2016-17 and 2017-18
Granada Huntley East Chain
Education Support Personnel (ESP) Association
Master Agreement
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Section 1. Parties:
‘This AGREEMENT is entered into between Independent School District No, 2536, Granada Huntley
East Chain, Minnesota, hereinafter referred to as the School District or “District” and the Granada
Huntley East Chain Education Support Personnel Association, hereinafter referred to as Exclusive
Representative, pursuant to and in compliance with the Public Employment Relations Act of 1971, as
amended, hereinafter referred to as the P.E.L.R.A., to provide the terms and conditions of employment
of support personnel during the duration of this agreement.
Article II: Recognition of Exclusive Representat
Section 1, Exclusive Representative:
‘The Granada-Huntley East Chain School District hereby recognizes the Exclusive Representatives as the
sole and exclusive bargaining representative of all hourly paid education support personnel employees
employed by the District, in Granada Huntley East Chain, Minnesota with respect to wages, hours and
all other working conditions.
Section 2. Appropriate Unit:
‘The Exclusive Representative shall represent all the Educational Support Personnel of the District as
defined in this Agreement and in said Act.
Section 3, Payment:
Itis agreed that the method of payment for jobs of the employees subject to this Agreement shall not be
changed from the hourly basis unless the Unit consents thereto,
Section 4. Bargaining Committee:
The District will recognize a Bargaining Committee, which shall consist of at least one member from
each job classification in the Unit.
Article III: Definition
Section 1. Terms and Conditions of Employment:
The term — “terms and conditions of employment” ~ means the hours of employment, the compensation
therefore including fringe benefits, and the employer's personnel policies affecting the working
conditions of the employees.
Section 2, Educational Support Personnel
Education Support Personnel (ESP) shall mean all persons in the appropriate Unit, including CER,
employed by the School District, except confidential employees, supervisory employees, and bus
drivers. For the purposes of this Agreement the term full time employee shall mean all ESP’s
employee’s with a contract agreement of minimum of 1800 hours or more a year in a positions that iswithin the bargaining unit will receive benefits of Holiday, Vacation, Sick and personal pay and
Prorated to the contracted hours.
Section 3. School District:
For purposes of administering this Agreement, the term — “School District” shall mean the School Board
or its designated representative.
Section 4. Other Terms:
Terms not defined in this Agreement shall have those meanings as defined by the P.E.L.R.A.
Article IV: School District Rights
Section 1. Rights:
Itis understood and agreed that the management and direction of the District are matters resting solely
and exclusively under the jurisdiction and control of the School Board. This authority shall include the
right to hire and to discharge for just cause. It is further understood and agreed that the District will not
exercise this authority so as to violate the terms of this Agreement.
Section 2. School Board Rights:
1. Inherent Managerial Rights
The Exclusive Representative recognizes that the School Board is not required to meet and
negotiate on matters of inherent managerial policy, which includes 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, the organizational structure and selection, direction and number of
personnel.
2. Management Responsibilities
The Exclusive Representative recognizes the right and obligation of the School Board to
efficiently manage and conduct the operation of the School District within its legal limitations
and with its primary obligation to provide educational opportunity for students of the School
District.
. Effects of Laws, Rules, and Regulations
The exclusive representative recognizes that all employees covered by this Agreement shall
perform the services and duties prescribed by the School Board and shall be governed by the
laws of the State of Minnesota, and by the School Board rules, regulations, directive and others,
issued by properly designated officials of the School District. The exclusive representative also
recognizes the right, obligation, and duty of the School Board and its duly designated officials to
promulgate rules, regulations, directives and orders from time to time as deemed necessary by
the School Board insofar as such rules, regulations, directives and orders are not inconsistent
with the terms of the Agreement and all provisions of the Agreement found to be in violation of
any such laws, rules, regulations, directives or orders shall be null and void and without force
and effect.
4. Reservation of Managerial Rights
The foregoing enumeration of board rights and duties shall not be deemed to exclude other
inherent management rights and management functions not expressly delegated in this,
Agreement are reserved to the School Board.Article V:_ Educational Support Personnel Righ
Section 1. Right to Join:
Educational Support Personnel shall have the right to form and join labor or employee organizations,
and shall have the right not to form and join such organizations. Persons in an appropriate Unit shall
have the right by secret ballot to designate an exclusive representative for the purposes of negotiations
grievance procedures and the terms and conditions of employment for such persons.
Section 2. Request for Dues Cheek Off:
The Exclusive Representative shall be allowed dues check off for its members provided that dues check
off as the proceeds thereof shall not be allowed to an exclusive representative that had lost its right to
dues checks off pursuant to the P.E.L.R.A. Upon receipt of a properly executed authorization card of
the person involved, the School District will deduct from the person’s paycheck the dues that the person
had agreed to pay to the Unit in ten (10) monthly installments, beginning with the first pay period in
September.
Section 3. Fair Share Fee:
In accordance with the P.E.L.R.A., any Educational Support Personnel included in the appropriate Unit
who is not a member of the exclusive representative will be required by the exclusive representative to
contribute a fair share fee for services rendered as exclusive representative. ‘The fair share fee required
of any Educational Support Personnel shall not exceed his/her pro rata share of the specific expenses
incurred for services rendered by the exclusive representative in relationship to negotiations and
administration of grievance procedures for persons in the appropriate Unit.
Article VI: Basie Schedule and Rate of Pay
Section 1, Basic Compensation:
Subdivision A. 2016-17 Rates of Pay (see the attached schedule) and 2017-18 Rates of Pay (see
the attached schedule),
Subdivision B. Pay dates shall be the 15" of each month. If the 15" of the month falls on a
Saturday or Sunday, the payday will be on the preceding Friday. If the 15" of the month is a
holiday, the payday will be on the last working day preceding the 15",
Subdivision C. New employees hired before the end of the first quarter of the school year will
advance to the next step of the salary schedule on July 1". New employees hired after the end of
the first quarter will remain on the same step for the following schoo! year. Thereafter all
employees will move to the next step of the salary schedule on July 1* each year.
Section 2. Travel Compensation:
Subdivision A. The allowance for mileage shall be the current rate established by the District
for use of personal cars as authorized for field trips or other business of the District.
Article VII: Extra Compensation
Section 1, Extracurricular Schedule:‘The wages and salaries reflected in Schedule C of the Licensed Personnel Master Agreement shall be
effective for the 2016-17 and 2017-18 school years. Salary payments for extracurricular activities shall
be paid in 12 equal payments.
Section 2. Breakfast and Lunches:
Head cooks and assistant cooks’ breakfast and lunch will be provided at no charge during the hours that
they work, provided that food service is operating.
Section 3. Boiler License:
‘The District will assume all costs of initial certification and renewal of all boiler licensure,
Section 4. Severance package:
The District agrees to establish a severance package in the amount of $1,500.00 for members with at
least 25 years of service in this District, at the time of their separation for retirement.
Section 5. Longevity Pay:
Employees having completed 15 years of continuous service to the District will be receive $250.00 in
Longevity Pay. Employees receiving Longevity Pay under the previous master agreement will continue
to receive Longevity Pay.
Article VIII: Group Insurance
Section 1. Selection:
The selection of the insurance carriers and policy shall be made by the Board of Education as provided
by law.
Section 2. Term Life Insurance:
Each year, the School District will provide for term life insurance coverage in the amount of $25,000.00
for each ESP member employed by the District.
Section 3. Long Term Disability Insurance:
The District shall contribute the full cost of insurance for all eligible ESP members employed by the
District who qualify for and are enrolled in the District's group long-term disability insurance plan,
Article IX: Holidays, Leave, and Vacation,
Section 1. Sick Leave:
Each ESP employee shall be allowed one day of sick leave per month(s) worked — part-time
employees will be awarded prorated sick leave. Sick leave allowed, shall be deducted from the accrued
sick leave days earned by each employee. It may be used for personal illness or personal iliness in the
immediate family. Immediate family is defined as spouse, children, parents, or grandparents of ESP
employee or spouse. No more than 3 days per year may be used for a person for whom ESP employee
has power of attorney, guardianship, or is a personal representative, or other relatives living in the home.
Section 2. Accumulation of Sick Days:
Sick leave hours may be accumulated up to a maximum of 120 days and can be carried over to the next
year.Section 3. Me I Leave:
‘The District may grant, at the request of the ESP employee, up to one year of medical leave, Requests
for such leaves must include a physician's statement. Accumulated sick leave may be used for all or a
portion of the medical leave,
Section 4. No-Cost Leaves:
ESP employees may attend school events in which their children/grandchildren participate, or local
funerals, without deduction from pay or leave if it involves 2 hours or less and when the responsibilities,
can be covered within the staff at no cost to the District. ESP employee must notify their building
administrator prior to the day of the event.
Section 5, Holidays and Vacation:
Subdivision A: Employees having contracted hours of 1800 hours or more (prorated) have ten (10)
paid holidays = New Year's Day, Good Friday, Memorial Day, July 4", Labor Day, President’s Day,
‘Thanksgiving Day, Christmas, and two floating holidays.
Section 6. Bereavement Leave:
Each year, the ESP employee will be allowed up to five (5) days per death to be deducted from sick
leave for a death within the ESP’s close related family (parent, brother, sister, spouse, child, and
grandparent), up to three days per death to be deducted from sick leave for a death within the ESP”s
remaining relation (aunt, uncle, mother-in-law, father-in-law, brother-in-law, sister-in-law, and spouse’s
grandparents). Additional leave is subject to the discretion of the Administration depending on the
circumstances. If more than the allowed additional days granted by the Administration are taken, they
will be unpaid.
Section 7. Personal Leave:
AILESP employee’s will be granted three (3) personal leave days without salary deduction, and
none deducted from sick leave. Written requests for personal leave must be made to the Administration
at least 3 days in advance, except in the event of emergencies. The School District reserves the right to
refuse to grant such leave. This leave shall not be granted for the day preceding or the day following
holidays or extended breaks and the first and last days of the school year, except in the case of an
emergency as determined by the Administration.
Section 8, Vacation Time:
Having contracted hours of 1800 or more ESP employees having completed one (1) year of
employment shall be granted five (5) days paid vacation time. Vacation time must be used in the
calendar year in which it was earned unless otherwise agreed to by Administration. After three (3) years
of employment a full-time ESP employee shall be granted two (2) weeks (10 days) paid vacation and
after ten (10) years of employment, the full-time ESP employee shall be granted three (3) weeks (15
days) paid vacation. Hours of vacation time paid will be employee” average number of hours worked in
one, two, three weeks. Vacation time will be arranged through the building Administrator.
Section 9. Eligibility:
Holiday, leave, and vacation benefits provided in this article shall apply only to twelve (12) month ESP
employees. Less than 12-month ESP employees who are members of the appropriate Unit shall be
eligible for partial benefits proportional to the extent of their employment.Section 10. Publishing Sick Leave:
Each ESP member will be given an up to date record of his/her accumulated sick leave prior to the end
of September of each school year. The up to date record will show the number of sick hours that the
ESP member has accumulated to that date.
Section 11. Jury Duty:
ESP employees called for jury duty will continue to receive their normal pay minus any court stipend.
Article X: Employee Di
Section 1. Personnel Files:
The District shall maintain a personnel file on each ESP employee. All evaluations and files generated
within the District shall become a part of the employee’s personnel file. The employee shall have the
right to examine and reproduce any of the contents of the file at the employee’s expense and to submit
for inclusion in the file written information and respond to any material contained therein. The Di
may destroy the files as provided by law.
Section 2, Discipline Procedure:
‘When disciplinary action becomes necessary, the District shall evaluate and communicate with each
employee regarding work performance. ‘The District shall discharge or discipline employees under this
Agreement only for just cause,
Subdivision A. The following disciplinary action may be imposed by the District in the following
order:
Oral reprimand with written summary placed in the employee's personnel file.
Written reprimand.
Suspension from duty with or without pay.
Discharge from employment.
eRe
Disciplinary actions 1-3 shall be accompanied by a statement of corrective action desired of the
employee. Depending on the severity of the situation, the District has the right to move to steps 3
& 4 immediately.
Subdivision B. The District has the option to offer job transfer to the affected employee at any level of
disciplinary action.
Article XI: Unrequested Leave of Absence and ity Agreement
Section 1. Seniority:
‘The first school year of employment shall be considered a probationary period and no seniority shall be
held during such time. During such period the District may lay off employees or dismiss them as it sees
fit, Upon completion of the probationary period, seniority shall date back to the date of the latest hire.
Section 2. Estal
ishment of Seniority List:
Subdivision A. Seniority within their classification shall be applied on a district wide basis using the
employee’s date of hire. Years of service shall be computed based upon an employee's original hire
date with the District or any of its predecessors. Seniority will be figured within classifications orpositions as well as date of latest hire. By November 15" of each year, the School Board shall cause a
seniority list (by name, date of employment) qualification to be prepared ftom its records.
Subdivision B. Any person whose name appears on seniority list and who may disagree with the
findings of the School Board and the order of seniority on said list shall have ten (10) days from the date
of posting to supply written documentation, proof, and request for seniority change to the School Board.
Section 3. Part-time Employe
Part-time employees shall be assigned a position on the seniority list within their classifications by the
latest date of hire.
Section 4. Reducing Workforce:
In case itis necessary to reduce the working forces, the following procedure shall prevail:
1, Probationary employees shall be laid off first.
2. If further lay offs are necessary, employees shall be laid off on a District-wide basis; that is,
those with the shortest period of service with the District shall be laid off first providing the
remaining employee’s ability to do the job is sufficient.
3, Inthe event of staff reduction, action affecting educational support person’s whose first date of
employment commenced on the same date, and have equal seniority, the selection of the person
for purposes of discontinuance shall be at the discretion of the School District based upon criteria
including: performance, training, experience, skills in special assignments, and other relevant
factors,
Section 5. Changing Lanes:
Employees may move to other classification lanes providing they have skills and/or experience in that
classification with the District. For example: A secretary who had previously been a paraprofessional
could return to the paraprofessional lane if his/her job was being discontinued. The final determination
shall rest with the District.
Section 6. Reinstatement:
Subdivision A. The District shall employee no new ESP employees while any qualified ESP employee
is on unrequested leave of absence in the same position. Any ESP employee placed on unrequested
leave of absence shall be reinstated to the position from which they have been given leave, or any other
available position in the District in the lanes in which they are qualified as such positions become
available. The order of reinstatement shall be in reverse order (last one to be placed on unrequested
leave is recalled first) in which the ESP employee’s were placed on unrequested leave,
Subdivision B. When placed on unrequested leave, an ESP employee shall file his/her name and
address with the School District personnel office to which any notice of reinstatement or availability of
position shall be mailed. Proof of service by the person in the School District depositing such notice of
the ESP employee at the last known address shall be sufficient and it shall be the responsibility of any
ESP employee on unrequested leave, to provide forwarding of mail or for address changes. Failure of a
notice to reach an ESP employee shall not be the responsibility of the School District if any notice had
been mailed as provided heSubdivision C. If a position becomes available for a qualified ESP employee on unrequested leave, the
School District shall mail the notice to such ESP employee who shall have ten (10) dayss from the date of
such notice to accept the re-employment. Failure to reply in writing within such ten (10) day period
shall constitute waiver on the part of any ESP employee to any further reinstatement or employment
rights. The written acceptance shall be considered timely if it is postmarked within ten (10) days of
receipt of the notice,
Subdivision D. Reinstatement rights shall automatically cease one year from the date of unrequested
leave was commenced.
XII. Hours of Servi
Section 1. Basic Day:
The basic day for a full time ESP employee will include a 30-minute paid duty free lunch and two (2)
15-minute breaks. Breaks will be protated for part time ESP employees. The specific hours for each
ESP employee will be designated by the School District.
Section 2. Notification:
Each year the School District will provide job notification to all ESP employees prior to the start of
each school year. This notification shall include job placement, assigned hours and a calendar indicating
contract days.
Section 3, Emergency Closing:
In the event of a duty day lost for any emergency closing, the ESP employee shall be paid for those
hours. In the event that school must be closed due to inclement weather or at the discretion of the school
board for special events, ESP employees shall NOT be required to report for duty on those days and
shall
be paid for those days. If school is delayed or released early, ESP employees will be paid for their
normal day.
Article XII. Grievance Procedure
Section 1. Grievance Definitions:
‘A “grievance” shall mean an allegation by an ESP employee resulting in a dispute or disagreement
between the ESP member and the School District as to the interpretation or application of terms and
conditions contained in this agreement.
Section 2. Representative:
The ESP employee, administrator, or School Board may be represented during any step of the procedure
by any person or agent designated by such party to act in the party's behalf.
Section 3. Definitions and Interpretations:
Subdivision A. Extension: Time limits specified in this Agreement may be extended by mutual
agreement,
Subdivision B. Days: Reference to days regarding time periods in this procedure shall refer to
working days. A working day is defined, as all weekdays not designated as holidays by state law.
Subdivi
sion C, Computation of Time: In computing any period of time prescribed or allowedby procedures herein, the date of the act, event, or default for which the designated period so
computed shall be counted, unless it is a Saturday, a Sunday, or a legal holiday in which event
the period runs until the end of the next day which is not a Saturday, a Sunday, or a legal holiday.
Subdivision D. Filing and Postmark: The filing or service of any notice or document herein
shall be timely if it is personally served or if it bears a certified postmark of the United States
Postal Service within the time period,
Section 4. Time Limitation and Waiv«
A grievance shall not be valid for consideration unless the grievance is submitted in writing to the
School District’s designee, setting forth the facts and the specific provision of the Agreement allegedly
violated and the particular belief sought within twenty (20) days after the event giving rise to the
grievance occurred, or twenty (20) days after the ESP employee, through use of reasonable diligence
had knowledge of the occurrence, that gave rise to the grievance. Failure to file any grievance within
such period shall be deemed a waiver thereof. Failure to appeal a grievance from once level to another
within the time period’s hereafter provided shall constitute a waiver of the grievance. An effort shall
first be made to adjust an alleged grievance informally between the ESP employee and the School
District's designee.
Section 5. Adjustment of Grievance:
The School District and the ESP employee shall attempt to adjust all grievances, which may arise during
the course of employment of any ESP employee within the School District in the following manner:
Subdivision A. Level I — If the grievance is not resolved through informed discussions, the School
District’s designee shall give a written decision on the grievance to the parties involved within ten (10)
days after receipt of the written grievance.
Subdivision B. Level II — In the event the grievance is not resolved in Level I, the decision rendered
may be appealed to the Superintendent of Schools, provided such appeal is made in writing within five
(5) days after receipt of the decision in Level I. Ifa grievance is properly appealed to the
Superintendent, the Superintendent or his/her designee shall set a time to meet regarding the grievance
within fifteen (15) after receipt of the appeal. Within ten (10) days after the meeting, the Superintendent
or his/her designee shall issue a decision in writing to the parties involved.
Subdivision C. Level II] - In the event the grievance is not resolved in Level I, the decision
rendered may be appealed to the School Board provided such appeal is made in writing within
five (5) days after the receipt of the decision in Level II. If a grievance is properly appealed to
the School Board, the School Board shall set a time to hear the grievance within twenty (20) days
afier receipt of the appeal, Within twenty (20) days after the meeting, the School Board shall
issue a decision in writing to the parties involved. At the option of the School Board, a
committee or representative(s) of the Board may be designated by the Board to hear the appeal at
this level and report it’s findings and recommendations to the School Board. ‘The School Board
will render its decision,
Section 6. School Board Review:
The School Board reserves the right to review any decision issued under Level I or Level II of this
procedure provided the School Board or its representative notify the parties of its intention to review
within ten (10) days after the decision has been rendered, In the event the School Board reviews a
grievance under this section, the School Board reserves the right to reverse or modify such decision.Section 7. Denial of Grievance:
Failure by the School Board or its representative to issue a decision with the time periods provided
herein shall constitute a denial of the grievance and the ESP employee may appeal it to the next level.
Section 8. Arbitration Procedures:
In the event that the ESP employee and the School Board are unable to resolve any grievance, the
grievance may be submitted to the arbitration as defined under Section XIV, subdivisions 1 through 8 of
the Master Agreement between the GHEC School District and the GHEC Education Support Personnel
Association,
XIV: Duration
Section 1. Terms and re-opening negotiation:
‘This Agreement shall remain in full force and effect for a period commencing upon the date of its
execution through June 30, 2018, and thereafter until modifications are made. If either party desires to
modify or amend this Agreement commencing on July 1, 2018, it shall give notice of intent no later than
May 1", 2018. Unless otherwise mutually agreed, the parties shall not commence negotiations more
than ninety (90) days prior to the expiration of this Agreement,
Section 2. Effect:
This Agreement constitutes the full and complete Agreement between the School District and the
Exclusive Representative representing the ESP employee of the District. The provisions herein relating
to term and conditions of employment supersede any and all prior agreements, resolutions, practices,
School District policies, rules or regulations conceming terms and conditions of employment
inconsistent with their provisions.
Section 3. Finali
Any matters relating to the current contraet term whether or not referred to in this Agreement shall not
be open for negotiation during the term of this Agreement.
Section 4, Sever-abilit
The provisions of this Agreement shall be sever able, and if any provisions thereof or the application of
any such provision under any circumstances is held invalid, it shall not affect any other provisions of
this Agreement or the application of any provision thereof.
Signed:
Soa Roe Ab Bocig
Lifida Pierce/GHECESP Robert Garry/GHEC School Board
Dovunlan_| lp _,2016
10SALARY SCHEDULE FOR 2016-17
Asst Custodian Lead Custodian
step Asst Cook Head Cook cer
Paraprofessiona! Seeretary
1 $11.00 $1400 $17.00
2 suas s142s $1728
3 $1150 $1450 $1780
4 $17 stars $1778
s $1200 s1s00 $18.00
6 $1228 $152 $1825
7 $1250 $1550 $1850
8 $1278 $1575 $1875
9 $13.00 $1600 $19.00
10 $1328 $1628 $1928
SALARY SCHEDULE FOR 2017-18
Asst Custodian Lead Custodian
step Asst Cook Head Cook cer
Paraprotesional Seeretary
1 siras staas si72s
2 sino $1450 $1780
3 sis $1475 si73s
4 $1200 $15.00 $18.00
5 sias $1s2s s1sa2s
‘ 51250 $1550 $1850
7 si27s $1575 $1875
8 $13.00 $1600 $19.00
° 81325 $1625 $192
10 $13.80 $16.50 $19.50