94-1152 ,
Council File# q9-/75„
ORIGINAL GreenSheet# {- 78
41% RESOLUTION /
Y O SAINT PAUL ► 4 INNESOTA
Presented By �
M. %NNW
Referred To Committee: Date
1 RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies
2 the attached 1994 -1995 Agreement between the Independent School District No. 625 and
3 the Minnesota School Employees Association representing the Classified Confidential
4 Employees Association.
Yeas Nays Absent
Blakey
•
Grimm 1/ Requested by Department of:
Guerin t'
Harris ✓ - Office of Labor Relations
Megard V/'
Rettman t/ By: . P
Thune 1, .
(1� 0 1
h Fo pp ve City Attorney
Adopted by Council: Date 1 , ( r] � d c 9
1 By
Adoption Certified by Council Secretar
By: k „,....... , „ iii...... „... _� Appr� • i by lay!' f j S mission to Council
Approved by M�yor. 0 ate G,y, , ,`� By is A. , i I I /
By: - ; I
A
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DEPARTMENT/OFFICE/COUNCIL DA - 71 INITIATED N° 2 7 8 x 4
Rr t
.. s-LABOR RELATIONS 7.26 -94 GREEN S ET
ACT & DEPARTMENT DIRECTOR E E CITY COUNCIL INtTIA • TE
Mary Rearne 266 -6495 moot mm [J CnV ATTORNEY "!`'s - 1 I$1+.4 ❑ CITY CLERK
MUST BE ON CIL AGE DA BY (DATE) Acme ❑ BUDGET DIRECTOR ❑ FIN. & MOT. SERVICES DIR.
TOTAL # OF SIGNATURE PAGES 1 (CLP ALL LOCATIONS FOR SIGNATURE)
ACTION REQUESTED:
This resolution approves the attached Agreement between the Independent School District N.
625 and the Minnesota School Employees Association representing the Classified Confidenti 1
Employees Association.
RECOMMENDATIONS: Approve (A) or Reject (R) ►ERSONAL SERVICE CONTRACTS MUST ANSWER THE FOLLOWING QUESTIONS:
— PLANNING COMMISSION _ CIVIL SERVICE COMMISSION • Has this Pentehitirm ever worked under a (*Mast lot this department?
YES NO
—
CIO COMMITTEE
Has this person/firm ever been a city. employee?
_ STAFF YES NO
_ DISTRICT COURT — I. Does this person/firm a skip not normally possessed by any current nay envi ee?
SUPPORTS WHICH COUNCIL OBJECTIVE? YES NO
Explain MI yes answers on 'operate- sheet and attach to green sheet
INITIATING PROBLEM, ISSUE. OPPORTUNITY (Who,. Whet When. Where, Wet):
See attached summary. This Agreement pertains to the Board of Education employees only.
RECE fED RECEIVED
AUG 02 1994 JUL 2 81994
ADVANTAGES IF APPROVED:
MAYOR'S )FFICE CITY ATTORNEY
DISADVANTAGES IF APPROVED:
Co' Research Center
AUG 0 2 1994
DISADVANTAGES IF NOT APPROVED:
TOTAL AMOUNT OF TRANSACTION $ COST/REVENUE BUDGETED (CIRCLE ONE) YES NO
FUNDING SOURCE ACTIVITY NUMBER
FINANCIAL INFORMATION: (EXPLAIN)
INDEPENDENT SCHOOL DISTRICT NO. 625
BOARD OF EDUCATION
SAINT PAUL PUBLIC SCHOOLS
DATE: May 17, 1994
TOPIC: Approval of an employment agreement with Minnesota School Employees
Association, exclusive representative for the classified confidential
bargaining unit.
A. PERTINENT FACTS:
1. New Agreement is for the t o -year period January 1, 1994 through December 31, 1995.
2. Contract changes are as fo ows:
Language is updated thro hout agreement to reflect the current titles.
Health Insurance - Emp .yer paid premium contribution caps are increased effective
January 1, 1994, by $13 p month for family coverage only. Effective January 1, 1995, the
Employer paid premium co tribution caps are further increased by $13 per month for single or
$20 for family coverage.
Life Insurance - Employer aid premium contribution cap is increased effective
January 1, 1994, by $2.32 s er month, to cover current cost of $25,000 coverage.
Jvlileage- Language is up ated to reflect the current Board authorized amount of $.28 per
mile.
Vacation - Language is am -nded to allow up to 120 hours of vacation carryover in any year.
Leaves of Absence - New - nguage is included in the Specified Allowable Uses of Sick Leave
section that provides fo limited access to the employee's own sick leave to make
arrangements for the care .f one's parent.
• New language refere ces the availability of leaves consistent with the Federal Family
Medical Leaves Act.
Vacancies - New languag: clarifies job posting requirements.
Probation - New language ncorporates probationary period language into the contract for
employees covered by th = labor agreement. This language enables the District to terminate
the employment relations p of a probationary employee at any time during the probationary
period without review by t - Civil Service Commission.
Wages • Language wa included in the contract to describe the existing procedures
pertaining to advanceme t from step to step on the salary schedule. This language is not
intended to change what - already occurring, but simply to describe in the labor agreement
how normal movement fr. step to step occurs.
1
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Employment Agreement - Minnesota School Employees Association May 17, 1994
Page Two
•
APPENDIX A: Salary Sc,edule - New rates are effective December 25, 1993; and
December 24, 1994. The average salary rate increase is 1.11% for the first year of the
contract and 2.0% for the second year of the contract.
• In the 1994 year of the oontract, the standard range salary schedule is restructured from a
25 -year range to a 15 -year range.
• Pay Equity. - The Distri t continues to monitor its obligations under the Minnesota Pay
Equity Act and take appropriate actions to maintain compliance with the act. Therefore,
the female- dominated tiles of Clerk IV, Secretary and Clerical Supervisor are increased
one grade on the salary schedule. This adjustment advances the District's efforts to
maintain compliance with the requirements of the Act.
Consolidation of pay ranges and benefits program is part of the salary restructuring of this
agreement. All classified confidential titles will now be paid from a single standard pay range,
and all bargaining unit members will have access to the same benefits. This results in
discontinuation of dental coverage for professional titles and a reduction in the fife insurance
coverage for professional titles.
3) The District has 24 employees in this bargaining unit.
4) This request is submitted by Phyllis E. Byers, Negotiations/Labor Relations Manager; and
William A. Larson, Assistant Superintendent, Fiscal Affairs and Operations.
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 of those classified confidential
employees in this school district for whom Minnesota School Employees Association is the
exclusive representative; duration of said Agreement is for the period of January 1, 1994 through
December 31, 1995.
4
9( -i( ?-
•
1994 - 1995
AGREEMENT
BETWEEN
SAINT P UL PUBLIC SCHOOLS
INDEPENDE SCHOOL DISTRICT NO. 625
AND
•
MINNESOTA SCH 9 OL EMPLOYEES ASSOCIATION
Representing
Cl.. sified Confidential
Em loyees Association
January 1, 19' 4 through December 31, 1995
a A ll1IT d d
pAuL
• PUBLI ' SCHOOLS LIFELONG LEARNING
q c(.,/ / )/
0
INDEX
1
ARTICLE TITLE PAGE
Preamble v
1. Recognition 1
• 2. Check Off 2
3. Maintenance of . tandards 2
4. Management Ri • hts 2
5. Hours of Work 3
6. Work Breaks 4
7. Holidays 5
8. Vacation 6
9. Leaves of Abse 1 e 7
10. Wages 10
11. Working Out of Classification 1 2
12. Mileage 12
13. Severance Pay 1 3
14. Insurance - All roups 1 5
• 14A. Insurance - Pr• essional Group 1 9
15. Probation 2 0
16. Seniority 21
17. Discipline 2 3
18. Employee Reco • s 23
19. Grievance Proc dure 24
20. Temporary Em' Ioyees 2 6
21. Bulletin Board- 2 6
22. Vacancies 2 7
23. Non - Discrimin : tion 2 7
24. No Strike, No • kout 2 8
25. Legal Services. 28
r
t 26. Terms of Agre ent 29
Appendix A: T les and Salaries I - I I
III
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• PREAMBLE
This Agreement entered into by Independent School District No. 625, hereinafter
referred to as the Employer, and the Minnesota School Employees Association,
hereinafter referred to as MSEI, representing the Saint Paul Public Schools Classified
Confidential Employees Associaion, hereinafter referred to as the Association, has as its
purpose the promotion of harmonious relations between the Employer and the MSEA, the
establishment of an equitable and peaceful procedure for the resolution of differences,
and the establishment of rates of pay, hours of work, and other conditions of
employment.
•
•
v
ARTICLE 1. RECOGNITION
• 1.1 The Employer recognizes the MSEA as the sole and exclusive bargaining agent for
the purpose of establis ling salaries, wages, hours, and other conditions of
employment for all of its amployees as outlined in the certification by the State of
Minnesota Bureau of N ediation Services, dated January 27, 1993, in Case
No. 93 -PTR -1061, and net forth in Section 1.2 below.
1.2 The bargaining unit cove 'ed by this Agreement shall consist of the following:
All classified confidential employees of Independent School District No. 625,
Saint Paul, Minnesota, who are employed by Independent School District
No. 625, Saint Paul, Minnesota, and who are public employees within the
meaning of M.S. 179 4.03, Subd. 14 in the classifications of:
Clerical and Tech Fuca! Groups
Benefits Clerk Clerk- Stenographer I
Benefits Technician - BOE Clerk- Stenographer 11
Clerk 1 Clerk- Stenographer III
Clerk II Clerical Supervisor
Clerk III Human Resource Clerk
Clerk IV Human Resource Information
Technician
Clerk- Typist I Personnel Technician - BOE
Clerk- Typist 11 Secretary
Clerk- Typist III Substitute Staffing Clerk
professional Gro ap
Personnel Specialist I
Personnel Specialist 11
Any titles designated as Civil Service exempt are not covered by the provisions of
Civil Service Rules or any related rules covering employment in classified
service positions. The terms and conditions of employment for any titles
designated as Civil Service exempt are defined within this labor agreement,
notwithstanding Article 3: Maintenance of Standards, which does not apply to
titles so designated.
1.3 Any present or future employee who is not an Association member shall be
required to contribute a fair share fee for services rendered by the MSEA and,
upon notification by the MSEA, the Employer shall check off said fee from the
earnings of the employee and transmit the same to the MSEA. In no instance shall
the required contribution exceed a pro rata share of the specific expenses
incurred for services rendered by the representative in relationship to
negotiations and administration of grievance procedures. This provision shall
remain operative only s) long as specifically provided by Minnesota law, and as
otherwise legal.
1.4 The MSEA agrees to indemnify and hold the Employer harmless against any and all
claims, suits, orders or judgments brought or issued against the Employer as a
• result of any action taken or not taken by the Employer under the provisions of
this Article, Section 1.3.
1
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ARTICLE 5 . HOURS OF WOR <
•
5.1 The normal workday shall be seven and three- fourths (7 -3/4) consecutive
hours per day, excluding a forty -five (45) minute lunch period, fifteen (15)
minutes of which shall be paid.
5.2 The normal workweek shall be five (5) consecutive normal workdays in any
seven (7)- day period.
5.3 For employees on a shift basis, this shall be construed to mean an average of
thirty -eight and three - fourths (38 -3/4) hours per week.
5.4 This section shall not be construed as, and is not a guarantee of, any hours of
work per normal workday or per normal workweek.
5.5 Time on the payroll in excess of the normal hours set forth above in this Article
shall be "overtime work" and shall be done only by order of the head of the
department.
5.6 Employees in this bargaining unit working under a title listed under the heading
"Clerical and Technical G . oup" in Article 1.2 shall be recompensed for work done
in excess of the normal hours established above in this Article by being granted
compensatory time on a fame and one -half basis or by being paid on a time and
one -half basis for such cvertime work. The overtime rate of one and one -half
shall be computed on the basis of V8Oth of the biweekly rate.
• 5.7 Employees working in a title listed under the heading "Professional Group" in
Article 1.2 who work mole than seven and three - fourths (7 -3/4) hours in any
twenty -four hour period or more than thirty -eight and three - fourths
(38 -3/4) hours in any seven (7)- day period shall not receive pay for such
additional work except as `in 5.8 below.
5.8 It is understood by the parties that Section 28.H - Overtime of Resolution
No. 3250 shall not apply to employees in the bargaining unit working under a
title listed under the heeding "Professional Group" in Article 1.2. In unusual
circumstances, a departrr ent head may grant these employees who work more
than seven and three - fourths (7 -3/4) hours in any twenty -four (24)- hour
period or more than thirty -eight and three - fourths (38 -3/4) hours in any
particular seven (7)- day period compensatory time or pay on a straight -time
basis for the extra hours worked.
3
ARTICLE 7. HOLIDAYS
•
7.1 . • ' • . : • • i• - • - • • • : ► : • : The following days shall be recognized and
observed as paid holidays:
New Year's Day Labor Day
Martin Luther King Jr Day Columbus Day
Presidents' Day Veterans' Day
Memorial Day Thanksgiving Day
Independence Day Christmas Day
Two Floating Holidays
Eligible employees shall eceive pay for each of the holidays listed above, on
which they perform no w 'rk. Whenever any of the holidays listed above shall
fall on Saturday, the p eceding Friday shall be observed as the holiday.
Whenever any of the holi says listed above shall fall on Sunday, the succeeding
Monday shall be observed -s the holiday. For those employees assigned to a work
week other than Monday through Friday, the holiday shall be observed on the
calendar date of the holida .
7.2 The floating holidays set f. rth in Subd. 7.1 above may be taken at any time during
the contract year, subject • approval of the department head of any employee.
7.3 • • • • iI' ; - • .' - u : : In order to be eligible for a holiday with pay, an
employee's name must a• •ear on the payroll on any six working days of the nine
• working days preceding t e holiday, or an employee's name must appear on the
payroll the last working d y before the holiday and on three other working days
of the nine working days receding the holiday. In neither case shall the holiday
be counted as a workin day for the purposes of this section. It is further
understood that neither t - mporary nor other employees not heretofore eligible
shall receive holiday pay.
7.4 Notwithstanding Subd. 7. effective April 1, 1984, a temporary employee shall
be eligible for holiday p- only after such employee has been employed as a
temporary employee for - ixty-seven (67) consecutive work days. No temporary
employee shall be eligibl for any floating holidays.
7.5 If Martin Luther King Jr. l ay, Presidents' Day, Columbus Day or Veterans' Day
falls on a day when sch of is in session, the employee shall work that day at
straight time and another ay shall be designated as the holiday. This designated
holiday shall be a day on hich school is not in session and shall be determined by
agreement between the e ployee and the supervisor.
7.6 Notwithstanding Article 7. and 7.5 above, the Employer may at any time during
the life of this Agreement • esignate the day after Thanksgiving as a paid holiday.
In the event of such des gnation, either Martin Luther King Jr. Day, Presidents'
Day, Columbus Day, or :terans' Day shall be deleted from the paid holidays list
as set forth in Article 7.1
•
5
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ARTICLE 9. LEAVES OF ABSENCE
9.1 Sick Leave: Sick leave >hall accumulate at the rate of .0576 of a working hour
for each full hour on the payroll, excluding overtime. Sick leave accumulation is
unlimited. To be eligible for sick leave, the employee must report to his /her
supervisor no later than one -half hour past his /her regular scheduled starting
time. The granting of sic k leave shall be subject to the terms and provisions of
this Agreement.
9.1.1 Specified Allowable Uses of Sick Leave: Any employee who has
accumulated sick leave credits as provided above shall be granted leave
with pay, for such period of time as the head of the department deems
necessary, on acc ount of sickness or injury of the employee, quarantine
established and declared by the Bureau of Health, death of the employee's
mother, father, , pouse, child, brother, sister, mother -in -law, father-
in -law or other pE rson who is a member of the household; and may be
granted leave with pay for such time as is actually necessary for office
visits to a doctor, dentist, optometrist, etc., or in the case of sudden
sickness or disability of a parent or a member of his /her household,
making arrangemE nts for the care of such sick or disabled persons up to a
maximum of eight hours sick leave.
9.1.2 Funeral Leave: Ail employee who has accumulated sick leave credits, as
provided in the Civil Service Rules, shall be granted one day of such leave
to attend the funeral of the employee's grandparent or grandchild.
9.1.3 Sick Child Care Leave: An employee who has worked for the District for at
least twelve (12) consecutive months for an average of twenty (20) or
more hours per week prior to the leave request may use accumulated
personal sick leave credits for absences required to care for the
employee's ill child. Sick leave for sick child care shall be granted on the
same terms as the employee is able to use sick leave for the employee's
own illness. This leave shall only be granted pursuant to M.S.191.9413
and shall remain Lvailable as provided in Statute.
9.2 Court Duty Leave: Any employee who is required during his/her regular working
hours to appear in court as a juror or witness except as a witness in his/her own
behalf against the Employer, shall be paid regular pay while so engaged,
provided, however, that any fees that the employee may receive from the court
for such service shall be paid to the Employer and be deposited with the Employer
Business Office. Any enployee who is scheduled to work a shift other than the
normal daytime shift shall be rescheduled to work the normal daytime shift
during such time as the employee is required to appear in court as a juror or
witness.
•
7
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ARTICLE 9. LEAVES OF AB ENCE (continued)
0
9.6 Parental Leave:
9.6.1 Parental leave is - leave without pay or benefits which shall be granted
upon request sub =ct to the provisions of this section. It may be granted
for reasons of adoption or pregnancy and/or the need to provide parental
care for a child o children of the employee for an extended period of time
immediately folio ing adoption or the conclusion of pregnancy; such
period of leave s II be no longer than one calendar year in length. Leave
up to six (6) cal: dar months shall be granted upon request. Leave for
- more than six (6) calendar months is at the discretion of the Employer.
9.6.2 In the case of pre, nancy, an employee who wishes to use a period of (paid)
earned sick le: e at the time of pregnancy and delivery- related
disability, may rzeuest unpaid parental leave for a period following the
use of earned si. k leave; however, sick leave time shall not be granted
within (during th course of) a period of unpaid parental leave. The
employee reques ng such sequential leave shall submit an application in
writing to the Dir: tor of Human Resources of Independent School District
No. 625 not late than twelve (12) weeks in advance of the anticipated
date of delivery. The employee will be required to submit, at the time of
use, appropriate edical verification for the sick leave time claimed.
9.6.3 In the case of ad 'ption, the employee shall submit a written application to
the Director of H man Resources, of Independent School District No. 625
• including the ant ipated date of placement of the child, at least twelve
(12) weeks in a• ance of the anticipated date of placement, or earlier if
possible. Docu zntation will be required.
9.6.4 When an emplo ee is returning from parental leave extending over a
period of six (6) alendar months or less, the employee shall be placed,
at the beginning of the first pay period following the scheduled date of
return, in the sa e position held prior to the leave or, if necessary, in an
equivalent position.
9.6.5 When an emplo =e has requested and been granted leave for a period
longer than six (6) calendar months, but no more than twelve (12)
calendar months the employee will be placed in an equivalent position
after the sched ed date of return as soon as an equivalent vacancy
becomes availab' =. For purposes of this provision, an equivalent vacancy
is a position in t e same title which exists, has no incumbent, which is to
be filled, and for hich no other person has rights.
9.7 Family Medical Leave: Effective February 1, 1994, leaves of absence shall be
granted as required und: r the federal law known as the Family and Medical Leave
Act (FMLA) so long as it remains in force. The Human Resource Department
provides procedures wh h coordinate contractual provisions with FMLA.
III
9
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ARTICLE 10 . WAGES (contin ed):
•
10.3 Initial step placement hen an employee is regularly appointed into a title
covered by this Agreeme t or moves from one title covered by this Agreement to
an appointment in a Jiff rent title under this Agreement, shall be governed by
Civil Service rules.
10.4 Salary Step Progression:
10.4.1 Progression thr• ugh the steps of a salary range in this contract will be
based on the fol •wing conditions:
10.4.2 Employees mu- have received an overall rating of "Satisfactory" on
their most race t performance evaluation to receive any salary step
advancement.
10.4.3 Movement from step to step will not occur until the next full pay period
following the a iversary date of the employee's provisional or regular
appointment, s • long as the employee has remained continuously
employed and as completed the minimum number of hours described
below.
10.4.4 Step A shall •e the normal entry rate for the positions in this
bargaining uni , except as otherwise provided in existing rules.
• Employees sha remain at the Step A pay rate until the completion of
1,040 hours on he payroll in the title, then move to Step B. Employees
may receive o e additional step, to the Step C pay rate for the next
1,040 hours o the payroll in the title.
10.4.5 For each addi onal 2,080 hours on the payroll, the employee may
advance beyo d Step C by one additional step following his /her
anniversary dat , up to and including Step G.
10.4.6 For the purpos: of progression to the Step H and Step I rates, the term
"year of full -ti e service" shall be defined as the completion of a
minimum of 2,180 hours on the payroll for the equivalent of one (1)
year of service
10.4.7 When an employee completes ten (10) years of full -time service in the
District, that e ployee may be granted an increase of one additional
salary step, no to exceed Step H (i.e., 2,080 hours x ten (10) years =
20,800 minim m hours required).
10.4.8 When an empl•yee completes fifteen (15) years of full -time service in
the District, t =t employee may be granted an increase of one (1)
additional sala step, not to exceed Step I (i.e., 2,080 hours x fifteen
(15) years = :1,200 minimum hours required).
•
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ARTICLE 13. SEVERANCE PA
•
13.1 The Employer shall provi• : a severance pay program as set forth in this Article.
13.2 To be eligible for the s verance pay program, an employee must meet the
following requirements:
13.2.1 The employee ust be 58 years of age or older or must be eligible for
pension under e "Rule of 85' or the "Rule of 90" provisions of the
Public Employe Retirement Association (PERA). The "Rule of 85" or
the "Rule of 90 criteria shall also apply to employees covered by a
public pension p n other than PERA.
13.2.2 The employee ust be voluntarily separated from School District
employment or ave been subject to separation by layoff or compulsory
retirement. Tho e employees who are discharged for cause, misconduct,
inefficiency, inc • mpetency or any other disciplinary reason are not
eligible for this everance pay program.
13.2.3 The employee ust have at least ten (10) years of consecutive service
under the cla-- ified or unclassified Civil Service at the time of
separation. Fo the purpose of this Article, employment in either the
City of Saint Pa I or in Independent School District No. 625 may be used
in meeting this ten (10)- year service requirement.
13.2.4 The employee must file a waiver of re- employment with the Director
• of Human Res. urces, which will clearly indicate that by requesting
severance pay, the employee waives all claims to reinstatement or
re- employment (of any type) with the City of Saint Paul or with
Independent Sc ool District No. 625.
13.2.5 The employee ust have accumulated a minimum of sixty (60) days of
sick leave credi s at the time of his/her separation from service.
13.3 If an employee requests everance pay and if the employee meets the eligibility
requirements set forth - •ove, he or she will be granted severance pay in an
amount equal to one -ha of the daily rate of pay for the position held by the
employee on the date of eparation for each day of accrued sick leave subject to a
maximum of 200 accrued sick leave days.
13.4 The maximum amount f money that any employee may obtain through this
severance pay program s $7,500.
13.5 For the purpose of this s:verance pay program, a death of an employee shall be
considered as separation of employment; and, if the employee would have met all
of the requirements set forth above at the time of his or her death, payment of the
severance pay will be ma e to the employee's estate or spouse.
•
13
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ARTICLE 14 . INSURANCE - AL. GROUPS
14.1 The Employer will conti rue for the period of this Agreement to provide for
employees such health and life insurance benefits as are provided by Employer at
the time of execution of this Agreement.
14.2 The Employer will for the period of this Agreement provide for full -time
employees who retire after the time of execution of this Agreement and until such
employees reach sixty -fjre (65) years of age, such health insurance benefits
and life insurance benefits as are provided by the Employer for active employees
under this Agreement.
14.3 The Employer will for the period of this Agreement provide for half -time
employees who retire after the time of execution of this Agreement and until such
employees reach sixty- ive (65) years of age fifty per cent (50 %) of such
health insurance contributions and life insurance contributions as are provided
by the Employer for full -time employees who retire under this Agreement.
14.4 Notwithstanding Article 14.2, the Employer will for the period of this Agreement
contribute for full -time employees who retire after December 31, 1985, and
who select the Physicians Health Plan- Combo or a successor plan provided by the
Employer and until such retirees reach sixty-five (65) years of age, the cost of
such retiree coverage or $125.00 per month, whichever is less.
- For such retirees selecting family coverage, the Employer will contribute the
• cost of such family cc verage or $284.12 per month, whichever is Tess.
For half -time employees who retire after December 31, 1985, and who select
the Physicians Health Plan-Combo or a successor plan provided by the Employer
and until such retirees each sixty-five (65) years of age, the Employer will
contribute fifty per cent (50 %) of such health insurance contributions as are
provided by this Article 14.4 for full -time employees who retire.
This provision 14.4 is nct applicable for employees appointed after January 1,
1990.
14.5 Employees who retire after execution of this Agreement must meet the following
conditions at the time of retirement to be eligible for the Employer contributions
to health insurance set forth in Article 14.2, 14.3, and 14.4:
14.5.1 Be receiving be refits from a public employee retiree act at the time of
retirement;
AND
14.5.2 Have severed lie employment relationship with Independent School
District No. 625 under one of the early retiree plans.
•
15
ARTICLE 14. INSURANCE - AL L GROUPS (continued)
•
14.8.1 For employees regularly appointed to a title in this unit after January
1, 1990, who retire at the age of 65 or older or for early retirees
upon reaching 65, and who have completed at least twenty (20) years
of service wi :h the District at the time of their retirement, the
Employer will provide health insurance contributions toward
employee heath insurance plans as are provided by the Employer for
retirees 65 years of age or older as approved Board of Education
Resolution.
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.
14.9 A retiree may not carry his/her spouse as a dependent if such spouse is also a
City /Independent School District No. 625 retiree or City /Independent School
District No 625 employee and eligible for and is enrolled in the
City /Independent Scholl District No. 625 health insurance program.
14.9.1 Dependents m ly not be added after retirement except for a spouse who
was excluded at the time of retirement under this 14.9 provision.
14.10 For each eligible empbyee covered by this Agreement who is employed fu,
• time and who selects amployee insurance coverage, the Employer agrees to
contribute the cost of such coverage or $157 per month, whichever is less.
For each full -time employee who selects family coverage, the Employer will
contribute the cost of such family coverage or $270 per month, whichever is
less.
1 4.1 1 For the purpose of this Article, full -time employment is defined as appearing
on the payroll at least 32 hours per week or at least 64 hours per pay period,
excluding overtime hours.
14.12 For each eligible empl Nee covered by this Agreement who is employed half
time who selects employee insurance coverage, the Employer agrees to
contribute fifty per cent (50 %) of the amount contributed for full -time
employees selecting em ?loyee coverage in the same insurance plan.
For each half -time enployee who selects family insurance coverage, the
Employer will contribu ;e fifty per cent (50 %) of the amount contributed for
full -time employees selecting family coverage in the same insurance plan.
For the purpose of this Article, half -time employment is defined as appearing
on the payroll at least 20 hours but Tess than 32 hours per week or at least 40
hours but Tess than 64 hours per pay period, excluding overtime hours.
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ARTICLE 14A. INSURANCE - PROFESSIONAL GROUP
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14A.1 The District agrees to contribute the cost of life insurance. The amount of life
insurance provided uncle' this Article 14A.1 shall be equal to the employee's
annual salary to the nearest full thousand dollars. This amount of life insurance
shall be reduced to $5,000 upon retirement and shall continue until the early
retiree reaches age sixty -five (65), at which time all employer paid life
insurance shall be terminated. For the purpose of this Article 14A.1, the
employee's annual salary shall be based on the salary as of the first day of the
first payroll period in each fiscal year of this Agreement. This Section 14A.1
shall be discontinued effective May 31, 1994, and is null and void thereafter.
• Effective June 1, 1994, employees in the Professional Group shall be covered
under provisions of Article 14.15.
14A.2 Effective January 1, 1994, the Employer will contribute for each eligible
employee covered by this Agreement who is employed full -time toward
participation in a dental care plan offered by the Employer up to $20 per month
for employee coverage. This Section 14A.2 shall be discontinued effective
May 31, 1994, and is null and void thereafter.
14A.3 Any cost of any premiuri for any District - offered employee or family insurance
coverage in excess of th3 dollar amounts stated in this Article 14A shall be paid
by the employee.
14A.4 The provisions of this Article 14A. Insurance - Professional Group apply only to
employees working in th a titles listed under the heading of "Professional Group"
in Article 1.2.
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ARTICLE 16. SENIORITY
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16.1 Seniority, for the purpos of this Agreement, shall be defined as follows: The
length of continuous, re • lar, and probationary service with the Employer from
the date an employee w= first certified and appointed to a class title covered by
this Agreement, it bein• further understood that seniority is confined to the
current class assignmen held by an employee. In cases where two or more
employees are appointed to the same class title on the same date, the seniority
shall be determined b employee's rank on the eligible list from which
certification was made.
16.2 Seniority shall terminate hen an employee retires, resigns or is discharged.
16.3 In the event it is determi ed by the Employer that it is necessary to reduce the
work force, employees w I be laid off by class title within each department based
on inverse length of seni rity as defined above. However, when layoff occurs in
any of the titles listed b: low under Column A, layoff shall be based on inverse
length of total seniori in all titles listed on the corresponding line under
Column B.
The Human Resource D partment will identify such least senior employee in the
department reducing p •sitions, and shall notify said employee of his /her
reduction from the depa tment. If there are any vacancies in any of the titles
under Column B on whi• seniority was based, in any other District department,
the Human Resource I epartment shall place the affected employee in such
vacancy. If two or mor vacant positions are available, the Human Resource
Department shall decide which vacant positions the affected employee shall fill.
If no vacancy exists in s ch titles, then the least senior District employee in such
titles shall be identifi d, and if the employee affected by the original
departmental reduction i more senior, he /she shall have the right to claim that
position and the least senior District employee in such titles shall be the
employee laid off. For e purposes of this Article, the Board of Education is not
included as a City depa ent nor is a Board of Education employee included as a
City employee.
Column A Column B
Clerk 1 Clerk I, Clerk II
Clerk 11 Clerk I, Clerk II
Clerk- Typist 1 Clerk- Typist I, Clerk- Typist II
Clerk- Typist II Clerk- Typist II, Clerk- Typist I
Clerk - Stenograp er I Clerk- Stenographer I,
Clerk- Stenographer II
16.4 In cases where there a e promotional series, such as Clerk I, II, III, etc., when
the number of employe:- in these higher titles is to be reduced, employees who
have held lower title- which are in this bargaining unit will be offered
reductions to the highe of these titles to which class seniority would keep them
from being laid off, b =fore layoffs are made by any class title within any
department.
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• ARTICLE 17. DISCIPLINE
17.1 The Employer will discipli ie employees for just cause only. Discipline will be
in the form of:
17.1.1 Oral reprimand,
17.1.2 Written repri and;
17.1.3 Suspension;
17.1.4 Reduction;
17.1.5 Discharge.
17.2 Any written reprimand mode concerning any member of this bargaining unit
which is filed with the Human Resource Department or within any Employer
department, shall be shown to the member before it is placed on file. Before the
reprimand is placed on fie, the Employer shall request from the employee an
acknowledgment, in writin J, that the reprimand has been read by said employee.
17.3 Suspensions, reductions, and discharges will be in written form.
17.4 Employees and the MSEA will receive copies of written reprimands and notices of
suspension and discharge.
17.5 Employees may examine all information in their Employer personnel files that
concerns work evaluations, commendations and/or disciplinary actions. Files
may be examined at reasonable times under direct supervision of the Employer.
• 17.6 Discharges will be prece ied by a five (5)- day preliminary suspension without
pay. During said period, the employee and/or MSEA may request and shalt be
entitled to a meeting with the Employer representative who initiated the
suspension with intent to discharge. During said five (5)- day period, the
Employer may affirm the suspension and discharge in accordance with Civil
Service Rules or may modify or withdraw same.
17.7 An employee to be ques :ioned concerning an investigation of disciplinary action
shall have the right to request that an MSEA representative be present.
17.8 A grievance relating to this Article shall be processed in accordance with the
grievance procedure in Article 19 of this Agreement. This provision is not
intended to abrogate rights of veterans pursuant to statute.
ARTICLE 18. EMPLOYEE RECORDS
18.1 Any member of the bargaining unit may, during usual working hours, with the
approval of the supervisor, review any material placed in the employee's
personnel file, after firs giving proper notice to the supervisor in custody of
such file.
• 18.2 Any member of the bargaining unit may file a grievance or a discrimination
complaint and there shat be no retaliation by the Employer for such action.
23
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• ARTICLE 19. GRIEVANCE PROCEDURE (continued)
Step 3. Within seven (7) workdays following receipt of a grievance referred
from Step 2, a designated Employer supervisor shall meet with the
MSEA Business Representative or the designated representative, the
employee, and the steward, and attempt to resolve the grievance.
Within seven (7; workdays following this meeting, the Employer shall
reply in writing to the MSEA, stating the Employer's answer concerning
the grievance. If, as a result of the written response, the grievance
remains unresoh ed, the MSEA may refer the grievance to Step 4. Any
grievance not referred in writing by the MSEA to Step 4 within seven
(7) workdays following receipt of the Employer's answer shall be
considered waived.
Step 4. If the grievance remains unresolved, the MSEA may within seven (7)
workdays after the response of the Employer in Step 3, by written
notice to the Employer request arbitration of the grievance. The
arbitration proc 3edings shall be conducted by an arbitrator to be
selected by mutual agreement of the Employer and the MSEA within
seven (7) workdays after notice has been given. If the parties fail to
mutually agree upon an arbitrator within the said seven (7) day period,
either party may request the Bureau of Mediation Services to submit a
panel of five (5 arbitrators. Both the Employer and the MSEA shall
have the right tc strike two (2) names from the panel. The MSEA shall
strike the first (1st) name; the Employer shall then strike one (1)
• name. The process will be repeated and the remaining person shall be
the arbitrator.
19.5 The arbitrator shall have no right to amend, modify, nullify, ignore, add to or
subtract from the provis ons of this Agreement. The arbitrator shall consider
and decide only the specific issue submitted in writing by the Employer and the
MSEA and shall have no authority to make a decision on any other issue not so
submitted. The arbitrator shall be without power to make decisions contrary to
or inconsistent with or modifying or varying in any way the application of laws,
rules or regulations having the force and effect of law. The arbitrator's decision
shall be submitted in writing within thirty (30) days following close of the
hearing or the submission of briefs by the parties, whichever be later, unless
the parties agree to an extension. The decision shall be based solely on the
arbitrator's interpretation or application of the express terms of this Agreement
and to the facts of the grievance presented. The decision of the arbitrator shall be
final and binding on the Employer, the MSEA, 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 MSEA, provided that each party shall be
responsible for compensating its own representatives and witnesses. If either
party desires a verbatim .ecord of the proceedings, it may cause such a record to
be made, providing it paws for the record.
110
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• ARTICLE 22. VACANCIES
22.1. The Human Resource De , artment will post notices of those job vacancies which
are to be filled at least ive working days before filling the vacancy so that
qualified District employe: who hold the title may apply for consideration.
22.2. For the purpose of this A le, a vacancy need not be posted if it is to be filled by
a current employee to avo • a layoff.
22.3. For the purpose of this A ' cle, a vacancy need not be posted if it is to be filled
through reinstatement of a laid -off School District employee covered by this
Agreement with recall rig s to the vacancy.
22.4 Administrative transfers n the same title will occur occasionally prior to or
apart from the posting of acancies.
ARTICLE 23. NON - DISCRIMI • ION
23.1 The terms and conditions of this Agreement will be applied to employees equally
without regard to or disc mination for or against any individual because of race,
• color, creed, sex, age • because of membership or non - membership in the
MSEA.
•
23.2 Employees will perf • rm their duties and responsibilities in a
non - discriminatory man :r as such duties and responsibilities involve other
employees and the gener• I public.
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ARTICLE 26 . TERMS OF AG - EMENT
• 26.1 Complete Agreement a • Waiver of Bargaining: This Agreement shall represent
the complete Agreeme t between the MSEA and the Employer. The parties
acknowledge that durin • the negotiations which resulted in this Agreement, each
had the unlimited right and opportunity to make requests and proposals with
respect to any subject • r matter not removed by law from the area of collective
bargaining, and that th = complete understandings and agreements arrived at by
the parties after the ex rcise of that right and opportunity are set forth in this
Agreement. Therefor = , the Employer and the MSEA, for the life of this
Agreement, each volun rily and unqualifiedly waives the right, and each agrees
that the other shall not be obligated to bargain collectively with respect to any
subject or matter referr= • to or covered in this Agreement.
26.2 Saving 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 t• ` be contrary to law by a court of competent jurisdiction
from whose final judgm = nt or decree no appeal has been taken within the time
provided, such provisio shall be voided. All other provisions shall continue in
full force and effect.
26.3 Term of Agreement: This Agreement shall be in full force and effect from
January 1, 1994 thro gh December 31, 1995, and shall be automatically
renewed from year to ear thereafter unless either party shall notify the other
in writing by June 1 th = t it desires to modify or terminate this Agreement. In
witness whereof, the • a es have caused this Agreement to be executed this
17 41 day of , 1994.
• 26.4 This constitutes a to ative Agreement between the parties which will be
recommended by the N gotiations/Labor Relations Manager, but is subject to the
approval of the Board o Education of Independent School District No. 625 and is
also subject to ratifica i on by the MSEA (Saint Paul Public Schools Classified
Confidential Employees • ssociation).
WITNESSES:
INDEPENDENT SCHOOL DISTRI NO.625 MIIWESOTA SCHOOL
EJMPL IATION
7
•
Negotia ons/Labor Relatio s =Hager Busin ss Repr ntative, MSEA
Presid�aint Paul Iic Schools
Senior Labor Relation nalys t.
Classified Confidential Employees
14-07Y/ / y y y Association
Da =
Date
Ch •� , �' of Education
93
Date
29
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•
APPENDIX A: TITLES AND SALARIES
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1/1,-//i?'
APPENDIX A (continued)
• D E F G H
Effective A B C
NOTE(1) START .5 YEAR 1YEAR 2YEAR 3YEAR 4YEAR 5YEAR 10 YEAR 15 YEAR
Grade 26
Substitute Staffing Clerk
12 -25 -93 1001.82 1046.90 1093.12 1142.56 1194.10 1229.92 1266.82 1304.83 1353.97
12 -24 -94 1021.86 1067.84 1114.98 1165.41 1217.98 1254.52 1292.16 1330.93 1381.05
•
Grade 27
Clerk IV
Human Resource Clerk
12 12 1021.86 1071.13 10 1170.88 1226.75 1263.56 1301.46 1340.50 1390.92
Grade 29
Benefits Technician
12-25-93 1055.51 1107.08 1156. 19 1212.36 1267.15 1305.16 1344.32 1384.65
12 -24 -94 1076.62 1129.22 1179. 52 1236.61 1292.49 1331.26 1371.21 1412.34 1464.9
Grade 30
Secretary
12 -25 -93 1086.68 1135.05 118666 1245.69 1302.81 1341.69 1381.94 1423.40 1476.10
12 -24 -94 1108.41 1157.75 121029 1270.60 1328.66 1368.52 1409.58 1451.87 1505.62
•
Grade 31
Clerical Supervisor
Personnel Specialist 1
12 -25 -93 1115.67 1165.12 1219 89 1275.76 1337.02 1377.13 1418.44 1461.00 1514.83
12 -24 -94 1137.98 1188.42 1244 29 1301.28 1363.76 1404.67 1446.81 1490.22 1545.13
Grade 32
Human Resource Information Systems Technician
Personnel Technician - Board of Education
12-25-93 1146.86 1201.60 125t.34 1314.46 1375.69 1416.96 1459.47 1503.25 1558.35
12 -24 -94 1169.80 1225.63 128(.45 1340.75 1403.20 1445.30 1488.66 1533.32 1589.52
Grade 36
Personnel Specialist II
12-25-93 1280.04 1341.31 140' .46 1469.16 1540.08 1586.28 1633.87 1682.89 1743.37
12 -24 -94 1305.64 1368.14 142!.49 1498.54 1570.88 1618.01 1666.55 1716.55 1778.24
NOTE (1) Years listed for steps are Illustrative. See Article 10 for salary schedule step progression
rules.
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