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2011-2012
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Table of Contents
ARTICLE I - DEFINITIONS................................................................................................................ 3
ARTICLE II - RECOGNITION OF REPRESENTATIVE......................................................................... 3
ARTICLE III - RIGHTS OF THE PARTIES............................................................................................ 3
ARTICLE IV – REP FEE..................................................................................................................... 4
Section 1 – Association Membership.............................................................................................. 4
Section 2 – Representation Fee...................................................................................................... 4
Section 3 – Authorized Deductions................................................................................................. 5
Section 4 – Hold Harmless.............................................................................................................. 5
ARTICLE V - MANAGEMENT RIGHTS............................................................................................. 5
ARTICLE VI - WORKING HOURS..................................................................................................... 6
ARTICLE VII - LEAVES...................................................................................................................... 7
Section 5 - Personal Day:................................................................................................................ 9
ARTICLE VIII - JOB SECURITY.......................................................................................................... 9
ARTICLE IX - INSURANCE................................................................................................................ 9
ARTICLE X - NO STRIKE................................................................................................................. 10
ARTICLE XI - GRIEVANCE PROCEDURE........................................................................................ 10
ARTICLE XII - SENIORITY............................................................................................................... 12
ARTICLE XIII - ELECTION OF STATUTORY OR CONTRACTUAL
PROCEDURES & WAIVER.......... 13
ARTICLE XIII - SALARY................................................................................................................... 13
Salary Matrix July 1, 2011.............................................................................................................. 14
ARTICLE XIV - SAVINGS CLAUSE.................................................................................................. 15
ARTICLE XV - EFFECTS CLAUSE.................................................................................................... 15
ARTICLE XVI - MISCELLANEOUS.................................................................................................. 16
ARTICLE XVIII - TERM OF AGREEMENT....................................................................................... 16
INSURANCE MOU......................................................................................................................... 17
CLASSIFICATION
COMITTEE MOU............................................................................................... 17
Section 1 - School District: For the purpose of this agreement, the term Board shall mean the Board of Trustees of Great Falls Elementary District No.1 and
the Great Falls High School District A, Great Falls, Montana, or its
designated agents or representatives.
Section 2 – Association: For the purposes of this agreement, the term Association shall refer to
the Great Falls Association of Educational Office Personnel, a chapter of the Montana Public
Employees Association, or its designated agents or representatives.
Section 3 - Appropriate Unit: The Association
shall represent all full-time, regularly-employed clerk-typists, bookkeepers,
secretaries, and clerks employed by the Board who normally work
forty (40) hours a week.
Section 4 – Employee: The term employee,
as used herein, shall mean a member of the appropriate unit as defined in this
agreement.
Section 5 - Temporary Employee: Temporary employees are those employees with no expectation of
continued employment, and they shall not advance on the salary schedule and
they shall not accrue seniority.
Section 6 - Part-time Employee: A part-time
employee is an employee who works less than 40 hours a week.
Section 7 - Seasonal Employee: An employee assigned to a full-time position for which the School
District has a permanent need, but which is interrupted by the seasonal nature
of the job.
Section 1 – Recognition: The Board recognizes the Association as the exclusive representative of the employees employed by the Board as defined in
Article I, Section 3.
Section 1 – Effect: Except as otherwise provided herein or by State laws, neither the School District, the Association, nor any employee shall be denied any
rights as may exist under
Montana law or any other applicable laws or regulations.
Section 2 - Non-Discrimination: The Board and the Association agree that the original selection or selection for promotion will be done in such a manner as to
provide equal opportunity for all without regard to race, color, religion, sex,
age, national origin, or any other non-job-related factors.
Section 3 - Right to Organize: The Board hereby recognizes that the employees have the right to freely organize, join, and support the Association for the
purpose of engaging in
collective negotiations.
Section 4 – Information: The Board agrees to furnish to the
Association, upon written request, all information deemed public per Montana Code
Annotated.
Section 5 – Communication: Representatives of the Association will be permitted to transact
Association business on school property at reasonable times, provided that this
shall not interfere with or interrupt normal school operations and permission
is obtained from the proper authority. Transaction of Association
business shall include the right to use a reasonable
part of bulletin boards. The Association agrees to pay for any additional cost incurred by
the School District as a result of any meetings.
Section 6 - Employee's Personnel File: An employee's personnel file shall be open to that employee or the
employee's attorney in fact. This shall include all evaluation reports as developed by the Board and any other reports or comments included in
the personnel file.
No current
or future employee shall be required to become a member of the Association.
The representation fee shall be determined by the Association pursuant
to applicable law and shall be no greater than the Association's monthly
membership dues. Any dispute or question concerning the amount, use,
method of collection or propriety of the representation
fee shall be solely between the affected employee(s) and the Association. The
Association will provide an internal review procedure wherein any issues
concerning the representation fee may be
challenged. Disputes regarding the representation fee or membership between an individual employee(s) and
the Association may not be processed through the grievance procedure,
Article XI.
Bargaining
unit employees who were employed by the District at the time of ratification of the
Agreement, and who were not, at the time of ratification, members of the
Association, shall be exempted from the representation fee requirement.
Pursuant to
Section 39-31-401(3) beginning with the first payroll after this Agreement is signed and for the remaining term of this Agreement, a representation
fee pursuant to this section will be deducted from the wages of each employee
required to pay a representation fee. For newly hired employees, the
representation fee deduction will begin with the third payroll. In situations where net pay after
taxes and other deductions is not enough to fund representation fee deductions,
no deduction will be taken.
Pursuant to
Section 39-31-203 MCA, upon written authorization from a member of the bargaining unit, the District shall deduct from the pay of that employee
the monthly amount of dues as certified by the Association and shall
deliver the dues to the treasurer of the Association.
In situations where net pay after taxes and other deductions is not enough to fund
dues deductions, no deduction will be taken. In order for a deduction to be
made for a given month, the authorization form must be received by the School
District no later than the fifth day of said month.
The
Association will indemnify, defend, and save the Board and the District
harmless against any and all claims, demands, or suits made or initiated
against the District or the Board including judgments,
court costs, attorney's fees, and other costs in defense thereof, resulting from
any application or non-application of this Article or any other membership dues or representation fees provisions of this
Agreement. While assuming no liability, the district reserves the right
to participate in its own defense.
Section 1 Management Rights: All functions, rights, powers, or authority of the administration of the
District which are not limited by the express language of this
agreement are retained by the Board. Neither this
agreement nor the act of any meeting, conferring, or negotiating, shall be construed to be a delegation to others of the policy-making authority of
the Board, which authority the Board specifically reserves unto itself.
Management of the District and the direction of its employees are vested
exclusively in the Board in all such areas, but not limited to the
following:
A. Direct employees
covered by this agreement;
B. Hire, retain,
promote, transfer, suspend, discharge, and assign employees;
C. Relieve
employees from duty because of lack of work or loss of revenue;
D. Establish,
modify, delete, and enforce reasonable rules and regulations;
E. Determine the methods, number, and kinds of personnel by which
operations undertaken by employees are to be conducted, including
the right to designate the work to be performed by the District or others, and
the places and the manner in which it is to be performed.
All
employees are protected by the language of this agreement. The above language does
not supersede other language of this agreement.
Section 1- Regular Hours and
Overtime: The work day shall normally consist of eight (8) consecutive hours
exclusive of a lunch period of not less than thirty (30) minutes and not more than one hour (60 minutes). Duration of lunch period is to be
determined by building
principal or employee's immediate supervisor.
The work week
shall be five (5) consecutive days totaling forty (40) hours per week.
Overtime rates
shall apply on all work done in excess of forty (40) hours per week. The
overtime rate is one and one-half (1-1/2) times the regular rate of pay for all
work suffered or permitted. Overtime shall be approved by the employee's
immediate supervisor before the time is worked.
Section 2 - Holidays: Employees shall be granted the following holidays without
loss of pay:
1. Labor Day
2. Thanksgiving Day
3. The Friday
following Thanksgiving Day
4. Christmas Day
5. New Year's Day
6. President's Day
7. Memorial Day
8. Fourth of July
9. Good Friday
Should a holiday fall on a Saturday then the preceding
Friday is the holiday. Should a holiday
fall on a Sunday then the proceeding Monday is the holiday.
Should the
school calendar dictate that school is in session on any of the
aforementioned days, representatives of the School District and the Association
shall meet and mutually agree on other days(s) to be taken as holidays.
Christmas Eve
afternoon (December 24) and New Year's Eve afternoon (December 31) shall be
holidays for twelve month employees only when that day is a regularly-scheduled
work
day for the individual employee.
Should
attendance on the job be required for part of any of the days noted above, personnel will, in addition to holiday pay, be paid time and one-half
(1-1/2) for hours worked.
When less
than four (4) hours of employment is required, exclusive of the established lunch period, on any of the days noted above, the rate of pay, in
addition to holiday pay, shall
be two (2) times the regular rate of pay.
Section 1- Sick Leave:
Each employee
of the School District is entitled to and shall earn sick
leave credits from the first full pay period of employment. Sick leave credits shall be earned at the rate of twelve (12) working days for each year of
service without restriction as to the number of sick leave days that may
be accumulated. For calculating sick leave
credits, two thousand eighty (2,080) hours (52 weeks x 40 hours) shall equal one year.
An employee
may not accrue sick leave credits during a leave of absence without pay. Employees are not entitled to be paid for sick leave until they have been
continuously employed for ninety (90) days. Upon completion of the
qualifying period, the employee is entitled to sick leave credits
earned.
An employee
who terminates his/her employment with the School District is entitled to a lump-sum payment
equal to one-fourth (1/4) of the pay attributed to his/her sick leave. The pay attributed to his/her accumulated sick
leave shall be computed on the basis of the employee's final salary or wage.
Sick leave may be used for illness suffered by the
employee or his immediate family. The
immediate family shall be defined as father, mother, sister, brother, husband,
wife, son, daughter, step-son, step-daughter, spouse's father, spouse's mother,
grandchildren, grandparents, brother's wife, sister's husband, spouse's sister,
spouse's brother, child’s spouse, step child’s spouse. A doctor's report
may be required by the School District if an employee is absent from work for illness of the employee or his
immediate family.
Abuse of
sick leave is cause for disciplinary action up to and including dismissal and forfeiture of
the lump-sum payments referred to above.
Section 2 – Sick Leave Donation:
If eligible donor
and receiver both have worked the required state law number of days to use sick
leave, an employee shall have the right to donate, in writing, accrued sick
leave to an employee within the Unit of their choice for the employee's
personal illness or physical disability beyond the ill employee's own
accumulated sick leave. No employee may receive more than twenty (20) days of donated sick
leave during any school year.
Section 3 - Bereavement Leave:
Employee's shall be allowed to use up to five (5) days
of bereavement leave for each occurrence of death in the employee's immediate
family extended. Immediate
family shall be defined as employee’s father, step-father, father's brother,
father's sister, mother, step-mother, mother's brother, mother's sister,
sister, brother, husband, wife, son, daughter, step-children, foster children,
daughter-in-law, son-in-law, grandparent, great grandparent, grandchild,
brother's wife, brother's child, sister's husband, sister's child, spouse’s
father, spouse’s mother, spouse’s sister, or spouse’s brother, step child’s
spouse.
Section 3 - Vacations:
Each full-time employee of School
District No. 1 is entitled to and shall earn
annual vacation leave credit from the first full pay period of employment.
However, employees are not entitled to any vacation leave with pay until they
have been continuously employed for a period of six (6) calendar months.
Vacation credits shall be earned in
accordance with the following schedule:
1.
From one (1) full pay period through ten (10) years of
employment at a rate of fifteen
(15) working days for each year of service;
2.
After ten (10) years through fifteen (15) years of
employment at the rate of eighteen (18) working days for each year of service;
3.
After fifteen (15) years through twenty (20) years of
employment at the rate of twenty-one (21) working days for each year of
service;
4.
After
twenty (20) years of employment at the rate of twenty-four (24) working days
for each year of service.
Permanent, part-time employees
are entitled to pro-rated annual vacation benefits.
Seasonal
employees shall be granted vacations days with pay during the regular school term as follows:
1. The two (2) days
of the annual State Teachers' Convention.
2. Those non-work
days, excluding holidays, between the last school day in December and the first day of school in January.
Seasonal employees called to work for part or any of these days shall be
paid at the regular hourly wage.
3. In all cases those days used for
vacation or pay purposes must have been earned.
Section 4 - Jury and Witness Duty:
The Board agrees to
provide leave with pay for any employee called for jury duty or
properly subpoenaed to serve as a witness. The employee
agrees to endorse the jury or witness duty fee payment, excluding reimbursement for travel, meals, and lodging, over to the District within
sixty (60) calendar days from the last day on which jury or witness
duty was served, or deduct the absence from accumulated
vacation leave. One copy of the jury summons or valid subpoena shall
be submitted to the District with the leave request.
All employees shall be granted one (1) Personal Leave Days on July 1st
of each school year; 2080 hour employees shall receive an additional
personal day for a total of 2 days. To use the leave the employee must have
prior approval from their Supervisor. The leave must be used by June 30th,
and will not be carried over from year to year. The leave may be used in
half day increments.
Section 1 - Probationary
Period: Employees
shall be considered probationary until they have
been continuously employed for a period of 120 work days. Work days include
paid leave time.
Section 2 - Dismissal: The employer shall have the right to interview potential employees without obligation, shall have entire freedom of selection,
and may reject employees after trial. After successful completion of
probation, no employee will be disciplined, reprimanded,
warned, reduced in compensation, suspended, or terminated without just
cause.
Section 3 - Vacancies or New Positions: The Human Resources Office shall advertise all bargaining
unit positions in-house for five (5) working days. Level 1 positions may be advertised
internally and externally concurrently. Employees
in the bargaining unit who meet the minimum qualifications for the position
shall be interviewed and a selection made based upon their qualifications,
capabilities, and relative work experience.
Where qualifications, capabilities and relative experience are
substantially equal, the most senior employee shall be awarded the
position. If the District determines
that there are no qualified candidates, they may then proceed to outside
sources of applicants.
Section 1 - Insurance:
Eligible employees shall receive the same contribution
as GFEA for Health Insurance.
"Full-time
employee" means an employee who normally works forty (40) hours a week on a regular
basis.
"Part-time employee"
means an employee who normally works less than forty (40) hours per week.
Section 2 - Job Related Accidents: - For absences caused by job related accidents, the District will fully
pay all health
and hospital insurance premiums for six (6) working days following the accident
for the employees who are not in a pay status.
Section 3 - Life Insurance: - All full-time, permanent employees shall be provided term
life insurance in the
amount of $20,000 effective July 1, 1991.
Section
4 - Duration of Insurance Contribution: An employee is
eligible for School District contribution as provided in 9.1 above, beginning
on the first business day of the month following the employees first day of
work as a member of the bargaining unit and shall remain so long as the
employee is employed by the School District. Upon termination of employment,
all District contributions shall cease.
Section
5 - Claims against the School District: It is understood
that the School District's only obligation is to make such contributions as
agreed to herein and no claim shall be made against the School District as a
result of a denial of insurance coverage or benefits by an insurance carrier.
Section 1: Should an issue be raised which alleges a breach of an express
provision of this Agreement, no employee, group of employees, or the
Association shall engage in or cause any strike, slowdown, or
other refusal to render full and complete services to the School District.
Any such issue shall be settled in the manner prescribed in Article XI.
Section 2: In the event of any strike, including, but not limited
to, a sympathy strike or a strike resulting from
allegations of an unfair labor practice, or any other concerted activity, the
Association agrees to immediately instruct employees violating this provision that said activity is not authorized by the
Association and is in violation of this Agreement and that such
employees are to discontinue said activity and immediately return to work. If these employees do not resume
work immediately upon being so instructed
by the Association and/or the Board, these employees shall be subject to discipline
up to and including dismissal or termination.
Section 1: A grievance is a signed, written complaint alleging a dispute between the parties involving the application, meaning, or
interpretation of this Agreement. The signed grievance shall include specific
dates and times of the alleged violation, witness if applicable, specific
contract provisions violated and remedy sought.
Level 1: The affected employee, who may have an Association representative present, shall present to the employee's immediate supervisor a signed, written complaint alleging a breach of an express provision of this Agreement within fifteen (15) calendar days following the date that the
alleged grievance occurred. At this meeting an attempt to resolve the grievance
through informal discussions between the employee and immediate
supervisor shall be made.
Level 2: In the event the grievance is not
resolved at Level 1, the grievance may be appealed to the Human Resources
Manager, provided such appeal is made in
writing within seven (7) calendar days after the Level 1 meeting. If a grievance is properly appealed to the Human
Resources Manager, the Human Resources Manager or his designee shall
meet with the grievant, who may have an
Association representative present, within fourteen (14) calendar days after receipt of the written appeal.
Within fourteen (14) calendar days
after the meeting, the Human Resources Manager or his designee shall
issue a decision in writing to the employee and Association representative, if
present during the meeting.
Level 3: If the grievance is not resolved at Level 2, the grievance may be
presented to the Board of Trustees for consideration, if a written
request is received by
the by the Human Resources Manager within seven
(7) calendar days following the written decision at Level 3. The Board of
Trustees reserves the right to review or not to review any grievance.
Upon
submission of a grievance to arbitration the parties shall, within seven (7)
calendar days
after the request to arbitrate, attempt to agree upon the selection of an
arbitrator. If no agreement on an arbitrator
is reached within seven (7) calendar days, either party may request the Board of Personnel Appeals to submit a
list of five names. Within seven (7) calendar days of receipt of the list, the
parties shall select an arbitrator by striking two names from the list in alternate order, and the
name so remaining shall be the arbitrator.
Decision: The decision of the arbitrator shall be rendered within thirty (30) calendar days after the close of the hearing. Decisions by the
arbitrator in cases properly before him shall be final and binding
upon the parties, subject, however, to the limitations of arbitration
decisions as provided by
Montana law.
Expenses: Each party shall bear its own expenses
in connection with the arbitration including
expenses related to the party's representatives, witnesses, and other expenses
which the party incurs in connection with presenting its case in arbitration. The parties shall share
equally fees and expenses of the arbitrator. A transcript or recording may be
made of the hearing at the request of
either party. The cost of the transcript or recording is borne by the
requesting party. If unilaterally requested,
the other party shall receive a copy at no cost.
Jurisdiction: The arbitrator shall have jurisdiction over disputes or disagreements relating to grievances 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 written Agreement; nor shall an arbitrator 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.
The
Association shall not be permitted to insert into such arbitration proceedings
any ground not specified in the original written grievance. The Board and Association shall make
every reasonable effort to disclose all evidence to the other party prior to
the arbitration hearing.
Section 1 Definition: - Seniority in the appropriate unit means the total length of continuous
full-time service
in the unit while employed with the District commencing with the first day of actual service, including authorized leave of
absences approved by the Board. The District will compile a seniority
list of those affected by a lay-off at the time of the layoff.
Section 2 Process: - If the District elects to reduce staff, the order of
reduction shall be in order of seniority, i.e., the employee
last hired shall be the first released unless there is no one on the work force
who is equally capable of fulfilling that person's responsibilities, or in meeting or exceeding that person's experience and/or capabilities at the
time of layoff. Employees who are scheduled to be released shall be given
at least thirty (30) calendar days' notice.
Section 3 Recall: - All recall rights to
employment shall likewise be in order of seniority (subject to comparability in performance as indicated in number 2 above), i.e.,
the last employee released
as a result of a reduction in force shall be the first hired when the employer,
within 120 calendar days of the notification
of reduction in force, needs additional employees. The employer shall notify by
registered or certified letter such employees to return to work and furnish the
Association one copy of such notification. If the employee fails to notify the
employer within seven (7) calendar days of the mailing date of the employee's intention to return to work, the
employee shall be considered as having forfeited
the employee's right of employment. It is the employee's responsibility to
notify the District of his/her whereabouts at all times.
Section 4 Forfeiture: - An employee
shall lose seniority for any of the following reasons:
1.
If
dismissed and not subsequently reinstated
2.
Retirement
3.
Resignation.
4.
Overstaying
a leave of absence
In the event that
an employee is disciplined, reprimanded, reduced in compensation, suspended,
terminated, dismissed, laid off, or other District action is taken within the
language of this contract, the employee and his/her representative, the Montana
Public Employees
Association, together and as one, shall have the right to pursue either
statutory or contractual grievance procedure
rights and remedies but not both. In the event that the employee and the
Association, or either one alone, formally initiate any judicial or
administrative procedures against the District, it is expressly agreed by the employee
and the union that all contractual grievance procedures contained in this
contract are forever waived, shall not apply, and shall have no force or
effect. In the event that the contractual grievance procedure is initiated, the signed grievance shall contain an
acknowledgment that all statutory rights, and statutory remedies are
expressly and forever waived.
Nothing in this provision shall limit an
individual right to file a human rights complaint, or other legally acceptable
complaint.
Section 1 - Funding: The Association recognizes that the District's ability to fund the
economic benefits contained in the Agreement is dependent upon such
contingencies as passage of special mill levies, legislative
appropriations, and other revenues. Should there be a
significant decrease in revenue, as determined by the Board of Trustees, which
impairs the ability of the District to fund economic and other benefits
contained in this Agreement, the parties shall immediately reopen the
Agreement to negotiate the provisions herein that are affected by the economic
impact. It is agreed that if this provision needed to be utilized that the
contract would be reopened only if other employee contracts are reopened.
Section 2 - Salary Schedule: The person assigned lead worker in the district print shop shall receive
thirty cents (.30) per hour in addition to their Column II wages.
|
2011-2012 |
I |
II |
III |
|
|
0+ |
10.66 |
11.36 |
12.12 |
|
|
4+ |
10.71 |
11.41 |
12.17 |
|
|
6+ |
11.65 |
12.32 |
13.09 |
|
|
8+ |
11.75 |
12.42 |
13.19 |
|
|
10+ |
12.62 |
13.32 |
14.07 |
|
|
12+ |
12.77 |
13.47 |
14.22 |
|
|
15+ |
12.91 |
13.60 |
14.35 |
|
|
17+ |
13.08 |
13.78 |
14.52 |
|
|
20+ |
13.15 |
13.84 |
14.59 |
Section 3 - Salary
Advancement: Employees eligible to receive a longevity bonus during
the subsequent school year shall receive their bonus on July 1. For purposes of
example only: If per the collective
bargaining agreement an employee successfully completes their 5th year of
employment with the district on February 3, 2010, they will receive their
longevity bonus on July 1, 2009.
Section 4- Differential Pay: Any employee who is assigned to perform work in a position that is classified higher than his/her own position for another employee who is absent from his/her job for more than 8 hours (or is scheduled to be absent for more than 8 hours i.e. takes a day off) shall receive the appropriate rate of pay for the position. The temporary status change must be indicated on the employee time card.
Parties recognize that all provisions of this Agreement are subject to
the laws of the State of Montana, Federal laws, and valid rules, regulations,
and orders of State and Federal government agencies. Any provisions of
this Agreement or application of this Agreement to any employee or group of employees found to be in violation of any
such laws, rules, regulations,
directives, and orders shall be null and void and without force and effect. The parties will meet not later than fourteen (14)
calendar days after notification to both parties of such findings for
the purpose of negotiations on the specific provision(s) found to be in
violation. All other provisions shall remain in full force and effect.
1. This agreement constitutes the full and complete agreement between the
Board and the Association. This agreement shall supersede any
and all prior rules, policies, regulations, practices, agreements, or
understandings concerning terms and conditions of employment heretofore
in effect which shall be contrary to or inconsistent with the provisions of
this agreement.
2. This agreement shall not be interpreted to eliminate past practices
unless they are inconsistent with this agreement. It is recognized that
certain hours and other conditions of employment may, by past practice, not
conform to the express language of this agreement. These practices may continue
during the term of this agreement or may be changed by the Board to conform or
more nearly conform to the
express language of this agreement.
1.
Staff Development: Three (3)
association appointed and two (2) management appointed members to a maximum of monthly labor-management committee to work on
staff development and other mutual concerns. The committee
shall make recommendations to the School District. The
monthly meetings are subject to call by either side. If no calls to meeting - no
meeting needed.
2.
Per district policy If an employee is authorized to
use their personal vehicle to conduct District business, said employee shall
receive mileage for the use of that vehicle in accordance with mileage rates
provided other District personnel who are authorized mileage for the use of
their personal vehicle to conduct District business.
1.
The terms and conditions set forth in this Agreement shall
become effective July 1, 2011, and shall remain in full force and effect
through June 30, 2012, and
annually hereafter from July 1 through June 30 unless one of the parties hereto
serves written notice of termination or desire for
modification upon the other party hereto, not less
than sixty (60) days prior to the above specified expiration date or any
anniversary thereof.
Executed at Great
Falls, Montana, this ______ day of , 2011.
SCHOOL DISTRICT
NO. 1
By
__________________________ Title
______________________
MONTANA PUBLIC
EMPLOYEES ASSOCIATION
By
__________________________ Title
______________________
By
__________________________ Title
______________________
The parties agree that during the 2011
– 2012 school year employees participating in the school district’s insurance
plan shall receive the same insurance holidays as all other eligible employees
as authorized by the Insurance Committee and Board of Trustees during which the
district will pay 100% of the premium.
This MOU shall sunset effective July 1, 2012.
The parties agree that during the term of the contract
the parties shall utilize a committee to put perform the pay classification
review process. The committee shall be
made up of no more than 3 members from each party (excluding the Business Agent
and Management Rep) for a maximum committee size of 8. Any changes to the
classification review process and/or an individual position shall be subject to
review by the Union and School District.
Due to the fiscal impact of a potential reclassifications the actual pay
adjustment shall be determined on a case by case bases. In some cases it may be necessary to bargain
the timeline for the position reclassification to take effect.