MINNEAPOLIS PUBLIC SCHOOLS MINNEAPOLIS ASSOCIATION

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					                 CONTRACT
                    BETWEEN




   MINNEAPOLIS PUBLIC SCHOOLS
      Special School District No. 1

                      AND



   MINNEAPOLIS ASSOCIATION OF
CONFIDENTIAL ADMINISTRATORS (MACA)




                    Effective

       July 1, 2007 – June 30, 2009




          Minneapolis Public Schools
             Minneapolis, Minnesota

       An Equal Opportunity School District
                                           CONTRACT

                                            BETWEEN

              THE MINNEAPOLIS ASSOCIATION OF CONFIDENTIAL
                ADMINISTRATORS AND CONSULTANTS (MACA)

                                                  AND

                           MINNEAPOLIS PUBLIC SCHOOLS
                               Special School District No. 1
                                 Minneapolis, Minnesota
                           An Equal Opportunity School District

                        MINNEAPOLIS BOARD OF EDUCATION
                                 Lydia Lee, Chairperson
                               Sharon Henry-Blythe, Clerk
                                  T.Williams, Treasurer
                                Peggy Flanagan, Director
                                 Pam Costain, Director
                                 Tom Madden, Director
                                 Chris Stewart, Director
                        William Green, Superintendent of Schools

                                             Effective
                                July 1, 2007 – June 30, 2009


                              NEGOTIATING COMMITTEES:
District Committee                                             MACA Committee
Maria Mason, Deputy Dir., Employee Relations            Mary Alfredson, Treasurer, MACA
Rosalynn Lockett, Employee Relations Associate          Marty Kuehne, Chief Negotiator, OCI
Emma Hixson, Executive Dir., Employee Relations         Drew Fesler, Consultant, OCI
                                                        Mal Meyer, President, MACA
                                                        Jeff Carlson, Vice President, MACA
                                                        Stacy Swain, Secretary, MACA
                                            TABLE OF CONTENTS


ARTICLE I.           Definition of Agreement ................................................................................. 1 

ARTICLE II.          Recognition ..................................................................................................... 1 

ARTICLE III.         Definitions ....................................................................................................... 2 

ARTICLE IV.          Rights and Obligations of Employees .......................................................... 2 

ARTICLE V.           Employer's Rights and Obligations .............................................................. 4 

ARTICLE VI.          Communication ............................................................................................... 5 

ARTICLE VIII.  Grievance Procedure ...................................................................................... 7 

ARTICLE IX.          Salaries ............................................................................................................ 9 

ARTICLE X.           Leaves of Absence ....................................................................................... 10 

ARTICLE XI.          Group Insurance Benefits, Retiree Insurance and Other Insurance ........ 19 

ARTICLE XII.  Other Provisions ........................................................................................... 25 

ARTICLE XIII.  Complete Agreement .................................................................................... 28 

ARTICLE XIV  Severability Clause ....................................................................................... 28 

ARTICLE XV           Duration of Agreement ....................................... Error! Bookmark not defined. 

Appendix A           Salary Schedule 2007-2009 ......................................................................... 31 

Appendix B           Active Position Titles, Alpha Order ............................................................. 34 

APPENDIX B  Active Position Titles, Grade Order ............................................................ 35 

Appendix C           Job Titles Discontinued In The MACA Group ............................................ 36 

INDEX                ........................................................................................................................ 37 
                                     AGREEMENT

ARTICLE I. DEFINITION OF AGREEMENT

A.    PARTIES: THIS AGREEMENT is entered into between the Board of Education, Special
School District No. 1, Minneapolis, Minnesota, hereinafter referred to as the Employer, and the
Minneapolis Association of Confidential Administrators, hereinafter referred to as MACA,
pursuant to and in compliance with the Public Employment Labor Relations Act of 1971, as
amended, (PELRA) to set forth the terms and conditions of employment.

B.     PURPOSE: The purpose of this Agreement is to promote orderly and constructive
relationships between the Employer, the employees of this unit and MACA.

ARTICLE II. RECOGNITION

A.    The Employer recognizes MACA as the certified representative of all Confidential
Administrative Employees whose employment service exceeds the lesser of fourteen (14) hours
per week or thirty-five (35) percent of the normal work week and more than sixty seven (67)
work days per year, including the following classifications: Members of the Superintendent's
cabinet shall not be members of this bargaining unit.

                    Administrative Assistant, Employee Relations
                    Apple/Macintosh Workstation Technician
                    Apple OS X/Unix Systems Technician
                    Application Programmer
                    Backup Disaster Recovery Technician
                    Budget Finance Specialist
                    Confidential Associate, Board of Education
                    Confidential Records Assistant, Human Resources
                    Data Analyst
                    Database Administrator/Application Developer
                    Director of Risk Management
                    Due Process Facilitator
                    Employee Support Specialist
                    Enterprise Systems Manager
                    Executive Administrative Assistant, HR
                    Human Resources Analyst
                    Human Resources Confidential Associate
                    Human Resources Information Analyst I
                    Human Resources Information Analyst II
                    IT Field Services Assistant
                    Information Technology Field Services Assistant
                    Information Technology Field Services Technician
                    Information Technology Helpdesk Assistant
                    Information Technology Technician
                    Manager, Technical Operations
                    Microsoft Client/Server Technician


                                              1
                     Microsoft Exchange Desktop Technician
                     Microsoft Exchange Server System Technician
                     Online Assessment Software Technician
                     Payroll Business Analyst
                     Payroll Compliance Specialist
                     Payroll Finance Specialist
                     Payroll Specialist
                     Programmer Analyst
                     Risk Management Specialist
                     Senior Internet Engineer
                     Senior Web Database Programmer
                     Senior Web Development, Administrator
                     Staffing Specialist II
                     Systems Analyst & Programmer II
                     Technical Field Coordinator
                     Technology Systems Specialist
                     Trainer, Business & Technology Applications
                     Web Developer I
                     Wireless Technical Specialist


B.    The Employer agrees that MACA is the exclusive representative for all employees
defined in Section A of this Article, and that it will not meet and negotiate with any other labor
or employee organization concerning the terms and conditions of employment for the unit.

C.      Disputes which may occur over the inclusion or exclusion of new or revised job
classifications in the unit described in Section A of the Article shall be referred to the Bureau of
Mediation Services for determination.


ARTICLE III.         DEFINITIONS

For the purpose of this agreement, the words defined have the meaning given.

  A. EMPLOYEE: Any person who works in the unit for which the union is the exclusive
     representative and who works more than fourteen (14) hours per week and sixty seven
     (67) work days per year.
  B. EMPLOYER: The Board of Education of Special School District #1, Minneapolis, Minnesota.
  C. PELRA: is defined as the Public Employment Labor Relations Act of 1971, as amended.

OTHER TERMS: Terms not otherwise defined in this Agreement shall have those meanings as
defined by PELRA.


ARTICLE IV.          RIGHTS AND OBLIGATIONS OF EMPLOYEES

A.     RIGHT TO VIEWS: Nothing contained in this Agreement shall be construed to limit,
impair or affect the right of any employee or representative of an employee to the expression
or communication of a view, complaint or opinion on any matter so long as such action does


                                                 2
not interfere with the performance of the duties of employment as prescribed in this
Agreement or circumvent the rights of the exclusive representative.

B.    RIGHT TO JOIN AND PARTICIPATE: Employees shall have the right to form and join
labor or employee organizations, and shall have the right not to form and join such
organizations. Employees choosing to participate in internal MACA affairs as officers, stewards
and committee persons shall be free to do so without fear of penalty or reprisal.

C.     RIGHT TO EXCLUSIVE REPRESENTATION: Employees in an appropriate unit shall have
the right by secret ballot to designate an exclusive representative for the purpose of
negotiating the terms and conditions of employment and a grievance procedure for such
employees as provided in PELRA.

D.      REQUEST FOR DUES CHECK OFF: Employees shall have the right to request and be
allowed dues check off for MACA. The Employer agrees to deduct during each payroll period
an amount sufficient to provide the payment of dues established by MACA from the wages of
all employees authorizing in writing such deductions on forms provided by MACA. MACA will
indemnify, defend, and hold the Employer harmless against any claims made and against any
suits instituted against the Employer, its officers or employees, by reason of payroll deductions
for dues.

E.     REMITTANCE OF DUES DEDUCTION: The Employer shall remit the total dues deduction
for each pay period together with an itemized statement to MACA no later than fifteen (15)
days following the end of a payroll period.

F.     FAIR SHARE FEE: The Employer upon written notification by MACA, shall check off the
requested fair share fee from the earnings of employees in this unit and transmit the same to
MACA. In no instance shall the required contribution exceed a pro rata share of the expenses
incurred for services rendered by MACA in relationship to negotiations and the administration
of the grievance procedure.

G.    PROBATIONARY PERIOD: The probationary period is an extension of the evaluation
process. It provides an opportunity for the Superintendent or designee to observe, and the
employee to demonstrate, whether the employee can perform the duties and fulfill the
responsibilities of the position.

       1.    LENGTH OF PROBATIONARY PERIOD: For new employees hired after January 1,
       2000, probationary periods shall be for a period of one (1) year from start date. The
       Superintendent may reduce the length of an employee’s required probationary period
       to not less than six (6) months.

       2.    ATTAINMENT OF PERMANENT STATUS. Unless the employee is notified by Human
       Resources that the employee will not be certified to permanent status in the class prior
       to the end of a probationary period specified or extended in accord with the above
       provisions, the employee shall attain permanent status immediately upon completion
       of the last assigned work day of the probationary period.

       3.   FAILURE TO ATTAIN PERMANENT STATUS:       An employee serving an initial
       probationary period may be terminated by the Superintendent or designee at any
       time during the probationary period and shall have no further rights to District

                                               3
       employment. An employee who has attained permanent status in another position
       within this unit or bargaining unit in the District, shall be returned to a vacant position, if
       available, in the class/bargaining unit in which the employee served immediately prior
       to appointment to the new class and subject to applicable provisions of collective
       bargaining agreements. If no vacancy exists, the District may determine what other
       positions are available to the employee and make reasonable effort to secure a
       position for the employee.

       4.  BENEFITS DURING PROBATIONARY PERIOD: All employees will be able to use
       accumulated sick leave and vacation days as earned during the probationary period.

H.     EMPLOYEE DISCIPLINE: The school District agrees that actions taken to discipline or
discharge an employee shall be based upon just cause. The principle of progressive discipline
shall be applied when appropriate as determined by the employer. All forms of discipline are
subject to the grievance procedure.


ARTICLE V. EMPLOYER'S RIGHTS AND OBLIGATIONS

A.    MANAGEMENT RESPONSIBILITIES: It is the obligation of the Employer to efficiently
manage and conduct the operation of the school district within its legal limitations and with its
primary obligation to provide educational opportunity for the students of the school district.

B.    INHERENT MANAGERIAL POLICY:

      1.     The Employer's inherent managerial policies include, but are not limited to, such
             areas of discretion as the functions and programs of the school system, its overall
             budget, utilization of technology, the organizational structure, and selection,
             direction, and number of personnel.

      2.     The Employer has the right and is entitled, without negotiation or reference to
             any agreement resulting from negotiation, to operate and manage its affairs
             solely at its discretion and in any lawful manner not otherwise limited by this
             Agreement.

      3.     The Employer, except as expressly stated herein, retains whatever rights and
             authority are necessary for it to operate and direct the affairs of the school
             district in all of its various aspects, including, but not limited to, the right to direct
             the working forces; to plan, direct and control all the operations and services; to
             determine the methods, means, organization and number of personnel by which
             such operations and services are to be conducted; to make and enforce
             reasonable rules and regulations; and to change or eliminate existing conditions,
             equipment or facilities.

C.      MANAGERIAL RIGHTS NOT COVERED BY THIS AGREEMENT:                   The foregoing
enumeration of Employer rights shall not be deemed to exclude other inherent management
rights and management functions not expressly reserved herein.




                                                 4
D.      MANAGEMENT OBLIGATIONS:

       1.     The Employer shall afford reasonable time off to elected officers or appointed
representatives of MACA for the purpose of conducting the duties of MACA. The Employer will
allow the union stewards, during working hours on the employer’s premises and without loss of
pay, reasonable time to post union notices, attend negotiating meetings, transmit
communications authorized by the union or its officers to the employer, consult with the
employer or the employer’s representative concerning the enforcement of any provisions of
this agreement, providing these activities do not interfere with regular duties

        2.    The Employer shall provide for leaves of absence without pay to elected officers
              or appointed representatives of MACA, upon request.


ARTICLE VI.          COMMUNICATION

A.    QUARTERLY MEETINGS: Representatives of the Employer and MACA agree to meet
quarterly for the purpose of reviewing and discussing matters of common interest. The time
and place of such meetings shall be set by mutual agreement of the two parties at the
request of either party.

B.     OTHER MEETINGS: Other meetings may be held between the Employer and MACA at
the request of either party, as the need arises, at mutually agreed times. Any issues discussed
at such meetings, as designated in A or B, and upon which mutual agreement is reached will
be committed to writing and posted when appropriate.

C. PUBLICATION AND DISTRIBUTION OF AGREEMENT: Any agreements reached related to
terms and conditions of employment as a result of the processes provided for in the Public
Employment Labor Relations Act of 1971, as amended, shall be incorporated in an
appropriately designed document available on the District’s Employee Relations website.


ARTICLE VII.       VACATION

A.      CALCULATION OF VACATION ALLOWANCES - SALARIED EMPLOYEES:

Earned vacation shall be taken with approval of the immediate supervisor.

     1. All employees are eligible for 27 vacation days per year. Employees with 20 or more
     years are eligible for 30 vacation days per year.


                   VACATION PRO-RATION CALCULATION – SALARIED EMPLOYEES:

                     Number of    X        Total Number of Hours          ÷   Number of Days in Contract
                     Duty Days                    Eligible                             Period

                                      (27 days x 8 hrs per day=216hrs)        (52 wks x 5 days=260 days
                                      (30 days x 8 hrs per day=240 hrs)



                                                     5
      Salaried employees whose work year is less than 52 weeks will have vacation prorated
      according to the number of hours worked.

      Employees may cash in up to a maximum of 10 vacation days per year or may carry
      over unused vacation to the following year with the approval of the supervisor. If the
      employee chooses to cash out 10 vacation days in each contract year the employee
      has the option to receive a cash payment or transfer the cash-out payment to their
      established deferred compensation account. The carry-over vacation must be used or
      cashed out during the carry-over year. Every reasonable effort shall be made by the
      District to approve employees’ requests for vacation insofar as adequate scheduling of
      the work unit permits. The vacation cash out benefit will extend only for two (2) year
      period of the Agreement to be evaluated by the District and the union. This provision
      must be renegotiated.

      2.     Vacation Severance: At the time of separation the amount of vacation will be
      adjusted by prorating from the date of appointment so that vacation is granted only for
      active service. Payment for unused vacation shall be made to the employee at the
      employee’s current rate of pay.

      In the event an employee dies, all accumulated and unused vacation shall be paid at
      the current rate of pay to the beneficiary named by the employee for basic life
      insurance benefits.


B.    CALCULATION OF VACATION ALLOWANCES - HOURLY EMPLOYEES

Earned vacation shall be taken with approval of the immediate supervisor.)

      1.     Vacation entitlement for hourly employees will be as follows:

                Years of Service:                        Vacation with Full Pay of:
                  0 – 7 years         0.0462 hours per hour of paid 93.09 hours per year for full-time
                                      employment                      full year employees
                   8 – 15 years       0.01615 hours per hour of paid 123.92 hours per year for full-
                                      employment                      time full year employees
                  16 – 20 years       0.0808 hours per hour of paid 162.81 hours per year for full-
                                      employment                      time full year employees
                   21 + years         0.1000 hours per hour of paid 201.5 hours per year for full-time
                                      employment                      full year employees.

      Employees whose work year is other than twelve (12) months full-time can calculate
      their accrued vacation by multiplying the number of paid days times number of hours
      per day times the amount accrued per hour.

                 VACATION ACCURAL CALCULATION - HOURLY:

                    Number of     X    Number of Hours Per Day   X   The Amount Accrued Per Hour
                    Paid Days




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      2.    Employees on initial employment probation shall not be eligible to use accrued
            vacation until they reach the minimum number of accrued hours calculated by
            the following formula: 130 days X .0462 hours accrued x number of hours worked
            per day. Typical assignments and minimum accruals are listed below:

                ASSIGNMENT              FORMULA                ACCRUAL NEEDED
                 20 hrs/week    130 days x .0462 x 4 hrs/day       24.02 hours
                 25 hrs/week    130 days x .0462 x 5 hrs/day       30.03 hours
                 30 hrs/week    130 days x .0462 x 6 hrs/day       36.03 hours
                 31 hrs/week    130 days x .0462 x 6.2             37.23 hours
                                hrs/day
                 40 hrs/week    130 days x .0462 x 8 hrs/day       46.54 hours



      Employees may cash in up to a maximum of 10 vacation days per year or may carry
      over unused vacation to the following year with the approval of the supervisor. If the
      employee chooses to cash out 10 vacation days in each contract year the employee
      has the option to receive a cash payment or transfer the cash-out payment to their
      established deferred compensation account. The carry-over vacation must be used or
      cashed out during the carry-over year. Every reasonable effort shall be made by the
      District to approve employees’ requests for vacation insofar as adequate scheduling of
      the work unit permits. The vacation cash out benefit will extend only for two (2) year
      period of the Agreement to be evaluated by the District and the union. This provision
      must be renegotiated.

   1. Vacation Severance: At the time of separation the amount of vacation will be
      adjusted by prorating from the date of appointment so that vacation is granted only
      for active service. Payment for unused vacation shall be made to the employee at the
      employee’s current rate of pay.


      In the event an employee dies, all accumulated and unused vacation shall be paid at
      the current rate of pay to the beneficiary named by the employee for basic life
      insurance benefits.


ARTICLE VIII.       GRIEVANCE PROCEDURE

The Board of Education and the Union desire that each employee have a means by which
grievances may be given fair, timely, and continued consideration until resolved. Employees
in their initial one year probation period shall have no rights to access the grievance
procedure. Employees who have completed the initial probation period and are in a
transfer probation period will have the right to access the grievance procedure.

A grievance shall be defined as any controversy arising over the interpretation of or
adherence to the terms and provisions of this Agreement.




                                             7
If it is necessary to define any term within this procedure, the definitions found in the Public
Employee Labor Relations Act shall be controlling.

A.      PROCEDURE - The Board of Education and the grievant shall adjust all grievances
arising during the course of employment as follows:

      Step 1.   The employee shall informally discuss the grievance with the immediate
                supervisor.

      Step 2.   (a) If the grievance is not resolved at the time of the Step 1 informal
                discussion, it shall be reduced to writing and submitted to the supervisor with a
                copy to the Director of Labor Relations. The written grievance shall set forth
                the nature of the grievance, the specific facts giving rise to the grievance, the
                specific provisions of this Agreement allegedly violated, and the specific
                remedy sought. The written grievance must be submitted within twenty (20)
                working days after the event giving rise to the grievance.

                (b) Within five work days after submission of the written grievance, the
                supervisor shall answer the grievance in writing with a copy of the answer to
                the Director of Labor Relations. If the written answer is not accepted, the
                grievant or the union may request a meeting to consider the grievance. This
                meeting shall be scheduled with the Director of Labor Relations and the
                grievant or union within five days of the date of the request for such a
                meeting.

                (c)   Within ten work days following the Step 2 meeting, the Director of Labor
                Relations shall submit a written reply to the grievant or the union. If the Board
                of Education fails to reply in writing, the grievant or the grievant's
                representative may request arbitration in accordance with Step 3 of this
                procedure.

      Step 3.   If the grievance is not resolved in Step 2, the grievant or the union may refer
                the matter to arbitration. Any request for arbitration shall be in writing and
                must be received by the other party within ten work days following receipt by
                the grievant or the union of the Director of Labor Relation’s written reply to the
                grievance.

                The Director of Labor Relations and the grievant or the union may select a
                mutually acceptable arbitrator. If not able to do so, the grievant or the union
                may request a list of five names of qualified arbitrators from the Bureau of
                Mediation Services, State of Minnesota. The Director of Labor Relations and
                the grievant or the union shall determine who is to strike the first name from
                the list by the toss of a coin. Each party will then alternately strike names until
                only one remains, who shall be the arbitrator who shall hear and decide the
                grievance. The arbitrator shall not have the power to modify in any form
                whatsoever any provision of this Agreement. Fees and expenses of the
                arbitrator shall be divided equally between the district and the grievant or the
                union.



                                                8
The time limitations set forth herein relating to the time for filing a grievance and demand for
arbitration shall be mandatory. Failure to follow said limitations shall result in the grievance
being waived and it shall not be submitted to arbitration. The time limitations provided herein
may be extended by mutual written agreement of the Director of Labor Relations and the
grievant or the union.

Nothing in this contract shall prevent an employee from pursuing both a grievance under this
contract and a Charge of Discrimination, including, but not limited to, those Charges of
Discrimination brought under Title VII, the Americans with Disabilities Act, the Age
Discrimination in Employment Act, or the Equal Pay Act.

B.    OTHER PROVISIONS:
1.    Severability. The provisions of this grievance procedure shall be severable and if any
      provision or paragraph thereof or application of any such provision or paragraph under
      any circumstance is held invalid, it shall not affect any other provision or paragraph of
      this grievance procedure or the application of any provision or paragraph thereof
      under different circumstances.

2.    Reprisal. No reprisals of any kind will be taken by the Director of Labor Relations or by
      any member of the administration against any grievant, any representative of a
      grievant, or any other participants in the grievance procedure by reason of such
      participation.

3     Employee Rights. Nothing herein shall be construed to limit, impair or affect the right of
      any employee, or group of employees, as provided in state statutes.


ARTICLE IX. SALARIES

A.       SALARY INCREASES: Effective July 1, 2007, 1% will be added to the salary schedule
with step progression. Effective July 1, 2008, 2% will be added to the salary schedule with no
step progression. Additionally, effective July 1, 2008, all employees will receive a one-time
lump sum payment of five hundred ($500) dollars. In order to receive the lump sum payment,
the employee must be a MACA member as of the date the contract was approved by the
Board of Directors. The salary of each classification included within the MACA unit shall be the
amounts shown in Appendix A attached to this Agreement.

Employees who have worked one hundred ten (110) days may be moved to the next step on
the current salary schedule in the appropriate schedule group pursuant to Article 9B (Pay for
Performance). Employees who are eligible for step movement will advance to the next step
on July 1, 2007.

B.        PAY FOR PERFORMANCE: The Superintendent or designee may grant a salary step
increase to each employee who the Superintendent or designee certifies as achieving
performance standards or objectives as determined by individual supervisor. Employees
whose salary is at the maximum of their salary ranges are not eligible for a salary increase as
per this section other than the negotiated, across-the-board increases.

The supervisor will outline the position expectations to the employee at least by January 1st of
each year. The supervisor will also give each employee written comments by April 1st of each

                                               9
year during which time the supervisor will inform the employee whether the employee will be
recommended for the salary step increase.

C.      Performance and Service Bonus: MACA employees shall be eligible to be considered
for performance and service bonus awards. Such bonus may be withheld based on work
performance by the employee’s supervisor. Effective July 1, 1999 upon the start of the 5th, 10th,
15th, 20th and 25th consecutive year of continuous service, the employee shall receive a lump
sum payment of $250, $500, $750, $1,000, $1,500 bonus respectively. Years of service with the
District do not need to be served in the MACA union. The Performance and Service Bonus
payment is subject to performance language as specified in this article.


ARTICLE X. LEAVES OF ABSENCE

 GENERAL.     Except as otherwise provided in this Agreement, written requests for leave of
 absence shall be made by employees prior to the beginning of the period(s) of absence
 and no payment for any absence shall be made until the leave is properly approved. All
 leaves of absence without pay shall be granted at the discretion of the Employer and must
 be approved by the Employer in advance. Upon application by the employee, leaves of
 absence may be extended or renewed at the discretion of the Employer. The appropriate
 Leave of Absence Request form is available online at the Human Resources page of the MPS
 website (www.mpls.k12.mn.us). A written request must be submitted to the Human
 Resources Department prior to returning from leave. All returns from leave must be
 approved By the Human Resources Director or designee.

 The Employer, upon prior notice to the employee, may cancel any approved leave of
 absence at any time the Employer has evidence that the employee is using the leave for
 purposes other than those specified at the time of approval.

 No leave of absence without pay shall be granted for the purpose of accepting other
 employment outside the District.

 Any absence of an employee from scheduled duty that has not been previously authorized
 by the Employer may be deemed an absence without leave. Any employee absent without
 leave will be subject to disciplinary action, and any employee absent without leave for three
 (3) consecutive days may be deemed to have resigned her/his employment, provided that
 the Employer may grant approval for leave subsequent to the unauthorized absence if the
 employee can conclusively establish to the Employer that the circumstances surrounding the
 absence and failure to request leave were beyond the employee’s control.

A.    SICK LEAVE FOR PERSONAL ILLNESS: Sick leave with pay shall be allowed whenever
an employee's absence is due to personal illness which prevents an employee's attendance
at work and the performance of duties on such days, subject to the following provisions:

      1. Salaried Employees: Employees shall earn and accumulate sick leave at the rate of
         twelve (12) days per year.

      2. Hourly Employees: All hourly permanent employees will be credited with medically
         unverified sick leave at the rate of .0462 hours accrued per hour of paid


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           employment. To calculate your annual accrual rate use the following formula:
           Number of Duty Days x .0462 hours accrued x Number of Hours per Day.

           a.        Hourly employees on initial employment probation shall not be eligible to
           use accrued sick leave until they reach the minimum number of accrued hours
           calculated by the following formula: 130 days x .0462 hours accrued x number of
           hours worked per day. Typical assignments and minimum accruals are listed below:


                ASSIGNMENT                FORMULA                ACCRUAL NEEDED
                 20 hrs/week      130 days x .0462 x 4 hrs/day        24.02 hours
                 25 hrs/week      130 days x .0462 x 5 hrs/day        30.03 hours
                 30 hrs/week      130 days x .0462 x 6 hrs/day        36.03 hours
                 31 hrs/week      130 days x .0462 x 6.2              37.23 hours
                                  hrs/day
                 40 hrs/week      130 days x .0462 x 8 hrs/day        46.54 hours



Employees shall accumulate the unused portion of current sick leave at full pay.

Any sick leave claim shall be subject to the approval of the Human Resources Department or
designee as to the validity of the circumstances upon which the claim is based. The
employee shall, if requested, furnish such certificates and evidence of facts as may be
required for verification of the basis for sick leave or inability to work.

Employees may use accumulated sick leave for major illness or injury (major defined as one of
serious nature with the possibility of complications and/or death) of any person who has been
a member of the employee’s household immediately prior to the major illness or injury.

Sick leave with pay shall not be granted for illness or disability while an employee is on
vacation or an approved non-medical or non-parenting leave of absence except where an
employee is receiving worker's compensation or long-term disability payments. In those two
cases, employees may use one-third (1/3) of each day of unused sick leave per day.

In the event an employee dies, accumulated and unused sick leave will be paid at the
current rate of pay to the beneficiary named by the employee for basic life insurance
benefits.


B.    CRITICAL ILLNESS OR DEATH IN FAMILY:

      1.      Death In The Family. Employees may be granted a leave of absence for up to
              five (5) days in the event of the death of the employee's mother, father, sister,
              brother, spouse, significant other, or child.

              An employee may be granted a leave of absence for up to four (4) days in the
              event of the death of the employee’s aunt, uncle, niece, nephew, grandparent,
              grandchild, mother-in-law, father-in-law, son-in-law/daughter-in-law, sister-in-
              law/brother-in-law, parent of significant other, spouse's immediate family,
              anyone who has the position of parent or child, or any person who has been a

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             member of the employee's household immediately prior to the critical illness or
             death of the individual.

      2.     Critical Illness. Critical illness is defined as an illness where death is impending,
             but recovery is possible. An employees may be granted a leave of absence for
             up to five (5) consecutive days in the event of the critical illness of the
             employee's mother, father, sister, brother, spouse, child, significant other, parent
             of spouse or significant other and anyone who has the position of parent or child,
             or any person who has been a member of the employee's household
             immediately prior to the critical illness. Such leaves shall not exceed fifteen (15)
             days in a single contract period.

      3.     Leaves For Critical Illness And Death In The Family. Such leaves shall be with pay
             and shall not be deducted from the employee's sick leave. The district reserves
             the right to require proof of critical illness or death.

      4.     Critical Illness Or Death Of A Friend. Employees may take up to two (2) days, to
             be deducted from the employee's cumulative sick leave, for the critical illness or
             death of a friend.

C.     COURT CASES: An employee who is duly subpoenaed as a witness in any case in
court shall be entitled to leave with pay for that purpose provided that the employee is not a
party in the case, and provided that the case is not the result of litigation undertaken by the
employee or MACA against the District. Any fees that the employee shall receive for such
service shall be paid to the District. In cases where the Board is a party in the litigation, the
employee shall be entitled to pay while attending as a witness at the request of the Board.
Such leave shall not be subtracted from sick leave.

D.      PROFESSIONAL LEAVE: Employees may be excused for professional reasons without
loss of pay after written application to and approval by the Superintendent or designee. The
purpose of such leave must be for the benefit of the Minneapolis Public Schools and the
written request must be submitted not later than one (1) week in advance of the date of the
requested leave. The number of employees requesting leaves and the number of days of
leave requested shall be considered in granting or denying requests

E.    REQUIRED JURY DUTY: Any employee who is required to serve as a juror shall be
granted leave with pay while serving on jury duty contingent upon the employee paying to
the Board any fees received minus travel allowance, for such jury service. If so requested by
the Superintendent, the employee shall request excuse from jury duty.

F.     SCHOOL-RELATED INJURIES: An employee who is injured in the course of carrying
out duties and responsibilities as an employee of the Board, shall be granted leave without loss
of pay for a period not to exceed five (5) days. If such injury is the result of assault by a
student, parent or other individual that occurs while the employee is engaging in the
performance of his or her duties, leave without loss of pay shall be granted for a period not to
exceed ten (10) days. Such leave granted shall not be deducted from the employee's
accumulated sick leave, provided the employee has filed the district’s assault form and/or
police report. The Superintendent or designee may grant an extension of these time periods



                                               12
and the extensions shall not be deducted from accumulated sick leave. This provision shall
apply provided that the employee acted professionally and with appropriate precautions.

G.     FAMILY MEDICAL LEAVE ACT: The Family Medical Leave Act (FMLA) of 1993
provides additional rights. Eligible employees may take up to twelve (12) weeks of leave per
calendar year in the case of serious illness to care for a spouse/child/parent/self, or due to the
birth/adoption/foster placement of a child. To determine if a specific FMLA leave will be paid
or unpaid contact the Human Resources Department.

The Minnesota Parental Leave Act allows an eligible employee to use personal sick leave
benefits for the illness of or injury to the employee’s child “for such reasonable periods as the
employee’s attendance with the child may be necessary.”

The employee shall return to the same position if the position is still in existence. If the position is
closed, the employee shall be reassigned according to Article XII.I. Insurance costs will be the
same as if the employee was actively working for that twelve (12) week period as defined in
Article XII, Group Benefits.

To determine if a leave under the provisions of the Family and Medical Leave Act will be a
paid or unpaid leave, contact the District’s Human Resources Department.

H. PARENTING LEAVE (Maternity, Paternity, Adoption):
   1. Purpose and Procedures: A leave of absence shall be granted to an eligible employee,
   pursuant to the Family Medical Leave Act, for the purpose of providing full-time parental
   care for a new-born or newly adopted child(ren). Whenever possible, arrangements for
   such leaves shall be made at least forty-five (45) days prior to the beginning date of the
   leave. A planned date of return to duty shall also be arranged at the same time.
   Employees should meet with their supervisor to consider the particular needs of their
   position in selecting an effective date for beginning of and/or returning from such leave.
   Arrangements for leaves granted for purposes of adoption shall be made upon official
   notification of the pending adoption.
   2. Use of Sick Leave for Parenting Leave: For any leave of absence for maternity, paternity
   or adoption, employees shall be able to access their earned sick leave during the
   parenting leave up to twelve (12) weeks. Documentation of date of birth or adoption shall
   be submitted to the Human Resources department.
   3. Parenting Leave in Excess of Twelve (12) Weeks: Any leave of absence for maternity,
   paternity or adoption that results from the birth or adoption of a child(ren) that is medically
   necessary as evidenced by an attending physician’s statement is covered by the sick
   leave provisions of this Agreement. The attending physician’s statement shall be submitted
   to the District concerning the medical circumstances that require the leave. Employees
   may access their earned sick leave during parenting leave up to twelve (12) weeks or the
   time specified by their physician. Leaves to care for children in excess of twelve (12) weeks
   that are not medically necessary may qualify as personal leaves of absence.

   4. Parenting Leave for Adoption: Any parenting leave for adoption of a child(ren) that
   does not have documented medical need is applied toward the twelve weeks provided
   under the Family Medical Leave Act. For any leave of absence for adoption, employees
   shall be able to access their earned sick leave during the parenting leave up to twelve (12)

                                                  13
   weeks. Documentation of date of adoption shall be submitted to the Human Resources
   Department. Employees may use their earned sick leave for up to thirty (30) duty days, of
   the twelve (12) weeks of parenting leave, prior to the arrival of an adopted child(ren)
   when the adoption procedures include a legal requirement that the adopting parent be
   present. Such use of duty days need not be used consecutively.

   5. Effective Dates of Leave. The dates of commencement and termination of parenting
   leave shall be at the discretion of employees in consultation with their physicians, if
   appropriate. Employees are encouraged to meet with their supervisor in planning the
   effective date for beginning and/or return from such leave.

   Leaves granted for maternity, paternity and adoption shall not extend beyond one (1)
   calendar year except when the expiration date would occur after April 15, in which case
   the leave may be extended until the first duty day for employees of the next school year,
   unless an earlier return date is approved by the appropriate superintendent. Failure to
   return to duty upon termination of leave shall be considered grounds for discharge.

   Interruption of Leave. Upon five (5) duty days notice of intent to return to duty, an employee
   may return to duty prior to the approved date of termination of leave in the event of
   interruption of pregnancy or cancellation of adoption.

I.     SABBATICAL LEAVE:
The Board of Education may grant one sabbatical leave of absence per fiscal year for the
purpose of study or research and should the Board of Education grant the sabbatical, the
Human Resources Department will administer the sabbatical leave process. To be eligible for
consideration, an employee must have completed seven (7) full consecutive years of service
with this District and agree to return to full time employment with this District for at least two (2)
consecutive fiscal years. An employee who is within two (2) years of eligibility for retirement
shall not be eligible for sabbatical leave. If this employee’s service is discontinued for any
reason other than because of incapacity to work or discontinuance of position before the
expiration of the two (2) fiscal years, the employee shall pay back to the District the prorated
part of the sabbatical allowance.

Applications for sabbatical leave of absence shall be made in writing to the Superintendent of
Schools by March 15. A committee consisting of representatives from the District and MACA
will be formed to act on leave of absence requests. The Superintendent of Schools shall
review all applications for sabbatical leave and make a recommendation to the Board of
Education for its consideration.
Employees may receive as a sabbatical leave allowance, at their option, a full year’s salary for
one-half (½) of their normal work year or one-half (½) of their regular salary for a leave of
absence equal to their normal work year.

J.     PERSONAL LEAVE: Three (3) non-cumulative personal leave days, the first of which is not
deducted from sick leave and the remaining two to be deducted from sick leave, may be
used each year for absences due to special obligations or emergencies which cannot be
scheduled on non-work days and are not authorized under other leave provisions. A
satisfactory explanation and prior approval by the Superintendent or designee shall be
necessary if the personal leave day falls on a Monday or a Friday. Personal leave days taken
at other times shall require no explanation. However, the employee shall state in writing that


                                                 14
the leave is to be taken for important personal business, not of a recreational nature, that
cannot be conducted on a non-work day.

An employee may apply for an unpaid leave of absence, not to exceed one calendar year,
for any reason not otherwise provided in this Agreement. All leaves of absence without pay
shall be granted at the discretion of the Employer and must be approved by the Employer in
Advance. If the employee is granted leave without pay, he/she will not be credited with
vacation or sick leave accruals for the period of leave without pay with the exception of
approved military reserve training leave. No leave of absence without pay shall be granted
for the purpose of accepting other employment outside the District. Employees returning from
a leave of six months or less shall be returned to the same position they held prior to the leave
contingent upon the position’s existence. If the position is closed the employee shall be
reassigned according to Article XII.I. In the event that the leave of absence is more than six (6)
months, the Employer may choose to hold the position or not. If the position is held the
employee returning from leave shall be recognized according to Article XII.I. Changes in
dates planned from commencement or termination of leaves must be requested by the
employee in writing at least ten (10) duty days prior to the originally scheduled date. The
effective date of return to work shall be determined based on mutual agreement of the
employee and supervisor.

Two days per year, non-cumulative, may be used for religious observance. Such days will not
be charged to sick leave or personal leave.

K.     ADDITIONAL LEAVE: Effective July 1, 1992, one (1) employee may be granted a
sabbatical leave of one-half year at full pay, based on unused sick leave. Such applications
shall be subject to all the terms and conditions of any other leave granted under this section,
except that such leaves shall not be included in the limitations contained in Section I (no
seven year requirement). Such leaves may be granted only if, on the date the sabbatical
leave is scheduled to begin, the employee: 1) has unused sick leave equal to the number of
duty days of the requested sabbatical leave; and, 2) will have a minimum of fifteen (15) sick
leave days remaining following the sabbatical leave. The sabbatical leave shall be charged
to unused sick leave.

L.    PROFESSIONAL ASSOCIATIONS: MACA employees elected or selected to serve on
regional, state or national professional association committees, boards or as officers shall be
granted the necessary and reasonable time to perform the attended duties.

M.     MILITARY LEAVE:

      1.     Tenured Employee. Leaves of absence are granted for military purposes, but not
             to exceed the enlistment or draft period. Employees are required to submit a
             copy of their orders along with a completed leave request form. Upon
             termination of military leaves employees shall be entitled to be reinstated in a
             position at the same salary which they would have received if they had not
             taken such a leave, upon the following conditions: that the position has not
             been abolished; that they are physically and mentally capable of performing
             the duties of the position; that they make written application for reinstatement to
             the Department of Human Resources within ninety (90) days after termination of
             military service; and that they submit an honorable discharge or honorable
             separation from the military service. Upon the return of the employees to their

                                               15
             former employment, they will occupy the same position, or positions of equal
             status in respect to their employment, which they would have occupied or been
             entitled to under the provisions of this agreement had their employment not
             been interrupted.

      2.     Probationary Employee. Upon termination of a military leave, employees who
             were granted military leave of absence while on probation shall be entitled to
             be reinstated in positions at the same salary which they would have received if
             they had not taken such leave, upon the following conditions: that the position
             has not been abolished; that they are physically and mentally capable of
             performing the duties of the position; that they make written application for
             reinstatement to the Director of Human Resources within ninety (90) days after
             termination of military service and that they submit an honorable discharge or
             honorable separation from the military service. Upon the return of employees to
             their former employment, they will occupy the same positions, or positions of
             equal status in respect to their employment which they would have occupied or
             been entitled to under the provisions of this Agreement had their employment
             not been interrupted. They are still on probation.

      3.     Reserve Duty. A leave of absence will be granted to reservists for training
             purposes not to exceed fifteen (15) days per calendar year. Employees shall
             make application on the Leave of Absence Form to the Human Resources
             Department and shall enclose a copy of their military order. Leaves for training
             purposes are granted without loss of pay, but employees are encouraged to
             make arrangements to take these training periods during winter, spring, or
             summer recess.

      4.     Spouse’s Departure for Military Duty. No leave of absence will be granted to
             employees who wish to accompany their spouses who enter military service.
             However, employees who wish to visit their spouses at the port of embarkation
             prior to the spouse’s departure for military service overseas may be granted a
             short leave of absence without pay, providing the Superintendent so
             recommends. This request should be submitted on Leave of Absence Form 49A
             and submitted to the Human Resources Department at least ten (10) days
             before the anticipated absence date.

      5.     Other.   State and/or federal law may provide for additional leave and/or
             benefits or rights related to military leave. Contact the Human Resources
             Department for further information.

N.    SICK LEAVE FOR FITNESS: To promote and enhance employee health and wellness,
reduce use of sick leave, and impact the rising costs of health care, the district will offer
employees the opportunity to use sick leave for fitness.

      1.     Definition
             a.      Employees who, as of September 1, have ten years of continuous service
             in Minneapolis Public Schools or accumulated sick leave balance of at least
             thirty (30) days may cash in one, two, or three of their sick leave days to cover
             the cost of wellness-related expenses.



                                             16
     b.   Employees may choose to trade in a minimum of one day (8 hours) and a
     maximum of three (3) days (24 hours) per year.

     c.    The number of sick leave days used to fund reimbursements is based on
     the employee’s daily rate of pay at the time the request is processed.

     The sick leave for fitness benefit will extend only for the two (2) year period of this
     Agreement to be evaluated by the District and the Union. This provision must be
     renegotiated.

2    Eligible Expense for Reimbursement
     a.      Health club memberships – single, family, and dual – will be reimbursed at
     their full rate (monthly dues plus tax plus any enrollment fees) provided the
     employee is included in the membership. Single club memberships must be for
     the employee.

     b.     Behavior modification programs, such as smoking cessation, weight loss or
     stress management classes/programs, are eligible for 100% reimbursement.
     “Stop smoking” aids such as nicotine gum/patch are allowable only as part of a
     structured smoking cessation program but a doctor’s prescription is allowable
     where not reimbursable by a health plan.

     c.      Fitness/exercise programs/personal trainers are 100% reimbursable.
     Aerobic exercise classes qualify, as well as stretching/flexibility/martial arts classes
     (e.g. Tai Chi, yoga, meditation).

     d.     Exercise equipment, new or used, is eligible for 100% reimbursement.
     outdoor or stationary bicycle (including trainer), snow shoes and bindings,
     treadmill, stair stepper, rowing machine, skiing machine, home gym equipment,
     hockey/ice skates, personal trainer, skis (including poles, mounting, and
     bindings), sales tax on equipment, weights, exercise balls, inline skates, protective
     gear (helmet, arm guards, etc.).

     Equipment must be purchased by the employee for the employee’s use. If
     purchasing a piece of new equipment, a paid sales receipt or charge/credit slip
     which is signed by the employee must be provided. If purchasing used
     equipment, the employee must provide a dated bill of sale listing the equipment
     purchased, the price paid, that the employee was the purchaser, and the
     seller’s name, address, phone number, and signature.

3.   Expenses not Eligible
     a.    Multiple health club memberships at one time are not allowed.
     Reimbursement for more than one piece of equipment of similar design/purpose
     per year is not allowed.

     b.    Club memberships of a primarily recreational nature are not eligible. This
     includes Country Club/Golf Club/Tennis Club memberships.




                                        17
     c.     Neither accessory items (e.g. book holders, water bottle holders, bike
     racks, custom bike components) nor clothing items (e.g. running shoes) are
     reimbursable.

     d.    Shipping and delivery fees are not reimbursable.

     e.    Entrance fees, court fees, green fees, lift tickets, license fees, cost of
     permits, towel fees, tanning fees, locker fees, etc. are excluded.

     f.    Recreational activities and lessons such as dancing, bowling, and
     horseback riding are excluded as are whirlpools, saunas, and massage therapy.

     g.    Running shoes, clothing,    Car/child carrier for bicycle, vitamins or
     supplements, golf clubs, tennis rackets/ fees, shipping and delivery fees,
     entrance or green fees, locker fees, food in conjunction with a weight loss
     program, massage, accessory items, extended warrantees, and hot tubs.

4.   Claim Processing
     a.      SLF is a reimbursement program. Employees incur expenses and submit
     claims to the Human Resources Employee Benefits Department. Claims per
     employee per year cannot exceed the equivalent of three days and cannot be
     for less than the equivalent of one day.

b.   Claims for reimbursement must be submitted to Employee Benefits by a
     predetermined date.

c.   Employees will be reimbursed for expenses incurred July 1st through June 30th of
     each fiscal year. The days sold will be subtracted from the employee’s sick
     leave balance. Days sold cannot be used for sick leave.

d.   To qualify for reimbursement, employees must be actively on the payroll at the
     time the expense was incurred.

e.   Documentation for the activity/equipment is dated, shows the employee as the
     purchaser, and clearly shows what was purchased. A paid receipt, charge card
     slip, canceled check, bank statement showing the debit, or health club
     statement showing the credit, are all allowable. Copies of documentation are
     acceptable.

f.   According to IRS rulings, when an employee cashes in sick leave, it becomes
     taxable income. As such, it is subject to state and federal income tax as well as
     standard Social Security and Medicare tax. Reimbursement checks will be less
     these taxes, which total over 40%. If an employee notices the Benefits
     Department in writing at the time a request is made for sick leave for fitness
     reimbursement, the reimbursement may be deposited into the employee’s then
     applicable 403b or 457 plan less the applicable taxes described above.

g.   Employees will be reimbursed for full day increments only.



                                     18
      Any claim submitted after the last day of the last payroll period of a year will be
      charged against the next year’s allotment of days.

O.    UNPAID LEAVES OF ABSENCE

Employees may apply for unpaid leaves of absence for any period of consecutive days. Such
leaves of absence must be approved by the employee’s immediate supervisor and the
Superintendent of Schools, and are wholly discretionary on the part of the immediate
supervisor and the Superintendent of Schools.


ARTICLE XI.         GROUP INSURANCE BENEFITS, RETIREE INSURANCE AND OTHER
                    INSURANCE

A.     Group Insurance Benefits To Eligible Employees: The District agrees to offer group
insurance benefits that include health, dental, life, and disability coverage.

      1.      Insurance Eligibility. To be eligible for insurance benefits, the employee must be
              paid on Appendix A, Salaries, of the collective bargaining agreement.

              a.    BASIC ELIGIBILITY. The employee must have a .5 assignment or work 20
                    hours or more per week to qualify.

              b.    LEAVES OF ABSENCE. Employees on an approved leave of absence may
                    participate

              c.    EMPLOYEES ON LAYOFF. Employees who are laid off may continue
                    coverage at the employees' own expense as provided by federal and
                    state continuation coverage laws. Employees who are laid off may not
                    continue disability insurance coverage.

      2.      Benefit Coverage. The following benefits are available to employees eligible for
              insurance. These benefits are subject to the terms of the contract between the
              insurance carrier and the District.

              a.    HEALTH COVERAGE.       The employee must enroll to receive health plan
                    coverage.  Coverage is not automatic.      Employees may enroll in
                    employee-only or family coverage.

                    1. CONTRIBUTION - EMPLOYEE ONLY. Effective January 1, 2009 the District
                       will contribute $5,067.84 per enrolled employee per plan year for
                       employee only health insurance premiums

                    2. CONTRIBUTION - FAMILY. The District shall contribute $2,025.35 annually
                       toward the cost of the dependent portion of family coverage. The
                       employee shall pay the difference between the District contribution
                       and the total cost of the family health plan coverage.

                        For married employees who are both employed by the Board of
                        Education, one spouse shall be designated by the couple to receive

                                              19
          family coverage and the single premium of the other spouse shall be
          applied toward the family premium of the spouse receiving the family
          coverage.

          For domestic partners who are both employed by the District, one
          partner shall be designated by the partners to receive family
          coverage and the single premium of the other partner shall be
          applied toward the family premium of the partner receiving the family
          coverage.

b.   LIFE INSURANCE.

     1.      BASIC LIFE INSURANCE.      Employees eligible for insurance are
             automatically enrolled for $75,000 of District-paid basic life
             insurance coverage. To have a named beneficiary, an enrollment
             beneficiary designation card must be on file with the District.

             Effective July 1, 1988, upon retirement, employees may elect to
             purchase life insurance in the amount of $75,000 and shall pay the
             premiums for such coverage. Such life insurance shall continue in
             the amount of $75,000 to age 65. Thereafter, the amount of life
             insurance in effect shall be reduced to $60,000 at age 66, to
             $45,000 at age 67, to $30,000 at age 68, to $l5, 000 to age 69, and
             shall terminate at age 70.

             It is expressly understood that post-retirement life insurance is a
             benefit provided for the employee at no cost to the employer. In
             the event that the employer is unable to secure such insurance
             through an insurance carrier, such coverage shall terminate with
             no further obligation by the employer.

     2.      OPTIONAL LIFE. In addition, any employees covered by this
             agreement may purchase up to an additional $250,000 of life
             insurance in increments of $10,000 or such increments and under
             such conditions specified by the carrier by paying their premium as
             calculated by the carrier for such additional coverage provided
             the carrier agrees to underwrite added coverage.

c.   DENTAL INSURANCE.      The Employee must enroll to receive dental plan
     coverage.   Coverage is not automatic.      Employees may enroll in
     employee only or family coverage.

     1.   CONTRIBUTION – FAMILY: Effective the first of the month following
          acceptance of this contract, The District shall contribute $300
          annually toward the cost of the dependent portion of family
          coverage.

          For married employees who are both employed by the Board of
          Education, one spouse shall be designated by the couple to receive


                               20
                family coverage and the single premium of the other spouse shall be
                applied toward the family premium of the spouse receiving the family
                coverage.

                For domestic partners who are both employed by the Board of
                Education, one spouse shall be designated by the couple to receive
                family coverage and the single premium of the other spouse shall be
                applied toward the family premium of the spouse receiving the family
                coverage.

     d.    DISABILITY INSURANCE.            Employees eligible for insurance are
           automatically enrolled for District-paid disability insurance. The disability
           insurance plan replaces 2/3 of base salary (as shown in Appendix A) at
           the time disability began after a sixty (60) work day elimination period and
           upon meeting such other qualifications as may be required by the
           insurance provider. The disability insurance benefits are coordinated with
           the appropriate pension plan and social security benefits.

           An employee receiving payments for long-term disability may receive
           payment of one-third (1/3) of each day of accumulated sick leave per
           day while disabled until all accumulated sick leave is exhausted. No
           additional sick leave may be accumulated by an employee while the
           employee is disabled.

           In the case of employees receiving long-term disability benefits, the Board
           of Education shall continue its share of health and life insurance premium
           costs to a maximum of two (2) years from the effective date that long-
           term disability benefits began.

     e.    LONG TERM CARE: Eligibility will be determined by the Plan provider.
           Employees who are eligible shall have the option to participate in the
           plan on a voluntary basis beginning January 1, 2001. Payments to the
           plan will be made on an after-tax basis.

3.   Enrollment for Insurance Benefits. The employee is automatically enrolled in life
     and disability insurance. The employee must enroll to be covered by health and
     dental insurance. Employees may waive all or some insurance coverage by
     completing a waiver of coverage form.

     a.    INITIAL ENROLLMENT. New employees or employees who become eligible
           for insurance must enroll within the first 30 calendar days of becoming
           eligible for insurance.

     b.    EFFECTIVE DATE OF COVERAGE. Enrollment forms must be received by the
           Employee Benefit office before coverage is effective. Coverage begins
           the day enrollment forms are received if the employee is actively at work
           on the effective date of coverage.




                                     21
     c.     LEAVE OF ABSENCE. Employees on paid and unpaid leaves of absence
            may continue health, dental, and life insurance. Employees on paid
            leaves of absence must pay their portion of the premium (if any).
            Employees on unpaid leaves must pay the full premium cost for coverage.
            Failure to pay the premium when due will cause coverage to lapse.
            Employees who allow health insurance coverage to lapse while on leave
            must re-enroll to obtain coverage. An employee who does not re-enroll
            within 30 calendar days of returning from leave must wait for the next
            open enrollment period to enroll.

4.   Before-Tax Benefits.

     a.     INSURANCE DEDUCTIONS. Premiums deducted from the employee's
            check to pay for health insurance are automatically taken on a before-
            tax basis unless the employee has indicated to the contrary in writing to
            the Employee Benefits Office, subject to Minnesota Law. If the employee
            is covering a non-tax dependent that portion of the benefit is taxable
            (due to a 2007 Minnesota Law that allows unmarried children up to the
            age of 25 to be covered.) The premiums paid by the employee, if any,
            are not subject to federal, state, and Social Security and Medicare taxes.
            Reports of earnings and pension deductions will be based on gross
            earnings. The before-tax deductions are subject to the requirements of
            Section 125 of the Internal Revenue Code as amended from time to time.

     b.     DEPENDENT CARE SPENDING ACCOUNT. An employee may designate an
            amount per calendar year, from earnings on which there will be no
            federal, state, Social Security and Medicare tax withholding, for
            dependent care (as defined in Section 125 of the Internal Revenue Code
            as amended from time to time.)

     c.     FLEXIBLE SPENDING ACCOUNT (FSA). An employee may designate an
            amount per calendar year to be placed into the employee's Flexible
            Spending Account (as defined in Section 125 of the Internal Revenue
            Code as amended from time to time). The amounts in the account may
            be used to reimburse the employee for uncovered medical expenses.
            Amounts placed in the account are not subject to federal, state, Social
            Security and Medicare taxes. Reports of earnings to PERA and or MTRFA
            and pension deductions will be based on gross earnings.

     d.     Tax-Deferred Savings Plans. The District will make an employer matching
            payment to the tax-deferred savings plans. The District payment will be
            made to the State of Minnesota Deferred Compensation Plan (457)
            and/or the Special School District No. 1 403(b) Plan. All employer and
            employee amounts paid to the State of Minnesota Deferred
            Compensation Plan (457) are subject to social security and Medicare
            taxes. All employee contributions to the 403(b) plan are subject to Social
            Security and Medicare, but employer contributions to the 403(b) plan are
            not subject to Social Security and Medicare.



                                     22
   Employees should ensure tax-deferred payments do not exceed IRS limits.
   If limits are exceeded, the District will stop deductions to these accounts.


   A) EMPLOYER CONTRIBUTIONS:

        403(b) employer contributions are in addition to your limit
        457 employer contributions are included in your limit
        Employee deferral limits to each plan are:
           o $15,500 in 2007,
           o $15,500 in 2008, then determined by IRS guidelines.
        Participants, age 50 and older, deferring in a 403(b) and 457 plan
        can shelter the maximum in each plan, for example $31,000 in 2008
        based on IRS guidelines.
        457 catch-up limit will be twice the upper limit. The age 50 catch-up
        may not be used during the regular catch-up.

An employee who terminates employment with the District prior to the time
of the match payment, as a result of resignation, layoff, retirement, or
discharge will not be eligible for any further payment to the tax-deferred
savings plans under this Section.

   B) DISTRICT MATCH PAYMENT: The District shall make an employer
      matching payment to the State of Minnesota Deferred Compensation
      Plan (457) and/or the Special School District No. 1 403(b) Plan each
      pay period up to a maximum District match based on calendar year.
      Benefit eligible Employees enrolled in the State of Minnesota Deferred
      Compensation Plan or the Special School District No. 1 403(b) Plan will
      be automatically eligible for the match.

        All of the following must be met:

         1) The District will pay an annual match payment of up to $900.00
            for employees participating in the Municipal Employee
            Retirement Fund (MERF) or participating in the Public Employees
            Retirement Association (PERA).

         2) The District will match any amount of employee contributions
            up to the match as noted in [1] above. Beginning January 1,
            2006, tax-deferred savings plan participants will be matched on
            a per pay period basis while they are deferring into the plan(s)
            until they reach their annual match for the calendar year.

         3) Only deductions that employees defer during the match period
            shall be matched by the District.

         4) The employee must have enrolled, elected to defer, and in fact
            deferred a qualifying amount during the calendar year, to
            qualify for the match.


                             23
5.   Retiree Insurance.

     a. ELIGIBILITY. Effective July 1, 1981, the Board of Education shall contribute the
        same amount toward hospitalization insurance premiums for employees who
        retire on or after July 1, 1981, as it contributes toward such coverage for
        employees on active duty, with the following provisions: 1) that the retired
        employee is at least fifty-five (55) years of age or has completed thirty (30)
        years of service to this District, and 2) is not qualified to participate in a
        program of hospitalization insurance provided by another employer. Such
        contributions shall terminate at the end of the month in which the retired
        employee attains age sixty-five (65) or becomes eligible for coverage under
        Medicare insurance.

           This provision applies only to employees who are members of the
           bargaining unit prior to the effective date of the July 1, 1991 agreement.

     b.    RESTRICTIONS. The employer contribution for retiree insurance shall
           terminate at the end of the month in which the retired employee attains
           age sixty-five (65) or becomes eligible for coverage under Medicare.

           The employee may continue only the coverage in force at the time of
           retirement.

           The retiree may drop coverage at any time. However, the retired
           employee may not re-enroll if the coverage is lapsed for any reason.

           The retiree may enroll in a health plan other than the plan in effect at the
           time of retirement only if the district changes health plan carriers.

           The district retains the right to make plan design changes to the coverage
           but will inform the representative of the bargaining group of any plan
           design changes.

           The retired employee must comply with the eligibility requirements of the
           health plan(s) in order to participate in the district's plan.

           This benefit includes continuation coverage rights afforded to the
           employee under state and federal law.

           The benefit is subject to Minnesota Statute 179A.20, Subd. 2a which
           requires that this benefit be incorporated in future labor agreements in
           order for the benefit to continue.

     c.    RETIREE DENTAL INSURANCE. Employees who retire have the right to
           continue dental insurance under the terms of the COBRA continuation
           law, at their expense.




                                      24
B.     GENERAL LIABILITY INSURANCE:      The Board of Education agrees to provide a self-
insured general liability program for employees covered by this agreement in the amount
allowable by the statute.


ARTICLE XII.         OTHER PROVISIONS

A.    MILEAGE:      The mileage rate for use of personal automobiles for approved school
business shall be the prevailing Internal Revenue Service rate. Each employee shall charge
mileage at the prevailing IRS rate. Payments will be made on a weekly basis.

B.    HOLIDAYS: Employees shall be eligible for eleven (11) legal holidays. These holidays
are: New Year's Day, Martin Luther King's Birthday on a day designated by the District for
observance, Presidents' Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day
and following Friday, Christmas Eve Day, Christmas Day and New Year's Eve Day.

C.     WELLNESS PAY: Employees who are at least fifty-five (55) years of age or who are
credited with thirty (30) years of service by the Teachers Retirement Association (TRA) or the
Public Employees Retirement Association (PERA) may be eligible to receive payment for 50%
of unused sick leave subject to any limitations that may be imposed on such payments by
statute. However, for employees who are hired after July 1, 2001 will not be eligible for
severance under this plan.

D.     CAREER TRANSITION TRUST:

1.     Career Transition Trust: Definition of Plan:

All employees hired after July 1, 2001 shall only be eligible for Career Transition Trust.

       a. Effective July 1, 2001, employees who meet the eligibility requirements may
       participate in Career Transition Trust by converting the allowable number of accrued
       sick leave hours, at 100% of their daily rate of pay, into payments to the State of
       Minnesota Deferred Compensation Plan (457) or the then applicable 403 (b) Plan
       offered by the District. The Career Transition Trust Plan is an employer contribution,
       which allows for such conversion until the employee reaches the maximum-capped
       deposit for the tier of benefits. The number of hours, which may be converted, is based
       on the sick leave conversion hours on September 1st of the fiscal year the conversion
       will be made.

       b. Employees may elect to participate in the Career Transition Trust plan at any time
       they have met the eligibility requirements for participation in Subdivision 2.

       c. The total amount of dollars converted by an employee under the Career Transition
       Trust program is capped at $30,000.

       d. Any hours, which have been converted into the Career Transition Trust, will not be
       available for use as sick leave.



                                                 25
     e. Employees who resign and are subsequently reemployed by the District are not
     credited with their previous sick leave accrual hours.

2.   Eligibility for Participation in the Career Transition Trust:

     a. Sick Leave Balance

          i.    To be eligible to convert accrued sick leave hours, employees must have a sick
                leave conversion balance of at least thirty (30) days on September 1st of the fiscal
                year of conversion.


          ii.   Employees must enroll annually to participate in the Career Transition Trust. If the
                employee’s sick leave conversion balance drops below the eligibility minimum of
                thirty (30) days, the employee’s participation is suspended until the employee
                reaches the minimum of thirty (30) days sick leave conversion required for
                eligibility and participation.

     b. Deposit of benefit

          i.    Payment to the State of Minnesota Deferred Compensation (457) or the then
                applicable 403(b) Plan shall be made in March of each year the employee is
                eligible and elects to participate.

          ii.   The Career Transition Trust is subject to the rules of the State of Minnesota
                Deferred Compensation Plan under Minnesota Statute 352.96 and the Internal
                Revenue Service.

3.   Benefit Tiers and Conversion Formula: The balance in the sick leave conversion
     account is equal to the employee’s current accrued sick leave added to any days
     previously converted.

     Annual Conversion
     a.    The number of hours an employee may convert on an annual basis is
     determined by the employee’s sick leave conversion balance.

     b.         Conversion is as follows:

                i.     Employees who have a sick leave conversion balance of 30-39 days may
                       convert 8 days annually at their daily rate of pay with a cap of $20,000.
                ii.    Employees who have a sick leave conversion balance of 40-49 days may
                       convert 10 days annually at their daily rate of pay with a cap of $25,000.
                iii.   Employees who have a sick leave conversion balance of 50 or more days
                       may convert 12 days annually at their daily rate of pay with a cap of
                       $30,000.

     This deposit is made in accordance with Minnesota Statute 352.96. All payments shall


                                                  26
       be made at the daily rate of pay at the time of deposit.

4.     Survivor Benefits Under Career Transition Trust:

       The Career Transition Trust account shall be disbursed to the employee’s named
       beneficiary on the 403B or 457 account as named at the time of death.

F.      DEDUCTION FOR EDUCATION FUND: An Education Fund payroll deduction is available
to help employees save for their children’s college and/or their own education. The District
will provide the after-tax payroll deduction. Deductions may also be made to an after-tax IRS
529 plan. A 529 plan is an after-tax investment with no tax consequences on the gain as long
as the money is used for education.

G.      TRANSFER: Upon transfer to a different bargaining unit, employees shall be paid the
salary and participate in such fringe benefit programs as are provided to members of that
bargaining unit, and shall have their salary and seniority determined by giving full credit for all
years of service to the District provided this is not prohibited by any contract between the
District and any other certified bargaining unit.

H.     LEGAL COUNSEL: If an employee is properly performing the duties of the position and is
not guilty of malfeasance in office, willful neglect of duty, or bad faith, the school board will
defend and indemnify the employee for damages, including punitive damages, claimed or
levied against the employee, subject to the limitations set forth in Minnesota Statute 466.04. It
shall be the responsibility of the employee to request such defense or indemnification by the
school board in writing.

I.     REDUCTION IN FORCE: In the event that any position in a department within this
bargaining unit is eliminated, the employee in the affected department with the least
continuous period of service within the job classification/title shall be selected for
reassignment or discharge. The affected employee may exercise whatever rights that
employee had under Civil Service regulations, state or federal laws, or collective bargaining
agreements. Specific criteria for reduction in force will be determined in accordance with
PELRA.

The provisions of Minnesota statute 122A.41, including the recall provisions (Subd. 11) shall
apply to this article.

In the event the Board of Education eliminates any classification or position within the
bargaining unit, the Board shall make every effort to notify the affected employee in writing at
least four (4) weeks prior to the effective date of the layoff. If the District fails to notify the
employee or notification is less than four (4) weeks prior to the layoff, the employee shall be
paid for each week that the District fails to notify the employee up to a maximum of four (4)
weeks.

J.     PROFESSIONAL DEVELOPMENT PROCESS: “The employees of the Minneapolis Public
Schools are our most valuable resource. They are the people who build and translate the
strategic and operational mission of this District into everyday reality for thousands of children
and families who enter our schools and offices. The goals of the District cannot be realized
without the knowledge, skill, and commitment of our employees.” To that end, the


                                                27
Minneapolis Association of Confidential Administrators organization and the Human Resources
Department support the development of a professional development process. The District
and the Union agree to establish a joint labor management committee to discuss the
Professional Development Process. Effective July 1, 2006, the employees of this bargaining
group shall be eligible for up to one hundred and fifty dollars ($150) per employee for
professional development annually. In order to receive the one hundred and fifty dollars
($150), the employee must demonstrate the following:
           a. Relevance of professional development to the employee’s current position
           b. Receipt of prior approval by the supervisor
           c. Ability to engage the newly acquired knowledge with other professional
              colleagues and to the supervisor.

K.      REIMBURSEMENT DAMAGE TO VEHICLE: The District shall reimburse bargaining unit
employees for the cost of reimbursement for loss, damage, or destruction of personal motor
vehicles on school property or while a bargaining unit employee is in the performance of
school business as verified by the supervisor and police report. In the case of motor vehicles,
reimbursement shall not include personal property that is stolen or damaged unless the theft
accompanies a personal assault upon the bargaining unit employee. Reimbursement shall
not exceed $500 per incident (including personal property, if eligible). The bargaining unit
employee must submit receipts and a police report number or an incident report number to
receive reimbursement. Reimbursement shall be made by the District upon receipt of the
appropriate paperwork. The maximum amount paid per year for all incidents in this
bargaining unit shall be $3,000 regardless of the number of individual claims submitted. Any
reimbursement made under this Article is a gratuitous payment and does not indicate that the
District has accepted liability.

L.     POSTING MACA POSITIONS: When a vacancy exists or when a new position is created
insofar as the exigencies of the situation permit, the existence of such vacancy or new position
shall be made known to the staff and an opportunity given for application to be made.


ARTICLE XIII.       COMPLETE AGREEMENT

A.    EFFECT: This Agreement constitutes the full and complete agreement between the
Employer and MACA. The provisions herein relating to terms and conditions of employment of
bargaining unit employees supersede any and all prior agreements, resolutions, practices,
school district policies, and rules or regulations concerning terms and conditions of
employment inconsistent with these provisions.

B.      FINALITY: Any matters relating to the current contract term, whether or not referred to
in this Agreement shall not be open for negotiation during the term of this Agreement except
by mutual agreement.


ARTICLE XIV         SEVERABILITY CLAUSE

It is the intent of the parties to this Agreement that all provisions contained herein shall be
interpreted and administered in accordance with provisions of state and federal law. If any
provision of this contract or any application of this contract to any bargaining unit employee


                                              28
or group of members in the unit shall be found contrary to state or federal law, then the
provision or application shall be deemed invalid, except to the extent permitted by law, but
all other provisions hereof shall continue in full force and effect. The provision found to be
contrary to state or federal law shall be renegotiated by the parties. It is agreed and
understood that there will be no strike, work stoppage, slow down, or refusal or failure to fully
and faithfully perform job functions and responsibilities or other interference with the
operations of the District by the Union or by its officers, agents or members during the term of
this Agreement including any extensions of this Agreement, including compliance with the
request of other labor organizations to engage in such activity.




                                               29
30
   APPENDIX A       SALARY SCHEDULE 2007-2009

Minneapolis Association of Confidential Administrators


                       Schedule A:
      Step             2007-2008              2008-2009
      A- 0               45,849                 46,766
      A-1                47,266                 48,211
      A-2                48,727                 49,702
      A-3                50,235                 51,240
      A-4                51,843                 52,880
      A-5                53,448                 54,517
      A-6                55,102                 56,204
      A-7                56,806                 57,943

                       Schedule B:
      Step              2007-2008             2008-2009
      B- 0               53,400                 54,468
       B-1               55,052                 56,153
       B-2               56,755                 57,890
       B-3               58,511                 59,682
       B-4               60,266                 61,471
       B-5               62,072                 63,313
       B-6               63,934                 65,213
       B-7               65,852                 67,169

                       Schedule C:
       Step             2007-2008              2008-2009
       C- 0               64,502                 65,792
       C-1                66,496                 67,826
       C-2                68,490                 69,860
       C-3                70,544                 71,955
       C-4                72,661                 74,115
       C-5                74,840                 76,337
       C-6                77,072                 78,614
       C-7                79,397                 80,985




                         31
        Schedule D:
Step     2007-2008      2008-2009
D-0        57,749        58,904
D-1        59,535        60,726
D-2        60,726        61,941
D-3        61,916        63,154
D-4        62,579        63,830
D-5        63,374        64,642
D-6        64,167        65,451
D-7        66,092        67,414

          Schedule E:
Step     2007-2008      2008-2009
 E-0       76,999        78,539
 E-1       79,382        80,970
 E-2       82,159        83,803
 E-3       83,641        85,314
 E-4       85,335        87,042
 E-5       85,864        87,581
 E-6       86,459        88,188
 E-7       89,053        90,834

        Schedule F:
Step     2007-2008      2008-2009
 F-0       83,135         84,798
 F-1       85,708         87,422
 F-2       87,458         89,207
 F-3       89,207         90,991
 F-4       90,957         92,776
 F-5       92,705         94,559
 F-6       95,395         97,302
 F-7       98,256        100,221

       Schedule G:
Step     2007-2008      2008-2009
G-0         15.94         16.26
G-1         16.42         16.75
G-2         17.16         17.50
G-3         17.93         18.29
G-4         18.46         18.83
G-5         19.03         19.41
G-6         19.59         19.99
G-7         20.19         20.59


           32
       Technical Schedule A:

Step        2007-2008          2008-2009
  1           49,986            50,986
  2           51,473            52,502
  3           53,374            54,442
  4           55,320            56,426
  5           57,352            58,499
  6           59,451            60,640
  7           61,964            63,203
  8           63,843            65,120

       Technical Schedule B:

Step        2007-2008          2008-2009
  1           53,068            54,130
  2           54,642            55,735
  3           56,915            58,053
  4           59,231            60,416
  5           61,702            62,936
  6           64,215            65,499
  7           66,991            68,331
  8           69,679            71,072

       Technical Schedule C:

Step         2007-2008         2008-2009
  1            56,062            57,183
  2            57,724            58,878
  3            60,390            61,598
  4            63,166            64,430
  5            66,073            67,395
  6            69,132            70,515
  7            72,215            73,659
  8            74,378            75,866




              33
APPENDIX B               ACTIVE POSITION TITLES, ALPHA ORDER


    Administrative Assistant, Employee Relations ................. A
    Apple OS X/Unix Systems Technician ............................... Tech-B
    Apple/Macintosh Workstation Technician ...................... Tech-A
    Application Programmer .................................................... Tech-C
    Backup Disaster Recovery Technician ............................. Tech-B
    Budget Finance Specialist .................................................. A
    Confidential Associate, Board of Education................... A
    Confidential Records Assistant, Human Resources ........ G
    Data Analyst ......................................................................... Tech-C
    Database Administrator/Application Developer ........... E
    Director or Risk Management ............................................ E
    Due Process Facilitator ........................................................ C
    Employee Support Specialist ............................................. A
    Enterprise Systems Manager .............................................. F
    Executive Administrative Assistant, HR ............................. D
    Human Resources Analyst .................................................. A
    Human Resources Confidential Associate ...................... A
    Human Resources Information Analyst I .......................... A
    Human Resources Information Analyst II.......................... B
    IT Field Services Assistant ..................................................... Tech-A
    Information Technology Field Services Assistant ............ Tech-A
    Information Technology Field Services Technician ........ Tech-B
    Information Technology Helpdesk Assistant .................... Tech-A
    Information Technology Technician ................................. Tech-A
    Manager, Technical Operations ....................................... Tech-C
    Microsoft Client/Server Technician ................................... Tech-B
    Microsoft Exchange Desktop Technician ........................ Tech-A
    Microsoft Exchange Server System Technician .............. Tech-B
    Online Assessment Software Technician ......................... Tech-B
    Payroll Business Analyst ....................................................... Tech-E
    Payroll Compliance Specialist ........................................... D
    Payroll Finance Specialist ................................................... C
    Payroll Specialist ................................................................... A
    Programmer Analyst………………………………………….Tech-C
    Risk Management Specialist .............................................. A
    Senior Internet Engineer ...................................................... Tech-C
    Senior Web Database Programmer ................................. Tech-C
    Senior Web Development, Administrator ........................ Tech-C
    Staffing Specialist II .............................................................. B
    Systems Analyst & Programmer II ...................................... Tech-C
    Technology Systems Specialist........................................... Tech-B
    Trainer, Business& Technology Applications .................... Tech-B
    Web Developer I .................................................................. Tech-A
    Wireless Technical Specialist .............................................. Tech-B




                                           34
         APPENDIX B             ACTIVE POSITION TITLES, GRADE ORDER



Schedule A                                          Technical Schedule A
Administrative Assistant, Employee Relations        Apple/Macintosh Workstation Technician
Budget Finance Specialist                           IT Field Services Assistant
Confidential Assoc., Board of Education             IT Helpdesk Assistant
Employee Support Specialist                         IT Technician
Human Resources Analyst                             Microsoft Exchange Desktop Technician
HR Confidential Associate                           Web Developer I
HR Information Analyst I
Payroll Specialist                                  Technical Schedule B
Risk Management Specialist
                                                    Apple OS X/Unix Systems Technician
Schedule B                                          Backup Disaster Recovery Technician
                                                    IT Field Services Technician
HR Information Analyst II                           Microsoft Client/Server Technician
Staffing Specialist II                              Microsoft Exchange Server System Tech
                                                    Online Assessment Software Technician
Schedule C                                          Trainer, Business & Technology Applications
                                                    Wireless Technical Specialist
Due Process Facilitator
                                                    Technical Schedule C
Schedule D
                                                    Application Programmer
Executive Administrative Assistant, HR              Data Analyst
                                                    Manager, Technical Operations
Schedule E                                          Programmer Analyst
Director or Risk Management                         Senior Internet Engineer
Database Administrator/Application                  Senior Web Database Programmer
   Developer                                        Senior Web Development Administrator

Schedule F
                                                    Technical Schedule E
Enterprise Systems Manager

Schedule G                                          Payroll Business Analyst

Confidential Records Assistant, HR




                                               35
APPENDIX C     JOB TITLES DISCONTINUED IN THE MACA GROUP

             Administrator Employee Effectiveness
             Associate to the Executive Director, HR/LR
             Contract Compliance Specialist
             Coordinator of Employee Benefits
             Database Administrator Application Developer
             Director of Staffing
             Due Process Coordinator
             Human Resources Information Systems Manager
             Information Technology Technician
             Labor Relations Analyst
             Labor Relations Director
             Labor Relations Manager
             Payroll Compliance Specialist
             Payroll Finance Specialist
             Staffing Specialist I
             Systems Analyst & Programmer II
             Technical Field Coordinator
             Technical Systems Specialist




                              36
                                                                      INDEX


                                  A                                                                              F
Adoption Leave ................. See Parenting Leave                           Flexible Spending Account .............................22
Arbitration......................................................... 8
                                                                                                                G
                                  B
                                                                               Grievance Procedure ........................................7
Before-Tax Benefits ....................................... 21
Benefits                                                                                                        H
  Dental Insurance ........................................ 20
                                                                               Health Insurance.............................................19
  Dependent Care Assistance Plan .............. 22
                                                                               Holidays ..........................................................25
  Disability Insurance .................................... 21
  During probationary period ........................... 4                                                       I
  Flexible Spending Account ......................... 22
  General Liability Insurance ......................... 24                     Injuries, School-Related - Leave.....................12
  Group Insurance - General Information ...... 19                              Insurance
  Health Insurance ........................................ 19                    Dental Insurance .........................................20
  Life Insurance ............................................. 20                 Disability Insurance .....................................21
  Retiree Insurance ....................................... 23                    Enrollment ...................................................21
  Vacation ....................................................... 5              General Liability Insurance..........................24
                                                                                  Health Insurance .........................................19
                                  C                                               Life Insurance..............................................20
                                                                                  Long term care ............................................21
Career Transition Trust .................................. 25                     Retiree Insurance ........................................23
Communication ................................................ 5               Insurance Benefits ..........................................19
Compensable Leave ...................................... 10
Court Leave ................................................... 12                                               J
Critical Illness, Leave ..................................... 11
                                                                               Jury duty, Leave .............................................12
                                  D
                                                                                                                 L
Damage to Vehicle, Reimbursement ............. 28
Death, Leave.................................................. 11              Leave
Deferred Compensation ................................. 22                       Adoption Leave ............. See Parenting Leave
  and Career Transition Trust ....................... 26                         Court cases .................................................12
Definition of Agreement ................................... 1                    Critical Illness ..............................................11
Definitions ........................................................ 2           Death...........................................................11
Dental Insurance ............................................ 20                 Effective date ..............................................13
Dependent Care Assistance Plan .................. 22                             Jury Duty .....................................................12
Disability Insurance ........................................ 21                 Maternity Leave............. See Parenting Leave
Discipline.......................................................... 4           Military .........................................................15
Dues................................................................. 3          Parenting Leave ..........................................13
                                                                                 Paternity Leave ............. See Parenting Leave
                                  E                                              Personal leave ............................................14
                                                                                 Professional Association .............................15
Education Fund Deduction............................. 26
                                                                                 Professional Leave......................................12
Employee
                                                                                 Return from leave........................................14
  Definition ...................................................... 2
                                                                                 Sabbatical Leave.........................................15
  Discipline ...................................................... 4
                                                                                 School-Related Injuries ...............................12
  Rights ....................................................... 2, 9
                                                                                 Sick Leave...................................................10
Employer, definition ......................................... 2
                                                                                 Sick Leave for Fitness .................................16
Enrollment for Insurance ................................ 21
                                                                                 Unpaid leaves of absence ...........................18
                                                                               Leave of absence ...........................................18

                                                                          37
Legal Counsel .................................................27            Professional Leave ......................................... 12
Liability Insurance ...........................................24
Life Insurance .................................................20                                             R
Long term care................................................21
                                                                             Recognition....................................................... 1
                                                                             Reduction in Force ......................................... 27
                                 M
                                                                             Representation ............................................. 1, 3
Management Responsibilities ...........................4                     Reprisal ............................................................ 9
Management Rights..........................................4                 Responsibilities of Employer ............................ 4
Maternity Leave ................ See Parenting Leave                         Retiree Insurance ........................................... 23
Meetings ...........................................................5        Return to vacant position .................................. 4
Mileage Reimbursement .................................24                    Rights of Employees......................................... 2
Military leave ...................................................15         Rights of Employer ........................................... 4

                                 O                                                                             S
Obligations of Employees .................................2                  Sabbatical Leave ...................................... 14, 15
                                                                             Salaries............................................................. 9
                                 P                                           Salary Schedules............................................ 30
                                                                             Severability ................................................. 9, 28
Parenting Leave..............................................13
                                                                             Sick Leave ...................................................... 10
Paternity Leave ................. See Parenting Leave
                                                                               and Career Transition Trust ........................ 25
Pay for Performance .........................................9
                                                                             Sick Leave for Fitness .................................... 16
PELRA, definition..............................................2
Performance Bonus/Increments .......................9
                                                                                                               T
Permanent Status .............................................3
Personal leave ................................................14            Tax-Deferred Savings Plans........................... 22
Position Titles ...................................................1         Transfer .......................................................... 27
  Alphabetical listing ......................................33
  Article II, Recognition ....................................1                                                U
  Discontinued ...............................................35
                                                                             Union Dues ....................................................... 3
Posting vacant positions .................................28
                                                                             Unpaid leaves of absence .............................. 18
Premiums
  Before-Tax Benefits ....................................22                                                   V
  Mileage Reimbursement .............................24
Probation period                                                             Vacant position, return to.................................. 4
  Access to grievance procedure .....................7                       Vacation............................................................ 5
  Definition & length .........................................3
  Military leave ...............................................15                                            W
  Use of vacation & sick leave .........................4                    Wellness Pay .................................................. 25
Professional association leave .......................15
Professional Development ..............................27




                                                                        38

				
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