Cindyelsbernd, Presidentrob Barron, Vicepresidentnathan Blake

BOARDOFDIRECTORS

CindyElsbernd, PresidentRob Barron, VicePresidentNathan Blake

ConnieBoesenTereeCaldwell-Johnson

Bill HowardPatSweeney

SUPERINTENDENT OF SCHOOLS

Dr. ThomasAhart

AFSCME,LOCAL2048EXECUTIVEBOARD

Urasaline“Rossi”Frith,President/Secretary/Treasurer

SharonBell,VicePresident/ChiefSteward

PaulMcKenna,RecordingSecretary

REPRESENTATIVES:

LindaCookTamaraIrwinRobertaMorganBrionOakleyLindaScobba

John Keith

TheDesMoinesIndependentCommunitySchoolDistrictisrecognizedasapublicemployergovernedbytheBoardorDirectors.TheLocal2048,AmericanFederationofState,CountyandMunicipalEmployees,AFL-CIO,asdeterminedandorderedbythePublicEmploymentRelationsBoard,isrecognizedasthesoleandexclusivebargainingagentforthepurposeofnegotiating forandrepresentingregularfulltimeandregularparttime,hereinafternamed,employees of theemployer,including all:

Operatingpersonnel(custodianspreventivemaintenance),securitypatrolpersonnel,foodservicepersonnel,busdriversandtruckdrivers,garagemechanics,centralstoresemployees,mediaservicedrivers,techniciansandrepairmen,andbusassociatesandexcluding:

Thetransportationbusandtruckdriverforemen,cafeteriamanagers,buildingmanagers,andallotherdistrictemployees,confidentialandsupervisorypersonnel,andallotheremployeesexcluded bySection4ofthe Act.

TheEmployeragreestodeductUnionmembershipduesfromeachregularcheckoftheemployeeforthoseemployeeswhoaremembersoftheUnionandwhoindividuallyrequestinwritingthatsuchdeductionsbemade,andthensubmittherequesttotheEmployer.TheformauthorizingpayrolldeductionshallbedesignedbytheUnion,withtheapprovaloftheEmployer,whichshallnotbeunreasonablywithheld(seeAppendixB),andtheexpensesforproducinganddistributingtheformshallbebornebytheUnion.Theinitialdeductionshallbeimplementedinthepayrollthatisdistributednotlaterthanthethirdweekafterthedate ofdeliveryofsuchauthorizationtothePayrollOffice.TheUnionagreesthatanychangeintherateofUnionduesshallbecertifiedtotheEmployerandtheamounttobedeductedfromeach member’spaycheckshallbespecifiedbyindividualsonalisttransmittedtotheEmployerbythetreasureroftheUnion.

Employeesmayterminateduesdeductionon30dayswrittennotificationtotheEmployerandtheEmployerwillnotifytheUnionofsuchduestermination.DuesdeductionwillbediscontinuedbytheEmployerwhentheemployeedies,retires,isseparatedfromemployment. If anemployee’swagesavailable for Unionduesare

lessthansuchdues, nodeductionwill bemade.

TheaggregatedeductionsofallemployeesshallberemittedwithanitemizedstatementtothetreasureroftheUnionwithinthreeweeksafter payrollduesdeductions.

TheUnionagreestoindemnifyandholdharmlesstheEmployeragainstallclaims,suits,andotherformsofliabilityandallcourtcostsarisingoutoftheprovisionsintheagreementbetweenthepartiesfor duesdeduction.

TheEmployershallnotifythetreasureroftheUnionwhenanemployee’sduesareterminatedbecauseofdeath,retirement,terminationofemployment,oranyotherreason.TheUnionagreestorefundtoanyemployeeortheEmployeranyamountspaidtoitinerrorthatmayresultfromadministrationofthisduesdeduction provision.

A.Theterm“regularfulltimeemployee”shallmeanallemployeesinthebargainingunitasdefinedandcertifiedbythePublicEmploymentRelationsBoardwhowork30to40hours aweekfortheEmployer and at least 9 monthsperyear.

B.Theterm“regularparttimeemployee”shallmeanallemployeesinthebargainingunitwhoregularly worklessthan 30 hoursaweek andat least 9monthsperyear.

C.ForthepurposeoftheAgreement,thebargainingunitshallbecomprisedofthetransportationdepartment,operationsdepartment,andfoodservicedepartment.Jobcategoriesshallbedesignatedasjobswithinadepartmentandwillbeidentifiedbelowbycapitalizedletters.Jobclassificationsshallbedesignatedwithinsomejobcategoriesandshallbeidentified belowbysmall caseletters:

TRANSPORTATIONDEPARTMENT

TRANSPORTATIONMECHANICS:service mechanic, mechanic assistantTRANSPORTATIONDRIVERS: class3—fulltimesubstitute,class2—fulltime,class2—academic,class1—parttime

BUSASSOCIATES,SP.ED.-Fulltime,Academic,parttime

OPERATIONSDEPARTMENT

OPERATIONS ENGINEERCHIEF:class 9,class8, class7, class6, class5,

class4, class3, class2, class 1

OPERATIONSENGINEER, 1STASSISTANT:class9,class8,class 7,andclass6OPERATIONSENGINEER,2NDASSISTANT:class8,class7,and class6OPERATIONSPOOL: class5—engineer’slicenserequiredforassignment,

class4—fireman’slicenserequiredforassignment,class3—no license required,

class2—after13weeks,class1—entry,

class0—lightduty(50%previous wage)ELEVATOROPERATOR:class2—freight

STATIONARYENGINEER:class4,class3-highschool class 2-middleschool, andclass1STATIONARYENGINEERASSISTANT

SECURITY:leadsecurity,class4,class3, class 2,andclass1SECURITY/UTILITYPOOL

TECHNICIANSANDREPAIRMEN:leadtech,techII,techI,telecommunicationsinstaller,equipmentprocessor

CENTRALSTORES: class 3,class2-includesdriving responsibility,class 1MEDIASERVICEDRIVER:class2

FOODSERVICEDEPARTMENT

CENTRALNUTRITION–CENTRALNUTRITIONLEADCENTRALNUTRITION - NUTRITIONASSISTANT

HEADCOOK:class IV,classlIl,classII,class IHEADBAKER:classIV, classlIl,classII, class l

OTHERCLASSIFIEDPOSITIONS:COORDINATOR(Bake-offKitchen)HEADSALAD,SECONDCOOK,SECONDBAKER,SATELLITECOORDINATOR,CLERK,FLOATINGCLERK,GENERAL WORKER,FLOATINGGENERALWORKER,SUBSTITUTEWORKER,SITESUPERVISOR(SUMMER),SITEASSISTANT(SUMMER),DRIVERS—PARTTIME,

DRIVERS-SUBSTITUTE,WAREHOUSE:class3,class2—includesdrivingresponsibility,class 1

D.“Promotion”shallmeantheassignment of anemployeetoahigherpaying position.

E.“Demotion”shallmean assignmentofanemployeetoalowerpaying position.

F.Theterm“layovertime”shallmeananytimeoutsideofregularworkhoursduringanactivitytripwhenthebusissecured,thedriverhasnoresponsibilitytooverseestudentsonthebus,andthedriverisprimarilyresponsibleformonitoringthesecurityofthebus.

Public EmployerRights

ConsistentwiththisAgreement,thePublicEmployershallhave,inadditiontoallpowers,duties,andrightsestablishedbyconstitutionalprovision,statute,ordinance,charter,orspecialact, the exclusivepower,duty,and theright to:

1.Directtheworkofitspublicemployees.

2.Hire,promote,demote,transfer,assign,andretainpublicemployeesinpositionswithinthepublicagency.

3.Suspend ordischargepublicemployeesfor propercause.

4.Maintainthe efficiencyofgovernmentaloperations.

5.Relievepublicemployeesfromdutiesbecauseoflackofworkorforotherlegitimatereasons.

6.Determineandimplementmethods,means,assignments,andpersonnelbywhichthePublicEmployer’soperations aretobe conducted.

7.TakesuchactionsasmaybenecessarytocarryoutthemissionofthePublicEmployer.

8.Initiate,prepare, certify,andadministeritsbudget.

9.Exerciseallpowersanddutiesgrantedtothe Public Employerbylaw.

UnionRights

TheUnionanditsmembers shallhavetheright to:

1.UseschoolfacilitiesforgeneralUnionmeetingscontingentuponreceiptofapprovalfromtheOffice oftheSuperintendent.

2.HoldUnionmeetingsinschoolbuildingscontingentuponreceiptofapproval fromtheOfficeoftheBuilding Principal.

3.DistributeUnionmaterialthroughtheschoolmessengerservice,buildingmailboxesandelectroniccommunication.

4.PostnoticesofactivitiesandmattersofUnionconcernonbulletinboardscustomarilyusedfortheposting of information toemployeesandas designatedbythe

Employer.3

5.TheUnionpresidentshallreceivealistofnewemployeesuponhiringandtheirplaceofwork.Thedistrictwillberesponsibleforprovidingacontractbookandalistofunionrepresentativestoeachnewemployee.(Note:theUnionwillberesponsibleformaintaining thelistofrepresentativesprovidedtothe district.)

ThisAgreementsupersedesandcancelsallpreviouscollectivebargainingagreementsbetweentheEmployerandtheUnion,unlessexpresslystatedtothecontraryherein,andconstitutestheentireAgreementbetweentheparties,andconcludescollectivebargainingfor itsterm.

ThepartiesacknowledgethatduringthenegotiationswhichresultedinthisAgreement,eachhadtheunlimitedrightandopportunitytomakeproposalswithrespecttoanysubjectidentifiedasbargainableunderSection9ofthePublicEmploymentRelationsAct,andthattheunderstandingsandagreementsarrivedatbythepartiesaftertheexerciseofthatrightandopportunityaresetforthinthisAgreement.Therefore,theEmployerandtheUnion,forthelifeofthisAgreement,eachvoluntarilyandunqualifiedlywaivesanyrightwhichmightotherwiseexistunderlawtonegotiateoveranymatterduringthetermofthisAgreement,andeachagreesthattheothershallnotbeobligatedtobargaincollectivelywithrespecttoanysubjectormatterreferredto,orcoveredin,thisAgreement,orwithrespecttoanysubjectormatternotspecificallyreferredtoorcoveredinthisAgreement,eventhoughsuchsubjector matter may nothavebeenwithintheknowledgeorcontemplationofeitheror bothofthepartiesatthetimethattheynegotiatedor signedthisAgreement.

TheonlyexceptionisintheeventthatanyprovisionofthisAgreementshallbecomevoidorillegalduringthetermoftheAgreementsuchprovisionshallbecomeinoperative,butallotherprovisionsofthisAgreementshallremaininfull forceandeffectforthedurationofthisAgreement.TheEmployerandtheUnionagreetomeetattheearliestpossiblemutuallyagreeabletime(within30days)forthepurposeofnegotiationstoreplacevoidorillegalprovisions.

Intheeventthepartiesdonotreachmutualagreement onaprovisiontoreplacethespecificprovisiondeterminedtohavebecomevoidorillegalwithinfifteen(15)daysfollowingthebeginningofnegotiations,theUnionshallhavetherighttothen,within14calendardays,requestarbitrationandnotifytheEmployerofsuchrequest.Thearbitrationproceedingshallbeconductedby anarbitratorselectedby theUnionandtheEmployer.Iftheycannotagree,thePublicEmployeeRelationBoardwillbeaskedtosupplyalistofsevennames.TheEmployerandtheUnionwillalternatelystrikenames.Thefirstpartytostrikeshallbedeterminedbylot.The remainingnameshallbethe arbitrator.

Thearbitrator,inhis/heropinion,shallbelimitedtodecidinguponeithertheEmployer’sortheUnion’sfinalofferastowhichisthemostappropriateamendmentforthespecificprovisionthathadbecomevoidorillegal.Thedecisionofthearbitratorwill be binding

on bothparties.Expensesforthe arbitrator’sservicesshallbe borneequallybytheEmployerandtheUnion.

A.ThisAgreementshallremaininfullforceandeffectfromJuly1,2015,andshallcontinueineffectuntilmidnightonJune30,2016.

B.Either partymay givewrittennoticetotheotherpartytoterminateormodifyAppendixAandArticleXVI,Insurance,oftheAgreementnotlessthan180calendardayspriortotheDistrict’sbudgetcertificationdateasestablishedbytheCodeofIowaandappropriatefortheyearbeginningJuly1,2015.Ifnosuchnoticeisgiven,thisAgreementshallremainineffectforoneadditionalyearandfromyeartoyear thereafteruntiltheaforementionednoticeisgivenbyeitherpartyofitsintentiontoterminate ormodify.

C.EitherpartymaygivewrittennoticetotheotherpartytoterminateormodifytheAgreementnotlessthan180calendardayspriortotheDistrict’sbudgetcertificationdateasestablishedbytheCodeofIowaandappropriatefortheyearbeginningJuly1,2015.Ifnosuchnoticeisgiven,thisAgreementshallremainineffectforoneadditionalyearandfromyeartoyearthereafteruntiltheaforementionednoticeisgivenbyeither partyofitsintention toterminateormodify.

Inwitnesswhereof,thepartiesheretohavecausedthisAgreementtobesignedbytheirrespectiveChiefNegotiatorsandtheirsignaturesplacedthereon.

DESMOINESINDEPENDENTCOMMUNITYSCHOOLDISTRICT

……………………………………………………………………………………………………

CindyElsbernd, PresidentJamesHanks, ChiefNegotiator

RobBarron,VicePresident

AMERICANFEDERATION OF STATE,COUNTY,ANDMUNICIPALEMPLOYEES

……………………………………………………………………………………………………

UrasalineFrith, PresidentRickEilander,ChiefNegotiator

A.Seniority.Senioritymeansaregularemployee’slengthofservicesincehis/herlastdate ofhire.Seniorityshall becomputedonthetotalcontinuousserviceinthedepartment.Alltransportationemployeeswillusetheirdateofhireinagivenclassificationwithinthedepartmentforuseintransfers/biddingtootherclassificationswithinthedepartment.Academicyearemployeeswhoworkduringthesummershallbecreditedwithseniorityinthedepartmentinwhichtheyareworkingduringthesummer.

B.Probation.Anewemployeeshallserveaprobationaryperiodofonehundredtwenty

(120) actualworkdays.Timeonleavestatusshallnotbecreditedtowardcomputationoftheprobationary period.Probationary employees maybe terminated for anyreasonwithoutrecourseto anyproceduresinthisAgreement.

C.Posting.OnSeptember15th,theEmployershallpostonappropriatebulletinboardsalistshowingtheemployees’totalcontinuousserviceintheappropriatedepartmentrepresentedintheunit. AcopyofthesenioritylistshallbesenttotheUnionpresidentwhenitisposted.

D.BreaksinService.Anemployee’sseniorityrecordshallbebrokenbyvoluntaryresignation,discharge,reductioninforce,andretirement.Shouldanemployeelaidoffreturntoworkwithinoneyear,thesenioritywillpickupfromthedateofhis/herreturn.Seniorityrightswillbeforfeitedifthecontinuousperiodoflayoffexceedsoneyear.AnemployeewhoisabsentfromworkforthreeconsecutiveworkdayswithoutnotificationforvalidreasontotheEmployerwillbeconsideredhavingresigned.Should an employeeleavethe unit representedbythe Union,theemployee’ssenioritywillbefrozen.Shouldhe/shereturn totheunit,his/herseniorityshallcontinuefromthesenioritylevelpreviouslyattained.

TransfershallmeanmovementofanyemployeetoanotherjobclassificationorlocationwithintheDistrict.Avacancyexistsasaconsequenceofanemployee’sactionorthecreationofanewposition.NothinghereinshallbeconstruedasrestrictingtheEmployerfromexercisingitsrighttofillanyvacancywitharegularemployeeoratemporary employeeonatemporarybasisortoprohibittheEmployerfrom directingtheworkofitspublicemployees.Aregularemployeewillnotbeplacedinatemporaryassignmenttofillavacantpositionformorethan60workingdays.Anemployeetemporarilyassignedtoavacantpositionforaperiodoftimeexceeding10consecutiveworkdaysshallreceivetherateofpayfortheposition,orhis/herregularrate,whicheverisgreater.Whenthevacancy,includingOperationsPool,class1—entry,istobefilledonaregularbasis,itshallbeposted.Anemployeetemporarilyassignedtosubstituteforanemployeeonleaveoramedicallydisabledemployeeforaperiodoftimeexceeding10consecutiveworkdaysshallreceivetherateofpayfortheposition,orhis/herregularrate,whicheverisgreater.Anemployeetemporarilyassignedtosubstituteforanemployeeonvacationshallcontinuetoreceivehis/herregularrateofpay.

Noticeofsuchvacancywillbepostedinthe“JobLine”oronappropriatebulletinboards,andwithin7workingdaysofthedateofthe“JobLine”,employeesmayapplyforthevacancybyfilingawrittenstatementwiththeChiefofHumanResources.Thenoticeofthevacancyshallincludethehoursofworkandlocationoftheopening.TheChiefofHumanResourcesshallacknowledgetotheapplicantthereceiptofsuchapplication,andshallnotifytheapplicant whenthe positionisfilled.

TheEmployershallconsidertheneedsoftheDistrictandeachapplicant’squalifications.Whentwoormoreapplicantshaverelativelyequalqualifications,theemployeewiththegreatestseniority withinthedepartment will begivenpriority.

TheEmployermaintainstherighttohireandassignemployeestoanyvacancyandmayhireandassignfromoutsidethepresentemployees.However,presentemployeesshallbegivenfirst considerationfortransfersupon followingtheapplication proceduresas specified.

Lateraltransferswithinthesamejobclassshallbeawardeduponconsiderationofthefollowingcriteriaappliedfortheperiodofoneyearpriortothepostedclosingdateoftheposition.

Attendance–Employeesmusthave10orlessdaysofusedsickleave.AnyhospitalstaydaysORthesinglelongestconsecutiveleaveofthreedaysormorewillnotbecounted towardsthis 10daystandard.

Evaluation –Compositescore of“meets”Discipline–No formaldisciplineonrecordThereafterconsiderationwill begiventoseniority.

Asthereisno“JobLine”publishedwhenschoolisnotinsessionforthesummer,alistofvacancieswillbepostedonappropriatebulletinboardsbiweeklyonthesamedateGroup1payroll checksare delivered.

Anemployeeselectedtotransfermustremaininthatpositionfor12months,exceptduringthefouryeartermofthisagreementemployeesmayalsohavetwoupgradetransfers(transfertoa position whichhas ahigherpaygrade).

Employeesassignedtonewjobclassificationsshallserveatrialperiodofsixty(60)actualworkdaysduringwhichtime,ifsatisfactoryserviceisnotshown,theemployeemaybetransferred toajobclassificationinwhichtheyhavepreviouslyprovidedsatisfactoryservice.

Duringthe first ten(10)workingdaysinanewassignment,theemployeeshallbeallowedtotransferbacktothelastheldposition.Suchreturnrightsshallbelimitedtooneperyearwhenexercisedbytheemployee.

Iftheemployeeexercisesthisten(10)dayoption,ortheemployerexercisesthesixty(60)dayoption,thetwelve(12)monthruleabovedoesnotapply.

Employeesdesiringatransferwhodonotworkduringthesummerbetweenacademicterms,mayalsofileawrittenstatementwiththeChiefofHumanResourceswithinseven

workingdaysbeforetheendoftheregularschoolsessionindicatingtheposition(s)desired.

TheEmployerforanyreasonmaydeterminethatitisnecessarytoreducethenumberofemployees.Intheeventitbecomesnecessarytolayoffemployeeswithinaparticularjobclassificationorjobcategory,thereductionshallbebasedupontheneedsoftheschool

systemasdeterminedbytheEmployerandtherelativeskill,ability,andcompetenceofthe employeesforwhichemploymentcannotbeprovided.

Wheneverlayoffoccurs,iftheskill,ability,andcompetenceoftheemployeeswithintheaffectedjobclassificationsareconsideredrelativelyequal,theemployeesforwhichemploymentcannotbeprovidedshallbelaidoffintheinverseorderoftheirseniority.TheaffectedemployeesandtheUnionshallbenotifiedatleastfourteen(14)dayspriortotheeffectivedayofsuchlayoff.Anemployeescheduledforlayoffshallhavetherighttoreplaceanemployeewithlessseniorityandlesserqualificationsinanylesserjobclassificationin thatcategoryoracategoryinwhichhe/she previouslyworked.

Whenaspecificopeningoropeningsoccurwithinoneyearofthelayoffandmorethanoneemployeeappliesfortheposition,therecallshallbebasedupontheneedsoftheschoolsystemasdeterminedbytheEmployerandtherelativeskill,ability,andcompetenceoftheemployees.Iftheskill,ability,andcompetenceoftheemployeesarerelativelyequal,thentheemployeewiththegreatestprevioussenioritywithintheunitshallberecalled,providedthathe/she meetsthequalifications necessaryforthatopening.

Anemployeewhofailstoreturntoworkatthejobclassificationandjobcategorylaidofffrom,orapositiontheydesireandarequalifiedforwithinfiveworkingdaysafterbeingnotifiedbycertifiedmailtotheemployee’slastknownaddressonfileintheOfficeoftheChiefofHumanResources,shalllosehis/herstatusasanemployee.Nonewemployeeshallbehireduntilallemployeesonlayoffwhoarequalifiedanddesiretoreturntoworkhavebeenrecalled.

ThepurposeofthisArticleistodefinethenormalhoursofworkandshallnotbeconstruedasaguaranteeofhoursperdayordaysofworkperweek.DeterminationoftheworkscheduleandassignmentofworkshallbemadebytheEmployerandmaybechanged fromtimetotimeto meetchanging needs.

A.WorkWeek.Thenormalworkweekforregularfulltimeemployeesshallbe30to40hourswork,excludinglunchperiods,fromSaturdaythroughFriday.Thenormalworkweek forregularparttimeemployees,includingthosein food service,shallbebetween10and 30 hours,excluding lunch, dependingon assignments.

B.Posting.Anticipatedworkschedulesshowingemployeeshifts,workdays,andhoursshallbepostedondepartmentbulletinboards.TheEmployerwillmakeaconcertedefforttopostallknownschedulechangesatleastfive(5)workingdayspriortotheschedulechange.

C.RestPeriods.Allemployeesareentitledtorestperiodsasfollows:Employeeswhoworkatleastfour(4)hoursperworkdayshallbegrantedonerestperiod.Employeeswhoworkatleastsix(6)hoursperdayshallbegrantedtworestperiods.Restperiodsshallbewithpayandshallbeforfifteen minutes.

D.SplitShifts.TheEmployermayassignemployeestoshortorsplitshifts.Employeeswill bescheduled insuchamannerthat downtimewill be minimal.

E.DualAssignments.Employeeswillnotbeassignedtomorethanoneregularjobcategory,withtheexceptionofemergencies,whileschoolisinsession.However,they may beassignedtodifferentjobcategoriesormorethanonejobcategoryintheperiodsoutsidetheschoolyearor duringschoolvacation periods.

F.Overtime.Overtimeforregularfulltimeemployeesshallbepaidatarateoftimeandone-halftheemployee’sstraighttimehourlyratewhentheemployeeworksinexcessofeighthoursadayor40hoursaweek.Theovertimeprovisionof8hoursadayshallnotapplytothoseemployeeswhoseregularassignmentexceeds8hoursaday.

Onlyholidayhoursmaybeincludedashoursworkedduringaweekforthepurposeofcomputingovertimepayforhoursworkedinadditionto40hoursduringaweek.Overtimeshallnotbepaid more thanonceforthesamehoursworked.

WorkperformedonSundayorSaturday,exceptwhenthosedaysarepartoftheemployee’sworkweek,shallbepaidattimeandone-halfifitisinadditiontothe40hoursduringtheweek.TheneedforovertimeanditsassignmentshallbetheEmployer’sdecision.Anyworkperformedoutsidethedesignatedworkhoursmusthavepriorapprovalby supervisorypersonnel.Thereshallbenopyramidingorduplicating ofovertime pay.

Forregularparttimefoodserviceemployees,timeandone-halfshallbepaidforworkperformedoutsidetheestablishedtimecorridorforlunchroomduties,includingnon-schooldays,Saturdays,Sundays,oranyhoursbeyondtheregularschooldays.ForpurposeofthisArticle,regularlyscheduledtrainingsessionswithrequiredattendance and“clean-up”days areconsidered“lunchroom duties”.

Regularfoodserviceemployeesshallbegiventheopportunitytorequesttoworkextrahours.Asign-uplistshallbeposted,notlaterthanSeptember15th,bytheEmployer,forthepurposeofprovidingemployeesameansbywhichtheirpreferenceforadditionalworkcanberecorded.SectionH.CallTime,shallnotapplytoregularfood serviceemployees.

G.ReportingTime.Anyemployeewhoisscheduledtoreporttoworkandwhoreportsforworkasscheduledshallbeassignedtoatleasttwohoursofwork.Exception:Whennotificationhasbeenmadebypublicmedia(suchas“snowdays”oremergencies)thatschoolsaretobeclosed,one(1)dayeachyearshallbeavailableas anEmployer-designatedholiday.

Whennotificationhasbeenmadebypublicmediathatschoolsaretobeclosed,andanemployeehasalreadybeencompensatedforone(1)Employer-designatedholiday,thenanemployeewhoworksundersuchconditionsshallreceivestraighttime hourlyrateonlyfor actualhoursworked.

H.CallTime.AnemployeewhoiscalledbytheEmployertoworkinanemergencyoutsidehisregularlyscheduledhoursshallbeprovidedwithatleasttwohoursworkattimeandone-half.If,however,calltimehoursoverlaptheemployee’sregularlyscheduled hours, he/she shall be paid at straight time rates for the regularly

scheduled hours.10

I.TransportationActivityTrips.Transportationdriversshallbegiventheopportunitytorequestactivitytrips.Asign-uplistshallbepostedbytheEmployerbythefirstday ofeachacademicschoolyear.TheEmployerwillassignknownactivitytripsfive(5)daysinadvanceifknownwithinfive(5)days.Activitytripsthatarisewithinthefive

(5)dayperiodwillbeassignedassoonasreasonablypossibleaftertheTransportationDepartmentis notified.

Activitytripsthatextendoutsidethenormalworkdaywillinitiallybeassignedbyrotationtothenextemployee,absentconflictwithpriorscheduling,onasign-uplistorderedfromhighesttolowestseniority.Forinitialrotationandcomputationpurposes,anemployeewhodoesnotdriveanactivitytripwhenscheduledwillbechargedtheactualhoursofthattrip.Aftertheinitialrotationhasbeenmadetoprovideopportunityforanactivitytriptoeachemployeeonthesign-uplist,subsequentassignmentswillbemadetothenextemployee,absentconflictwithpriorscheduling,onthebasisofaccruedorcreditedhoursfromlowesttohighest.After theinitialrotation,anemployeewhoiscontactedandrefusestheactivitytripwillbechargedthe actual hoursofthattrip.

Anemployee,whodeclinesthreerequeststoserveasanactivitytripdriver,willberemovedfromthelistfortheremainderoftheacademicyear.Activitytripsshallbepaidattheregularratewithdrivingtimeinexcessofeight(8)hoursadayorforty

(40)hoursaweekpaidattimeandone-half.Layovertimeshallbepaidatstraighttime.

Employeeswhosignupforactivitytripsaftertheinitialsign-uplistispostedwillbecreditedwiththehighestnumber ofhoursof anyotheremployeeon thelist.

Activitytripswill notbe credited towardfulltimeemployment.

A.Holidays.Paidholidaysshallbegiventhoseemployeeswhoareworkingregularlyatthetimeoftheholiday.Thefollowingarerecognizedaspaidholidaysforregularfulltime employees:

NewYear’sDayThanksgivingDay

Daybefore orafterNewYear’sDayDayafterThanksgivingDayMemorialDayChristmas Day

Independence DayDaybefore orafterChristmasDay

LaborDayEmployer-designated Holiday(Optional 1 day)

B.Eligibility.Anemployeeshallbeeligibleforholidaypayifhe/shewouldhavebeenscheduledtoworkononeoftheholidayslistedaboveandifhe/sheworkedthelastscheduleddaypriortotheholidayandthescheduleddayimmediatelyfollowing.WheneveranyoftheholidayslistedabovefallsonSaturday,thepreviousFridayshallbeobserved.WheneveranyoftheholidayslistedfallsonSunday,thesucceedingMondayshallbeobserved.Ifaholidayisobservedonanemployee’sscheduleddayofforduringhis/hervacationorduringthetimeanemployeeisonpaidleave,he/sheshallreceiveoneadditionalvacationorleaveday.RegularfulltimefoodserviceemployeesareeligibleundertheconditionsoftheArticleforthefollowingholidays:NewYear’sDay,daybeforeorafterNewYear’sDay,Memorial

Day,LaborDay,ThanksgivingDay,dayafterThanksgiving,ChristmasDay,daybefore or afterChristmas,optionalEmployer-designatedholiday.

RegularparttimeemployeesareeligibleundertheconditionsofthisArticleforthefollowingholidays:MemorialDay,LaborDay,ThanksgivingDay,dayafterThanksgiving,andtheoptionalEmployer-designatedholiday.Aregularparttimeemployeeshallbeeligibleforholidaypayprovidedhe/sheworksthelastscheduledworkdaypriortoIndependenceDayandthescheduledworkdayimmediatelyfollowing.

C.HolidayPay.Eligibleemployeeswhoperformnoworkonaholidayshallbepaidattheirusualhourlyrate,based on thenumberofhourstheyregularly work.

D.HolidayWork.Ifanemployeeworksonaholiday,he/sheshallbepaidatarateoftimeandone-halftheemployee’sstraighttimehourlyrateforallhoursworked.Thisisinadditionto his/herholidaypay.

A.EligibilityandAllowance.Allregularfulltimeemployeesshallbegrantedanannualpaidvacationperiodattheendofeachfiscalyear.Thepaidvacationperiodshallbebasedupontheemploymentinthatfiscalyearandshall beproratedfor thoseemployeesthatworklessthanthefullfiscal year.

Service Requirements / Vacation Period
12 month employees 9 month employees
Less than six (6) months / None None
6 months through 11 months / 5 work days 3.75 work days
More than 11 months through 6 fiscal years / 10 work days 7.5 work days
7 fiscal years through 12 fiscal years / 15 work days 11.25 work days
13 fiscal years or more / 20 work days 15 work days

Theservicerequirementduringthefirstfiscalyearofemploymentshallbedeterminedbythedateoforiginalhire.Allyearlyservicerequirementsshallbebasedonserviceduringcompletefiscalyears.Morethaneleven(11)monthsemploymentinthefirstfiscalyearshallcountasone(1)fullfiscalyearofemployment.Novacationdaysmaybetakeninadvanceoftheir accrual.

B.VacationPay.Therateshallbetheemployee’sregularstraighttimerateofpay.Employeesshallreceivepayfor vacationsat thetimeoftheir regularlyscheduledpaydays.

C.VacationPeriod.VacationschedulesshallbesetbytheEmployer;however,employeesmayrequestaparticularperiodforvacation.Thefollowingschedulingprocedures apply:

1. Operations / Employeesshouldordinarilyrequestvacationbetweenmid-Juneandmid-August.Employeeswhoareentitledtomorethantwoweeksvacationareencouragedtodividethevacationperiodintoone,two,orthreeweeksegments. Employeeswhoareentitledtomorethan threeweeksvacationmayrequest vacationduringWinterRecessor Spring Recess.Employeesmay request vacation during the academic year. Such vacationwillordinarilynotbetakenimmediately beforeorafterholiday periodsandwillbescheduledbytheEmployer.
2. FoodService / Employeeswillbecompensatedforvacationtimefollowingthecompletionofafoodserviceyear.
3.Vacationtimeaccruedmaybeusedoutsidethenormaltimeframeforanapprovedemergencyafteremergencydaysareused.

Exceptionalreasonsforvariationsfromthisproceduremaybeconsidered.Vacationdaysaccruedduringonefiscalyearmustbeusedbeforetheendofthefollowingfiscal year.

D.Workduringvacation.Anyregularfulltimeemployeewhoisrequestedtoworkanddoesworkduringhis/hervacationperiodshallbepaidatarateoftimeandone-halftheemployee’sstraighttimehourlyrate.Forpurposesofcomputingadditionalovertime,onlyhoursactuallyworkedshallbecountedtowardthe40hours.Thehoursordaysworked,however,shallbeaddedtotheremainderoftheemployee’svacationbank.

E.Vacationrights.Allregularfulltimeemployeeswhoarelaidoff,discharged,retire,orresignpriortohis/hervacationshallbecompensatedforearnedvacationunusedbytheemployeeatthetimeofseparation.

A.Definition.Leavesofabsencemeansauthorizedabsencefromthejob—paidorunpaid—exceptformedicallyrelateddisabilityleave.Anextendedleavemeansmorethantwoweeks’leave.

B.Eligibility.Regularemployeesshallbeeligibleforleavesofabsenceaftertheprobationaryperiod.

C.Applicationforleave.Employeesmustcompletearequestforapprovalofabsencefromdutiesonsuchform asprovidedbytheEmployeronallabsencesexceptbereavement,medicallyrelateddisabilityleaveandemergencyleaveatleast10dayspriortothedateofabsencerequested.Theformissubmittedtotheemployee’simmediatesupervisor,whoapprovesordisapproves,andforwardsittotheChiefofHumanResourcesforfinaldecision.

D.Paidleaves.Theemployeemaybepaidregularstraighttimeforhourshe/shewouldhaveworked,excluding overtime,forthefollowing authorizedleaves:

1.BereavementLeave
FuneralLeave / Incaseofthedeathofwife,husband,grandparents,(step)child,or(step)grandchildofanemployeeortheemployee’s(orspouse’s)(step)father,(step) mother, (step) brother, (step) sister the employee will makeapplicationtotheofficeoftheChiefofHumanResourcestobeabsentfromdutyforas manydays,nottoexceedfivedaysperdeath,asmaybenecessaryforattendanceatthefuneralandotherpurposes
directlyarisingoutofsaiddeath.
Inthecaseofdeathofotherrelativeorpersonofunusuallyclosepersonalrelationship,one-halfdayofabsenceshallbeallowedforattendanceatthefuneralifthefuneral isintheDesMoinesarea and onedayifthefuneral isoutsidetheDesMoinesarea.(SeemaplocatedinAppendixC)
2.JuryDuty / Intheabsenceofextraordinarycircumstances,employeesmaybeexcusedforjuryduty.Nodeductionfromtheemployee’scompensationwillbemadeduringthetermofjuryserviceprovidedthatalljuryfeesreceivedbyanysuchemployeeshallbeturnedovertotheschooldistrict.
3.CivicDuty / Employeessubpoenaedtoappearbeforeacourtorotherpublicbodyshallbegrantednecessarytimeoffwithpay.Exceptonmatterspersonal totheemployeeand/orcivilactionsadversetotheDistrict.
4.EmergencyLeave / Allregularemployeesshallbeallowedatotalofthreedaysinanyonefiscalyearwithoutlossofsalaryforemergencyleave,suchasseriousillnesswithinthe immediatefamily, disaster,and othercircumstancesrecognizedasemergenciesbytheemployee’simmediatesupervisorandtheChiefofHumanResources.Oneworkday,ortwohalfdays,maybeusedperyear,withoutaccumulation,forbonafidepersonalorbusinessactivitiesthatcannot reasonablybe accomplished outsidethenormalworkday.Thespecialleavewillbechargeabletotheemployee’semergencyleave.Suchabsencemaynotbetakenimmediatelybeforeorafterholidaysorvacationperiods. Requestsforspecialleavemustbemadeonaformprovided bythe Employer,priortothe absence, withpermissiontobegrantedbytheofficeoftheChiefofHumanResources
5.MilitaryReservists / Aleaveofabsencewillbegrantedformilitaryreservistsforrequiredtrainingpurposesforaperiodnotexceeding30daysinanycalendaryear.
6.EducationTrainingLeave / Employeesareencouragedtotakecourses/training,whichtheEmployerrecognizesasjob-related.Intheeventajob-relatedcourse/trainingonlyoccursduringtheemployee’sregularhoursofwork,he/sheshallattendwithoutlossofpay,providedtheEmployerhasapprovedthisleave.TheEmployerwillreimburseemployeesforthefeesassociatedwithtakinganapprovedcourseofinstructionofferedbytheDepartmentofCommunityandAdultEducation. This iscontingent uponparticipatingemployeessatisfactorilycompletingtheappropriatecourseofinstructionandtheCityofDesMoinesLicensingExaminationandpresentingacurrentandvalidlicenseas aresult.TheEmployerwillnotreimbursethecostofobtainingalicense.

E.Unpaid Leaves.

1.UnionBusiness / Anemployeeelectedtoanyunionofficeorselectedbytheuniontodoworkwhichtakeshim/herawayfromemploymentwiththeEmployermaybegrantedaleaveofabsencenottoexceedoneyearwiththepossibilityforrenewalfornomorethanoneadditionalyear.
2.MilitaryService / Leavesofabsencearegrantedformilitarypurposes,nottoexceedtheenlistmentor draft period.On completion ofthe military service, theemployeeisentitledtoreinstatementatthesamewageshe/shewouldhavereceivedhadhe/shenottakensuchaleave,butsubjecttothefollowingconditions:Thatthepositionwasnotabolished,thathe/sheisphysicallyandmentallycapableofperformingthedutiesoftheposition,thathe/shemakeswrittenapplicationforreinstatementtotheChiefofHumanResourceswithin90daysafterterminationofservice;andthathe/shesubmits adischargeotherthanadishonorabledischargefrommilitaryservice.
3.PoliticalActivity / A leaveofabsencewithoutpaymaybegrantedtoanemployee foreithersixmonthsorayear,torunforofficeorserveinoffice.
4.OtherReasonablePurposes / Leaves ofabsencewithoutpayforlimitedperiodsnottoexceedsixmonthsmaybegrantedforareasonablepurposeuponapplicationoftheemployeeandapprovalbytheEmployer. Suchpurposesmightincludeeducation,training,andfamilyresponsibilities(includingchildnurture).Suchleavemaybe extended uponapplicationoftheemployeeandapprovalbytheEmployer.
5.Benefits / Whileonextendedunpaidleave,theemployee’sinterestinretirementfunds,vacation,accumulatedmedicallyrelateddisabilityleaveandotherbenefitsshallbefrozen.Whilenobenefitswill beprovidedoraccumulatedduring the leaveperiod, the employeemaypurchase suchbenefits.Exemption-SeeArticleXXSectionBforfurtherinformation.
6.SeniorityStatus / Theemployee’ssenioritystatuswillbefrozenduringauthorizedextendedunpaidleaveexceptmilitaryleave.He/she willbereturnedtoasimilarjobfollowinghis/herreturnifsuchpositionisstillavailableandtheemployeehasgreatersenioritythanotherqualifiedemployees.Ifanemployeeonleavefailstoreporttoworkthefirstworkdayfollowingexpirationoftheleave,he/shewillbeconsideredtohavevoluntarilyresigned.

A.Wages.Regularemployeeswillbecompensatedinaccordancewiththejobcategory,classification,andhourlyratesonthewageschedulesattachedtothisAgreement andmarkedAppendixA.

ShouldanypositionnotonthiswageschedulebeestablishedduringthedurationofthisAgreement,theEmployershalldesignatetheclassificationandshallnotifytheUnionoftheopportunitytonegotiatetheratestructureforthatposition.Intheeventthepartiesfailtoagreeonaratestructurewithinfifteen(15)daysfollowingthebeginningofnegotiations,theUnionshallhavetherighttorequestarbitrationinaccordancewithArticleXVIII,SectionC,andStepIV.ThearbitratorshalldecideuponeithertheEmployerortheUnion’sfinalofferastowhichwillbetheratestructure.The decision ofthe arbitratorshallbebinding on bothparties.

B.Payperiod.Thewagesofemployeesshallbepaidonthesamedayeverytwoweeks. Eachemployee’s paycheckstubshallindicatehours,hourlyrate,grosssalaryathis/herregularandovertimerateandalldeductionsfromhis/hergrosssalaryshallbeidentifiedandtheamountofeach deductionshown.

C.Allfulltimeandparttimefoodandnutritionpersonnelshallreceiveeightydollars($80)perschoolyearforpurchaseandmaintenanceofuniforms.Fortydollars($40.00)shallbepayabletoeachemployeeonpayrollthelastpaycheckofthefirstsemesterandFortydollars($40.00)shallbepayabletoeachemployeeonpayrollthelastpaycheck oftheschoolyear.

D.Uniformsfortransportationmechanicsandsecuritypersonnel willbefurnishedbytheemployer.

E.Uniformsandshoeswill beprovidedforemployeesoftheCentralNutritionCenter.

A.Allowance.RegularemployeesshallbegrantedonJuly1stofeachyear,leavesofabsencewithpayforanemployee’spersonalmedicallyrelateddisability.Firstyearemployeesshallaccruemedicallyrelateddisabilityleaveatarateofone-and-onequarterdayspermonth.Atthecompletionofoneyear,fifteen(15)daysperyearthereaftershallbegrantedonJuly1stofeachyeartoeachemployee.Threedaysofaccumulatedmedicalrelateddisabilityleavemaybeusedforillnessofimmediatefamilymember (See ArticleXIII,Sec. D-1).

B.Accumulation.Ifanemployeedoesnotusetheallotteddaysduringthecontractyear,theunuseddayswillbeaddedtotheallowanceforthesucceedingyear.Theamountofaccumulatedmedicallyrelateddisabilityleaveshallbeunlimited.Allaccumulatedmedicallyrelateddisabilityleaveisforfeiteduponterminationofemployment.Ifanemployeeisunabletoreportfordutyonthefirstdayofthenewcontract,compensationformedicallyrelateddisabilityleavewillnotbegrantedunderthenewcontractuntiltheemployeedoes report.

C.AnemployeemustreporttheintentiontobeabsentfromdutytothedesignatedEmployerrepresentativeby3:00p.m.thepreviousday,ifpossible.Innocaseshallnotificationbelaterthan7:00a.m.or2hoursbeforethebeginningoftheregularshiftonwhichhe/sheworks,whichevercomesearliestintheday.Ifanemployeeexpectsto returntoanassignment,he/shemustnotifythedesignatedEmployerrepresentativeby3:00p.m.thepreviousday.

D.Timetakenbyanemployeemotherimmediatelybeforeandafterthedeliveryofababyshallbejudgedpaidmedicallyrelateddisabilityleaveandchargedagainstthemedicallyrelateddisabilityleaveaccumulationoftheemployee.Herpaidmedicallyrelateddisabilityleavewillhaltwhenherphysicianattestssheiscapableofreturningtoworkorwhenheraccumulatedmedicallyrelateddisabilityleaveallowancerunsout.

E.RegularparttimeemployeesaresubjecttoallpracticesgrantedinthisArticleataratioproportionateto theemployee’s part timeconditionofemployment.

F.TheEmployermayrequireamedicalcertificateorotherappropriateverificationforabsencescoveredbythisArticle.ItisnottheEmployer’sintent,norwilltheabovelanguagebeconstruedinsuchaway astoconstituteharassmentofemployees.ThislanguageisintendedasavehiclebywhichtheEmployermayscrutinizehabitualsickleaveusageorinthosecases wheresick leaveabuseis suspected.

A.LifeandDisabilityInsurance.TheEmployerwillpaythefullinsurancepolicypremiumforeachregularfulltimeemployee(asdefinedinArticlelIl)toprovideagroupinsurancepackageconsistingof(1)$30,000individuallifeinsurance($50,000individuallifeinsuranceforsecuritypersonnel),and(2)anindividuallongtermdisabilityprogram.The individuallongtermdisabilitycoveragewillbecomeeffectivefifteendaysafteraccumulatedmedicallyrelateddisabilityleave,emergencyleave,andvacationallowanceexpireandwillprovideatarateof60%oftheemployee’ssalaryatthedateofdisability.Employeecoverageforemployeesunderage61fordisabilityduetoillnessshallinnocaseextendbeyondtheageof65.

Employeecoverageforthoseemployeesunderage61fordisability duetoaccidentshallinnocaseextendbeyondthe ageof65.Employeebenefitpaymentperiodforemployeesoverage60fordisabilityduetoaccidentorillnesswillinnocaseextendbeyondthebenefit payment period statedbelow:

Age(atdisability) / MaximumBenefit PaymentPeriod(following disabilityqualification period)
Age60and under / Benefitperiodasdescribed above
61 / Toage65,but notlessthan3yrs, 6 mos
62 / 3yrs, 6mos
63 / 3yrs
64 / 2yrs, 6mos
65 / 2yrs
66 / 1yr, 9mos
67 / 1yr, 6mos
68 / 1yr, 3mos
69 / 1yr

B.HealthBenefits.TheEmployershallcontributetowardthecostsforhealthbenefitsforeachfulltimeemployeedeemedeligible.Participationinthehealthbenefitisvoluntaryforeacheligibleemployee.InordertoqualifyfortheEmployer’sshareofthemonthlycost,theemployeemustqualifyundertherulesandregulationsoftherespectivecarrierorhealthplan.Theemployeemustcompleteanapplicationforhealthinsurancewithin 30daysofdate ofhire.Providedtheapplicationis submittedtotheBenefitsofficeofHumanResourceswithin30days,coveragewillbeeffectivethefirstofthemonthfollowingsubmission.

Plan1

A.WellmarkAlliance Select

a.singleplanb.familyplan

c.employee+1d. deductibles$1,000/$2,000.

B.BlueCross/BlueShieldPharmaceuticalService(s).

Tier one (1)ten-dollar($10)co-payper generic prescription.Tier two (2) thirty-dollar($30) co-payper generic prescription.

Tierthree(3)fifty-dollar($50)co-paypernon-preferredprescription.

Tierfour(4)onehundreddollar($100)co-payperlimitedvalueprescription.

Plan2

A.WellmarkBlue Access

a.singleplanb.familyplan

c.employee+1d. deductibles$500/$1,000.

B.BlueCross/BlueShieldPharmaceuticalService(s).

Tier one(1)ten-dollar($10)co-paypergeneric prescription.

Tier two (2) thirty-dollar($30) co-payperbrand nameprescription.Tier three (3)fifty-dollar($50) co-paypernon-preferredprescription.

Tierfour (4)onehundreddollar($100)co-payper limitedvalue prescription.

Foreachfulltimeemployeedeemedeligibleandhired,orinitiallyenrollingininsurance,theEmployershallcontributethefullcostsfortheleastcostlyalternativehealth plan.

BlueAccess
Deductible / 500/1000
Coinsurance / 10%
Out ofPocketMax(medical) / 1500/3000
OfficeCo-pay / $10
ER Co-pay / $100
RxCo-pay / 10/30/50/100
Out ofPocketMax(Rx) / 4500/9000
AllianceSelect
Deductible / 1000/2000
Coinsurance / 10%/20%
Out ofPocketMax(medical) / 2500/5000
OfficeCo-pay / $15
ER Co-pay / N/A
RxCo-pay / 10/30/50/100
Out ofPocketMax(Rx) / 4500/9000

Section125oftheInternalRevenueCodeallowsanemployertheopportunitytosetupaflexiblepremiumforemployees.TheEmployeragreestopayemployeepremiumsundertherulesandregulationsofSection125oftheInternalRevenueCode.Employeesonavoluntarybasiswillbeabletousepre-taxincometopayout-of-pocketunreimbursed

medicalcostsanddependentcarecostsinaccordwiththedistrict’sprogramrestrictions.18

Themedicalreimbursementplanrunsonthefiscalyear.MedicalreimbursementenrollmentwillbeheldinconjunctionwithannualopenenrollmentinMayofeachyear.Dependentreimbursementplanrunsonthecalendaryear.Dependentreimbursementenrollmentwill be heldin Novemberofeachyear.

Fornew employeescoverageshallbecome effectivethe first day of the monthfollowingsubmissionofacompletedapplicationforhealthinsurancetotheBenefitsofficeofHumanResources.All applicationsmustbesubmittedwithin30daysoftheemployee’sdate ofhire.

Uponanemployeeoranemployee’sspouseattainingtheageof65,anemployeewhowishestoqualifyfortheEmployer’sshareofthemonthlypremiummustnotifythecarrierorhis/herspouse’sattainmentoftheage65,mustqualifyundertherulesandregulationsoftherespectivecarrier, andmustenroll in the following plan:

a.MedicareProgramunder SocialSecurity

TheannualenrollmentinformationforhealthbenefitplanswillbeavailablefromtheBenefitsofficeofHumanResources.OpenenrollmentoccurseachyearinMay.Changeswithinanyplanwill be allowed,provided therequestfor change ismadeonanappropriate application,transmittedtotheBenefitsofficeofHumanResources,andisinaccord with therules andregulationsoftherespectivecarrier.

ForallemployeeswhohavequalifiedfordisabilityinsurancebenefitsonorbeforeJune30,2007,theEmployerwillcontinuetopaytheagreed-uponmonthlypremiumcoststoretainpurchasedbenefitsofthehealthplandescribedinArticleXVII,SectionB,throughoutthedurationoftheperiodofdisability.Thereafter, in theeventthat aregularfull-timeemployeeoraSUCCESSemployeebecomeeligiblefordisabilitybenefitstheEmployeragreestocontinuetopaytheagreed-uponmonthlypremiumcoststoretainpurchasedbenefitsofthehealthplandescribedinArticleXVII,SectionB,forthelesserofthetimetoqualifyfor Social Securitydisabilityor one year.

Forcontinuanceofhealthplan(s)benefitsanemployeeclaimingdisabilitymustapplyforsocial securitybenefitswithinthirty(30) daysofbeing permittedtosubmitanapplicationpursuantto social securitydisabilityrules.

C.OpticalInsurance.TheEmployershallcontributethefullcompositepremiumcostforanopticalinsuranceplanpolicypremiumforeachregularfulltimeemployeedeemedeligible(e.g.,VisionServicePlan).Participationintheopticalinsurancebenefitisvoluntaryforeacheligibleemployee.InordertoqualifyfortheEmployer’sshareofthemonthlypremium,theemployeemustqualifyundertherulesandregulationsoftherespectivecarrierandmayenrollinoneofthe following plans:

a.singleplanb.familyplan

The employee mustcomplete an applicationforopticalinsurance within30daysofdateof hire.Provided theapplicationissubmittedtotheBenefitsofficeofHumanResourceswithin30days,coveragewillbeeffectivethefirstofthemonthfollowingsubmission.Fornewemployees,coverageshallbecomeeffectivethefirstdayofthemonthfollowing

submissionofacompletedapplicationforopticalinsurancetotheBenefitsofficeofHuman 19

Resources.

D.DentalInsurance.TheEmployershallcontributethefullsinglepremiumcostand80%ofthefamily premiumcostfora dentalinsurancepolicypremium for eachregularfulltimeemployeedeemedeligible.Participationinthedentalinsurancebenefitisvoluntaryforeacheligibleemployee.InordertoqualifyfortheEmployer’sshareofthemonthlypremium,theemployeemustqualifyundertherulesandregulationsoftherespectivecarrier.Theemployeemustcompleteanapplicationfordentalinsurancewithin30daysofdateofhire.ProvidedtheapplicationissubmittedtotheBenefitsofficeofHumanResourceswithin30days,coveragewillbeeffectivethefirstofthemonthfollowingsubmission.

E.SelectionofCarriers.TheEmployershallhavethesoleandexclusiverightatanytimetoprocurebenefitsreferredtoinSectionsA,B.C,andDabovefromanyotherreputablehealthserviceprovider.

F.ParttimeEmployeeBenefits.Regularparttimeemployeeswhowork at least fourhoursperdayshallbeprovidedtheopportunitytopurchasebenefitsatoneoftheplansdescribed in ArticleXVI, SectionsB.C,andDattheEmployerplan’s premiumcost.

G.Description.TheEmployerwillprovideadescriptionoftheinsurancereferredtoinSectionsA,B.CandDofthisarticletotheUnionandtoindividualemployeesuponrequest.

H.Regularfulltimetwelvemonthemployeesordinarilyscheduledtowork,butlaidoffforaperiodnottoexceedtenweeksandwithassuranceofrecall,shallcontinuetoreceivethebenefitsdescribedinArticleXVI,Insurance,inwhichtheemployeewasenrolledatthetimeoflayoffthroughout the duration oftheemployee’slayoff.

I.Health Benefits Advisory Committee. A Health Benefits Advisory Committee withrepresentatives from the Employer and the Union shall be established to makerecommendationstotheSuperintendentorhis/herdesigneeregardingthecompositionandprovisionofemployeehealthbenefitplansthatwillallowpurchaseofhighqualityhealthserviceandwillreduceorslowtherateofgrowthinmedicalcosts.Innowayshallanyrecommendationofthiscommitteebeconstruedasthe position oftheUnion.

TheHealthBenefitsAdvisoryCommitteewillexploreand,iffeasible,recommendimplementationofaDesMoinesPublicSchoolspreferredproviderorganizationtoprovideemployeesanddependentswithhighquality,cost-efficienthealthcare.Otherhealth carepurchasersin centrallowa maybe contacted toinvestigate and,iffeasible,recommenddevelopmentofacoalitionofhealthcarepurchaserstoimplementapreferred providerorganization.

J.Worker’sCompensation.IfanemployeequalifiesforWorker’sCompensationbenefits,andtheemployeeelectstohavetheEmployersupplementthebenefits,thefollowing procedures shallapply:

1.TheEmployershallpaytheemployeetheemployee’sregularrateofpayforthe number of days the employee has accumulated asmedically related

disabilityleave.20

2.TheemployeeshallretaintheWorker’sCompensationpaymentsforthetimeperiodsupplementedwithmedically-relateddisabilityleave.TheemployerwilldeducttheamountoftheWorker’sCompensationpaymentsfromtheemployee’sdistrictpaycheck,leavingtheemployeeat fullpay forthesaidtimeperiod.

3.ShouldtheWorker’sCompensationbenefitsbe one-thirdorlesstheemployee’sregularrateofpay,afulldayofaccumulatedmedicallyrelateddisabilityleaveshallbedeductedforeachdayofabsence;shouldthebenefitsbemorethanone-third,butlessthantwo-thirdstheregularrateofpay,one-halfdayofaccumulatedmedicallyrelateddisabilityleaveshallbedeductedforeachdayofabsence;shouldthebenefitsbetwo-thirdsormoreoftheregularrateofpay,noaccumulatedmedicallyrelateddisabilityleaveshallbedeductedforeach dayofabsence.

4.TheemployeeshallretaintheWorker’sCompensationpayments forperiods oftimefollowing exhaustionofaccumulated medicallyrelated disabilityleave.

IfanemployeequalifiesforWorker’s Compensationbenefits,andtheemployeeelectsnottohavetheEmployersupplementthebenefit,theemployeeshallretaintheWorker’sCompensationbenefits,andtheEmployershallmakenodeductionfromthe employee’saccumulated medicallyrelateddisabilityleave.

TheemployeeshallnotifytheEmployerofhis/heroptionwithinthreedaysofreceiptoftheEmployer’snoticetoelectsuchoption.Failuretoreportwithinsuchtimelimitshall be treated asanelection nottohavetheEmployersupplement thebenefits.

A.Safetyprocedures.Thepartiesagreethatemployeesandmanagementpersonnelshouldbeawareofsafetyandhealthregulationsandthatbothpartieshaveamutualinterestin maintaininggoodhealth andsafetypractices.

B.Healthprocedures.Foraparttimeemployee,whoisnotcoveredbyArticleXVI,B.HealthInsurance,thephysicianwillbilltheschooldistrictamaximumof$50forthecostoftheexaminationspecifiedbytheEmployer’sphysicalexaminationform.Suchemployeesmayalsoelecttoutilizeadistrict-designatedphysiciantoprovidetheCDL/DOTphysicalwiththeDistrictpaymentoftheactualcostofthephysical.TheEmployer willsupplyalistofsitesforfree or reducedphysicals toallemployees.

C.SafetyCommittee.Theemployeeshallbealerttounsafepractices,equipment,orconditionsandwillreportanyunsafepractices,equipment,orconditionstotheirimmediatesupervisor.TheEmployerandtheUnionagreetoconductasafetycommitteemeetingatleastonceeverytwomonthsifrequestedbyeithertheEmployerortheUnion.Themeetingmaybeattendedbyfour(4)Employerrepresentativesandfour(4)employeerepresentativesselectedbytheUnion.Thepurposeofthemeetingwillbe toprovideanopportunityto communicatemutualconcernsassociated withsafetyissue.

RecommendationsfromthiscommitteewillbetransmittedtotheDeputySuperintendent.

ArticleXVIII:GrievanceProcedure

A.Definitions.

1.Grievance.AclaimmadebyanemployeethattherehasbeenaviolationofthisAgreement.

2.Aggrievedperson.Theemployee making thiscomplaint.

3.Partyofinterest.Personsmakingthecomplaintandanyperson,includingtheEmployerandtheUnion,whomightberequiredtotakeactionoragainstwhomactionmight betakeninordertoresolvethecomplaint.

B.RightofEmployeetoRepresentation.EveryemployeecoveredbythisAgreementshallhavetherighttopresentgrievancesinaccordancewiththeseprocedures.Anaggrievedpersonmayberepresentedatallstagesaloneorwitharepresentativeselectedathis/heroption,includingunionrepresentation.

Itisunderstoodandagreedbythepartiesthatthegrievanceprocedureandthestepsoutlinedinthegrievanceprocedurearetheappropriatemethodofresolvinggrievances,whichmayariseduringthetermofthisAgreement.IfanemployeeformallyfilesanallegedviolationofthisAgreementotherthanunderthegrievanceprocedure,thentheEmployershallnotberequiredtoprocessthesaidclaimedsetoffactsthroughthegrievanceprocedure.Allmeetingsandhearingsshallbeconductedinprivateandincludeonlywitnesses,thepartiesofinterest,andtheirdesignatedorselectedrepresentatives.

GrievanceMediation.EitherpartymayrequestFederalMediationservicesattheconclusion ofthethirdsteptoconduct grievance mediation.

TheFederalMediatormaynotbepresentaftereverythirdstep,butwillbeusedattimesconvenienttothemediator.Timelineswillbeextendedtoallowmediation,ifrequested.

Eitherpartymayrequestsuchmediationonlyafterapartyhasfiledarequestforlistofarbitrators.Mediationsessionswilloccuronlywiththeparties’designatedrepresentatives.The mediatorcanalsobeutilizedfororalandwrittendiscipline.

C.AdditionalRequirements.

1.Itisunderstoodandagreedbythepartiesthatthegrievanceprocedureandthestepsoutlinedinthegrievanceprocedurearetheappropriatemethodofresolvinggrievances,whichmayariseduringthetermsofthisagreement.IfanemployeeformallyfilesanallegedviolationofthisAgreementotherthanunderthegrievanceprocedure,thentheEmployershallnotberequiredtoprocessthesaidclaimedsetoffactsthroughthegrievanceprocedure.

2.ThepartiesagreethatallegationsorclaimsthatarewithinthemeaningofviolationsoftheIowaCivilRightsAct,IowaCodeChapter216et.seq,shouldnotbeconsideredaswithinthemeaningofagrievanceandtheEmployershallnotberequiredtoprocessagrievancethatincludessuchallegationsorclaimsthroughthegrievanceprocedure.

3.Allmeetingsandhearingsshallbeconductedinprivateandincludeonlywitnesses,thepartiesofinterest,andtheirdesignatedorselectedrepresentatives.

D.Steps inGrievanceProcedure.

Step1.ImmediateSupervisor(Informal)Theemployee,withorwithoutUnionrepresentation,shalltakeupthegrievancewithhis/herimmediatesupervisor,withtheobjectiveofresolvingthematterinformally.Thesupervisorshallrespondorallywithin7calendardays.FailureofanemployeetoactonanallegedviolationoftheAgreementwithin14calendardaysoftheemployee’sknowledgeoftheallegedviolationshallactasabar to anywrittenappeal toanyfurtherstep.

Step2.DepartmentHeadofDesigneeIfthegrievanceisunsettledatStep1,theaggrievedemployee,withorwithoutUnionrepresentation,maypresentthegrievanceinwritingtotheDepartmentHeadorhis/herdesigneewithin7calendardaysoftheStep1answerorthedatetheanswerwasdue.TheDepartmentHeadorhis/herdesigneeshall meetwiththeemployeeandwithUnionrepresentationifdesired.Thewrittengrievanceshallstatethenatureofthegrievance,shallnotethespecificclauseorclausesintheAgreementallegedlyviolated,andshallstatetheremedyrequested.TheDepartmentHeadorhis/herdesigneeshallmakeadecisiononthegrievanceandcommunicateitinwritingtotheaggrievedperson(andtheUnionrepresentativeif involved)within14calendardaysofthefilingatStep 2.

Step3.DeputySuperintendentorDesignee.IfthegrievanceisunsettledatStep2,theaggrievedperson,withorwithoutUnionrepresentation,maypresentthegrievancetotheDeputySuperintendentorhis/herdesigneewithin7calendardaysoftheStep2answerorthedatetheanswerisdue. Within7calendardaysofthedateoffiling,thisadministratorshallmeetwiththeemployeeandwithUnionrepresentationifdesired.Thisadministratorshallrespondinwritingwithin14calendardaysofthefiling.

Step4.BindingArbitration.Ifthegrievanceisnotresolvedsatisfactorily atStep3,theemployee and the Union may, within 14 calendar days, request arbitration withnotificationtotheEmployer.ThearbitrationproceedingshallbeconductedbyanarbitratorselectedbytheUnionandtheEmployer.Iftheycannotagree,thePublicEmployee RelationsBoard will be askedto supplya list of seven names.The 23

EmployerandtheUnionwillalternatelystrikenames.Thefirstpartytostrikeshallbedeterminedbylot.The remainingnameshallbethe arbitrator.

Thedecision ofthe arbitratorwill bebinding onboth parties.

Thearbitrator,inhis/heropinion,shallnotamend,modify,nullify,oraddtotheprovisionoftheAgreement.His/herdecisionmustbebasedsolelyandonlyuponhis/herinterpretationofthemeaningorapplicationoftheexpressrelevantlanguageoftheAgreement.He/sheshallbeaskedtoissuehisdecisionwithin30calendardays afterconclusionoftestimonyand argument.

Expensesforthearbitrator’sservicesshallbeborneequallybytheEmployerandtheUnion.

Agrievancecommitteemember(steward)andtheaggrievedemployeemayattendgrievancemeetingsatatimedeterminedbytheEmployer,duringworkinghours,withoutlossofpay.

TheEmployerandtheUnionagreetoconductalabor-managementmeetingatleastonceeverytwomonths.Themeetingmaybeattendedbysix(6)Employerrepresentativesandsix(6)employeerepresentativesselectedbytheUnion.Thepurposeofthemeetingwillbetoaffordlaborandmanagementaforuminwhichtocommunicateonitemsthatmaybeofinteresttobothparties.Unionrepresentativesmayattendlabor-managementmeetingsduring working hourswithoutlossofpay.

Itisagreedthatananswerwillbeprovidedtolabor-managementagendaitemswithin30working days afterthemeeting.

A.Disciplinaryactionsshallincludeonlythefollowing:

Oral reprimand (notice to be given in writing, shall not be considered formaldiscipline)

Writtenreprimand(noticetobegiveninwriting)Suspension(notice tobegiveninwriting)Discharge(noticetobegiveninwriting)

Thetypeofcorrectiveactionthatisappliedisgenerallydeterminedbytheseriousnessoftheoffense.Thoseoffensesoflessseriousnaturedonotusuallyrequireimmediatedismissal,butmayrequiresomeformofcorrectiveaction.Oralandwrittenreprimandsshallnotbearbitratedbutareeligibleformediationaftertheconclusionofthethirdstepanswer.Offenses ofseriousnature mayjustifyimmediatedischargewithout prior warning orattemptsatremedialaction.Anemployeemaybedisciplinedordischargedforanyreason,whichisjustandsufficient.

TheUnionpresidentshallreceivewrittennoticeofanydisciplinaryactionormeasureimposeduponanemployee(withwrittenpermissionfromtheemployee)withinthree(3)working daysofreceiptofthewrittenpermission.

B.Employees subject to a district investigation that is conducted pursuant to thecompletediscretionofthedistrictmaybeplacedonleavewithpayandbenefbivts. 24

EmployeessubjecttoaninvestigationthatisnotconductedpursuanttothecompletediscretionoftheDistrict(forexample,criminal.OWI,licensureissues)maybeplacedonpaidleavewithbenefitsfornotmorethan45days.ThereafteriftheDistrictcontinuestheleave,itshallbewithoutpayorbenefits.

Employeesmayrespondtoanyitem,exclusiveofpre-employmentpersonalreferencesandinterviewforms,intheirpersonnelfile.Suchresponseshallbecomeapermanentpartofthefile.

EmployeesortheirUnionrepresentative,(withwrittenpermissionfromtheemployee),mayhaveaccesstoanyitemintheirpersonnelfile,exclusiveofpre-employmentpersonalreferencesandinterviewforms,andmaypayforandreceivecopiesofthoseitemsfromtheirpersonnelfileuponrequest.

AppendixA: OperationsWageSchedule

APPENDIXB:AuthorizationforPayrollDeduction

IOWAPUBLICEMPLOYEESCOUNCIL 61

AMERICANFEDERATIONOFSTATE,COUNTYANDMUNICIPALEMPLOYEES,AFL-CIOAUTHORIZATION FORPAYROLLDEDUCTION

PLEASEPRINTLASTNAMEFIRSTNAMEMIDDLENAME

TO PUBLIC EMPLOYER OF IOWADES MOINES INDEPENDENT COMMUNITYSCHOOLS

(LISTGOVERNMENTANDDEPARTMENTOFEMPLOYMENT)

IherebyrequestandauthorizeyoutodeductfrommyearningsanamountsufficienttoprovidefortheregularpaymentofthecurrentrateofmonthlyunionmembershipduesestablishedbyAFSCMECouncil61LocalUnion.TheamountshallbecertifiedbyAFSCMECouncil61LocalUnionNo. 2048and anychangeinsuch amountshallbe certified.The amount shallbepaidtotheTreasurerofAFSCMECouncil61UnionNo.2048.Membershipwillbemaintainedfor12consecutivemonthsortotheendofthecontractwhichevercomesfirstaftera30-daynotice,inwriting,ofterminationisreceived.

EMPLOYEE’SSIGNATUREDATE

SOCIALSECURITYNUMBERPLEASE PRINTSTREETADDRESS

JOB CLASSIFICATIONCITYSTATE ZIP

APPENDIXC: FuneralLeaveMap

APPENDIXD –WELLNESS

Beginningin2013-2014,employeeswillhavetheopportunitytoparticipateintheDistrict’swellnessprogram.Throughparticipationinwellness,employees canearn upto$200annually.Thesewellnessincentivedollarswillbeusedtowardthehealthinsuranceinthefollowingyear.

TheDistrictwillprovidetoallemployeesawellnessprogramtobenefitthehealthandwellness of all employees.

Thewellnessprogram shallbevoluntaryon thepartoftheindividualemployee.
TheDistrictwillnotreceiveindividualpersonalhealthinformationfromtheprogrampertainingtoindividualemployees.

The2015-2016Wellness planwill consist ofthefollowing components:

1.Acomprehensivewellnessprogramwill be offeredtoDMPSemployees.

2.Employeeswillbeeligibletoearnupto$200.00incentiveforcompletingspecifiedwellnessactions/activitiesinthe2014-2015schoolyear.Theincentivewillbebrokendown asfollows:

$100for completing thebiometricscreeningandhealthriskassessment.
$100forcompleting6wellnessactivitiesasdefinedbytheHealthyUProgramonthe DMPSwebsite.
Toqualifyfortheincentivedollars,completionofallwellnessactivitiesmustbeenteredbytheemployeeintotheWellmarkWellnessCenterRewardspagebytheprogramdeadlines.

3.Incentivesearnedin2014-2015schoolyearwillbeappliedtowardsthehealthinsuranceforthe2015-2016schoolyear.Incentivesearnedinthe2015-2016schoolyearwill be appliedtowardthe healthinsurancefor the2016-2017school year.

Shouldanemployeefailtofullyparticipateinthe2014-2015orinthe2015-2016schoolyearhe/shewillbeindividuallyresponsiblefora$200annualemployeecontributiontothehealthinsurance.This$200contributionwillbemadeonaperpaycheck basisandapplies toallpolicytypes;single,employee + 1,andfamily.
The samemethodologywill applyinthe2015-2016contractyear.

4.IndividualsnotenrolledintheDMPShealthplanwillbeeligiblefora$100.00incentive(taxable) for completionof 6 wellnessactivities.

5.DMPSwillhaveafulltimeWellnessProgramCoordinatoronstaffwhowillberesponsibleforoverseeing theprogram.

WellnessIncentive

1.TheWellnessincentivethatissetforthaboveinparagraph2isofferedtoallemployeesin thefollowing form:

Familyinsurancerecipient–credittobeappliedto healthinsuranceinsubsequentyear
Employee+1Insurancerecipient–credittobeappliedtohealthinsuranceinsubsequentyear

SingleInsurancerecipients–credittobeappliedtohealthinsuranceinsubsequentyear

Cindyelsbernd, Presidentrob Barron, Vicepresidentnathan Blake

AFSCME,LOCAL2048EXECUTIVEBOARD

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TRANSPORTATIONDEPARTMENT

OPERATIONSDEPARTMENT

FOODSERVICEDEPARTMENT

DESMOINESINDEPENDENTCOMMUNITYSCHOOLDISTRICT