Saint Paul Public Schools I.S.D. 625 and AFSCME, Council 5, Local 844 Representing Clerical & Technical Employees
Summary of Tentative Agreement
July 19th, 2018
This proposal is a package, AFSCME agrees to drop union proposal #1 (revise MOA re: Nursing Duties, #3 Clerical Sub Pool (add process for subs), #7 Original Probation , #9 MOA proposal, financial proposal #5 Severance. District withdraws District #1 New 16.5.1, District #3 (All new language proposed under #3)
1. Nursing Duties MEMORANDUM OF AGREEMENT
BETWEEN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
DISTRICT COUNCIL 5, LOCAL NO. 844 (AFSCME)
REGARDING NURSING DUTIES
This Memorandum of Understanding is by and between the Independent School District No.625 (hereinafter “District”) and the AFSCME, Local No. 844 (hereinafter “Union”) exclusive representative of members of the Clerical & Technical Employees bargaining unit. It is entered into for the sole purpose of defining training, training schedules and appropriate documentation and evaluation of medical designees.
As part of the 201
Nursing Duties: In the event that a member of this bargaining unit provides health services, and except in cases of malfeasance in office or willful or wanton neglect of duty, the Employer shall defend, save harmless, and indemnify employee against tort claim or demand, whether groundless or otherwise, arising out of alleged acts or omission occurring in the performance or scope of the employee’s duties.
2. Workplace Bullying
17.1 Discipline will be administered for just cause only. Discipline will be in the form of the following actions. Such actions may be taken in an order different from that listed here, based on the specific employee action. The parties understand that the administration of discipline as defined in Article 17 shall be discussed and provided in a confidential setting.
3. Clerical Sub Pool (new process) Starting with 2018-2019 school year, the District will revise the resignation form to ask AFSCME school clerks to check a box if they are interested in substitute assignments. If the box is checked, HR will compile a list and disseminate to the site administrators, and AFSCME Local 844 President. This list can be used for all scheduled clerical absences.
4. Using Vacation in June TA 5-30-18
8.2.3.2 In the event that a 10 month employee works a summer session position and wishes to use vacation after the full completion of all summer sessions that the employee is working, the employee may submit a request to use vacation time to the administrator of the school to which they are assigned for their regular 10 month work assignment 30 days prior to the start of the first summer session. Administrators reserve the right to decline such a request.
5. Article 27 Training and Education Union drop proposal 6/20/18
6. Reduction of Probation TA 6-20-18
16.5 In cases where an employee to be laid off has held no regular appointment in a lower title in the same promotional series as his/her current title, that employee will be offered a reduction to the title within the bargaining unit to which he/she was regularly appointed immediately prior to his/her current title, so long as there is either a vacancy or, if no vacancy exists, a less senior employee in such title may be displaced.
The employee reducing into a title formerly-held title must satisfactorily complete a probationary period of six (6) months only if the employee has worked outside of this title for 24 months or more. If the probationary period is not satisfactory, the employee shall, at any time during the probationary period, be reinstated to his/her former title and shall be laid off, but such employee’s name will be placed on the reinstatement register in his/her former title and “bumping” rights herein shall not again apply to such employee.
7. 15.2 Original Employment Probation. Union drop proposal 7/19/18
8. Grievance Response Requirement TA 6-20-18
19.10
The District agrees that the Exclusive Representative and Local President
9. Drop proposal 7/19/18, maintain current MOA.
10. Transportation Union drop Proposal 6/20/18
11. Elimination of Positions / Titles TA 6/28/18
3.2.3
In the event the employer
11. New 16.8 In the event of a known layoff of employees or non-filling of vacant positions due to budget reductions, the employer shall meet and confer with Local 844 representatives no less than twenty (20) working days prior to official board action.
12. District Proposal #1 New 16.5.1 District drop 7/19/18
13. Delete 1.3 Re-number as needed for housekeeping. TA 7/19/18
Summary of Financial Tentative Agreement
July 19th, 2018
1. Increase each step of each standard pay range by 2.0% on December 22, 2018 and 2% on December 21, 2019.
2. Preserve step increases in both years of the collective bargaining agreement. TA 5-30-18
*District proposal #2, Article 14 Health Insurance SECTION 1. ACTIVE EMPLOYEE HEALTH INSURANCE Article 14 1.2 Eligibility Waiting Period TA 7/19/18
Employees who have been employed in the District for more than thirty (30) days are eligible for health insurance benefits on the first day of the month following 30 days of continuous hire to a regular benefit eligible position and will be included in the insurance program for District employees and any supplemental or replacement program required to provide benefits described in Section 1, Active Employee Health Insurance. Insurance benefits provided to eligible employees include hospital, surgical, medical, major medical, dental, long-term disability, and life insurance coverage. Employees may enroll in optional or voluntary Insurance Benefits, i.e. vision, optional life, dependent life, accidental death, short term disability, after thirty (30) days of continuous regularly appointed service in the District in a benefit eligible position.
1.5 Employer Contribution Amount--Full-Time Employees. Effective January 1, 2018, 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 $677.50 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 $1,330 per month, whichever is less.
1.5.1 Effective January 1, 2019, 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 $677.50 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 $1,330 per month, whichever is less.
1.5.2 Effective January 1, 2020, 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 $677.50 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 $1,330 per month, whichever is less.
*District proposal #3 District Drop proposal adding new language, 7/19/18 SECTION 2. RETIREMENT HEALTH INSURANCE
4.
5. Severance Union drop 7/19/18, maintain current language
6. 403B Match $150 effective 7/1/19. Article 14 Subd. 5. Employees hired after May 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. Effective July 1, 2019, the District will match up to $1,150 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.
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