2018 Contract Additions
Saint Paul Public Schools I.S.D. 625
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
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
68-20 1820 AFSCME contract agreement, SPPS and AFSCME agreed that the District and the Union will meet through the LMC process in conjunction with the Student Health and Wellness Supervisor and Environmental Service Manager to coordinate training needs, a training and refresher schedules, documentation, and evaluation process for medical designee competency.
Both parties agree to participate in an interest based process, with a third-party mediator to assist in this process. This meeting will convene on a non-student contact day at a mutually determined time by the third-party mediator after contract ratification.
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
18.104.22.168 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
27.1 When training is needed due to an implementation of a new system, an upgrade to existing system, or a change in job duties, etc. the employer shall provide such training at no cost to the employee or shall reimburse the employee for any registration fees or tuition and mileage to and from the training site and the employee’s home or if during the employee’s regular work day, the employee’s assigned work location. If such training is during the employee’s regular workday, they may attend with no loss of wages. The employer shall provide coverage if needed so that the employee may attend.
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
A 4 month and 8 month 6 months evaluation shall be performed in accordance with the St. Paul Civil Service Rules. The evaluation shall include areas of needed improvement and the Employer shall furnish a copy of the written evaluation to the employee. If either review is not completed by that date, then the probation shall be considered as successfully completed.
8. Grievance Response Requirement TA 6-20-18
19.7 The time limits in each step of this procedure may be extended by mutual agreement of the Employer and the Union. If the Employer does not answer a grievance or an appeal thereof within the specified time limits or any agreed extension, the grievance shall be considered settled on the basis of the Union’s requested relief.
19.10 The District agrees that the Exclusive Representative and Local President
Chief Steward, and Grievance Steward shall be copied on all grievance responses.
Move to Contract: Continuous Operations Memorandum of Agreement
Drop proposal 7/19/18, maintain current MOA.
10. Transportation Union drop Proposal 6/20/18
The employer shall allow Transportation Dept. employees, who have a vehicle assigned to them for use as part of their job and live within 30 miles of 360 Colborne, the use of those vehicles to commute to and from work. Employees in Job Titles will include, but are not limited to, Traffic Operations Coordinators.
11. Elimination of Positions / Titles TA 6/28/18
3.2.3 In the event the employer
feels it’s necessary to eliminates an AFSCME represented position and places the duties in another bargaining unit or no longer maintains staff in a job title, the employer shall meet and confer with Local 844 representatives no less than thirty (30) days prior to such action. If a dispute arises between the union and the employer regarding the inclusion or exclusion of a job title, the case will be referred to the Bureau of Mediation Services.
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
In some instances, specific unique positions may be designated as excluded from general seniority applicability in a seniority group, because unique skills, certification, or training are required of that position. The Union “AFSCME” and the District will agree on the list of “excluded positions” by March 1 of each year. Employees who do not possess the specific unique requirements, skills, certification, or training will have no seniority claim to the position even if otherwise “qualified” and more senior than the incumbent. Further, exemptions from layoff are allowed if, in the judgment of the Executive Director of Human Resources, a layoff would cause disruption to the educational or business process or jeopardize the functioning or funding of a particular position, program or school. Any position(s) considered excluded that are identified after March 1 will be mutually agreed on by the Human Resource Department and AFSCME.
13. Delete 1.3 Re-number as needed for housekeeping. TA 7/19/18
ARTICLE 1. RECOGNITION
1.3 Any present or future employee who is not a Union member shall be required to contribute a fair share fee for services rendered by the Union and, upon notification by the Union, the Employer shall check off said fee from the earnings of the employee and transmit the same to the Union. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal.
Summary of Financial
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.
3. Health Insurance Union drop 7/19/18 1/1/19 increase $20 $10 Single and $25 Single +1 / Family 1/1/20 increase $20 Single and $20 Single +1 / Family
*District proposal #2, Article 14 Health Insurance
SECTION 1. ACTIVE EMPLOYEE HEALTH INSURANCE
1.2 Eligibility Waiting Period TA 7/19/18
On the first day of the month following hire to appointed service in the District an eligible employee can receive the District contribution to premium cost for health and life insurance provided herein.
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
Additional 1% increase at 20 year step Union drop 7/19/18
5. Severance Union drop 7/19/18, maintain current language
6. 403B Match $150 effective 7/1/19.
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.