employed full time and who selects employee insurance coverage, the Employer agrees � to contribute the cost of such coverage or $490 per month, whichever is less. For each eligible fuli-time empioyee who selects family coverage, the Employer will contribute the cost of such family coverage or $900 per month, whichever is less_ 1.6 Emplover Contribution Amount: Half-Time Emplovees. For each eligible employee covered by this Agreement who is employed haif time, the Employer agrees to contribute f'rfty percent (50%) of the amount contributed for full-time employees for the insurance coverages in 1.5, 1.7, 1_8 and 1.9 of this ArtiGe. - 1.7 Emolover Coniribution Amount: Active 10-Month Emolovees. The District agrees to continue contributions for benefits during months that 10-month employees are not actively at work. 1.8 Emplover Contribution Amount: Married Cou�les. Employees who are married to another Disirict employee and who are covered under their spouse's heatth plan may waive the singte or family contribution to heakh insurance and receive up to $200 per month toward their spouse's family premium. The combination of District contributions cannot exceed the full cost of family coverage and cannot be appiied in cases where the spouse is receiving health insurance through the DistricYs cafeteria beneffts plan. 1.9 Life Insurance. Effective January 1, 1996: The District agrees to provide term I"rfe insurance in the amount of $50,000 for each eligible employee. This amount of I'rfe insurance shall be reduced to $5,000 upon early retirement and shall continue until the early retiree reaches age sixty-five (65), at which fime the Employer paid I'rfe insurance shall be tertninated. \ J iL� �� /'�� • ARTICLE 15. EMPLOYEE BENEFITS, Section 1. (continued) �.10 Dental Insurance. The Employer will contribute for each eligible employee covered by this Agreement who is empioyed fulf-time toward participation in a dental care plan offered by the Employer up to $35 per month for employee coverage. Effective January 1, 2004, employees who enroll in family dental coverage may pay the difference between the cost of family coverage and the districYs $35 monthly contribution to singie coverage. 1.11 Lonq-Term Disabifitv insurance. Effective January 1, 2003, the Employer wiil provide long-term disability coverage for each eligible employee. � 1.12 Flexible Spendinq Account. The Employer shall maintain during the term of this Agreement a plan for medical and child care expense accounts to be available to employees in this bargaining unit who are eligible for Employer-paid premium contribution for health insurance for such expenses, within the established legal regulations and IRS requirements for such accounts. 1.13 The contributions indicated in this Article 15 shall be paid to the EmployePs group health and welfare plan. 1.14 Any cost of any premium for any Employer-offered empioyee or family insurance coverage in excess of the dollar amounts stated in this Article '15 shall be paid by the employee through payroll deduction. SECTION 2. RETIREMENT HEALTH INSURANCE AND TRANSITIONAL BENEFIT Subd. 1 Benefit Eliqibilitv for Emqlovees who Retire Before Aqe 65 � 1.1 Emplovees hired into District service before JanuaN 1, 1996, must have completed the foliowing service eligibility requirements with Independent School District No. 625 prior to retirement in order to be eligible for any payment of any insurance premium contribution by the District after retirement: A. B. C. D. E. iR'a \ J Be receiving pension benefits from PERA, St. Paul 7eachers Retirement Association or oiher public employee retirse program at the time of retirement and have severed the employment relationship with Independent School District 625; Must be at least fifty-eight (58) years of age and have completed twenty-five (25) years of service, or; The combination of their age and their years of service musi equal eighty-five (85) or more, or; Must have completed at least thirty (30) years of service, or; Must have compieted at least twenty (20) consecutive years of service within Independent Schooi District No. 625 immediately preceding retirement. Years of regular service with the City of Saint Paui will continue to be counted toward meeting the service requirement of this Subdivision 1.1 B, C or D, but not for 1.1 E. Emplovees hired into District service after Januarv 1. 1996. must have completed twenty (20) years of service with independent School District No. 625. Time with the City of Saint Paul will not be counted toward this twenty (20)-year requirement. 15 ARTICLE 15. EMPLOYEE BENEFITS, Section 2. (continued) 1.3 Eliaibilitv requiremertts for all retirees. A. A retiree may not carry his/her spouse as a dependent 'rf such spouse is aiso 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 heaRh insurance program, or in any other Employer-paid heaRh insurance program. B. Additional dependents beyond those designated to the District at the time of re6rement may not be added at District expense after retirement � C. The employee must make appiicaiion through Dutrict procedures prior to the date of retirement in order to be eligible for any benefits provided in this Section. D. Employees terminated for cause wiil rtot be eligible for employer corrtributions toward insurance premiums for pre-age 65 or post-age 65 coverage. At the Employe�s discretion, the Employer may consider an employee's voluntary resignation in lieu of termination. The termination of an empioyee, 'rf contested, must be upheld by a neutral third party. Subd. 2 Emplover Contribution Levels for Emoiovees Retirina Before Aqe 65 2.1 Heatth tnsurance Employer Contribution. Employees who meet the requirements in Subd. 1.1 or Subd. 12 of this Article will receive a District contribution toward heafth insurance urrtil the empioyee reaches sixty-five (65) years of age as defined in this subdivision. � 2.1.1 The Disirict contribution toward heaith insurance premiums will equal the same dollar amount the District contributed for single or family coverage to the carrier in the � employee's last month of active employment. 2.12 In the event the District changes heatth insurance carriers, it wiil have no impact on the District contribution for such coverage. 2.1.3 Any employee who is receiving family coverage premium contribution at date of retirement and later changes to single coverage will receive the dollar contribution to single coverage that was provided in the contract under which the retirement became effective. 22 Life Insurance Emplover Contribution. The District will provide for early retirees who qualify under the conditions of 1.1 or 12 above, premium contributions for eligible retirees for $5,000 of I'rfe insurance only until their 65th birthday. No I'rfe insurance will be provided, or premium contributions paid, for any retiree age sixty-five (65) or over. Subd. 3 Benefit Eliaibilitv for Emolovees After Aae 65 3.1 Emolovees hired into the District before Januarv 1. 1996. who retired before age 65 and are receiving benefits per Subd. 2 above are eligible, upon reaching age 65, for employer premium contributions for health insurance described in Subd. 4 of this Article. � 16 �/J4� /f • ARTICLE 15. EMPLOYEE BENEFITS, Section 2. (continued) 32 Emofovees hired into the District before Januarv 1. 1996, who retire at age 65 or older must have completed the service eligibility requirements in Subd. 1 above to receive Districi contributions toward post-age-65 heafth insurance premiums. 3.3 Emplovees hired on or after Januarv 1. 1996, shall not have or acquire in any way any eligibility for Employer-paid health insurance premium contribution for coverage in retirement at age sixty-five (65) and over in Subd. 4. Employees hired on or after January 1, 1996, shaii be eligibie for only earlv retirement insurance premium contributions as provided in Subd. 2 and Deferred Compensation match in Subd. 5. 3.4 Years of certified civil service time with the City of Saint Paui eamed prior to January 1, 1996, will continue to be counted toward meeting the DistricYs service requirement of this Subd. 3. Civii service time worked with City of Saint Paul after January 1, 1996, will be considered a break in District employment. 3.5 Employees terminated for cause will not be eligible for empioyer contributions toward insurance premiums for pre-age 65 or post-age 65 coverage. At the EmployePs discretion, the Employer may consider an employee's voluntary resignation in lieu of termination. The termination of an employee, if contested, must be upheld by a neutral third party. Subd. 4. �lover Contribution Levels for Emplovees After Aqe 65. � 4.1 Emplovees hired into the District before Januarv 1. 1996, who retire on or after Januarv 1. 1998, and who meet the eligibiiity requirements in Subdivisions 3.1 or 32 of this Article are eligible for premium contributions for a Medicare Supplement health coverage policy selected by the District. Premium contributions for such policy will not exceed: Coveraqe Twe Medicare Eligibie Non-Medicare Eligible Sinale Familv $300 per month $400 per month $400 per month $500 per month At no time shall any payment in any amount be made directly to the retiree. Any premium cost in excess of the maximum contributions specified must be paid directiy and in full by the retiree, or coverage will be discontinued. • Subd. 5. E�lovees 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 ComQensation Plan or District-approved 403(bj plan. Upon reaching eligibility, the District will match up to $60 per paycheck to a maximum of $600 per year of consecutive active service, up to a cumulative lifetime maximum of $12,500. Part-time employees working half-time or more will be eligible for up to one half (50%) of the availabie District match. Approved non-compensatory leave shall not be counted in reaching the three (3) full years of consecutive active service, and shali not be considered a break in service. Time worked in the City of Saint Paul wiil not be counted toward this three (3)-year requirement. Federal and state rules goveming participation in ihe Minnesota Deferred Compensation Plan or District- approved 403(b) plan shall apply. The employee, not the District, is solely responsibie for determining his/her total maximum a44owable annual contsibution amount under !RS regulations. The employee must initiate an application to participate through the District's spec'rfied procedures. 17 ARTICLE 16. SEVERANCE PAY Pursuant to appropriate Minnesota statutes, iaws, and City ordinances, the foliowing are provided: 16.1. Severance Pav. The District shall provide a separate severance pay program as set forth in this Section. Payment of severance pay shall be made wRhin the tax year of the retirement as described in Business Office Rules. All payments made under this subdivision shall be made to the School District No. 625 403(b) Tax-Deferred Retirement Plan for Shettering Severance Pay and Vacation, hereinafter referred to as the °Severance Plan.' 162 16.3 Eli ibii' . To be eligible for the Severance Plan, an employee must meet the following requirements: 16.2.1 The employee must be f"rfty-five (55) years of age or older and must be eligible for pension under provisions of the St. Paul Teachers Retirement Fund or the Public Employees Retirement Association (PERA). 1622 The employee must be volunfarily separated from District employmeni or have been subject to separation by layoff or retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetence or any other disciplinary reason are not eiigible for this severance pay program. 16.2.3 For the purpose of this Severance Plan, a death of an employee shall be considered as separation of employment and, if'the empioyee would have met all of the requirements set forth in this Section at the time of his or her death, contributions to the Severance Plan shall be made to the employee's estate. - � Severance Pav 16.3.1 Earlv Nofrfication incentive. Employees who meet eligibility requirements of 16_2 of this Article and who complete, sign and submit a Resigna6on Notice form to the Director of Human Resources three months prior to retirement wili receive a District contribution of $2,500 to the Severance Plan. 16.3.2 Pav for Unused Sick Leave 16.32.1 If an employee notifies ihe Human Resource Departrnent three (3) months in advance of the date of retirement and requests severance pay and rf the employee meets the eligibility requirements set forth in 162 above, he or she will'receive a District contribution to the Severance Plan in an amount equal to $125 for each day of accrued, unused sick leave, up to 140 days. in this instance, the maximum amount of severance pay wiil not exceed $17,500. 16.32.2 If an employee notifies the Human Resource Department in less than three (3) months in advance of the date of retirement and requests severance pay and 'rf the employee meets the eligibility requirement set forth above, he or she wiil receive a District contribution to the Severance Plan in an amourrt equal to $100 pay for each day of accrued, unused sick leave up to 150 days. In this instance, the ma�6mum amount of severance pay wili not exceed $15,000. '! 6.32.3 !f exigent circumsYances exist, such as a sudden iltnes�njury of the empbyee or immediate family member necessita6ng immediate retirement, and "rf the employee meets the eligibility requirements set forth above, he or she will receive a District contribution to the Severance Plan in an amount equal to $125 pay for each day of accrued, unused sick leave up to 740 days. � � . u 18 � �-��'r • ARTICLE 16. SEVERANCE PAY (continued) 16.3.3 Mauimum Severance Pav. The maximum amount of severance pay that any employee may obtain through this Severance Plan, exciuding pay for eamed, unused vacation, is $20,000. 16.4 Pav for Eamed. Unused Vacation. Empioyees who meet the eligibility requirements of 162 of this Article, who qua4ify for severance pay per 16.3 of this Article, and who retire with eamed, unused vacation shall receive pay for such vacation. Payment for eamed, unused vacation shall be made to the Severance Plan. Nothing in this Article precludes an employee from receiving direct compensation for eamed, unused vacation rf he or she does not meet the severance pay eligibility requirements herein. ARTICLE 17. LEGAL SERVICES 17.1 Except in cases of malfeasance in office or wiliful or wanton neglect of duty, Employer shall defend, save harmless and indemnify employee against any tort claim or demand, whether groundless or otherwise, arising out of alleged acts or omission occurring in the pertormance or scope of employee's duties. 172 Notwithstanding (17.1), the Employer shall not be responsible for paying any Iegai service fee or for providing any Iegai service arising from any legai action where the employee is the piaintiff. ARTICLE 18. DISCIPLINE � 18.1 The Employer will discipline employees tor just cause only. Discipline will be in the form of: 18.1.1 Written reprimand; 18.1.2 Suspension; 18.1.3 Reduction; 18.1.4 Discharge. 18.2 Suspensions, reductions, and discharges will be in written form. 18.3 Employees and the Association will receive copies of written reprimands and notices of suspension and discharge. 18.4 Employees may examine all information in their Employer personnel files that concems work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under the direct supervision of the Employer. 18.5 Preliminarv Review. Prior to issuing a disciplinary action of unpaid suspension, demotion, or discharge, the supervisor will make a recommendation to his/her supervisor regarding proposed discipline. That supervisor will then schedule a meeting with the employee prior to making a final determination of the proposed discipline. The employee shali 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 employee and/or union wili be given the opportunity to respond in writing. • 19 ARTICLE 18. DISCIPLINE (continued) 18.6 M employee to be questioned conceming an investigation of disciplinary action shali have the right to request that an Association Representative be present. 18.7 A grievance relating to this Article shall be processed in accordance with the grievance procedure of this Agreement in Article 19 and Minnesota Statute § 179A20, Subd. 4. This provision is not intended to abrogate rights of veterans pursuant to statute. ARTICLE 19. GRIEVANCE PROCEDURE 19.1 The Employer shall recognize stewards selected in accordance wfth Association rules and regulations as the grievance representatives of the bargaining unit. The Association shali notify the Employer in writing of the names of the stewards and of their successors when so named. 19.2 It is recognized and accepted by the Employer and the Association that the processing of grievances as hereinafter provided is (imited by the job duties and responsibiiities of the employees and shall therefore be accomplished during normal 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 empioyee have not'rfied and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the Empioyer. - 19.3 The procedure established by this Article shall be the sole and exclusive procedure for the processing of grievances, which are defined as an alieged violation of the terms and conditions of this Agreement. 19.4 Grievances shall be resolved in conformance with the following procedure: Steo 1. Upon the occurcence of an alleged violation of this Agreement, the empioyee involved with or without the steward shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resoived to the employee's satisfaction by the informal discussion, it may be reduced to writing and referred to Step 2 by the Association. The written grievance shali set forth the nature of the grievance, the facts on which it is based, the aileged section(s) of the Agreement violated, and rel"�ef requested. Any alleged violation of the Agreement not reduced to writing by the Association within ten (10) workdays of the first occurrence of the event giving rise to the grievance, shall be considered waived. Steo 2. Within ten (10) workdays after receiving the written grievance, a designated Employer supervisor shail meet with the Association steward and attempi to resolve the grievance. If, as a resuR of this meeting, the grievance remains unresolved, the Employer shall repiy in writing to the Association wiUiin five (5) workdays following this meeting. The Association may refer the grievance in writing to Step 3 within ten (10) workdays following receipt of the Employer's written answer. Any grievance not referced in writing by the Association within ten (10) workdays following receipt of the Employer's answer shall be considered waived. � � • 20 � / y U✓ ll • ARTICLE 19. GRIEVANCE PROCEDURE (continued) Step 3. Wfthin ten (10) workdays following receipt of a grievance referred from Step 2, a designated Employer supervisor shall meet with the Association's representative or his designated representative, the Empioyee, and the Steward, and attempt to resolve the grievance. Within ten (10) workdays following this meeting, the Employer shall repiy in writing to the Association stating the Employe�'s answer conceming the grievance. If, as a result of the written response, the grievance remains unresolved, the Association may refer the grievance to Step 4. My grievance not referred in writing by the Association to grievance mediation or Step 4 within ten (10J workdays following receipt of the Employe�'s answer shall be considered waived. The Employer within ten (10) working days of receipt of the request for review at Step 4 may refer the grievance to grievance mediation or allow the grievance to proceed to Step 4. Step 4. If the grievance remains unresolved after the Step 3 response and/or grievance mediation, the Association may within ten (10) workdays after the response of the Employer or conclusion of inediation, 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 Association within ten (10) workdays after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said ten (10)-day period, either party may request the Bureau of Mediation Services to submit a panel of five (5) arbitrators. Both the Employer and the Association shall have the right to strike two (2) names from the panel. The Association shall strike the first (1st) name; the Employer shail then strike one (1) name. The process will be repeated and the remaining person shall be the arbitrator. 19.5 The arbitrator shall have no right to amend, modify, nuliify, ignore, add to or subtract from the • provisions of this Agreement. The arbitrator shall consider and decide oniy the specffic issue submitted in writing by the Empioyer and the Association, and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbitrator's decision shali be submitted in wrfting within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shail be based solely on the arbitrator's interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. The decision of the arbitrator shall be final and binding on the Employer, the Association, and the employees. 19.6 The fees and expenses for the arbitratoPs services and proceedings shall be bome equally by the Employer and the Association, provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. 19.7 The time limits in each step of this procedure may be extended by mutual agreement of the Employer and the Association. 19.8 It is understood by the Association and the Employer that 'rf an issue is determined by this grievance procedure, ft shall not again be submitted for determination in another forum. If an issue is determined by any other forum, it shaf4 not again be submitted for arbitration under this grievance procedure. \ I 21 ARTICLE 20. NON-DISCRIMINATION 20.1 The terms and conditions of ihis Agreement will be applied to employees equalty without regard to or discrimination for or against any individual because of race, color, creed, sex, age, or because of inembership or non-membership in the Association. 202 Employees will perform their duties and responsibilities in a non-discriminatory manner as such duties and responsibilities involve other employees and the general public. ARTICLE 21. WORK STOPPAGE 21.1 The Association and the Employer agree that there shall be no strikes, work stoppages, slow- downs, sit-down, stay-in or other concerted interference with the Employer's business or affairs by any of said Association and/or members thereof, and there shall be no bannering during existence of this Agreement without first using all possibie means of peaceful settlement of any controversy which may arise. Employees engaging in same shall be liable for disciplinary action. r 1 LJ ARTICLE 22. MILEAGE SECTION 1. MILEAGE ALLOWANCE. Employees of the School District, under policy adopted • by the Board of Education, may be reimbursed for the use of their automobiles for school business. The mileage atiowance for etigible employees shall be established by the Board of Education. The mileage reimbursement rate shall be indexed periodically to refiect the rate estabiished by the Intemal Revenue Service. SECTION 2. REIMBURSEMENT PROCEDURES. An employee must keep a record of each trip made. Reimbursement shall be for the actual mileage driven in the performance of assigned duties as verified by the appropriate school district administrator and in accordance with School District Business Office policies and procedures. ARTICLE 23. SAVING CLAUSE 23.1 This Agreement is subject to the laws of the United States, the State of Minnesota. In the event any provisions of this Agreement shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. AI! other provisions shall continue in ful! torce and effect. The voided provision may be renegotiated at the written request of either party. Ail other provisions of this Agreement shall continue in fuil force and effect. • +7� D %�// � � • ARTICLE 24. DURATION AND EFFECTIVE DATE 24.'I Except as herein provided, this Agreement shall be effective as of January 1, 2006, and shali continue in fuli force and effect through December 31, 2007, and thereafter untii mod'rfied or amended by mutual agreement of the parties. Either party desiring to amend or modify this Agreement shail notify the other in writing so as to compiy with the provisions of tYie Public Emptoyment Labor Retations Act of 5871, as amended. 24.2 This constitutes a tentative agreement between the parties which will be recommended by the NegotiationslEmployee Relations Manager, but is subject to the approval of the Board of Education of Independent School District No. 625 and is also subject to ratification by the Association. W ITNESSES: INDEPENDENT SCHOOL DISTRICT NO. 625 � �C�- ' �.�-�� Chair oard of Education TH CffY F SAINT Ul PROFESSIONAL EM LOYEE A OCiA 10 INC. � �./�n.� President, P.E.A. �Z i �Gc.k�/it • l��fCI Negotiator, P.E.A. �'dS U'7 Date 23 1 "3+%`�? Date �' Q X G Z W a Q N W Q J Q N � a � W J F F O m Y M� M m m N M O W n O � M a m W � O W r �� N � � n � � r � O � � m� or �� M W �� N � O W n �� N� �n t�� W O V In 1� L� �O l� tn 10 l� t0 V) ER fg fA (fl (fij fAfA fR fA '� oJtO NV WR � V� � rt�0 �� n� � V Or I V V � � � � � � � � �.,. 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EA V3 Vi H3 fAVI vv rnrn va rno �� N � n� �� ml� �N �m �O N� W m <V � V 7 V'�V R V �tn � l{3 l{� E9 Vi T fA 69 (fl ER Q � = tn � FI O j, Q O f�] f0 W � O�i W M N � O) �O �D O O O � � ( � � V V 7� a m � V <R V V " f fAV3 E9f9 � RL fAfA U = fAEA p � 'o� � i c- c �(j =C �ON OoJ N .Cm� N N� �U �� R O^ P1 I� <D N (p i> — tfJ V C m w i� OJ C�` iq�._ W t0 O ' � C m ...=«. ?C? O•- 1�t0 'O C=� 43 i6 N M C � O_ — U=� R j. V tD E U Q tD tD ` ommc�m�� _ �� mmt2` o¢ _�� U�� — � mm_m n2' a >n �ipft ��OO ��16'�.� Y�N��00 GI � O Ni t/1 a� R f7 m ti L ? C'J m C O� �� i� � C� Gl �� C V f7 '6 O C N�� N N 'a U i £1 N '6 N O>> Q� T t6 N N �� t6 : G l6 N N � UWC`SQlnF— C�V� � QQ �� mLL2Zy�(41 " t0 LLJJ� �� N a m � c c v Q X O Z W a Q W W Q Q J Q N O Z Q N W J f F � m > N n v_ a rnr <o n v� vt r N � N ai � �� v3F» N � N f� vv W O co n ea v� m� N tn .- v cm r co m �� W� �� M � �� m � v3 v� �rn o co N V vi v �� n n � c� O .- �� O H �� r oi �n �� ° mn N f7 � c nn en u� O 1D � N �� O N nn v3Fn mrn � O r� w oi �� v�Fn v �- t[S O c�r r n � � m v� v3 vr �� '- V vi �o �� mn O N �� n ai �ri nn Fn E» �m mv oi �a nn �� N W co m �n N V nn v� vi m � am - �� o� rn �� N � .- W M m Oi O mn �� rno c.� n O Cq r � �� o� �n tO m c7R �� oJ0 ��fJ �(�O L mC�O EAEA fAfA n El3H3 a 3 con rna� � om �� c rno vu� con a nrn fR� fAEA V �E� m Q C W N • �o rm �� v c� r N I� O �o nm �sv� . < M �o n � N (D W nn �� N O mn �� a �ci n� �� mm � � �rn P7 7 rn Fav� �� mr O � r N �� o� m� �� N N � N m � � V3fA wm �o � N E/)f9 �tl � � Of O Q O p� O� m 00 W �f�D ' �N � ��O d T fA� m fAfA Q �� y � O > � ! C O m U � � � � R < C. � W N If1 It m � !A 1� N �p Of O � O r �' N P1 (j� C O � u) (O w � m �� — �� c �� c? � m �� °'° = —° — =u°'i Qi'm V c°oc� �.._ °'o' ' 3 cm ° m`�o m� c?'OEm nm � a cmw— o� W Ec W t6 o�iv o m� v v — 16 e e o�` « �n �n Z` a � o '� E�n �n mco'�mE»F» = m esvs �m��+ <ncr> oo¢—��E»ea c. m�m E� a�i>am�Ec fA ��arn�co cmm�nm m�s�¢ �nm aomp�o e- � m 4f �` � O O � �=.-. O O � q � O m m O O O_. � U O O N O O v a c a E m J N N m V a<0 N N 0 � 3 iq � R f7 m E C C a C C 3 V f7 R.-. U '3 m>. c6 N N O� �p � m m N N OQ2fA(n N' � QQ� NN i�ZqJ� �N y ULLJdfACqCn �N 6 � � �� 6 � � � � ��7�(�1� � � • � m 3 C _ O �- Q X C Z W a a a N W ¢ Q J Q y a Z Q N W J f�" r Y � NM c70J Ot0 �.�- (�DN lDQ �N � � Ntp f�0 W � p^ �� K3V3 uc�io mcn o� �n � � C O N r � � NeT i�O O�'- O� �� H3� � fAfR O� (�pl�p NR MN f�� (ON tD V O]� rv cooi ro rnri m�m� m�w� rn�o o-- Ef� V34i (�O V �(`') V � CI� �tp f�R N� rN N O (7 �f1 V CO tD N �� O O 43EA V�'O W M � r a N oco nc ro rno � W N V (O t0 7 1� f� !� W W � O� O O Vi EA V3 ER EAff3 EAVi n � � N � � � m v_ m o<o o co v_ a �nm o� o� �c� n�� m� rn�rn� o0 �� (�00 �oJ �iC�O N � wm c�r coin �q ai m � ui r co m �� o�JO nN �� v_m �no nc+� rnr O]� N V �M �(7 �� d3fR �� m N� V O�J �C .- 7 � tn t9 PJ t� cJ �f0 W O I�Oi i�m fAE9 �� fH69 �� OM �� (O � c90 NM ifif� C� R c7� �� fA59 q �� .� � a NO O�! NP') a �N rt7 h W �[1Q� W ?O Ol0 Nc7 `p Or E �.- _ �� fAER y �� y C �— f7 V � r W � N(O O (�O N wi.��i � �c Y �c E nn R= 64 f9 � f9 fR �(9 64 O 64fA = ° Q w 3 c o$ t� �n m w£�n co �o Z�n m o� in m N o m O� N� 00 N� 00 l7 O 00 m�m mmvm vco m3vc� W¢ �� r � G_ NN �� NN i Z N� cs cs �� c� .- � c� N O N m �� 0 o� �� N ^ fA V3 � O N � n� N t7 EfJV3 N W O 7 M � N N V3 Ff3 O� N �n o � C r � EAll3 W M �rn rrn vaE» M r O N N C fA EA W N �n n � � O O fAEA N � � N � C7 O O fA43 �� W J Q � W Q O O�f � V3Hi O � N (D C �� Q u�s � m � R � <O eo � o 0 m i � (�J 'O t6 N N � o Na � n N � 0 O c 0 m a m m m m N R 3 a APPENDIX B � TRLES AND GRADES PROFESSIONAL EMPLOYEES' ASSOCIATION, INC. Grades Grade 7 Grade 11 Grade 15 Grade 'I1 Grade 15 Grade 20 Grade 8 Grade 5 Grade 10 Grade 9 Grade 13 Grade 18 Grade 7 Grade 13 Grade 3 Grade 15 Grade 5 Grade 9 Grade 13 Grade 20 Grade 16 Grade 12 Grade 3 Grade 7 Grade 7 Grade 10 Grade 14 Grade 12 Grade 18 Grade 12 Grade 16 Grade 20 Grade 10 Grade 12 Grade 16 Ciassfied Tfties Accountantl Accountantll Accountant III Architect I Architect II Architect III Assistant Food Production Manager Graphic Artist I Graphic Artist II Landscape Architect Landscape Architect II Landscape Architect III Librarian I Librarian II Library Specialist Maintenance and Capital improvement Planner Management Assistant I Management Assistant II Management Assistant 111 Mechanical Engineer ill Network Specialist Nutrition Services Purchasing Analyst Public Information Specialist 1 Public Information Specialist II Research Analysi I Research Analyst II Research Analyst Iil Safety Specialist Senior Budget Analyst Systems Analyst I Systems Analyst �I Systems Analyst III Training Specialist Value Analyst i Value Analyst II 'This title in ihis grade abolahed except as to present incumbents. � • 28 E ��/ / r1 L_.� � � Appendix B (continued) Grades Grade 9 Grade 12 Grade 18 Grade 10 Grade 35 Grade 10 Grade 3 Grade 18 Grade 13 Grade 5 Grade �2 Grade 14 Grade 5 Grade �6 Grade 30 Grade 14 Grade 22 Grade 18 Grade 5 Grade 14 Grade 18 Grade 8 Grade 12 Grade 14 Grade 18 Grade 10 Grade 5 Grade 26 TITLES AND CaRADES PROFESSIONAL EMPLOYEES' ASSOCIATION, INC. Unclassified Titles Accountability Assistant Benefits Specialist 2 Compensatory Education Specialist Contract Coordinator Database Administrator (Oracle) Energy Efficiency Coordinator Fund Development Assistant Fund Development Coordinator Fund Development Specialist Grants Assistant Human Rights Investigator Human Resource Specialist Innovation & Development Assistant MIS Analyst/Application Support Network/Information Systems Administrator Ombudsperson Program Evaluator Public Relations Coordinator Return to Work Safety Program Speciaiist Senior Ombudsperson Staffing Specialist 1 Staffing Specialist 2 Staffing Specialist 3 Student Information System Support Analyst Student Information System Support Specialist Technicai Training Assistant UNIX/Network Administrator 29 APPENDIX C STANDARD RANGES, DECEMBER 24, 2005 PROFESSIONAL EMPLOYEES' ASSOCIATION, INC. rears start i 2 3 4 5 s � s s is zo Grede 7 2 3 a 5 6 7 8 9 10 71 72 13 14 75 16 t7 is 7s 20 z, 22 23 24 25 26 27 � � � 31 � � 34 � 36 37 � � � ai � 43 44 as 32,137 33.097 34,052 35,078 36,105 37,231 38,358 39,517 40,676 41,835 43,760 44,452 as,ns 47,135 48,560 50,019 51.541 53,032 sa,s2i 56,311 5�,968 59,723 61,554 63.334 65288 67,27C 69,228 71,316 73,469 75,688 n,sa� 80227 82.644 85,729 87,7'12 90,329 93,045 95,862 98,714 101,697 104,705 107,884 171,067 714,410 177.889 33.687 34,714 35,773 36,801 37,993 39.120 aoza5 41,472 42,698 43.955 45,374 46,640 as,oss 49,488 50,946 52,536 54,059 55,747 57,371 59,126 60�883 62,703 64,593 66.545 68,534 70,521 72.707 74.895 77,113 79,433 si.sas 54.301 86.818 89,435 92,152 94.835 97.682 100,63t 703,646 106,793 109.972 113,278 116,664 720,74� 723.750 35,377 36,470 37,529 38,690 39,848 41,074 a2z� 43,492 44,849 46,774 47,566 48,991 50,4I S 52,005 53,529 55,151 56,742 58,498 60252 62,074 63,931 65,851 67,783 69,&59 71,912 74.733 76,317 78,671 8Q955 &3,373 &5,924 88,507 91,157 93,905 96,690 99,604 102,552 705,666 108,813 112,125 115,436 118,882 122,460 126,170 129,913 37,199 38,258 39,452 40.643 41,835 43,095 44,421 45.7� t 47,103 48,493 49.985 51,442 52,966 54,556 56,179 57,900 59,623 61,478 63,268 65,188 67,175 69,129 71,250 73,336 75,524 n,eai 80,160 82,512 85�062 8�,580 90,197 Y2,946 95.761 98.578 101,527 104,606 107,719 � 10,933 114,371 177,657 121,200 724,812 728,588 732,497 136,395 38,986 40,274 41,406 42,664 43,890 45,215 46,606 47,994 49,455 SQ879 52,435 53,993 55,682 57,305 58,994 60,816 62,605 64,525 66,480 68,435 �o,ass 72,574 74,762 77,048 79.299 81,716 84,768 86.652 89.303 97.952 94.702 97,551 100.499 103,513 106,594 709.806 113,086 116.498 120,008 123,619 127,263 731,072 135,047 139,088 143,228 41,018 42,234 43,517 44,767 46.119 47,538 48,956 50,443 51,896 53.484 54,970 56,795 58,451 60.174 62,032 63,557 65,816 67,870 69,734 71,564 74,025 76,256 78.588 80,855 83.351 85.851 88,385 91.089 93,791 96,528 99,501 702.509 705,583 108,726 112,036 115,30.8 718.828 722,408 126,024 130,080 133,929 737,950 742,706 746,363 150,722 43,009 44,353 45,629 47,041 48,355 49,867 51,384 52,934 54,484 56,173 57.563 59,586 67,305 63,205 65,134 67,029 69,133 71,096 73.267 75,473 n,�as 80,055 82,503 84,881 87,466 90,0&4 92,807 95,598 98.0.58 101,457 104,440 707,557 170.830 114208 717,586 721,065 124.71 S 128,440 132,335 136,299 740,331 744,570 145.912 153,391 157,975 44,474 45,864 47,153 48,644 50,033 5'1,565 53,�34 54,737 56,341 58,087 59,834 61,616 63,397 65,359 67,354 69,372 7�,488 73,578 75.763 78,043 80,395 82,782 &5,314 87.773 90,446 93.154 95,969 98,855 101,812 704.974 707.998 111.222 114,606 118.700 121.591 125.190 125,968 132,516 136.843 140,942 145.117 749.494 753,9&5 158,617 163,357 44,997 46,404 47,738 49,216 50,622 52.172 53,759 55,387 57,004 ss,no 60,538 62.347 64.143 66,728 68,746 70,128 72.329 74,382 76,654 �s,ss2 87,341 83.756 86,318 88,805 97,510 94,249 97,097 100.018 703,070 106.148 109,269 112,530 715,355 119,489 723.021 126,663 130,485 134,379 138.454 142,600 146.819 157.254 155,797 160,483 165,279 46,558 48,014 49,394 50,924 52,375 53,982 55,624 57,303 58,982 60,870 62,635 64,504 66,368 65,422 70,540 72.562 74.839 76,964 79,313 81,702 84,164 86,663 89,372 91,887 94,686 97,520 10Q466 103,489 106,584 109.832 113.060 176.435 119,978 12;i,635 127,291 131,058 135,013 739.047 143,257 147,549 151,913 156,501 161202 166.051 771,014 47,308 48,764 50,144 51,674 53,128 54.732 56,374 58,053 59,732 61,5� 63,388 65,254 67,118 69.172 71,260 73.312 75,589 n,�ia 80,0&3 82.452 84.914 87,413 90,062 92.637 95,436 98.270 701216 704,239 107,336 110,582 113,810 117,185 120,728 724,385 128,047 731,808 135.763 139,797 744,007 748,299 152,663 157,251 761,952 166,801 171,764 47,558 49,074 50,394 5�,924 53,378 54,982 56,624 58,303 59,982 61,870 63,638 65,504 67,368 69.472 77,570 73,562 75,839 ri,ssa 80,313 82,702 85.164 87,663 90,312 92.887 95,686 98,520 107.466 104,4&9 107,584 110,832 114.060 1 �7.435 120,978 724,635 12$291 732,058 136,073 140,041 144,257 148.549 752,913 757.501 762.202 767,051 nzo,a Annual salaries are based on 2,080 hours. If a conVact work year exceeds 2,OS0 hours, additional salary will be paid based on the da0y/hourly rate of pay. � � C I � D`7�t� �l � APPENDIX C (continued) STANDARD RANGES, DECEMBER 23, 2006 PROPESSIONAL EMPLOYEES ASSOCIATON, INC. 3 4 5 6 7 8 9 15 20 S 1 2 3 4 5 6 7 8 9 10 15 20 Grede i 32,774 34,36� 36,OS5 37,943 39,766 41,838 43,869 45,363 45,597 47,955 48,705 48,955 � 2 33,753 35,408 37,199 39,023 41,018 43,079 45.240 46,781 47,332 49.454 50,204 50,454 3 34,733 36,488 38280 40,241 42,234 44,387 46,542 48,727 48.693 50,876 51,626 51,876 a 35,780 37,537 39,464 41.456 43,517 45,662 47.982 49,617 50.200 52,452 53,202 53.452 5 36,827 38.753 40.645 42.672 44,768 47,047 49,353 51.034 51,634 53,949 54,699 54.949 6 37,976 39,902 47,895 43,957 4fi,119 48,489 50,864 52,596 53,275 55,601 56,351 56,601 7 39.725 4�,050 G3.145 45,309 47,538 49.935 52.412 54,197 54,834 57,293 58.043 5$293 8 40,307 42,301 44,362 46,625 68,954 51,452 53,993 55,832 56,489 59,022 59,772 60,022 s 47,490 43,552 45,746 48,045 50.444 52,934 55.574 57,468 58,744 60,757 61,501 61,751 70 42,672 44,834 47,097 49,463 51,897 54,554 57,296 59,249 59,945 62,634 63,384 63,634 ti 44,023 46220 48,517 50,985 53,484 56,069 59,020 61,031 61,749 64,517 65,267 65,517 72 45,341 47,573 49,971 52,471 55,073 57,937 60,778 62,848 63,588 66,439 67,189 67,439 73 46,695 49,058 51,423 54,025 56,796 59,620 62,534 64,665 65,426 68,359 69,109 69,359 7a 48,078 SQ478 53,045 55,647 58,451 61,377 64,469 66,666 6�,451 7Q475 77,225 71,475 75 49,531 51,965 54,600 57,303 60,174 63,273 66,437 68,701 69,509 72,625 73,375 73,625 i6 51,019 53,587 56254 59,058 62,032 65,134 68,370 70,698 77,531 74,739 75,489 75,739 » 52,572 55,140 57,877 60,815 63,857 67,132 70,516 72,978 73,776 77,084 77,834 78,084 78 54,093 56,862 59,668 62,708 65,816 69,166 72,518 74,988 75,870 79,273 80,023 80,273 t9 55.713 58.518 61,457 64,533 67,810 71,129 74.732 77,278 78,787 81,692 82,442 82,692 20 57,437 60,309 63,315 66,492 69,804 73,307 76,982 79,604 80,541 84,153 84,903 85,753 � 2� 59,127 62,101 65,210 68,519 77,864 75,506 79,301 82,003 82,968 86,689 87,439 87,689 22 60,917 63,957 67,168 70,572 74,025 77,781 8�,656 84,438 &5,431 89263 90,013 90263 23 62,785 65,885 69,139 72,675 76,257 80,160 84,753 87,020 88,044 91,991 92,741 92,991 2a 64,601 67,876 71,256 74,803 78,589 82,503 86,579 89,528 90,581 94,644 95,394 95,644 25 66,594 69,905 73,350 77,034 80,885 85,018 89,215 92,255 93,340 97,527 98,277 98,527 2s 68,619 71,931 75,616 79,398 83,350 87,568 91,886 95,017 96,134 100,d46 101,196 101,446 27 70,613 74,161 77,843 81,763 S5,&51 90,153 94,663 97,888 99,039 103,460 104,230 104,480 28 72,742 76,393 80244 84,162 88,385 92,911 97,510 700,832 102,0�8 106,594 107,344 107,594 29 74,938 78,655 82,574 86,763 91,089 95,667 tOQ427 103,848 105,070 109,782 110,532 110,782 30 77,202 81,022 85,040 89,332 93,791 95,459 103,486 107,012 108271 113,127 113.577 114.127 31 79,SD0 83,486 87,642 92,001 96,596 101,491 106,529 110,158 �1�,454 116,452 117,202 117,452 32 81,832 85,987 90,277 94,805 99,502 104,559 109,708 113,446 114,781 119;928 120,678 120,928 33 84,297 88,554 92,980 97,676 102,509 107,695 113,047 1�6,898 118,274 123577 124,327 124,577 34 86,832 91,224 95,783 100.550 105,583 �10,901 176,492 12Q462 72�,879 127,344 128,094 128,344 35 89,466 93,995 98,624 103,558 708,726 114,2T/ 119,938 124,023 725,481 131,710 131,860 132,110 36 92,136 96,732 10�,596 106,698 112,002 177,655 123,486 127,694 129,�96 134,990 135,740 135,990 3� 94,906 99,&36 104,603 t09,873 115,348 127,205 727,212 131,547 733,095 139,063 739,813 740,063 36 97,779 702,644 107,779 113,152 118,828 124,856 731.009 135,472 137,067 143212 143.962 744.212 39 tOQ688 705,779 110,989 716,597 122,408 128,544 734,982 139,580 141,223 �47555 748,305 148,555 60 103,725 108,929 114,368 120,010 126,091 132,682 139,025 143,761 145,452 151,975 752,725 752,975 ai 106,799 112.17'I �17,745 123.624 129,808 136,608 143,138 748,013 149,755 �56,470 157,220 157.470 42 110,042 115,482 127,260 127,308 733.693 140,709 747,461 152,484 154,279 761,196 161,946 762,196 _ a3 113,288 118,997 124,909 131,160 137,748 144.948 151.890 157.065 158.913 166,038 166,788 167,038 64 116,698 122,544 125,693 135,147 141,870 149290 156,459 761,789 163,693 �7�,033 1�1,783 172,033 45 120,247 126,225 �32,511 139,123 146,093 153,736 161,135 166,624 168,585 776,144 176,894 177,144 Mnual salaries are based on 2,080 hours. If a conVaci work year exceeds 2,080 hours, additionai salary will be paid based on the � daily/hourly mte of pay. • 31 INDEX �, A Adoption Leave.....-• ...................................12 B Bereavement Leave ...................................12 C Child Care Leave .......................................12 Court Duty Leave .............•••.......................13 D Dentai Insurance ........................................15 Discipline ..................................�----............19 F Fai Share Fee .............................................6 Family Illness Leave........-• ........................12 Fiexibie Spending Account ........................15 G Grievance Procedure .............•---•-----...,......20 H Health Insurance ........................................14 Holidays ..........................�--........................10 Hours of Work .............................................6 L Legal Services ..................._......................19 L'rfe Insurance ............................................14 M Miieage......................................................22 Military Leave .............................................13 N Non-Discrimination .................................... 22 O Overtime...................................................... 6 P Personal iiiness Leave ..............................12 Probationary Period ..................................... 7 Professional Growth ..................................10 S Salaries..................................................... 24 Seniority ....................................................... 8 Severance Pay ..........................................18 Severance Plan .........................................18 Sick Leave .................................................12 Sick Leave Conversion ..............................11 Standard Ranges .....•-.-•• ...........................30 Step Progression....-• ...................................9 T Titles and Grades------......- ........................28 V Vacation ....................................................11 W W ages ......................................................... 9 Work Stoppage .............•...........................22 Working Out of Ciass'rfication ......................8 u � • 32 � 2006 - 2008 , _, AGREEMENT BETWEEN SAINT PAUL PUBLIC SCHOOLS INDEPENDENT SCHOOL DISTRICT NO. 625 And LOCAL UNION 844 DISTRICT COUNCIL 5 • OF THE AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES, AFL-CIO Representing Clerical and Technical Employees '� �� July 1, 2006 Through June 30, 2008 . ,�,b,� . Saint Pauf Puauc Scxao�s �. � Saint Paul PUeuc Scxno�s SAINT PAUL PUBLIC SCHOOLS Independent School District No. 625 Board of Education Elona Street-Stewart Kazoua Kong-Thao Tom Conlon John Brodrick Anne Carroll Tom Goldstein A1 Oertwig Chair Vice-Chair Clerk Treasurer Director Director Director � • 0�7-C� tl TABLE OF CONTENTS • � ARTICLE Article 1. Article 2. Article 3. Article 4. Article 5. Article 6. Article 7. Article 8. Article 9. Article � 0. Article 11. Article 12. Article 13. Article 14. Article 15. Article 16. Article 17. Article 18. Article 19. Article 20. Article 21. Article 22. Article 23. Article 24. Article 25. Article 26. Article 27. PAGE Preamble ................................................................................................:...............4 Recog n ition ............................................................................................................. 5 CheckOSt ...............................................................................................................5 Maintenance of Standards ................... .........................................................6 ManagementRights .................................................... ...................................6 WorkDay ................................................................................................................6 Lunch Breaks and Rest Breaks . ..........................................................................7 Holidays.............................. ......................................................................... 7 Vacation.................................................................................................................. 8 Leavesof Absence .................................................................................................9 Wages ..................................................................................................................13 Working Out of Classification ...............................................................................14 Mileage .................................................................................................................14 Severance .....................................................................................................15 InsuranceBenefits ................................................................................................16 Probation.............................................................................................................. 20 Seniority ................................................................................................................ 21 Discipline.............................................................................................................. 23 EmployeeRecords ...............................................................................................23 GrievanceProcedure ...........................................................................................24 TemporaryEmployees .........................................................................................26 BulletinBoards .....................................................................................................26 Vacancies ............................................................................................................. 26 Non-Discrimination ...............................................................................................27 NoStrike, No Lockout ..........................................................................................27 LegalServices ......................................................................................................27 Safety Shoes/Physical Examinations ...................................................................27 Termsof Agreement ............................................................................................28 Appendix A. Titles and Salaries ......................................................................31 Appendix B. Titles and Grades .......................................................................36 Appendix C. Standard Ranges .......................................................................37 ADD{TIONAL 1NFORMATION (Not a Part of the Negotiated Agreement) Memorandum of Understanding: Memorandum of Understanding: Memorandum of Agreement: Letter of Understanding: Letter of Understanding: Index ........................................... • Labor Management Task Force ..............................................40 Laboc Management Committee ..............................................41 Improvement Plan Process .....................................................42 Bumping Process ....................................................................44 Ten-Month Employees' Vacation ............................................45 ................................................................................................. 46 3 PREAMBLE This Agreement, entered into by Independent School District No. 625, hereinafter referred to as � the Employer or as the District, and Local Union 844 affiliated with Council 5 of the American Federation of State, County, and Municipal Employees, AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of harmonious refations between the Employer and the Union, the establishment of an equitable and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and other conditions of employment. u \ J ��l.i� ( 1 ARTICLE 1. RECOGNITION • 1.1 The Employer recognizes the Union as the sole and exclusive bargaini�g agent for the purpose of establishing salaries, wages, hours, and other conditions of employment for all of its employees as outlined in the certification by the State of Minnesota Bureau of Mediation Services, dated October 16, 1986, in Case No.87-PR-158 and as amended and as set forth in Section 1.2 below. 1.2 The bargaining unit covered by this Agreement shall consist of the following: All office, clerical, administrative and technical personnei who are employed by Independent Schoof District No. 625, Saint Paul, Minnesota, who work a minimum of fourteen (14) hours per week and sixty-seven (67) days per year, and who are public employees within the meaning of Minn. Stat. §179A.03, Subd. 14 in the classifications listed in Appendix B excluding supervisory, confidential and all other employees. 1.3 Any present or future employee who is not a Union member shall be required to contribute a fair share fee for services rendered by the Union and, upon notification by the Union, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Union. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 1.4 The Union agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of this Article 1, Section 1.3. � ARTICLE 2. CHECK OFF 2.1 The Employer agrees to deduct the Union membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the 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 atter such deductions are made or as soon thereafter as is possible. 2.2 The Employer shall provide a payroll deduction for voluntary employee contributions to the Union's Pofilicaf Action Commiflee. 2.3 The Union agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by the Empioyer under the provisions of this Article. \ J ARTICLE 3. MAINTENANCE OF STANDARDS 3.1 The parties agree that all conditions of employment relating to wages, hours of work, overtime differentials, vacations, and all other general working conditions shall be maintained at not less than the highest minimum standard set forth in the Civil Service Rules of the City of Saint Paul (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 employmeni shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. ARTICLE 4. MANAGEMENT RIGHTS 4.1 The Union recognizes the righi of the Employer to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. All rights and authority which the Employer has not officially abridged, delegated or modified by this Agreemeni are retained by the Employer. 42 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of discretion or policy as the furtctions and programs of the Employer, its overail budget, utilization of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 5. WORK DAY S.i The normal workday shall be eight and one-half (8 1/2) hours in duration, eight (8) of which are paid. Each normal workday shall include two paid fifteen (15)-minute rest breaks. In addition, a forty-five (45) minute, duty-free lunch shall be provided. Fifteen (15) minutes of the duty-free lunch is paid and the remaining thirty (30) minutes is unpaid. The following is an example of a normal workday schedule: Work day begins at: Morning Rest Break: Lunch Break: Afternoon Rest Break: W ork day ends at: 52 5.3 5.4 5.5 8:00 a.m. 10:00 - 10:15 a,m. Noon-12:45 p.m. (15 paid minutes) 3:00 - 3:15 p.m, 4:30 p.m. The normal work week shall be forty (40} hours in any seven (7)-day period. This Article shall not be construed as, and is not a guarantee of, any hours of work per normal workday or per normal work week. Overtime is to be paid at the rate of one and one-half (1 1/2) times the employee's normal hourly rate for all hours on the payroll in excess of eight (8) hours per day or forty (40) hours per week. The overtime compensation due the employee shall be paid at the rate herein cited, or by granting compensatory time on a time and one-half basis by mutual agreement between the District and the employee. � J s • V �� ARTICLE 6. LUNCH BREAKS AND REST BREAKS • 6.1 Lunch breaks shall be forty-five (45)-minutes In length, thirty (30) ot which are unpaid, and shall be scheduled by the supervisor at approximately the middle of the employee's shift. 6.2 All employees' work schedules shall provide for a paid fifteen (15)-minute rest break during each one-half shift. The rest breaks shall be scheduled by the supervisor at approximately the middle of each one-half shift whenever this is feasible. 6.3 If an employee is scheduled to work a full half-shift beyond the regular quitting time, the employee shall be entitied to the rest period thai occurs during said haff shift. ARTfCLE 7. HOLIDAYS 7.1 Holidavs recoqnized and observed. The following days shall be recognized and observed as paid holidays: New Year's Day Labor Day Martin Luther King Day Thanksgiving Day Presidents' Day Day After Thanksgiving Memorial Day Christmas Day Independence Day Eligible employees shall receive pay tor each of the holidays listed above, on which they perform no work, provided the holiday falls within their work year. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the • holiday. Whenever any of the holidays listed above fall on Sunday, the succeeding Monday shall be observed as the holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendar date of the holiday. 7.2 Elioibilitv Requirements. To be eligible for holiday pay, employees must be active on the payroll the day of the holiday. The holiday shall not be counted as a working day for the purposes of this Article. 7.3 Notwithstanding Article 7.2, a temporary employee shall be eligible for holiday pay only after such employee has been employed as a temporary employee for sixty-seven (67) consecutive workdays. 7.4 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 determined by agreement between the employee and the supervisor. 7.5 Employees who work summer school and qualify under the eligibility requirements of 7.2 above shall be paid for the Independence Day holiday. 7.6 Employees who are required to work on a holiday listed in Article 7.1, except in situations defined in Article 7.4, shall be compensated on a time and one-half basis in addition to regular holiday pay. • ARTICLE 8. VACATION 8.1 Vacation credits shall accumulate at the rates shown below for each full hour on the payroll, excluding overtime. Years of service means calendar years of service, regardless of F.T.E. f� � Years of Service First year ihrough 4�' year 5`" �year through 9`" year 10` year through 15�' year 16`" year through 23" year 24`" year and thereafter Accrual Rate' .0576 .0769 .0807 .0961 .1153 Annual Hours Earned 120 rso 168 200 240 Annual Davs Earned 15 20 21 25 30 `Calculations are based on 2,080 hour work year and shall be rounded off to the nearest hour. The head of the department may permit an employee to carry over into the next "vacation year' up to one hundred sixty (160) hours of vacation. 82.1 An employee who has more than one hundred sixty (160) hours of accrued vacation remaining at the end of the lasf full pay period in October shall either: 8.22 82.3 (a) (b) (c) be required to use the hours of vacation in excess of one hundred sixty (160) hours prior to the end of the calendar year: or be compensated for hours in excess of one hundred sixty (160) hours at end of year: or be provided an exception for additional carryover of vacation by means of approval of his/her department head. Choice of option a, b, or c is at the discretion of the Employer. For the purpose of this Article, the "vacation year" shall be the calendar year. Ten (�0)-month employees may use accrued vacation during the period of summer break up to June 30 with the approval of their supervisor. The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Subd. H. 8.4 Sick leave accumulation in excess of 1,440 hours may be converted to paid vacation time at a ratio of two (2) hours of sick leave time for one (1) hour of vacation time, to a maximum of five (5) regularly assigned workdays (not to exceed a total of forty (40) hours in any year. There shall be no conversion of unused sick leave in any amount at any time to any cash payment other thart the above-described conversion to vacation time or pay irt Article 13. • • • � ✓ / /�Y �� ARTICLE 9. LEAVES OF ABSENCE . 9.1 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 hislher regular scheduled starting time. The granting of sick leave shalf be subject to the terms and provisions of this Agreement. Any employee who has accumulated sick leave as provided above shall be granted leave with pay, for such period of time as the head of the department deems necessary for the following specified aliowabie uses: 9.1.1 Personal Illness. Employees may use accumulated sick leave for hours off due to personal illness. The employee may be required to furnish a medical certificate from a qualified physician as evidence of illness or physical disability in order to qualify for paid sick leave as per District practice. Accumulated sick leave may also be granted for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. 9.1.2 Familv Iliness. Employees may use accumulated sick leave for hours off due to sudde� sickness or disability of a parent or a member of his/her household or to make arrangements for the care of such sick or disabled persons up to a maximum of eight hours sick leave per incident. Up to one hundred twenty (120) hours of accumulated sick leave may be used in a work year to allow the employee to care for and attend to the serious or critical illness of his/her spouse or parent. These hours when used are deducted from sick leave. 9.1.3 Sick Child Care Leave. Sick leave to care for a sick child shall be granted on the same terms as the employee is able to use sick leave for the employee's own iliness. This leave shall only be granted pursuant to Minnesota Stat. §181.9413 and shall remain available as provided in Statute. • 9.1.4 Bereavement Leave. A leave of absence with pay, not to exceed five (5) days, shall be granted because of the death of an employee's spouse, child or step child, parent or step-parent, and regular members of the immediate household. Up to three (3) days shall be granted because of death of other members of the employee's immediate family. Other members of the immediate family shall mean sister or step sister, brother or step brother, grandparent, grandchild, parent-in-law, son-in-law or daughter-in-law. Leave of absence for one (1) day shall be granted because of death of other close relatives. Other close relatives shall mean uncle, aunt, nephew, niece, brother-in-law and sister-in-law. Travel Extension: If an employee is required to travel beyond a two-hundred (200)-mile radius of Saint Paul for purposes related to eligible bereavement leave, two (2) additional days of sick leave may be used. Employee, if requested, shall provide the Human Resource Department verificatio� of the funeral (ocation outside of Saint Paul. 9.1.5 Adootion Leave and Father with Newborn Child. Up to thirty (30) days of accumulated sick leave may be used in a contract year to attend to adoption procedures or care for a newiy-adopted child or for a father with a newborn child. Use of these thirty (30) days does not need to occur consecutively. The thirry (30) days of sick leave for fathers of newborns must be used within six (6) weeks surrounding the birth of the child. For adoption the thirty (30) days of sick leave may be used for adoption processes or up to six (6) weeks following the adoption. Upon completion of the adoption process additional sick leave may be allowed for the care of a sick child as required by Minnesota Statue §181.9413. u ARTICLE 9. LEAVE OF ABSENCE (continued) 9.2 Court Dutv Leave i 9.2.1 Court Cases. Any employee who is duly subpoenaed as a witness in any case in court shall be entitled to leave with pay for that purpose provided that the employee is not a party in tFae case, and provided that the case is not the result of litigation undertaken by the employee or the Union against the District. in cases where the Board is a party in the litigatio�, the employee shall be entitled to pay while attending as a witness at the request of the Board or as a co-defendant in the case. 922 Reauired Jurv DuN. Any empfoyee who is required to serve as a juror shall be granted leave with pay while serving on jury duty contingent upon the employee paying to the Board any fees received, minus travel allowance, for such jury service. The employee may seek to be excused from jury duty. 9.3 Militarv Leave 9.3.1 Military Leave With Pay. Any employee who shall be a member of the National Guard, the Naval Militia or any other component of the militia of the state, now or hereafter organized or constituted under state or federal law, or who shall be a member of the Officers Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organized or constituted under federal law, shall be entitled to leave of absence from employment withoui loss of pay, seniority stat�s, efficiency rating, vacation, sick leave or other benefits for all the time when such employee is engaged with such organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided � that such leave shail not exceed a total of fifteen (15} days in any calendar year and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed uniess the employee 1) returns to his/her position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave; or 2) is prevented from so returning by physical or mental disability or other cause not due [o such employee's own fautt; or 3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. Any employee who is a member of the armed forces or National Guard and who is called to active duty may be eligible for pay continuation pursuant to the requirements of Minnesota Statute §471.975. 9.32 Military Leave W ithout Pay. Any employee who engages in active service in time of war or other emergency declared by proper authority of any of the military or naval forces of the state or of the United States for which leave is not otherwise allowed by law shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as are imposed by law. Such leaves of absence as are granted under Article 9.3 shall conform to Minnesota Staiutes, Section 192, as amended from time Yo time and shall confer no additional benefits other than those granted by said statute. i ,o 0'7-C� ll ARTICLE 9. LEAVES OF ABSENCE (continued) • 9.4 General Non-Comoensatorv Leave of Absence. After three months of employment, an employee may make application for a leave of absence not to exceed one year. A leave of absence shall be granted on the basis established in the Civil Service Rules (Resolution No. 3250). 9.4.1 Said rules are supplemented and amended by the following provision: All requests for unpaid leave are subject to District approval. Such requests are to be submitted to the Human Resource Department on a form provided by the Empioyer. If an employee's request for thirty (30) days or more of non-medical and non- parental leave is approved, the employee will be offered the opportunity to return to employment in an equivalent position, if a vacancy is available after the conclusion of the leave. If no equivalent vacancy exists at that time, the District will continue to consider the employee's return for two (2) years after the conclusion of leave. If no equivalent vacancy has occurred and has been assigned by the end of two (2) years from the conclusion of leave, the employee's name will be dropped from consideration as though he/she had resigned, and the employee will be considered resigned. "Equivalent vacancy' means a position of the same job classification held by the employee at the time of the leave, which remains in existence, has been vacated by the resignation or termination of another employee, and which the District intends to fill in the same classification. 9.5 Parental Leave • 9.5.1 Parental leave is a leave without pay or benefits which shall be granted upon request subjecl to ihe provisions of this Section. ft may be granted for reasons of adoption or pregnancy and/or the need to provide parental care for a child or children of the employee for an extended period of time immediately following adoption or the conclusion of pregnancy; such period of leave shall be no longer than one calendar year in length. Leave up to six (6) calendar months shall be granted upon request. Leave for more than six (6) calendar months is at the discretion of the Employer. 9.5.2 In the case of pregnancy, an employee who wishes to use a period of (paid) earned sick leave at the time of pregnancy and delivery-related disability, may request unpaid parental leave for a period following the use of earned sick leave; however, sick leave time shall not be granted within (during the course of) a period of unpaid parental leave. The employee requesting such sequential leave shall submit an application in writing to the Director of Human Resources of Independent School District No. 625 not later than twelve (12) weeks in advance of the anticipated date of delivery. The employee will be required to submit, at the time of use, appropriate medical verification for the sick leave time claimed. 9.5.3 In the case of adoption, the employee shall submit to the Director of Human Resources of Independent School District No. 625 a written application including the anticipated date of placement of the child, at least twelve (12) weeks in advance of the anticipated date of placement, or earlier if possible. Documentation will be required. • 11 ARTICLE 9. LEAVES OF ABSENCE (continued) 9.5.4 When an employee is returning from parental leave extending o��er a period of six (6) calendar months or less, the employee shall be placed, at the beginning of the first pay period following the scheduled date of return, in the same position held prior to the leave or, if necessary, in an equivalent position. 9.5.5 When an employee has requested and been granted ieave for a period longer than six (6) calendar months, but no more than twelve (12) calendar months, the employee will be placed in an equivalent position after the scheduled date 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 which exists, has no certified incumbent, which is to be filled, and for which no other person has rights. 9.6 Familv Medical Leave. Effective February 1, 1994, leaves of absence shall be granted as required under the federai law known as the Family and Medicai Leave Act (FMLA) so long as it remains in force. The Human Resource Department provides procedures which coordinate contractual provisions with FMLA. 9.7 �3 � School Activities Leave Without Pav. An employee may request and be granted up to sixteen (16) hours of unpaid leave per calendar year for school activitles of his/her own child, pursuant to Minn. Stat. §181.9412 rules, so long as the Statute so provides. Educational Leave. Leave with pay may be granted for educational purposes at the option of the Employer. Union Official Leave. An employee elected or appointed to a full-time paid position by the exclusive representative may be granted a leave of absence without pay for not more than one (1) year for Yhe purpose of conducting the duties of the exclusive represenYative. 9.10 Release Time for Neaotiations. Members of the union negotiating team may be released from their assignment with appropriate advance notice for such reasonable time as is necessary to atiend negotiation sessions set by the school district and uniort. Such time may be granted upon approval of the employee's immediate supervisor and payment of salary during time off may be granted at the discretion of the district. 9.11 Quarantine. Employees quaraniined by a healih officer because of corttagious disease conditions at the work site shall receive payment for time lost through such unavoidable cause for a period not to exceed ten (10) days. � i • 12 Q?-G (( • ARTICLE 10. WAGES 10.1 The wage schedule, for purposes of this contract, shall be Appendices A, B and C attached hereto. Both parties agree that the inclusion of the classifications and salary ranges in Appendices A, B and C does not preclude the employer from the following: 1. Reorganizing; 2. Abolishing classifications; 3. Establishing new classifications; 4. Regrading classifications; 5. Reclassifying positions. 10.2 Both parties also agree that titles and grades in Appendices A, B and C refer to employees in the positions at the date of signing of the Agreement. No employee in this bargaining unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassification takes place. 10.3 Initial Steq Placement. When an employee is regularly appointed into a title covered by this Agreement or moves from one title covered by the Agreement to an appointment in a different title under this Agreement, shall be governed by Civil Service Rules. 10.4 Salarv Step/Increase Elipibilitv. Employees must meet the following conditions in order to be eligible for salary step advancement or, if on the 5, 10 or 15-year step, to be eligible for a salary increase: 10.4.1 FuII-time employees must have been paid a minimum of 1,040 hours on the payroll in the previous twelve months. Part-time employees must complete a pro- rata number of hours in order to qualify for a step advancement (i.e., a half-time � employee must complete five hundred twenty (520) hours to qualify for a step). 10.4.2 If an employee is on an improvement plan, the employee must be on track with the components of the improvement plan. 10.4.3 The improvement plan increases is described Agreement. 10.5 Salarv Steq Proaresslon process as it relates to step progression and salary in a Memorandum of Agreement in the back of this 10.5.1 An employee who meets the eligibility requirements in 10.4 of this Section will advance one step up to Step 6(five-year step). 10.5.2 An employee who meets the eligibility requirements in 10.4 of this Section and who has completed ten (10) calendar years of service in the District will advance one (1) additional salary step on the first pay period in July, not to exceed Step 7. 10.5.3 An employee who meets the eligibility requirements in 10.4 of this Section and who has completed fifteen (15) calendar years of service in the District will advance one (1) additional salary step on the first pay period in July, not to exceed Step 8. u 13 ARTICLE ��. WORK�NG OUT OF CLASSIFICATION 11.1 Employer shall avoid, whenever possible, working an employee on an out-of-class • assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (�5) working days during a year shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16th) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to pertorm, on a full-time basis, all of the significant duties and responsibilities of a position different from the employee's regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. 112 For the following classifications, the provisions of 11.1 shall not apply to pertormance of the duties of the next higher classification in the job series: Clerk I BOE Clerk-Typist I BOE Data Entry Operator I BOE ARTICLE 12. MILEAGE 'I2.1 Mileaqe Allowance. Employees of the School District, under policy adopted by the Board of Education, may be reimbursed for the use of their automobiles for school business. The mileage allowance for eligible employees shall be established by the Board of Education. The mileage reimbursement rate shall be indexed periodically to reflecY the • rate established bythe Internal Revenue Service. '12.2 Reimbursement Procedures. An employee must keep a record of each trip made. Reimbursement shail be for the actual mileage driven in the pertormance of assigned duties as verified by the appropriate school district administrator and in accordance with School District Business Office policies and procedures. • 14 � ;-� �r ARTICLE 13. SEVERANCE PAY • 13.1 The Employer shall provide a severance pay program as set forth in this Article. Payment of severance pay shall be made within the tax year of the retirement as described in Business Office Rules. 132 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: 13.2.1 The employee must be fifty-five (55) years of age or older or must be etigible for pension under the "Rule of 90" provisions of the Public Employees Retirement Association (PERA). The "Rule of 85" or the "Rule of 90" criteria shall also apply to employees covered by a public pension plan other than PERA. 13.2.2 The employee must be voluntarily separated from School District employment or have been subject to separation by layoff or compufsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetence or any other disciplinary reason are not eligible for this severance pay program. 13.3 If an employee notifies the Human Resource Department three (3) months in advance of the date of retirement and requests severance pay and if the employee meets the eligibility requirements set forth in 132 above, he or sfie wi11 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 $100 for each day of accrued, unused sick leave, up to 175 days. 13.3.1 If an employee notifies the Human Resource Department in less than three (3) months in advance of the date of retirement and requests severance pay and if • the employee meets ihe eligibiVity requirement set forth above, he or she wilf 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 $85 pay for each day of accrued, unused sick leave up to 205.88 days. 13.32 If exigent circumstances exist, such as a sudden illness/injury of the employee or immediate family member necessitating immediate retirement, and if the employee meets the eligibility requirements set forth above, he or she will 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 $100 pay for each day of accrued, unused sick leave up to 175 days. 13.4 The maximum amount of severance pay that any employee may obtain through this 403(b) Tax-Deferred Retirement Plan for Sheltering Severance Pay and Vacation Pay is $17,500. 13.5 For the purpose of this 403(b) Tax-Deferred Retirement Pian for Sheltering Severance Pay and Vacation Pay, a death of an employee shall be considered as separation of empfoyment and, ifi the employee would have met all of the requirements set forth above at the time ot his or her death, contributions to the 403(b) Tax-Deferred Retirement Plan for Sheltering Severance Pay and Vacation Pay shali be made to the employee's estate. 13.6 For the purpose of this 403(b) Tax-Deferred Retirement Plan for Sheltering Severance Pay and Vacation Pay, a transfer from I�dependent School District No. 625 employment to City of Saint Paul employment is not considered a separation of employment, and such transferee shall not be eligible tor this plan. • 15 ARTICLE 14. INSURANCE BENEFITS SECTION 1. ACTIVE EMPLOYEE HEALTH INSURANCE • 1.1 The Employer will continue for the period of this Agreement to provide for active employees such health and life insurance benefits as are provided by Employer at the time of execution of this Agreement. 12 EliqibiliN Waitina Period. One (1) full month of continuous regularly appointed service in Independent School District No. 625 will be required before an eligible employee can receive the District contribution to premium cost for health and life insurance provided herein. 1.3 Full-Time Status. For the purpose of this Article, full-time employment is defined as appearing on the payroll at least thirty-iwo (32) fiours per week or at ieast sixty-four (64) hours per pay period, exciuding overtime hours. 7.4 Half-Time Status. For ihe purpose of this Article, half-time employment is defined as appearing on the payroll ai least twenty (20) hours but less than thirty-two (32) hours per week or at least forty (40) hours but less than sixty-four (64) hours per pay period, excluding overtime hours. 1.5 Emqlover Contribution Amount--Full-Time Emplovees. Effective January 1, 2006, for each eligible employee covered by this Agreement who is employed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or 420 per month, whichever is less. For each eligible full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $740 per month, whichever is less. 1.5.1 Effective January 1, 2007, for each eligible employee covered by this Agreement • who is employed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $460 per month, whichever is less. For each eligible full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $810 per month, whichever is less. 1.5.2 Effective January 1, 2008, for each eligible employee covered by this Agreement who is employed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $480 per month, whichever is less. For each eligible full-time employee who seiects family coverage, the Employer will contribute the cost of such family coverage or $900 per month, whichever is less. 1.6 Emolover Contribution Amount--Half-Time Em�lovees. For each eligible employee covered by this Agreement who is employed half time, the Employer agrees to contribute fifty percent (50%) of the amount contribufed for full-time employees selecting employee coverage; or for each half-time employee who selects family insurance coverage, the Employer will contribute fifty percent (50%) of the amount contributed for full-time employees selecting family coverage in the same insurance plan. 1.6.1 Notwithstanding Section 1.6 above, employees covered by this Agreement and employed half time prior to January 1, 1986, shall receive the same insurance contributions as a full-time employee. This Section 1.6.1 applies only to employees who were employed half-time during the month of December 1985 and shall continue to apply only as long as such employee remains continuously employed half time. � 16 a�—��t ARTICLE 14. INSURANCE, Section 1. (continued) . 1.7 1.8 1.9 � A. Be receiving pension benefits from PERA, St. Paul Teachers Retirement Association or other public employee retiree program at the time of retirement and have severed the employment relationship with Independent School District 625; B. Must be at least fifty-eight (58) years of age and have completed twenty-five (25) years of service, or; C. Must have completed at least thirty (30) years of service, or; r1 �J Life Insurance. For each eligible employee, the Employer agrees to provide $25,000 life insurance coverage. This amount shall drop to $5,000 of coverage, in the event of early retirement, untii the retiree reaches age 65; then all Employer coverage shall terminate. Dental Insurance. The Employer will contribute for each eligible employee covered by this Agreement who is employed full-time toward participation i� a dental care plan offered by the Employer up to $35 per month for single coverage. 1.8.1 Employees who wish to enroll in family dental coverage may pay the difference between the cost of famiiy coverage and single coverage. Lona-Term Disabilitv Insurance. The Employer shall provide, for each eligible employee covered by this Agreement who is employed full time, long-term disability insurance. 1.10 Flexible Soendinq Account. It is the intent of the Employer to maintain during the term of this Agreement a plan for medical and child care expense accounts to be available to employees in this bargaining unit who are eligibfe for Employer-paid premium contribution for health insurance for such expenses, within the established legal regulations and IRS requirements for such accounts. � 1.11 The contributions indicated in this Article 14 shall be paid to the Employer's group health and welfare plan. 1.12 Any cost of any premium for any Emp{oyer-offered employee or family insurance coverage in excess of the dollar amounts stated in this Article 14 shall be paid by the employee through payroll deduction. SECTION 2. RETIREMENT HEALTH INSURANCE Subd. 1. Benefiit Eliaibilitv for Emqlovees who Retire Betore Aae 65 1.1 Emplovees hired into District service before Mav 1 1996, must have completed the following service eligibility requirements with Independent School District No. 625 prior to retirement in order to be eligible for any payment of any insurance premium contribution by the District after retirement: E. The combination of their age and their years of service must equal eighty-five (85) or more, or; Must have completed at least twenty (20) consecutive years of service within Independent School District No. 625 immediately preceding retirement. Years of regufar service with the City of Saint Paul will continue to be counted toward meeting the service requirement ot this Subdivision 1.1 B, C or D, but not for 1.1 E. 17 ARTICLE 14. INSURANCE, Section 2. (continued) 1.2 Emqlovees hired into District service after Mav 1. 1996, must have completed twenty (20) • years of service with Independent School District No. 625. Time with the C+ty of Saint Paul will �ot be counted toward this twenty (20)-year requireme�t. 1.3 Eligibility requirements for all retirees: A. A retiree may not carry his/her spouse as a dependent if such spouse is also an Independent School District No. 625 retiree or Independent School District No. 625 employee and eligible for and is enrolled in the Independent School District No. 625 health insurance program, or in any other Employer-paid health insurance program. B. Additional dependents beyond those designated to the District at the time of retirement may not be added at District expense after retirement. C. The employee must make application through Districi procedures prior to the date of retirement in order to be eligible for any benefits provided in this Section. D. Employees terminated for cause will not be eligible for employer contributions toward insurance premiums for pre-age 65 or post-age 65 coverage. At the Employer's discretion, the Employer may consider an employee's voluntary resignation in Iieu of termination. If a termination is contested, ineligibility for benefits will not occur, unless a neutral third party upholds the termination. Subd. 2 Emplover Contribution Levels for Emqlovees Retirina Before Aae Sixtv-Five 2.1 Health Insurance Emplover Contribution Employees who meet the requirements in Subd. 1 or Subd. 2 will receive a District • contribution toward health insurance until the employee reaches sixty-five (65) years of age as defined in this subdivision. 2.1.1 The District contribution toward health insurance premiums will equal the same dollar amount the District contributed for single or family coverage to the carrier in the employee's last month of active employmeni. 2.1.2 In the event the District changes health insurance carriers, it will have no impact on the District contribution for such coverage. 2.1.3 Any employee who is receiving family coverage premium contribution at date of retirement and later changes to single coverage will receive the dollar contribution to single coverage that was provided in the contract under which the retirement became effective. 2.2 Life Insurance Emqlover Contribution The District will provide for early retirees who qualify under the conditions of 1.1 or 12 above, 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 sixty-five (65) or over. • m G��-l� Jl ARTICLE 14, INSURANCE, Section 2. (continued) • Subd. 3. Be�efit Eliaibilitv for Emplovees After Aae Sixtv-Five (651 3.1 Emelovees hired into the District before Mav 1. 1996. who retired before age sncty-five (65) a�d are receiving benefits per Subd. 2 above are eligible, upon reaching age si�y- five (65), for employer premium contributions for health insurance described in Subd. 4 of this Article. 3.2 Employees hired into the District before Mav 1. 1996, who retire at age sixty-five (fi5) or older must have completed the eligibility requirements in Subd. � above or the following eligibility requirements to receive District contributions toward post-age-sixty-five (65) health insurance premiums: A. Employees hired before January 1, 1990, must have completed at least ten (10) years of continuous employment with the District. For such employees or early retirees who have not completed at least ten (10) years of service with the District at the time of their retirement, the Employer will discontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age sixty-five (65). B. Employees hired on or after January 1, 1990 and prior to May 1, 1996, must have completed twenty {20) years of continuous employment with the District. For such employees or early retirees who have not completed at least twenty (20) years of service with the District at the time of their retirement, the Employer will discontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age sixty-five (65). Years of certified civil service time with the City of Saint Paul earned prior to May 1, 1996, • will continue to be counted toward meeting the District's service requirement of this Subd. 3. Civil service time worked with City of Saint Paul after May 1, 1996, will be considered a break in District employment. 3.3 Emplovees hired on or after Mav 1 1996, shall not have or acquire in any way any eligibility for Employer-paid health insurance premium contribution for coverage in retirement at age sixty-five (65) and over in Subd. 4. Employees hired on or after May 1, 1996, shall be eligible for only earlv retirement insurance premium contributions as provided in Subd. 2 and Deferred Compensation match in Subd. 5. Subd. 4. Emolover Contribution Levels for Retirees After Aae Sixtv-Five (65) 4.1 Empfovees hired into the District before Mav 1 1996, and who meet the eligibility requirements in Subdivisions 3.1 or 3.2 of this Article are eligible for premium contributions for a Medicare Supplement health coverage policy selected by the District. Premium contributions for such policy will not exceed: Coveraae Tvpe Medicare Eligible Non-Medicare Eligible Sin le Familv $300 per month $400 per month $400 per month $500 per month At no time shall any payment in any amount be made directly to the retiree. Any premium cost in excess of the maximum contributions specified must be paid directly and in full by the retiree, or coverage will be discontinued. • 19 ARTICLE 14. INSURANCE, Section 2. (confinued) Subd.S. Emolovees hired after Mav 1. 1996, after completion of three (3) full years of . consecutive active service in Independent School District No. 625, are eligible to participate in an employer matched Minnesota Deferred Compensation Plan or Districi-approved 403(b) plan. Upon reaching eligibility, the District will match up to $60 per paycheck up to $600 per year of consecutive active service, up to a cumulative lifetime mauimum of $12,500. Part-time employees working haif-time or more will be eligible for up to one half (50%) of the available pistrict 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. Federa! and state rules governing participation in ihe Minnesota Deferred Compensation Plan or District-approved 403(b) plan shall apply. The employee, not the District, is solely responsible for determining his/her total maximum allowable annual contribution amount under IRS regulations. The employee must initiate an application to participate through the DistricYs specified procedures. ARTICLE 15. PROBATION 15.1 General Princioles. This Article is effective for appointments made on or after July 1, 2002. Extended absences of any kind (paid or unpaid) lasting one (1) week or more in duration may be excluded when calculating time toward the completion of any probationary period. 15.1.1 If a District employee who is covered by this Agreement transfers to a position in � the City of Saint Paul, that employee will have the right to return to his/her former position or to a position to which the employee may have been transferred or assigned prior to the new assignment, during or immediately at the conclusion of that probationary period, it the employee fails probation in the City position. 75.2 Orioinal Emolovment Probation. A new employee shall serve a twelve (12)-month probationary period following regular appointment from an eligible list to a position covered by this Agreement. For the purpose of this Article, tweive (12) months shall mean twelve (12) calendar months, including non-work months. 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. 15.3 Promotional Probation. An employee newly promoted to a position covered by this Agreement shall remain on promotional probation for a period of six (6) months. Six (6) months shall mean six (6) full-time equivalent months (1,040 hours on the payroll). The calculation for time on probation will exclude any unpaid breaks not worked by the employee. At any time during this probationary period, the employee may be returned to the employee's previous position or to a position to which the employee may have been transferred or assigned prior to the promotion, at the discretion of the Employer, and without recourse to the grievance procedure. u � l_ J i n L J ARTICLE 16. SENIORITY 07-� �� 16.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The length of continuous, regular, and probationary service with the Employer from the date an employee was first certified and appointed to a class title covered by this Agreement, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same date, the seniority shall be determi�ed by employee's rank on the eligible list from which certification was made. 16.2 Seniority shall terminate when an employea retires, resigns or is discharged. 16.3 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 within each department based on inverse length of seniority as defined above. However, when layoff occurs in any of the titles listed below under Column A, layoff shall be based on inverse length of total seniority in all titles listed on the corresponding line under Column B. The Human Resource Department will identify such least senior employee in the department reducing positions, and shall notify said employee of his/her reduction from 1he department. ff there are any vacancies in any of the titles under Cofumn B on whlch seniority was based, in any other District department, the Human Resource Department shall place the aftected employee in such vacancy. If two or more vacant positions are ava+lable, the Human Resource Department shal{ decide which vacant positions the affected employee shall fill. If no vacancy exists in such titles, then the least senior District employee in such titles shall be identified, and if the employee affected by the original departmental reduction is more senior, he/she shall have the right to claim that position and the least senior District employee in such titles shall be the employee laid off. For the purposes of this Article, the Board of Education is not included as a City department nor is a Board of Education employee included as a City employee. Column A Clerk I BOE Clerk II BOE Clerk-Typist I BOE Clerk-Typist II BOE Data Entry Operator 1 BOE Column B Clerk I BOE, Clerk II BOE Clerk I BOE, Clerk II BOE Clerk-Typist I BOE, Clerk-Typist II BOE Clerk-Typist II BOE, Clerk-Typist I BOE Data Entry Operator I BOE Data Entry Operator II BOE 21 ARTICLE 16. SENIORITY (continued) 18.4 In cases where there are promotional series, such as Technician I, II, III, etc., when the • number of employees in these higher titles is to be reduced, employees who have held lower titles which are in this bargaining unit will be offered reductions to the highest of ihese titles to which class seniority would keep them from being laid off, before layoffs are made by any class title in any department. 16.5 In cases where an employee to be laid off has held no regular appointment in a lower title in the same promotional series as his/her current title, that employee will be offered a reduction to the title within the bargaining unit to which he/she was regularly appointed immediately prior to his/her current title, so long as there is either a vacancy or, if no vacancy exists, a less senior employee in such title may be displaced. In cases where an employee to be laid off has held no regular appointmeni to any titles immediately prior to his/her current title, said employee shall be laid off. The employee reducing into a title formerly held must satisfactority complete a six (6)-month probationary period (n such title. If the probationary period is not satisfactory, the employee shall, at any time during the probationary period, be reinstated to his/her former title and sfiall be laid off, but such employee's name will be placed on the reinstatement register in his/her former title and "bumping" rights herein shatl not again applyto such employee. This procedure will be followed by the Board of Education for Board of Education employees. City employees being reduced or laid off may not displace Board of Education employees. Board of Education employees being reduced or Iaid off may not displace City employees. 16.6 It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. • 16.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two years of layoff. • 22 • u r� �J ARTICLE 17. DISCIPLWE �?�(� I/ 17.1 Discipline will be administered for just cause only. Discipline will be in the form of the following actions. Such actions may be taken in an order dlfferent from that listed here, based on the specific employee action. �7.i.1 Oraireprimand; 17.12 Written reprimand; 17.1.3 Suspension; 17.1.4 Reduction; � 7.1.5 Discharge. 172 Any written reprimand made concerning any member of this bargaining unit which is filed with the Human Resource Department or within any Employer department, shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the Employer shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. 17.3 17.4 Suspensions, reductio�s, and discharges will be in written form. Employees and the Union will receive copies of written reprimands and notices of suspension and discharge. 17.5 Employees may examine all information in their Employer personnel files that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under the direct supervision of the Employer. 17.6 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. That supervisor will then offer to meet with the employee prior to making a final determination of the proposed discipline. The employee shall have the opportunity to have Union representation present and be provided the opportunity to speak on his/her behalf regarding the proposed action. If the employee is unable to meet with the supervisor, the employee will be given the opportunity to respond in writing. 17.7 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that a Union representative be present. 17.8 A grievance relating to this Article shall be processed in accordance with the grievance procedure in Article 19 of this Agreement. This provision is not intended to abrogate rights of veterans pursuant to statute. ARTICLE 18. EMPLOYEE RECORDS 18.1 Any written reprimand made concerning any member of this bargaining unit which is filed with the Human Resource Department or within any Employer department, shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the Employer shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. 182 Any member of the bargaining unit may, during usual working hours, with the approval of the supervisor, review any material placed in the employee's personnel file, after first giving proper notice to the supervisor in custody of such file. 23 ARTICLE 19. GRIEVANCE PROCEDURE 19.1 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. 192 It is recognized and accepted by the Emptoyer 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. 19.3 The procedure established by this Article shall be the sole and exclusive procedure, except for the appeal of disciplinary action as provided by Article 17, for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this Agreement. 79.4 Grievance shall be resolved in conformance with the following procedure: Step 1. Upon the occurrence of an alleged violation of this Agreement, the employee involved with or without the steward 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 ot the grievance, the tacts on which it is based, the alleged section(s) of the Agreement violated, and relief requested. Any alleged • violation of the Agreement not reduced to writing by the Union within fifteen (15) workdays of the first occurrence of the event giving rise to the grievance shall be considered waived. Steo 2. Within ten (10) workdays after receiving the written grievance, a designated Employer supervisor shall meet with the Union steward and attempt to resolve the grievartce. If, as a result of this meeting, the grievance remains unresolved, the Employer shall reply in writing to the Union within five (5) workdays following this meeting. The Union may refer the grievance in writing to Step 3 within ten (10} workdays following receipt of the Employer's written answer. Any grievance not referred in writing by ihe Union within ten (10) workdays following receipt of the Employer's answer shall be considered waived. Ste . Within ten (10) workdays following receipt of a grievance referred from Step 2, a designated Employer supervisor shall meet with the Union Business Manager or his/her designated representative, the Employee, and the steward, and attempt to resolve the grievance. Within ten (10) workdays following this meeting, the Employer shall reply in writing to the U�ion, stating the Employers 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) workdays following receipt of the Employer's answer shall be considered waived. • 24 ARTICLE 19. GRIEVANCE PROCEDURE (continued) D7-� I f • Steo 4. If the grievance remains unresolved, the Union may within ten (10) workdays after the response of the Employer in Step 3, by written not+ce 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) workdays after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said ten (10j-day period, either party may request the Bureau of Mediation Services to submit a pa�el 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 (1st) name; the Employer shall then strike one (1) name. The process will be repeated and the remaining person shall be the arbitrator. � 9.5 The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only the specific issue submitted in writing by the Empfoyer 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 eftect of law. The arbitrator's decision shall be submitted in writing within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. The decision of the arbitrator shall be final and binding on the Employer, the Union, and the employees. 19.6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the Employer and the Union, provided that each party shall be responsible for . compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. 19.7 The time limits in each step of this procedure may be extended by mutual agreement of the Employer and the Union. 19.8 It is understood by the Union and the Employer that if an issue is determined by this grievance procedure, it shall not again be submitted for determination in another forum. If an issue is determined by any other forum, it shall not again be submitted for arbitration under this grievance procedure. This provision is not intended to abrogate rights under state or federal statutes. 19.8.1 Notwithstanding that portion of Article 272 referring to laws of the City of Saint Paul, no issue regarding actions taken under this Agreement shall be submitted to the Civil Service Commission, except as permitted in Article 17.8, for persons covered by veterans preference. 19.9 The District agrees that the exclusive representative shall be copied on all disciplinary actions. • 25 ARTICLE 20. TEMPQRARY EMPLOYEES 20.1 it is recognized that temporary employees are within the unit covered by this Agreement, however, except as specifically provided by this Agreement, temporary employees shall not have or acquire any rights or benefits other than specifically provided by the provisions of the Civil Service Rules and/or the Saint Pauf Salary Pfan and Rates of Compensation. In cases of temporary work, appointment officers may fill a vacant position with a temporary employee. The appointing officer must indicate in making such a request that such employment is in fact temporary. No person shall serve as a temporary employee more than 1o40 working hours in any fiscal year. No person may work in excess of 1040 hours uniess the Human Resources Director approves such extension prior to the use of the full 1040 hours. Persons on appropriate eligible lists shall be given, at the discretion of the Human Resources Director, preference in temporary appointment, and their names shall remain on all eligible lists for regular empVoyment. The Human Resources Director may alter the number of working days permitted upon determination that market conditions warrant an adjustment. Whenever discretionary changes are made in accordance with this section by the Human Resources Director, the effective date of the action shall be preceded by a twenly day public notice period. This period shall be initiated by notice to the recognized bargaining unit for the title affected and the affected departments. ARTICLE 21. BULLETIN BOARDS 21.t The Employer shall provide reasonable bulletin space for use by the Union in posting notices of Union business and activities. Said bulletin board space shall not be used by the Union for political purposes other than Union elections. Use of this bulletin board is subject to approval of the department head. ARTICLE 22. VACANCIES 22.1 The Human Resource Department will post notices of job vacancies on the Saint Paul Public Schools World Wide Web page for at least five (5) working days before filling the vacancy so that qualified District employees who hold the title may apply for consideration. 222 For the purpose of this Article, a vacancy need not be posted if it is to be filled by a current employee to avoid a layoff. 22.3 For the purpose of this Article, a vacancy need not be posted if it is to be filled through reinstatement of a laid-off School District employee covered by this Agreement with recall rights to the vacancy. • u � `�� ARTICLE 23. NON-DISCRIMINATION ��` � • 23.� The terms and conditions of this Agreement wiil be applied to employees equally without regard to or discrimination for or against any individual because of race, color, creed, sex, age or because of inembership or non-membership in the Union. 23.2 Employees will pertorm their duties and responsibilities in a non-discriminatory manner as such duties and responsibilities involve other employees and the general public. ARTICLE 24. NO STRIKE, NO LOCKOUT 24.1 Neither the Union, its officers or agents, nor any of the employees covered by this Agreement will engage in, encourage, sanction or support any strike, or the withholding in whole or in part of the full pertormance of their duties during the life of this Agreement, except as specifically allowed by the Public Employment Labor Relations Act. In the event of a violation of this Article, the Employer will warn employees of tfie consequences of their action and shall instruct them to immediately return to their normal duties. Any employee who fails to return to his/her full duties within twenty-four (24) hours of such warning may be subject to the penalties provided in the Public Employment Labor Relations Act. 2A.2 (Vo lockout, or retusal to affow employees to pertorm available work, shafl be instituted by the Employer and/or its appointing authorities during the life of this Agreement. ARTICLE 25. LEGAL SERVICES � 25.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend, save harmless, and indemnify employee against tort claim or demand, whether groundless or otherwise, arising out of alleged acts or omission occurring in the pertormance or scope ot the employee's duties. 25.2 Notwithstanding 25.1, the Employer shall not be responsible for paying any legal service fee or for providing any legal service arising from any legal action where the employee is the plaintiff. ARTICLE 26. SAFETY SHOES/PHYSICAL EXAMINATIONS 26.1 Accident and injury-free operations shall be the goal of the Employer and all employees. To this end, the Employer shall from time to time issue rules or notices to employees regarding on-the-job safety requirements. Any employee violating such rules or notices shafl be subject to disciplinary action. No empfoyee may be discharged for refusing to work under unsafe conditions. 26.2 Such safety equipment as required by governmental regulation shall be provided wRhout cost to the employee. At the Employer's option, the employees may be required to sign for safety equipment and shall be obligated to return same upon discharge, layoff, quit or other termination in comparable condition as when issued, providing reasonable wear and tear. The Employer shall have the right to withhold the cost of such safety equipment if not returned. � L_J 27 ARTICLE 26. SAFETY SNOES/PHYSICAL EXAMINA710NS (continued) 26.3 The Employer agrees to pay two hundred doflars ($200} over the term of this agreement toward the purchase or repair of safety shoes for an employee who is a member of this unit. Preauthorization is required prior to the purchase of safety shoes. Employees must contact the Facility Planning Office to obtain preauthorization for safety shoes. This contribution to be made by the Employer shall apply only to those employees who are required to wear protective shoes or boots by ihe Employer 26.4 The Employer will cover the cost of physical exams required by the Department of Transportation's Federal Regulations for employees who continue to hold proper CDL certification as a bus driver. In addition, the employer agrees to cover the cost of maintaining CDL licensure only for employees who are not normally required by the district to hold such licensure and who have only agreed to maintain their CDL at the districYs request in order to provide flexibility and service to the district as needed. ARTICLE 27. TERMS OF AGREEMENT 27.1 Comolete Apreement and Waiver of Barpaininq. This Agreement shall represent the complete Agreement between the Union and the Employer. The paRies acknowledge fhat during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make requests and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, antl that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Employer and the Union, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter referred to or covered in this Agreement. 27.1.1 Pay Eauitv - Possible Re-Ooener. If, during the term of this Agreement, the District is found out of compliance with Pay Equity requirements by the Minnesota Department of Employee Relations (pOER), and if the finding of non-compliance indicates that American Federation of State, County, and Municipal Employees' classes which are female-dominated and described by DOER as under-compensated are a specific contributing cause of the non- compliance judgment, and if the non-compliance judgment stands after the completion of any and alI appeal processes, then the District and the Union will re-open the contract for the sole purpose of negotiations limited to efforts to address the specific compliance problems in a manner designed by the parties to move toward compliance. The Union and the District acknowledge that no right to strike is derived from any outcome of the negotiations or lack of agreement during this re-opener, should it be necessary to re-open. • � • m ��-�ii ARTICLE 27. TERMSOFAGREEMENT (continued) � 27.2 Savinqs Clause. This Agreement is sub�ect to the laws oi the United States, the State of Minnesota, and ihe City of Saint Paui. In the event any provision of this Agreement shail hold to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shali continue in full force and effect. 27.3 Term of Aoreement. This Agreement shall be in full force and effect from July 1, 2006, through June 30, 2005, and shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing by June 1 that it desires to modify or terminate this Agreement. 27.4 This constitutes a tentative Agreement between the parties which will be recommended by the Negotiations/Employee Relations Manager, but is subject to the approval of the Board ot Education and is also subject to ratification by Local Union No. 844. W ITNESSES' � INDEPENDENT SCHOOL DISTRICT N0. 625 � c .� . ^ �� , ,�/ % �L'l.k Gh�oard of Education i-�a-� � Date r Date Pk.] LOCAL UNION 844, DISTRICT COUNCIL 5 OF THE AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL �-a3-o� v �-C�I( APPENDIX A: TITLES AND WAGES • Ciericai and Technical Employees All Titles are Board of Education Titles and Unique from City of Saint Paul Titles Years of Service Start � 2 3 4 5 10 � 5 Step 1 2 3 4 5 6 7 8 Grade 7 Return to Work BOE 6-24-06 10.65 11.38 1 �.79 12.20 12.57 1326 13.65 14.38 6-23-07 10.86 11.61 12.03 � 2.44 12,82 13.66 14.06 � 4.81 Grade 9 Clerk 1 BOE Service Worker 2 BOE 6-24-06 11.11 11.89 12.28 12.76 13.13 13.87 14.28 15.02 6-23-07 � 1.33 12.13 12.53 13.02 � 3.39 1429 14.71 15.47 Grade 10 Clerk-Typist 1 BOE Clerk-Typist 1 (Bilingual) BOE 6-24-06 11.35 12.1Q 12.53 12.93 13.32 1A.�6 14.48 1522 6-23-07 11.58 12.34 12.78 13.19 13.59 14.48 14.91 15.68 Grade 12 Data Entry Operator I BOE � 6-24-06 � 1.79 12.66 13.11 13.58 13.98 14.77 15.21 15.99 6-23-07 12.03 12. 91 13.37 13.85 14.26 15.21 15.67 16.47 Grade 13 Mail Clerk BOE 6-24-06 12.02 12.90 13.36 13.89 14.31 15. � 0 15.56 16.35 6-23-07 12.26 13.16 13.63 14.17 14.60 15. 55 16.03 16.84 Grade 14 Clerk 2 BOE 6-24-06 1228 13.19 13.70 14.20 14.63 15.43 15.90 16.70 6-23-07 12.53 13.45 13. 97 14.48 14. 92 15.89 16.38 17.20 Grade 15 Order Distribution Assistant BOE 6-24-06 12.53 13.41 13.96 14. 55 14. 97 15.80 16.28 17.10 6-23-07 12.78 13.68 14.24 14.84 � 527 � 6.27 i 6.77 17.61 Grade 16 Data Entry Operator 2 BOE 6-24-06 12.81 13.79 14. 33 14. 95 15.40 16.25 16.74 17.57 6-23-07 13.07 14.07 14.62 15.25 15.71 16.74 17.24 18.10 � 31 APPENDIX A: TITLES AND WAGES (continued) Years of Service Start 1 2 3 4 5 10 15 • Step 1 2 3 4 5 6 7 8 Grade 17 Clerk-Typist 2 BOE Clerk-Typist 2 (Bilingual) BOE Receptionist BOE Student Placement Clerk BOE Student Placement Clerk (Bilingual) BOE 6-24-06 13.11 14.12 14.67 15. 32 15 .78 16.64 17.14 18. 02 6-23-07 13.37 14.40 14.96 15.63 16.10 17.14 17.65 18.56 Grade 19 Accounting Clerk 1 BOE ReceptionisUSecurity Assistant BOE Security Monitor BOE Storeroom Assistant BOE 6-24-06 13.70 14.79 15.45 16.15 16.63 17.54 18.07 18.96 6-23-07 13.97 15.09 15.76 16.47 16.96 18.07 18.61 7 9.53 Grade 20 Clerk 3 BOE Community Education Clerk-Typist BOE 6-24-06 13.95 i 5.24 t 5.89 � 6.60 17.10 18.04 18.58 19.49 6-23-07 1426 15.54 1621 16.93 17.44 18.58 19.14 20.07 Grade 22 Business Clerk BOE Clerk-Typist 3 BOE Clerk-Typist 3 (Bilingual) BOE Data Entry Operator 3 BOE Duplicating Equipment Operator BOE Payroll Clerk 1 BOE Security Monitor 2 BOE Substitute School Clerk BOE 6-24-06 14.67 15. 99 16.78 17.52 18.04 19.04 19.61 20.57 6-23-07 14.96 16.31 �7.12 17.87 18.40 19.61 2020 21.19 Grade 24 Accounting Clerk 2 BOE Child Development Technician BOE Technical User Support 1 BOE 6-24-06 15.49 � 6.87 i 7.64 18.46 19.01 20.07 20.68 21.67 6-23-07 15.80 1721 17.99 18.83 19.39 20.67 21.30 22.32 • • 32 l J • • APPENDIX A: TITLES AND WAGES (continued) Years of Service Start 1 2 3 Step 1 2 3 4 Grade 25 Occupational Therapy Assistant BOE Physical Therapy Assistant BOE Risk Management Clerk BOE 6-24-06 15.87 17.31 18.06 6-23-07 16.19 17.66 18.42 Grade 26 Nutrition Program Clerk BOE Nutrition Services Reporting Clerk BOE Student Information Systems Assistant BOE 6-24-06 16.31 17.81 18.62 6-23-07 16.64 18.17 18.99 Grade 27 Accounts Payable Technician 80E Clerk 4 BOE Elementary School Clerk BOE Furniture Processor BOE Middle Level School Clerk BOE Payroll Clerk 2 BOE Storekeeper BOE Student Data Clerk 4 BOE Student Wellness Clerk BOE 6-24-06 16.31 17.87 6-23-07 16.64 18.2� 4 5 l0 l5 5 6 7 8 18.83 19.39 20.47 21.09 22.i0 19.21 19.78 21.08 21.72 22.76 19.45 20.03 21.13 21.77 22.81 19.84 20.43 21.76 22.42 23.49 18.70 19.58 20.17 2129 21.93 22.98 19.07 19.97 20.57 21.93 22.59 23.67 Grade 29 Duplicating Equipment Operator Supervisor BOE Lead Distribution Clerk BOE 6-24-06 17.19 18.83 19.74 20.63 21.26 22.43 23.10 2420 6-23-07 � 7.53 19.21 20.13 21.04 21.69 23.10 23.79 24.93 Grade 30 Accounting Technician 1 BOE Instructionaf Media Cferk SOE Instructional Media Technician BOE Nutrition Services Lead Clerk BOE Procurement Specialist 1 BOE Secretary BOE Secretary (Bilingual) BOE Senior High School Clericaf Services Supervisor SOE 6-24-06 17.69 19.32 20.29 21.22 6-23-07 18.04 19.71 20.70 21.64 21.85 23.05 23.75 24.87 2229 23.74 24.46 25.62 v7-� �� 33 APPENDIX A: TITLES AND WAGES (continued) Years of Service Start 1 2 3 Steo 1 2 3 4 4 5 10 15 5 6 7 8 Grade 32 Information Systems Technician BOE Procurement Specialist 2 BOE Administrative Secretary BOE 6-24-06 78.68 20.44 21.40 22.41 23.07 24.34 25.08 2626 6-23-07 19.05 20.85 21.83 22.86 23.53 25.07 25.83 27.05 Grade 33 Payroll Systems Supervisor BOE Technical User Support 2 BOE _ Transportation Coordinator 1 BOE 6-24-06 19.19 21.03 22.00 23.03 23.73 25.04 25.79 26.99 6-23-07 19.57 21.45 22.44 23.49 2420 25.79 26.56 27.80 Grade 34 Accounting Technician 2 BOE 6-24-06 19.74 21.61 22.59 23.66 24.37 25.72 26.49 27.72 6-23-07 20. ] 3 22.04 23.04 24.13 24.86 26.49 27.28 28.55 Grade 35 Traffic Operations Coordinator BOE 6-24-06 2029 22.20 2327 24.34 25.07 26.45 27.25 28.5� 6-23-07 20.70 22.64 23.74 24.83 25.57 2724 28.07 29.37 Grade 36 Accounting and Systems Technician BOE Disbursement Auditing Supervisor BOE Network Technician 1 BOE 6-24-06 20.85 22.83 23,92 25.08 25.84 2726 28.08 29.37 6-23-07 21.27 2329 24,40 25.58 26.36 28.08 28.92 30.25 Grade 37 Transportation Coordinator 2 BOE 6-24-06 21.42 23.47 24.57 25.74 26.51 27.99 28.82 30.14 6-23-07 21.85 23.94 25.06 2625 27.04 28.83 29.68 3�.04 Grade 38 Accounting Technician 3 BOE 6-24-06 22.05 24.15 2529 26.46 2725 28.76 29.63 30.98 6-23-07 22.49 24.63 25.80 26.99 27.80 29.62 30.52 31.91 L � • • 34 • • • APPENDIX A: TITLES AND WAGES (continued) Years of Service Start i 2 3 4 5 Steo � 2 3 4 5 6 1� 15 7 8 Grade 40 � Accounting & Systems Technician 2 BOE Applications Systems Programmer/Analyst BOE Network Technician 2 BOE 6-24-06 23.35 25.55 26.74 28.03 28.88 30.4$ 31.39 32_81 6-23-07 23.82 26.06 27.27 2$.59 29.46 3�.39 32.33 33.79 Grade 42 Accounting Technician 4 BOE 6-24-06 24.64 27.04 28.32 29.64 30.53 32.23 33.19 34.69 6-23-07 25.13 27.58 28.89 30.23 31.14 33.20 34.19 35.73 Schedules for Hourlv Titles Clerical Assistant BOE Years of Service Start 1 2 Step 1 2 3 6-24-06 10.43 10.73 11.02 6-23-07 10.64 10.94 1124 Distribution Worker BOE Years of Service Start 1 15 Step 1 2 3 6-24-06 19.88 20.37 20.98 6-23-07 20.28 20.78 21.61 G'?-l�I� 35 APPENDIX B BOARD OF EDUCATION CLERICAL TITLES AND GRADES Grade 19 24 32 � Hourly 9 14 20 27 10 10 17 17 22 22 20 12 16 22 36 Hourly 22 29 27 27 30 29 13 27 Title Accounting Clerk 1 BOE Accounting Clerk 2 BOE Administrative Secretary BOE Business Clerk BOE Clerical Assistant BOE Clerk 1 BOE Clerk 2 BOE Clerk 3 BOE Clerk 4 BOE Clerk-Typist 1 BOE Clerk-Typist 1 (Bilingual) BOE Clerk-Typist 2 BOE Clerk-Typist 2 (Bilingual) BOE Clerk-Typist 3 BOE Clerk-Typist 3 (Bilingual) BOE Community Educ. Clerk Typist BOE Data Entry Operator 1 BOE Data Entry Operator 2 BOE Data Entry Operator 3 BOE Disbursement Auditing Supervisor BOE Distribution Worker BOE Duplicating Equip. Operator BOE Duplicating Equip. Operator Supv. BOE Elementary School Clerk BOE Furniture Processor BOE Instructional Media Clerk BOE Lead Distribution Clerk BOE Mail Clerk BOE Middle Level School Clerk BOE Grade 26 30 26 15 22 27 33 30 32 17 19 7 25 30 30 19 22 30 9 27 19 27 17 17 27 22 35 33 37 Title Nutrition Program Clerk BOE Nutrition Services Lead Clerk BOE Nutrition Services Reporting Clerk BOE Order Distribution Assistant BOE Payroll Clerk 1 BOE Payroll Clerk 2 BOE Payroll Systems Supervisor BOE Procurement Specialist 1 BOE Procurement Specialist 2 BOE Receptionist BOE ReceptionisVSecurity Assistant BOE Return to Work BOE Risk Management Clerk BOE Secretary BOE Secretary (Bilingual) BOE Security Monitor BOE Security Monitor 2 BOE Sr. High School Clerical Services Supv. BOE Service Worker 2 BOE Storekeeper BOE Storeroom Assistant BOE Student Data Clerk 4 BOE Student Placement Clerk BOE Student Placement Clerk (Bilingual) BOE Student Wellness Clerk BOE Substitute School Clerk BOE Traffic Operations Coordinator BOE Transportation Coordinator 1 BOE Transportation Coordinator 2 BOE BOARD OF EDUCATION TECHNICAL TITLES AND GRADES 36 Accounting 8 Systems Technician BOE 40 Accounting & Systems Technician 2 BOE 30 Accounting Technician 1 BOE 34 Accounting Technician 2 BOE 38 Accounting Technician 3 BOE 42 Acco�nting Technician 4 BOE 27 Accounts Payable Technician BOE 40 Applications Sys. Prog./Analyst BOE 24 Child Development Technician BOE 32 lnformation Systems Technician BOE 30 Instructional Media Technician BOE 36 Nerivork Technician 1 BOE 40 Network Technician 2 BOE 25 Occupational Therapy Assistant BOE 25 Physical Therapist Assfstant BOE 7 Return to Work BOE 26 Student Information Systems Assistant BOE 24 Technical User Support 1 BOE 33 Technical User Support 2 BOE L � • • 36 0 7-I� lr APPENDIX C: CLERICAL AND TECHNICAL STANDARD RANGES JUNE 24, 2006 �J � `J Years of Service Step Grade 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 t8 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 , 43 I 44 , 45 46 47 48 49 50 52 Distribution Worker 53 Clerical Assistant Start 9.53 9.73 9.92 10.07 1025 10.46 10.65 10.89 11.11 11.35 11.53 11.79 12.02 1228 � 2.53 12.51 13.11 13.36 13.70 73.98 14.33 14.67 15.09 7 5.49 15.87 16.31 16.31 16.78 17.19 17.69 18.17 18.68 19.79 19.74 2029 20.85 21.42 22.05 22.67 23.35 23.97 24.64 25.38 26.07 26.80 27.59 28.43 29.27 30.15 31.Q6 7 9.88 10A3 1 Year 2 10.13 10.35 10.55 1020 10.95 11.17 11.38 11.62 11.89 12.10 12.36 7 2.66 12.90 13.19 5 3.41 13.79 14.12 14.49 14.79 15.24 15.58 15.99 16.43 7 6.87 17.31 17.81 17.87 1829 18.83 19.32 19.87 20.44 27.03 21.61 2220 22.83 23.47 24.15 24.83 25.55 26.31 27.04 27.75 28.61 29_42 3029 3121 32.14 33.11 34.11 20.37 10.73 io 2 Years 3 Years 4 Years 5 Years Years 10.52 10.65 10.89 11.11 t 1.35 11.53 1179 12.02 1228 12.53 12.79 13.11 13.36 7370 13.96 7 4.33 7 4.67 15.09 7 5.45 15.89 16.26 16.78 17.16 17.64 18.06 18.62 18.70 19.17 1974 20.29 20.78 21.40 22.00 22.59 2327 23.92 24.57 25.29 26.02 26.74 27.51 28.32 29.09 30.02 30.80 31.72 32.67 33.65 34.67 35.7Q 20.37 11.02 10.83 11.03 11.28 t t .48 11.73 11.93 1220 12.48 12.76 12.93 1325 13.SS 13.89 1420 14.55 74.95 15.32 15.72 16.15 16.60 7 7.01 17.52 17.94 18.46 18.83 7 9.45 19.58 20.00 20.63 2122 2177 22.41 23.03 23.66 24.34 25.08 25.74 26.46 2722 28.03 28.83 29.64 30.49 31.40 32.30 3327 3427 3529 36.35 37.45 20.37 11.02 11.16 11.35 11.62 11.82 12.09 1228 12.57 7 2.86 13.73 13.32 13.65 13.98 14.31 14.63 14.97 15.40 15.78 16.20 16.63 17.10 17.52 18.04 7 8.47 19.01 19.39 20.03 20.17 20.60 2126 21.85 22.43 23.07 23.73 24.37 25.07 25.84 26.51 2725 25.05 28.88 29.68 30.53 31.40 32.33 3327 3427 3529 36.35 37.45 38.57 20.37 11.02 11.78 11.99 1226 12.47 12.75 7 2.97 1326 13.57 13.87 14.06 14.40 14.77 15.70 15.43 15.80 1625 16.64 17.09 17.54 18.04 18.5a 19.04 19.50 20.07 20.47 21.73 2129 21.75 22.43 23.05 23.67 24.34 25.04 25.72 26.45 27.26 27.99 28.76 29.60 30.48 31.33 32.23 33.74 34.12 35.72 36.16 37.26 35.37 39.52 40.71 20.67 11.18 12.13 12.35 12.64 12.84 13.13 7 3.35 13.65 13.97 14.28 14.48 14.83 1521 15.56 15.90 16.28 16.74 17.14 17.60 18.07 18.58 19.05 19.67 20.08 20.68 21.09 21.77 21.93 22.40 23.10 23.75 24.37 25.08 25.79 26.A9 27.25 28.08 28.82 29.63 30.49 31.39 3227 33.19 34.12 35.7 5 36.16 3726 38.37 39.52 40.71 41.93 20.67 71.18 15 Years 8 12.7$ 13.01 13.30 13.54 13.84 14.06 14.38 7 4.71 15.02 7 5.22 15.60 15.99 16.35 16.70 77.10 17.57 18.02 18.49 18.96 19.49 19.98 20.57 21.06 21.67 22.10 22.81 22.98 23.50 2420 24.87 25.52 26.26 26.99 27.72 28.51 29.37 30.14 30.98 31.88 32.81 33.72 34.69 35.67 36.73 37.79 38.92 40.06 4127 42.51 43.77 20.98 11.18 37 APPENDfX C: CLERICAL AND TECHNICAL STANDARD RANGES Years of Service Step Grade 1 2 3 4 5 6 7 8 9 10 1i 12 . 13 14 15 16 17 18 79 20 21 22 23 24 25 26 27 28 29 30 31 32 33 � 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 52 Distrihution Worker 53 Clerical Assistant Start 1 Year 2 Years 3 Years 4 Years 5 Years 7 2 3 4 5 6 9.72 9.92 10.12 1027 10.46 10.6� 10.86 17.11 11.33 11.58 11.76 12.03 1226 12.53 12.78 13.07 13.37 13.63 13.97 1426 14.62 14.96 15.39 15.80 16.19 16.64 16.64 17.12 17.53 18.04 18.53 19.05 19.57 20.13 20.70 2127 21.85 22.49 23.12 23.82 24.45 25.13 25.89 26.59 27.34 28.14 29.00 29.86 30.75 31.68 20.28 10.64 10.33 10.56 10.76 10.40 11.17 11.39 11.61 11.85 12.13 12.34 Y2.6t 12.91 13.16 13.45 13.68 7 4.07 14.40 14.78 15.09 15,54 15.89 16.31 16.76 1721 17.66 18.17 ] 8.23 18.66 1921 79.71 202� 20.85 21.45 22.04 22.64 23.29 23.94 24.63 25.33 26.06 26.84 27.58 28.34 29.18 30.01 30.90 31.83 32.78 33.77 34.79 20.78 10.94 10.86 11.11 11.33 11.SS 11.76 12.03 1226 12.53 12.78 13.05 13.37 13.63 13.97 1424 14.62 14.96 15.39 75.76 1621 16.59 17.12 17.50 17.99 18.42 18.99 7 9.07 19.55 20.13 20.70 2120 21.83 22.44 23.04 23.74 24.40 25.06 25.80 26.54 2727 28.06 28.89 29.67 30.62 31.42 32.35 33.32 34.32 35.36 36.41 20.78 1124 11.05 1125 11.51 1171 11.96 12.17 12.44 12.73 13.02 13.19 13.52 13.85 14.17 14.48 14.84 1525 15.63 16.03 16.47 16.93 17.35 17.87 18.30 18.83 1921 19.84 19.97 20.40 21.04 21.64 2221 22.86 23.49 24.13 24.83 25.58 2625 26.99 27J6 28.59 29.41 30.23 31.10 32.03 32.95 33.94 34.96 36,00 37.08 3820 20.78 11.24 11.38 11.58 11.85 12.06 12.33 12.53 12.82 13.i2 13.39 13.59 13.92 1426 7 4.60 14.92 1527 7 5.71 16.10 y s.s2 16.96 17.44 17.87 18.40 15.84 19.39 19.78 20.43 20.57 21.01 21.69 2229 22.88 23.53 2420 24.86 25.57 26.36 27.04 27.80 28.61 29.46 3027 31.14 32.03 32.98 33.94 34.96 36.00 37.08 3820 39.34 20.78 11.24 12.13 12.35 12.63 12.84 13.13 13.36 13.66 13.98 1429 14.48 14.83 1521 15.55 15.89 1627 16.74 17.14 17.60 18.07 18.58 19.06 19.61 20.09 20.67 21.08 2176 21.93 22.40 23.10 23.74 24.38 25.07 25.79 26.49 2724 28.08 28.83 29.62 30.49 31.39 32.27 33.20 34.13 35.74 36.7 7 37.24 38.38 39.52 40.71 41.93 2129 11.52 JUNE 23, 2007 70 15 Years Years 12.49 1272 13.02 1323 13.52 13.75 14.06 74.39 14.71 14.91 1527 15.67 16.03 16.38 16.77 1724 17.65 18.13 18.61 19.14 19.62 2020 20.68 21.30 21.72 22.42 22.59 23.07 23.79 24.46 25.10 25.83 26.56 2728 28.07 28.92 29.68 30.52 31.40 32.33 3324 34.19 35.14 3620 3724 38.38 39.52 40.71 41.93 43.19 21.29 11.52 13.16 13.40 13.70 13.95 1426 14.48 14.81 15.15 15.47 15.68 16.07 16.47 16.84 1720 17.61 i8.10 18.56 19.04 t 9.53 20.07 20.58 21.19 21.69 22.32 22.76 23.49 23.67 2421 24.93 25.62 2629 27.05 27.80 28.55 29.37 3025 31.04 37.91 32.84 33.79 34.73 35.73 36.74 37.83 38.92 40.09 41.26 42.51 43.79 45.08 21.61 11.52 . � • � ��-�� C� ADDITIONAL INFORMATION (Not a Part of the Agreement) MEMORANDA OF UNDERSTANDING Labor Management Task Force • Labor Management Committee MEMORANDUM OFAGREEMENT Improvement Plan Process LETTERS OF UNDERSTANDING Bumping Process Ten-Month Employees' Vacations � R�'; MEMORANDUM OFUNDERSTANDING BETW EEN AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, DISTRICT COUNCIL 5, LOCAL NO. 844 (AFSCME) REGARDING LABOR MANAGEMENT TASK FORCE The parties agree to continue a formal Labor Management Task Force to review issues both parfies agree upon, inc(uding the appropriate use of titles in varfous posftions in the Dfstrict. It fs further understood that the Union and the Employer wiil appoint members to the task force and ail decisions will be through consensus based decision making. The Task Force may make recommendations to the Superintendent of Schools and ihe Union. The Union and the District agree that the Task Force may: 1. Review descrfptions for titfes and identify eleme�ts that distinguish the typical responsibilities for AFSCME positions from others in the District. 2. Identify and discuss existing positions and appropriate unit determinations. 3. Work to tlevelop a procedure to assure future appointments are placed in the appropriate title and bargaining unit. 4. Develop an agreement regarding employees in the District who currently are found to be in the wrong title or bargaining unit. 5. Discuss other relevant issues as agreed upon. INDEPENDENT SCHOOL DISTRICT NO. 625 i-a3-U7 Date LOCAL UNION 844, DISTRICT COUNCIL 5 OF THE AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPL�XE��, AFL-Cf0 �1 r'.3'�' / - D Date � • • u � ` 7 / 'iw$`—%`1'.��_ ;,.� C�iair, Board of Education ��-� �� MEMORANDUM OF UNDERSTANDING BETWEEN AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, DISTRIC7 COUNCIL 5, LOCAL NO. 844 (AFSCME) REGARDING LABOR MANAGEMENT COMMITTEE The Union and Employer agree to utilize a Labor Management Committee with consensus based deasion making to explore topics of mutual interest. One topic the Committee will discuss during the 2006-08 contract period is staff development for clerical and technical employees. Other topics may be discussed, upon agreement of the parties. The Labor Management Committee will make recommendations to the Superintendent of Schools and the Union. The parties agree to a good faith attempt to resolve the issues. INDEPENDENT SCHOOL DISTRICT NO. 625 • �w�t.-�-�L"C?.�i.-�� i t� , z.�;;��,f Chair, Board of Education l- �� - Date r� L_J Date 41 LOCAL UNION 844, DISTRICT COUNCI� 5 OF THE AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL �-a3-o7 MEMORANDUM OFAGREEMENT BETW EEN • AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, DISTRICT COUNCIL 5, LOCAL NO. 844 (AFSCME) REGARDING IMPROVEMENT PLAN PROCESS The Union and District jointly affirm that individual improvement plans are an appropriate method through which to identify job-related areas of concern and provide an opportunity for employees to improve performance. This process connects an employee's step advancement or salary increase to the following improvement plan process. Steo 1: INFORMAL PROCESS The supervisor and employee meet on an informal basis to discuss performance concerns. The supervisor clearly articulates performance expectations and provides the employee time to make corrections. Steo 2: If the employee is not meeting performance expectations after an appropriate period of time, the supervisor notifies the employee in writing of a meeting to discuss the components of an improvement plan. The written notification informs the employee that he/she has the right to Union representation at this meeting. Steo 3: FORMAL PROCESS The employee and supervisor [and union representative, if employee desires] meet to discuss the components and timelines of an improvement plan. The plan articulates the areas of concern, actions the employee and supervisor must take to be on track with the plan, and timelines to meet to discuss progress. "On track" means following the actions and adhering to the timelines outlined in the improvement plan. The employee may appeal the compo�ents or timelines of the • improvement plan to the next level supervisor. Step 4: If the employee is on the improvement plan as of June 1 and NOT on track with the components of the plan, the employee's step or salary increase (if not eligible for a step) is withheld. If the employee is on track, no action is taken. The improvement plan must have been in place since March � in order to lose a step/salary increase. Also, if the supervisor is not on track, a step/salary increase may not be withheld. Steq S: The supervisor must meet with the employee approximately rivo months, four months, and six months after the withholding of a step(salary increase. The purpose of these meetings is to assess whether the employee and the supervisor are on track, to provide assistance and resources, and to answer any questions/concerns the employee may have. If the employee is on track or the supervisor is not on track, the employee's step/salary increase will be reinstated retroactive to July 1. Step 6: At the six-month meeting, one of the following will occur: 1) The employee will be on track or the supervisor will not be on track, and the employee will be taken off the improvement plan, and his/her step/salary increase restored retroactive to July 1; 2) The empioyee and supervisor will agree to extend the improvement plan for an agreed upon length of time; 3) The employee will not be on track, and the employer may take disciplinary action if performance is deficient. • 42 D'>-t� � 1 • • MEMORANDUM OFAGREEMENT REGARDING IMPROVEMENT PLAN PROCESS (Continued) Although piacement on an improvement p{an is not gnevable, an disciplinary action. If Number 3 occurs and the employee's step/saiary the employee may grieve the loss of step/salary increase at this time. emp4oyee may grieve a increase is not restored, Memorandum shali remain in effect for the duration of the 2006-2008 Labor Agreement. INDEPENDENT SCHOOL DISTRICT NO. 625 — U� • Date /-c_J�- CJ� Date 43 LOCAL UNION 844, DISTRICT COUNCIL 5 OF THE AMERICAN FEDERATION OF STATE, COUNTY, AND MUNlCIPAL �� J}� I 9 �; '/ `�� aJv'.,ZL1�. �N;.✓�Y Chair. Board of Education LETTER OF UNDERSTANDING BETW EEN AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, DIS�RICT COUNCiL t4, LOCAL NO. 844 (AFSCME) REGARDING BUMPING PROCESS October 15, 2002 Mr. David NoRh, Business Representative American Federafion of State, Counly and Municipal Employees, Council 14 300 Hardman Avenue South, Suite 2 South Saint Paul, Minnesota 55075-2469 Re: Letter of Understanding Regarding Bumping Dear Mr. North: This letter will serve as clarification and as an understanding between the School District and the Union regarding the bumping process the District employs in the event of layoffs. � When a position is eliminated and the incumbent has bumping rights, at the discretion of the � District and to the extent possible, the employee will be placed in a position wiih the same work year as thai previously held. This letter addresses only the parties understanding regarding the issue of bumping and placement into positions of a similar work year. it is not part of the labor agreement, nor does it supplant the DistricYs discretion in placing clerical and technical employees whose positions are eliminated. Sincerely, t r W ayne Arndt Negotiations/Labor Relations Manager � :L! D l�l�ll LETTER OF UNDERSTANDfNG u BETW EEN AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, DISTRICT COUNCIL �4, LOCAL NO. 844 (AFSCME) REGARDING TEN-MONTH EMPLOYEES' VACATIONS October 15, 2002 Mr. David North, Business Representative American Federation of State, County and Municipal Employees, Council 14 300 Hardman Avenue South, Suite 2 South Saint Paul, Minnesota 55075-2469 Re: Letter of Understanding Regarding Ten-Month Empioyees' Vacations Dear Mr. North: This letter will serve as clarification and as an understanding between the School District and the Union regarding when ten-month clerical and technical employees may take vacation. It is our understanding that ten-month employees may use vacation, in accordance with business office • rules regarding vacation use, anytime within the employee's ten-month work year, including days within the regular school year when school is not in session. These days when school is not in session include teacher workshop days, winter and spring break, and teacher prep/in-service days. All vacation must be requested in accordance with each department's procedures and approved by an employee's supervisor. There may be instances where an employee is required to work during these non-student contact days; however, it work is not scheduled, employees may use available vacation time. This letter addresses only the parties understanding regarding the issue of use of vacation for ten- month employees. It is not part of the labor agreement, nor does it supplant the DistricYs discretion in approving specific vacation requests or the scheduling of work during non-student contact periods. Sincerely, • f/1/ �x�! / Wayne Arndt Negotiations/Labor Relations Manager 45 lNDEX A Adoption Leave ......................................9, 11 B Bereavement Leave .................................... 9 C Court Duty Leave .......................................10 D Dental Insurance .......................................17 Discipline ................................................... 23 Dues............................................................ 5 E Educational Leave .....................................12 Employee Records ....................................23 F Fair Share Fee ............................................. 5 Family Medical Leave ................................12 Flexible Spending Account ........................17 G Grievance Procedure .................................24 H Health Insurance .......................................16 Holidays....................................................... 7 1 Improvement Plan Process .......................42 Insurance Benefits .....................................16 L Labor Management Task Force ................40 Leaves Of Absettce ..................................... 9 Legal Services ...........................................27 Life Insurance ............................................17 Lunch Breaks .............................................. 7 M Mileage ......................................................14 Military Leave .............................................10 N No Strike, No Lockout ...............................27 Non-Compensatory Leave Of Absence..... 11 Non-Discrimination .................................... 27 O Overtime ...................................................... 6 P Parental Leave ...........................................11 Physical Exams .........................................27 Preamble.....................................................4 Probation...................................................20 Q Quarantine .................................................12 R Resi Breaks ................................................. 7 Retirement Neatth Insurance .....................17 S Safety Shoes .............................................27 Salaries ...............................................31 - 35 Salary Step Progression ............................ 7 3 Sen iority ..................................................... 21 Severance Pay ...........................................15 Sick Child Care Leave .................................9 SickLeave ...................................................9 Spouse/Dependent Parent Leave ................9 T Temporary Employees ...............................26 Titles and Grades ......................................36 U Union Official Leave ...................................12 V Vacancies ..................................................26 Vacation....................................................... 8 W Wages .......................................................13 WorkWeek ..................................................6 Worktlay ...................................................... 6 Working Out Of Classification ...................14 � � • • v��r�� ! 2006 - 2008 LABOR AGREEMENT between SAINT PAUL PUBLIC SCHOOLS INDEPENDENT SCHOOL DISTRICT NO. 625 � and INTERNATIONAL UNION OF OPERATING ENGINEERS LOCAL 70 Term: July 1, 2006 through June 30, 2008 • Saint Paul PtIBLIC SCHOOLS n � int Paul uc scxoa�s SAINT PAUL PUBLIC SCHOOLS Independent School District No. 625 Board of Education Elona Street-Stewart Kazoua Kong-Thao Tom Conlon John Brodrick Anne Carroll Tom Goldstein AI Oertwig Chair Vice-Chair Clerk Treasurer Director Director Director s i p7- (� ll • ARTICLE TITLE TABLE OF CONTENTS PAGE � • Articie Artide Article Article Article Article Article Articie Artide Article Ariicle Article Article Article Article Article Article Article Article Article Article Artide Article Article 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. �8. 19. 20. 21. 22. 23. 24. Pream b le ............................................................................ Recognition........................................................................ Definitions........................................................................... UnionRights ....................................................................... Management Rights ......................................................... Temporary Employment ...... .............................................. Seniority.............................................................................. Vacation............................................................................. Holidays.............................................................................. Hours and Premium Pay .................................................... Working Out of Classification ............................................. Supervisory Assignment ...................................................... Uniforms............................................................................. Leaves of Absence .......................................... ................... Military Leave of Absence ................................................... CourtDuty ........................................................................... WageSchedule ................................................................... Employee Benefits .............................................................. Mileage................................... ............................................ SeverancePay ............. ................................ ..................... Discipline.. ............ ............................................................. Grievance Procedure .......................................................... Strikes, Lockouts, Work Interference .................................. Nondiscrim ination ................................................................ Terms of Agreement ........................................................... AppendixA: Wages .......................................................... Appendix B: Equalization of Overtime .............................. Appendix C: Memorandum of Understanding: Regarding Training ....................................... In d ex .................................................................................... ..................... 4 ........... 5 5 .................. ....... 6 7 ......... 8 .............................10 15 ............16 ............................17 .............................18 ................ ..........19 ............................19 .......................... 20 ............................ 23 ............................. 23 .................... 23 ............................. 24 .......... .............. 28 ......................... 29 ........................... 30 .......................... 31 ............................. 33 ............................ 33 ............................. 34 ............................. 35 ........................... 36 ...................... 38 ............................... 40 K7 �:��u,r.��a This Agreement is by and beriveen Independent School District No. 625 and Local Union No. 70, Irzternational Union Of Operating Engineers, AFL-CIO. This Agreement has been entered into between Independent School District No.625, hereafter referred to as the Employer, and Local Union No. 70, International Union of Operating Engineers, AFL-CIO, hereafter referred to as the Union. This Agreement has as its purpose, the promotion of harmonious relations between the Employer and ihe 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 • a�—t� � r • 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 under Case No. 73-PR-449-A, as amended, to read as follows: All regular, probationary, and provisional engineering and building maintenance personnel who are employed by Independent School District No. 625, and whose employment service exceeds the lesser of 14 (fourteen) hours per week or thiRy- five percent (35%) of the normal workweek and more than sixty-seven (67) workdays per year in the following classifications: Custodian-Engineer 5, Board of Education, Custodian-Engineer 4, Board of Education, Custodian-Engineer 3, Board of Education, Custodian-Engineer 2, Board of Education, Custodian-Engineer 1, Board of Education, Facility Services Worker, Trainee (Custodian-Englneer), Custodian", Custodial Worker'; excluding supervisory, managerial, cierical, confidential, and temporary employees, those exclusively represented by other labor or employee organizations, and all other employees. 1.2 The parties agree that any new classifications which are an expansion of the above bargaining unit or which derive from the classifications set forth in this Agreement shall be recognized as a part of this bargaining unit, and the parties shall take all steps required • under the Public Employment Relations Act to accomplish said objective. 1.3 Temporary employees are recognized as within the unit covered by this Agreement, however, except as specificaily provided by this Agreement (see Article 5), temporary employees shall not have nor acquire any rights or benefits other than specifically provided by the provisions of the Civil Service Rules. ARTICLE 2. DEFINITIONS 2.1 Co�lective Barqaininq. The Employer will bargain collectively with the Union with respect to rates of pay, hours, and other conditions pertaining to employment for all of the empioyees in the unit hereinbefore set forth. 2.2 Maintenance of Standards. The Employer agrees that all conditions of emptoyment relating to wages, hours of work, overtime differentiafs, vacations, and general working conditions shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul (Resolution No. 3250), at the time of the signing of this Agreement, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. 2.3 Discrimination. The Employer will not intertere with, restrain or coerce the employees covered by this Agreement because of inembership in or activity on behalf of the Union. The Employer will not discriminate in respect to hire, tenure of employment or any term or condition of employment against any employee covered by this Agreement because of membership in or activity on behalf of the Union, nor will it discourage or attempt to discourage membership in the Union, or attempt to encourage membership in another Union. 'Abolished except as to present incumbents. • ARTICLE 3. UNION RIGHTS 3.1 The Union may designate employees within the bargaining unit to serve as Union Stewards and shall be required to administer this Agreemenf. 3.2 The Union shall furnish the Employer and appropriate department heads and Disirict Negotiator with a list of Stewards and alternates, and shali, as soon as possible, notify said appropriate District officials in writing of any changes thereto. Only those who are Officers and Stewards shall be recognized by the Employer for the purpose of ineetings. 3.3 There shall be no deduction from the pay of a Steward when directly involved in meetings with management relating to the administration of this Agreement during working hours. 3.4 Designated Union representatives shall be permitted to visit employees on job sites and at department buildings during working hours tor the purpose ot the administration of this contract, so long as the Union representative does not interfere with the completion of the employees' job duties. 3.5 Shop Steward. The Chief Steward or Assistant Chief Steward in the District will be allowed to accompany an employee to meet with the Employer during regular working hours for the purpose of grievance review and dispute resoiution invofving employees, under the following conditions: 3.5.1 3.5.2 3.5.3 3.5.4 3.5.5 That only one employee from any one department be allowed to leave his/her work. That stewards will attend these meetings on their own time when they are held outside of regular working hours. That adequate notice is given to the supervisors so that permission may be obtained from the Facility Operations Office. That the steward has officially been designated as such by the Union. Only the chief or assistant chief sieward shall be excused for participation in grievance and/or dispute resolution meetings. 3.6 A maximum total of eighty (80) hours without loss of pay per contract term will be allowed for the combined use of a maximum of four (4) shop stewards to participate in contract negotiations, mediation, or arbitration meetings which are held during the regular working hours of any of the stewards. It is understood that Union and the Employer will, to the greatest extent possible and reasonable, schedule such meetings outside regular working hours, and stewards wiff attend the meetings when this is the case on their own time. 3.7 Union Conventions. Duly-elected Union delegates shall be granted time off without pay for one (1) week to attend such convention. Vacation or compensatory time may be used for ihis purpose. The Union shall give at least ten (10) working days' advance notice of the employees who will be participating in such conventions. • • • a�—��r • ARTICLE 3. UNION RIGHTS (continued) 3.8 Dues. Fair Share 3.8.1 Dues. The Employer agrees to deduct the Union membership initiation fee assessments and once each month dues Srom the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the Employer by a representative of the Union and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 3.8.2 Fair Share. Any present or future employee who is not a Union member shall be required to contribute a fair share fee for services rendered by the Union. Upon notification by the Union, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Union. In no instance sha11 tfie 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. 3.8.3 The Union will indemnify, defend, and hold the Employer harmless against any claims made and against any suits instituted against the District, its officers or employees, by reason of negligence of the Union in requesting or rece+ving deductions under this Article. The District will indemnify, defend, and hold the • Union harmless against any claims made and against any swts instituted against the Union, its officers or employees by reason of negfigence on the part of the Employer in making or forwarding deductions under this ARicle. 3.8.4 The Employer will notify the Union in writing of all new employees covered by this Agreement within a reasonable time period of the employee's first day of work. The Employer wiil notify the Union at regular intervals regarding employee status changes, including unpaid leave, promotion, demotion, resignation, layoff, and/or retirement. ARTICLE 4. MANAGEMENT RIGNTS 4.1 The Union recognizes the right of the Employer to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The rights and authority which the Employer has not ofticially abridged, delegated or modified by this Agreement are retained by the Employer. 4.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of discretion or policy as the functions and programs of the Empioyer, its overall budget, utilization of technology, and organizatio�al structure and selection and direction and number of personnei. • ARTICLE 5. TEMPORARY EMPLOYMENT The District and Union acknowledge three types of temporary employment: Casual Service, Short-term Service, and Extended Service. All persons employed in any temporary status or any extension of temporary service must knowingly consent to such extension and complete a Temporary Employment Certification Form acknowledging the temporary nature of the assignment. All persons employed in any temporary siatus will be members of the bargaining unit following the completion of sixty-seven (67) workdays, and have the terms and conditions of employmeni set forth in this Article. An extension of temporary assignment does nof create any continuing employment rights for the temporary employee. � 5.2 Casual Service Temporarv Emplovment Casual service temporary employment will be characterized by assignments that are less than sixty-seven (67) days in duration, and the terms and conditions of employment are established solely by the Employer. These are not positions covered by the bargaining unft. Work assignments will typically be overflow work which serves as an e�ctension of, and not a replacement for, the normal workforce of regular employees. Short-Term Temporarv Emplovment 52.1 Short-term temporary employment will be characterized by an initiaf employment assignment for up to 1,040 hours. One extension for up to an additional 1,040 hours will be permitted. A copy of the completed Temporary Employment Certification Form signed at the time of the extension will be sent to the Union. 522 5.2.3 5.2.4 5.2.5 5.2.6 Short-term temporary employees will be paid at the current minimum hourly rate in Appendix A for the job class hired. Short-term temporary employees will receive paid time off for the named holidays in Article 8. 7here shall be no other access to contractual benefits except as specifically stated in 52.3 above. Short-term temporary employment work assignments typically will serve as short-term replacemenis for positions normally filled by regular employees. Such assignments will normally be to cover for the following conditions: a) b) c) d) e) regular employees on paid leave, regular employees on non-compensatory leaves with guaranteed return, vacancies in job classes where there is no list of eligible candidates in place from which to make regular appointments, positions that are of specific limited duration of less than twelve (12) months in duration, other similar assignments. � • u �-(� 11 . ARTICLE 5. TEMPORARY EMPLOYMENT (continued) 5.3 Extended Service Temporarv Emplovment Extended service temporary employment will be characterized by temporary employment which requiies assignment beyond 2,080 hours, but is nevertheless temporary in nature. 5.3.1 If the District determines the assignment for a sflort-term temporary employee must be extended beyond 2,080 hours, the assignment will be considered an extended service temporary assignment. 5.3.1.1 The District, Union and temporary employee must agree to any short- term temporary employment that is to be extended beyond 2,080 hours. 5.3.12 The District, Union and temporary employee will sign the Temporary Employment Certification Form acknowiedging the temporary nature of the assignment. 5.3.1.3 Upon agreement, the temporary employee will be considered an extended service temporary employee. 5.3.2 Extended service temporary employees will be paid at the current minimum hourly rate in Appendix A for the job class hired. 5.3.3 Extended service temporary employees will have access to contractual benefits as described in 5.3.3.1 through 5.3.3.4 below. The benefits in 5.3.3.1 through � 5.3.3.4 will be effective the first fuU pay period after the compleUon of the first 2,080 hours in temporary status and after the signing of the Temporary Employment Certification Form. 5.3.3.1 Paid sick leave time shall begin to accrue for all hours on the payroll, based on a formula of .0576 hours time earned for each straight-time hour on the payroll. Maximum accrual allowed is 200 hours. There is no exchange of accrued unused sick leave for cash payment. 5.3.3.2 Paid personal leave time shall begin to accrue (as vacation), for ail hours on the payroll, based on a formula of .0385 hours time earned for each straight-time hour on the payroll. 5.3.3.3 The employee shali have access to paid holidays as provided in the labor agreement in Article 8, Section 8.4. 5.3.3.4 The employee shall be eligible for participation in and Employer contribution to health care coverage and life insurance coverage as provided for active regular empioyees in Article 17, Section 1. Temporary employees will be required to contact the Benefits Office to apply for appropriate benefits. No access or benefit beyond these specified sections is granted or created or intended or implied. Any cost of any premium for any District-offered employee or family insurance coverage in excess of the specified District maximum contribution limits shall be paid by the employee via payroll deduction. u ARTICLE 5. TEMPORARY EMPLOYMENT (continued) • 5.3.4 There shall be no other access to contracival benefits except those specifically stated in 5.3.3 above. 5.3.5 An extended service temporary employee who, through the appropriate merit based examination procedures, becomes employed as a regular employee covered by this Agreement during the period of Extended Service Temporary Employment shall have his/her period of temporary employment in excess of the initiai 1,040 hours recognized toward completion of the probationary service requirement in the regular appointment. 5.4 None of the provisions of this Article shall have any retroactive etfect tor any employee �n any temporary employment status prior to the effective date of this Article, July 1, 1993. 5.5 No access to continuing employment is created or intended by any provisions of this Article. ARTICLE 6. SENIORITY 6.1 General Class Senioritv. Class seniority shall be determined based on the continuous length of probationary and regular service with the Employer (Independent School District No. 625, Saint Paul Public Schools) from the date the employee was first appointed to a job class covered by this Agreement. Class seniority shall be understood to be on an Employer-wide (District-wide) basis within each job class unless expressly stated otherwise. In cases where two or more employees are appointed to the same class title • on the same date, ihe seniority shall be determined by the employee's rank on the eligible list from which certification was made. 6.1.1 It is further understood that only time worked for the Employer {Saint Paul Public Schools) shall be considered for the purpose of seniority calculations. The only exception is for regular employees currently employed by the Employer as of July 1, 1993, who have accrued time in a job class represented by the Union in service with the City of Saint Paul prior to July 1, 1993. For those regular employees, the time in such job class with the City of Saint Paul will continue to be considered as time with the Employer. If, however, the employee has a break in employment with the Employer, (i.e., termination, resignation, retirement) thereafter, if re-employed, only the time following the employee's subsequent rehire to the Employer wilf be considered for purpose of seniority calculation. 6.12 An unsuccessful compietion of probationary period for a position with the City of Saint Paul by any employee covered by this Agreement shall not be considered a break in employment with the Employer. A successful completion of probationary period for a position with the City of Saint Paul by any employee covered by this Agreement shall be considered a break in employment with the Employer. 62 Class Senioritv Determination For Workforce Reductions. In the event that the Employer determines that it is necessary to reduce the workforce, employees will be laid off in inverse order of class seniority in the job class from which the reduction is to occur. The Employer must terminate the employment of all temporary and provisional employees in that job class before any regular employee in that job class is laid off. u 10 ��7�[� 1f • ARTICLE 6. SENIORITY (continued) 6.3 Class Senioritv Determination For Placement Followinp A Workforce Reduction. For purposes of this Section, the �ob ciasses covered by ihis Agreement (excluding Custodian-Engineer Trainee and abolished job classes) shall be considered one �ob class series. The job class with the highest rate of pay shown in Appendix A shall be the highest level job class in the series. The �ob class with the next highest rate of pay shown in Appendix A shall be the next highest level job class in the series, and so on down to the last job class. When the number of employees in higher level �ob classes is to be reduced, employees wiil be offered reductions to the next highest level �ob class, whether or not the employee previously was appointed to such �ob class, in which class seniority would keep the emp{oyee from being laid off. It is understood that an employee being reduced shall have that employee's class seniority in his/her current �ob class (and any appropriate class senlority in any lower level �ob class that the employee previously heid) used to determine rights to positions at the time of the reduction. Thereby, empioyees whose positions are to be reduced shall have the right to displace employees with less class seniority in that �ob class. 7he employee with the least class seniority in the job class shall then be reduced to the next lowest title for which the employee has more seniority than the least senior employee in that job class. Employees being reduced shall not have the ability to reduce to abolished job classes shown in Appendix A, unless the employee was previously appointed to such job class, has no breaks in employment since appointed to such �ob class, and there remain employees actively employed in that �ob class at the time of the layoff. u 6.4 Recall From Workforce Reductions. Recall from workforce reduction shall be in order of class seniority within the job class from which the layoff occurred. However, recall rights shall expire after two (2) years from the date of the (ayoff. 6.5 Class SenioritV Determination Followinq Voluntarv Reduction. In the event that an employee requests a voluntary reduction to a lower level job ciass, and such request is approved by the Human Resource Department for the Employer, then the employee's class seniority in the job class to which the employee is being reduced shall be the continuous length of probationary and regular service with the Empioyer from the date the employee was first appointed to the job class in this Agreement to which the employee will be reduced (this would also include any continuous service time in higher Ievel job classes covered by this Agreement). If the employee is reduced to a lower level job class not previously held, then the employee's class seniority in the job class to which the employee is being reduced shall be the continuous length of probationary and regufar service with the Employer from the date the employee was first appointed to any higher level job class covered by this Agreement. Voluntary reductions will oniy be approved if the reduction is to a vacant position in a lower level job class. It is understood that the employee will have no reinstatement rights back to the former higher level job class following the voluntary reduction. If the employee is reappointed to the higher level job class through the appropriate testing and seiection procedures, then the employee's class seniority in that job class will begin as if newly appointed to that job class. No employee wiil have the ability to voluntarily reduce to any of the abolished )ob classes shown in Appendix A. • 11 ARTICLE 6. SENIORITY (continued) 6.6 Senioritv for Biddinq on Location 6.6.1 Biddinq for Location. Annually, after the beginning of the school year, the Office of Facility Operations will post a listing of vacant positions in all job classes with the locations of the vacancies. Employees who have been certified and appointed to one of fhe above listed job classes may bid for an assignment in that same job class at a different location shown on the posting. Bids for assignments will be honored in order ot class seniority in that job class providing the employee is qualified for the assignment. No other positions are posted for bid. Vacancies in new buildings will be open to bidding only by employees who have had satisfactory or higher performance ratings for at least the preceding year. Custodia�-Engineer vacancies in new buildings will be listed only to allow employees in that job class to express interest irt being considered by submitting a letter to the department head. a) Additional vacancies in job classes during the school year will be similarly posied for bidding as they occur during the year, if there are appropriate vacancies available. b) An employee who has been reassigned as a result of the bidding process is not eligible for any further reassignment from bidding for at least one (1) calendar year following placement date. An employee whose shift is changed significantly on a permanent basis, or whose shift is changed from a daily assignment at one location to more than one location, may bid once again in the same year. r1 �J c) A Custodian-Engineer 2 who is assigned to evening shift must complete • one (i ) year as an Engineer 2 before having the right to bid. . If the Custodian-Engineer 2 assigned to evening shift bids on another evening shift and is reassigned as a result of this bidding process he/she is not eligible for any further bidding for one (1) year. • If the Custodian-Engineer 2 assigned to evening shift is reassigned to a day shift as a result of this bidding process he/she is not eligible for any further bidding for two (2) years. • If the Custodian-Engineer 2 assigned to day shift is reassigned as a result of this bidding process he/she is not eligible for any further bidding for rivo (2) years. • An employee whose shift is changed significantly (by more than two [2] hours) on a permanent basis, or whose shift is changed from a daily assignment at one location to more than one location, may bid once again without waiting the tull two (2) years. d) Nothing in this provision shall be construed to limit the right of the Employer to transfer an employee to another focation without bidding if there is reason to do so. � 12 l�7-(� /i • ARTICLE 6. SENIORITY (continued) 6.6.2 Class Senioritv Determination For Workforce Fteductions. In the event that the Employer determines that it is necessary to reduce the workforce, employees will be laid off in inverse order of class seniority in the job class from which the reduction is to occur. The Employer must terminate the employment ot alI temporary and provisional employees in that �ob class before any regular employee in that job class is laid off. 6.6.3 If any full-time employee's position at a specific bwlding is eliminated and/or changed to require the empioyee be scheduied to regularly perform work in two buildings, the newly assigned empioyee will: a) Have the employee's class seniority recognized in the second building(s). b) Have the employee's class seniority recognized in the new building(s) and may use such class seniority in the new building(s) assignment for purpose of displacing the empioyee with the least class seniority in the same classification trom that employee's scheduled shift, providing the newly assigned employee has more class seniority than the employee being displaced. Full-time employees may not displace part-time employees, and part-time employees may not displace full-time employees. c) Retain the right to reclaim that employee's original positlon in the first location should it reopen in the next thirteen (13) months, provided the employee has not accepted a position through any bid process. 6.6.4 A fuli-time employee whose position is eliminated and who is assigned to a • "floater" assignment in the employee's job class, at that time, shall have the right to displace the least senior employee in the same job class who holds a building assignment. If a"floater° position remains as an availabie vacancy, the displaced least senior employee can be reassigned to a"floater" position in the same job class. A full-time employee whose position is eliminated and who is placed in an assignment in the employee's job class that is more than two (2) hours different than the shift assignment prior to the position elimination, at that time, shall have the right to displace the least senior employee in the same job ciass who holds a shift assignment that is within two (2) hours of the shift assignment prior to the position elimination. If a"floater" position remains as an available vacancy, the displaced least senior empioyee can be reassigned a"floater" position in the same job class. [y►i • Senioritv for Shift Selection 6.7.1 All shifts and work areas are determined by the Employer. Nothing in this Section 6.7 should be construed to Ilmit the right of the Employer (department head or designee) to change an employee to another shift or work area if there is reason to do so. 6.7.2 There is no building seniority status for the purpose of bidding on locations or shifts. 13 ARTICLE 6. SENIORITY (continued) � 6.7.3 When a shift adjustment of more than two (2) hours earlier or later is made by the Employer, and is planned to continue for more than thirty (30) working days, then shift assignment for employees in that building in the classification of the adjusted shift shall be re-bid. Class seniority shall be the determining factor, so long as ihe employee is qualified and able to perform the duties of the assignment. 6.7.4 When a vacancy occurs in a building, the opening will not be offered for bid in the bwlding. Plant Planning and Maintenance will review and determine any schedule or classification change, and whether the vacancy will be filled. If the vacancy is to be filled, the position will then be offered for location bid pursuant to Section 6.6.1 of this Article. 6.7.5 When a shift change of more than four (4) hours occurs in a position or several positions, then the position(s) shall be offered for bid pursuant to 6.6.1 of this Article. An employee displaced by the re-bid shall be eligible io bid for any other vacancy in that year even if the employee had successfully bid earlier in the same year prior to being displaced. Senioritv Termination. All seniority shall terminate when an employee retires, resigns or is terminated. Seniority Consolidation. Effective August 1, 1993, the job classes Custodian* and Facility Services Worker will be treated as a single job class for purposes of: 6.9.1 6.9.2 6.9.3 6.9.4 Layoff and recall rights determination, excepi for the limitations on rights to abolished tftles as described in 6.3 of this Articfe. Bidding on work location as described in 6.6 of this Article. Bidding on shift selection within a location as described in 6.7 of this Article. Job assignment as determined by the Employer within any location. `Abolisfied excepf as to present incumbents • • • 14 �� i � • ARTICLE 7. VACATION 7.1 Vacation credits shall accumulate at the rates shown below for each full hour on the payroli, exciuding overtime. Years of Service r • r�.� � st through 4th year 5th through 9th year 10th through 15th year 16th yearthrough 23rd year 24th year and thereafter Annual Annual Accrual Rate' Hours Earned Davs Earned 0576 0769 0807 0961 1153 120 160 168 200 240 15 20 21 25 30 'Calculations are based on 2,080 hour work year and shail be rounded off to the nearest hour. An employee may carry over into the next "calendar" year up to one hundred sixty (160) hours of vacation. 7.3 All vacation time shall be approved by the department head. Upon separation from service, if employee has provided ten (10) calendar days' notice to the Employer in writing, any unused, accrued vacation shall be paid at the employee's current rate ot pay. If an employee has been granted more vacation than the employee has earned up to the time of separation from service, the employee shall reimburse the District for such unearned vacation at the employee's current rate of pay. If an employee is separated from service by reason of discharge, retirement or death, the employee shall be paid for any unused, accrued vacation earned up to the time of such separation. 7.4 Sick Leave Conversion. Sick leave accumulated in excess of 1,440 hours may be converted to paid vacation time at a ratio of two (2) hours of sick leave time for one (1) hour of vacation time, to a maximum of five (5) regularly-assigned workdays (not to exceed a total of forty [40] hours) in any year. 7.4.1 There shall be no conversion of unused sick leave in any amount at any time to any cash payment other than the above-described conversion to vacation time or severance as described '+n Art�cle 19. 15 ARTICLE 8. HOLIDAYS � Holidavs Recoqnized and Observed. observed as paid holidays: The folfowing days sha(f be recognized and 8.2 New Year's Day Martin Luther King, Jr. Day Presidents' Day Memorial Day Independence Day Labor Day Thanksgiving Day Day After Thanksgiving Christmas Day Eligible employees shall receive pay for each of the holidays listed above, on which they pertorm no work. Whenever any ot the holidays listed above shall fall on Saturday, ihe preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. For those employees assigned to a work week other than Monday through Friday the following language shall apply. Whenever any of the holidays listed above fall on the first day of an employee's two (2) consecutive days off following that employee's normal work week, the last day ot the employee's normal work week preceding the holiday will be observed as the holiday. Whenever any of the holidays listed above fall on the second day of the employee's two (2) consecutive days off following that employee's normal work week, the first day of the employee's normal work week followfng the holiday will be observed as the holiday. Eliqibilitv Requirements. To be eligible for holiday pay, employees must be active on the payroll the day of the holiday. 8.3 If an employee entitled to a holiday is required to work on a holiday, he/she shall be recompensed for work done on this day by being granted compensatory time on a time- and-one-half basis or by being paid on a time-and-one-half basis for such hours worked, in addition to the regular holiday pay. 8.4 Notwithstanding Article 82, a temporary employee shall be eligible for holiday pay only after such employee has been employed as a temporary employee for sixty-seven (67) consecutive workdays. C J . • 16 � i�i�l! • ARTICLE 9. HOURS AND PREMIUM PAY 9.1 Definitions. The purpose of this Section is to provide a basis for computation of straight time, overtime, and other wage calculations, and nothing in this Article shall be construed as a guarantee or commitment by the Empioyer to any individual employee of a minimum or maximum number of hours of work. 9.1.1 Week. A week shall consist of seven (7) consecutive days beginning at 12:01 A.M. on Monday and ending at 12:00 midnight the foilowing Sunday. 9.12 �. A day shall consist of twenty-four (24) consecutive hours beginning at 12:01 A.M. at the start of a calendar day and ending at midnight of that day. 9.1.3 Normal Work Schedule. The normal work scheduie for employees covered by this Agreement shall consist of forty (40) hours or work scheduled on five (5) consecutive eight (8) hour workdays. The department head, with the concurrence of the Union, may modify the work schedule to consist of forty (40) hours of work scheduled on tour (4) consecutive ten (10) hour workdays. The hours worked in a day shall be consecutive excluding any unpaid lunch period scheduled during the employee's assigned workday. The unpaid lunch period may not exceed one (1) hour In length. 9.1.3.1 Rest Breaks. Each normai workday shall include two paid fifteen (15)-minute rest breaks, at a time assigned by the immediate supervisor, one occurring approximately two hours from the beginning of the shitt; the second occurring approximatefy six hours from the beginning of the shift. � 9.1.3.2 �unch Break. All full-time employees are entitled to a duty-free lu�ch break of thirty (30) minutes without pay, at a time assigned by the supervisor, and occurring approximately at the midpoint of the shift. If no relief is avaifabie tor a duty-free lunch at approximately the midpoint of the employee's shift, the employee shall receive a thirty (30) minute paid lunch. 9.1.3.3 Stackinq of Breaks. It is understood by ali parties that employees cannot combine their break periods and/or lunch periods to create a longer lunch break period or to leave early. 9.2 Call-In Pav. When an employee is called to work, the employee shall receive two (2) hours of pay at the employee's normal hourly pay rate if the employee reports to work as called and is then not put to work. If the employee is called to work and commences work, the employee shall be guaranteed four (4) hours of pay at the employee's normal hourly pay rate. These provisions, however, shall not be effective when work is unable to proceed because of adverse weather conditions; nor shall these provisions apply to temporary employees nor to any person whose regularly-scheduled workday is less than four (4) hours per day. 9.3 Premium Pav for Shift Differential, Effective March 4, 1995. Any employee who works on a regularly-assigned shift which begins after 1:00 p.m., shall be paid a shift differential for the entire shift. Relief staff shall receive a shift differential for all days when students are in attendance. The shift differential shall be five percent (5%) of the base rate. If an employee requests a day shift (starting at or before 1 p.m.) and that request is granted, the employee will not receive night shift diffierential for any day shift worked. • f� ARTICLE 9. HOURS AND PREMIUM PAY (continued) • 9.4 Special Dutv Pav. Employees assigned to work in the special duty category of custodial worker shal! be paid ai ninety percent (90°/,) of the rate paid for positions in the Custodian' job dass. 9.5 Lonqevitv Pav. Employees who have completed nineteen (79) full-time equivalent years of service with the Employer as of July 1 each year shall receive an additional $.80 (80¢) per hour above the normal hourly rate of pay. 9.6 Overtime. Work performed in excess of forty (40) hours of work in a normal work schedule or eight (8) hours of work in a normal workday will be considered overtime. Overtime work shall be done only by order of the department head. Overtime shall be paid at the rate of one and one-half (1-1/2) times the employee's current hourly pay rate including applicable shift differential or premiums. Employees assigned to work on four (4) consecutive ten (10) hour workdays shall receive overtime pay for work in excess of ten (10) hours in the workday. The overtime compensation due the employee shall be paid at the rate herein cited, or by granting compensatory time on a time and one-half basis if mutually agreed to by the District and the employee, 9.7 Equalization of Overtime. The purpose of this Subdivision is to state clearly the inient of the parties regarding procedures which wiff be used to call and/or assign employees in the unit for overtime work during the term of the 2006-2008 Labor Agreement. See Appendix B for language. These procedures shall become effective beginning wiih the first full month after the . Board of Education adoption of the 2006-2008 Labor Agreement. Renewal, revision, or continuation of these provisions will occur only if the parties so agree. Absent such agreement, the provisions of this Appendix B terminate June 30, 2008. ARTICLE 10. WORKING OUT OF CLASSIFICATION 10.1 For purposes of ihis Article, an out-of-cfass assignment is defined as an assignment of an employee to pertorm, on a full-time basis, all of ihe significant duties and responsibilities of a position different from the employee's regular position, and which is in a classification higher than the classification held by such employee. 10.2 The Employer shall avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days shall receive the rate of pay for the out-ot-class assignment in a higher classification beginning on the sixteen (16th) consecutive working day of such assignment. The rate of pay for an approved out-of-class assignmeni shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. 10.3 An employee who otherwise would receive a shift differential shall not lose the shift differential during any portion of the out-of-class assignment prior to being paid the rate of pay for the higher classification. 'Abolished except as to present incumbents • f[3 oi—t� Ii • • \_ J ART�CLE 11. SUPERVISORY ASSIGNMENT 11.1 An engineer who is assigned to supervise other employees will be at least one title higher in the series than the employees he/she supervises. ARTICLE 12, UNIFORMS 12.1 Employees in this bargaining unit are required to wear uniform shirts when on duty. Distnct provided uniform shirts consist of: short sleeve dress, long sleeve dress, polo, sweatshirt, smock, and tee shirt. Uniforms will be supplied as follows: The "standard" uniform shirt is defined as a short sfeeve or long sleeve dress shlrt. An employee may substitute a polo shirt, a sweatshirt, a smock, or two (2) tee shirts for a "standard" shirt. A jacket may be substituted for two (2) "standard" shirts. The District wili initially provide each employee (or newly appointed employee) with five (5) "standard" uniform shirts as detined above. (New employees may not initially order a jacket). Each year thereafter, the District will provide employees with three (3) additionai "standard° uniform shirts. Employees who have voluntarily requested and received the initial five (5) shirts prior to implementation of this provision will be considered aiready initially supplied. 12 2 Uniform shirts will be worn by all employees while on duty during student contact days. Effective July 1, 2005, uniform shirts wifl be worn by all employees while on duty. Uniform shirts are to be worn only while at work, and en route. The employee is not to wear the uniform shirt or jacket during personal events and activities, work outside the School District, or incidental stops at places selling on-sale liquor, or other such places not consistent with the image of the School District. 12.3 Each employee Is responsible for laundering, pressing, and making minor repairs,'such as tears and sewing buttons, etc. If a unitorm shirt becomes damaged beyond repair during the course of duty, it will be replaced at no cost to the employee when the damaged shirt is returned to the District. Normal wear will not be considered for replacement except through the annual cycle. The District will attempt to provide the replacement shirts at the beginning of each school year. 12.4 Safetv Shoes. The Employer agrees to pay two hundred dollars ($200) over the term of this agreement toward the purchase or repair of safety shoes for an employee who is a member of this unit. Preauthorization is required prior to the purchase of safety shoes. Employees must contact the Facility Planning Office to obtain preauthorization for safety shoes. This contribution to be made by the Employer shaii apply only to those employees who are required to wear protect�ve shoes or boots by the Employer. 19 ARTICLE 13. LEAVES OF ABSENCE • 13.1 Leave of Absence. After three (3) months of employment, an employee may make application for a leave of absence without pay or employer-paid benefits not to exceed one (1) year. Requesis for leave of absence shall be submitted to ihe Human Resource Department for consideration not less than sixty (60) days prior to the requested date of the leave. Granting of such leaves will be subject to the operational needs and approval of the Employer. 13.2 Sick Leave Sick leave shall accumulate at the rate of .0576 of a working hour for each full hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave, the employee must report to his/her supervisor no later than one- hour before his/her regular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of this Agreement. Any employee who has accumulated sick leave as provided above shall be granted leave with pay, for such period of time as the head of the department deems necessary for the following specified allowable uses: 13.2.1 Personal Illness. Employees may use accumulated sfck feave for hours off due to personal illness. The employee may be required to furnish a medical certificate from a qualified physician as ewdence of illness or physical disability in order to qualify for paid sick leave as per District practice. Accumulated sick leave may also be granted for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. 13.2.2 Familv Illness. Employees may use accumulated sick leave for hours off due to sudden sickness or disability of a parent or a member of his/her household or to make arrangements for the care of such sick or disabled persons up to a • maximum of eight hours sick leave per incident. Up to one hundred twenty (120) 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. 132.3 Sick Child Care Leave Sick leave to care for a sick child shall be granted on the same terms as the employee is able to use sick leave for ihe employee's own illness. This leave shall only be granted pursuant to Minn. Stat. §181.9413 and shall remain available as provided in Statute. 132.4 Bereavement �eave. A leave of absence with pay, not to exceed five (5) days, shall be granted because of the deaih of an employee's spouse, child or step- child, parent or step-parent, and regular member of the immediate household. 13.2.4.1 Up to three (3) days shall be granted because of death of other members ot the employee's immediate family. Other members of the immediate family shall mean sister or step-sister, brother or step- brother, parent-in-law, son-in-law, daughter-in-law, grandparent, or grandchild. 132.4.2 Leave of absence for one (1) day shall be granted because of death of other close relatives. Other close relatives shall mean uncle, aunt, nephew, niece, brother-in-law, and sister-in-law. 132.4.3 A"day' for this purpose shall be equivalent to the regularly assigned workday of the employee, and such leave shall be deducted from accumulated sick leave. • 20 v 1 �11 • ARTICLE 13. LEAVES OF ABSENCE (continued) 13.2.4.4 It an employee is required to travel beyond a two hundred (200)-mile radius of Saint Paul for purposes related to eligible bereavement leave, two (2) additional days of sick leave may be used. Empioyee, if requested, shall provide the Human Resource Department verification of the funeral location outside of Saint Paul. 132.5 Adootion Leave and Leave for Fathers of Newborns. Up to thirty (30) days of accumulated sick leave may be used in a contract year to attend to adoption procedures or care for a �ewly-adopted child or for a father with a newborn child. Use of these thirty (30) days does not need to occur consecutively. The thirty (30) days of sick leave for fathers of newborns must be used within six (6) weeks surrounding the birth of the child. For adoption the thirty (30) days ot sick leave may be used for adoption processes or up to six (6) weeks following completion of the adoption process. Upon completion of the adoption process additional sick leave may be allowed for the care of a sick child as required by Minn. Stat. §181.9413. 13.3 Requestinq Sick Leave. No sick leave shall be granted for the above reasons unless the employee reports to his/her supervisor the necessity for the absence no later than one (1) hour before his/her regular scheduled starting time. For an employee whose shift begins after 11:00 A.M., the employee must call his/her supervisor to report the illness by 10:00 A.M. Effective October 2, 2006, employees whose shift begins after 10:00 A.M. must call his/her supervisor to report the illness by 12 noon. Employees who fail to report for work without notification for three (3) consecutive workdays may be considered a"QuiY' by the District hy the employee. The emp(oyee must cafl the Facility Operations Office and • his/her building(s) supervisor(s) to report the illness and on the date of return to work by the times specified, unless the requirement to call in is waived by the supervisor after verification of extended illness. Sick leave will not be granted to any employee who does not properly report the necessity for the absence, unless he/she can show to the satisfaction of the supervisor that the failure to report was excusable. Employees will be required to provide medical verification ot the illness at the dlscretion ofi the supervisor. For the purposes of Articles 13.3 and 13.3.1, medical verification will be defined to mean, "A written note issued from a qualified treating medical provider during the period the employee was absent from work." The medical verification will be provided to the Employer before the employee returns to work. 13.3.1 Sick Leave - Medical Verification. Employees wili be required to provide medical verification of the illness at the discretion of the supervisor, and especially noting the following circumstances: (1) An employee who used more than ten (10) sick days per year is likely to be required to provide medical certification of illness. (2) Absences which refiect a pattern are likely to result in a medical certification requirement. Examples: (a) Frequent absences on Fridays and Mondays. (b) Absences preceding/following recognized holidays. • 21 ARTICLE 13. LEAVES OF ABSENCE (continued) (3) Reasonable cause to suspecf that sick leave is being requested inappropriately is likely to result in certification requirement. Prior to requiring medical verification, the supervisor will meet with the employee (and Head Engineer). The employee will have the right to have union represeniation at the meeting. The supervisor will notify the employee in writing that medical verification will be required for any further sick leave usage. After the end of every school year, there will be a review of the medical certification requirement for all affected employees unless the requirement has been in place less than nine (9) months. This review may or may noi result in a change of the medical certification requirement. The employee will be notified in writing as to the status of this requirement. The written notice will be sent to the employee with a copy to the Building Head and ihe Union. 13.4 Familv Medical Leave. Leaves of absence shall be granted as required under the federal law known as the Family and Medical Leave Act (FMLA) so long as it remains in force. The Human Resource Department provides procedures. 13.5 An employee shall be paid under the provisions of this paragraph only for the number of days or hours for which he/she would normally have been paid if he/she had not been on sick leave. C J 13.6 Maternitv/Parental Leave. Maternity is defined as the physicai state of pregnancy of an employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six {6) months afier the date of such birth. In the • event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above antl the Employer may approve such leave at its option, and such leave may be no longer than one (1) year. Parental leave shaH be granted to employees for the birth or adoption of a child in accordance with applicable state and federal laws. 13.7 Sick Leave Conversion. Sick leave accumulated in excess of 1,440 hours may be converted to paid vacation time at a ratio of two (2) hours of sick leave time for one (1) hour of vacation time, to a maximum of five (5) regularly-assigned workdays (not to exceed a total of forty [40] hours) in any year. 13.7.1 There shall be no conversion of unused sick leave in any amount at any time to any cash paymeni other than the above-described conversion to vacation time or severance as defined in Article 19. 13.8 Quarantine. Employees quarantined by a health officer because of contagious disease conditions at the work site shall receive payment for time lost through such unavoidable cause for a period not to exceed ten (t0) days. . 22 b�-1�l( • • • ARTICLE 14. MILITARY LEAVE OF ABSENCE 14.1 Pav Allowance. Any employee who shall be a member of the National Guard, the Naval Militia or any other component of the militia of the state, now or hereafter organized or constituted under state or federal law, or who shail be a member of the Officers Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organized or constituted under federal law, shali be entitled to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the time when such employee is engaged with such organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave sha{I not exceed a total of fifteen (15) days in any calendar year and, further, provided that such leave shali be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be ailowed unless the employee: (1) returns to his/her position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such employee's own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. 14.2 Leave without PaV. Any employee who engages in active service in time of war or other emergency declared by proper authority of any of the military or naval torces of the state or of the United States for which leave is not otherwise allowed by law shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as are imposed by (aw. 14.3 Such leaves of absence as are granted under Article 13 shall conform to Minnesota Statutes, Section 192, as amended from time to time, and shall confer no additional benefits other than those granted by said statute. ARTICLE 15. COURT DUTY 15.1 Court Cases. Any employee who is duly subpoenaed as a witness in any case in court shall be entitled to Ieave with pay for that purpose provided that the employee is not a party in the case, and provided that the case is not fhe result of litigation undertaken by the employee or the Union against the District. In cases where the Board is a party in the litigation, the employee shall be entltled to pay while attending as a witness at the request of the Board or as a co-defendant in the case. 152 Reauired Jurv Dutv. Any employee who Is requlred to serve as a juror shall be granted leave with pay while serving on jury duty contingent upon the employee paying to the Board any fees received, minus travel allowance, for such �ury service. ARTICLE 16. WAGE SCHEDULE 16.1 The wage schedule for purposes of this contract shall be Appendix A attached hereto. 23 ARTICLE 17. EMPLOYEE BENEFITS SECTiON 1, ACTIVE EMPLOYEE HEALTH INSURANCE 1.1 The Employer will continue for the period of this Agreement to provide for active employees such health and life insurance benefits as are provided by Employer at the time of execution of this Agreement. 12 Eliqibilitv Waitinq Period. One (1) full month of continuous regularly appointed service in Independent School District No. 625 will be required before an eligible employee can receive the District contribution to premium cost for health and life insurance provided herein. 1 3 Full-Time Status. For the purpose of this Section, full-time employment is defined as appearing on the payroll regularly at least thirty-two (32) hours per week or at least sixty- four (64) hours per pay period, excluding overtime hours. 1.4 Half-Time Status. For the purpose of this Section, half-time employment is defined as appearing on the payroll regularly at least twenty (20) hours but less than thirty-two (32) hours per week or at least forty (40) hours but less than sixty-four (64) hours per pay period, excluding overtime hours. • Regularly-scheduled hours are the daily hours which are specifically authorized for the employee and assigned by the supervising administrator, and verified by the Human Resource Department, as the regular schedule. Occasional work time assigned in excess of the minimums stated in 1.3 and 1.4 shall not be construed as providing eligibility for insurance premium payment. NOTE: Any employee who is regufarly scheduled for less than twenty (20) fulf hours of • work per five (5)-day week or who is scheduled irregularly is ineligible for any benefits described in this Section. Nothing in this Agreement shall be construed as a guarantee of any hours of work. 1.5 Emplover Contribution Amount--Full-Time Emqlovees. Effective July 1, 2006, for each eligible employee covered by this Agreement who is employed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $420 per month, whichever is less. For each eligible full-time employee who selecis family coverage, the Employer will contribute the cost of such family coverage or $740 per month, whichever is less. 1.5.1 Effective January 1, 2007, for each eligible employee covered by this Agreement who is employed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $460 per month, whichever is less. For each eligible full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $810 per month, whichever is less. 1.52 Effective January t, 2008, for each eligible employee covered by this Agreement who is employed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $480 per month, whichever is less. For each eligible full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $900 per month, whichever is less. • `z� p 7�L� ( ( • L J • ARTICLE 17. EMPLOYEE BENEFITS (continued) 1.6 Emplover Contribution Amount: Married Couples. Full-time employees who are married to another District employee and who are covered under their spouse's health Qlan may warve the single or family contribution to health insurance and receive up to �150 per month toward their spouse's family premium. The combination of District contributions cannot exceed the fui! cost of tamily coverage and cannot be applied in cases where the spouse is receiving health insurance through the DistricYs cafeteria benefits plan. 1.7 Emplover Contribution Amount--Half-Time Emplovees. For each eVigib{e employee covered by this Agreement who is employed half time, the Employer agrees to contribute fifty percent (50%) of the amount contributed for full-time employees selecting employee coverage; or for each half-time employee who seiects family insurance coverage, the Employer will contribute fifty percent (50%) of the amount contributed for full-time employees selecting family coverage in the same insurance plan. Part-time employees are not eligible for any of the married couple contributions in Subd. 1.6. � f�'7 1.7.1 Notwithstanding Section 1.7 above, employees covered by this Agreement and employed half time prior to January 1, 1978, shall receive the same insurance contributions as a full-time employee. This Section 1.7.1 applies only to employees who were employed half-time during the month of December 1977 and shall continue to apply only as long as such employee remains continuously employed half time. Life Insurance. For each eligible employee, the Employer agrees to provide $50,000 life insurance coverage. This amount shall drop to $5,000 of coverage (in the event of early retirement) until the retiree reaches age 65; then all Employer coverage shali terminate. Lonp-Term Disabilitv. Effective January 1, 1999, for each eligible employee, the Employer agrees to provide a long-term disability plan. 1.10 Dental Insurance. Effective January 1, 2004, for each eligible employee, the Employer agrees to contribute an amount not to exceed $35 per month for single dental coverage. Effective January 1, 2005, employees who enroii in family dental coverage will pay the difference between the cost of family coverage and the DistricYs $35 monthly contribution to single coverage. 1.11 Flexfble Spendinq Account. It is the intent of the Employer to maintain during the term of this Agreement a plan for medical and child care expense accounts to be available to employees in this bargaining unit who are eligible for Employer-paid premium contribution for health insurance for such expenses, within the established legal regulations and IRS requirements for such accounts. 1.12 The contributions indicated in this Section 1. shall be paid to the Employer's group health and welfare plan. 1.13 Any cost of any premium for any Employer-offered employee or family insurance coverage in excess of the dollar amounts stated in this Section shall be paid by the employee through payroll deduction. 25 ARTICLE 17. EMPLOYEE BENEFITS (continued) SECTION 2. RETIREMENT HEALTH INSURANCE Subd. 1 Benefit Eliqibility for Emplovees who Retire Before Aqe 65 1.1 Emplovees hired into Distrfct service before Julv 1. 1996, must have compfeted the following service eligibility requirements with Independent School District No. 625 prior to retirement in order to be eligible for any payment of any insurance premium contribution by the District after retirement: A. Be receiving pension benefits from PERA, St. Paul Teachers Retirement Association or other public employee retiree program at the time of retirement and have severed the employment relationship with Independent School District 625; B. C. D. E. 12 1.3 Must be at least fifty-five (55) years of age and have completed twenty-five (25) years of service, or; The combination of their age and their years of service must equal eighty-five (85) or more, or; Must have completed ai least thirty (30) years of service, or; Must have completed ai least twenty (20) consecutive years of service within Independent School District No. 625 immediately preceding retirement. Years of regular service with the City of Saint Paul will continue to be counied toward meeting the service requirement of this Subdivision 1.1 B, C or D, but not for 1.1 E. Employees hired into District service after Julv 1. 1996, must have completed twenty (20) years of service with Independent School District No. 625. Time with the City of Saint Paul will not be counted toward this twenty (20)-year requirement. Eligibility requirements for all retirees: A. A retiree may not carry his/her spouse as a dependent if such spouse is also an Independent School District No. 625 retiree or Independent School District No. 625 employee and eligible for and is enrolled in the Independent School District No. 625 health insurance program, or in any other Employer-paid health insurance program. :� C. Q Additional dependents beyond those designated to the Districi at ihe time of retirement may not be added at District expense after retirement. The employee must make application through District procedures prior to the date of retirement in order to be eligible for any benefits provided in this Section. Employees terminated for cause will not be eligible for employer contribution toward insurance premiums for either pre-age 65 or post-age 65 insurance coverage. • . • �7 �� ( / • ARTICLE 17. EMPLOYEE BENEFITS (continued) Subd. 2 . Emplover Contributio� Levels for Emplovees Retirinq Before Aqe 65 2.1 Health Insurance Emplover Contribution. The District wiil for the period of this Agreement provide employees who meet the eligibility requiremenis for health insurance in 1.1 or 12 above, who retire during the term of this Agreement, and untii such employees reach sixty-five (65) years of age, such health insurance premium contributions up to the same dollar amount as were made by the District for health insurance for single or family coverage by that carrier, for an employee under this Agreement, in his/her last month of active employment. In the event new carriers replace those in place at execution of this Agreement, the dollar amounts being paid for single or family coverage to the carrier at the employee's date of retirement shail constitute the limit on future contributions. Any empioyee who is receiving family coverage premium contribution at date of retirement may not later claim an increase in the amount of the Employer obligation for single coverage premium contributions to a casrier after deleting family coverage. 2.2 Life Insurance Emplover Contribution. The District will provide for early retirees who qualify under the conditions of 1.1 or 1.2 above, premium contributions for ellgible retirees for $5,000 ot life insurance only until their 65th birthday. No life insurance will be provided, or premium contributions paid, for any retiree age sixty-five (65) or over. Subd. 3 Benefit Eiipibilitv for Emqlovees After Ape 65 3.1 Emplovees hired into the District before Julv 1, 1996, who retired before age 65 and are receiving benefits per Subd. 2 above are eligible, upon reaching age 65, for employer premium contributions for health insurance described in Subd. 4 of this Article. • 32 Emp{ovees hired into ihe District before Julv 1. 1996, who retire at age 65 or older must have completed the eligibility requirements in Subd. 1 above or the following eligibility requirements to receive District contributions toward post-age-65 health insurance premiums: A. Employees hired before January 1, 1987, must have remained continuously employed by the District. For such empioyees or early retirees who have not completed at least twenty (20) years of service with the District at the time of their retlrement, the Employer will dlscontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age 65. B. Employees hired on or after January 1, 1987 and prior to July 1, 1996, must have completed twenty (20) years of continuous employment with the District. For such employees or early retirees who have not completed at least twenty (20) years of service with the District at the time of their retirement, the Employer wiil discontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age 65. Years of certified civil service time with the City of Saint Paul earned prior to July 1, 1996, will continue to be counted toward meeting the DistricYs service requirement of this Subd. 3. Civil service tirne worked with City of Saint Paul after May 1, 1996, will be considered a break in District employment. 3.3 Empiovees hired on or after Julv 1. 1996, shall not have or acquire in any way any eligibility for Employer-paid health insurance premium contribution for coverage in retirement at age sixty-five (65) and over in Subd. 4. Employees hired on or after July 1, 1996, shall be eligible for only ear�v retirement insurance premium contributions as • provided in Subd. 2 and Deferred Compensation match in Subd. 5. 27 ARTICLE 17. EMPLOYEE BENEFITS (continued) Subd. 4 Emplover Contribution �evels for Retirees After Aqe 65 4.1 Emplovees hired into the District before Julv 1, 1996 and who meet the eligibility requirements in Subdivisions 3.1 or 3.2 of this Article are eligible for premium contributions for a Medicare Supplement health coverage policy selected by the District. Premium contributions for such policy will not exceed: Coveraoe Tvpe Medicare Eligible Non-Medicare Eligible Sin le Familv $300 per month $400 per month $400 per month $500 per month At no time shall any payment in any amount be made directly to the retiree. Any premium cost in excess of the maximum contributions specified must be paid directly and in full by the retiree, or coverage will be discontinued. Subd.S. Emplovees hired after Julv 1. 1996, after completion of ihree (3) full years of consecutive active service in Independent School Districi No. 625, are eligible to participate in an employer matched Minnesota Deferred Compensation Plan or District- approved 403(b) plan. Upon reaching eligibility, the District will match up to $50 per paycheck up to $500 per year of consecutive active service, up to a cumulative lifetime maximum of $12,500. Effective November 1, 2006, the District will match up to $600 per year up to a maximum contribution of $12,500. Part-time employees working half-time or more will be eligible for up to one half (50%) of the available District match. Approved no�-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 Pau! will not be counted toward this three (3)-year requirement. Federal and state rules governing participation in the Minnesota Deferred Compensation Plan or District-approved 403(b) plan shall apply. The employee, not the District, is solely responsible for determining his/her total maximum allowable annual contribution amouni under IRS regulations. The employee must initiate an application to participate through the DistricYs specified procedures. ARTICLE 18. MILEAGE 18.1 Mileaqe Allowance. Employees of the School District, under policy adopted by the Board of Education, may be reimbursed for the use of their automobiles for school business. The mileage allowance for eligible employees shall be established by the Board of Education. The mileage reimbursement rate shall be indexed periodically to reflect the rate established by the Internal Revenue Service. 182 Reimbursement Procedures. An employee must keep a record of each irip made. Reimbursement shall be for the actual mileage driven in the performance of assigned duties as verified by the appropriate school disirict administrator and in accordance with School District Business Office policies and procedures. F�: � � • ��--r��i • ARTICLE 19. SEVERANCE PAY 19.1 The Employer shall provide a severance pay program as set forth in this Article. Payment of severance pay shall be made within the tax year of the retirement as described in Business Office Rules. 19.2 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: 19.2.1 The employee must be fitty-five (55) years ot age or older or must be eligible for pension under the "Rule of 90" provisions of the Public Employees Retirement Association (PERA). The "Rule of 85" or the "Rule of 90" criteria shall also apply to employees covered by a public pension plan other than PERA. . • 19.2.2 The employee must be voluntarily separated from School District employment or have been subject to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetence or any other disciplinary reason are not eligible for this severance pay program. 19.3 If an employee notifies the Human Resource Department three (3) months in advance of the date of retirement and requests severance pay and if ihe employee meets the eligibility requirements set forth in 192 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 $90 for each day of accrued, unused sick leave, up to 188.89 days. Effective June 24, 2006, this amount will be $�00 for each day of accrued, unused sick 4eave, up to a maximum contribution of $17,5��. 19.3.1 If an employee notifies the Human Resource Department in less than three (3) months in advance of the date of retirement and requests severance pay and if the employee meets the eligibility requirement set forth above, he or she will receive a District contribution to the School District No. 625 403(b) Tax- Deferred Retirement Pian 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. 19.3.2 If exigent circumstances exist, such as a sudden illness/injury of the employee or immediate family member necessitating immediate retirement, and if the 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 $90 pay for each day of accrued, unused sick leave up to 188.89 days. Effective June 24, 2006, this amount wiil be $100 for each day of accrued, unused sick leave, up to a maximum contribution of $17,500. 19.4 The maximum amount of severance pay that any employee may obtain through this 403(b) Tax-Deferred Retirement Plan for Sheltering Severance Pay and Vacation Pay is $17,500. 19.5 For the purpose of this 403(b) Tax-Deferred Retirement Plan for Sheltering Severance Pay and Vacation Pay, a death of an employee shall be considered as separation of emQloyment 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. 19.6 For the purpose of this 403(b) Tax-Deferred Retirement Plan for Sheltering Severance Pay and Vacation Pay, a transfer from Independent School District No. 625 employment to City of Saint Paul employment is not considered a separation ot employment, and such transferee shall not be eligible for this plan. 29 ARTICLE 20. DISCIPLINE • 20.1 The Employer will discipline employees for just cause only. Discipline will be in the form of: 20.1.1 Oral reprimand; 20.7.2 Written reprimand; 20.1.3 Suspension; 20.1.4 Reduction; 20.1.5 Discharge. 20.2 A notice in writing of Suspensions, Reductions, and Discharges shall be sent to the employee and the Union seventy-two (72) hours after such action is taken. 20.3 Employees and the Union will receive copies of writien reprimands and notices of suspension and discharge. 20.4 Employees may examine all information in their Employer personnel file that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under the direct supervision of the Employer. 20.5 Preliminarv Review. Prior to issuing a disciplinary action of unpaid suspension, demotion, or discharge, the supervisor will make a recommendation to his/her supervisor regarding proposed discipline. That supervisor will then schedule a meeting with the employee prior to making a final determination of ihe proposed discipline. The employee shalf have tfie opportunity to have union representation present and be provided the opportunity to speak on his/her behalf regarding the proposed action. If the employee is unable to meet with the supervisor, the employee and/or union will be given the opportunity to respond in writing. 20.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that a Union representative be present. 20.7 Employees who are suspended, demoted or discharged shall have the right to request that such actions be considered a"grievance" for the purpose of processing through the provisions of Article 21 (Grievance Procedure); as an alternative option, such employee can request a review, consisteni with Minnesota Statute § 179A20, Subd. 4. Once an employee or the Union acting in the employee's behalf initiates review in one forum, the matter shall not be again reviewed in another forum. Oral reprimands shall be subject to the grievance review procedures through Step 3 only. An employee who elects the contractual grievance procedure as ihe forum for review ot a disciplinary action has not thereby waived any rights secured to him/her under Minnesota Statute § 197.46, other than the choice of forum for review. • • 30 /�7-1�i! • ARTICLE 21. GRIEVANCE PROCEDURE 21.1 The Employer shall recognize Stewards selected in accordance with Union rules and regulations as the grievance representative of the bargaining unit. The Union shall notity the Employer in writing of the names of the stewards and of their successors when so named. 21.2 It is recognized and accepted by the Employer and the Union that the processing of grievances as hereinafter provided is Ilmited by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours only when consistent with such empioyee duties and responsibilities. The steward involved and a grieving employee shall suffer no loss of pay when a grievance is processed during working hours provided the steward and the employee have notified and received the approval of iheir supervisor to be absent to process a grievance and ihat such absence would not be detrimental to the work programs of the Employer. 21.3 The procedure established by this Article shali 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 viofation of the terms and condstions of this Agreement. A grievance shall be resolved in conformance with the following procedure: Step 1. Upon the occurrence of an alleged violation of this Agreement, the employee involved shall attempt to resolve the matter on an informal basis with the employee's supervisor. lf 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 a�leged section(s) of the Agreement violated, and the relief requested. Any alleged • violation of the Agreement not reduced to writing by the Union within fourteen (14) calendar days of the first occurrence of the event giving rise to the grievance shall be considered waived. At this step only, an extension of seven (7) additional calendar days shall be granted automatically if requested by the Business Representative or steward. Steq 2. Within fourteen (14) calendar days after receiving the written grievance, a designated Employer supervisor shall meet with the Union steward and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unresolved, the Employer shall reply in writing to the Union within fourteen (14) calendar days following th�s meeting. The Union may refer the grievance in writing to Step 3 within fourteen (14) calendar days following receipt of the Employer's written answer. Any grievance not referred in writing by the Union within fourteen (14) calendar days following receipt of the Employer's answer shall be considered waived. Steq 3. Within fourteen (14) calendar days following receipt of a grievance referred from Step 2, a designated Employer supervisor shall meet with the Union Business Manager or designated representative and attempt to resolve the grievance. Within fourteen (14) calendar days tolfowing this meeting, ihe Employer shafl reply in writing to the Union stating the Employer's answer concerning the grievance. If, as a result of the written response, the grievance remains unresolved, the Union may refer the grievance to Step 4. Any grievance not referred in writing by the Union to Step 4 within fourteen (14) calendar days following receipt of the Employer's answer shall be considered waived. • 31 ARTICLE 21. GRIEVANCE PROCEDURE (continued) Step 4. If the grievance remains unresolved, the Union may within fourteen (� 4) calendar days after the response of the Employer in Step 3 by written notice to the Employer, request arbitration of the grievance. The arbitration proceedings shall be conducted by an arbitrator to be selected by mutual agreement of the Employer and the Union within fourteen (14) calendar days after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said fourteen (14)-day period, either party may request the Bureau of Mediation Services to submit a panel of five (5) arbitrators. Both the Employer and the Union shall have the right to strike two (2) names from the panel. The Union shall strike the first (1st) name; the Employer shall then strike one (�) name. The process will be repeated and the remaining person shall be the arbitrator. 21.4 The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Union and shall have no auihority to make a decision on any other issue not so submitted. The arbitrator shall be wfthout power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. The decision of the arbitrator shall be final and binding on the Employer, the Union, and the employees. L J 21.5 The fees and expenses for the arbitrator's services and proceedings shaN be borne equally by the Employer and the Union, provided that each party shall be responsible for • compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. 21.6 The time limits in each siep of this procedure may be extended by mutual agreement of ihe Employer and the Union. 27.7 li is understood by fhe Union and the Employer thaf if an issue is resolved at any step by this grievance procedure, ihat issue shall not again be submitted for review under the provisions of the Rules and Regulations of Civil Service. It is further understood that if an issue is submitted and resolved at any step by the grievance procedure under the Civil Service Rules and Regulations, It shall not be submitted for review and arbitration under procedures set forth in this Article. • 32 �7-fo l( • ARTICLE 22. STRIKES, LOCKOUTS, WORK INTERFERENCE 22.1 The Union and the Employer agree that there shall be no strikes, work stoppages, slowdowns, sit-down, stay-in or other concerted interference with the Employer's business or affairs by said Unions and/or the members thereof, and there shall be no bannering during the existence of this Agreement without first using all possible means of peaceful settlement of any controversy which may arise. 222 No lockout, or refusal to allow employees to perform available work, shall be instituted by the Employer and/or its appointing authorities during the life ot this Agreement. ARTICLE 23. NONDISCRIMINATION 23.1 The terms and conditions of this Agreement will be applied to empioyees equally without regard to, or discrimination for or against, any individuai because of race, color, creed, sex, age or because of inembership or nonmembership in the Union. 23.2 Employees will pertorm their duties and responsibilities in a nondiscriminatory manner as such duties and responsibilities involve other employees and the ge�eral public. • • 33 ARTICLE 24. TERMS OF AGREEMENT 24.7 Complete Aqreement and Waiver of Barqaininq. This Agreement shall represent the complete Agreement between the Union and the Employer. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make requesis and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the complete undersiandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, ihe Employer and the Union, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and eacfi agrees that the other shall not be obligated to bargain collectively wiih respect to any subject or matter referred to or covered in this Agreement. 242 Savinqs Clause. This Agreement is subject to the laws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of ihis Agreement shall hold to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. 24.3 Terms of Aqreemeni. Except as herein provided, this Agreement shall be effective as of July 1, 2006, and shall continue in full force and effect through the 30th day of June 2008, and shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing at least sixty (60) days before the termination of this Agreement that it desires to modify or terminate this Agreemeni. In witness thereof, the parties have caused this Agreement to be executed as signed and dated below. 24.4 This constitutes a tentative Agreement between the parties which will be recommended by the District Negotiations and Employee Relations Manager, but is subject to the approval of the Board of Education, and is also subject to ratification by the Union. W ITNESSES: INDEPENDENT SCHOOL DISTRiCT NO. 625 � �p. r ,�l,'t^ct _lY.'u.ti��_ ,,�� ,Jc� Chair. Board of Education UNION OF OPERATING Business Manager 70 Busines ' e, Loc I No. 70 President, Local No. 70 Date RLf • � • �2'�� Date / 2 - /�!-O( D 7-C� (( • r APPENDIX A: 2006-2008 WAGES The hourly wage rates and salary ranges for classifications in this unit are effective as follows: Titie Custodian-Engineer 5, SOE Custodian-Engineer 4, BOE Custodian-Engineer 3, BOE Custodian-Engineer 2, BOE Custodian-Engineer 1, BOE Facility Services Worker Effective Probationary Base Date Rate Rate 6{24106 $2L76 $22.85 6/23/07 522.30 $23.42 6/24/06 $21.00 �22.14 6/23/07 $21.53 $22.69 6f24(06 $20.33 $21.46 6/23/07 $20.83 $22.00 6/24/06 $19.81 $20.94 6/23/07 $20.31 $21.46 6/24/06 $19.40 $20.23 6/23/07 $19.89 $20.74 Effective Date 6/24l06 6/23/07 Probationary Rate $12.41 $12.72 Base Rate $13.03 $13.35 Effective Probationary Date Rate Custodian' 6/24/06 $17.00 6/23/07 $17.43 Trainee (Custodian-Engineer) Base Rate $18.31 $18.76 After 1 year $14.16 $14.51 After 2 years $15.04 $15.41 Effective After After After Date Entry 6 Months 1 Year 18 Months 6/24/06 $10.40 $12.05 $13.71 $15.35 6/23/07 $10.66 $12.36 $14.06 $15.74 Personnei hired for employment with the District after the date of the signing of this Agreement, to ' a class of positions llsted In Appendlx A above, shall be compensated at the "Probationary Rate" hourly wage rate during their probationary period. After completion of the probationary period, the emp{oyee shall be paid at the "Base Rate" hourly rate. Employees promoted from any of the - positions listed in Appendix A above to any other position listed shall receive the "Base Rate" hourly wage rate, notwithstanding that the employee must complete a promotional probation period. � Temporary employees shall be paid the minimum rate indicated in this Appendix for the classification in which they are employed. 'Abolished except as to present mcumbents. 35 APPENDIX B: EQUALIZATION OF OVERTIME FOR CUSTODIAL SERVICE The purpose of this Appendix is to state cleariy the intent of the parties regarding procedures which will be used to caii and/or assign employees in the unit for overtime work during ihe ierm of the 2006-2008 Labor Agreement. These procedures shall become effective beginning with the first full month after the Board of Education adoption of the 1998-2000 Labor Agreement. Renewal, revision, or continuation of these provisions will occur only if the parties so agree. Absent such agreement, the provisions of this Appendix B terminate June 30, 2008. Section 7 Qualified EmploVees A qualified person for all provisions of this policy is a regular full-time custodian or facility services worker, or custodian-engineer who holds the appropriate license for the task, and has demonstrated satisfactoryjob pertormance. 1.1 An employee who has specified physical restrictions which impair his/her ability to perform a particular overtime task will not be assigned the overtime; for purposes of calling order he/she will be considered, however, as having worked that overtime. Section 2 Overtime Within a Buildinq Employees assigned to a particular building will have the first opportunity to work overtime in ihat building. Persons who are interested in working overtime in the building will be required to sign in advance. The employees will be pfaced on a Iist in order of Disfrict seniority. When a need for overtime arises, the qualified most senior employee on the list will be called first unless the employee has afready worked overtime in that fiscal year. If the qualified mosi senior employee has already worked overtime in that fiscal year, the next qualified employee on the list will be called until all employees in ihe building have worked overtime. When all employees have worked overtime, the process will be repeated. When an employee is asked to work overtime in the building and refuses, he/she will be considered as having worked that overtime. If there are no employees in the building who want to work overtime, then the overtime shall be classified as District overtime and distributed as described below. 2.1 When an employee that location wili be credited to date for and/or refused). is newly assigned to a building, his/her overtime eligibility history for determined by assigning to him/her the average of overtime hours all affected employees in that location (average of hours worked 2.2 The overtime history of each employee will be carried over from year to year in each bwlding for that building. Section 3 District Overtime When there is District overt�me work to be done on a planned basis (i.e., it is of a non-emergency nature), regular employees assigned as relief staff will have the first oppoRunity to work the overtime. Qualified relief staff inembers will be contacted for the overtime work in seniority order (i.e., most senior first) unless the employee has already worked overtime in that fiscal year. When a qualified employee who is asked to work overtime refuses the work, he/she will be considered as having worked that overtime assignment. If there are not sufficient qualified relief siaff employees available, qualified employees listed as available for emergency call out will be called by the same procedure. • ` J • Kiy ��-��i • APPENDIX B: EQUALIZATION OF OVERTIME FOR CUSTODIAL SERVICE (continued) Effective .luly 1, 1998, the assigned relief staff will no {onger have first opportunity to work District overtime. In September of each year Facility Operations will allow people interested in working Districi overtime to sign up to be calied. The most senior employees in one of three groups, 1) Facility Services Worker/Custodian, 2) Engineer, or 3) Supervisor (Engineer 3-5), wili be called for overtime needed in the group based on seniority order, unless employee has already worked overtime in that fiscal year. When a qual+fied employee who is asked to work overtime refuses the work, he/she will be considered as having worked that overtime assignment. If there are not sufficient qualified relief staff empioyees available, qualified employees listed as available for emergency call out will be called by the same procedure. Section 4 Mandatorv Overtime The District retains the right to institute mandatory overtime if there are inadequate volunteers to meet District needs. The mandatory system requires that the least senior employee who has not worked overtime will be required to work first and so forth. Should mandatory overtime become necessary, emp4oyees who have voluntardy worked overtime will be cred+ted with the hours they have previously worked. Section 5 Emerqencv Call Outs This equalization of overtime does not apply to emergency call outs requesting that overtime be worked. A qualified employee who is willing to accept emergency overtime assignment immediately upon notification may ask to be listed as available. The District wiil not list an employee for emergency call out if the employee has refused overtime work several times, or is not qualified. The District, in assigning emergency ca�l out, wiii do so as equitably as • circumstances permit. 5.1 The District will periodically provide to the Union a copy of the emergency call-out list, and a tally of time worked. Section 6. Overtime Resultinq from Buildinp/Proqram Moves Overtime resulting from moving a program or a staff/student population from one building/location to another will be treated as building overtime for staff in the location from which the move originates. If more overtime workers are needed than the originating location can supply, the District overtime procedure will be used to secure additional workers. Section 7 Grievance Process An alleged violation of these procedures can be presented to the Employer by the Union for review under the grievance procedures of the labor contract through Step 3, as the final appeal. Step 3 review is at the level of the Superintendent of Schools, or his/her designee. r � �J 37 APPENDIX C MEMORANDUM OF UfVDERSTANDfNG REGARDING TRAINING FOR INTERNATIONAL UNION OF OPERATING ENGINEERS, LOCAL N0. 70 This Memorandum of Understanding is by and between the Board of Education of Independent School District No. 625, Saint Paul Public Schools, and International Union of Operating Engineers, Local No. 70, exclusive representative for custodial service employees in the Saint Paul Public Schools. The purpose of this Memorandum is to establish a clear understanding of intent ofi the parties regarding conditions governing a premium pay rate for advanced training for certain classifications of employees in this bargaining unit. Statement of Intent and Purpose It is the intenlion of the Employer, during the term of ihis Memorandum of Understanding (through June 30, 2008) to continue a program of special training for employees who occupy the titles: Custodian-Engineer 5, Board of Education Custodian-Engineer 4, Board of Education Custodian-Engineer 3, Board of Education Custodian-Engineer 2, Board of Education The purpose of the training will be to strengthen the practical managemeni skills of these employees, particularly with respect to fulfilling the responsibilities of these particular titles. • It is the desire and intent of the Employer that all employees who occupy these tiiles, both • currently assigned and prospectively, will complete this training at the earliest possible opportunity. The training is designed, prescribed, and provided by the Employer at no cost to the employee who has been regularly appointed to a listed title. The training will be taken during the employee's own unpaid time. Effective July 1, 1996: 1. Engineers who were hired before July 1, 1996, and have not been offered the advanced training program will receive the premium effective July 1, 1996. 2. Engineers who have already completed the required training and qualified for premium payment, or those engineers granted the premium in #1 above, must participate in a required refresher/retraining course, if one is offered by the employer, of one or two sessions every year in order to retain eligibility for premium payment. The Employer will provide a premium pay factor according to the following formula for current and future employees in these titles who have satisfactorily completed fhe prescribed training course, and have delivered to the Office of Plant Planning and Maintenance evidence of such satisfactory completion. The premium pay shall become effeciive with the first full pay period after completion of the training, but shali not be paid until the evidence of satisfactory comp(etion has been received by the Employer. In no case shall the premium be effective retroactively for more than a three (3)- month period. � �3 D�-Lr�l1 r1 L_J MEMORANDUM OF UNDERSTANDING (continued) Premium Formula Effective June 29. 2002: Title Custodian-Engineer 5, Board of Education CustodiarnEngineer 4, Board of Education Custodian-Engineer 3, Board of Education Custodian-Engineer 2, Board of Education Emplovee Newfv Appointed to Tit�e An employee newly appointed to one of these titles after the adoption of this Agreement will be granted premium payment as follows: • If the traming course for a newly appomted engineer is less than six (6) months in length, the engineer will receive the tull premium effective with the first full pay period after satisfactory completion of the course. If the training course is more than six (6) moMhs in length, the engineer in training will be eligible for fifty percent (50%) premium payment effective with first full pay period after satisfaciory completion of one-half (1/2) of the tralning program. • Should the empioyee fail to satisfactordy complete the training wdhin the hme periods established for the course, the partia� premium payment will be discontinued and no premwm will be paid until such time as the satisfactory completion has been accomplished Evidence of satisfactory completion shall have been delivered by the employee to the Office of Plant Planning and Maintenance before the partial or fuil premium can be pa�d, and retroactive ad�ustment shall not exceed three (3) months. Premium above Stated Rate 90c per hour 60¢ per hour 30c per hour 20¢ per hour This Memorandum of Understandirg shall be effective as of July 1, 2006, and shall expire on June 30. 2008. INDEPENDENT SCHOOL DISTRICT NO. 625 I�l�t F OPERATING L "� Date Business Manager, � • 70 Business Represent�at Local No. 70 C/'�Z�sl '� c�t`�- LC President, Local No. 70 ! Local N�. 70 • /Z - / �- �j� Date 39 � � ,r F�Ce�� r� i, �!L� ' w. Chair, Board of Education T A Adoption Leave .........................................21 B Bidding.......................................................12 Sidding for Location ...................................12 Bereavement Leave ..................................20 C Call -In Pay ..................................................17 CourtDuty ..................................................23 D Discipline....................................................30 Du e s .............................................................7 E Equalization of Overtime ......................18, 36 F FairShare ....................................................7 Family Medical Leave .................................22 Flexible Spending Account .........................25 G Grievance Procedure .................................31 H Health Insurance ........................................24 Holidays ......................................................16 Hours..........................................................17 L Leave of Absence ......................................20 Life Insurance .............................................25 Loc ko u ts .....................................................33 Longevity Pay .............................................18 Long-Term Disability .................................25 M Maternity/Parental Leave ...........................22 Mileage ......................................................28 Military Leave Of Absence ........................23 N Nondiscrimination .......................................33 O Overtime.....................................................18 INDEX P PremiumPay ............................................. 17 Premium Pay for Shift Differential ............. 17 Q Quarantine ................................................. 22 R Recall From Workforce Reductions.......... 11 Retiremeni Health Insurance ..................... 26 S Safety Shoes ............................................. 19 Seniority ..................................................... 10 Seniority for Bidding On Location .............. 12 Seniority for Shift Selection ....................... 13 Seniority Termination ................................ 14 Severance Pay ..........................................29 Shop Steward .............................................. 6 Sick Child Care .......................................... 20 Sick Leave ................................................. 20 Sick Leave - Medical Verification ........ 21, 22 Sick Leave Conversion ........................ 15, 22 Sick Leave Requests ................................. 21 Special Duty Pay ....................................... 18 Strike......................................................... 33 T Temporary Employment .............................. 8 Temporary Employment Casual Service..... 8 Temporary Employment Extended Service. 9 Temporary Employment Short-Term........... 8 Training..................................................... 38 U Uniforms.................................................... 19 Union Membership ......................................7 UnionRights ................................................6 Union Stewards ........................................... 6 V Vacation.................................................... 15 W Wages ....................................................... 35 Work Interference ..................................... 33 Work Schedule .......................................... 17 Working Out of Classification .................... 18 • • � m � . . 2006 - 2008 AGREEMENT BETWEEN SAINT PAUL PUBLIC SCHOOLS INDEPENDENT SCHOOL DISTRICT NO. 625 AND � MINNESOTA SCHOOL EMPLOYEES ASSOCIATION Representing Classified Confidential Employees Association July 1, 2006 through June 30, 2008 a . � Saint Paul Pue�ic ScHOa�s Pueuc 5cxools SAINT PAUL PUBLIC SCHOOLS Independent School District No. 625 Board of Education Elona Street-Stewart Kazoua Kong-Thao Tom Conlon John Brodrick Anne Carroll Tom Goldstein AI Oertwig Chair Vice-Chair Clerk Treasurer Director Director Director � � . 2 C J l��-L�ll . TABLE OF CONTENTS ARTICLE TITLE PAGE Preamble................................................................................................................... 4 a Article 1. Recognition ...... . ....................................................... ..._............................ 5 Article2. Check Off .................................................................................................................. 5 � Article 3. Maintenance of Standards ........................................................................................ 6 Articie4. Management Rights .................................................................................................. 6 Article5. Hours of Work ........................................................................................................... 6 Article6. W ork Breaks ............................................................................................................. 7 Article7. Wages .......................................................................................................................8 Article8. Holidays .....................................................................................................................9 Article9. Vacation .................................................................................................................. 10 Article 10. Leaves of Absence .................................................................................................. 11 Article 11. Insurance Benefits .................................................................................................. 15 Article�2. Severance Pay ........................................................................................................20 Article� 3. Legal Services ......................................................................................................... 21 Article14. Probation .................................................................................................................21 Artide 15. Working Out of Classification .................................................................................. 22 . Article 16. TemporaryEmployees ............................................................................................22 Article 17. Employee Records ..................................................................................................22 Article18. Seniority ...................................................................................................................24 Article19. Discipline .................................................................................................................25 Article 20. Grievance Procedure .............................................................................................. 26 Article21. Mileage ....................................................................................................................28 ARicle22. Vacancies ................................................................................................................28 Article 23. Non-Discrimination ..................................................................................................28 Article 24. No Sirike, No Lockout ............................................................................................. 28 Article 25. Bulletin Boards ........................................................................................................29 Articie 26. Terms of Agreement ............................................................................................... 29 Appendix A: Titles and Salary Rates .................................................................... 31 Appendix B: Tities and Grades ............................................................................. 33 Appendix C: Standard Ranges .............................................................................. 34 Memorandum of Agreement regarding Improvement Plan Process ....................... 36 � ADDITIONAL INFORMATION (Not a Part of the Negotiated Agreement) Letter of Intent regarding Tuition Reimbursement ......................................................................... 39 � Index ......................................................................................................................40 � 3 PREAMBLE This Agreement entered into by Independent School District No. 625, hereinafter referred to as the Employer, and the Minnesota School Employees Association, hereinafter referred to as MSEA, representing the Saint Paul Public Schools Classified Confidential Employees Association, hereinafter referred to as the Association, has as its purpose the promotion of harmonious relations between the Employer and the MSEA, ihe establishment of an equitable and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and other conditions of employment. � • • 0 o� ll i �.1 The Employer recognizes the MSEA as the sole and exclusive bargaining agent for the purpose of establishing salaries, wages, hours, and other conditions of employment for all of its employees as outlined in the cert'rfication by the State of Minnesota Bureau of Mediation Services, dated January 27, 1993, in Case No. 93-PTR-1061, and set foRh in Section 1.2 below. ARTICLE 1. RECOGNITION 12 The bargaining unit covered by ihis Agreement shail consist of the following: All ciassified confidential employees of Independent School District No. 625, Saint Paul, Minnesota, who are employed by Independent Schooi District No. 625, Saint Paul, Minnesota, and who are public employees within the meaning of Minnesota Statute § 179A.03, Subd. 14. Any titles designated as Civil Service unclassified are not covered by the provisions of Civil Service Rules or any related rules covering employment in classified service positions. The terms and conditions of employment for any titles designated as Civil Service unclassified are defined within this labor agreement, notwithstanding Article 3: Maintenance of Standards, which does noi apply to titles so designated. 1.3 Any present or future employee who is not an Association member shall be required to contribute a tair share fee for services rendered by the MSEA artd, upon notification by the MSEA, the Employer shall check off said fee from the earnings of the employee and transmit the same to the MSEA. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. • This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 1.4 The MSEA agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action taken or not taken by ihe Employer under the provisions of this Article, Section 1.3. ARTICLE 2. CHECK OFF 2.1 The Employer agrees to deduct the MSEA membership initiation fee assessments and once each month dues from the pay of those employees who individualiy request in writing that such deductions be made. The amounts to be deducted shali be certified to the Employer by a representative of the MSEA 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. 2.2 The MSEA agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgments brought or issued against the Emp�oyer as a result of any action taken or not taken by the Employer under the provisions of this Article. • ARTICLE 3. MAINTENANCE OF STANDARDS 3.1 The parties agree that ail conditions of employment relating to wages, hours of work, overtime differentials, vacations, and ail other general working conditions shall be maintained at not less than the highest minimum standard set forth in the Civil Service Rules of the City of Saint Paui and the Saint Paul Salary Plan and Rates of Compensation ai the time of the signing of this Agreement, and the conditions of employment shall be improved wherever spec'rfic provisions for improvement are made elsewhere in this Agreement. ARTICLE 4. MANAGEMENT RIGHTS 4.� MSEA and the Association recognize the right of the Employer to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. All rights and authoriry which the Employer has not officially abridged, delegated or modified by this Agreement are retained by the Employer. 42 A pubiic empioyer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of discretion or policy as the functions and programs of the Empioyer, its overali budget, utiiization of technology, and organizational struciure and selection and direction and number of personnel. ARTICLE 5. HOURS OF WORK 5.1 The normal workday shall be eight and one-half (8.5) hours in duration, eight (8) of which are paid. Each normal workday shall include two (2) paid fifteen (15)-minute rest breaks. In addition, a forty-five (45)-minute, duty-free lunch shall be provided. Fifteen (15) minutes of the duty-free lunch is paid and the remaining thirty (30) minutes is unpaid. The following is an example of a normal workday schedule; however individuai schedules mav varv: Work day begins at: Moming Rest Break: Lunch Break: Afternoon Rest Break: Work day ends at: 5.2 5.3 � 8:00 a.m. 10:00 -'10:15 a.m. Noon-12:45 p.m. (15 paid minutes) 3:00 - 3:15 p.m. 4:30 p.m. The normal work week shall be forty (40) hours in any seven (7)-day period. This Section shall not be construed as, and is not a guarantee of, any hours of work per normal workday or per normal work week. Overtime is to be paid at the rate of one and one-half (1-1/2) times the employee's nortnal houriy rate for ail hours on the payroll worked in excess of eight (8) hours per day or forty (40) hours per week. � • • a �-r�rl � ARTICLE 5. HOURS OF WORK (continued) 5.5 The overtime compensation due the employee shall be paid at the rate herein cited, or by granting compensatory time on a time and one-half basis by mutual agreement between the District and the employee. 5.6 Employees in this bargaining unit working under a titie listed under the heading "Clerical and Technical Group" in Appendix B shall be recompensed for work done in excess of the normal hours estabiished above in this Article by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such overtime work. The overtime rate of one and one-half shall be computed on the basis of I/80th of the biweekly rate. 5.7 Employees working in a title listed under the heading "Professionai Group" in Appendix B who work more than seven and three-fourths (7-3/4) hours in any iwenty-four hour period or more than thirty-eight and three-fourths (38-3/4) hours in any seven (7)-day period shall not receive pay for such additional work except as in 5.8 below. 5.8 It is undersiood by the parties that Civil Service Rule, Section 28.H - Overtime of Resolution No. 3250 shall not apply to employees in the bargaining unit working under a title listed under the heading "Professional Group" in Appendix B. In unusual circumsiances, a department head may grant these employees who work more than seven and three-fourths (7-3/4) hours in any twenty-four (24)-hour period or more than thirty-eight and three-fourths (38-3/4) hours in any particular seven (7)-day period compensatory time or pay on a straight-time basis for the extra hours worked. 5.9 Normal work schedules showing the employee's shift, workdays, and hours shall be � posted on all department bulletin boards at all times. It is also understood that deviation from posted work schedules shall be permissible due to emergencies, acts of God, and overtime may be required. 5.10 Call-in Pav. When an employee is called to work, he/she shall receive two (2) hours of pay if not put to work. If the employee is called to work and commences work, he/she shall be guaranteed four (4) hours of pay. These provisions, however, shall not be effective when work is unable to proceed because of adverse weaiher conditions; nor shall these provisions apply to temporary employees nor to any person whose regularly- scheduled workday is less than four (4) hours. ARTICLE 6. WORK BREAKS 6.1 Rest Periods. All employees' work schedules shall provide for a fifteen-minute rest period during each one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever it is feasible. 6.2 If an employee is scheduled to work a full half-shift beyond the regular quitting time, the employee shall be entitled to the rest period that occurs during said hait-shift. • 7 ARTICLE 7. WAGES � 7.1 The wage schedule, for purposes of this contract, shall be Appendices A, B and C attached hereto. Both parties agree that the inclusion of the class'rfications and salary ranges in Appendix A does not preclude the employer from the following: 1. Reorganizing; 2. Abolishing class'rfications; 3. Establishing new classifications; 4. Regrading classifications; 5. Reclassifying positions. 7.2 Both parties also agree that titles and grades in Appendix A refer to employees in the positions at the date of signing of the Agreement. No employee in this bargaining unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclass'rfication takes place. 7.3 Initial Step Placement. When an employee is regularly appointed into a title covered by this Agreement or moved from one title covered by this Agreement to an appointment in a different title under this Agreement, step placement shall be governed by Civil Service Rules. Step 1 shall be the normal entry rate for the positions in this bargaining unit, except as otherwise provided in existing rules, 7.4 Salarv Step/Increase EliqibiliN. Employees must meet the following conditions in order to be eligible for a salary step or, 'rf on the top step, a salary increase: 7.4.1 Employees must have received an overall rating of "Satisfactory' on their most recent performance evaluation to receive any salary step advancement or, if an � employee is on an improvement plan, the employee must be on track with ihe components of the improvement plan. 7.4.1.1 If an employee who is on an improvement plan, is not on track with the requirements of the plan, and is on the top step of the salary schedule, the employee's salary rate will be frozen. 7.4.12 Employees who are on an improvement plan and not on track and who lose a step or have their salary rate frozen wiil have their step/rate increase reinstated 'rf they get on track within twelve months following their step/rate freeze. 7.5 Salarv Step Proqression. At the beginning of the first full pay period in July, full-time employees will progress one step up to Step 6(five-year step) provided they were paid a minimum of 1,040 hours on the payroll in the previous year (minimum hours requirement is prorated for part-time employees). 7.5.1 At the beginning of ten (10) calendar years of service in the District, a full-time employee may be granted an increase of one (1) additional salary step on the first pay period in July, not to exceed Step 7. 7.52 At the beginning of fifteen (15) calendar years of service in the District, a fuil- time employee may be granted an increase of one ('I ) additional salary step on and the tirst pay period in July, noi io exceed Step 8. • ��-t�t� ARTICLE 8. HOLIDAYS • 8.1 Holidavs Recoqnized and Observed. The following days shall be recognized and observed as paid holidays: New Year's Day Martin Luther King Jr Presidents' Day Memorial Day fndependence Day . E:�'.] 8.3 Labor Day Day Thanksgiving Day Day After Thanksgiving Christmas Day Eligible employees shall receive pay for each of the holidays listed above, on which they pertorm no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the hoiidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendar date of the holiday. Eliqibilitv Requirements. To be eligible for holiday pay, employees must have been active on the payroll the day of the holiday. Notwithstanding Subd. 82, a temporary employee shall be eligible for holiday pay only after such employee has been employed as a temporary employee for sixty-seven (67) consecutive workdays. 8.4 If Martin Luther King Jr. Day or Presidenfs' Day, falis on a day when school is in session, the employee shall work that day ai straight time and another day shall be designated as the holiday. This designated holiday shall be a day on which school is not in session and shall be determined by agreement between the empioyee and the supervisor. • ARTICLE 9. VACATION 9.1 Each full-time regularly appointed employee working under a title covered by this Agreement shall accumulate vacation credits at the rates shown below for each full hour on the payroll, excluding overtime: 92 Years of Service 1 st year through 4th year Sth year through 9th year 10th yearthrough 15th year 16th through 23rd year Annual Hours of Vacation Eamed Per Hour on Pavroil .0576 .0769 .0807 .0961 Annuai Hours Earned 120 160 168 200 Days Eamed 15 20 21 25 24th year and thereafter .1153 240 30 Calcuiations are based on a 2,080 hour work year and shall be rounded off to the nearest hour. Years of service means the number of years since the employee's date of employment. An employee may carry over inio the next calendar year up to one hundred sixty (160) hours of vacation. 92.1 An employee who has more than one hundred sixry (160) hours of accrued vacation remaining at the end of the last full pay period in October shall either: 922 (a) (b) (c) be required to use the hours of vacation in excess of one hundred sixty (160) hours prior to the end of the calendar year; or be compensated for hours in excess of one hundred sixry (160) hours at end of year; or be provided an exception for additional carryover of vacation by means of approval of his/her department head. Choice of option a, b, or c is at the discretion of the Employer. For the purpose of this Article, the `Yacation year" shail be the calendar year (January 1 through December 31). 9.3 Upon separation from service, 'rf the empioyee has provided ten (10) calendar days notice to the employer, any unused, accrued vacation shall be paid at the employee's current rate of pay. If an employee has been granted more vacation than the employee has eamed up to the time of separation from service, the employee shall reimburse the District for such unearned vacation at the empioyee's current rate of pay. If an employee is separated from service by reason of discharge, retirement or death, the empioyee shall be paid for any unused, accrued vacation earned up to the time of such separation. 9.4 Sick Leave Conversion. Sick leave accumulated in excess of 1,440 hours may be converted to paid vacation time at a ratio of two (2) hours of sick leave time for one (1) hour of vacation time, to a maximum of five (5) regularly-assigned workdays (not to exceed a totai of forty [40] hours) in any year. There shall be no conversion of unused sick leave in any amount at any time to any cash payment other than the above-described conversion to vacation time or severance pay in Article 12. � • • 10 ��-�i� ARTICLE 10. LEAVES OF ABSENCE � 10.1 Sick Leave. Sick leave shall accumulate at the rate of .05�6 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 ihan one- half hour past his/her regular scheduled starting time. The granting of sick leave shaii be subject to the terms and provisions of this Agreement. Any employee who has accumulated sick leave as provided above shall be granted leave with pay, for such period of time as the head of the department deems necessary for the following specified allowable uses: 10.1.1 Personal Illness: Employees may use accumulated sick leave for hours off due to personai illness. The employee may be required to furnish a medical certificate from a qualified physician as evidence of illness or physical disability in order to qualify for paid sick leave as per District practice. Accumulated sick leave may also be granted for such time as is actually necessary for office visfts to a doctor, dentist, optometrist, eic. 10.1.2 Familv Illness: Employees may use accumulated sick leave for hours off due to sudden sickness or disability of a parent or a member of his/her household or to make arrangements for the care of such sick or disabled persons up to a maximum of eight hours sick leave per incident. Up to one hundred twenty (120) hours of accumulated sick leave may be used in a work year to allow the employee to care for and attend to the serious or critical illness of his/her spouse or parent. These hours when used are deducted from sick leave. 10.1.3 Sick Child Care Leave. Sick leave to care for a sick chiid shall be granted on the same terms as the employee is able to use sick leave for the empioyee's own iliness. This leave shall only be granted pursuant to Minn. Stat. � §181.12413 and shall remain avaiiable as provided in Statute. 10.1.4 Bereavement Leave. A leave of absence with pay, not to exceed five (5) days, shall be granted because of the death of an employee's spouse, child, step- child, parent, step-parent, or regular members of the employee's immediate household. 10.1.4.1 Up to three (3) days shali be granted because of death of other members of the employee's immediate family. Other members of the immediate family shall mean sister, step-sister, brother, step-brother grandparent, grandchild, parent-in-law, son-in-law or daughter-in-law. 10.1.42 Leave of absence for one (1) day shall be granted because of death of other close relatives. Other close relatives shall mean uncie, aunt, nephew, niece, brother-in-law, and sister-in-Iaw. 10.1.4.3 A"day' for this purpose shall be equivalent to the regularly assigned workday of the employee, and such leave shall be deducted from accumulated sick leave. 10.1.4.4 If an employee is required to travel beyond a two hundred (200)-mile radlus of Saint Paul for purposes related to eligible bereavement leave, two (2) additionai days of sick leave may be used. � '11 ARTICLE 10. �EAVES OF ABSENCE (continued) 102 10.3 10.1.5 Adoption Leave and Father with Newborn Child. Up to thirty (30) days of accumulated sick leave may be used in a contract year to attend to adoption procedures or care for a newly-adopted child or for a father with a newborn child. Use of these thirry (30) days does not need to occur consecutively. The thirty (30) days of sick leave for fathers of newborns must be used within six (6) weeks surrounding the birth of the child. For adoption the thirty (30) days of sick leave may be used for adoption processes or up to six (6) weeks following the adoption. Upon completion of the adoption process additional sick leave may be allowed for the care of a sick chiid as required by Minnesota Statue §181.9413. Court Duty Leave 102.1 Court Cases. Any employee who is duly subpoenaed as a witness in any case in court shall be entftled to leave with pay for that purpose provided that the empioyee is not a party in the case, and provided that the case is not the result of litigation undertaken by the employee or the Union against the District. in cases where the Board is a party in the litigation, the employee shall be entitled to pay while attending as a witness at the request of the Board or as a co- defendant in the case. 10.22 Reauired Jurv Dutv. Any employee who is required to serve as a juror shall be granted leave with pay while serving on jury duty contingent upon the employee paying to the Board any fees received, minus travei allowance, for such jury service. The employee may seek to be excused from jury duty. Military Leave 10.3.1 Militarv Leave With Pav. Any employee who shall be a member of the National Guard, the Naval Militia or any other component of the militia of the state, now or hereafter organized or constituted under state or federai law, or who shall be a member of the Officers Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organized or constituted under federal law, shall be entitled to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the time when such employee is engaged with such organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any calendar year and further provided that such leave shali be aliowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the employee 1) retums to his/her position immediateiy upon being relieved from such military or navai service and not later than the expiration of time herein limited for such leave; or 2) is prevented from so retuming by physicai or mental disability or other cause not due to such employee's own fauit; or 3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. Any employee who is a member of the armed forces or National Guard and who is called to active duty may be eligible for pay continuation pursuant to the requirements of Minnesota Statute 471.975. r� �J i C J iF� o �-�� i i ARTICLE 10. LEAVES OF ABSENCE (continued) i 10.3.2 Military Leave Without Pav. Any employee who engages in active service in time of war or other emergency declared by proper authority of any of the military or naval forces of the state or of the United States for which feave is not otherwise allowed by law shall be entitled to leave of absence from empioyment without pay during such service with right of reinstatement and subject to such conditions as are imposed by law. Such leaves of absence as are granted under Article 10.3 shall conform to Minnesota Statutes, Section 192, as amended from time to time and shall confer no additional benefits other than those granied by said statute. 10.4 Education Leave. Leave with pay may be granted for educational purposes at the option of the Employer. 10.5 Leaves of absence may be requested and are subject to approval of the Director of Human Resources. A list of typical leaves is provided below. This list does not cover all possible reasons. • Physicai or mental incapacity of the employee to perform their work efficiently, where the granting of a leave will permit the employee to receive treatment enabling them to return to Schooi District service; • Election or appointment of a full-time, paid position in an organization or union whose members consist largely or exclusively of employees of the School District. • Education or training relating to the employee's regular duties or to prepare the employee for advancement; � • Election of the employee to a School District or City of St. Paui position; • Appointment of the employee to an unclassified School District or City of St. Paul position; • Disability or injury received in the performance of duty not due to the negligence of the employee for the period of the employee is receiving compensation payments from the Schooi District for temporary partial disability or temporary total disability; • Parental leave upon the request of the employee. �0.5.1 For a leave of six (6) months or longer, the empioyee must provide written notification to the Director of Human Resources, indicating his/her specific intent to conclude the leave and be available to return to active service as of the termination date specified in the leave. This written notification must be received by the Director of Human Resources no later than two (2) months prior to the originally-scheduled date of the leave termination. 10.5.2 Employees returning from leave will be placed in the next available vacancy in their job title. �0.5.3 Employees who return to service under the provisions of this Section will retain their former seniority. � 13 ARTICLE 10. LEAVES OF ABSENCE (continued) 10.6 Parental Leave 10.6.1 Parental leave is a leave without pay or benefits which shall be granted upon request subject to the provisions of this Section. It may be granted for reasons of adoption or pregnancy and/or the need to provide parental care for a child or children of the employee for an extended period of time immediately foliowing adoption or the conclusion of pregnancy, such period of leave shali 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. 10.62 In the case of pregnancy, an employee who wishes to use a period of (paid) earned sick leave at the time of pregnancy and delivery-related disability, may request unpaid parental leave for a period following the use of eamed sick leave; however, sick leave time shall not be granted within (during the course of) a period of unpaid parental leave. The employee requesting such sequential leave shall submit an application in writing to the Director of Human Resources of Independent Schooi District No. 625 not later than twelve (12) weeks in advance of the anticipated date of deiivery. The employee wiil be required to submit, at the time of use, appropriate medical verification for the sick leave time claimed. 10.6.3 In the case of adoption, the employee shall submit a written appiication to the Director of Human Resources, of Independent School District No. 625 inciuding the anticipated date of placement of the child, at least twelve (12) weeks in advance of the anticipated date of placement, or earlier 'rf possible. Documentation wili be required. � 10.6.4 When an employee is returning from parental leave extending over a period of � six (6) calendar months or less, the employee shail be placed, at the beginning of the first pay period following the scheduled date of retum, in the same position held prior to the leave or, if necessary, in an equivalent posftion. 10.6.5 When an employee has requested and been granted leave for a period longer than six (6) calendar months, but no more than twelve (12) calendar months, the employee wiii be placed in an equivalent position after the scheduled date of retum as soon as an equivalent vacancy becomes available. For purposes of this provision, an equivalent vacancy is a position in the same title which exists, has no incumbent, which is to be filled, and for which no other person has rights. 10.7 Familv Medical Leave. Effective February 1, 1994, leaves of absence shall be granted as required under the federal law known as the Family and Medical Leave Act (FMLA) so long as it remains in force. The Human Resource Department provides procedures which coordfnate contractual provisions with FMLA. 10.8 School Activities Leave Without Pav. An employee may request and be granted up to sixteen ('16) hours of unpaid leave per calendar year for school activities of his/her own child, pursuani to Minnesota Statute § 181.9412 rules, so long as the Statute so provides. 10.9 Union Official Leave. An employee elected or appointed to a full-time paid position by the exclusive representative may be granted a leave of absence without pay for not more than one (1) year for the purpose of conducting the duties of the exclusive representative. 10.10 Quarantine. Employees quarantined by a health officer because of contagious disease conditions at the work site shall receive payment for time lost through such unavoidable cause for a period not to exceed ten (10) days. • iC! 11`I-G�l� � • SECTION 1. ACTIVE EMPLOYEE HEALTH INSURANCE �.� The Employer will continue for the period of this Agreement to provide for active employees such health and Irfe insurance benefits as are provitled by Employer at the time of execution of this Agreement. ARTICLE 11. INSURANCE BENEFITS �2 Eliqibilitv Waftinq Period. One (1) full month of con4inuous regularly appointed service in Independent School District No. 625 will be required before an eligible employee can receive the District contribution to premium cost for health and life insurance provided herein. 1.3 Full-Time Status. For the purpose of this Articte, 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 Half-Time Status. For the purpose of this Article, half-time employment is defined as appearing on the payroll at least twenty (20) hours but less than thirty-two (32) hours per week or at least forty (40) hours but less than sixty-four (64) hours per pay period, excluding overtime hours. 1.5 Emplover Contribution Amount--Full-Time Emplovees. Effective July 1, 2006 for each eligible employee covered by this Agreement who is empioyed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $420 per month, whichever is less. For each eligible full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $740 per month, whichever is less. 1.5.1 Effective January 1, 2007, for each eligible employee covered by this Agreement who is employed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $460 per month, whichever is iess. For each eligible full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $810 per month, whichever is less. 1.52 Effective January 1, 2008, for each eligible employee covered by this Agreement who is employed full time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $480 per month, whichever is less. For each eligible full-time employee who selects family coverage, the Employer wiil contribute the cost of such family coverage or $900 per month, whichever is less. � 1.6 Emplover Contribution Amount: Married Couples. Full-time employees who are married to another District employee and who are covered under their spouse's health plan may waive the single or family coniribution to heaith insurance and receive up to $150 per month toward their spouse's family premium. The combination of District contributions cannot exceed the full cost of family coverage and cannot be applied in cases where the spouse is receiving health insurance through the DistricYs cafeteria benefits plan. 15 ARTICLE 11. INSURANCE, Section 1. (continued): � 1.6.1 Effective January 1, 2001, employees who work a minimum of twenty (20) hours per week, bui less than forty (40) hours, who are married to another District employee and who are covered under their spouse's health plan may waive the single or family contribution to healih insurance and receive up to $75 per month toward their spouse's family premium. The combination of District coniributions cannot exceed the full cost of family coverage and cannot be appiied in cases where the spouse is receiving heaith insurance through the DistricYs cafeteria benefits plan. 1.7 Emplover Contribution Amount--Haif-Time Em�lovees. For each eligibie employee covered by this Agreement who is empioyed half time, the Employer agrees to contribute fifty percent (50%) of the amount contributed for fuil-time empioyees selecting employee coverage; or for each half-time employee who selects family insurance coverage, the Employer wiii contribute fifty percent (50%) of the amount contributed tor full-time employees selecting famiVy coverage in the same insurance plan. 1.8 Life Insurance. For each eligible employee, the Employer agrees to provide $50,000 i'rfe insurance coverage. This amount shall drop to $5,000 of coverage (in the event of early retirement) until the retiree reaches age sixty-five (65); then ali Employer coverage shall terminate. 1.9 Dental Insurance. The Employer will contribute for each eligibte employee covered by this Agreement who is employed full-time toward participation in a dental care plan offered by the Empfoyer up to $35 per month for single coverage. 1.9.1 Effective January 1, 2005, employees who wish to enroll in family dental • coverage may do so and pay ihe difference between the cost of tamily coverage and the Employer contribution of $35. 1.10 Lonq-Term Disabilitv Insurance. The Employer shall provide long-term disability insurance for each eligible empioyee covered by this Agreement who is employed a minimum of 20 hours per week. 1.11 Flexible Spendinq Account. It is the intent of the Employer to maintain during the term of this Agreement a plan for medicai and child care expense accounts to be available to employees in this bargaining unit who are eligibie for Employer-paid premium contribution for health insurance for such expenses, within the established legal regulations and IRS requirements for such accounts. 1.12 The contributions indicated in this Articie 11 shall be paid to the Empioyer's group health and welfare pian. 1.13 Any cost of any premium for any Employer-offered empioyee or family insurance coverage in excess of the dollar amounts stated in this Article 11 shall be paid by the employee through payroll deduction. • � D'I -�[� I I � • • SECTION 2. RETIREMENT HEALTH INSURANCE ARTICLE 11. INSURANCE (continued): Subd. 1 Benefit Eliqibilitv for Empiovees who Retire Before Aqe 65 1.� Emplovees hired into District service before Januarv 1. 1994, must have compieted the following service eligibility requirements with Independent School District No. 625 prior to retirement in order to be eligible for any payment of any insurance premium contribution by the District after retirement: A. Be receiving pension benefits from PERA, St. Paul Teachers Retirement Association or other public employee retiree program at the time of retirement and have severed the employment relationship with Independent Schooi District 625; B. C. D. E. 12 1.3 Must be at Ieast fifty-five (55) years of age and have completed twenty-five (25) years of service, or; The combination of their age and their years of service must equal eighty-five (85) or more, or; Must have completed at least thirty (30) years of service, or; Must have completed at least twenty (20) consecutive years of service within Independent School District No. 625 immediately preceding retiremeni. Years of regular service with the City of Saint Paul will continue to be counted toward meeting the service requirement of this Subdivision 1.1 B, C or D, but not for 1.1 E. Emplovees hired into District service after Januarv 1, 1994, must have completed riventy (20) years of service with Independent School District No. 625. Time with the City of Saint Paul will not be counted toward this twenty (20)-year requirement. Eliqibilitv Requirements For All Retirees A. A retiree may not carry his/her spouse as a dependent if such spouse is also an Independent School District No. 625 retiree or Independent School District No. 625 employee and eligible for and is enrolled in the Independent School District No. 625 health insurance program, or in any other Employer-paid health insurance program. I:� C. I�a 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 apptication through District procedures prior to the date of retirement in order to be eligible for any benefits provided in this Section. Employees terminated for cause will not be eligible for employer contributions toward insurance premiums for either pre-age 65 or post-age 65 coverage. '17 ARTICLE � 1. INSURANCE, Section 2. (continued): � Subd. 2. Emplover Contribution Levels for Emplovees Retirinq Before Aae 65 2.1 Health Insurance Empioyer Contribution Employees who meet the requirements in Subd. 1 or Subd. 2 will receive a District contribution toward health insurance until the employee reaches sixty-five (65) years of age as defined in this subdivision. 2.1.1 The District contribution toward health insurance premiums wiii equai tMe same dollar amount the District contributed tor single or family coverage to the carrier in the employee's last month of active employment. 2.1.2 In the event the District changes health insurance carriers, it will have no impact on the District contribution for such coverage. 2.1.3 Any empioyee who is receiving famify 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 Life Insurance Emolover Contribution The District will provide for early retirees who qualify under the conditions of 1.1 or 12 above, premium contributions for eligible retirees for $5,000 of life insurance only until their 65th birthday. No I'rfe insurance will be provided, or premium contributions paid, for any retiree age sixty-five (65) or over. Subd. 3 Benefit Eliaibilitv for Emplovees After AQe 65 3.1 Emplovees hired into the District before Januarv 1. 1994. who retired before age 65 and • are receiving benefits per Subd. 2 above are eligibie, upon reaching age 65, for employer premium contributions for health insurance described in Subd. 4 of this Article. 3.2 Emplovees hired into the District before Januarv 1, 1994, who retire at age 65 or older must have completed the eligibility requirements in Subd. 1 above or the following eligibility requirements to receive District contributions toward post-age-65 heatth insurance premiums: A. Employees hired before June 8, 1988, must have completed at least eight (8) years of continuous empioyment with the District. For such employees or early retirees who have not completed at least eight (8) years of service with the District at the time of their retirement, the Employer will discontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age 65. B. Employees hired on or after June 8, 1988 and prior to January 1, 1990, must have completed ten (10) years of continuous employment with the District. For such employees or eariy retirees who have not completed at least ten (10) years of service with the District at the time of their retirement, the Employer will discontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age 65. C. Employees hired on or after January 1, 1990, must have completed twenty (20) years of continuous employment with the District. For such employees or early retirees who have not completed at least twenty (20) years of service with the District at the time of their retirement, the employer wili discontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age 65. � 18 �? �-l� f ( • ARTICLE 11. INSURANCE, Section 2. (continued): Years of certified civil service time with the Ciry of Saint Paul earned prior to February 1, 1996, will continue to be counted toward meeting the DistricYs service requirement of this Subd. 3. Civil service time worked with City of Saint Paul after January �, 1994, will be considered a break in District employment. 3.3 Emplovees hired on or after Januarv 1. 1994, and ali employees in the Professional Group (see Appendix B) shall not have or acquire in any way any eligibility for Employer- paid health insurance premium contribution for coverage in retirement at age sixty-five (65) and over in Subd. 4. Empioyees hired on or after January 1, 1994, shall be eiigible for only early retirement insurance premium contributions as provided in Subd. 2 and Deferred Compensation match in Subd. 5. Subd. 4 Emplover Contribution Levels for Retirees After Aqe 65 4.1 Emplovees hired into the District before Januarv 1, 1994, and who meet the eligibility requirements in Subdivisions 3.1 or 32 of this Article are eligible for premium contributions for a Medicare Supplement health coverage policy selected by the District. Premium contributions for such policy will not exceed: Coveraqe Tvpe Medicare Eiigible Non-Medicare Eligibie Sinqle Familv $300 per month $400 per month $400 per month $500 per month At no time shall any payment in any amount be made directiy to the retiree. • ►._J Any premium cost in excess of the maximum contributions specified must be paid directly and in full by the retiree, or coverage will be discontinued. Subd. 5. Emplovees hired on or after Januarv 1. 1994, and all Professional Group employees (see Appendix B), after completion of three (3) full years of consecutive aciive service in Independent School District No. 625, are eligible to participate in an employer matched Minnesota Deferred Compensation Plan or District-approved 403(b) plan. Upon reaching eligibility, the District will match up to $50 per paycheck up to $500 per year of consecutive active service, up to a cumulative lifetime maximum of $12,500. Part-time employees working half-time or more wili be eligible for up to one half (50%) of the available District match. Approved non-compensatory leave shall not be counted in reaching the three (3) full years of consecutive active service, and shall not be considered a break in service. Time worked in the City of Saint Paui will not be counted toward this three (3)-year requirement. Federal and state rules governing participation in the Minnesota Deferred Compensation Plan or District-approved 403(b) pian shall apply. The employee, not the District, is solely responsible for determining his/her total mvcimum allowable annual contribution amount under IRS regulations. The employee must initiate an application to participate through the DistricYs specified procedures. 5.1 Effective January 1, 2003, upon reaching eiigibility as described in this subdivision, the District will match up to $60 per paycheck up to $600 per year of consecutive active service, up to a cumulative lifetime maximum of $12,500. Effective November 1, 2006, the District will match up to $700 per year to a lifetime maximum of $12,500. 19 ARTICLE 12. SEVERANCE PAY � 12.1 The Employer shall provide a severance pay program as set foRh in this Article. Payment of severance pay shall be made within the tax year of the retirement as described in Business Office Rules. 122 To be eligible for the 403(b) tax-deferred retirement program for sheltering severance pay and vacation pay, an employee must meet the foilowing requirements: 122.1 The employee must be fifty-five (55) years of age or older or must be eligible for pension under the "Rule of 90" provisions of the Public Employees Retirement Association (PERA). The "Rule of 85" or the "Rule of 90" criteria shall also apply to employees covered by a public pension plan other than PERA. 12.22 The employee must be voluntarily separated from School District employment or have been subject to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetence or any other disGiplinary reason are not eligible for this severance pay program. 12.3 If an employee notifies the Human Resource Department three (3) months in advance of the date of retirement and requests severance pay and 'rf the employee meets the eligibility requirements set forth in � 22 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 $100 for each day of accrued, unused sick leave, up to 175 days. 12.3.1 If an employee notifies the Human Resource Department in less than three (3) months in advance of the date of retirement and requests severance pay and if the employee meets the eligibility requirement set forth above, he or she will � receive a District contribution to the School District No. 625 403(b) Tax- Deferred Retirement Pian for Sheltering Severance Pay and Vacation Pay in an amount equal to $85 pay for each day of accrued, unused sick leave up to 205.88 days. �2.32 If exigent circumstances exist, such as a sudden ilinesslnjury of the employee or immediate family member necessitating immediate retirement, and if the employee meets the eligibility requirements set forth above, he or she will 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 $100 pay for each day of accrued, unused sick leave up to 175 days. 12.4 The maximum amount of severance pay that any employee may obtain through this 403(b) Tax-Deferred Retirement Plan for Sheltering Severance Pay and Vacation Pay is $17,500. 12.5 For the purpose of this 403(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 SheRering Severance Pay and Vacation Pay shall be made to the employee's estate. 12.6 For the purpose of this 403(b) Tax-Deferred Retirement Plan for Sheltering Severance Pay and Vacation Pay, a transfer from Independent Schooi District No. 625 employment to City of Saint Paul employment is not considered a separation of employment, and such transferee shall not be eligible for this plan. • `��; o'(�t� ► I • ARTICLE 13. LEGAL SERVICES � 3.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shali defend save harmless and indemnify employee against tort claim or demand whether groundless or otherwise arising out of alleged acts or omission occurring in the pertormance or scope of the employee duties. 13.2 Notwithstanding 13.1, the Employer shali not be responsibie for paying any legal service fee or for providing any legal service arising from any legal action where the employee is the plaintiff. ARTICLE 14. PROBATION 14.1 General Princi�les. For the purpose of this Article six (6) months shall mean six (6) full- time equivalent months (1,�40 hours on the payroll). The calculation tor time on probation will exclude any unpaid breaks not worked by the employee. Extended absences of any kind (paid or unpaid) lasting one week or more in duration may be excluded when calculating time toward the completion of any probationary period. 14.1.1 If a District employee who is covered by this Agreement transfers to a position in the City of Salnt Paul, that employee will have the right to return to his/her former position or to a position to which the employee may have been iransferred or assigned prior to the new assignment, during or immediately at the conclusion of that probationary period, if the employee fails probation in the • City position. 14.2 Oriqinal Emplovment Probation. A new employee shall serve a six (6) month probationary period, as defined in 14.1, above, following regular appointment from an eligible Iist to a position covered by this Agreement. At any time during this original probationary period, the employee may be suspended, disciplined or discharged at the discretion of the Employer, and without recourse to the grievance procedure. 14.3 Promotional Probation. An employee newiy promoted to a position covered by this Agreement shall remain on promotional probation for a period of six (6) months. At any time during ihis probationary period, the employee may be returned to the employee's previous position or to a positfon to which the employee could have been transferred or assigned prior to the promotion, ai the discretion of the Employer, and without recourse to the grievance procedure. � 21 ARTICLE t5. WORKiNG OUT OF CLASSIFICATION 15.� Employer shall avoid, whenever possible, working an employee on an out-of-class assignment for a prolonged period of time. Any empioyee working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days shall receive ihe rafe ot pay for the oui-of-class assignmenT in a higher classification not later than the si�cteenth (16th) day of such assignment. For purposes of this Article, an out-ot-class assignment is defined as an assignment of an employee to pertorm, on a full-time basis, ali of the significant duties and responsibilities of a position different from the employee's regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the empioyee woufd receive if such employee received a regular appointment to the higher classification. 152 For the following classifications, the provisions of 15.1 shall not apply to pertormance of the duties of the next higher classification in the job series: Clerk I Cierk-Typist I ARTICLE 16. TEMPORARY EMPLOYEES 16.1 It is recognized that temporary employees are within the unit covered by this Agreement, however, except as specrfically provided by this Agreement, temporary employees shall noi have or acquire any righis or benefits other than specifically provided by the provisions of the Civil Service Rules and/or the Saint Paul Salary Plan and Rates of Compensation. ARTICLE 17. EMPLOYEE RECORDS 17.1 Any member of the bargaining unit may, during usual working hours, with the approvai of the supervisor, review any material placed in the employee's personnel file, after first giving proper notice to the supervisor in custody of such fiie. 17.2 Any member of the bargaining unit may file a grievance or a discrimination complaint and there shall be no retaliation by the Employer for such action. � L_J r • 22 ��(f � 18.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The length of continuous, regular, and probationary sesvice with the Employer from the date an employee was first cert'rfied and appoinied to a ciass title covered by this Agreement, it being further understood that seniority is confined to the current ciass assignment held by an employee. In cases where iwo or more employees are appoinied to the same class title on the same date, the seniority shall be determined by employee's rank on the eligible list from which certification was made. ARTICLE 18. SENIORITY � 82 Seniority sha�l terminate when an employee retires, resigns or is discharged. 18.3 In the event it is determined by the Employer that it is necessary to reduce the worktorce, employees will be laid off by class title within each depaRment based on inverse length of seniority as defined above. A. Employees who have held other titles covered by this agreement will have the right to displace a less senior employee i� the next lower graded title that would keep the employee from being laid off. B. When layoff occurs in any of the titles listed below under Column A, layoff shall be based on inverse length of total seniority in all titles listed on the corresponding line under Column B. G. The Human Resource Department wili identify such least senior employee in the department reducing positions, and shafl notify said employee of his/her reduction from the department. if there are any vacancies in any of the titles under Column B • on which seniority was based, in any other District department, the Human Resource Department shall piace the affected employee in such vacancy. If two or more vacant positions are available, the Human Resource Department shall decide which vacant positions the affected employee shall fill. If no vacancy exists in such titles, then the least senior District employee in such titles shall be identified, and if the employee affected by the original departmentai reduction is more senior, he/she shall have the right to claim that position and the least senior Disirict employee in such titles shall be the employee iaid off. For the purposes of this Article, the Board of Education is not included as a City department nor is a Board of Education employee included as a City empioyee. Column A Column B Clerk 1 Clerk 1, Clerk 2 Gerk 2 Clerk 1, Clerk 2 Clerk-Typist 1 Clerk-Typist 1, Clerk-Typist 2 Clerk-Typist 2 Clerk-Typist 2, Clerk-Typist 1 Human Resource Assistant 4 Clerk 4, Clerk-Typist 3, Clerk 3 Benefits Clerk Clerk-Typist 3 C I 23 ARTICLE 18. SENIORITY (continued) 18.4 in cases of the General Clerical Series or Benefits Series when the number of employees in these higher titles is to be reduced, employees who have heid lower titles which are in the bargaining unit, employees will be offered reductions to the highest of these tftles within the series to which seniority would keep them from being laid off, before layoffs are made by any class title within any department. General Clerical Series Administrative Secretary Secretary Human Resource Assistant 4, SEMS Staffing Clerk Benefits Clerk Clerk 4 Human Resource Assistant 3, Clerk Typist 3 Clerk 3 Human Resource Assistant 2, Clerk Typist 2 Clerk 2 Human Resource Assistant 1, Clerk Typist 1 Benefits Group Personnel Specialist 2 Personnel Specialist 1 Benefits Technician 2 Benefiis Technician 1 18.5 In cases where an employee to be laid off has held no regular appointment in a lower title in the same promotional series as his/her current title, that empioyee will be offered a reduction to the title within the bargaining unit to which he/she was regularly appointed immediately prior to his/her current title, so long as there is either a vacancy or, if no vacancy exists, a less senior employee in such title may be dispiaced. In cases where an employee to be laid off has held no regular appointment to any ti[les immediately prior to his/her current title, said employee shall be laid off. The employee reducing into a title formerly held must satisfactorily complete a six (6)-month probationary period in such title. If the probationary period is not satisfactory, the employee shal�, at any time during the probationary period, be reinstated to his/her former titie and shall be laid off, but such employee's name will be placed on the reinstatement regisfer in his/her former title and "bumping" rights herein shall noi again apply to such employee. 18.6 18.7 18.8 18.9 This procedure will be foilowed by the Board of Education for Board of Education employees. City employees being reduced or laid off may not displace Board of Education employees. Board of Education employees being reduced or laid off may not displace City employees. It is understood that such employees wiil pick up their former seniority date in any class of positions that they previously held. Recall from layoff shail be in inverse order of layoff, except that recall rights shail expire after two years of layoff. The provisions of this Article are applicable only to positions within the bargaining unit covered by this Agreement. Active employees who previously held the title "Human Resource AssistanY' shail have seniority rights as if they held the title "Human Resource Assistant 4.° �J � • 24 V�/�+I I � 19.1 The Employer wili discipline employees for just cause only. Discipline will be in the form of: ARTICLE 19. DISCIPLINE 19.1.1 Orai reprimand, 19.12 Written reprimand; 19.1.3 Suspension; 19.�.4 Reduction; 19.1.5 Discharge. � 92 Any written reprimand made concerning any member of this bargaining unit which is filed with the Human Resource Department or within any Employer department, shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the Employer shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. � 9.3 Suspensions, reductions, and discharges will be in written form. 19.4 Employees and the MSEA will receive copies of written reprimands and notices of suspension and discharge. 19.5 Employees may examine all information in their Employer personnel files that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under direct supervision of the Employer. 19.6 Preliminarv Review. Prior to issuing a disciplinary action of unpaid suspension, demotion, • or discharge, the supervisor will make a recommendation to his/her supervisor regarding proposed discipline. That supervisor shall then provide written notice of the charges to the empioyee and offer to meet with the employee prior to making a final determination of the proposed discipline. The employee shall have the opportunity to have union representation present and be provided the opportunity to speak on his/her behalf regarding the proposed action. If the employee is unable to meet with the supervisor, the employee and/or union will be given the opportunity to respond in writing. � 19.7 An employee to be questioned concerning an investigation of disciplinary action shall have ihe right to request that an MSEA representative be present. 19.8 A grievance relating to this Article shall be processed in accordance with the grievance procedure in Article 20 of this Agreement. This provision is not intended to abrogate rights of veterans pursuant to statute. 25 ARTICLE 20. GRIEVANCE PROCEDURE 20.1 The Employer shall recognize stewards seiected in accordance with MSEA rules and regulations as the grievance representatives of the bargaining unit. The MSEA shall notify the Employer in writing ot the names ot the stewards and of their successors when so named. 20.2 It is recognized and accepted by the Employer and the MSEA that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shail therefore be accomplished during working hours only when consistent with such employee duties and responsibilities. The steward involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the steward and the employee have notified and received the approval of the supervisor to be absent to process a grievance and thai such absence would not be detrimental to the work programs of the Employer. 20.3 The procedure established by this Article shall be the sole and exclusive procedure, except for the appeal of disciplinary action as provided by Article 19 for the processing of grievances, which are defined as an alieged violation of the terms and conditions of this Agreement. 20.4 Grievances shall be resolved in conformance with the following procedure: � Step 1. Upon the occurrence of an alleged violation of this Agreement, the employee invoived with or without the steward shaii attempt to resoive 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, ii may be reduced to writing and referred to Step 2 by the MSEA. The written grievance shall set • forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the Agreement violated, and the relief requested. Any alleged violation of the Agreement not reduced to writing by the MSEA within fifteen (15) workdays of the first occurrence of the event giving rise to the grievance shall be considered waived. Ste° 2. Within ten (10) workdays after receiving the written grievance, a designated Employer supervisor shali meet with the MSEA steward and attempt to resoive the grievance. If, as a result of this meeting, the grievance remains unresolved, the Employer shall reply in writing to the MSEA within five (5) workdays following this meefing. The MSEA may refer the grievance in writing to Step 3 within ten (10) workdays following receipt of the Employer's written answer. Any grievance not referred in writing by the MSEA within ten (10) workdays following receipt of the Employe�'s answer shaii be considered waived. Steo 3. Within ten (10) workdays following receipt of a grievance referred from Step 2, a designated Employer supervisor shall meet with the MSEA Business Representative or the designated representative, the employee, and the steward, and attempt to resolve the grievance. Within ten (10) workdays following this meeting, the Employer shall reply in writing to the MSEA, stating the Employer's answer conceming the grievance. If, as a result of the written response, ihe grievance remains unresolved, the MSEA may refer the grievance to Step 4. Any grievance not referred in writing by the MSEA to Step 4 within ten (10) workdays following receipt of the Employe�'s answer shall be considered waived. • v�y 01-� i � . ARTICLE 20. GRIEVANCE PROCEDURE (continued) Step 4. If the grievance remains unresolved, the MSEA may within ten (10) workdays after ihe response of the Employer in Step 3, by writ[en 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 MSEA within ten (10) workdays after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said ten (10)-day period, either party may request the Bureau of Mediation Services to submit a panel of five (5) arbitrators. Both the Employer and the MSEA shail have ihe right to strike two (2) names from the panel. The MSEA shall strike the first (1st) name; the Employer shall then strike one (1) name. The process wilf be repeated and the remaining person shall be the arbitrator. 20.5 The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the MSEA and shall have no authority to make a decision on any other issue not so submitted. The arbitrator sfia11 be withoui power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an e�ension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. The decision of the arbitrator shall be final and binding on the Employer, the MSEA, and the employees. • 20.6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the Employer and the MSEA, provided that each party shall be responsible for compensating 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. 20.7 The time limits in each step of this procedure may be extended by mutual agreement of the Employer and the MSEA. 20.8 It is understood by the MSEA and the Employer that if an issue is determined by this grievance procedure, it shall not again be submitted for determination in another forum. If an issue is determined by any other forum, it shall not again be submitted for arbitration under this grievance procedure. This provision is not intended to abrogate rights secured under state or federal statutes. 20.8.1 NoN✓ithstanding that portion of Article 262 referring to laws ofi the City of Saint Paul, no issue regarding actions taken under this Agreement shall be submitted to ihe Civil Service Commission, except as permitted in Article 19.8 for persons covered by veterans preference. � 27 ARTICLE 21. MILEAGE 2'1.1 Mileaqe Ailowance. Employees of the School DisVict, under policy adopted by the Board of Education, may be reimbursed for the use of their a�tomobiles for school business. The mileage allowance for eligible employees shall be established by the Board of Education. The mileage reimbursement rate shall be indexed periodicaily to reflect the rate established by the Intemal Revenue Service. 21.2 Reimbursement Procedures. An employee must keep a record of each trip made. Reimbursement shali be for the actual mileage driven in the performance of assigned duties as verified by the appropriate school district administrator and in accordance with School District Business Office policies and procedures. ARTICLE 22. VACANCIES 22.1 The Human Resource Department will post notices of those job vacancies which are to be filled at least five working days before filling the vacancy so thaf qualitied District employees who hoid the title may apply for consideration. 22.2 For the purpose of this Article, a vacancy need not be posted if it is to be filied by a current employee to avoid a layoff. 22.3 For the purpose of this Article, a vacancy need not be posted if it is to be filled through reinstatement of a laid-off School District employee covered by this Agreement with recali rights to the vacancy. 22.4 Administrative transfers in the same title will occur occasiona!!y prior to or apart irom ihe posting of vacancies. ARTICLE 23. NON-DISCRIMINATION 23.1 The terms and conditions of this Agreement will be applied to employees equally without regard to or discrimination for or against any individual because of race, color, creed, sex, age or because of inembership or non-membership in the MSEA. 232 Employees will pertorm their duties and responsibilities in a non-discriminatory manner as such duties and responsibilities involve other employees and the general public. ARTICLE 24. NO STRIKE, NO LOCKOUT 24.1 MSEA, the Association, its officers or agents, or any of the empioyees covered by this Agreement will not engage in, encourage, sanction or support any strike, or the withholding in whole or in part of the full performance of their duties during the life of this Agreement, except as spec'rfically allowed by the Public Employment Labor Relations Act. tn the event of a viotation of this Article, the Emptoyer will wam empfoyees of the consequences of their action and shall instruct them to immediately retum to their normal duties. Any employee who fails to retum to his/her fuil duties within twenty-four (24) hours of such waming may be subject to the penaities provided in the Pubiic Empioyment Labor Relations Act. 242 No lockout, or refusai to allow employees to pertorm available work, shall be instituted by the Employer and/or its appointing authorities during the life of this Agreement. . � • 28 C��l -(� (( � ARTICLE 25. BULLETIN BOARDS 25. i The Employer shall provide reasonable bulletin space for usa by the MSEA in posting notices of MSEA business and activities. Said bulletin board space shall noi be used by the MSEA for political purposes other than MSEA elections. Use of this bulletin board is subject to approval of the department head. ARTICLE 26. TERMS OF AGREEMENT 26.1 Complete Aqreement and Waiver of Barqaininq_ This Agreement shall represent the complete Agreement between the MSEA and the Employer. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimfted right and opportunity to make requests and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Employer and ihe MSEA, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter referred to or covered in this Agreement. 26.2 Savinq Ciause. This Agreement is subject to the laws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this Agreement shall hold to be contrary to Iaw by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. � 26.3 Term of Aqreement. This Agreement shall be in full force and effect from July 1, 2006 through June 30, 2008, and shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing in accordance with PELRA that it desires to modify or terminate this Agreement. 26.4 This constitutes a tentative Agreement between the parties which will be recommended by the Negotiations/Labor Relations Manager, but is subject to the approval of the Board of Education of Independent School District No. 625 and is aiso subject to ratification by the MSEA (Saini Paul Public Schools Classified Confiidential Empioyees Association). MINNESOTA SCHOOL Fn�� S AS �ATI�� Y Field Director, MSEA � � '��v P�e ' ent,�S int ui Public Schools Ciassified Confidential Employees Association � /�/� 7 Date • Date 29 W ITNESSES: INDEPENDENT SCHOOL DISTRICT NO. 625 a'1 �(� f( APPENDIX A: TITLES AND SALARIES � All titles are Board of Education Titles and Unique from City of Saint Paui Titles Step 1 2 3 4 5 6 7 8 Yrs of Svc START 1 Year 2 Year 3 Year 4 Year 5 Year 10 Year � 5 Year Grade 7 i Return to Work (Unclassified) Tramee BOE (Glerical) 6-24-06 10.65 11.40 11.81 1222 12.60 1329 13.68 14.41 6-23-07 10.89 11.63 12.05 12.46 12.85 13.69 14.09 14.84 Grade 9 Clerk � BOE 6-24-06 11.14 11.92 12.31 12.79 13.18 13.90 14.31 15.05 6-23-07 11.36 12.16 12.56 13.05 13.44 14.32 14.74 15.50 Grade 10 Clerk Typist 1 BOE Human Resource Assistani 1 BOE 6-24-06 11.37 12.13 12.56 12.95 13.35 14.09 14.51 1526 6-23-07 11.60 12.37 12.81 7 321 13.62 14.51 14.95 15.72 Gcade 14 Clerk 2 BOE 6-24-06 12.31 1322 13.73 14.24 14.67 15.47 15.94 16.74 6-23-07 12.56 13.48 14.00 14.52 14.96 15.93 16.42 1724 � Grade 17 Clerk Typist 2 BOE Human Resource Assistant 2 BOE 6-24-06 13.14 14.16 14.71 15.36 15.82 16.68 17.19 18.07 6-23-07 13.40 14.44 15.00 15.67 16.14 17.18 17.71 18.61 Grade 20 Clerk 3 BOE 6-24-06 14.03 1529 15.93 16.64 17.13 18.08 18.62 19.53 6-23-07 14.31 15.60 1625 16.97 17.47 18.62 19.18 20.12 Grade 22 Clerk Typist 3 BOE Human Resource Assistant 3 BOE (unclassified) 6-24-06 14.71 16.03 16.83 17.56 18.08 19.09 19.65 20.62 6-23-07 15.00 16.35 17.17 17.91 18.44 19.66 2024 2124 Grade 25 Benefits Clerk BOE 6-24-06 15.91 17.36 18.11 18.87 19.43 20.51 21.13 22.15 6-23-07 1623 17.71 18.47 1925 19.82 21.13 21.76 22.81 Grade 27 Clerk 4 BOE Employee Relations Assistant (Unclassified) Human Resource Assistani 4 BOE Substitute Emp4oyee Management System (SEMS) Stafting Clerk SOE 6-24-06 16.35 17.92 18.74 19.64 2022 21.33 21.98 23.03 � 6-23-07 16.68 1828 19.11 20.03 20.62 21.97 22.64 23.72 31 APPENDIX A: TITLES AND SALARIES Siep 7 2 3 4 5 6 7 8 Yrs of Svc START 1 Year 2 Year 3 Year 4 Year 5 Year 10 Year 15 Year Grade 29 Benefits Technician BOE 6-2406 1723 18.87 19.�9 20.68 21.31 22.49 23.16 24.25 6-23-07 17.57 1925 20.19 21.09 27.74 23.76 23.85 24.98 Grade 30 Assistant Secretary to the Board of Education (unclassified) Secretary BOE 6-24-06 17.73 19.36 20.34 2127 21.90 23.11 23.81 24.93 6-23-07 18.08 19.75 20.75 21.70 22.34 23.80 24.52 25.68 Grade 31 Clerical Supervisor BOE Compensation Technician BOE Human Resources Training and Orientation Technician BOE Labor Relations Analyst BOE (unclassified) Personnel Specialist 1 BOE 6-24-06 1822 19.91 20.83 21.82 6-23-07 18.58 20.31 2125 2226 Grade 32 Administrative Secretary BOE Benefits Technician 2 BOE Personnel Technician BOE Secretary to the Board of Education (unclassified) Ta�c ShelterBudgei Technician 80E 6-24-06 18.72 20.48 21.45 22.46 6-23-07 19.09 20.89 21.88 22.91 22.48 22.93 23.12 23.58 23.72 24.43 24.42 25.15 24.44 25.17 25.13 25.58 25.57 26.34 26.32 27.11 Grade 34 Benefi[s Technician 3 BOE 6-24-06 19.79 21.68 22.64 23.72 24.43 25.79 26.56 27.78 6-23-07 20.19 22.11 23.09 24.19 24.92 26.56 27.36 28.6� Grade 36 Lead Compensation Technician BOE Personnel Specialist 2 BOE 6-24-06 20.89 22.58 23.98 25.13 25.90 27.32 28.14 29.44 6-23-07 21.31 23.34 24.46 25.63 26.42 28.14 28.98 30.32 Grade 40 Human Resource Application Development Technician BOE 6-24-06 23.40 25.61 26.80 28.10 28.94 30.54 31.46 32.90 6-23-07 23.87 26.12 27.34 28.66 29.52 31.46 32.40 33.89 � � � 32 ��-� i • APPENDIX B BOARD OF EDUCATION TITLES AND GRADES CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION Clerical and Technicat Grouas Grades Titles 32 Administrative Secretary BOE 30 Assistant Secretary to the Board of Education BOE (unclassified) 25 Benefits Clerk BOE 29 Benefits Technician BOE 32 Benefits Technician 2 BOE 34 Benefits Technician 3 BOE 31 Clerical Supervisor BOE 9 Clerk 1 BOE 14 Clerk 2 BOE 20 Clerk 3 BOE 27 Clerk 4 BOE 10 Clerk Typist t BOE 17 Clerk Typist 2 BOE 22 Clerk Typist 3 BOE 31 Compensation Technician BOE � 27 Employee Relations Assistant (unclassified) 40 Human Resource Application Development Technician BOE 10 Human Resource Assistant 1 BOE 17 Human Resource Assistant 2 BOE 22 Human Resource Assistant 3 BOE (unclassified) 27 Human Resource Assistant 4 BOE 31 Human Resource Training and Orientation Technician 36 Lead Compensation Technician BOE 32 Personnel Technician BOE 7 Return to Work (unclassified) 30 Secretary BOE 32 Secretary to the Board of Education (unclassified) 27 Substitute Empioyee Management System (SEMS) Staffing Clerk BOE 32 Tax Shelter/Budget Technician BOE 7 Trainee (Clericaq BOE Professional Group 31 Labor Relations Analyst BOE (unclassified) 31 Personnel Specialist 1 BOE . 36 Personnel Specialist 2 BOE • 33 APPENDIX C STANDARD RAIYGES, JUtVE 24, 2006 CLASSIFlED CONFIDENTIAL EMPLOYEES ASSOCIATION Years of Service 0 7 2 3 4 5 �0 15 8 9 10 tt 12 13 7a 15 16 �7 �8 19 20 27 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 ao ai a2 43 44 45 46 47 48 as so 9.55 975 9.95 10.09 1027 10.49 10.68 10.91 11.14 11.37 11.56 11.51 12.05 12.31 12.56 12.84 13.14 13.39 13.�3 14.03 14.36 14.71 15.12 15.52 15.91 16.35 16.35 y s.as 17.23 1773 1822 18.72 1923 � 9.79 20.34 20.89 21.46 22.10 22.74 23.40 24.03 24.69 25.44 26.14 26.85 27.66 28.49 29.35 30.22 31.12 10.15 10.37 10.57 1022 10.98 11.19 11.40 11.64 11.92 12.13 12.39 12.69 12.93 1322 13.44 13.83 14.16 14.52 14.82 15.29 15.61 16.03 16.47 16.91 17.36 17.84 17.92 18.33 18.87 19.36 19.91 20.48 21.08 21.68 2225 22.88 23.52 2420 24.90 25.61 26.36 27.10 27.86 28.68 29.49 30.38 3128 3221 33.18 34.18 10.55 10.68 10.91 11.14 11.37 11.56 11.81 12.05 12.31 12.56 12.81 13.14 13.39 13.73 13.99 14.36 14.71 15.12 15.49 15.93 16.30 16.83 17.19 17.68 18.11 18.66 18.74 iszi 19.79 20.34 20.83 21.45 22.05 22.64 23.32 23.98 24.63 25.36 26.08 26.80 27.58 28.38 29.16 30.08 30.88 31.80 32.�4 33.73 34.�4 35.�9 10.85 11.05 11.30 11.52 11.76 11.95 1222 12.51 12.79 12.95 1328 13.63 13.92 1424 14.58 14.98 15.36 15.76 16.18 16.64 17.05 17.56 17.98 t 5.51 15.87 19.50 19.64 20.05 20.68 2127 21.82 22.46 23.08 23.72 24.40 25.13 25.81 26.52 2729 28.10 28.89 2971 30.55 31.47 32.37 33.35 34.34 35.38 36.43 37.54 11.19 11.38 11.65 11.84 12.12 12.31 12.60 12.88 13.18 13.35 13.68 14.03 14.34 14.67 15.01 15.43 15.82 1623 16.66 17.13 17.56 18.08 18.52 19.07 19.43 20.07 2022 zo.ss 21.31 21.90 22.48 23.12 23.79 24.43 25.13 25.90 26.58 27.32 28.17 28.94 29.75 30.60 3'I .47 32.42 33.35 34.34 35.38 36.43 37.54 38.66 11.81 12.01 12.30 12.50 12.78 13.00 1329 13.60 13.90 14.09 14.44 14.80 15.14 15.47 15.84 1628 16.68 17.13 17.58 18.08 18.54 19.09 is.ss 20.11 20.51 21.19 21.33 21.79 22.49 23.11 23.72 24.42 25.09 25.79 26.53 27.32 28.05 28.82 29.67 30.54 31.40 32.30 3321 3421 3520 3625 37.34 38.46 39.61 40.80 12.15 12.38 12.66 12.88 13.17 13.39 13.68 14.01 14.31 14.51 14.86 1525 15.60 15.94 t 6.31 16.78 17.19 17.65 78.17 18.62 19.09 19.65 20.13 20.72 21.13 21.82 21.95 22.46 23.16 23.8'i 24.44 25.13 25.85 26.56 27.32 28.14 28.89 2s.ss 30.55 31.46 32.34 3325 3422 3523 3625 37.34 38.46 39.61 40.50 42.03 12.81 13.04 13.34 13.57 13.87 14.09 14.41 14.74 15.05 1526 15.63 16.03 16.38 16.74 17.15 17.63 18.07 15.53 19.00 19.53 20.03 20.62 zy.i � 21.71 22.15 22.86 23.03 23.58 2425 24.93 25.57 26.32 27.05 27.78 28.58 29.44 3021 31.05 37.95 32.90 33.80 sa.n 35.75 36.81 37.87 39.00 40.'17 47.36 42.60 43.87 L � ` J � 34 ��1�(I � APPENDIX C STANDARD RANGES, JUNE 23, 2007 CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION � � Years of Lane/Grade i 2 3 a 5 6 7 8 9 70 77 t2 13 �4 �5 �6 17 18 79 20 21 22 23 24 25 2s 27 28 29 30 31 32 33 � 35 36 37 38 39 40 41 42 43 44 45 46 4� 48 a9 50 10 9.74 9.95 10.15 1029 10.48 10.70 10.89 11.13 11.36 11.60 11.79 12.05 1229 12.56 12.81 13.10 13.40 7 3.66 14.00 14.31 14.65 15.00 15.42 15.83 1623 16.68 16.68 17.17 7 7.57 18.08 18.58 19.09 19.61 20.19 20.75 21.31 21.89 22.54 23.19 23.87 24.51 25.18 25.95 26.66 27.39 2821 29.06 29.94 30.82 31.74 10.35 10.58 10.78 10.42 1120 11.41 11.63 11.87 12.16 12.37 12.64 12.94 13.19 13.48 13.71 14.11 14.44 14.81 15.12 15.60 15.92 16.35 16.80 1725 17.71 1820 1828 18.70 1925 19.75 20.31 20.59 21.50 22.11 22.70 23.34 23.99 24.68 25.40 26.12 26.89 27.64 28.42 2925 30.08 30.99 31.91 32.85 33.84 34.86 10.76 10.89 11.13 11.36 11.60 11.79 12.05 1229 12.56 12.81 13.07 13.40 13.66 14.00 1427 14.65 15.00 15.42 15.80 16.25 16.63 17.17 17.53 15.03 18.47 19.03 19.11 19.59 20.19 2075 21.25 21.88 22.49 23.09 23.79 24.46 25.12 25.87 26.60 27.34 28.13 28.95 29.74 30.68 31.50 32.44 33.39 34.40 35.43 36.51 11.07 1127 11.53 I175 12.00 12.19 12.46 12.76 13.05 1321 13.55 13.90 1420 14.52 14.87 1528 15.67 16.08 16.50 16.97 17.39 17.97 18.34 18.88 1925 19.89 20.03 20.45 21.09 21.70 2226 22.91 23.54 24.19 24.89 25.63 26.33 27.05 27.84 28.66 29.47 30.30 31.16 32.10 33.02 34.02 35.03 36.09 37.16 3829 11.41 11.61 11.88 12.08 12.36 12.56 12.85 13.14 13.44 13.62 13.95 14.31 14.63 14.96 15.31 15.74 16.14 16.55 16.99 17.47 17.91 18.44 18.89 19.45 19.82 20.47 20.62 21.07 21 J4 22.34 22.93 23.58 2427 24.92 25.63 26.42 27.11 27.57 28.67 29.52 30.35 3121 32.10 33.07 34.02 35.03 36.09 37.16 3829 39.43 12.16 12.37 12.67 12.88 13.16 13.39 13.69 14.01 14.32 14.51 14.87 1524 15.59 15.93 16.32 16.77 17.15 17.64 18.11 18.62 19.10 19.66 20.14 20.71 21.13 21.83 21.97 22.44 23.16 23.80 24.43 25.15 25.84 26.56 27.33 28.14 28.89 29.68 30.56 31.46 32.34 3327 34.21 35.24 3626 37.34 38.46 39.61 40.80 42.02 12.51 12.75 13.04 1327 13.57 13.79 14.09 14.43 14.74 14.95 15.31 15.71 16.07 16.42 16.80 1728 1771 18.18 15.65 19.18 19.66 2024 20.73 21.34 2i.76 22.47 22.64 23.13 23.85 24.52 25.17 25.88 26.63 27.36 28.14 28.98 29.76 30.58 31.47 32.40 33.37 3425 3525 36.29 37.34 38.46 39.61 40.80 42.02 43.29 13.19 13.43 13.74 13.98 14.29 14.51 14.84 15.18 15.50 1572 16.10 16.51 16.87 1724 17.66 18.16 18.61 19.09 19.57 20.12 20.63 21.24 21.74 22.36 22.81 23.55 23.72 2429 24.98 25.68 26.34 27.11 27.86 28.61 29.44 30.32 31.12 31.98 32.91 33.89 34.81 35.81 36.82 37.91 39.01 40.17 41.38 42.60 43.88 45.19 35 MEMORANDUM OF AGREEMENT BETW EEN MINNESOTA SCHOOL EMPLOYEES ASSOCIATION REPRESENTING CLASSIFIED CONFIDENTAIL EMPLOYEES ASSOCIATION The Union and District jointiy affirm that individual improvement plans are an appropriate method through which to identify job-related areas of concem and provide an opportunity for employees to improve performance. This process connecis an employee's step advancement or salary increase to the foilowing improvement plan process. Ste° 7: INFORMAL PROCESS The supervisor and employee meet on an informal basis to discuss pertormance concems. The supervisor clearly articulates performance expectations and provides the employee time to make corrections. � Steo 2: If the employee is not meeting pertormance expectations after an appropriate period of time, the supervisor notifies the employee in writing of a meeting to discuss the components of an improvement plan. The written notification informs the employee that he/she has the right to Union represeniation at this meeting. • Steo 3: FORMAL PROCESS The employee and supervisor [and union representative, 'rf employee desires] meet to discuss the components and timelines of an improvement plan. The plan articulates the areas of concern, actions the employee and supervisor must take to be on track wiih the plan, and timelines to meet to discuss progress. "On track" means following the actions and adhering to the timelines outlined in the improvement plan. The employee may appeal the components or timelines of the improvemertt plan to the next levet supervisor. Ste� 4; If the employee is on the improvement plan as of June 1 and NOT on track with the components of the plan, the employee's step or salary increase ('rf not eligible for a step) is withheld. If the employee is on track, no action is taken. The improvement plan must have been in place since March 1 in order to lose a step/salary increase. Also, rf the supervisor is not on track, a step/salary increase may not be withheld. Ste° 5: The supervisor must meet with the employee approximately two months, four months, and six months after the withholding of a steplsalary increase. The purpose of ihese meetings is to assess whether the employee and the supervisor are on track, to provide assistance and resources, and to answer any questions/concerns the employee may have. If the employee is on track or the supervisor is not on track, the employee's siep/salary increase will be reinstated retroactive to July 1. � 36 o'1-�fl • MEMORANDUM OF AGREEMENT REGARDING IMPROVEMENT PLAN PROCESS (Continued) Although placement on an improvement plan is not grievable, an employee may grieve a disciplinary action. If Number 3 occurs and the employee's step/salary incre2se is not restored, the employee may grieve the loss ofi step/salary increase at this time. Memorandum shali remain in effect for ihe duration of the 2006-2008 Labor Agreement. INDEPENDENT SCHOOL DISTRICT NO. 625 MINNESOTA SC1-IOOL EMPLOY�EES ASS�O�CIATION / �— �0.-/+� Tt.O��t N/- c�7/�' �' , —� Chair, B ar of Educ tion Field Director, MSEA �.�1 • �� n�Nr � e- Y , � 7 �-r M1M6/�i�. 7 Pre,�dent, S�nt P'aul Pubiic Schoois Crassified Confidential Employees Association ,�/8lG 7 Date 37 � Date ' D i -(� ` J STATEMENT OFINTENT REGARDING TUITION REIMBURSEMENT POLICY � This Statement of Intent is provided for the sole and specrfic purpose of stating the interpretation of the DistricYs Tuition Reimbursement Policy for confidentiai classrfied service employees with regard to job-related organizationai memberships. The Human Resource Department will consider requests for payment of dues for participation in pre-approved appropriate job-related organizational memberships. The list of generally approved organization is listed below. Individuals may request and secure the Human Resource pre- approval that the organization is job-related to his/her assignment. Those organizations will not be considered which inciude personal characteristics (such as gender, ethnicity, or beliefs) as part of the basis for membership. Determination of appropriateness shall be made solely by the District. The request for consideration must be accompanied by documenting information about the organization. A roved Or anizations American Societyfor Public Administration (ASPA) Certified Employee Benefit Specialist (CEBS) Minnesota Association of Educational Office Professionals (NAEOP) Nationai Association of Executive Secretaries National Association of Legal Secretaries International Association of Adminisirative Professionals (IAAP) Twin Cities Schooi Personnei Association (MN) Twin Cities Personnel Association (TCPA) This Statement of Intent shall remain effective unless the parties agree upon changes. INDEPENDENT SCHOOL DISTRICT NO. 625 C�hair Rnarrl n�' uffM MINNESOTA SCHOOL EMPLOYEES ASSOC TI� / 1� ]\. � Field Director, MSEA . ! l.ttd/1��lM.7 n `� . re dent, S int aui Public Schools Class'rfied onfidential Employees Association l��la � Date 39 �� Date A Adoption Leave ..........................................12 B Bereavemeni Leave ...................................17 Breaks......................................................6, 7 C Call-In Pay ....................................................7 Court Duty Leave .......................................12 D Dental Insurance ........................................� 6 Disc ipiine ...................................................25 E Educational Leave ......................................13 Employee Records ....................................22 F Fair Share Fee .............................................5 Family Medical Leave .................................14 Flexible Spending Account .........................16 G Grievance Procedure .................................26 H Holidays ...........................�--� �---.....................9 I Improvement Plan Process ........................36 Insurance Benefits .....................................15 L Leaves Of Absence ....................................11 Legal Services ...........................................21 Life Insurance .............................................16 Long-Term Disability Insurance .................16 Lunch Breaks ...............................................6 M Mi l eag e .......................................................28 Military Leave .......................................12, 13 N Non-Disc rim ination .....................................28 INDEX O Overtime...................................................... 6 P Parental Leave .......................................... 74 Probation...............�--�--.............................. 21 Q Q uarantine ................................................. 14 R Retiremeni Health Insurance .....................'17 S Salary Rates ........................................31, 32 Salary Step Progression .............................. 8 School Activities Leave ..............................14 Sen iority ..................................................... 23 Severance Pay .......................................... 20 Sick Child Care Leave ............................... 11 Sick Leave ................................................. 11 Sick Leave Conversion .............................. �0 T Temporary Employees .............................. 22 Titles and Grades ...................................... 33 Tuition Reimbursement Policy ................... 39 U Union Dues .................................................. 5 Union Official Leave .................................. 14 V Vacancies ....................°-. ° °.....- °---........... 28 Vacation.................................................... 10 W Wages ...........................�--........................... 8 WorkWeek .................................................6 Workday -• .................................................... 6 Working Out Of Class'rfication ...................22 � � LJ � •