09-447Couucil File # Q 1 " �Y �
Green Sheet # 3069817
RESOLUTION S
CITY;OF SAINT PAUL, MINNESOTA
rresencea
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
Employment Agreements between the Independent School District #625 and the Operating Engineers,
Loca170 (July l, 2008 — June 30, 2010) and the Professional Employees Association, Inc. (January 1, 2008
— December 31, 2009).
Bostrom
Absent �uested by
By AngelaNale(�ny, D'ueaor
Approved by the Office of Financial Services
By.
Approved by
BY �
Adopted by Council: Date �//.�///'j ApprovQCy��yo'�fq� Subm,issilop to
Adoprion Certified by Council Secretazy gy.
By ___ ����� �
Approv b a or. Date L
By.
��
� Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet Green Sheet �
/�- � � 7
DeparbneMlOfFice/Councii: Date Initiated:
HU 2�-�R-09 Green Sheet NO: 3069817
CoMad Person 8 Phone: DeoartrneM Sent To Person Initial/Date
Jason Schmidt � 0 aman Resoarces 0�
266-6503 I omanResoarces D ar�entDirector
Must Be on Cou`wil Agenda by (Date): Number Z Att°i° ��
For 3 or's Office Ma odASSStsM
Routin9 4 omdl 0
Doc. Type: RESOLUTION Order 5 ' Clerk C" Clerk
E-0ocumerk Required: Y
DocumeM CoMact: Sue Wegwerth
Cofkaet Phone: 2666513
Total # of Signature Pages _(Clip NI Locations for Signature)
Action Requested:
Approval of the attached ISD #625 Employment Agreeme�ts (Operating Engineers, L.ocal 70) and Professional Employees
Associa[ion, Inc.
Recommendations: Apprwe (A) or Reject (R): Personal Service Co�Hracts Must Answer the Following Questions:
Planning Commission 1. Has this personlfirm ever worked under a contrad for this departmeM?
CVB Commiltee Yes No
Civil Service Commission 2. Has this person�rm ever been a ciry employee?
Yes No
3. Does this personffirm possess a skill not nortnally possessed by any
currerR ciry employee?
Yes No
Explain all yes answers on separete sheet and altach to green sheet.
initiating Problem, Issues, Opportunity (Who, What, When, Where, Why):
Employment agreements have already expired.
Advantages If Approved:
None ��g� � � �
r
Disadvantages If Approved:
None
Disadva'Hages H NM Approved:
None
Total Amount of
Transaction: CosURevenue Butlgeted:
Funding Source: Activity Number:
Financial Information:
(Explain)
April 23, 2009 1:37 PM Page 1
D�- y �17
INDEPENDENT SCHOOL DISTRICT NO. 625
BOARD OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
DATE: November 18, 2008
TOP1C: Approvai of Employment Agreement Beiween 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, 2008, through June 30, 2010.
2. Contract changes are as follows:
Benefits: Effective January 2009, the district monthly contribution of $480 for single coverage
is increased to $500; the district monthly contribution of $900 for family coverage is increased
to $975. Effective January 2010, the district contribution for singie coverage is increased to
$550; family coverage is increased to $1,075. Effective January 1, 2009, the mauimum district
contribution for single dental insurance is $40.
Deferred Comoensation: Effective January 1, 2009, the DistricYs contribution to a deferred
compensation match will increase to a mauimum of $1,000 per year for employees hired after
January 1, 1996. The three year eligibility and lifetime mauimum are eliminated.
Severance: Effective July 1, 2008, increase severance maximum benefit from $17,500 to
$18,000.
tonqeviiy Pay: Effective July 1, 2008, longevity pay is increased by $.20 per hour.
Vacation: Increased carry over of vacation hours from 160 to 184 hours.
Lunch Break: In addition to the unpaid thirty minute duty free lunch, full time empioyees wiii be
provided an addftional paid fifteen minutes.
3. The District has 234 FTE's in this bargaining unit.
4. The new total package costs for the agreement are estimated as follows:
• in the 2008-09 budget year: $ 507,975
• in the 2009-10 budget year $ 500,180
5. This item will meet the DistricYs target area goal of aligning resource allocation to District
priorities.
6. This request is submitted by Joyce Victor, Negotiations/Employee Relations Assistant
Manager; Wayne Amdt, Negotiations/Employee Relations Manager; Teresa C. Rogers,
Executive Director of Human Resources and Employee Relations; and Lois Rockney, Chief
Business Officer.
B. 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 Juiy 1, 2008, through
June 30, 2010.
Q�-� ��
�
2008 - 2010
LABOR AGREEMENT
between
SAtNT PAUL PUBLIC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NO. 625
and
u
INTERNATIONAL UNION OF
OPERATING ENGINEERS
LOCAL 70
Term: July 1, 2008 through June 30, 2010
�
�t. �.
' If
�
�
�� • � •
��
A World of OpP��tunitits
SAINT PAUL PUBLIC SCHOOLS
Independent School District No. 625
Board of Education
Kazoua Kong-Thao
Elona Street-Stewart
Tom Conlon
Tom Goldstein
John Brodrick
Anne Carroll
Keith Hardy
Chair
Vice-Chair
Clerk
Treasurer
Director
Direcfor
Director
�
.
2
� I /�� I
•
❑
s
ARTICLE
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
Articie
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
23.
TITLE
TABLE OF CONTENTS
Preamble................................................................................................
Recognition .............................................................................................
Definitions...............................................................................................
UnionRights ...........................................................................................
PAGE
...........4
..5
..5
..6
Management ...............................................................................................7
TemporaryEmployment .........................................................................................8
Sen o rity ................................................................................................................10
Vacation ................................................................................................................15
Hol i days ................................................................................................................16
Hoursand Premium Pay ......................................................................................17
Working Out of Classification ...............................................................................18
Supervisory Assignment .......................................................................................19
Uniforms...............................................................................................................19
Leavesof Absence ...............................................................................................20
Military Leave of Absence ....................................................................................23
CourtDuty ............................................................................................................23
WageSchedule ....................................................................................................23
EmployeeBenefits ................................................................................................24
Mileage.................................................................................................................28
Severance .....................................................................................................29
Discipline..............................................................................................................30
Grievance Procedure ............................................................................................31
Strikes, Lockouts, Work Interference ...................................................................32
Termsof Agreement .............................................................................................33
Appendix Wages ............................................................................................34
Appendix B: Equalization of Overtime ...............................................................35
Appendix C: Memorandum of Understanding:
Regarding Traini�g .................................�....
In d e x ..............................................................
..........37
..........39
3
PREAMSLE
This Agreement is by and between independent School District No. 625 and Local Union
No. 70, Intemational Union Of Operating Engineers, AFL-CIO.
This Agreement has been entered into befween Independent School District No.625,
hereafter referred to as the Employer, and Local Union No. 70, International Union of Operating
Engineers, AFL-CIO, hereafter referred to as the Union. This Agreement has as its purpose, the
promotion of harmonious relations between the Employer and the Union, the 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 Pubiic
Employment Labor Relafions Act ot the State of MinnesoTa of 7971, as amended.
�
�
�
by-i��I�
S ARTICLE 1. RECOGNITION
1.1 The Employer recognizes the Union as the soie 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 thirty-
five percent {35%) of the normal workweek and more than sixty-seven (67)
workdays per year in the foliowing ciassifications:
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-Engineer),
Custodian*,
Custodial Worker`;
exciuding supervisory, managerial, clerical, 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 specifically provided by this Agreement (see Article 5), temporary
empioyees shall not have nor acquire any rights or benefits other than specifically
provided by the provisions of the Civil Service Rules.
ARTICLE 2. DEFINITIONS
2.1 Collective Baraaininq. The Employer will bargain collectively with the Union with respect
to rates of pay, hours, and other conditions pertaining to employment for all of the
employees in the unit hereinbefore set foRh.
2.2 Maintenance of Standards. The Employer agrees that all conditions of employment
relating to wages, hours of work, overtime differentials, vacations, and general working
conditions shall be maintained at not less than the highest minimum standard as set forth
in the Civil Service Rules of the City of Saint Paul (Resolution No. 3250), at the time of
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 wiil not intertere with, restrain or coerce the employees
covered by this Agreement because of inem6ership 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 wil� it discourage or attempt to
• discourage membership in the Union, or attempt to encourage membership in another
Union.
'Abolished except as to present incumbents.
ARTICLE 3. UNION RIGHTS
�
3.1 The Union may designate employees within the bargaining unit to serve as Union
Stewards and shall be required to administer this Agreement.
32 The Union shall fumish the Employer and appropriate department heads and District
Negotiator with a list of Stewards and altemates, and shall, as soon as possible, notify
said appropriate District officials in writing of any changes thereto. ONy those who are
Officers and Stewards shall be recognized by the Employer for the purpose of ineetings.
3.3 There shali 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 shal( be permitted to visit employees on job sites and "
at department buildings during working hours for the purpose of the administration of this
contract, so long as the Union representative does not interfere with the completion of the
employees' job duties. �
3.5 8hop Steward. The Chief Steward or Assistant Chief Steward in the District wilf be
allowed to accompany an employee to meet with the Empioyer during regular working
hours for the purpose of grievance review and dispute resolution involving employees,
under the following conditions:
3.5.1 That onty one employee from any one department be allowed to leave his/her
work.
3.52 That stewards wili attend these meetings on their own time when they are heid •
outside of regular working hours.
3.5.3 That adequate notice is given to the supervisors so that permission may be
obtained from the Facility Operations Office.
3.5.4 That the steward has officially been designated as such by the Union.
3.5.5 Only the chief or assistant chief steward shall be excused for participation in
grievance and/or dispute resolution meetings.
3.6 A maximum total of eighiy (80) hours without loss of pay per contract term wiii be allowed
for the combined use of a ma�cimum of four (4) shop stewards to participate in contract
negotiations, mediation, or arbitration meetings which are held during the regular working
hours of any of the stewards. It is understood that Union and the Employer will, to the
greatest extent possible and reasonable, schedule such meetings outside regular
working hours, and stewards will attend the meefings 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 fhis purpose. The Union shal( give at feast ten (t0) working days' advance notice of
the employees who will be participating in such conventions.
.
�
V�� ��
� 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 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 aif empioyees 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.
3.82 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
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 6y Minnesota law, and
as otherwise legal.
3.8.3 The Union will indemnify, defend, and hold the Employer harmless against any
claims made and against any suits instituted against the District, its officers or
employees, by reason of negligence of the Union in requesting or receiving
� deductions under this Article. The District will indemnify, defiend, and hold the
Union harmless against any claims made and against any suits instituted
against the Union, its officers or employees by reason of negligence on the part
ofthe Employerin making orforwarding deductions underthis Article.
3.8.4 The Employer will notify the Union in writing of ail new employees covered by
this Agreement within a reasonable time period of the employee's first day of
work. The Employer will notify the Union at regular intervals regarding
employee status changes, inciuding unpaid leave, promotion, demotion,
resignation, layoff, and/or retirement.
ARTICLE 4. MANAGEMENT RIGHTS
4.1 The Union recognizes the right of the Employer to operate and manage its affairs in all
respects in accordance with applicable laws and regulations of appropriate authorities.
The rights and authority which the Employer has not officially abridged, delegated or
modified by this Agreement are retained by the Empioyer.
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 functions and programs of the Employer, its overall budget, utilization of
technology, and organizational structure and selection and direction and number of
personnel.
u
ARTICIE 5. TEMPORARY EMPLOYMENT
The District and Union acknowledge three types of temporary employment: Casuai Service,
Short-term Service, and Extended Service. All persons employed in any temporary status or any
exfension of temporary service must knowingly consent to such extension and compiete a
Temporary Employment Certrfication Form acknowledging the temporary nature of the
assignment. Ail persons empioyed i� any temporary status will be members of the bargaining
unit following the completion of sixty-seven (6� workdays, and have the terms and conditions of
employment set forth in this Article. An extension of temporary assignment does not create any
continuing employment rights for the temporary employee.
5.1
52
Casual Service Temporarv Emolovment
Casual service temporary employment will be characterized by assignments that are less
than sixty-seven (&7) days in duration, and the terms and conditions of employment are
established solely by the Empioyer. These are not positions covered by the bargaining
unit. Work assignments wiil typicaily be overfiow work which serves as an eutension of,
and not a replacement for, the normal workforce of regular employees.
Short-Term Temaorarv Emplovment
5.2.1 Short-term temporary employment will be characterized by an initial
employment assignment for up to 1,040 hours. One extension for up to an
additionai 1,040 hours will be permitted. A copy of the completed Temporary
Employment Certification Form signed at the time of the extension wiil be sent
to the Union.
52.2
52.3
52.4
5.2.5
52.6
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.
There shall be no other access to contractual beneffts except as specifically
stated in 52.3 above.
Short-term temporary employment work assignments typically will serve as
short-term replacements for positions normally filled by regular employees.
Such assignments will normally be to cover for the foilowing conditions:
a)
b)
c)
d)
e)
regular employees on paid leave,
regular employees on noncompensatory leaves with guaranteed
return,
vacancies in job classes where there is no tist 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.
�
�
•
�
�,.�.��
• ARTICLE 5. TEMPORARY EMPLOYMENT (continued)
5.3 E�ctended Service Temoorarv Emolovment
Extended service temporary employment will be characterized by temporary employment
which requires assignment beyond 2,080 hours, but is nevertheless temporary in nature.
5.3.1 If the District determines the assignment for a short-term temporary employee
must be eutended beyond 2,080 hours, the assignment wilt 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.
5.3.1.2 The District, Union and temporary employee will sign the Temporary
Employment Certification Form acknowledging the temporary nature
of the assignment.
5.3.1.3 Upon agreement, the temporary employee will be considered an
extended service temporary employee.
5.32 Extended service temporary employees will be paid at the current minimum
houriy 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 full pay period after the completion of
the first 2,080 hours in temporary status and after the signing of the Temporary
Employment Certification Form.
5.3.3.1 Paid sick leave time 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 all
hours on the payroll, based on a formula of .0385 hours time earned
for each straight-time hour on the payroll.
5.3.3.3 The employee shall have access to paid holidays as provided in the
labor agreement in Article 8, Section 8.4.
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 employees 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 granied 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.
ARTICLE 5.
5.4
5.3.4
TEMPORARY EMPLOYMENT (continued)
There shali be no other access to contractual benefits except those specifically
stated in 5.3.3 above.
5.3.5 An e�ttended 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 initial ],040 hours recognized toward completion of the probafionary
service requirement in the regular appointment.
None of the provisions of this Article shall have any retroactive effect for any empioyee in
any temporary employment status prior to the effective date of this Article, July 1,1993.
5.5 No access to continuing employment is created or intended by any provisions of this
Article.
ARTICLE 6. SENIORITY
6.1 General Class Senioritv. Class seniorfty shall be determined based on the continuous
length of probationary and regular service with the Empioyer (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 expressiy stated
othenvise. In cases where two or more employees are appointed to the same class title
on the same date, the seniority shali 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
Empioyer as of July 1, i993, who have accrued time in a job cfass 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
wiil continue to be considered as time with the Employer. If, however, the
employee has a break in employment with the Employer, (i.e., fermination,
resignation, retirement) thereafter, 'rf re-employed, only the time foliowing the
empioyee's subsequent rehire to the Employer will be considered for purpose
of seniority calculation.
6.1.2 An unsuccessful completion of probationary period for a position with the City
of Saint Paul by any employee covered by this Agreement shali not be
considered a break in employment with the Employer. A successfui compietion
of probationary period for a position with the City of Saint Paul by any
employee covered by fhis Agreement shall be considered a break in
employment with the Employer.
6.2 Class Senioritv Determination For Workforce Reductions. In the event that the Employer
determines that it is necessary to reduce the worktorce, 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 empioyees in
that job ciass before any regular employee in that job ciass is laid off.
�
�
•
10
b��U'�'��
• ARTICLE 6. SENIORITY (continued)
6.3 Class Senioritv Determination For Placement Followinq A Workforce Reduction. For
purposes of this Section, the job classes covered by this Agreement (excluding
Custodian-Engineer Trainee and abolished job classes) shall be considered one job ciass
series. The job class with the highest rate of pay shown in Appendix A shall be the
highest level job class in the series. The job class with the next highest rate of pay
shown in Appendix A shall be the next highest Ievel job class in the series, and so on
down to the last job class. When the number of employees in higher level job classes is
to be reduced, employees will be offered reductions to the ne�ct highest level job class,
whether or not the employee previously was appointed to such job class, in which class
seniority would keep the employee from being laid off.
It is understood that an employee being reduced shall have that employee's class
seniority in his/her current job class (and any appropriate class seniority in any lower
level job class that the emp{oyee previously held) used to determine rights to positions at
the time of the reduction. Thereby, employees whose positions are to be reduced shall
have the right to displace employees with less class seniority in that job class. The
employee with the least class seniority in the job class shall then be reduced to the next
lowest title for which the employee has more seniority than the Ieast 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 empioyment since appointed to such job class, and there
remain employees actively employed in that job class at the time of the layoff.
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 layoff.
6.5 Class Senioritv Determination Foliowinq Voluntarv Reduction. In the event that an
employee requests a voluntary reduction to a lower level job class, and such request is
approved by the Numan 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 Employer from the date
the employee was first appointed to the job class in this Agreement to which the
employee wiil be reduced (this would also include any continuous service time in higher
level job classes covered by this Agreement). If the employee is reduced to a lower level
job class not previously held, then the employee's class seniority in the job class to which
the employee is be+ng reduced shall be the continuous length ot probationary and regular
service with the Employer from the date the employee was first appointed to any higher
level job class covered by this Agreement.
Voluntary reductions will only be approved if the reduction is to a vacant position in a
Iower level job class. It is understood that the employee will have no reinstatement rights
back to the former higher level job class folfowing the voiuntary reduction. If the
employee is reappointed to the higher level job class through the appropriate testing and
selection procedures, then the employee's class seniority in that job class will begin as if
newly appointed to that job class. No employee will have the ability to voluntarily reduce
to any of the abolished job classes shown in Appendix A.
�
11
ARTICLE 6. SENIORITY (continued)
6.6 Senioritv for Biddina on Location
6.6.1 Biddino for Location. Annually, after the beginning of the school year, the
Office of Facility Operations will post a listing of vacant positions in ail job
classes with the locations of the vacancies. Employees who have been
certified and appointed to one of the above listed job classes may bid for an
assignment in that same job class at a different location shown on the posting.
Bids for assignments will be honored in order of class seniority in that job class
providing the employee is qualified for fhe assignmenf. No otfier positions are
posted for bid. Vacancies in new buildings wiil be open to bidding only by
employees who have had satisfactory or higher pertormance ratings for at least
the preceding year. Custodian-Engineer vacancies in new buildings will be
listed only to allow employees +n that job ciass to express interest in being
considered by submitting a letter to the deoartment head.
a) Additional vacancies in job classes during the school year will be similarly
posted for bidding as they occur during the year, if there are appropriate
vacancies available.
�
b) An employee who has been reassigned as a result of the bidding process
is not eligible for any further reassignment from bidding for at least one (1)
calendar year following placement date. An empioyee whose shift is
changed sign'rficantly on a permanent basis, or whose shift is changed from
a daily assignment at one location to more than one location, may bid once
again in the same year.
c) A Custodian-Engineer 2 who is assigned to evening shift must complete ,
one (1) year as an Engi�eer 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 resuR of this bidding process
he/she is not eligible for any further bidding for one (1) year.
• If the Custodian-Engineer 2 assigned to evening shift is reassigned to a
day shift as a result of this bidding process he/she is not eligible for any
further bidding for two (2) years.
• If the Custodian-Engineer 2 assigned to day shift is reassigned as a
result of this bidding process he/she is not eligible for any further
bidding for two (2) years.
• An employee whose shift is changed sign'rficantly (by more than two [2]
hours) on a permanent basis, or whose shift is changed from a daily
assignment at one location to more than one location, may bid once
again without waiting the full two (2) years.
d) Nothing in this provision shall be construed to limit the right of the
Employer to transfer an empioyee to another location without bidding if
there is reason to do so,
C�
12
D�,���
• ARTICLE 6. SENIORITY (continued)
6.6.2 Ciass 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.
6.6.3 If any full-time employee's position at a specific building is eliminated and/or
changed to require the empioyee be scheduled to regularly perform work in two
buildings, the newly assigned employee will:
a) Have the employee's class seniority recognized in the second building(s).
b) Have the employee's class seniority recognized in the new building(s) and
may use such class seniority in the new building(s) assignment for purpose
of displacing the emp{oyee with the least class seniority in the same
classification from that employee's scheduled shift, providing the newly
assigned employee has more class seniority than the empioyee 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 empioyee's original position in the first
location should it reopen in the next thirteen (13) months, provided the
employee has not accepted a position through any bid process.
� 6.6.4 A full-time employee whose position is eliminated and who is assigned to a
`YloateT' assignment in the employee's job class, at that time, shall have the
right to displace the least senior employee in the same job class who holds a
building assignment. If a`Yloater" position remains as an available vacancy,
the displaced least senior employee can be reassigned to a"floater" position in
the same job c{ass.
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 disptace the least senior emQloyee in the same job class who
holds a shift assignment that is within two (2) hours of the shift assignment
prior to the position elimination. If a'Yloater" position remains as an available
vacancy, the displaced least senior employee can be reassigned a`Yloate�'
position in the same job class.
6.7 Senioritv for Shift Selection
6.7.1 All shifts and work areas are determined by the Employer. Nothing in this
Section 6.7 should be construed to limit the right of the Employer (department
head or designee) to change an employee to another shitt 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 Empioyer, and is planned to continue for more than thirty (30) working
days, then shift assignment for employees in that building in the class'rfication
of the adjusted shift shall be re-bid. Class seniority shail be the determining
factor, so long as the employee is qual'rfied and able to pertorm the duties of
the assignment.
6.7.4 Whert a vacancy occurs in a building, the opening will not be offered for bid in
the building. Plant Planning and Maintenance will review and determine any
schedule or classification change, and whether the vacancy will be filled. If the
vacancy is to be fiiled, 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 to bid for any
other vacancy in that year even if the employee had successfully bid earlier in
the same year prior to being displaced.
SenioriN Termination. All seniority shall terminate when an employee retires, resigns or
is tertninated.
Senioritv Consolidation. Effective August 1, ]993, the job classes Custodian' and Facility
Services Worker will be treated as a singie job class for purposes of:
6.9.1
6.9.2
6.9.3
6.9.4
Layoff and recall rights determination, except for the limitations on rights to
abolished titles as described in 6.3 of this Article.
Bidding on work locafion 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 Empioyer within any location.
'Abolished except as to present incumbents
�
�
a
14
�y-���
�
�
u
ARTICLE 7. VACATION
7.1
Vacation credits shall accumulate at the rates shown below for each full hour on the
payroll, excluding overtime.
Years of
Service
72
lstthrough 4th year
5th through 9th year
10th through 15th year
16th yearthrough 23rd year
24th year and thereafter
Accrual Rate`
.0576
.0769
.0807
.0961
.1153
Annual
Hours Earned
120
160
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.
An employee may carry over into the next "calendar" year up to one hundred sixty (160)
hours of vacation. Effective January 1, 2009, an employee may carry over in the next
"calendar" year up to one hundred eighty four (184) 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 of pay.
If an employee has been granted more vacation than the employee has earned up to the
time of separation from service, the employee shall reimburse the District for such
unearned vacation at the employee's current rate of pay. If an employee is separated
from service by reason of discharge, retirement or death, the employee shall be paid for
any unused, accrued vacation earned up to the time of such separation.
7.4 Vacation Usaqe. Effective for the 2008-2009 contract, vacation may be requested up to
six (6) mo�ths irt adva�ce and employees aflowed to take three (3) weeks maximum of
their yearly accrual during September through Ju�e (end of school year). A maximum of
two (2) employees off on any day at buildings with two (2) or less employee buildings.
Vacation is approved subject to coverage from the end of the schools year until two (2)
weeks prior to the next school year.
7.5 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} regularfy-assigned workdays (not to
exceed a total of forty [40j hours) in any year.
7.5.1 There shali be no conversion of unused sick leave in any amount at any time to
any cash payment other than tfie above-described conversion to vacation time
or severance as described in Article 19.
15
ARTICLE 8. HOLIDAYS �
8.1 Holidavs Recoonized and Observed. The following days shail be recognized and
observed as paid holidays:
New Year's Day
Martin Luther �ng, Jr. Day
Presidents' Day
Memoria( Day
Independence Day
Labor Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Eligible employees shaii receive pay for each of the holidays listed above, on which they
perform no work. Whenever any of the holidays listed above shall fall on Saturday, the
preceding Friday shall be observed as the holiday. Whenever any of the holidays listed
above shall fall on Sunday, the succeeding Monday shall be observed as the holiday.
For those employees assigned to a work week other than Monday through Friday the
following language shall apply. Whenever any of the holidays listed above fail on the first
day of an empioyee's two (2) consecutive days off following that employee's normal work
week, the last day of the employee's normal work week preceding the holiday will be
observed as the holiday. Whenever any of the holidays listed above fail 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 normai work week following the holiday will be �
observed as the holiday.
82 EliaibiliN 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 shail be
recompensed for work done on this day by being granted compensafory 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 empioyee for sixty-seven (67)
consecutive workdays.
�
16
o� -u � �
�
ARTICLE 9. HOURS AND PREMIUM PAY
9.1 Definitions. The purpose of this Section is to provide a basis for computation of straight
time, overtime, and other wage calculations, and nothing in this Article shall be construed
as a guarantee or commitment by the Employer to any individual employee of a minimum
or maximum number of hours of work.
9.1.1
9.1.2
Week. A week shall consist of seven (7) consecutive days beginning at 12:01
A.M. on Monday and ending at 12:00 midnight the following Sunday.
Day. A day shall consist of twenty-four (24) consecutive hours beginning at
12:01 A.M. at the start of a calendar day and ending at midnight of that day.
9.1.3 Normal Work Schedule. The normal work schedule for empioyees 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 four (4) consecutive ten (10) hour workdays. The
hours worked in a day shall be consecutive excluding any unpaid lunch period
scheduled during the employee's assigned workday. The unpaid lunch period
may not exceed one (1) hour in length.
�
•
9.1.3.1 Rest Breaks. Each normal workday shall include two paid fifteen
(15)-minute rest breaks, at a time assigned by the immed'+ate
supervisor, one occurring approximately two hours from the
beginning of the shift; the second occurring approximately six hours
from the beginning of the shift.
9.1.3.2 Lunch Break. All full-time employees are entitled to a duty-free lunch
break of thirty (30) minutes without pay, at a time assigned by the
supervisor, and occurring approximately at the midpoint of the shift.
If no relief is available for a duty-free Iunch at approximately the
midpoint of the employee's shift, the empfoyee shaif receive a thirty
(30) minute paid lunch. Employees working an eight and one-half
(8.5) hour day will be provide a forty five (45) minute duty free lunch
of which fifteen (15) minutes will be paid and the remaining thirty (30)
minutes will be unpaid.
9.1.3.3 Stackinq of Breaks. It is understood by all parties that employees
cannot combine their break periods and/or lunch periods to create a
longer 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) fiours 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 shaii 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 shail be five percent (5°l0) of the base rate. If an
employee requests a day shift (starting at or before 1 p.m.) and that request is granted,
the employee will not receive night shift differential for any day shift worked.
17
ARTICLE 9. HOURS AND PREMIUM PAY {continued)
9.4 Soecial Dutv Pav. Employees assigned to work in the special duty category of custodial
worker shall be paid at ninety percent (90%) of the rate paid for positions in the
Custodian* job class.
9.5 Lonqevitv Pav. Employees who have completed nineteen (19) full-time equivalent years
of service with the Employer as of July 1 each year shall receive an additional $1.00 per
hour above the normal houriy rate of pay.
9.6 Overtime. Work performed in excess of forty (40) hours of work in a normai work
schedule or eight (8) hours of work in a normai workday will be considered overtime.
Overtime work shall be done only by order of the department head. Overtime shail be
paid at the rate of one and one-half (1-1/2) times the employee's current hourly pay rate
including applicabie shift differentiaf or premiums. Empfoyees assigned fo 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-haif basis if mutually agreed to by the
District and the employee.
9.7 Eaualization of Overtime. The purpose of this Subdivision is to state clearly the intent of
the parties regarding procedures which will be used to call and/or assign employees in
the unit for overtime work during the term of the 2006-2008 Labor Agreement. See
Appendix B for language.
These procedures shall become effective beginning with the first fuli month after the
Board of Education adoption of the 2006-2008 Labor Agreement. Renewal, revision, or
continuation of these provisions will occur only 'rf 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 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 regutar position, and which is in a classification
higher than the classification held by such employee.
102 The Employer shall avoid, whenever possible, working an employee on an out-of-class
assignment for a prolonged period of fime. Any emp(oyee .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 ciass'rfication beginning on the
sixteen (] 6th) consecutive working day of such assignment. The rate of pay for an
approved out-of-class assignment shall be the same rate the employee would receive 'rf
such employee received a regular appointrnent to the higher classification.
10.3 An empioyee who otherwise wouid rece+ve a shift differentia� 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 class'rfication.
'Abolished except as to present incumbents
�
�
i
18
o�-���
� ARTICLE 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.
District 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 sleeve or long sleeve dress shirt. An
empioyee 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
will initially provide each employee (or newly appointed employee) with five (5) "standard"
uniform shirts as defined above. (New employees may not initially order a jacket). Each
year thereafter, the District will provide employees with three (3) additional "standard"
uniform shirts. Employees who have voluntarily requested and received the initial five (5)
shirts prior to implementation of this provision wifl be considered afready initially supplied.
122 Uniform shirts will be worn by all employees while on duty during student contact days.
Effective July 1, 2005, uniform shirts will 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 4iquor, or other such places
not consistent with the image of the School District.
12.3 Each empioyee is responsible for laundering, pressing, and making minor repairs, such
as tears and sewing buttons, etc. If a uniform shirt becomes damaged beyond repair
during the course of duty, it will be replaced at no cost to the employee when the
damaged shirt is returned to the District. Normal wear wiil 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 unft. Preauthorization is required prior to the purchase o1 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 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. Requests for leave of absence shail be submitted to the 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.
132 Sick Leave. Sick Ieave shall accumulate at the rate of .0576 of a working hour for each
full hour on the payroll, excluding overtime. Sick leave accumulation is unfimited. 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 shal! be granted leave with pay, for such
period of time as the head of the department deems necessary for the foliowing specified
allowabie uses:
132.1 Personal Illness. Employees may use accumulated sick Ieave for hours off due
to personat illness. The employee may be required to furnish a medical
certificate from a qualified physician as evidence of illness or physical disabiiity 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, denfist, opfometrist, etc.
1322 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 !he care of such sick or disabled persons up to a
maximum of eight hours sick leave per incident. Up tp one hundred twenty (120)
hours of accumulated sick leave may be used in a work year to allow the
employee to care for and attentl to the serious or critical illness of his/her spouse
or dependent parent. These hours when used are deducted from sick leave.
13.2.3 Sick Child Care Leave. Sick leave to care for a sick chiid shall be granted on the
same terms as the empfoyee is able to use sick leave for the employee's own
illness. This leave shall only be granted pursuant to Minn. Stat. §181.9413 and
shall remain available as provided in Statute.
132.4 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, chiid or step-
child, parent or step-parent, and regular member of the immediate household.
132.4.1 Up to three (3) days shall be granted because of death of other
members of the emp�oyee'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.
13.2.42 Leave of absence for one (1) day shali be granted because of death
of other clase 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 feave.
�
•
�
20
�-����
• ARTICLE 13. LEAVES OF ABSENCE (continued)
t 3.2.4.4 !t an employee is required to trave! beyond a two hundred (20�)-mile
radius of Saint Paul for purposes related to eligible bereavement
leave, two (2) additional days of sick Ieave may be used. Employee,
if requested, shali provide the Human Resource Department
verification of the funeral location outside of Saint Paul.
13.2.5 Adoption 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 newly-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 tathers ot 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
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 Repuestino 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:�0 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 iliness 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 by the employee. The employee must call the Facility Operations Office and
his/her building(s) supervisor(s) to report the illness and on the date of return to work hy
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 of the illness at the discretion of 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 will be required to provide
medical verification of the iliness 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 reflect a pattern are likely to result in a medical
certification requirement. Examples:
(a) Frequent absences on Fridays and Mondays.
(b) Absences preceding/foliowing recognized holidays.
\J
21
ARTICLE 13. LEAVES OF ABSENCE (continued)
(3) Reasonable cause to suspect that sick leave is being requested
inappropriately is likely to resutt in certification requirement.
Prior to requiring medical verification, the supervisor will meet with the
employee (and Head Engineer). The employee will have the right to have
union representation at the meeting. The supervisor will not'rfy the employee in
writing tFiat 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 piace less than nine (9) months. This review may or may not result in
a change of the medical certification requirement. The employee wi(I be
notified in writing as to the status of this requirement. The written notice will be
sent to the employee with a copy to the Building Head and the Union.
13.4 Familv Medical Leave. Leaves of absence shaff be granted as required under the federai
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 shatl be paid under the provisions of this paragraph only for the number of
days or hours for which helshe would normaliy have been paid if he/she had not been on
sick leave.
•
73.6 Matemitv/Parental Leave. Maternity is defined as the physical state of pregnancy of an
employee, commencing eight (8) months before the estimated date of childbirth, as �
determined by a physician, and ending six (6) months after the date of such birth. In the
event of an employee's pregnancy, the employee may appiy for leave without pay at any
time during the period siated above and the Employer may approve such leave af its
option, and such leave may be no longer than one (1) year. Parental leave shall 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 payment other than the above-described conversion to vacation time
or severance as defined in Article 19.
13.8 Quarantine. Empioyees quarantined by a health officer because of contagious disease
conditions at the work site shall receive payment for time lost through such unavoidabie
cause for a period not to exceed ten (10) days.
�
�
� � "
•
u
�
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 shall be a member of the Officers Reserve
Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any
other reserve component of the military or naval force of the United States, now or
hereafter organized or constituted under federal law, shall be entitled to leave of absence
from employment without loss of pay, seniority status, efficiency rating, vacation, sick
leave or other benefits for all the time when such employee is engaged with such
organization or component in training or active service ordered or authorized by proper
authority pursuant to law, whether for state or federal purposes, provided that such leave
shall not exceed a total of fifteen (15) days in any calendar year and, further, provided
that such leave shall be allowed only in case the required military or naval service is
satisfactorily pertormed, 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 forces of the state
or of the United States for which leave is not othenvise allowed by law shall be entitled to
leave of absence from employment without pay during such service with right of
reinstatement and subject to such conditions as are imposed by law.
14.3 Such leaves of absence as are granted under Article 13 shall conform to Minnesota
Statutes, Section 192, as amended from time to time, and shali confier 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 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 result of litigation undertaken by
the employee or the Union against the District. In cases where the Board is a party i� the
litigation, the employee shall he entitled to pay while attending as a witness at the request
of the Board or as a co-defendant in the case.
152 Required 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 travel aliowance, for such jury service.
ARTICLE 16. WAGE SCHEDULE
16.1 The wage scheduie for purposes of this contract shall be Appe�dix 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 Empioyer at the
time of execution of this Agreement.
12 EliqibiliN Waitinp Period. One (1) fuli month of continuous regularly appointed service in
Independent School District No. 625 will be required before an eligibie employee can
receive the District contribution to premium cast for health and life insurance provided
herein.
1.3 Fuli-Time Status. For the purpose of this Section, full-time empioyment is defined as
appearing on the payroli regularly at least thirty-two (32) hours per week or at least siuty-
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 payroli regularly at least twenry (20) hours but less than thirty-two (32)
hours per week or af 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 reguiar 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 empioyee who is regularly scheduled for less than twenty (20) full hours of
work per five (5)-day week or who is scheduled irreguiarly 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--Fuil-Time Emplovees. Effective July 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 will contribute the cost of such family coverage or
$900 per month, whichever is less.
1.5.1 Effective January 1, 2009, for each eligibfe emp(oyee 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
$500 per month, whichever is less. For each eligible full-time employee who
selects tamily coverage, the Employer will contribute the cost of such family
coverage or $975 per month, whichever is less.
1.52 Effective January 1, 2010, for each eligible employee covered by this
Agreement who is employed full time and who selects employee insurance
coverage, the Emp(oyer agrees to contribute the cost of such coverage or $550
per month, whichever is less. For each eligibie full-time employee who selects
family coverage, the Employer will contribute the cast of such family coverage
or $1,075 per month, whichever is less.
�
�
i
24
D���i'y�
C�
ARTICLE 17. EMPLOYEE BENEFITS (continued)
1.6 Emolover Contribution Amount: Married Couples. Full-time employees who are married
to another District employee and who are covered under their spouse's health ptan may
waive the singfe or family contribution to health insurance and receive up to $150 per
month toward their spouse's family premium. The combination of District contributions
cannot exceed the full cost of family coverage and cannot be applied in cases where the
spouse is receiving health insurance through the DistricYs cafeteria benefits plan.
1.7 Emplover Contribution Amount--Half-Time Emplovees. For each eligible employee
covered by this Agreement who is employed haff time, the Employer agrees to cornribute
fifty percent (50%) of the amount contributed for full-time employees selecting employee
coverage; or for each haif-time employee who selects family insurance coverage, the
Empioyer will contribute fifty percent (50%) of the amount contributed for fuil-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.
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.
u
•
1.8 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 shall terminate.
1.9 Lonq-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, 2009, for each eligible employee, the Empioyer agrees to contribute
an amount not to exceed $40 per month for single dental coverage. Effective January 1,
2005, employees who enroll in family dental coverage will pay the difference between the
cost of family coverage and the DistricYs $35 monthly contribution to single coverage.
Effective January 1, 2009, employees who enroll in family dental coverage will pay the
difference between the cost of family coverage and the DistricYs $40 monthly contribution
to single coverage.
1.11 Flexible Spendina 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 reguiations and IRS
requirements tor such accounts.
1.12 The contributions indicated in this Section 1. shail 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 ot the dollar amounts stated in this Section shall be paid by the
employee through payroli deduction.
25
ARTICLE 17. EMPLOYEE BENEFITS (continued)
SECTION 2. RETIREMENT HEALTH INSURANCE
Subd. 1 Benefit Eliqibilitv for Emplovees who Retire Before Aae 65
1.1 Emplovees hired into Disfrict service before Juiv 1. 1996, must have completed the
following service eligibility requirements with Independent School District No. 625 prior to
retirement in .order to be eligible for any payment of any insurance premium contribution
by the District after retirement:
A. Be receiving pension benefits from PERA, St. Paul Teachers Retirement
Association or other pubfic employee retiree program at the time of retirement and
have severed the employment retationship with Independent School District 625;
B. Must be at least fifty-five (55) years of age and have completed twenty-five (25)
years of service, or;
C. The combination of their age and their years of senrice must equai eighty-five (85)
or more, or,
D. Must have completed at least thirty (30) years of service, or;
E. Must have completed at least twenty (20) consecutive years of service within
Independent School District No. 625 immediately preceding retirement.
�
Years of regular service with the City of Saint Paul will continue to be counted toward •
meeting the service requirement of this Subdivision 1.1 B, C or D, but not for 1.1 E.
12 Emplovees hired into District service after Julv 1. 1996, must have completed twenty (20)
years of service with Independent School Qistrict No. 625. Time with the City of Saint
Paul will not be counted toward this iwenty (20)-year requirement.
1.3 Eligibility requirements for all retirees:
A. A retiree may not carry his/her spouse as a dependent 'rf 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 heaith 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 empioyee must make application fhrough District procedures prior to the date
of retirement in order to be eligible for any benefits provided in this Section.
D. Employees terminated for cause will not be eligible for employer contribution
toward insurance premiums for either pre-age 65 or post-age 65 insurance
coverage.
•
26
�;-���
� ARTICLE 17. EMPLOYEE BENEFITS (continued)
Subd. 2 Emplover Contribution Levels for Emolovees Retirinq Before Aae 65
2.1 Health Insurance Emplover Contribution. 7he District will for the period of this Agreement
provide employees who meet the eligibility requirements for health insurance in 1.1 or 1.2
above, who retire during the term of this Agreement, and until such employees reach
si�cty-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 fast 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 shall constitute the limit on future contributions. Any
employee who is receiving family coverage premium contribution at date of retirement
may not later claim an increase in the amount of the Employer obligation for single
coverage premium contributions to a carrier after deleting family coverage.
22 Life Insurance Emolover Contribution. The District will provide for early retirees who
qualify under the conditions of 1.1 or 1.2 above, premium contributions for eligible
retirees for $5,000 of life insurance only until their 65th birthday. No life insurance will be
provided, or premium contributions paid, for any retiree age siuty-five (65) or over.
Subd. 3 Benefit Eliqibilitv for Emplovees After Aae 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 heafth insurance described in Subd. 4 of this Articfe.
3.2 Emolovees hired into the District before Julv 1. 1996, who retire at age 65 or older must
have completed the eligibility requirements in Subd. 1 above or the following eligibility
requirements to receive District contributions toward post-age-65 health insurance
premiums:
A. Employees hired before January 1, 1987, must have remained continuously
employed by 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.
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 will discontinue
providing any health insurance contributions upon their retirement or, in the case of
early retirees, upon their reaching age 65.
Years of certified civil service time with the City of Saint Paul earned prior to July 1, 1996,
will continue to be counted toward meeting the DistricYs service requirement of this Subd.
3. Civil service time worked with City of Saint Paul after May 1, 1996, will be considered
a break in District employment.
3.3 Emplovees hired on or after Julv 1 1996 shall not have or acquire in any way any
eligibility for Empfoyer-paid heafth insurance premium contribution for coverage in
� retirement at age sixty-five (65) and over in Subd. 4. Employees hired on or after
July 1, 1996, shall be eligible for only earlv retirement insurance premium contributions
as provided in Subd. 2 and Deferred Compensation match in Subd. 5.
27
ARTICLE 17. EMPLOYEE BENEFITS (continued)
Subd. 4 . Emplover Contribution Levels for Retirees After Aqe 65
4.1 Emolovees hired into the District before Julv ], 1996 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 Twe
Medicare Eligible
Non-Medicare Eligible
Sin le Familv
$300 per month $400 per month
$400 per month $500 per month
At no time shall any payment in any amount be made directly to the retiree.
Any premium cost in excess of the maximum contributions specified must be paid directly
and in fufl by tfie retiree, or coverage wifl be discontinued.
Subd.5 Emplovees hired after Juiv 1. 1996 after completion of three (3) full years of
consecutive active service in Independent Schooi 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 wiil match up to $600 per
year up to a maximum confribution of $12,500. Part-time employees working hatf-time or
more will be eligible for up to one half (50%) of the availabie District match. Approved
non-compensatory leave shail 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.
5.1 Effective January 1, 2009, emp(oyees hired after July 1, 1996, are eligible to participate in
an employer matched Minnesota Deferred Compensation Plan or District-approved
403(b) plan. The District will match up to $1,000 per year. Part-time employees working
half-time or more will be eligible for up to one half (50%) of the availabie District match.
Federai and state rules governing participation in the Minnesota Deferred Compensation
Plan or District-approved 403(b} plan shalt appiy. The empfoyee, 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 18. MILEAGE
18.1 Mileaae 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 tfie Board of
Education. The mileage reimbursement rate shall be indexed periodically to reflect the
rate established by the Intemal Revenue Service.
182 Reimbursement Procedures. An employee must keep a record of each trip made.
Reimbursement shall be for the actual mileage driven in the pertormance of assigned
dufies as verified by the appropriate school district administrator and in accordance with
School District Business Office policies and procedures.
�
u
�
28
bq�U�f �
• 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 etigible for the 403(b) tax-deferred retirement program for sheltering severance pay
and vacation pay, an employee must meet the following requirements:
192.1 The employee must be fifty-five (55) years of age or older or must be eligible
for pension under the "Rule of 90" provisions of the Public Employees
Retirement Association (PERA). The "Rule of 85" or the "Rule of 90" criteria
shall also apply to employees covered by a public pension plan other than
PERA.
19.2.2 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 the employee meets the
eligibility requirements set forth in 19.2 above, he or she will receive a District contribution
to the School District No. 625 403(b) Tax-Deferred Retirement Plan for Sheltering
Severance Pay and Vacation Pay in an amount equal to $100 for each day of accrued,
unused sick leave, up to 180 days.
� 19.3.1 If an empfoyee 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 Plan for Sheltering Severance Pay and Vacation Pay in
an amou�t 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�njury 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 $100 pay for each day of accrued, unused sick leave up to
180 days.
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
$18,000.
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 shaii 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 Sheitering 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 of employment, and such
� transferee shall not be eligible for this plan.
29
ARTICLE 20. DISCIPLINE •
20.1 The Employer will discipiine employees for just cause oniy. Discipline will be in the form
of:
20.1.1 Oral reprimand;
20.12 Written reprimand;
20.1.3 Suspension;
20.1.4 Reduction;
20.1.5 Discharge.
202 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 written reprimands and notices of
suspension and discharge.
20.4 Employees may examine all information in their Empfoyer personnef file fhaf concerns
work evaluations, commendations and/or disciplinary actions. Files may be examined at
reasonabie times under the direct supervision of the Employer.
20.5 Preliminarv Review. Prior to issuing a disciplinary action of unpaid suspension,
demotion, or discharge, the supervisor will make a recommendation to his/her supervisor
regarding proposed discipline. That supervisor will then schedule a meeting with the
employee prior to making a final determination of the proposed discipline. The employee
shall have the opportunity to have union representation present and be provided the
opportunity to speak on his/her behalf regarding the proposed action. If the employee is �
unabie to meet with the supervisor, the employee and/or union will be given the
opportunity to respond in wrfting.
20.6 An employee to be questioned concerning an investigation of discipiinary action shall
have the right to request that a Union representative be present.
20.7 Empioyees who are suspended, demoted or discharged shall have the right to request
that such actions be considered a°grievance" for the purpose of processing through the
provisions of Article 21 (Grievance Procedure); as an alternative option, such employee
can request a review, consistent with Minnesota Statute § 179A20, Subd. 4. Once an
employee or the Union acting in the employee's behalf initiates review in one forum, the
matter shall not be again reviewed in another forum. Oral reprimands shali be subject to
the grievance review procedures through Step 3 only.
An employee who elects the contractual grievance procedure as the forum for review of a
disciplinary action has not thereby waived any rights secured to him/her under Minnesota
Statute § 197.46, other than the choice of forum for review.
�
30
Dti��N��
� 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 notify
the Employer in writing of the names of the stewards and of their successors when so
named.
212 It is recognized and accepted by the Employer and the Union that the processing of
grievances as hereinafter provided is limited by the job duties and responsibilities of the
employees and shall therefore be accomplished during working hours only when
consistent with such employee duties and responsibilities. The steward involved and a
grieving employee shall suffer no loss of pay when a grievance is processed during
working hours provided the steward and the employee have notified and received the
approval of their supervisor to be absent to process a grievance and that such absence
would not be detrimental to the work programs of the Employer.
21.3 The procedure established by this Article shall be the sole and exclusive procedure,
except for the appeal of disciplinary action as provided by Article 7, for the processing of
grievances, which are defined as an alleged violation of the terms and conditions of this
Agreement. A grievance shall be resolved in conformance with the following procedure:
Steo 1. Upon the occurrence of an alleged violation of this Agreement, the employee
involved shall attempt to resolve the matter on an informal basis with the employee's
supervisor. If the matter is not resolved to the employee's satisfaction by the informal
discussion, it may be reduced to writing and referred to Step 2 by the Union. The written
grievance shall set forth the nature of the grievance, the facts on which it is based, the
� alleged section(s) of the Agreement violated, and the relief requested. Any alleged
violation of the Agreement not reduced to writing by the Union within fourteen (14)
calendar days of the first occurrence of the event giving rise to the grievance shall be
considered waived. At this step only, an extension of seven (7) additional cale�dar days
shall be granted automatically if requested by the Business Representative or steward.
Steo 2. Within fourteen (14) calendar days after receiving the written grievance, a
designated Employer supervisor shall meet with the Union steward and attempt to
resolve the grievance. If, as a result of this meeting, the grievance remains unresolved,
the Employer shall reply in writing to the Union within fourteen (14) calendar days
following this meeting. The Union may refer the grievance in writing to Step 3 within
fourteen (14) calendar days following receipt of the Employer's written answer. Any
grievance not referred in writing by the Union within fourteen (14) calendar days following
receipt of the Employer's answer shail be considered waived.
Steo 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 (i4)
calendar days foliowing this meeting, the Employer shall reply in writing to the Union
stating the Employer's answer concerning the grievance. If, as a result of the written
response, the grievance remains unresolved, the Union may refer the grievance to
Step 4. Any grievance not referred in writing by the Unio� 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 (14)
calendar days after the response of the Employer in Step 3 by written notice to the
Employer, request arbitration of the grievance. The arbitration proceedings shall be
conducted by an arbitrator to be selected by mutual agreement of the Employer and the
Union within fourteen (14) calendar days after notice has been given. If the parties fail to
mutually agree upon an arbitrator within the said fourteen (14)-day period, either party
may requesf 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 shail 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.
21.4 The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from
the provisions of this Agreement. The arbitrator shall consider and decide only the
specific issue submitted in writing by the Employer and the Union and shall have no
authority to make a decision on any other issue not so submitted. The arbitrator shall be
without power to make decisions contrary to or inconsistent with or modifying or varying
in any way the application of laws, rules or regulations having the force and effect of law.
The arbitrator's decision shall be submitted in writing within thirty (30) days following
close 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
Emptoyer, the Union, and the employees.
21.5 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.
21.6 The time timiis in each step of this procedure may be e�ctended by mutuat agreement of
the Employer and the Union.
21.7 It is understood by the Union and the Employer that if an issue is resolved at any step by
this grievance procedure, that issue shall not again be submitted for review under the
provisions of the Rules and Regulations of Civil Service. It is further understood that if an
issue is submitted and resolved at any step by the grievance procedure under the Civil
Service Rules and Regulations, It shall not be submitted for review and arbitration under
procedures sef forth in this Article.
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 interterence with the Employer's
business or affairs by said Unions and/or the members thereof, and there shail be no
bannering during the existence of this Agreement without first using alf possibie means of
peaceful settlement of any controversy which may arise.
222 No lockout, or refusal to aliow employees to perform avaiiable work, shall be instituted by
the Employer and/or its appointing authorities during the life of this Agreement.
�
�
�
32
a�� �� �
•
ARTICLE 23. TERMS OF AGREEMENT
23.1 Comolete Aqreement and Waiver of Barqaininq. This Agreement shall represent the
compiete Agreement between the Union and the Empfoyer. The parties acknowledge
that during the negotiations which resulted in this Agreement, each had the unlimited
right and opportunity to make requests and proposals with respect to any subject or
matter not removed by 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 the Union,
for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and
each agrees that the other shali not be obligated to bargain collectively with respect to
any subject or matter referred to or covered i� this Agreement.
232 Savinqs Clause. This Agreement is subject to the laws of the United States, the State of
Minnesota, and the City of Saint Paul. In the event any provision of this Agreement shall
hold to be contrary to law by a court of competent jurisdiction from whose final judgment
or decree no appeal has been taken within the time provided, such provision shall be
voided. All other provisions shall continue in full force and effect.
23.3 Terms of Aqreement. Except as herein provided, this Agreement shall be effective as of
July 1, 2008, and shall continue in fuli force and effect through the 30th day of June 2010,
and shall be automatically renewed from year to year thereafter unless either party shall
notify the other in writing at least siuty (60) days before the termination of this Agreement
that it desires to modify or terminate this Agreement. In witness thereof, the parties have
caused this Agreement to be executed as signed and dated below.
� 23.4 This constitutes a tentative Agreement between the parties which will be recomme�ded
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:
INDEPEN ENT SCHO L DISTRICT
NO. 625
Chair, Board Education
Manager
Relations
•
A�istant Manager
�(- l�l-o�
Date
INT TIONAL UNION OF OPERATING
E GINEE S CA 7
1
Business Manager, al No. 70
��� �
Busines�� entativ�. 70
�
� Preside Locai No. 70
�O`� � -
Recording Secretary, Local No. 70
� ��G .H�YlPt/fse,a�
Chief Steward, Local No. 7
Date
33
APPENDIX A: 2008-2010 WAGES
The houriy wage rates and salary ranges for classifications in this unit are effective as follows:
Title
Custodian-Engineer 5, BOE
Custodian-Engineer 4, BOE
Custodian-Engineer 3, BOE
Custodian-Engineer 2, BOE
Custodian-Engineer 1, BOE
��
Effective Probationary Base
Date Rate Rate
6/21/08 $22.86 $24.01
7/04/09
$23.43
$22.07
$22.62
$21.35
$21.88
$20.82
$21.34
$20.39
$20.90
$24.61
$2326
$23.84
$22.55
$23.11
$22.00
$22.55
$2126
$21.79
6/21 /08
7/04/09
6/21 /08
7/04/09
6/21/08
7/04/09
6/21 /08
7/04/09
Effective Probationary Base After After
Date Rate Rate 1 year 2 years
Facility Services Worker 6/21/08 $13.04 $13.68 $14.87 $15.80
7/04/09 $13.36 $14.03 $15.24 $16.19
Effective Probationary Base
Date Rate Rate
Custodian` 6/21/08 $17.87 $19.23
7/04/09 $18.13 $19.71
Efiective ARer After After
Date Entry 6 Months 1 Year 18 Months
Trainee
(Custodian-Engineer) 6/21/O8 $10.93 $12.67 $14.41 $16.13
7/04/09 $11.20 $12.99 $14.77 $16.54
Personnel hired for employment with the District after the date of the signing of this Agreement, to
a ctass of positions listed in Appendix A above, shall be compensated at the °Probationary Rate"
houriy wage rate during their probationary period. After compietion of the probationary period,
the employee shail 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 empioyee must complete a promotional probation
period.
Temporary employees shall be paid the minimum rate indicated in this Appendix for the
ciass'rfication in which they are employed.
`Abolished except as to present incumbents.
�
�
C �
���� �
• APPENDIX B: EQUALIZATION OF OVERTIME FOR CUSTODIAL SERVICE
The purpose of this Appendix is to state clearly the intent of the parties regarding procedures
which will be used to call and/or assign employees in the unit for overtime work during the term 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, 2010.
Section 1 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 satisfactory job pertormance.
1.1 An employee who has specified physical restrictions which impair his/her ability to
pertorm 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 Buiidinq
Employees assigned to a particular building will have the first opportunity to work overtime in that
building. Persons who are interested in working overtime in the building will be required to sign in
advance. The employees will be placed on a list in order of District seniority. When a need for
� overtime arises, the quaiified most senior employee on the list will be called first unless the
employee has already worked overtime in that fiscal year. If the qualified most senior employee
has already worked overtime in that fiscal year, the next qualified employee on the list will be
called until all employees in the 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 is newly assigned to a building, his/her overtime eligibility history for
that location will be determined by assig�ing to him/her the average of overtime hours
credited to date for all affected employees in that location (average of hours worked
and/or refused).
2.2 The overtime history of each employee will be carried over from year to year in each
building for that building.
Section 3 District Overtime
When there is District overtime work to be done on a planned basis (i.e., it is of a non-emergency
nature), regular employees assigned as relief staff will have the first opportunity to work the
overtime. Qualified relief staff members 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 empioyee who is asked to work overtime refuses the work, he/she will be
considered as having worked that overtime assignment. If there are not sufficient qualified relief
staff employees available, qualified employees listed as available for emergency call out will be
called by the same procedure.
•
35
APPENDIX B: EQUALIZATION OF OVERTIME FOR CUSTODIAL SERVICE (continued) •
Effective July 1, 1998, the assigned relief staff will no longer have first opportunity to work District
overtime. In September of each year Facility Operations wili aliow people interested in working
District overtime to sign up to be called. The most senior employees in one of three groups, 1)
Facility Services Worker/Custodian, 2) Engineer, or 3) Supervisor (Engineer 3-5), will be called
for overtime needed in the group based on seniority order, unless employee has already worked
overtime in that fiscal year. When a qualified employee who is asked to work overtime refuses
the work, he/she will be considered as having worked that overtime assignment. If there are not
sufficient qualified relief staff employees availabte, quai'rfied 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 ove[time become
necessary, employees who have voluntarily worked overtime wili be credited with the hours they
have previously worked.
Section 5 Emerqencv Call Outs
This equalization of overtime does not apply to emergency cail outs requesting that overtime be
worked. A qualified employee who is wiiling to accept emergency overtime assignment
immediately upon not'rfication may ask to be listed as availabie. The District will 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 call out, wiil do so as equitably as �
circumstances permit.
5.1 The District wiii 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 Iocation 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 levei of the Superintendent of Schools, or his/her designee.
.
36
� ��'! �
� APPENDIX C
MEMORANDUM OF UNDERSTANDING
REGARDING TRAINING FOR
INTERNATIONAL UNION OF OPERATING ENGINEERS, LOCAL NO. 70
This Memorandum of Understanding is by and betwee� the Board of Education of Independent
School District No. 625, Saint Paul Public Schools, and International Union of Operating
Engineers, Local No. 70, exciusive representative for custodiai service employees in the Saint
Paul Public Schools. The purpose of this Memorandum is to establish a clear understanding of
intent of the parties regarding conditions governing a premium pay rate for advanced training for
certain ciassiSications of employees in this bargaining unit.
Statement of Intent and Purpose
It is the intention of the Employer, during the term of this 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 management skills of these
employees, particularly with respect to fulfilling the responsibilities of these particular titles.
� It is the desire and intent of the Employer that all employees who occupy these titles, both
currently assigned a�d 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:
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 the prescribed training course,
and have deiivered to the Office of Plant Planning and Maintenance evidence of such satisfactory
completion.
The premium pay shall become effective with the first full pay period after completion of the
training, but shall not be paid until the evidence of satisfactory compietion has bee� received by
the Employer. In no case shall the premium be effective retroactively for more than a three (3)-
month period.
�
37
MEMORANDUM OF UNDERSTANDING (continued)
Premium Formula
Effective June 29, 2002:
Title
Custodian-Engineer 5, Board of Education
Custodian-Engineer 4, 8oard of Education
Custodian-Engineer 3, Board of Education
Custodian-Engineer 2, Board of Educatio�
Emplovee Newlv Ao�ointed to Tftle
An employee newly appointed to one of these titles after the adoption of this Agreement will be
granted premium payment as follows:
If the training course for a newly appointed engineer is less than six (6) months in
length, the engineer wili receive the fuli premium effective with the first fuil pay period
after satisfactory compietion of the course.
If the training course is more than six (6) months in length„ the engineer in training
wiff be eligible for fifty percent (50%) premium payment effecfive with first full pay
period after satisfactory completion of one-half (1/2) of the training program.
Should the employee fail to satisfactorily complete the training within the time periods established
for the course, the partiai premium payment will be discontinued and no premium will be paid until
such time as the satisfactory compietion has been accompiished.
Evidence of satisfactory completion shail have been delivered by the employee to the Office of
Plant Planning and Maintenance beiore the partial or fuil premium can be paid, and retroactive
adjustment shali not exceed three (3) months.
Premium above Stated Rate
90� per hour
60�C per hour
30� per hour
20� per hour
�'
�:
This Memorandum of Understanding sha�l be effective as of July 1, 2008, and shall expire on
June 30, 2010.
NO. 625
DISTRICT
UNION OF OPERATING
Chair,
Business
No. 70
Manager
Manager
Relations
�-t`l�b�t
Date
Busines� enta' , Local No. 70
c
Presidefrt� o. 7p
�'/ O� YUi�.�.r/�/G!�/G/
Recording Secretary, Locaf No. 70
,T���.�,�
Chief Sfeward, Local No. 0
Date
�
�"
a-i-+���
•
A
Adoption Leave ......................................... 2�
8
Bidding .......................................................1 "e
Bidding for Location ...................................1 E
Bereavement Leave .................................. 2C
C
Call-In Pay .................................................17
Court Duty .................................................23
D
Discipline ......................................:............ 30
Dues............................................................ 7
INDEX
P
Premium Pay .............................................17
Premium Pay for Shift Differential .............17
Q
Quarantine ................................................. 22
R
Recall From Workforce Reductions...........11
Retirement 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
Stri ke .......................................................... 33
u
�
�
E
Equalization of Overtime .....................18, 36
F
FairShare .................................................... 7
Family Medical Leave ................................22
Flexible Spending Account ........................25
G
Grievance Procedure ................................31
H
Heaith insurance .......................................24
Ho I i d ays .....................................................16
Hours.........................................................17
L
Leave of Absence ...................................... 20
Life Insurance ............................................25
Lockouts.................................................... 32
Longevity Pay ............................................18
Long-Term Disability .................................25
M
Maternity/Parental Leave ..........................22
Mileage...................................................... 28
Military Leave Of Absence ........................23
N
Nondiscrim ination ...................................... 33
O
Overtime ....................................................18
39
Y�
Temporary Employment .............................. 8
Temporary Employment Casual Service.....8
Temporary Employment Extended Service.9
Temporary Employment Short-Term...........8
Training ...................................................... 37
U
Uniforms ....................................................19
Union Membership ......................................7
Union Rights ................................................6
Union Stewards ...........................................6
V
Vacation.....................................................15
W
Wages ........................................................ 34
Work Interference ......................................33
Work Schedule ..............°---°-....................17
Working Out of Classification ....................18
+INDEPENDENT SCHOOL DISTRICT NO. 625
BOARD OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
DATE: May 20, 2008
��-���
TOPIC: Approvaf of Empioyment Agreement between Independent School Districi
No.625 and Professional Employees Association Representing Non-
Supervisory Professional Employees
A PERTINENT FACTS:
1. New Agreement is for a two-year period from January 1, 2008, through December 31, 2009.
2. Contract changes are as follows:
Insurance: Effective January 1, 2008, the district monthly contribution of $49p for single
coverage is increased to $51p; the district monthly contrihution of $900 for family coverage is
increased to $990. Effective January 1, 2009, the district contribution for single health
coverage is increased to $536; family health coverage is increased to $1,065. Effective
January 1, 2008, the mauimum district contribution for single dental insurance is $40.
Deferred Comoensation: Effective June 1, 2008, the DistricYs contribution to a deferred
compensation match wili increase to a maximum of $1,000 per year for employees hired after
January 1, 1996. The three year eligibility and lifetime ma�cimum are eliminated.
Quarantine/Catastroohic Disaster Leave: Employees quarantined by a health officer as a
result of contagious disease conditions or for a catastrophic disaster that occurs in their
school/community which causes closure of the school district or employee's worksite shall
receive payment for time lost for a period not to exceed ten days.
Correction of Comoensation Errors: New language added for the correction of compensation
errors up to a maximum retroactive period of two years.
Labor Manaaement Committee: A labor management committee to discuss issues and
concerns wiff be established.
3. The District has 61 FTE's in this bargaining unit.
4. The new total package costs for the agreement are estimated as follows:
• in the 2007-08 budget year: $ 134,182
. in the 2008-09 budget year: $ 242,238
• in the 2009-10 budget year $ 108,056
5. Tfiis contract maintains the DistricYs fiscaf sVuctural bafance.
6. This contract supports the DistricYs target area goal of aligning resource allocation to District
priorities.
Employment Agreement
Professional Employees' Association
May 20, 2008
Page Two
7. This request is submitted by Wayne Arndt, Negotiations/Employee Relations Manager;
Teresa Rogers, Executive Director of Human ResourceslEmployee Relations; and Lois
Rockney, Chief Business Officer.
B. RECOMMENDATION:
That the Board of Education of Independent School District No. 625 approve and adopt the
Agreement conceming the terms and conditions of employment for Professional Employees
Association in this school district; duration of said Agreement is for the period of January 1, 2008,
through December 3i, 2009; and that the Board of Education of Independent School District No.
625 adopt a resolution that this contract maintains the DistricYs fiscal structural balance.
by-�r��
�
2008 - 2009
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
SAtNT PAUL PUBLtC SCHOOLS
INDEPENDENT SCHOOL DISTRICT NQ. 625
� :J
AND
PROFESSIONAL EMPLOYEES
ASSOCIATfON, fNC.
January 1, 2008 through December 31, 2009
Saint Paul
PIIBLIG SCHOOLS
u
�
Saint Paul
Pue��c ScHOa�s
Board of Education
Kazoua Kong-Thao
Elona Street-Stewart
Tom Conlon
Tom Goldstein
John Brodrick
Anne Carroll
Keith Hardy
Chair
Vice-Chair
Clerk
Treasurer
Director
Director
Director
•
�
2
SAINT PAUL PUBLIC SCHOOLS
Independent School District No. 625
a�-�f�i'I
•
�
TABLE OF CONTENTS
ARTICLE TITLE
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
Article
ARicle
Article
Article
Article
ARicle
Article
Article
Article
Article
Article
ARicle
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
23.
24.
PAGE
Pream ble ................................................................................................................ 4
Recognition ............................................................................................................ 5
Management ............................................................................................... 5
Maintenance ofi Standards ..................................................................................... 5
Check and Service Fee .................................................................................... 6
Hours of Work and Overtime ................................................................................. 6
P ro bati o n ................................................................................................................ 7
Seniority ................................................................................................................. 8
Working Out of Classification ................................................................................ 8
Wages .................................................................................................................... 9
Professional ............................................................................................. 10
Holidays ............................................................................................................... 10
Vacation............................................................................................................... 11
Compensatory Leaves of Absence ...................................................................... 11
Parental/Maternity Leave ..................................................................................... 13
Employee Benefits ............................................................................................... 14
Severance ..................................................................................................... 18
Legal Services ..................................................................................................... 19
D isc i p I i n e .............................................................................................................. 19
Grievance Procedure ........................................................................................... 20
Non-Discri m in ation ............................................................................................... 22
WorkStoppage .................................................................................................... 22
Mileage ................................................................................................................ 22
Saving Clause ...................................................................................................... 22
Duration and Effective Date ................................................................................. 23
Appendix A: Titles and Salary .......................................................................... 24
Appendix B: Titles and Grades ........................................................................ 28
Appendix C: Standard Ranges ......................................................................... 30
ADDITIONAL INFORMATION
(Not Part of Negotiated Agreement)
�
Labor Management Cooperation .........................................................................
Index..................................................................................................
KYa
.............. 33
3
PREAMBLE
This Agreement is entered into between Independent School District No. 625, hereinafter referred
to as the "Employe�' and the City of Saint Paul Professional Employees Association, Inc., hereinafter
referred to as the "Association," for the purpose of fostering and promoting harmonious relations between
the Employer and the Association in order that a high levei 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 ot both the Employer and the Association of their respective rights and
responsibilities.
The provisions of this Agreement shall 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.
�
�
7
4
b! � �'`�'�
i
ARTICLE 1. RECOGNITION
1.1 The Employer 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 following:
All classified and unclassified professional 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 employees.
�
1.2 The rights and benefits of provisional employees shall be governed by the Civil Service Rules
unless such rights and benefits are specifically amended as to provisional empfoyees 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 all steps required under the Public
Employment Relations Act to accomplish said objective.
ARTICLE 2. MANAGEMENT RIGHTS
2.1 The Association recognizes the right of the Employer to operate and manage its affairs in all
respects in accordance with applicable laws and regulations of appropriate authorities. The rights
and authority which the Empioyer 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 Employer, its overall budget, utilization of technology, and organizational structure
and selection and direction and number of personnel.
ARTICLE 3. MAINTENANCE OF STANDARDS
3.t The parties agree that all conditions ot employment relating to wages, hours of work, vacations,
and all other general working conditions except as modified by this Agreement shall be
maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of
the City of Saint Paul (Resolution No.3250), and the Saint Paul Salary Plan and Rates of
Compensation at the time of the signing of this Agreement, and the conditions of empioyment
shall be improved wherever specific provisions for improvement are made elsewhere in this
Agreement.
�
ARTICLE 4. CHECK OFF AND SERVICE FEE
4.1 The Employer agrees to deduct the Association membership initiation fee assessments and once
each month dues from the pay pf those employees who ind'mdually request in writing that such
deductions be made. The amounts to be deducted shall be certified to the Employer by a
representative of the Association and the aggregate deductions of all employees shall be remitted
together with an itemized statement to the representative by the first of the succeeding month
after such deductions are made or as soon thereafter as is possible.
4.2
4.3
Any present or future employee who is not an Association member shall be required to contribute
a fair share fee for services rendered by the 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 shall the fair share fee exceed eighty-five (85) percent of the
membership dues. It is also understood that in the event the Employer shall make an improper
fair share deduction from the earnings of an employee, the Association shall be obligated to make
the Employer whole to the exfent that the Employer shall be required to reimburse such employee
for any amount improperly withheld. This provision shali remain operative only so long as
specifically provided by Minnesota law, and as otherwise legal.
The Association agrees to indemnify and hold the Employer harmless against any and all claims,
suits, orders or judgments brought or issued against the Employer as a result of any action taken
or not taken by the Employer under the provisions of this Article.
4.4 The Association agrees that a service fee of fifty cents (50¢) per member, per month shall be
deducted by the Employer from the amount withheld for dues or fair share prior to remittance of
dues or fair share to the Association.
ARTICLE 5. HOURS OF WORK AND OVERTIME
5.1
52
5.3
The normal hours of work for the empioyee shall be a minimum of seven and three-fourths (7 3/4)
hours in any twenty-four (24) hour period and thirty-eight and three-fourths (38 3/4) hours in a
seven (�-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.
Employees who work more than seven and three-fourths (7 3/4) hours in any twenty-four (24)-
hour period or more than thirty-eight and three-fourths (38 3/4) hours in any seven (7)-day period
shall not receive pay for such additional work except as in 5.4 below.
It is understood by the parties that Section 28H - Overtime Compensation of Resolution No. 3250
shall not appiy to this unit.
5.4 In unusual circumstances a departme�t 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 (�-day period compensatory time or pay on a
straight time basis for the extra hours worked. The method of this compensation shali be
determined solely by the Employer.
• I
�
.
IY�����
V
u
6.1 7he probationary period shall 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 Employees unit. In the case of a one (1)-year probation, the employee's progress
report shalf be submitted to the Human Resources Director at the end of the fourth (4th) and
eighth (8th) month of employment.
ARTICLE 6. PROBATION
Unless the head of the department where the employee is empioyed at the end of hisfner
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 certified as
unsatisfactory by the head of the department in which the employee is employed, the employment
of such probationer shall terminate at the end of the probationary period. If the probationer is
entitled to veteran's preference in accordance with the Veterans' Preference Act of the State of
Minnesota, he/she shall be entitled to a hearing as required by said Act and in accordance with
Section 16 of Civil Service Rules.
6.2 Time served on probation, whether continuous or not, shall be charged to the period of probation.
6.3 If any probationer on fair test shali be found incompetent or unqualified 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 shall be entitled to a hearing as
required by said Act and in accordance with Section 16 of the Civil Service Rules.
6.4 If a promotional or a transferee probationer is found unsatisfactory because he/she is incompete�t
or u�qualified to pertorm the duties of the certified or transferred position, the probationer shall be
reinstated to his/her former position or to a position to which the employee might have been
transferred prior to such promotion; except that if the probationer is entitled to veterans'
preference in accordance with the Veterans' Preference 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
ARTICLE 7. SE[VIORITY
7.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The length of
continuous, regular, and probationary service with the Employer from The date an employee was
first cert'rfied and appointed to a class title covered by this Agreement, it being further understood
that seniority is confined to the current class assignment heid by an empioyee. In cases where
two or more empfoyees are appointed to the same class title on the same date, the seniority shall
be determined by the employee's rank on the eligible list from which certification was made.
72 Seniority shail terminate when an employee retires, resigns or is discharged.
7.3 In the event it is determined by the Employer that it is necessary to reduce the workforce,
employees will be laid off by class title within each department based on inverse length of seniority
as defined above.
7.4
7.5
7.6
In cases where there are promotional series, such as Accountant I, II, III, etc., when the number of
employees in the higher titles 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 title in any department.
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 wiil pick up their former seniosity date in
any class of positions that the employee previously held.
To the e�ctent possible, 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-ctass assignment for
a prolonged period of time. Any employee working an out-of-class assignment for a period in
excess of fifteen (15) consecutive working days shall receive the rate of pay for the out-of-class
assignment in a higher classification not later than the sixteenth (16th) day of such assignment.
For purposes of this Article, an out-of-class assignment is defined as an assignment of an
employee to perform, on a full-time basis, all of the sign'rficant 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 ouf-of-class
assignment shall be the same rate the empioyee would receive if such employee received a
regular appointment to the higher class'rfication.
�
�
�
b�'�"1�
ARTICLE 9. WAGES
•
9.1 The wage schedule for the purpose of this contract shall be Appendices A and C.
9.2 Salarv Step Eliaibilitv. Employees must meet the following conditions in order to be eligible for
salary step adva�cement.
92.1 An employee must have received an overall rating of "satisfactor�' on his/her most recent
pertormance evaivation to receive any saVary siep 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 empioyee who meets the efigibility requirements in 9.2 of ihis 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 9.2 of this Section and who has
completed tifteen (15) or more calendar years of service in the District will advance one
(i) 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 9.2 of this Section and who has
completed twenty (20) 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 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 will advance to
Step 12 (twenty-year step) effective December 27, 2003.
9.3.4 Years of classified service in the District and the City of St. Paul will be recognized in step
placement and step advancement.
9.4 Correction of Comoensation Errors. Employees should routinely review their bi-weekly pay check
and immediately document any errors or inquiries by contacting the District's payroll department.
Failure to notify the payroll department in a timely manner, or failure to routinely review the
accuracy of his/her bi-weekly compensation may result in lost compensation.
9.4.1 District AuthoriN. When underpayment errors are identified, the District will review the
nature of the error and shall reimburse the employee in full up to a maximum retroactive
period of two years. In the case of an overpayment, the District has the authority to deduct
trom the employee's check up to the full amount owed for a maximum retroactive period
of two-years.
9.42 Procedure for Addressina Siqnificant Overoavment Errors. in the case of a significant
overpayment, deductions from bi-weekiy compensation shall be based on a repayment
schedule established by the District. The District, at its discretion, may limit the amount of
repayment to less than the two-year retroactive period described above. The reduction of
a reimbursement period will be based on the nature of the error and whether the
employee took reasonable preventative action by routinely reviewing the accuracy of
his/her biweekly compensation.
�
0
ARTICLE 10. PROFESSIONAL GROWTH
SECTION 1. The parties recognize that professional growth is an inherent continuing obligation of
professional employees. To that end, professional empioyees shall avail themselves of opportunities for
improving their skills. 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 professional employees and encouraged by the Board
of Education.
SECTION 2. For fiscal year 2002 and thereafter, an amount of $500 per fiscal year shall be provided
for each employee for an employee's professional growth. These funds may be appiied to pay the costs
for attendance at national or regional conventions, workshops, clinics or other professional meetings, and
memberships in professional organizations approved by the employee's immediate supervisor. Meetings
that have negotiations as a principle topic shall not be deemed appropriate for purposes of this Article.
"Costs for attendance" shall mean registration 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 allowance will be added to the
allowance available in the following fiscai year. The maximum individual ailowance available in any fiscal
year, including carryover, cannot exceed $1,000.
SECTION 4. This professional grow[h allowance is intended to replace tuition reimbursement
previously provided for in the Saint Paul Salary Pian and Rates of Compensation. it is not intended to
supplant nor limit depaRmental professional development opportunities. Attendance of employees at
other professional meetings without the use of these funds and without loss of pay may be granted subject
to the approval of the employee's immediate supervisor.
ARTICLE 11. HOLIDAYS
11.1
112
11.3
Holidavs Recoqnized and Observed. The following days shall be recognized and observed as
paid holidays:
New Year's Day Labor Day
Martin Luther King Jr. Day Thanksgiving Day
Presidents' Day Day After Thanksgiving
Memorial Day Christmas Day
Independence Day
Eligible employees shall receive pay for each of the holidays listed above on which they perform
no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday
shail be observed as the holiday. W henever any of the holidays listed above shall fall on Sunday,
the succeeding Monday shall be observed'as the holiday.
EliqibiliN Requirements. To be eligible for holiday pay, employees must be active on the payroll
the day of the holiday. Ten-month employees shall receive holidays that fall within their work year,
provided they meet the eligibility requirements of this section.
If Martin Luther King Jr. Day or Presidents' Day falls on a day when school is in session, tfie
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 empioyee and the
supervisor.
��
•
r
LJ
10
v�-���
•
�
�
12.1 In each calendar year, each full-time employee shall be granted vacation according to the
foflowing schedufe:
ARTICLE 12. VACATION
Hours of
Vacation Earned
Per Hour on
Pavroll
12.2
Years of Service
First year through 4th year
After the 4th year through 10th year
After 11 years and thereafter
.0769
.0962
.1154
Annual Annual
Hours Days
Earned Earned
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 employee may carryover into the following year up to one hundred and sixty (160) hours of
vacation.
12.3 Upon separation of service, if employee has provided ten (10) calendar day notice to the
Employer, any unused, accrued vacation shail be paid at the employse's current rate of pay. If an
employee has been granted more vacation than the employee has earned up to the time of
separation from service, the employee shall reimburse the District for such unearned vacation at
the employee's curcent 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. Employees who retire with unused vacation and who
are eligible for severance pay will receive pay for unused vacation in the form ofi 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 employee has an accumulation of sick leave credits in excess of
one hundred and eighty (180) days, he/she may convert any part of such excess to vacation at the
rate of one-half (1/2) days vacation for each day of sick leave credit. No employee may convert
more than ten (10) days of sick leave in each calendar year under this provision.
ARTICLE 13. COMPENSATQRY LEAVES QF ABSENCE
13.1 Sick Leave. Sick leave shall accumulate at the rate ot .0576 of a working hour for each tull hour
on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick
Ieave, the employee must report to his/her supervisor no later than one- hour past his/her regular
scheduled starting time. Tfie granting of sick leave sha11 be sub}ect to the terms and provisions of
this Agreement. A"day for this purpose shail be equivalent to the regularly assigned work day of
the employee and such leave shall be deducted from accumulated sick leave. Any employee who
has accumuiated 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 allowab�e uses:
13.1.1 Personal Illness: Employees may use accumulated sick leave for hours ofit 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.
11
ARTICLE 13. COMPENSATORY LEAVES OF ABSENCE {continued)
i3.i2 Familv tiiness: 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 iltness of his/her spouse, parent, or member of household. These hours
when used are deducted from sick leave.
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 illness. This
feave shali only be granted pursuant to Minn. Statute §181.94i3 and shall remain
availabie as provided in Statute.
13.1.4 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, parerrt-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 reiatives. Other close
relatives shafl mean uncfe, aunt, nephew, niece, brother-in-taw and sister-in-law.
13.1.5 Travel Extension: If an employee is required to travel beyond a iwo-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 ver'rfication of the funeral location outside of Saint Paul.
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
newly-adopted chiid or for a father with a newbom child. Use of these thirty (30) days
does 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
adoption the thirty (30) days of sick leave may be used for adoption processes or up to six
(6) weeks foliowing the adoption. Upon compietion of the adoption process additionai
sick leave may be allowed for the care of a sick child as required by Minn. Statue
§18.9413.
132 Court Duri Leave.
13.2.1 Court Cases. Any employee who is duly subpoenaed as a witness in any case in court
shali be entftled fo (eave with pay for that purpose provided that the employee 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 Districl In cases where the Board is a party in the
litigation, the employee shall be entitied to pay while attending as a witness at the request
of the Board or as a co-defendant in the case.
1322 Required 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 travel allowance, for such jury service. The employee
may seek to be excused from jury duty.
C �
i
�
iP�
��/���
•
�
C�
ARTICLE 13. COMPENSATORY LEAVES OF ABSENCE (continued)
13.3 Militarv Leave. Any employee who shall be a member of the National Guard, the Naval Militia or
any other component of the miiitia of the state, now or hereafter organized or constituted under
state or federal law, or who shall be a member of the Officers Reserve Corps, the Enlisted
Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of
the military or naval force of the United States, now or hereafter organized or constituted under
federal law, shall be entitled to leave of absence from employment without loss of pay, seniority
status, efficiency rating, vacation, sick leave or other benefits for all the time when such employee
is engaged with such organization or component in training or active service ordered or authorized
by proper authority pursuant to law, whether for state or federal purposes, provided that such
leave shall noi 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 shaii not be
allowed unless the employee: (1) returns to his/her position immediately 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 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. Quarantine/Catastrophic Disaster Leave. Empioyees will be provided up to a maximum of ten
(10) days paid Ieave of absence for quarantine by a health officer due to a contagious disease.
The same will be provided for a catastrophic disaster that occurs at the employee's school and/or
community which causes the closure of the school district or the empfoyee's worksite.
13.5 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.
13.6 The granting of sick leave is subject to additional provisions as provided in Civil Service Rules.
ARTICLE 14. PARENTAL/MATERNITY LEAVE
14.1 Maternity is defined as the physical state of pregnancy of an employee, commencing eight (8)
months before the estimated date of childbirth, as determined by a physician, and ending six (6)
months 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 shall be granted to empfoyees 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 employees such
health and life insurance benefits as are provided by Employer at the time of execution of this
Agreement.
12 Eliaibilitv Waitinq Period. One (1) full month of continuous regu(arly appointed service in
Independent School District No. 625 will be required before an eligible empioyee can receive the
District contribution to premium cost for health and life insurance provided herein.
1.3 Full-Time SYatus. For the purpose ot this Article, full-time employment is defined as appearing on
the payroll at least thirty-two (32) hours per week or at least sixty-four (64) hours per pay period,
excluding overtime hours.
1.4 Half-Time Status. For the purpose of this Article, half-time employment is defined as appearing
on the payro(I af feast iwenty (20} hours buf less than ffiiriy-two (3z) hours per week or at leasf
forry (40) hours but less than sixty-four (64) hours per pay period, excluding overtime hours.
1.5 Emolover Contribution Amount: Fuli-Time Emolovees. 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 $510 per
month, whichever is less. For each eiigible fuii-time employee who selects family coverage, the
Employer will contribute the cost of such family coverage or $990 per month, whichever is less.
•
1.5.1 Effective January 1, 2009, for each eligible empioyee covered by this Agreement who is
empioyed fuil time and who selects employee insurance coverage, the Employer agrees �
to contribute the cost of such coverage or $536 per month, whichever is less. For each
eligibie fuli-time employee who selects family coverage, the Employer will contribute the
cost of such family coverage or $1,065 per month, whichever is less.
1.6 Emplover Contribution Amount: Half-Time Emplovees. For each eligible employee covered by
this Agreement who is emptoyed half time, the Employer agrees to contribute fifty percent (50%)
of the amount contributed for full-time employees for the insurance coverages in 1,5, 1.7, 1.8 and
].9 of this Article.
17 Emoiover Contribution Amount: Active 10-Month Emplovees. The District agrees to continue
contributions for benefits during months that 10-month employees are not actively at work.
1.8 Emolover Contribution Amounf: Married Coupfes. Empfoyees who are married to anofher Disfrict
employee and who are covered under their spouse's health plan may waive the single or family
contribution to health insurance and receive up to $200 per month toward their spouse's family
premium. The combination of District contributions cannot exceed the full cost of family coverage
and cannot be applied in cases where the spouse is receiving health insurance through the
DistricYs cafeteria benefits plan.
1.9 Life Insurance. Effective January 1, 1996: The District agrees to provide term life insurance in
the amount of $50,000 for each eligible employee. This amount of life insurance shall be reduced
to $5,000 upon early retirement and shalt continue until the early retiree reaches age sixry-five
(65), at which time the Empioyer paid life insurance shall be terminated.
�
14
D9-�''��
ARTICLE 15. EMPLOYEE BENEFITS, Section 1. (continued)
•
1.i0 Dental Insurance. The Employer will contribute for each eligible empfoyee covered by this
Agreement who is employed full-time toward participation in a dental care plan offered by the
Employer up to $40 per month for employee coverage. Employees who enroll in family dental
coverage may pay the difference between the cost of family coverage and the district's $40
monthly contribution to single coverage.
1.11 Lona-Term Disabilitv Insurance. Effective January 1, 2003, the Employer will provide long-term
disabifity coverage for each eligible employee.
1.12 Flexible Soendina 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 regulatio�s and lRS requirements for such accounts.
1.13 7he contributions indicated in this Article 15 shall be paid to the Employer's group health and
welfare plan.
1.14 Any cosi ot any premium for any Employer-offered employee or family insurance coverage in
excess of the dollar amounts stated in this Article 15 shall be paid by the employee through payroll
deduction.
SECTION 2. RETIREMENT HEALTH INSURANCE AND TRANSITIONAL BENEFIT
Subd. 1 Benefit Elipibilitv for Emplovees who Retire Before Aqe 65
� 1.1 Emplovees hired into District service before Januarv 1. 1996, must have completed the following
service eligibility requirements with Independent School District No. 625 prior to retirement in
order to be eligible for any payment of any insurance premium contribution by the District after
retirement:
A. Be receiving pension benefits from PERA, St. Paul Teachers Retirement Association or
other public employee retiree program at the time of retirement and have severed the
employment relationship with {ndependent 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. The combination of their age and their years of service must equal eighty-five (85) or more,
or;
D. Must have completed at least thirty (30) years of service, or;
E. Must have completed at Ieast twenty (20) consecutive years of service within Independent
School District No. 625 immediately preceding retirement.
Years of regular service with the City of Saint Paul will continue to be counted toward meeting the
service requirement of this Subdivision 1.1 B, C or D, but not for 1.1 E.
1.2 Empiovees hired into District service after Januarv 1, 1996, must have completed iwenty (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.
C�
15
ARTICLE 15. EMPLOYEE BENEFITS, Section 2_ (continued)
1.3 E(iaibilifv reauiremenfs for aft 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 Na.625
employee and eligible for and is enrolied in the Independent School District No. 625 health
insurance program, or in any otfier Empfoyervpaid hea(th 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 District procedures prior to the date of
refirement in order to be eligible for any benefits provided in this Section.
D. Employees terminated for cause will not be eligible for employer contributions toward
insurance premiums for pre-age 65 or post-age 65 coverage. At the Employer's discretion,
the Employer may consider an employee's voluntary resignation in lieu of termination. The
termination of an empioyee, if contested, must be upheld by a neutral third party.
Subd. 2 Emplover Contribution Levels for Empiovees Retirinq Before Aae 65
2.1 Health Insurance Employer Contribution.
Employees who meet the requirements in Subd. t.i ar Subd. 1.2 of this Article will receive a
District contribution toward heaith insurance until the empioyee reaches sixty-five (65) years of
age as defined in this subdivision.
�
2.1.1 The District contribution toward health insurance premiums wili equal the same dollar
amount the District contributed for singie or family coverage ro the carrier in the �
employee's last month of active employment.
2.12 In the event the District changes health insurance carriers, it will have no impact on the
District contribution for such coverage.
2.1.3 Any employee who is receiving family coverage premium contribution at date of
retirement and later changes to singie 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 life insurance wili be provided, or premium contributions paid, for any retiree age sixty-five (65)
or over.
Subd. 3 Benefit Eliqibiliiv for Emolovees After Aae 65
3.1 Emplovees hired into fhe Districf before Januarv 1. 1996, who refired before age 65 and are
receiving benefits per Subd. 2 above are eligible, upon reaching age 65, for empioyer premium
contributions for health insurance described in Subd. 4 of this Article.
32 Emplovees hired into the District before Januarv 1. 1996. who retire at age 65 or older must have
compieted the service efigibifity requiremenfs in Subd. 1 above fo receive District contributions
toward post-age-65 health insurance premiums.
��
16
•
�
ART{CLE 15. EMPLOYEE SENEFITS, Section 2. (continued)
3.3 Emolovees hired on or after January 1. 1996, shall not have or acquire in any way any eligibility for
Employer-paid health insurance premium contribution for coverage in retirement at age sixty-five
(65) and over in Subd. 4. Employees hired on or after January 1, 1996, shall be eligibie for onfy
earlv retirement insurance premium contributions as provided in Subd. 2 and Deferred
Compensation match in Subd. 5.
3.4 Years of certified civil service time with the City of Saint Paul earned prior to January 1, 1996, will
continue to be counted toward meeting the DistricYs service requirement of this Subd. 3. Civil
service time worked with City of Saint Paul after January 1, 1996, will be considered a break in
District empioyment.
3.5 Employees terminated for cause will not be eligible for employer contributions toward insurance
premiums for pre-age 65 or post-age 65 coverage. At the Employer's discretion, the Employer
may consider an employee's voluntary resignation in lieu of termination. The termination of an
employee, if contested, must be upheld by a neutral third party.
Subd. 4 Emolover Contribution Leveis for Empiovees After Aqe 65
4.t Em lo ees hired into the District before Janua 1 t996 who retire on or after Janua 1 1998,
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 seiected by the District.
Premium contributions for such policy will not exceed:
Coveraae Twe
Medicare Eligible
Non-Medicare Eligble
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 directly and in
full by the retiree, or coverage will be discontinued.
•
Subd. 5. Emolovees hired after Januarv 1. 1996, after completion of three (3) full years of consecutive
active service in Independent School District No. 625, are eligible to participate in an employer matched
Minnesota Deferred Compensation Plan or District-approved 403(b) plan. Upon reaching eligibility, the
District wilf 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
eligi6le for up to one haff (50%) of the available District match. Approved non-compensatory leave shall
not be counted in reaching the three (3) fuil years of consecutive active service, and shall not be
considered a break in service. Time worked in the City of Saint Paul will not be counted toward this three
(3)-year requirement.
5.1 Effective May i, 2008, employees hired after January 1, 1996, are eligible to participate in an
employer matched Minnesota Deferred Compensation Plan or District approved 403(b) plan. The
District will match up to $1,000 per year of consecutive active service. Part-time employees
working half-time or more will be eligible for up to one half (50%) of the available District match.
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 aliowable annual contribution amount under IRS regulations. The employee must
initiate an appiication to participate through the DistricYs specified procedures.
i�]
ARTICLE 16. SEVERANCE PAY
Pursuant to appropriate Minnesota statutes, laws, 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 shatl be made within 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 Sheltering Severance Pay
and Vacation, hereinafter referred to as the "Severance Plan "
162 Eli ibili . To be eligible for the Severance Plan, an employee must meet the following
requirements:
162.1 The employee must be fifty-five (55) years of age or oider and must be eligibfe for pension
under provisions of the St. Paul Teachers Retirement Fund or the Public Employees
RetirementAssociation (PERA).
1622 The employee must be voluntarily separated from District employment 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
eligible for this severance pay program.
162.3 For the purpose of this Severance Plan, a death of an employee shall be considered as
separation of employment and, if the employee would have mei all of the requirements
set forth in this Section at the time of his or her death, contributions to the Severarice Plan
shail be made to the employee's estate.
C�
16.3 Severance Pav
T6.3.1 Eariv IVot'rfication Incentive. Emp(oyees who meet eligibility requirements of 162 of this ,
Articie and who complete, sign and submft a Resignation Notice form to the Director of
Human Resources three months prior to retirement wil! receive a District contribution .of
$2,500 to the Severance Plan.
16.32 Pav for Unused Sick Leave
16.3.2.1 If an employee notrfies the Human Resource Department three (3) months in
advance of the date of retirement and requests severance pay and if the
employee meets the eligibility requirements set forth in 162 above, he or she
will 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 will not exceed $17,500.
16.322 ff an employee not�es the Human Resource Department in (ess 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 Severance Plan in an amount equal to
$10U pay for each day of accrued, unused sick leave up to 150 days. In this
instance, the maximum amount of severance pay will not exceed $15,000.
16.32.3 If exigent circumstances exist, such as a sudden illness�njury of the employee
or immediate family member necessitating immediate retirement, and if the
employee meets the eligibility requiremenis set forth above, he or she will
receive a District contribution to the Severance Plan in an amount equai to
$125 pay for each day of accrued, unused sick Ieave up to 140 days.
�
18
Dy��Y�f�
•
C�
�
ARTICLE 16. SEVERANCE PAY (continued)
16.3.3 Maximum Severance Pav. 7he maximum amount of severance pay that any employee
may obtain through this Severance Plan, excluding pay for earned, unused vacation, is
�20,000.
16.4 Pav for Earned, Unused Vacation. Employees who meet the eligibility requirements of 16.2 of this
Article, who qualify for severance pay per 16.3 of this Article, and who retire with earned, unused
vacation shafl receive pay for such vacation. Payment Sor eamed, unused vacation shalf be made
to the Severance Plan. Nothing in this Article precludes an employee from receiving direct
compensation for earned, unused vacation if 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 willful or wanton neglect of duty, Employer shall
defend, save harmless and indemnify employee against any tort claim or demand, whether
groundless or otherv✓ise, arising out of alleged acts or omission occurring in the performance or
scope of employee's duties.
17.2 Notwithstanding (17.1), the Employer shall not be responsible for paying any legal service fee or
for providing any Iegal service arising from any legal action where the employee is the plaintiff.
ARTICLE 18. DISCIPLINE
18.1 The Employer will discipline employees for }ust cause only. Discipline will be in the form of:
18.2
18.3
18.1.1 W ritten reprimand;
18.1.2 Suspension;
18.1.3 Reduction;
18.1.4 Discharge.
Suspensions, reductions, and discharges will be in written form.
Employees and ihe Association will receive copies of written reprimands and notices of
suspension a�d discharge.
18.4 Employees may examine all information in their Employer personnel files that concerns work
evaluations, commendations and/or disciplinary actions. Files may be examined at reasonabie
times under the direet 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 wiil then schedule a meeting with the employee prior to making a final
determination of the proposed discipline. The employee shall have the opportunity to have union
representation present and be provided the opportunity to speak on 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
ARTICI.E 18. DISCIPLINE (continued)
�
18.6 An employee fo be questioned conceming an investigation of discipiinary action shall have the
right to request that an Association Representative be present.
18.7 A grievance relating to this Article shall be processed in accordance with the grievance procedure
of this Agreement in Article 19 and Minnesota Statute § 179A.20, Subd. 4. This provision is not
intended to abrogate rights of veterans pursuant to statute.
ARTICLE i9. GRIEVANCE PROCEDURE
19.i The Emp(oyer shall recognize stewards selected in accordance with Association rules and
regulations as the grievance representatives of the bargaining unit. The Association shall notify
the Empioyer in writing of the names of the stewards and of their successors when so named.
192 It is recognized and accepted by the Employer and the Association that the processing of
grievances as hereinafter provided is limited by the job duties and responsibilities of the
employees and shatl therefore be accompiished 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 employee have noti£ied and received ihe approval ot 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 shail be the sole and exclusive procedure for the
processing of grievances, which are defined as an alleged violation of the terms and conditions of �
this Agreement.
19.4 Grievances shall be resolved in conformance with the following procedure:
Steo y. Upon the occurrence of an alleged violation of this Agreement, the employee involved
with or without the steward shail attempt to resolve the matter on an informal basis with
the employee's supervisor. If the matter is not resolved to the employee's saGsfaction
by the informal discussion, it may be reduced to writing and referred to Step 2 by the
Association. The written grievance shall set forth the nature of the grievance, the facis
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
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 shall meet with the Association steward and attempt to resolve the
grievance. If, as a result of this meeting, the grievance remains unresolved, the
Empioyer shali reply in writing to the Association within five (5) workdays following this
meefing. The Association may refer the grievance in writing to Step 3 within ten (10)
workdays following receipt of the Employer's wrdten answer. Any grievance not
referred in writing by the Association within ten (10) workdays following receipt of the
Employer's answer shall be considered waived.
�
20
�����
•
ARTICLE 19. GRIEVANCE PROCEDURE (continued)
Steo 3. Within ten (10) workdays following receipt of a grievance referred from Step 2, a
designated Employer supervisor shaf{ meet witfi the Association's representative or his
designated representative, the Employee, and the Steward, and attempt to resolve the
grievance. Within ten (10) workdays following this meeting, the Employer shall reply in
wr'�ting to the Association stating the Employer's answer concerning the grievance. If,
as a result of the written response, the grievance remains unresolved, the Association
may refer the grievance to Step 4. Any grievance not referred in writing by the
Association to grievance mediation or Step 4 within ten (10) workdays following receipt
of the Employer's answer shall be considered waived. The Employer within ten (10)
working days of receipt of the request for review at Step 4 may refer the grievance to
grievance mediation or allow the grievance to proceed to Step 4.
Step 4. If the grievance remains unresolved after the Step 3 response a�d(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 shalf 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 shall then strike one (1) name. The process will be
repeated and the remaining person shall be the arbitrator.
�
CJ
19.5 The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the
provisions of this Agreement. The arbitrator shall consider and decide only the specific issue
submitted in writing by the Employer and the Association, and sha!! 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 oS law. The arbitrator's decision shall be
submitted in writing within thirry (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. 7he decision shall be
based solely on the arbitrator's interpretation or application of the express terms of this
Agreement and to the facts of the grievance presented. The decision of the arbitrator shall be
final and binding on the Employer, the Association, and the employees.
19.6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the
Employer and the Association, provided that each party shall be responsible for compensating its
own 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 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.
21
ARTICLE 20. NON-DISCRIMINATION
20.1
202
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 Association.
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- WORKSTOPPAGE
21.1 The Association and the Empioyer 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 possib{e means ot peacefui settlement of any controversy
which may arise. Empioyees engaging in same shall be liable for disciplinary action.
ARTIGLE 22. MILEAGE
SECTION 1. MILEAGE ALLOWANCE. Employees of the School District, under policy adopted
by the Board of Education, may be reimbursed for the use of their automobiles for school
business. The mileage allowance for eligible employees shall be estabiished by tfie Boasd of
Education. The mileage reimbursement rate shall be indexed periodicaliy to reflect the rate
established by the Intemal Revenue Service.
SECTION 2. REIMBURSEMENT PROCEDURES. An employee must keep a record of each
trip made. Reimbursement shali be for the actual mileage driven in the pertortnance of assigned
duties as verified by the appropriate school district administrator and in accordance with School
District Business Office palicies 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. All other provisions shali cor�tinue in fuli Eorce and
effect. The voided provision may be renegotiated at the written request of either party. All other
provisions of this Agreement shall continue in fuli force and effect.
�
�
�
22
�����
•
��
�
ARTIGLE 24. DURATION AND EFFECTIVE DATE
24.1 Except as herein provided, this Agreement shall be effective as of January 1, 2008, and shali
continue in full force and effect through December3l, 2009, and thereafter untii mod'rfied or
amended by mutual agreement of the parties. Either party desiring to amend or modify this
Agreement shall notify the other in writing so as to comply with the provisions of the Public
Employment Labor Relations Act of 1971, as amended.
242 This constitutes a tentative agreement between the parties which will be recommended by the
Negotiations/Em¢loyee 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
{ ilY
Chair, Board of ducation g—
P.E.A.
�
�
� � -- r
Relations Manager Negotiator, P. .A.
�{-1�i-0� L/-o/-��
Date Date
7
23
N
W
a �
�
a
N
�
Q �
�
W
J
H
H
�
m
y
a
X
�
z
W
a
a
° �
m �
� �
N *-
� �
� �
ai v
� �
K3 EfJ
N +-
O Q1
V �
N C9
� �
fPr lfJ
n �
� �
V �
K3 6i}
O 1q
rn rn
O �
W O
a �
ffl fR
� � N �
�nw och
con o�
�� ��
1�I� N O
r (D SD W
o� u� n o
co t� ai r
� � � 0
KJf9 fRVi
I� I� N O
�� ��
�m oco
�fJ fp Of O
�� ��
H3 f9 En E9
hN �a1
m� �rn�
�� �
4nVj fJ3�
�n m r �n
�N CON
O N N N
N C9 � (D
�� ��lJ
NJfA V3V3
n� �rn
roi cic
�� ��
c0 '- d' N
? +-- N M
�nm m�
� N m V
�� ��
fHEJ3 fHE9
[O .- 7 N
a� tp A Q�
r •- �n w
O N N M
c0 N t0 CO
K!<9 (ftK!
rn u� n r
�crn ° m�
� � � �
NJ 4fi UY W3
rno r�
7M �(7
OlN <D W
(Om mm
�lJ� ��
V)VJ fAH3
�� �
�rn
ui m
��
C9 �
� �
N I�
�ri �o
� �
K3 (f3
� �
r tp
�rn
V tn
N N
Ef} fA
V O
v�
'- N
��
R �
�rn
vr
O �
� �
d341
V� Vn mm nr �m R�i
r co c� v v_<o o c� �c rn v r
� � �s�s �� �� �� ��
n rn NN vo c� mm �r� �
N N �O �O V t�0 �N ��
� � I�OI ON Nch M� �4<O
E!-J fl3 6�4� �� �� �� 6�4�
rn m
n v c� o rn o c� co e'� r �n co
0 o c'�om v� rno vco mf
V'�P �t0 o�Of 01� 'N NV
� � fff � � fPr V3Efl VJ tR �3 [?
c0 O
a i� � y 10 LO OD N tO � N f�
O 01
� NN �t O� 7�
a v nia mr rco rno o�
v} En v v v v v v a�n �n �n
v� v�r Fn» v3 v} e� �st rss �ss
� � q
� N tD r [D (D OJ 1� � ��y � O
O 4 ? � W 00I V t0 t0� MN
pj p) K(7 001 NN (OI: ti O�
�� N �� � t0 t0 I� O. OJ O�
�� �� �� �� � ��
O
00 tq N O_
N O N� — i�r � T� NN � (9t�0
� m �nv — mao �m vv_ a m nn
C y f0 c9 C 01 O � N p. cD � V' t0 y 5 � �q (O
W— fAfR W M� �d' (p �� R� L m � V
N.� _ y fAH3 U dtH3 EAY} = Ef14J a y (HV3
� m� cw m m c o cp
¢� � CV _n¢ ?� !�_ CDfO d C`JOJ y ON �(j = C �fJa
C C O! �O O � O O ��"� Pl • N 1� {6 O p� N O
m p In t0 y C �1 V O M O? N ��- O N(7 N C V_ N�.- ln LLJ
E m � C I�o] �` �O C N Q N[7 `6 C—'—�'� � m�
o E � � � � � �� — E Q � �» � �� � �� � m � ¢ � a ��
O U �- O
�� ¢� i0 ,F cO, "�O L U � C") W Q L C fA
t7 � U �� If! L W�C P� U N' O O CO � W� �� O m N C
'a j j�� 'p � R y O O 'a U� m �� a� O O y W O O 'a O C� 0 3� O O
o` I�Q ^' �Jc��r �� c�s�¢a� T� c7�� �� c71� �� cs c�wc�¢v�r ��
�
•
❑
s
a
d
�
C
c
v
4
X
�
Z
W
a
a
W
�
�
Q
N
O
a
�
w
..!
r
F
E
i
�
y
�� �� ��
V W 7 W �O�
h W O� O � N
�� �� ��
OT �N (�OC
N CO � I� � i�
I� oJ O� O � N
�� �� ��
cOR1 N N 07
V W V W � W
c0 I� N� O �
�� �� ��
mo c mc
� Q Nt7 1�N
N V V'(O CO OJ
�� �� ��
�N O ��
N (D .- � O� d'
mm mm m
F» E» vi En E» t�ti
O � � � W N
N� a1M h N
pr �o') c]tn
�� En� fA�
�I� �N N �
�a o�e m�
�� �� ��
�m rM m�
�nr �v rncv
m
�� ° �� ��
m
r
O � � � n � M
>
�� � �� ��
N
V � C �� V(
�� � �� ��
?, O N �� ��
m U y
T Q �7
�N R O> Q ��(O y O�
I�o� Q C � O. W Oi - Or
�fA � ro L G ��� U= EA�
O C G1 r
N f � ` � fA N
N
O�i � N� y � N — N � N N N N t �
'� � C U Gl N vJ C td N
- �� N a L fn �.� lQ U N lC a 7 O. Q V a
`c— a � ° '�in °�¢ o m E»f» �� F»F»
�+� ��¢a °- oc� >E
��m � m��E°amLdr � a�
v$s wm m coE' �mo--� wrn d�c wrn
a�°oo amo>»m�.dm°oo a��aoo
� QQ inc� � m�2�ZCnf�H>� inc� � LL� u�c�
c7 r � c7 � r es .- r
o�-���
O� N
� N
c� N
��
M h
c7 O>
ma
��
N� N
�1J N
N d�
�N �
O oJ
� M
oJ O
��
rnrn
rn�
��
m co
r N
N n
EA f9
O � �
�o o N
��
o .-
mrn
��
O f�
� O
��
O �
7 �
� ��
N
� N
� �
p V V c�0
(17 f0 p. N
.�`. N .� � tfl fA
.` �� � �
C1 �U O.
=?Qa7y om
�� fn � � O r
C— C �"y C m O
r
O.L N O N N
�a��
� f �
a Ea�'ia o0
A O¢¢cn33 �nci
� �r
d
�
G
C
v
a
x
O
Z
W
a
Q
N
W
R
J
a
�
0
z
a
�
m
J
�
F
h
0
>
�� �� �r
ulf� I�� ON
�� �� ��
�M cOt 7c�7
1AN f� V �m
ui� roi o�
�� �� ��
O� m� O
aC C W I� C] r
V [D (O a0 O� �
�� �� ��
T� ( �V
W V O� CO N O�
ON N< �ItO
�� �� ��
n��f1 N C�J n7
o<o rn c�o
O .- N M' d
�� �� ��
c�OW C NV
n�v_ nm rn�n
mm m� n�
fHiA EftlH f9H3
�� �� ��
�� �� �o
�� �� ��
n� nrn M
Ol !� N tD � f0
t0(�D t N� �(�O
f9H} n Y7d3 f?En
a
�
�/J p� 'V' �p r
?r C Nb � O�U
O �
�� �� ��
W3E9 T V m ERHi I� fRER
� O >
C
a C �� ¢� O (OW � Oc7
�� ma r m
m �� �c > �� `o ��
E `t
� y � C
�
`QO� CW c7 �� O N�
E �� -° �j w �� (� cor
� F»v3 � o 'R Envr m ��
. a � � �
R C . 6 �O m c7O
'O � (�O_ m � =� 'C O N a � W
Q p � C t6 j��=
c m�� o�- m m a w s`ns � a � c�s
V W C p,C>>+ T
Nrl6 QE� C
Y � y Q
�- �. m !- IC lO � m GI m T�
d��� mrn m Ec3 � mrn m m eow
�p $�m oo v�mm?,�,m oo a E o0
lp C L
IR ¢¢� �nci � xrzrnu» �qc� , . R . W �nc�
y e�� V �Y V �r
�
��
N �i
��
HS V3
om
7 N
N �
��
��
� �
r m
OJ m
EHf9
n m
M �
1� Oi
rn
��
mrn
V N
�m
r�
v3 cs�
0� N
Wm
vi ui
��
m�
��
��
m�
rm
I� W
W ��
.
U
� � V
� ��
m E/)�
N
�
y O
C >+ tOy cmv
� � ��
m � � e�
y C G
'� 1° a m a
m � C (n ��
� C O � � N �
�amR m fyyt
0 0` E � a
.� o oa � oN
� �-V � � o `�
Z'O_� O¢� � t�t1t�(1
00 ssvs
oi
� m m � � � C
C m
� o-���o`om
m E c E a c c a o 0
a o»> m m �
� Uu-Sav�v�rn ,�
t7 r .=
C]
�
�
•
�
�
W
�
�
Q
�
Q
X
O
Z
W
a
Q
�
W
Q
Q
Q
N
❑
Q
l61
J
F-
I�'
m
y
nN C O W f� (']
co<o mo a ��
i� W N�t) V(O f� O
�� �� O O � N
H3 fn H3 E!)
C C') t0� N� Nm
� W �O�i 00 n �
vt vi e3 v3
�� ��
� N V � l�[1m N�
co �o rn o v_ n �n �
co ai � v c� �ri m oi
m�� �rnrn� o0
E»F» ini»
N O �O �t�0 �N
� O O N V m
N� I�Oi NO ON
V3N fH� ��
EA HifA
O�i N N� � O�i �O
� O �O �O '-c0
r M co m �o oi oi �
o�a� mm rnrn o�
1�V3 EAfA K}ff3
fA f9
N� �( N(` �M
�[1 N N � I� N � O�
� � � W O�iO�i 00
E9 fA Efl E!j EAf/! E/j lA
( V MN �N N W
I� V cq � PJ M V f0
�� �� �� � �
��
00 00 n M (ON
N N � N O W t O W
r N �ci I� � tD � I�
�� �� �� ��
N �V' N V � O � �
o� a� m�n rn m
I� W �M ON �c7
�� �� �� ��
N� '� Nc�O 0 V O�J
� O ln O N 1� tD
v co cd o r co tQ <o m
d)f9 (!)(fl VaE9 y 43fR
�C
�E
a
Q
W t0 O �
�� N� �O m (�011�
N ��G ` p M�LI E N R
= fflfR YJEA f� EHfR y fAfR
N '_ !/�
� — CO O ' (�1 � T t0 � 'Q �
��— �n rn ° �n - o rn u� n �n
C N (6 Q �
w�•�� � m� x mn � �m
R � vf F» � v� v> o<» fn `o fn F»
= � ¢ W 3 `c
� y � � �
N� U d N� N� t�9 0
mr�' mm m�'corn m wrn d 3 mrn
a ��>,00 t° oo vz oo v ro o0
A Qi UJ �c7 � CL �M ti� Nc� i Z �c7
C7 r � t3 .- � ('3 � � f7 �.--
O O
�rn
r �
f9 EPr
r �
m cr
��
O O
ui ai
�m
u� va
W �
N C'�)
H3fA
O 7
� �
� �
N N
fAffl
� W
t9 O
N N
fA [f)
� �
� �
� �
fAEA
O O�i
rn M
O CJ
d3EA
N O
co 0
N W
00
i» Fsr
� �
� �
00
H3E9
w
J � N
Q �D O
¢ � W
� ��
O
� � �
N � O
'C N [7
. �
Q ��
N
� a
R
-° �a m o0
� O � c%�
C7 � .-
� �� ��
N
C
a
�
0
�
c
0
n
O
�
6
m
X
m
L
N
9
m
a
m
a
L
N
�
3
O
F
O
CV
O
N
m
n
m
`m
m
�
m
m
a
¢
1_
TI
APPENDIX 6
TITLES AND GRADES �
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Grades
Grade 7
Grade i 1
Grade 15
Grade 11
Grade 15
Grade 20
Grade 5
Grade 10
Grade 15
Grade 5
Grade 9
Grade 13
Grade 20
Grede 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
Classified Titles
Accountant 1
Accountant 2
Accountant 3
Architect 1
Architect 2
Architect 3
Graphic Artist 1
Graphic Artist 2
Maintenance and Capital Improvement Pianner
Management Assistant 1
Management Assistant 2
Management Assistant 3
Mechanical Engineer 3
Network Specialist
Nutrition Services Purchasing Analyst
Public Information Specialist 1
Pubiic Information Specialist 2
Research AnaiysY '1
Research Analyst 2
Research AnalysT 3
Safety Specialist
Senior Budget Analyst
Systems Analyst 1
Sysiems Analyst 2
Systems Analyst 3
Training Specialist
Value Analyst 1
Value Malysi 2
28
�
•
�� -� ��
•
�
�
Appendix B (continued)
Gredes
Grade 12
Grade 10
Grade 35
Grade 17
Grade 10
Grade 3
Grade 18
Grade 13
Grade 16
Grade 18
Grade 12
Grade 14
Grade � 6
Grade 12
Grade 30
Grade 14
Grade 22
Grade 18
Grade 14
Grade 14
Grade 18
Grade 18
Grade 10
Grade 16
Grade 5
Grade 12
Grade 26
Grade 14
Grade 8
Grade 12
Grade 14
TITLES AND GRADES
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Unclassified Titles
Benefits Specialist 2
Contract Coordinator
Database Administrator (Oracle)
Emergency Preparedness Coordinator {effective 7l15/08}
Energy Efficiency Coordinator
Fund Development Assistant
Fund Developme�t Coordinator
Fund Development Specialist
Human Resource Information Management Analyst
Human Resource information Management Systems Specialist
Human Rights Investigator
Human Resource Specialist
MIS AnalysUAppfication Support
Multimedia Specialist
Network/Information Systems Administrator
Ombudsperson
Program Evaluator
Public Relations Coordinator
Recruitment and Diversity Specialist
Safety Program Specialist
Senior Ombudsperson
Student Information System Support Analyst
Student Information System Support Specialist
Systems Support 5pecialist 3(effective 10/21{08)
Technical Training Assistant
Technology Construction Project Coordinator (eSfective 11f18l08)
UNIX/Network Administrator
Workforce Design Specialist
Workforce Management Specialist 1
Workforce Management Specialist 2
Workforce Management Specialist 3
�
APPENDIX C
STANDARD RANGES, JANUARY 5, 2008
PROFESSIONAL EMPLOYEES' ASSOCIATION, INC.
Years StaR 1 2 3 4 5 6 7 8 9 15 20
_ S� _ 7 _ 2 3 4 5 6 7 8 9 10 �5 20
Gratle 1
2
3
4
5
6
7
8
9
io
it
12
13
74
75
76
17
ts
ts
20
2i
�
23
2a
25
zs
27
za
�
30
31
32
33
�
35
36
37
�
39
40
47
a2
43
a4
�
33.429
34,428
35,428
36,496
37,564
38,736
39,908
41,113
42,320
43,525
44,903
46248
47,629
49,040
50,522
52,039
53,623
55,175
56,827
58,586
60,310
62,135
sa,oai
65,893
67,926
69.991
72,025
74,797
76,437
78,746
81.090
83,469
85,983
88,569
97,255
93,979
96,$04
99,735
102,702
705,800
�oa,aas
112243
175,554
119,032
122,&52
35,048
36,176
37,218
38.288
39,528
40,700
41.871
43,147
44,423
45.731
47,144
48,524
50,039
51,488
53,004
54,659
56,243
57,999
59,688
61,575
63�343
65,236
67,203
69.234
77,3Q3
73,370
75,644
n,szi
80.228
82,642
&S,t56
87.707
90,325
93.048
95,875
98,667
107.629
104,697
107,833
111,108
114,414
117,792
121.377
124,995
128,750
36,807
37,943
39,046
40,253
41,458
42.733
44,008
45,249
46,667
48,039
49,487
50.970
52,451
54,106
55,692
57,379
59,035
60,861
62,686
64,581
66,574
68,517
70,522
72,681
74,817
n,ize
79,400
87,849
84,225
86,747
89,395
92,083
94,840
97.699
t00,596
703,628
106,695
109,935
113,209
116,655
120,100
123,685
127,407
131,267
135,161
38,702
39,803
41,046
42,2&5
43,525
44,836
46,215
47,558
49,006
50.452
52,005
53,520
55,706
56,760
58,449
60,239
62,031
63.962
65,824
67,822
69,889
71,922
74,129
76,299
78,575
90,986
83,398
85.845
88,498
91,119
93,847
96,701
99,630
702,567
105,629
108,832
172,070
115,415
118,929
122,410
726,096
128,854
133,783
137,850
141.905
40,561
41,838
43,079
44,387
45,663
47,041
48.489
49,933
51,453
52,935
54,554
56,174
57,932
59,620
61,377
63,273
65,134
67,132
69,166
71,200
73,301
75,506
n,�a2
80.761
82,503
85,017
87,568
90,153
92,919
95,667
98,528
101,492
704,559
107,695
1 i0,901
174,242
117,655
721,205
124,856
128,613
132,404
136,367
740,503
iaaao�
149,075
42,675
43,941
45,275
46,575
47,982
49,459
50,934
52,481
53,993
55.645
57,190
59,090
60,872
62,605
64,538
66,437
68,475
70,549
72,552
74,767
n,oi s
79,337
81,763
84,153
86,718
89,319
9i,956
94.789
97,580
100,428
103,52t
106,650
109,849
113,119
t76,563
'120,008
123,629
727,353
137,1Y5
135,336
139,340
143,523
747,847
is2,2�s
756,811
44,746
48,145
47,473
48,942
50,340
51.881
53,460
55,073
56,685
58,442
60,200
sy,ssa
63,755
65,758
67,766
69,737
71,926
73,968
76,227
78,522
SQ887
83289
85,836
88,317
90,999
93,724
96,556
99,460
t02.436
105,556
t08,fi60
711,902
775,308
�ya,sz2
122,337
125,956
129,756
133,629
137,682
147,806
146,001
150,410
154,928
iss,ssa
164,358
46,270
47,717
49,090
50,609
52,055
53,648
55,281
56,949
58,617
60,434
62.252
64,105
65,958
67,999
70,075
72,1 12
74,376
76,488
78,$24
81,196
83,643
86,127
88,76D
91,319
94,100
96,977
99,84&
102,849
i05,925
109,152
112,361
115,715
119,236
122,d7I
126,503
130,248
134,178
138,181
142,372_
146,636
150,973
155,534
160,206
�ss,oas
169,956
46,815
48,279
49,6fi7
57,204
52,667
54,279
55,931
57,619
59,307
67,144
62,984
64,860
66,735
68,800
70.899
72,962
75,252
77.387
79,75I
82,752
&4,627
87,140
89�805
92,393
95,2W
98,057
101,020
104,058
107,77i
110,436
t 73,fi83
� n,on
t20.639
124,317
127,991
131.780
135,757
139,808
744,047
�48,361
152,750
757,365
162.091
iss,ss�
177,957
49,394
50,938
52.402
54,028
55,567
57,269
59,012
60,793
62,574
64,513
66,453
68.432
70,410
72,588
74.804
76,981
79,397
81.651
84,143
as.s7s
89,290
97,941
94,751
97.483
100,453
103,459
ios,5sa
709,792
t13,075
116,521
713,946
123,526
127,284
131,164
135,043
139,040
143,235
147,508
151,982
156,534
167,164
166,032
'171,019
ns,tsa
181,428
50,�44
51,688
53,152
54,776
56,317
58,019
59,762
sy,sas
63,324
65263
67203
69,182
71,160
73,339
75,554
77,731
SQ747
82,401
84,893
a�,azs
90,040
92,691
95,501
98,233
107,203
104,209
�o�,a3a
110,542
773,825
117,27�
720,696
124.276
128,034
131,914
135.793
139,790
143,985
148258
152.732
'157,284
167,974
166,782
171,769
i76,914
182,178
�
50,394
5'1,938 .
53,402
55,026
56,567
58,269
60,0�2
61,793
63,574
65,513
67,453
69,432
77,410
73,589
75,804
77,981
50,397
82,657
85,143
8�,s�8 �
90,290
92,941
95,751
98.483
707,453
104,459
io�,ssa
110,792
114,D75
117,521
720,946
124,526
t28.284
732,164
736,043
140,040
144.235
148,508
152,982
157,534
762,164
767,032
172.019
m.isa
182,428
Mnuat salaries are based on 2,080 hours. If a ooritract vrork year exceetls 2,080 hours, adtlitional salary will be paitl basetl ort the •
daiiy/hourly rate of pay.
30
b �-���
•
u
�
APPENDIX C (conti�ued)
STANDARD RANGES, JANUARY 3, 2009
PROFESSIONAL EMPLOYEES ASSOCIATON, INC.
Years Start 1 2 3 4 5 6 7 8 9 15 20
step 1 2 3 4 5 6 7 8 9 10 15 20
Grade 1
2
3
4
5
6
7
e
s
10
ii
12
73
7a
15
76
17
18
79
20
21
�
23
24
25
26
27
29
zs
30
31
32
33
�
�
36
37
38
39
a0
61
a2
0.4
44
45
34,181
35,203
36,225
37,3�7
38,4D9
39,608
40,806
42,038
43272
44,504
45,913
47,289
48,707
50,143
51,659
53,210
54,830
56,416
sa,ios
59,904
61,667
63,533
65,482
67,376
69,454
71,566
73,646
75,866
78,157
80,518
82,9t5
85,347
87,918
90,562
93,308
96,09A
98,982
101,979
105,013
108,18 i
111,386
114,768
118,154
�21,7�0
125,412
35,837
36,929
38,055
39,149
40,417
41,616
42,873
44,118
45,423
46,76�
48,205
49,616
51.765
52,646
54,197
55,889
57,508
59,304
61,037
62,899
64,768
66,704
68,715
70,792
72,907
75,021
77,346
79,674
82.033
84,501
87,072
89,680
92,357
95,142
98,032
100,887
103,916
107,053
110,259
113,608
116,988
120,442
124,108
127,807
131,647
37,635
38,797
39,925
41,159
42,391
43,694
44,998
46,267
47,711
49,t20
50,600
52,117
53,637
55,323
56,945
58,670
60,363
62,230
64,096
66,034
68,011
70,052
72,109
74,316
76,500
78,563
81,t87
83,697
86,120
88,693
97,406
94,155
96,974
99,897
102,859
105,960
109,096
� 12.409
115,756
119,280
122,802
126,468
130,274
134�22�
� 38,202
39,573
40,699
41,970
43,236
44,504
45,8-05
47,255
48,628
50,109
51,587
53,175
54,724
56,346
58,037
59,764
61,594
63,427
65,401
67,305
69,348
71,462
73,540
75,797
78,016
80,343
82,808
65,274
87,7T7
90,489
93,169
95,952
sa,sn
101,872
104,869
108,006
111.281
114,592
118,012
121,605
125,164
128,J33
132,776
136,793
}40,952
145,098
41,474
a2,ns
44,048
45,386
46,690
48,099
49,580
51,056
52,611
54,126
55,781
57,438
59,235
60,961
62,758
64,697
66,600
68,642
70,722
72,802
74,950
n,zos
79,532
Si,965
84,359
86,930
89,53B
92,181
95,001
97,820
100,745
ios,ns
106,912
110.118
113,396
116,812
120,302
123,932
127,665
131,507
135,383
139,435
143,664
� 47,963
152,368
43,635
44,930
46,294
47,623
49,062
50,572
52,080
53,652
55,208
56,897
58,477
60,420
62,180
64,014
65,990
67,932
70,016
72,136
74,184
76,449
78,749
81,122
83,603
86,046
88,669
91,329
94,025
96,901
ss,ns
102,688
105,850
ios,oso
112,321
175,664
119,186
122,708
126,411
130,218
134,065
138,387
142,475
146,752
151,174
155,702
760,339
45,753
47,183
48,541
so,oas
51,473
53,048
54,663
56,312
57,960
59,75T
61,555
63,389
65,220
67,238
69,291
71,306
73,544
75,632
n,sa2
80,289
82,707
85,163
87,767
90,298
93,046
95,833
98,728
101,698
104,741
107,931
711,105
114,420
117,902
121,495
i 2s,oso
728,790
132,676
136,636
140,780
144.997
749,286
153,794
158,474
563,179
168,056
47,311
48,791
50,195
5�,748
53226
54,855
56,525
58230
59,936
61,794
63,653
65,547
67,442
69,529
71,652
73,735
76,049
75209
so,sss
83,023
85,525
88,065
90,757
93,374
96217
99.098
102,093
105,163
108,'.,�8
111,608
114,889
718,319
121,979
125,636
izs,sas
133,179
737,197
147,290
745,575
149,935
7 54,370
159,034
163,817
168,738
173,780
47,868
49,365
50,785
52,356
53,852
55,500
57, 7 89
58,915
60,641
s2,52o
64,401
66,319
68,237
70,348
72,494
74,604
76,945
79,128
81,545
84,000
86,537
89,101
si,aas
94,472
97,3d9
100,263
103,293
706,399
1�9,582
712,921
17 6,241
119,711
123,353
12�,114
730,871
134,745
138,872
142,954
147,288
�51,699
156,187
� 60,906
165,738
170,724
175,826
50,505
52,084
53,581
55,242
56,817
58,558
60,340
62,161
63,982
65,965
67,945
69,972
71,994
74,222
76,487
78,713
81,183
83,488
86,036
88,628
9�,299
94,010
96,883
99,676
�02,7�3
705,787
108,982
N 2,262
t 15,6t9
119,143
722,645
126,305
730,748
134,115
138,081
142,168
146,458
150,827
155,402
760,056
164,790
169,768
174,867
180,128
185,5�0
51,255
52,834
54,331
55,992
57,567
59,308
61,090
62,311
64,732
66,715
68,698
70,722
72,744
74,972
77,237
79,463
81,933
&4,238
86,786
89,378
92,049
94,760
97,633
100,426
103,463
106,537
109,732
113,012
116,369
119,893
123,395
127,055
130,898
134,865
138,831
142,918
147,208
151,577
156,152
160,806
765,540
170,518
175,617
580,878
186,260
57,SD5
53,084
54,58�
56,242
57,817
59,558
67,340
63,161
64,982
66,965
68,948
70,972
72,994
75,222
77,487
79,773
82,183
84,488
87,036
89,628
92,299
95,010
97,883
700,676
103,713
706,787
109,982
113,262
116,619
120,743
723,645
127,305
731,148
135,115
139,081
"143,168
147,458
151,827
156,402
161,056
�65,790
170,768
175,867
181,128
186,510
Annual salaries are based on 2,080 hours. If a contract work year exceeds 2,080 hours, additional salary will be paid based on the
daily/hourly rate of pay.
31
�
ADDITIONAL INFORMATION
(Not a Part of the Negotiated Agreement)
LABOR MANAGEMENT COOPERATION
The District and Association agree that it is in the best interest of professional employees and the school
district to meet and discuss areas of concem or ideas for ways to improve what we are already doing.
Therefore, the Association and the District will work together, during the term of the 2008-2009 labor
agreement, on a forum for these discussions. These discussions are intended to address issues quickly
by bringing people relevant to the discussion together in a forum to talk, Either the Association or the
District can initiate these discussions. Both parties understand that to limit disruptions at the various work
sites, participation in these discussions should be limited to small groups of people. This forum does not
repiace negotiations of contractual issues. �
�
32
b� ��I ��
•
�
•
A
Adoption Leave ......................................... 12
B
Bereavement Leave .................................. 12
C
Child Care Leave ...................................... 12
Compensation Errors .................................. 9
Court Duty Leave ...................................... 12
D
Dental Insurance ....................................... 15
Discip I in e ................................................... 19
F
Fair Share Fee ............................................ 6
Family Illness Leave .................................. 12
Flexible Spending Account ........................ 15
G
Grievance Procedure ................................ 20
H
Health Insurance ....................................... 14
Holidays .................................................... 10
Hours of Work ............................................. 6
L
Labor Management Forum ...................... .32
Legal Services .......................................... .19
Life Insurance ........................................... 14
M
Mi l e a g e ............................ .......................... 22
Military Leave ............................................ 13
INDEX
33
N
Non-Discrimination ....................................22
O
Overtime ......................................................6
P
Personal Illness Leave ...............................11
Probationary Period .....................................7
Professional Growth ..................................10
S
Salaries ...................................................... 24
Seniority ....................................................... 8
Severance Pay ...........................................18
Severance Plan .........................................18
Sick Leave .................................................11
Sick Leave Conversion ..............................11
Standard Ranges .......................................30
Step Progression .........................................9
T
Titles and Grades ......................................28
V
Vacation.....................................................11
W
Wages .........................................................9
W ork Stoppage .........................................22
Working Out of Classification ......................8