Administrative Support, Facilities, & Food Service Benefits

Section A. Parties: THIS AGREEMENT, entered into between the School Board of
Intermediate District 287 - Hennepin County, Minnesota, hereinafter referred to as the
School Board, and School Service Employees SEIU Local 284, hereinafter referred to as
the Exclusive Representative, pursuant to and in compliance with the Public Employment
Labor Relations Act of 1971, as amended, to provide the terms and conditions of
employment for all school service support staff employees during the duration of this
Agreement.

Section B. Nondiscrimination: Neither the School Board, nor the Exclusive
Representative, will discriminate against any employee because of race, color, age,
religion, sex, sexual orientation, gender identity, national origin, marital status, physical or
mental disabilities status with regard to public assistance, family care leave status, or
inclusion in any group or class against which discrimination is prohibited by federal, state
or local laws and regulations.

Section A. Recognition: In accordance with the PELRA of 1971, as amended, the School
Board recognizes the Exclusive Representative for all school service support staff
employees employed by the School Board. The Exclusive Representative shall have
those rights and duties as prescribed by the PELRA of 1971, as amended, and as
described in the provisions of this Agreement.

Section B. Appropriate Unit: The Exclusive Representative shall represent all such
employees of the School District contained in the appropriate unit as defined in Article III,
Section B, of this Agreement, the PELRA of 1971, as amended, and in certification by the
Director of Mediation Services if any.

Section A. Terms and Conditions of Employment: The terms and conditions of
employment shall mean the hours of employment, the compensation thereof, including
fringe benefits and the employer’s personnel policies affecting the working conditions of
the employees.

Section B. Description of Appropriate Unit: For purposes of this Agreement, the terms
school service support staff employees including administrative support,
facilities/maintenance, and food service employees shall mean all persons in the
appropriate unit employed by the School Board in such classifications excluding the
following: confidential employees, supervisory employees, and employees who hold
positions of a temporary or seasonal character as defined by the PELRA of 1971, as
amended.

Section A. 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 include, but are not limited to, such areas of discretion or policy as the
functions and programs of the District, its overall budget, and number of personnel. The
above rights and duties should not exclude other management rights and functions not
expressly stated.

Section B. 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 the students of the School District.

Section C. Effect 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 School Board rules, regulations, directives and orders issued by
properly designated officials of the School Board. 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 for the School Board, insofar as such rules, regulations, directives and
orders are not inconsistent with the terms of this Agreement and recognizes that the
School Board, all employees covered by this Agreement, and all provisions of this
Agreement are subject to the laws of the state. The provisions of this Agreement shall be
several and if any provision thereof, or the applications of any such provision under any
circumstances is held invalid, it shall not affect any other provisions of this Agreement or
their application.

Section D. Reservation of Managerial Rights: The Exclusive Representative recognizes
that the School Board shall exercise the regular and customary function of management
including, but not limited to, the right to hire, promote, transfer, suspend, discharge,
contract out work in emergency situations (fire, explosion, flood, acts of God, pandemic,
etc.), establish and discontinue jobs or operations, and make such rules relating to the
operation of the School District as it should deem advisable. The foregoing enumeration
of Board rights and duties shall not be deemed to exclude other inherent management
rights and management functions not expressly reserved herein, and all management
rights and management functions not expressly delegated in the Agreement are reserved
to the School Board.

Section A. Right to Views: Nothing contained in this Agreement shall be construed to limit,
impair, or affect the right of any employee or their representative to the expression
or communication of a view, grievance, complaint, or opinion on any matter related to the
conditions or compensation of public employment or their betterment, so long as the same
is not designed to and does not interfere with the full, faithful and proper performance of
the duties of employment or circumvent the rights of the Exclusive Representative.
Section B. Right to Join: Employees shall have the right to form and join labor or employee
organizations, and shall have the right not to form and join such organizations. Employees
in an appropriate unit shall have the right, by secret ballot, to designate an Exclusive
Representative for the purpose of negotiating grievance procedures and the terms and
conditions of employment for employees of such unit with the School Board.

Section C. Request for Dues Check off: Employees shall have the right to request and be
allowed dues check off and the proceeds thereof shall not be allowed any employee
organization that has lost its right to dues check off pursuant to PELRA of 1971, as
amended. Upon receipt of a properly executed authorization card of the employee
involved, the School District shall deduct, from the employee’s paycheck, the dues that
the employee has agreed to pay to the employee organization during the period provided
in said authorization. The Union shall provide the District with the appropriate form of
authorization for member dues/premier member dues deduction and the School District
shall adhere to the specific provisions in each dues check-off authorization regarding the
duration, renewal, procedure for revocation, amount of dues deducted, and all other
provisions agreed to by the employee as stated in the authorization. Such dues shall be
remitted to the Union at least monthly. Employees wishing to maintain union membership
benefits during periods of unpaid leaves shall make arrangements with the Exclusive
Representative.

Section D. Employee Information: Information about employees newly hired for positions
represented by SEIU Local 284 shall be shared with the union office within ten (10)
working days from the date of hire. A form shall be provided giving employee’s name, date
of employment, home address, work email, work phone number, position filled, work
location, grade, step, hourly rate and number of hours worked.

Subd. 1. Notification: Employees shall be notified of changes in pay in writing or by
electronic means within ten (10) working days of said action.

Section E. Translation. The district shall translate the contract from the English language to
any other language upon request

Section A. All business between the School Board and the Exclusive Representative
except the adjustment of grievances shall be discussed between the Exclusive
Representative and the authorized representatives of the School Board. The School
Board and the Exclusive Representative shall keep each other currently advised of their
authorized representatives.

Section B. The School Board agrees to pay stewards at the appropriate straight-time rate
for all work time lost during regular business hours because of grievance handling,
provided they have prior approval of the supervisor in attending meetings scheduled by
the School Board and Exclusive Representative. This Section does not apply to School
Board Exclusive Representative negotiation meetings or arbitration proceedings.

Section C. The School Board agrees to pay each steward up to thirty-two (32) hours pay
each, per year, to attend Exclusive Representative monthly meetings or other meetings
approved by the exclusive representative, provided essential services of the District are
not interrupted/impacted. The District’s maximum obligation for paid time for all stewards
under this section is no more than one-hundred-twenty-eight (128) hours annually. Two
(2) days notice requesting such time off must be made to the immediate supervisor prior
to each such meeting.

Section D. The Exclusive Representative shall not engage in any business during working
hours. In investigations and adjustments of grievances, it is understood that Exclusive
Representative officer and steward activities shall have the prior specific approval of the
School Board or designee.

Section E. The Exclusive Representative, after a minimum of seventy-two (72) hours
written notice and approval of the Superintendent or authorized representative, may use
school buildings for meeting purposes. Such use may not interfere with a previously
scheduled school or community activity. The Exclusive Representative shall notify the
Superintendent or authorized representative of the specific meeting space requested and
the number of guests to be invited. The use of said building shall be at no cost to the

Exclusive Representative provided that additional custodial or other services are not
required. Where the Superintendent or authorized representative determines that
additional custodial or other services were required, the employee shall inform the
Exclusive Representative of the estimated cost for such use, and the Exclusive
Representative shall bear full cost for the additional service.

Section F. Petitions, collections or solicitations within the School Board facilities must have
prior approval of the School Board or its designee.

Section G. The School Board agrees that Union Stewards may attend district orientation
meetings for new hires who are part of the School Service Support Staff Bargaining Unit.

Section A. Representatives of the Exclusive Representative and the representative of the
School Board shall meet for the purpose of discussing issues of concern to either party.
Meet and Confer meetings shall be conducted quarterly or as needed. The Union and
Administration shall each have up to five (5) representatives at Meet and Confer meetings.
The agenda for the Meet and Confer shall be developed by the Co-Stewards and the
Executive Director of Human Resources.

Section A. The wages and salaries reflected in the Schedule, attached hereto, shall be a
part of the Agreement for the period commencing July 1, 2024 to June 30, 2026.

Section B. A salary increase is not automatic and is effective only upon affirmative action
of the School Board. The School Board reserves the right to withhold increment advances
due to deficiencies in the employee’s performance. A written notice to the employee must
be provided thirty (30) days in advance of a scheduled increment date. The salary
schedule is determined each year and is not a part of the employee’s continuing contract.
The existing salary schedule as of the expiration date shall remain unchanged until the
effective date of the new Agreement.

Section C. Employees may request a reclassification once per contract year. As an
exception, if a substantive change of duties has been experienced, the employee may
request reclassification after six (6) months of assuming those increased duties. Action
on the request for reclassification shall be concluded within forty-five (45) calendar days
after the reclassification request and review questionnaire has been completed by the
requester, unless representatives of the Exclusive Representative and the School Board
agree to extend the time period. The School District shall include one (1) representative
of the Exclusive Representative in the reclassification process.

Section A. Selection of Carrier: The selection of the insurance carrier and policy shall be
made by the School Board. The selected group health and hospitalization insurance plan
must be in compliance with the Patient Protection and Affordable Care Act (PPACA).
Employees shall have the option of enrolling in available insurance plans.

Section B. Eligibility: All employees who are employed thirty (30) hours per week or more
shall be considered full-time employees for the purposes of this Article and shall be eligible
for all of the insurance benefits in this Article.

Section C. Health and Hospitalization Insurance: The School Board shall contribute the
following amounts, for all eligible and enrolled employees, toward health insurance
premiums as outlined in the table below:

Health Insurance - District Contributions
Plans	July 1,2024 - Dec 31, 2024	Jan 1, 2025 - Dec 31, 2025	Jan 1, 2026 - June 30 2026
Single Deductibles	100%	100%	100%
Family Deductibles	90%	90%	90%

 

Health Reimbursement Account: The School Board shall maintain a Health

Reimbursement Account. For any employee who enrolls in the Single Deductible Plan, or
in the Family Deductible Plan, the School Board shall contribute as outlined in the table
below:

Health Reimbursement Account - District Contributions
Plans	July 1, 2024 - Dec 31, 2024	Jan 1, 2025 - Dec 31, 2025	Jan 1, 2026 - June 30, 2026
Single Deductible	$500	$1000	$500
Family Deductible	$1000	$2000	$1000

 

Section D. Life Insurance: The School Board shall pay the premium cost for each full-time
employee who qualifies for, and is enrolled in, the School District’s group life insurance
plan. The amount of life insurance coverage granted to employees shall be an amount
equal to the employee’s annual salary rounded to the nearest thousand.

Subd. 1 Supplemental Life Insurance: Additional life insurance equal to one (1) or
two (2) times the employee’s salary is available to the employees who qualify under
this Section. The entire cost of such insurance shall be borne by the employee.

Subd. 2 Dependent Life Insurance: Dependent life insurance in the amount of
$10,000, $20,000, or $50,000 for spouse and $2,000 or $5,000 for each child is
available to the employees who qualify under this Section. The entire cost of such
insurance shall be borne by the employee.

Section E. Long-Term Disability: The School Board shall contribute a sum equal to 100%
of the premium cost for disability coverage for each full-time employee who qualifies for,
and is enrolled in, the School District’s long-term disability insurance plan.

Section F. Dental Coverage:

Subd. 1 Single Coverage: The School Board shall contribute toward the premium
cost for single coverage for each full-time employee who qualifies for, and is
enrolled in, the School District’s dental plan. The School Board’s contribution shall

be $395.40/year.

Subd. 2 Family Coverage: The School Board shall contribute toward the premium
cost for family coverage for each full-time employee who qualifies for, and is
enrolled in, the School District’s dental plan. The School Board’s contribution shall
be $439.92/year.

Section G. Duration of Insurance Contribution: Unless otherwise specified, qualified
employees shall be eligible for School Board contributions as long as employees are
employed by the School Board. Upon the termination of employment, voluntary or
involuntary, all School Board participation shall cease at the end of the month following
the employee’s effective date of termination. The employee has the option of retaining
health care and dental insurance coverage for up to eighteen (18) months by paying the
full premium cost. Basic life, supplemental life and dependent life may be converted to
individual life insurance policies. Long-term disability insurance coverage ceases on the
employee’s last day of employment. Employees who retire early, as provided in Article
XVIII shall be entitled to coverage under the School District’s Health and Hospitalization
Plan until Medicare/Medicaid eligibility. The entire cost of such insurance shall be borne
by the employee.

Section A. Requesting Leave: Requests for leave shall be submitted to the employee’s
supervisor by proper registration in the automated leave/substitute system.

Section B. Sick Leave: Full-time employees (working 2088 hours per year) shall earn eight
(8) hours on the first pay period of the month. Those employees working between 730
hours (0.35FTE) and 2088 hours (1.0 FTE) shall have this time prorated. Part-time
employees shall earn prorated sick leave benefits based on the number of hours worked.

Subd. 1 Accumulation: Unused sick leave may accumulate without limit for all
employees.

Subd. 2 Use of Sick Leave: Sick leave with pay shall be allowed by the School
Board whenever an employee’s absence is found to have been caused by illnesswhich prevented the employee’s attendance and performance of duties on that
day(s), or for safety leave. Safety leave includes leave due to domestic abuse,
sexual assault, or stalking of the employee or employee’s family member, provided
the leave is for the purpose of seeking certain medical, psychological, legal or
relocation services.

Subd. 3 Medical Certificate: The School Board may require an employee to furnish
a medical certificate from a qualified physician after five (5) consecutive days or in
the case of FMLA leave three (3) consecutive days of absence due to illness in
order to qualify for sick leave pay. The final determination as to the eligibility of an
employee for sick leave is the right of the School Board.

Subd. 4 Usable Increments: Allowed sick leave shall be deducted from the accrued
sick leave days earned by the employee. A minimum of one-quarter hour (1/4) hour
of sick leave shall be used for each absence.

Subd. 5 Family: Sick leave may be used for absence due to illness of the following
members of the employee’s family: spouse/domestic partner; child; grandchild;
sibling; parent; parents-in-law; grandparent; or stepparent and also any relative
who is domiciled in the employee’s household. Sick leave also may be used for
doctor’s appointments, and for the purpose of providing or receiving assistance
because of sexual assault, domestic abuse, or stalking.

An employee who is disabled due to pregnancy may use available sick leave during
the time of physician-determined disability, unless the employee is on child care
leave.

Subd. 6: Employees who are on leaves of absence either with or without pay for
three (3) months or less may be replaced by a temporary hire who shall be paid at
the appropriate pay level with no seniority accrual nor sick leave, vacation, personal
leave, or insurance benefits.

Subd. 7: Employees who do not use sick leave for a period of twelve (12)

consecutive months will be eligible for one (1) additional day off with pay. The
additional day must be used within twelve (12) months of earning the additional
day. Requests for time off for this purpose will not be unreasonably withheld.

Section C. Personal Leave: Employees shall be eligible for two (2) days of personal leave
per year. Full-time, twelve (12) month employees, shall be eligible for an additional one
(1) day of personal leave per year. Except in cases of emergency, leave requests for
personal reasons shall be submitted to the employee’s supervisor properly registered on
the automated leave/substitute system at least three (3) days in advance of the requested
leave. Personal leave days are not accumulative. A minimum of one (1) hour of personal
leave shall be used for each absence.

Section D. Bereavement Leave: Employees shall be granted up to five (5) days, which do
not need to be used consecutively, with pay per occurrence because of the death of an
employee’s spouse/domestic partner, parent, stepparent, sister, brother, child,

grandparent, grandchild, parents-in-law, son/daughter-in-law/step, brother/sister-in-
law/step and also any relative who is domiciled in the employee’s household. Upon the

death of other relatives or friends not listed above, the employee may take up to four (4)
days of any type of leave.

Section E. Workers’ Compensation: Upon the request of an employee who is absent from
work as a result of a compensable injury under the provisions of the Worker’s
Compensation Act, the School Board shall pay the difference between the compensation
received pursuant to the Workers’ Compensation Act by the employee and the employee’s
regular rate of pay, to the extent of the employee’s earned accrual of sick leave and/or
vacation pay.

Subd. 1 A deduction shall be made from the employee’s accumulated vacation or
sick leave accrual time according to the pro rata portions of days of sick leave or
vacation time which is used to supplement workers’ compensation.

Subd. 2 Such payment shall be paid by the School District to the employee only
during the period of disability.

Subd. 3 In no event shall the additional compensation paid to the employee by
virtue of sick leave or vacation pay result in the payment of a total daily, weekly or
monthly compensation that exceeds the normal compensation of the employee.

Subd. 4 An employee who is absent from work as a result of an injury should record
their injury as "work injury" in the automated leave/substitute system. These
absences will be deducted from the employee’s sick leave, and the School Board
will reimburse the employee for any sick leave used due to a work injury which is
found to be compensable by the worker's compensation carrier. Staff who miss
more than three (3) days of work due to a work injury should contact Human
Resources for information regarding the coordination of payments from the
worker's compensation carrier and the District.

Section F. Military Leave: The provisions for military leave shall conform to State and
Federal statutes.

Section G. Child Care Leave: A child care leave without pay or fringe benefits shall be
granted to an employee by the School Board subject of the provisions of this Section.
Child care leave shall be granted because of the need to provide parental care for
dependent children of the employee for an extended period of time.

Subd. 1 Employees making application for child care leave shall inform the
supervisor in writing of their intention to take the leave at least three (3) calendar
months before commencement of the intended leave.

Subd. 2 The supervisor may adjust the proposed beginning or ending date of a
child care leave so that the dates of the leave are coincident with some natural
break in the school year.

Subd. 3 In making a determination concerning the commencement and duration of
a child care leave the School Board shall not in any event be required to: 1) grant
any leave more than twelve (12) months in duration, 2) permit the employee to return to her/his employment prior to the date designated in the request for child
care leave.

Subd. 4 The employee must notify the supervisor in writing, not later than thirty
(30) calendar days prior to expiration of the leave, of plans to return to duty. An
employee returning from leave shall be reemployed in a similar position at the same
site with no reduction in salary. An employee, who agrees to return to work within
three (3) months of the last day worked, shall return to the same position at the
same site. Employees on leave are subject to the same provisions in the layoff
Article as employees actively at work.

Subd. 5 Failure of the employee to return to work on the date determined in the
leave shall result in termination of the employee unless the School Board, or its
designee, and the employee mutually agree to an extension.

Subd. 6 Employees who return within the provisions of this Section shall retain
previously accrued seniority, vacation and sick leave credits. Additional credits for
vacation and sick leave shall not accrue during the leave.

Subd. 7 An employee on child care leave is eligible to continue participation in
group insurance programs as permitted under the insurance policy provisions. After
the expiration of federal Family Medical Leave Act (FMLA) insurance benefits, an
employee on extended leave may continue participation in the group insurance
programs as permitted by the insurance policy provisions and COBRA. It is the
employee’s responsibility to initiate continuation of insurance benefits during a
leave. The employee should contact both her/his supervisor and Human
Resources regarding leaves of absence.

Section H. Unpaid Family Medical Leave: A full-time employee who has been employed
by the School Board for at least one (1) year, shall be granted, upon application, an unpaid
family and medical leave of absence of up to six (6) months in order to care for spouse,
child or parent of the employee if that relative has a serious health condition or because
of a serious health condition that makes an employee unable to perform the essential

functions of the job. The employee shall return to the same position at the same site. An
employee on unpaid family and medical leave shall continue to receive group insurance
benefits and employer paid premiums for up to twelve (12) weeks.

Section I. Short-Term Unpaid Leaves: An employee may request an unpaid leave of
absence for up to three (3) days each year of the agreement. Such requests must be
submitted to Human Resources at least two (2) weeks in advance of the requested leave.
In the event of an unexpected health or medical development, requiring immediate leave,
which is verified by a note from a medical professional, the two-week notice would be
waived. A one (1) day notice would be required instead.

Section A. Basic Work Week: Exclusive of lunch the typical work week shall be forty (40)
hours.

Section B. Working Hours: Working hours shall be established by the supervisor including
a lunch period and the break periods. The work day is eight (8) hours in length. The
supervisor shall provide a schedule as required to ensure office and phone coverage.

Subd. 1 A ten (10) month position is 218 days in length scheduled to meet the
needs of the School District.

Section C. Part-time Employees: The School Board reserves the right to employ such
personnel as it deems desirable or necessary on a part-time or casual basis.

Subd. 1 Employees working less than thirty-two (32) hours per week shall be
considered part-time employees and shall be assigned a specific work schedule.

Subd. 2 Effective July 1, 2007, employees who work less than full-time, twelve (12)
months, and are required to work or are offered to work additional hours or beyond
their normal contract year, shall be paid through a Status Change form as opposed
to a Temp Hire Agreement. Any additional hours should be registered on a time sheet.

Section D. Work Assignment: Any variance in the regularly scheduled work assignment
must be approved by the supervisor.

Section E. Breaks: An eight (8) hour work schedule includes two fifteen (15) minute breaks
and one half-hour unpaid lunch period. A six (6) hour work schedule includes one fifteen
(15) minute break and one (1) half-hour unpaid lunch period. A four (4) hour work schedule
includes one (1) fifteen (15) minute break.

Section F. Overtime Rate: Time and one-half shall be paid for all hours over forty (40)
hours per week with prior approval of the supervisor. Holidays shall be considered paid
time worked for the purpose of determining overtime. For all Facilities staff, sick leave
shall also be considered time worked for the purposes of determining overtime.

Subd. 1 The School Board has the right to schedule overtime as and when it deems
necessary. Should such an overtime assignment work a substantial hardship on
an employee, those persons with the least seniority, but equal qualifications, shall
be selected.

Section G. Site Closure or Program Cancellation: The Superintendent or official designee
has sole authority to close District sites or cancel student programs.

Subd. 1. Site Closure (neither students nor staff should report to that site): The
Superintendent’s action to close a District site(s), including leased sites and those
owned by other entities, would cancel student programs held there and indicate
that District staff whose only assignment(s) is/are in that site(s) should not report
and do not have to take leave for the day. Staff who are assigned to more than one
site are expected to report to any sites that are open. Conditions may dictate
different decisions for different sites. If an employee has approved paid or unpaid
leave already registered in the automated leave/substitute system scheduled for
the same day as a site closure, their paid leave (if registered as paid time) or their
salary (if registered as unpaid) shall not be deducted.

Subd 2. Program Cancellation (staff should report or take leave): The
Superintendent’s action to cancel student programs means that those programs
will not serve students, but does not mean that the site is “closed” to staff.
Therefore, staff should report to work or enter their absence into the automated
leave/substitute system.

Subd 3. Facilities Reporting: Facilities maintenance workers, skilled facilities
maintenance workers, and cooks are considered “critical staff” and should make
their best effort to report at their assigned sites. If other employees are required by
their supervisor to make their best effort to report at their assigned sites, they will
also be considered critical staff for that day. All critical staff who report for and
complete their assigned shift when: 1. all District-owned sites have been closed for
a weather-related event by the Superintendent; or 2. the Superintendent has
declared an e-learning day which meets District criteria for a weather-related
closure, shall receive an additional personal day. Critical staff will contact the
principal of their site and their immediate supervisor if their attendance is not
possible. Critical staff unable to report at their assigned sites must also enter their
absence into the District’s absence reporting system.

Section A. Paid Holidays: Employees, scheduled to work thirty-two (32) hours per week
or greater who have worked or had an authorized absence with pay the regularly
scheduled work day before and after the holiday, shall receive holiday pay at their regular
straight time rate. Part-time employees shall receive holiday pay on a pro rata basis based
on their regularly scheduled work day. Paid holidays are listed below:
 

2024-2025 School Year	2025-2026 School Year
July 4, 2024	July 4, 2025
September 2, 2024	September 1, 2025
November 28, 2024	November 27, 2025
November 29, 2024	November 28, 2025
December 25, 2024	December 25, 2025
January 1, 2025	January 1, 2026
January 20, 2025	January 19, 2026
February 17, 2025	February 16, 2026
May 26, 2025	May 25, 2026

 

Three additional holidays shall be determined annually by the School Board. In the event
a holiday falls on a Saturday or Sunday, another weekday will be designated by the District.

Employees who have completed ten (10) years of service shall have two (2) paid floating
holiday each school year. Requests for floating holidays must be submitted to the
supervisor at least three (3) days in advance of the requested date to ensure proper
coverage. One paid floating holiday must be taken before June 30 each year and in eight
(8) hour or full-day increments.

Section A. Vacations: Vacations shall be requested two (2) weeks in advance to ensure
proper coverage. Vacations not requested two (2) weeks in advance shall be awarded as
requested. Employees working in ten-month positions shall normally be on duty when
school is in session.

Subd. 1 In instances where vacation plans conflict, individuals with the greatest
seniority shall be given first choice, providing the request is submitted within the
required time frame.

Subd. 2 All vacation days must be approved by the supervisor to ensure that
sufficient personnel are available to handle the School District’s workload.

Subd. 3 Vacation pay shall be calculated on employee’s straight time-rate at the
time the employee takes their vacation. Holidays during vacation periods shall not
count as vacation time.

Subd. 4 Employees should not plan to use vacation on the All District Workshop
Day.

Section B. Amount of Vacation:

Subd. 1 An employee beginning employment between the first day and fifteenth
day of the month shall be credited with that month as their first month of
employment.

Subd. 2 An employee beginning employment between the sixteenth day and the
end of the month shall not receive credit for the month.

Subd. 3 Time spent on unpaid leave of absence for any full month shall not be
counted toward yearly vacation accrual.

Subd. 4 Part-time employees (working less than 2088 hours) shall have prorated
vacation benefits based on the number of hours worked.

Subd. 5 A full-time employee (2088 hours) who has completed less than three (3)
years of employment shall be granted vacation leave at the beginning of the
contract year on the basis of eighty (80) hours per year. Vacation leave granted to
an employee at the time of hire shall be pro-rated based on the number of days the
employee is scheduled to work if the employee is hired after the beginning of the
contract year, subject to Subds. 1 and 2.

Subd. 6 A full-time employee (2088 hours) who has completed three (3) years of
employment shall be granted vacation leave at the beginning of the contract year
on the basis of one hundred twenty (120) hours per year.

Subd. 7 A full-time employee (2088 hours) who has completed ten (10) years of
employment shall be granted vacation leave at the beginning of the contract year
on the basis of one hundred sixty (160) hours per year.

Subd. 8 A full-time employee (2088 hours) who has completed fifteen (15) years of
employment shall be granted vacation leave at the beginning of the contract year
on the basis of two-hundred (200) hours per year.

Subd. 9 The maximum accumulation of vacation leave will be three hundred sixty
hours (360). Any employee having more than three hundred sixty (360) hours of
vacation on June 30 of any year shall forfeit all hours in excess of three hundred
sixty (360). At the discretion of Human Resources, the timeline, for using hours that
are in excess of three hundred sixty (360) on June 30, may be extended.

Subd. 10 Employees who leave the School District prior to their anniversary date
shall receive prorated vacation credit after the completion of six (6) months.

Section A. Compensation: Employees requested to serve on jury duty are to notify their
supervisor immediately. The employee shall be reimbursed for the difference between the
amount received for jury duty (exclusive of travel pay and expense reimbursement) and
the employee’s regular salary. This amount is payable upon receipt of proper evidence as
to jury service and the amount of compensation received there from.

Section B. Release: Should the employee be released from jury duty before the end of
the regularly scheduled work day, the employee shall report for the balance of the work
day.

Section A. New Employees: All employees are considered trainees for the first year
employed. By the end of the first ninety (90) working days the employee shall receive a
written performance evaluation. During the trainee period an employee may be terminated
with or without cause. The trainee shall not be eligible for severance pay.

The School Board shall be the sole judge as to the retention or termination of a trainee.

Section B. In the event a substitute or temporary employee is hired for a bargaining unit
position, the time spent as a substitute or temporary shall count toward the trainee period
when it is in the same position for which the substitute or temporary was hired.

Section A. Discharge: The School Board, or its designee, shall have the right to discharge
an employee for just cause.

Section B Discipline: Disciplinary actions by the School Board, or its designee, shall
include the following five (5) steps except in cases of a serious magnitude which could
seriously jeopardize the safety of the students, co-workers, or the physical assets of the
School District: 1) oral reprimand, 2) written reprimand, 3) suspension without pay, 4)
demotion 5) discharge.

Employees who are subject to the above actions shall be notified that they have the right
to union representation, if desired, at any meetings with the District's representative(s),
and the right to the grievance procedure.

Section A1. Seniority Rights: Eligible employees are accorded seniority rights. The School

District shall update and publish, once a year, a School District-wide seniority list for full-
time and part-time employees. The seniority list shall be posted in a prominent place on

March 15 with copies provided to each union steward. Employees who voluntarily change
their full-time or part-time status as a result of a posting retain their years of service but
do not accrue seniority in their former status.

The seniority list shall be applicable School District-wide based on initial date of hire. The
list shall include name, seniority date, grade level, and working hours per year.

Section A2. Termination of Seniority Rights: An employee’s seniority rights terminate upon
the earliest of the following events:
a. Discharge, resignation or retirement;
b. Failure to return to work upon expiration of a leave of absence;
c. Layoff without recall for a period from the employee’s last day of actual work
for a period of two (2) years;
d. Failure to give written notice accepting or refusing recall within ten (10)
working days after notice of recall is sent by certified mail by the School
District to the last address furnished by the employee. It is the responsibility
of the employee to notify Human Resources of any change in address.

Section B. Position Elimination: In the event it is necessary to eliminate a position, the
incumbent in the eliminated position may apply for any vacancies in the School District.
No current employees shall be promoted and no new employees shall be hired in the
classification of the eliminated position until all current employees are placed. In the event
the incumbent whose position was eliminated does not apply for any vacancy she/he shall
be assigned to a position in the same classification. To assume a position the person must
be qualified to do the work as determined by the School Board. In the event the incumbent
in the eliminated position is not qualified for any vacancy or no vacancy exists she/he can
use the provisions of “Staff Reduction Resulting in Layoff”.

Section C. Staff Reduction Resulting in Layoff: If in the judgment of the School Board it
becomes necessary to reduce the workforce, employees may be laid off. It is intended
that no employee uses Staff Reduction to promote to a higher classification or to a greater
number of working hours. It is the intention of this Section that at times of staff reduction
the more senior staff will retain positions closest in grade level and number of hours to
what they were employed at prior to the staff reduction.

In all cases of displacement, the employee assuming a position must have more seniority;
an equal or higher classification; and, work an equal or greater number of hours per year
than the person displaced and be qualified to do the work as determined by the School
Board. It is presumed by the parties of this Agreement that only in rare instances would a
current employee be unqualified for a position. In those instances, the School District shall put the reason for disqualification in writing to the Exclusive Representative and affected
employee.

a. In no case can an employee displace a more senior employee;
b. An employee whose position is eliminated due to a staff reduction may displace
the least senior employee in the same grade level with the same number of
“working hours per year”. In the event the employee is the least senior
employee in the grade level at the “working hours per year”, the employee
may either displace the least senior employee at a lower grade level with
the same “working hours per year” or the least senior person at the same
grade level with the next fewer “working hours per year”;
c. If there is no less senior employee with the same number of hours, the
incumbent may be laid off.

Temporary layoffs (one to five days) shall be made without regard to seniority. Recalled
employees shall not have a reduction from their previous salary. Prior to new hires, all
employees on the recall list must be put back to work and the recall list must be exhausted.
Temporary employees shall be laid off prior to layoffs of permanent employees.
Exceptions may be made by agreement between the School Board and the Exclusive
Representative in specific cases. In the event of a layoff, or reduction of hours, the School
District shall give as much advance notice as possible, but at least two (2) weeks, to
affected employees.

Section D. Severance Pay: Employees with at least one (1) year of service who are
terminated due to a work force reduction shall receive five (5) days of severance pay.
Employees with five (5) years of service shall receive an additional fifteen (15) days of
severance pay. Employees with more than five (5) years of service shall receive an
additional one (1) day of severance pay for each year beyond five (5) years based on their
original date of hire.

Section E. Resignation: Employees’ resignations shall be considered a termination of
service. If a former employee is reemployed by the School District, the new employment
date shall coincide with the assumption of duties in the present position and starting wage shall be at the entry level or no higher than Step 3 of the grade level in which the former
employee is rehired. This does not apply to authorized leaves of absence.

Section F. Posting: The District shall email the link to the electronic document containing
postings of new positions or vacancies to all staff at the beginning of the five (5) working
day posting period. The link shall be accessible and viewable by all staff. Employees must
submit their application online before the close of the posting. All qualified employees in
the School District shall be given consideration for the opening, and the successful
applicant’s name generally shall be approved by the Board during the last meeting of the
month following the date of hire. Employees Local 284 that change their status as a result
of the posting procedure, unless as a result of layoff, shall be frozen in their new
classification for a maximum of three (3) months. The School Board reserves the right to
reduce the frozen period on an individual basis. Posted openings shall be filled on the
basis of seniority, experience and qualifications as specified by the School Board, or its
designee. The Exclusive Representative may offer suggestions relative to the experience
and qualifications of an applicant. Final decision for advancement, transfers or promotions
shall be made by the School Board. Members of SEIU Local 284 who are not selected for
a position may request, in writing, a meeting with the administration to discuss the decision
and to explain how the applicant can be better prepared for future openings.

Section G. Temporary Transfers: Temporary transfers may be made by the School District
without regard to seniority and without posting such jobs. Temporary transfers shall not
exceed four (4) months.

If a temporary transfer is required to cover for an absence of an employee in a higher
Grade in this bargaining unit, the transferee shall be paid at the Grade level, but not
necessarily the same Step, of the absent employee. If a temporary transfer is required,
the transferee will be notified by their supervisor.

Section H. Retention Bonus: Full time employees hired after July 1, 2024 will receive a
one-time stipend of $200.00 after the employee reaches their two-year anniversary with
the District.

Section A. PERA: The Minnesota Public Employees Retirement Association (PERA)
provides retirement annuities and disability benefits for members and survivor benefits for
dependents.

Section B. Retirement/Disability Benefits: The School Board shall continue its contribution
to health and hospitalization insurance costs for disabled employees until long-term
disability coverage becomes effective, to a maximum of ninety (90) days. The School
Board shall also continue its contribution to health and hospitalization insurance costs for
retired employees until retirement benefits become effective, to a maximum of ninety (90)
days.

Section C. 403(b) Matching Contribution Plan:

C.1. Description: Intermediate District 287 403(b) Matching Contribution Plan is designed
to provide employees with an annual tax deferred monetary benefit. The School Board
provides a matching contribution to the employee’s 403(b) Plan according to eligibility as
specified to be effective July 1, 2001. Employees may defer additional amounts of their
income to the maximum contribution allowed by statute to the 403(b) Matching
Contribution Plan or to other eligible Tax Sheltered Annuity (TSA) Plans, which are
permissible by law and approved by the School District.

C.2. Eligibility: Prior to July 1, 2016: Employees who are working .8 FTE or greater after
completing three (3) years of full-time service may participate with the School Board match
contributions prorated according to Full-Time Equivalent (FTE). Effective July 1, 2016: All
employees, after completing three (3) years of service, regardless of FTE, may participate
in the School Board match contributions prorated according to FTE. The change is not
retroactive and shall not result in years of service at less than .8 FTE completed prior to
July 1, 2016 counting towards eligibility.

Effective July 1, 2020: All employees, after completing one (1) year of service, regardless
of FTE, may participate in the School Board match contributions prorated according to FTE. The change is not retroactive and shall not result in years of service at less than .8
FTE completed prior to July 1, 2020 counting towards eligibility.

C.3. Enrollment: An employee must complete an application form when the employee:
1) first enrolls; 2) first becomes eligible to receive a School Board matching amount; 3)
makes a change in contribution amount and/or carrier, or 4) is eligible for a School District
match amount increase.

C.4. Providers: Employees may choose from the School Board’s approved vendor list, or
their current TSA provider if so allowed by law.

C.5. Matching Maximum Contributions: The School Board shall match eligible annual
employee contributions up to the match limit shown in the following table. Years of service
must be completed on or before July 1st of the contract year. Effective July 1, 2016: all
employees, after completing three (3) years of service, regardless of FTE, may participate
in the School Board match contributions prorated according to FTE. The change is not
retroactive and shall not result in years of service at less than .8 FTE completed prior to
July 1, 2016 counting towards eligibility.

Effective July 1, 2020: all employees, after completing one (1) year of service, regardless
of FTE, may participate in the School Board match contributions prorated according to
FTE. The change is not retroactive and shall not result in years of service at less than .8
FTE completed prior to July 1, 2020 counting towards eligibility.

Completed Years Matching Maximum Contributions
1 – 2 Years $300.00
3 - 9 Years $1000.00
10 - 14 Years $2000.00
15 + Years $3000.00

Maximum School District cumulative contributions shall be $40,000.00.
An employee must complete an application form when the employee: 1) first enrolls; 2) first becomes eligible to receive a School Board matching amount; 3) makes a change in contribution
amount and/or carrier, or 4) is eligible for a School District match amount increase.

C.6. Amount Contributed: The School Board shall contribute annually an amount equal to
the amount contributed by the employee up to the match limit noted in C.5. This amount
shall not exceed the amount outlined in C.5. or the amount that can be contributed legally.

C.7. Lump Sum Payment: Employees hired prior to July 1, 1995, who leave employment
after completing fifteen (15) years of service and are at least fifty-five (55) years of age
may receive a lump sum payment. The lump sum payment shall be calculated by
subtracting the amount of School Boards Cumulative Contribution to the 403(b) Matching
Contribution Plan from $40,000.00. One hundred percent (100%) of the remaining
balance will go directly into the retiree’s 403(b) retirement account. Employees hired after
July 1st, 1995, do not qualify for the unpaid balance.

C.8. Retirement: Employees who retire prior to the age of Medicare eligibility may
individually elect to continue participation in a group hospitalization and dental plan
established by this Agreement with the employee assuming full premium cost until the age
of Medicare eligibility. Monthly premiums shall be paid by the retired employee, subject to
Article XVIII, Section B.

C.9. Notification: Employees must submit written notification of retirement to Human
Resources at least (2) months prior to the effective date of retirement.

C.10. Sick Leave Reimbursement as Retirement Incentive: Employees who retire after
completing fifteen (15) years of service and are at least fifty-five (55) years of age shall
receive pay for an amount equal to the value of eighty percent (80%) of their accumulated
sick leave up to a maximum of 1976 hours. Employees who retire after completing greater
than or equal to ten (10) years of service and less than fifteen (15) years of service and
at least sixty-five (65) years of age shall receive pay for an amount equal to the value of
forty percent (40%) of their accumulated sick leave up to a maximum of 1440 hours.

Seventy five percent (75%) will go directly into the retiree’s 403(b) retirement account and twenty-five (25%) will be placed in the employee’s Retirement Health Savings Account.

Section D. Estate Payment: In the event of the death of the employee, and if at the time
of death the employee would have been entitled to receive (upon retirement) unconverted
sick leave and a retirement incentive, those amounts will be dispersed in the same manner
as provided in this Article. Unconverted vacation days will be paid to the employee’s estate
or surviving spouse or other family members in accordance with applicable Minnesota
Statutes.

Section A. Grievance Definition: A grievance shall mean an allegation by an employee
resulting in a dispute or disagreement between the employee and the School Board as to
the interpretation or application of terms and conditions of employment, insofar as such
matters are contained in this Agreement.

Section B. Representative: The 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 her/his behalf.

Subd. 1 Extension: Time limits specified in this Agreement may be extended by
mutual agreement.

Subd. 2 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.

Subd. 3 Computation of Time: In computing any period of time prescribed or
allowed by procedures herein, the date of the act, event or default for which the
designated period of time begins to run, shall not be included. The last day of the
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, Sunday or legal holiday.

Section C. Time Limitations and Waiver: Grievances shall not be valid for consideration
unless the grievance is submitted in writing to the School Board’s designee setting forth
the facts and the specific provision of the Agreement allegedly violated and the particular
relief sought within ten (10) days after the date of the event giving rise to the grievance
occurred, or from the date when the employee should have known. Failure to file any
grievance within such period shall be deemed a waiver thereof. Failure to appeal a
grievance from one (1) level to another within the time periods hereafter provided shall
constitute a waiver of the grievance.

Section D. Adjustment of Grievance: The School Board, or its designee, and the employee
shall attempt to adjust all grievances which may arise during the course of employment of
any employee within the School District in the following manner.

Subd. 1 Level I: An effort shall first be made to adjust any dispute which may arise
between the employee and the School Board’s designee. The dispute shall be
presented in writing by the employee and the union steward to the employee’s
Supervisor within ten (10) days of the alleged violation of the Agreement. The
supervisor shall establish a Level I hearing with the aggrieved and the union
steward within five (5) days after the employee has filed the written grievance. If
settlement is not reached within five (5) days after the Level I hearing, the
aggrieved may transmit the written grievance to the Executive Director for handling
in accordance with Level II.

Subd. 2 Level II: The Executive Director shall establish a Level II hearing with the
aggrieved and the supervisor. The Level II hearing shall be held within five (5) days
after the employee has filed an appeal of the written grievance. The time and place
for a Level II hearing shall be at the discretion of the Executive Director. The
Executive Director shall prepare a report of the meeting together with a written
disposition of the matter and forward copies thereof to the employee and to the
employee’s Exclusive Representative within five (5) days after the Level II hearing.
If settlement is not reached in this Level II hearing within five (5) days of the date
of the disposition, the grievance is referred to the Executive Director of Human Resources for handling in accordance with Level III.

Subd. 3 Level III: Grievances referred to Level III shall be discussed between the
employee’s Exclusive Representative and the Executive Director of Human
Resources. This discussion shall take place within five (5) days after the grievance
has been referred to Level III. The Executive Director of Human Resources shall
issue a disposition of the matter within five (5) days of the Level III hearing. If
agreement is not reached, the aggrieved shall, within five (5) days after receipt of
the written disposition of the Level III hearing, notify the Executive Director of
Human Resources in writing that conference is requested.

Section E. School Board Review: Within ten (10) days after the Level III grievance
response, an employee who is not satisfied with the disposition of the grievance shall file
with the Superintendent a written request for a conference with the School Board
regarding the grievance. At its next meeting, the School Board shall set a time for a
conference of the employee with a committee or representative(s) of the School Board,
which conference shall take place within fifteen (15) days of the Board meeting. The Board
shall indicate the disposition of the grievance in writing, with a copy to the employee and
the Exclusive Representative within fifteen (15) days of the conference. If the grievance
is not satisfactorily resolved as a result of such conference, it may be referred to arbitration
within fifteen (15) days of the Board’s response.

Section F. Denial of Grievance: Failure by the School Board, or its designee, to issue a
decision within the time periods provided herein shall constitute a denial of the grievance
and the employee may appeal to the next level.

Section G. Arbitration Procedures: In the event that the employee and the School Board
are unable to resolve any grievance, the grievance may be submitted to arbitration as
defined herein.

Subd. 1 Request: A request to submit a grievance to arbitration must be in writing,
signed by the aggrieved party; and such request must be filed with the Executive
Director of Human Resources within fifteen (15) days following the decision of the School Board.

Subd. 2 Prior Procedure Required: No grievance shall be considered by the
arbitrator which has not been first duly processed in accordance with the grievance
procedure and appeal provisions.

Subd. 3 Selection of Arbitrator: Upon the proper submission of a grievance under
the terms of this procedure the parties shall, within ten (10) days of the request to
arbitrate, attempt to agree upon the selection of an arbitrator. If no agreement of
an arbitrator is reached, either party may request the Bureau of Mediation Services
to appoint an arbitrator, pursuant to M. S. 179.02, Subd. 4, providing such requests
are made within fifteen (15) days of the request for arbitration. The request shall
ask that the appointment be made within thirty (30) days after receipt of said
request. Failure to agree upon an arbitrator or the failure to request an arbitrator
from the Bureau of Mediation Services (BMS) within the time periods provided
herein shall constitute a waiver of the grievance.

Subd. 4 Submission of Grievance Information: Upon appointment of the arbitrator,
the appealing party shall, within five (5) days after notice of appointment, forward
to the arbitrator and the School Board, or its designee, a copy of the grievance
which shall include the following: 1) the issue involved, 2) statement of the facts,
3) position of the grievant, and 4) the written documents relating to Article XIX,
Section D, of the grievance procedure. The School Board may make a similar
submission of information relating to the grievance either before or at the time of
the hearing.

Subd. 5 Hearing: The grievance shall be heard by a single arbitrator and both
parties may be represented by such person(s) as they may choose and designate.
The parties shall have the right to a hearing at which time both parties shall have
the opportunity to submit evidence, offer testimony, and make oral or written
arguments relating to the issues before the arbitrator. The processing before the
arbitrator shall not be a hearing de novo.

Subd. 6 Decision: The decision by the arbitrator shall be rendered within thirty (30)
days after the close of the hearing. Decisions by the arbitrator in cases properly
before her/him shall be final and binding upon the parties, subject to the limitations
of arbitration decision as provided in the PELRA of 1971, as amended.

Subd. 7 Expenses: Each party shall bear its own expenses in connection with
arbitration expenses relating to the party’s representatives, witnesses, and any
other expenses which the party incurs in connection with presenting its case in
arbitration. The parties shall equally share fees and expenses of the arbitrator and
any other expenses which the parties mutually agree are necessary for the conduct
of the arbitration.

Subd. 8 Jurisdiction: The arbitrator shall have jurisdiction over disputes or
disagreements relating to grievances presented properly before the arbitrator
pursuant to the terms of this procedure. The jurisdiction of the arbitrator shall not
extend to proposed changes in terms and conditions of employment as defined
herein and contained in this Agreement. An arbitrator shall not have jurisdiction
over any grievance which has not been submitted to arbitration in compliance with
the terms of the grievance and arbitration procedure as outlined herein; nor shall
the jurisdiction of the arbitrator extend to matters of inherent managerial policy
which shall include, but are not limited to, such areas of discretion or policy as the
functions and programs of the employer, its overall budget, utilization of
technology, the organizational structure, and selection, direction and number of
personnel. In considering any issue in dispute in its order the arbitrator shall give
due consideration to the statutory rights and obligations of the School Board to
efficiently manage and conduct its operation within the legal limitations surrounding
the financing of such operations.

Section A. Working Conditions: The School Board agrees to provide healthy and safe
working conditions. All regulations and laws of the State of Minnesota and the federal
government governing the safety of employees and building occupants shall be complied with by the employer and employees.

Reimbursement for Employee Safety and Personal Property: The School Board shall
reimburse employees injured during the performance of their duties up to $1,000 per
incident for the replacement or repair of personal property damaged as a result of student
conduct such as, but not limited to eyeglasses, medical devices, vehicles, and clothing.
Only employees who receive cell phone supplemental allowance or annual stipend are
entitled to reimbursement for cell phone damage. This reimbursement does not include
other personal technological devices. Such reimbursement shall be subject to the
employee providing a receipt and/or any other necessary supporting documentation.
Shoe Allowance:
Facilities/Maintenance and Food Service Employees who are required to wear
appropriate footwear, as determined by the District, shall be reimbursed up to $200.00
annually for the purchase of this pre-approved footwear. Such reimbursement shall be
subject to the employee providing a receipt and/or any other necessary supporting
documentation.

Section B. Educational Opportunities: Employees shall be reimbursed to a maximum of
$1000, per fiscal year for School District approved courses, workshops, seminars,
professional licenses, certifications, or recertifications. Employees will be reimbursed for
tuition, fees, and textbooks upon verification of successful completion of the course or for
earning professional licenses, certifications or recertifications. The course or professional
license or recertification must contribute to increased efficiency in the employee’s position
and/or career objectives within School District 287. Prior approval must be obtained from
the supervisor. Employees who have been reimbursed for upgrading classes must agree
to continue employment within the School District for a minimum of six (6) months or must
repay the School District the amount reimbursed.

Section C. Staff Development Committee: A staff development committee shall be formed
with representation throughout the different divisions for the purpose of coordination of
staff development opportunities in alignment with the School District Strategic Plan.

Section D. Publication of the Agreement: Copies of the Agreement between Intermediate
District 287 and School Service Employees Local 284 shall be printed at the expense of
the School Board within thirty (30) days after the Agreement is signed. The School Board
shall furnish three (3) original signed sets and eight (8) copies of the Agreement to Local
284. The District and the Local shall designate a mutually-acceptable location for posting
the Agreement on the District’s website.

Section A. Term and Reopening Negotiations: This Agreement shall remain in full force
and effect for a period commencing July 1, 2024, through June 30, 2026, and thereafter
until modifications are made pursuant to the PELRA of 1971, as amended. If either party
desires to modify or amend this Agreement commencing at its expiration, it shall give
written notice of such intent no later than sixty (60) days prior to said expiration. Unless
otherwise mutually agreed, the parties shall not commence negotiations more than one
hundred twenty (120) days prior to the expiration of this Agreement. In the event
negotiations are not completed by June 30, 2026, terms of the Agreement will remain in
full force and effect.

Section B. Finality: Any matters relating to the terms and conditions of employment
whether or not referred to in this Agreement, shall not be open for negotiations during the
term of this Agreement except by mutual consent.

Section C. Effect: This Agreement constitutes the full and complete Agreement between
the School Board and the Exclusive Representative representing the employees under
this Agreement. The provisions herein relating to terms and conditions of employment
supersede any and all prior agreements, resolutions, practices, School Board policies,
rules or regulations concerning terms and conditions of employment inconsistent with
these provisions.

It is the responsibility of each employee to give Human Resources sufficient notice of
an intended resignation. Employees should give at least two (2) weeks’ notice of resignation prior to the last day worked, except in the event of a medical condition
verified by a note from a medical professional requiring immediate resignation.

Pay Periods: Less than 12 month employees shall have two pay options: 1. Twenty-four (24)
equal pay periods (September 15th - August 31st); or 2. Twenty (20) equal pay periods
(September 15th - June 30th). Changes may be initiated once per fiscal year by August 1.

2024 - 2025

Step	Grade I	Grade II	Grade III	Grade IV	Grade V	Grade VI	Grade VII
1
2	20.49	21.40	22.44	23.80	24.95	26.35	27.04
3	21.23	22.13	23.18	24.33	25.48	26.78	27.46
4	21.76	22.65	23.70	24.85	26.00	27.30	27.98
5	22.29	23.18	24.22	25.37	26.52	27.83	28.51
6	22.82	23.70	24.74	25.89	27.04	28.36	29.03
7	23.34	24.22	25.27	26.42	27.57	28.89	29.55
7.5	23.86	24.73	25.78	26.93	28.08	29.41	30.07
8	24.08	25.11	26.15	27.30	28.45	29.79	30.44

 

2025 -2026

Step	Grade I	Grade II	Grade III	Grade IV	Grade V	Grade VI	Grade VII
1
2	21.49	22.40	23.44	24.80	25.95	27.35	28.04
3	22.23	23.13	24.18	25.33	26.48	27.78	28.46
4	22.76	23.65	24.70	25.85	27.00	28.30	28.98
5	23.29	24.18	25.22	26.37	27.52	28.83	29.51
6	23.82	24.70	25.74	26.89	28.04	29.36	30.03
7	24.34	25.22	26.27	27.42	28.57	29.89	30.55
7.5	24.86	25.73	26.78	27.93	29.08	30.41	31.07
8	25.08	26.11	27.15	28.30	29.45	30.79	31.44

 

Classifications: I: Custodial Worker, II: Assistant Cook, III: Cook, Cook Float, IV:

Admin Support, Lead Cook, Facilities Maintenance Worker, Facilities Worker Float,
V: Admin Support, Braillist, VI: Admin Support, Skilled Facilities Maintenance Worker,
VII: Facilities System Engineer Maintenance.

2024 – 2025 Longevity:
Longevity - 5 years Forty-five cents ($.45) additional
Longevity - 10 years Forty-five cents ($.45) additional
Longevity - 15 years Forty-five cents ($.45) additional
Longevity - 20 years Forty-five cents ($.45) additional
Longevity - 25 years Forty-five cents ($.45) additional
Longevity - 30 years Forty-five cents ($.45) additional

2025 – 2026 Longevity:
Longevity - 5 years Fifty cents ($.50) additional
Longevity - 10 years Fifty cents ($.50) additional
Longevity - 15 years Fifty cents ($.50) additional
Longevity - 20 years Fifty cents ($.50) additional
Longevity - 25 years Fifty cents ($.50) additional
Longevity - 30 years Fifty cents ($.50) additional

Section A: New Hires shall be placed on first (1st) Step of the salary schedule. Credit for
outside experience may be granted at the discretion of the administration in the step
placement of new employees, not to exceed placement on the third (3rd) Step.

All employees hired on or before January 15 will be eligible for a step increase effective
July 1 of the same year. Employees hired after January 15 will be eligible for a step
increase July 1 of the following year.

Section B: Grade Level Changes: Employees who voluntarily change position to a lesser
Grade shall have their salary adjusted to the step in the new grade closest but lower than

their current grade. Employees who voluntarily change position to a higher Grade shall
have their salary adjusted by making a lateral move in the higher grade.

Section C: All employees shall be paid through direct deposit.
Section D: Employees working in less than twelve (12) month positions shall have
deductions for insurance, flex benefits and union dues, and spread over the twenty (20)
pay periods.

Section E: Each Lead Pay Secretary/Clerk shall receive $20.00 per pay period.

Section F: Annual salaries for full-time employees shall be calculated on the basis of 2088
hours (1.0 FTE) each contract year to correspond with language listed in the benefits

Section of the working Agreement. Part-time (less than 1.0 FTE or less than twelve-
month) employees’ salaries shall be based on hours actually worked.

Special Duty employees for the purpose of the salary schedule shall be those who
routinely provide service (more than fifty (50) working days per year) at more than one
site. Those providing service to two (2) sites shall receive two hundred fifty ($250.00).
Those providing service to more than two (2) sites shall receive three hundred fifty dollars
($350.00).

Employees who are required to pay for parking as part of their regular assignment will
be reimbursed for their expenses up to a maximum of $60.00 per month.

Section A: There shall be an inspection of District buildings on Saturdays, Sundays, and
holidays only at the request of District administration. This inspection shall be by the head
maintenance employee of the building(s), by a substitute appointed by the administration,
or by a qualified designee of the head maintenance employee.

Subd. 1 The maintenance employee conducting building checks remotely or on site will receive a stipend of $50.

Section B: If the maintenance employee has to respond to an emergency alarm after the
employee’s normal shift, the employee will be paid a $75 stipend. If the “on-site” time
required to respond to the emergency is greater than one hour then beginning with the
second hour, the maintenance employee will be paid time and one-half for the additional
required on-site time.

Section C. On Call Monitoring: When on monitoring duty, an employee shall be paid $
10.00 per workday evening and $25.00 per Holiday Evening when logged into the alert
monitoring system. Staff on monitoring duty will remain located no more than 1 hour of
travel time to District sites.

Section D. Boilers License: Employees who hold a Boilers License and work in the on-
call rotation, shall receive an annual stipend of $50.00 for each license level above the

Special Boilers License(s).
Section E. Shift Differential: Employees starting their shift after 12:00 noon shall receive
a shift differential of $.10 per hour.
Section F. Food Service Manager’s Certification Differential: Employees’ that hold a Food
Service Manager’s Certification shall receive a differential of $.10 per hour.

MEMORANDA OF AGREEMENT
Contracted Services

The parties agree that facilities may require contracted services when the District is
unable to staff certain services in a timely manner through existing employees or
traditional recruitment efforts, or in cases when there are specialized qualifications
required for specific services.

MEMORANDUM OF UNDERSTANDING
Critical Baseline Overtime

Intermediate District 287 and SEIU Local 284 agree to form a Work Group within two months
of contract ratification. This Work Group shall be comprised of three Intermediate District 287
appointees and three SEIU Local 284 representatives. The Work Group's charge will be to
submit a proposal for consideration in collective bargaining for a 2026-2028 successor
agreement related to protocol and terms associated with critical baseline overtime. The goal
of the Work Group would be to recommend practices when staff members work overtime due
to staff long-term leaves and resulting ratios in school buildings or departments falling below
critical levels. This MOU does not in any way establish contractual terms for critical baseline
overtime and does not guarantee adoption of associated frameworks and/or terms.

MEMORANDUM OF UNDERSTANDING
Mental Health Support / Trauma Work Group

Intermediate District 287 and SEIU Local 284 agree to form a Work Group within two
months of contract ratification. This Work Group shall be comprised of two Intermediate
District 287 appointees and two SEIU Local 284 representatives: one SEIU Local 284
Union Steward and an additional elected member of SEIU Local 284 (who may also be a
Union Steward). These four individuals shall then work collaboratively to identify
additional members of the Work Group.

The Work Group’s charge will be to design a proposed framework for how to support
employees in the wake of a traumatic event (individual or site-wide). This proposed
framework would be recommended to Intermediate District 287 leaders for review and
consideration for adoption.

The Work Group would explore the following topics:

● Proactive Training, including Mental Health, trauma-responsive, de-
escalation

● Mental Health Supports
● Well Being Initiatives
● Coverage to attend circles and other restorative activities
● Developing a system for reporting traumatic events
● Creation of a clear process once a traumatic event has been reported

MEMORANDUM OF UNDERSTANDING

Dues and Payroll

This Memorandum of Understanding is entered into between Intermediate District 287 (the
District) and SEIU, Local 284 representing School Support Staff employees, (the Union)
related statutory language.

WHEREAS, the union is the exclusive representative of School Support Staff employees in
the district; and
WHEREAS, during the course of negotiations for the 2024-2026 labor agreement the union
wished incorporate changes in Minnesota Statutes into the contract and the district agreed to
follow all statutory language but did not want reference to the statutory language in the
contract;
WHEREAS, both parties in the spirit of compromise have agreed to instead add a
Memorandum of Understanding that contains the changes in Minnesota Statutes that the
union wished to bargain into the contract.
NOW, THEREFORE, in consideration of the mutual promises and covenants contained in
this Agreement, the parties now agree as following:
Payroll Deduction
Effective date: 8.1.23
2023 Session Laws Chapter 53, Article 11, Section 13 (Minn. Stat. § 179A.06, subd. 6).
Payroll deduction, authorization, and remittance. (a) Public employees have the right to
request and be allowed dues checkoff payroll deduction for the exclusive representative. In
the absence of an exclusive representative, public employees have the right to request and
be allowed dues checkoff for the organization of their choice. and the political fund
associated with the exclusive representative and registered pursuant to section 10A.12. A
public employer must rely on a certification from any exclusive representative requesting
remittance of a deduction that the organization has and will maintain an authorization, signed
by the public employee from whose salary or wages the deduction is to be made, which may
include an electronic signature by the public employee as defined in section 325L.02,
paragraph (h). An exclusive representative making such certification must not be required to
provide the public employer a copy of the authorization unless a dispute arises about the
existence or terms of the authorization. The exclusive representative must indemnify the
public employer for any successful claims made by the employee for unauthorized
deductions in reliance on the certification.
(b) A dues deduction authorization remains in effect until the employer receives notice from
the exclusive representative that a public employee has changed or canceled their
authorization in writing in accordance with the terms of the original authorizing document,
and a public employer must rely on information from the exclusive representative receiving
remittance of the deduction regarding whether the deductions have been properly changed
or canceled. The exclusive representative must indemnify the public employer, including any
reasonable attorney fees and litigation costs, for any successful claims made by the
employee for unauthorized deductions made in reliance on such information.