AGREEMENT BETWEEN

AGREEMENT

This Agreement entered into this 9th day of December, 2008 by and between the South Kingstown School Committee, South Kingstown, Rhode Island, hereinafter referred to as the Employer, and Rhode Island Council 94 of the American Federation of State, County and Municipal Employees, (AFL-CIO), on behalf of the South Kingstown School Employees Local 3125, hereinafter referred to as the "Union."

ARTICLE 1

RECOGNITION

1.1 The Employer recognizes the Union as the sole and exclusive bargaining agent for all employees as certified on January 24, 1979 in Case #EE 3222 by the State Labor Relations Board in all matters pertaining to hours, wages and other conditions of employment.

ARTICLE 2

NO DISCRIMINATION

2.1 The parties agree not to discriminate in any way against employees covered by this Agreement on account of race, religion, creed, color, sex, age, marital status, political belief, country of ancestral origin, Union activity, Union membership or non-Union membership.

ARTICLE 3

UNION SECURITY AND DUES DEDUCTION

3.1 All employees covered by this Agreement and who are members of the Union on the effective date of this Agreement shall remain members of the Union in good standing for the life of this Agreement.

3.2 All employees covered by this Agreement and who have not or do not make application for membership, beginning with the first full pay period of employment, as a condition of employment, shall pay to the Union each month

an agency fee as a contribution toward the administration of this Agreement in an amount equal to the regular monthly dues. Employees who fail to comply with this requirement shall be discharged by the Employer within thirty (30) days after receipt of written notice to the Employer from the Union.

3.3 The Union agrees to indemnify the Employer for any and all costs and damages that the Employer may incur as a result of the application of this Article.

3.4 The Employer agrees to the adoption of a Union check-off system whereby Union dues or agency fees will be withheld from the Union member's pay upon written authorization of the individual employees, until such time as such authorization is revoked at source, in equal amounts from each pay, either weekly, bi-weekly, or otherwise, as the frequency of the pay period may require. Such withholdings for Union dues are to be transmitted to the duly elected Treasurer of the Union for the previous month's earnings, not later than the 28th day of each successive month.

ARTICLE 4

PROBATIONARY PERIOD

4.l All new employees hired into positions covered by this Agreement shall serve a six (6) month probationary period. During the probationary period, the employee shall be covered by all of the terms of this Agreement except as follows:

a. A probationary employee shall have no seniority rights except preference over outside hires in the filling of vacancies. However, if the probationary employee moves to a job in a higher classification, the six months' probation shall begin again. Upon successful completion of the probationary period, seniority shall be retroactive to the employee's date of hire.

b. A probationary employee may be disciplined or discharged without recourse to the grievance procedure.

c. Vacation accrued by a probationary employee may not be taken as earned but there shall be payment for accrued vacation if a probationary employee resigns or is discharged.

d. One of the two personal leave days may be taken during the probationary period.

e. Those provisions of this Agreement which specify "permanent employee" (Sections l5.2, l9.l and 20.l) shall not apply to a probationary employee.

f. Prior to appointment a screening committee with both management and Council 94 participation will review candidates and make a recommendation to the superintendent.

ARTICLE 5

SENIORITY

5.l Seniority is earned upon completion of the probationary period. Upon earning seniority, it shall be retroactive to the first day of regular service in the position in which it is earned. Regular service means permanent assignment or appointment to a position or assignment to a temporary vacancy under 10.8 (3).

5.2 The Employer shall establish a seniority list and it shall be updated semi-annually upon the anniversary date of this agreement and the same shall be a matter of public record and shall be made available to the Union by the Superintendent of Schools. The Seniority List shall include the grade and rate of pay for each employee on said list.

5.3 The principle of seniority shall govern and control all cases of transfer, decrease or increase in working force, as well as preference in assignment and choice of vacations.

5.4 Seniority shall be considered lost for the following reasons:

(a) When an employee has been discharged for just cause;

(b) When an employee voluntarily terminates his employment;

(d) When an employee fails to report his absence from work within three (3) working days;

(e) When an employee fails to renew a leave of absence;

(f) When an employee is laid off in excess of twelve (l2) months from the date of his most recent layoff.

5.5 Seniority shall continue to accrue during any authorized leave of absence.

5.6 Whenever training becomes available, said training shall be for a specific classification and so noted. Said training shall be granted to employees in said class in the building or department on the basis of the greatest seniority. Employees shall not be allowed to repeat the same training unless all other employees have had the opportunity to take said training.

ARTICLE 6

MANAGEMENT RIGHTS

6.1 It is understood that the Employer and Administration possess the sole right to operate the Schools of this department and that all management rights repose in it subject to the terms and provisions of this Agreement. These rights include but are not limited to the following:

(a) To direct all employees of the School Department;

(b) To hire, promote, transfer and retain all employees in positions within the School Department, and to suspend, demote, discharge or take other disciplinary action against all employees;

(d) To maintain efficiency of the School Department's operations entrusted to them;

(e) To determine the methods, means and personnel by which such operations are to be conducted and undertake whatever actions may be necessary to carry out the duties and responsibilities of the Agency in situations of emergency.

6.2 The failure by the Employer to exercise any of the rights as provided in this Agreement shall not be construed as a waiver of these rights. The provisions of this Agreement shall not limit or be construed to limit or restrict the inherent and the common law rights of the Employer and the Administration of the School District to control, direct, manage and make changes in the operations and the affairs of the School Department.

ARTICLE 7

GRIEVANCE PROCEDURE

7.1 For the purpose of this Agreement the term "grievance" means any difference or dispute between the Employer and the Union or between the Employer and any employee with respect to application, violation, or interpretation of any of the provisions of this Agreement.

7.2 There shall be a grievance procedure as follows:

A grievance shall be presented by the aggrieved employee and/or by the Union within ten (10) working days of the employee's knowledge of the occurrence of such grievance.

Level 1. Any employee or group of employees who has/have a grievance shall discuss it first with the immediate Supervisor in an attempt to resolve the matter informally at that level.

Level 2. If the matter is not resolved at Level 1 within one (1) day, the grievance shall be submitted in writing to the Human Resource Director who shall attempt to resolve the problem within five (5) working days. The decision shall be in writing.

Level 3. If the Human Resource Director's resolution is unacceptable to the Union, the Union shall advance the grievance within seven (7) working days to the Superintendent. The Superintendent shall attempt to resolve the matter within seven (7) working days. The Superintendent's decision shall be in writing.

Level 4. If the grievance is not resolved at Level 3, the Union may refer the grievance within thirty (30) working days to the School Committee. The School Committee shall have fifteen (15) working days to hear the grievance and fifteen (15) days thereafter to give a written response.

Level 5. If the grievance is still unsettled, the Union shall have the right within thirty (30) days after the School Committee's reply is due, to submit the matter to arbitration to the American Arbitration Association in accordance with the rules of the Association then obtaining. The decision of the Arbitrator shall be final and binding upon the parties. The expense of any arbitration shall be borne equally by the parties.

7.3 Aggrieved members of the bargaining unit shall be guaranteed the right to Union representation during the course of the grievance procedure. Union Officers, Stewards and grievants shall be allowed time off during working hours without loss of pay in processing grievances.

7.4. The times for grievance meetings shall be mutually agreed to between the parties.

7.5 The Union shall have the right to advance the grievance to the next step if the Employer's representative does not respond within the time limits at his/her level.

7.6 Failure to appeal the grievance within the time limits shall constitute settlement of the grievance.

7.7 The parties shall have the right to extend any of the time limits for the grievance procedure by mutual agreement in writing only.

ARTICLE 8

PROMOTIONS AND TRANSFERS

8.l This Article shall apply only to vacancies in permanent positions. Employees presently in the bargaining unit shall be given preference over other applicants when jobs within the bargaining unit are available. Said preference shall be on the basis of seniority as outlined in the Article on seniority of this Agreement.

8.2 All bargaining unit job postings shall be posted at time stations in all school department buildings. Each job posting shall remain posted for five (5) working days prior to filling said vacancy. The posting shall list the title of the position, the salary and hours of the position, and the job requirements. Employees interested in applying for any vacant positions shall express their interest in writing to the Superintendent. No person shall be permanently hired for any posted job until the expiration date of the posting period.

8.3 The opportunity for a transfer shall be offered to employees who bid for the vacancy in the order of their seniority. Any employee who is given a transfer pursuant to this Article to a Maintenance III or higher classification shall serve a probationary period of thirty days actually worked. If such employee does not demonstrate an ability to satisfactorily perform the job during this period, he/she shall be returned to his/her former position. Such employee may also voluntarily return to his/her former position during this probationary period.

8.4 The President of the Union shall be notified of the transfer when the transfer becomes effective.

An employee who is offered a transfer must immediately notify the Superintendent of Schools, or his designee, of his or her decision to accept or reject the transfer. All employees who are offered such a transfer shall execute a form provided by the employer which shall state whether they have accepted or rejected such transfer.

8.5 In the event an employee is awarded a job which is in a higher grade, said employee's wage rate shall be at the next higher rate of pay step excluding Entry Rate. In the event an employee voluntarily accepts a job which is in a lower grade, said employee's wage rate shall be at the same letter step for the lower grade as that held in the higher grade.

No employee when involuntarily assigned to lower classification shall suffer a reduction in his or her rate of pay.

When an employee who has worked less than six (6) months is transferred from a position in one grade to a position in a higher grade, the employee shall be paid at the rate established for the Entry Step of the higher grade to which he/she is transferred for the remainder of the six (6) months probationary period.

8.6 When a vacancy occurs and all employees, in order of their seniority, have declined to accept a transfer, the employer may immediately hire a temporary employee to fill the vacancy for a period of no more than thirty (30) working days. Prior to hiring a temporary employee, or filling the job, if there is a need to cover the vacancy it shall be filled on an overtime basis by bargaining unit employees.

8.7 As used in this Article, "transfer" includes promotion, lateral transfer and voluntary demotion. For purposes of lateral transfers only, an employee may not request or receive such a lateral transfer more than two times in any one calendar year. Movement from a part-time position to a full-time position within the same classification will not be considered a lateral transfer.

8.8 Custodian III vacancies shall be filled following a selection process based on evidence of performance and seniority.

ARTICLE 9

HOURS OF WORK

9.1 A. The work week shall be Monday through Friday as follows:

	Start Time	End Time
Elementary Schools
1^st shift	7:00 a.m.	3:30 p.m.
Swing shift	10:30 a.m.	6:30 p.m.
2^nd shift	3:00 p.m.	11:00 p.m.
2^nd shift (part time)	3:00 p.m.	7:00 p.m.

Middle Schools
1^st shift	6:30 a.m.	3:00 p.m.
1^st shift (part time)	10:30 a.m.	2:30 p.m.
2^nd shift	3:00 p.m.	11:00 p.m.

High School
1^st shift	6:30 a.m.	3:00 p.m.
2^nd shift	2:30 p.m.	10:30 p.m.
2^nd shift	4:00 p.m.	12:00 p.m.

Periodic Crew
2^nd shift	3:30 p.m.	11:30 p.m.

ITA
2^nd shift	3:30 p.m.	6:30 p.m.

Administration
2^nd shift	3:30 p.m.	7:30 p.m.

Maintenance
1^st shift	6:30 a.m.	3:00 p.m.

B. All breaks shall be taken in the building where the employee works. Full time custodians receive two, fifteen-minute breaks. Part time custodians receive one, fifteen-minute break.

C. Full-time Day Custodians shall have unpaid meal periods as assigned at the approximate mid-point of their shift unless mutually agreed otherwise.

D. Full-time Night Custodians shall have paid meal periods from 6:00 to 6:30 p.m. unless mutually agreed otherwise.

E. The meal period for Maintenance workers shall be 12:00 to 12:30 P.M. provided, however, that the employee will finish the job on which he or she is working before taking a lunch break if this can be accomplished not later than 1:00 P.M.

Maintenance workers will punch out and in for meal periods at the maintenance garage except as follows: When a maintenance worker is assigned to Matunuck or West Kingstown during that portion of the day which includes time before and after the lunch period, and was told of the assignment there no later than the previous work day, he/she shall punch out/in at the school and may use the School Department vehicle for going to and from lunch.

F. During summer recess, hours for all full-time employees and part-time employees who work eight hour shifts (excluding maintenance workers) shall be:

7:00 A.M. - 3:30 P.M.

12-12:30 P.M. Meal period

9-9:15 A.M. Break

2-2:15 P.M. Break

During summer recess, hours for all other part-time employees, except for the Administration Building Night Custodian, shall be:

7:00 A.M. - 11:00 A.M.

9:00 - 9:15 A.M. - Break

During summer recess, part-time employees, except for the Administration Building Night Custodian, shall have the option of working 4 hour shifts or 8 hour shifts. Once an employee elects to work either the 4 hour shift or the 8 hour shift, he/she shall work such shift for the entire summer recess.

H. At other times when school is not in session (e.g., Christmas vacation), night custodians, except for the Administration Building Night Custodian, shall work during the day shift (for the number of hours they are regularly scheduled to work), except that when a regularly scheduled night school function occurs that evening, one (1) custodian shall work the regular shift.

I. The principal and the custodian by mutual agreement may select break times other than those specified in this section. Breaks shall not be taken at the beginning or end of shifts.

9.2 On early release days, as approved by the Commissioner of Education, night custodians shall be allowed to begin their shifts at the time of dismissal. Early release days will be posted for each school by September 1 of each school year. In the event a regularly scheduled night school function occurs that evening, one (1) custodian shall work the regular shift.

9.3 The following shall be standard operating procedure for the use of time clocks:

(a) When an employee fails to report to work on time, a seven-minute leeway will be allowed. If an employee is late eight minutes, he will be docked 15 minutes. If an employee works approved overtime eight minutes, he will be paid for 15 minutes overtime.

(b) Every custodian, with the exception of night custodians, will be required to punch in and punch out at lunch time.

(c) If a custodian volunteers for overtime in another building, he/she should use a blank card in that building provided for that purpose and leave the card in that building. Each building will keep its own cards on file and the secretary will forward the bi-weekly payroll time sheet on which they have calculated the time for each custodian in their building.

9.4 Locations and assignments of custodians may be changed during periods of construction in schools.

ARTICLE l0

OVERTIME AND CALLBACK

l0.l Any employee covered by this Agreement who is called in or called back to work after the regularly scheduled shift ends and before the next regularly scheduled shift begins shall be paid at least three (3) hours pay at the rate of time and one-half the regular rate of said employee's pay. This provision shall not apply when an employee works additional time contiguous to the end of his/her regular shift or when, by prearrangement at least three working days in advance, a day shift employee comes in to work not more than one (l) hour prior to the regular starting time and works through his/her regular shift.

l0.2 Any employee who works on one of the holidays, as provided for in this Agreement, shall be paid at the rate of time and one-half (l l/2) said employee's rate of pay in addition to the employee's holiday pay. Employees who work on any Sunday shall receive pay at the rate of double-time.

l0.3 When functions take place in a school at a time other than regular school hours, overtime shall be given Custodians to perform all necessary work related thereto, including opening and closing of schools and necessary cleaning. Said overtime assignments shall be fairly distributed among the Custodians in the building first and if none are available to work then in the bargaining unit.

Salaried or administrative personnel shall not be permitted to perform Custodian work for the purposes of defeating overtime.

l0.4 An overtime list, by building and bargaining unit, shall be established by seniority and posted in each work station.

l0.5 Overtime distribution shall be as follows:

a. Except as provided in b, e and f below, overtime shall be distributed daily in the building first and then in the bargaining unit equitably.

b. If the employee cannot be reached or is out sick or injured or declines the offer for overtime he or she shall be charged for same.

c. Probationary employees shall be included in the overtime rotation.

d. As soon as the employer determines that weekday overtime will be available, it shall offer it immediately within a building and no earlier than five (5) days prior to the overtime event within the bargaining unit.

e. As soon as the employer determines that weekend overtime will be available, it shall offer it immediately within the building and no earlier than two (2) days prior to the overtime event within the bargaining unit.

f. In the event that an employee refuses any overtime opportunities scheduled in advance, he/she shall not be called the next time his/her name appears on the rotation list for any additional overtime opportunities that may be available for that same day.

g. If an overtime event is cancelled, the employee who was scheduled to work the assignment shall be offered the next available overtime opportunity.

h. In the event that a maintenance worker refuses an overtime assignment for maintenance duties, he/she will not be allowed to obtain overtime for custodial duties until after he/she completes a maintenance overtime assignment.

10.6 An overtime list shall be kept with the names of those employees who wish to work overtime. Employees not on this list may be placed on said list by request on forms provided by the employer.

10.7 Any hours worked in excess of the regular work day shall be paid at the rate of time and one-half. For purposes of this provision hours worked shall not include sick time if the sick time occurs the work day before or the work day after the overtime occurs.

10.8 The School Committee shall not be required to fill the position of an employee on extended leave by use of overtime. The Committee may hire a temporary employee in such case, subject to the following:

l. For purposes of this provision, "extended leave" shall mean an absence which the Employer reasonably expects to last five (5) or more working days for any reason (e.g. vacation, injury, illness, unpaid leave).

2. The temporary employee shall be hired for the classification and shift which remain after bargaining unit employees in the building have had an opportunity to opt in seniority order for temporary reassignment to the opening created by the leave.

3. When a temporary vacancy exists it shall be filled by a candidate chosen through a screening process that includes management and union participation. If the candidate completes three months of service, he/she shall become a bargaining unit member and have service in the temporary vacancy credited toward the probationary period.

4. At the conclusion of the extended leave, the temporary employee shall be removed from the position, and other employees returned to positions held prior to the leave, so as to make the job available for return of the worker on leave.

5. If the employee on leave does not return, the vacancy shall be posted and filled in accordance with Article 8. When that occurs, the temporary employee shall be removed from the position and other employees returned to positions held prior to the leave.

10.9 Employees shall be able to take earned overtime as compensatory time subject to the following conditions:

1. No more than sixty (60) hours may be accrued at any time.

2. Compensatory time may not be taken at a time in which the district is required to use overtime for replacement nor when school is in session, i.e. except for school vacation and summer recess.

3. The time at which compensatory time is taken is subject to approval in the same manner as vacation time as detailed in Article 16.

10.10 In the event a bargaining unit member works sixteen (16) consecutive hours, either regularly scheduled or overtime, the employee shall be entitled to a three (3) hour unpaid rest period without loss of overtime.

ARTICLE ll

MEDICAL INSURANCE

11.1 The following Blue Cross and Blue Shield plans, or equivalent will be provided as specified below:

Coast to Coast: The Coast to Coast plan provided by the School Committee will include an 80/20 prescription rider and a chiropractic rider (providing for 12 visits per year). The Emergency Room co-payment shall be $100.00.

Subject to the provisions set forth above, the Employer shall provide individual coverage for all employees covered by this Agreement. For employees regularly scheduled to work at least twenty-five (25) hours per week, the Employer shall pay the full cost of family coverage above for those employees covered by this Agreement who are eligible for such family coverage and elect said coverage. Notwithstanding the foregoing, the Employer shall continue to pay the full cost of family coverage above for any employee who is regularly scheduled to work fewer than twenty-five (25) hours per week if the employee was hired on or before January 1, 1996.

11.2 The Employer shall provide individual coverage for Delta Dental Level I or equivalent for all employees covered by this Agreement. The Employer shall explore the possibility of offering Level IV coverage, individual and family plan, to be fully paid by employees who elect such coverage, depending on Blue Cross minimum enrollment and other requirements.

11.3 The Employer shall provide said coverage, provided, however, that should another member of the employee's family be eligible for and be receiving medical insurance from the Town or the South Kingstown School Department, then the Employer shall not be required to furnish medical coverage for said employee or said family.

11.4 With the exception of the obligation to forward premium payments on a timely basis, the Employer shall not be subject to any liability as a result of the permission granted by the Employer to employees to buy group health insurance under this section.

11.5 An employee who is laid off shall be allowed to participate in the group health insurance coverage at the employee's expense for a maximum of three (3) years.

An employee who retires (as defined in §l4.7) shall be allowed to participate in the group health insurance coverage at the employee's expense for a maximum of five (5) years from the date of retirement but not beyond age 65 provided that the retiree is not employed in another job where group health insurance coverage is available.

The employee must elect participation or non-participation at the time of separation. An employee who elects not to participate may not later join the group.

Payment for a month's premium must be received by the 20th of the preceding month. If payment is not received, the insurance shall be cancelled and the individual so notified in writing.

11.6 Bargaining unit members receiving health insurance shall pay through payroll deduction 3% of the premium as a contribution towards the costs of the plan.

11.7 Buy Back Provision. Employees regularly scheduled to work at least twenty-five (25) hours per week are eligible to participate in the ”Buy-Back” option of Health Benefits:

a. Any eligible bargaining unit member who has double medical coverage may elect to drop the coverage provided by the South Kingstown School Committee and a payment of $1,750. Such payment will be prorated over the pay periods remaining in the school year which are paid on or after November 1. Bargaining unit members wishing to participate shall deliver a signed, witnessed waiver form to the Superintendent's office prior to August 1st of that school year.

b. A bargaining unit member who is hired or recalled after September 15 may participate as above by submitting the waiver prior to the 15th of the calendar month preceding that in which coverage will be dropped. Pro-ration of the payment due shall begin as soon as practicable following submission of the waiver.

f. In the event a bargaining unit member who has elected to drop medical coverage as provided above, decides to reinstate either or both coverages, the following shall apply:

(1) Reinstatement may be effective only at the beginning of the plan year (September 1) and application must be made in writing to the Superintendent's office not later August 1.

(2) Reinstatement may be requested during the plan year if such request is due to loss of the other available coverage for reasons beyond the employee's control. A request for mid-year reinstatement must be made in writing to the Superintendent's office.

If the request is approved by the insurer, reinstatement shall be effective the first of the month which is at least fifteen (15) calendar days following such approval.

(3) All reinstatement is subject to the medical coverage provider’s rules and contingent upon the insurer's approval.

g. A bargaining unit member returning from leave of absence after September 15th of a school year shall not be eligible to participate in the Buy Back option during that school year.

Eligibility for participation in the "Buy Back” option would commence on the payment date immediately following signing of this agreement.

ARTICLE l2

WORKERS' COMPENSATION

12.1 The Employer agrees to continue to cover all employees with Worker's Compensation coverage, which protects against loss due to statutory liability as a result of personal injury or death suffered by an employee in the course of his employment.

12.2 It is important that claim forms be made out within twenty-four (24) hours of the accident.

12.3 Full-time employees who are injured on the job shall receive not more than eight (8) hours of sick leave credit if they are absent for eight (8) hours or less due to such injury. Such employees who are absent more than eight (8) hours but less than four (4) days, due to such injury, shall use sick leave for the period beyond the eight (8) hours, but less than four (4) days.

Similar sick leave credit for part-time employees shall be prorated based upon the number of hours they were assigned to work on the day on which the on-the-job injury occurred.

When personnel have deducted time from accumulated sick leave due to on the job "temporary disability" for four (4) days, and have been paid by the district for said time taken, all reimbursements received from worker's compensation for said disability must be returned to the district. In such instances, sick leave credit will be made on a proportionate basis.

12.4 When a claim is made for "permanent partial disability" and payment is received, this money is to be retained by claimant. Employee files a worker's compensation form with the central office.

12.5 Whenever a bargaining unit member is absent from work as a result of personal injury sustained by the bargaining unit member arising out of and in the course of his/her employment, he/she will be paid full salary for a period of up to 45 working days from the date of injury, without charge to his/her annual sick leave. From the 46^th working day forward, the bargaining unit member may elect to utilize his/her sick leave, prorated, and based upon the amount of workers compensation payments made to the school department. Time from the sick pool shall not be applied for this purpose.

ARTICLE l3

SAFETY AND HEALTH

13.1 The Employer and the Union shall cooperate in the enforcement of safety rules and regulations.

13.2 Should an employee complain that his work requires him to be in an unsafe or unhealthy situation in violation of acceptable safety rules, the matter should be considered immediately by representatives of the Employer other than the said employee's immediate supervisor.

13.3 In the event the Employer disputes the existence of an unsafe or unhealthy condition, then the Union shall have the right to grieve and dispute.

13.4 The Employer shall provide all necessary training required for employees covered by this Agreement. The Employer shall provide all employees with all necessary personal protective equipment including, but not limited to, safety glasses and gloves, as determined by the School Department Safety Committee.

13.5 Whenever snowplowing or sanding is performed, vehicles used shall have two (2) employees when personnel are available.

13.6 (a) Whenever a health or safety inspection of a school department building or area takes place, the Union President or his/her designee shall be notified if possible. The head custodian of such building or area may accompany the health or safety inspector if the inspector so permits.

(b) The School Committee shall forward to the Union President a copy of any regularly required health and safety reports (other than individual complaints or incident reports) made to or received from OSHA, Department of Health or Department of Labor.

13.7 Whenever asbestos abatement (removal or containment) is being performed on school department premises, the Union President or his/her designee shall be notified.

13.8 Whenever medical evidence is provided of limitation of ability, the district shall have the right to an independent medical.

ARTICLE l4

SICK LEAVE/BEREAVEMENT LEAVE

14.1 Sick leave with regular pay shall be granted to all employees covered by this Agreement at the rate of one and one-quarter (l l/4) days per calendar month. Unused sick leave shall accumulate to a maximum of l80 days. Sick leave must be used in increments of no less than one-quarter (1/4) day.

14.2 One (l) day will be granted for family illness; five (5) additional days may be used for family illness and will be charged to the employee's personal sick leave.

14.3 For extended or questioned illness, a Doctor's examination report may be required after three (3) days absence. Failure to comply with this request will result in no payment for sick leave.

14.4 Five (5) days absence with pay will be allowed to a bargaining unit member for each critical illness or death in the immediate family. Absences for deaths and funeral attendance are to be resolved with the building administrator.

14.5 For the purposes of this Article, immediate family means Husband, Wife, Children and any other members of the same home; Father and Mother, Brother and Sister, Grandmother and Grandfather, Father-in-law and Mother-in-law, grandchild, son-in-law and daughter-in-law.

14.6 For extended absences the School Committee may require an employee to have a doctor's examination by the School Doctor or a doctor of the employee's choice.

14.7 One half of accumulated sick leave shall be paid in one lump sum to each employee who retires after ten (l0) years of service. For the purposes of this section an employee who retires shall be defined as eligible for the municipal employees’ pension plan. Notification by December l shall be required for any employee retiring in the following fiscal year. If such employee misses this deadline, he/she may be required to wait until the fiscal year following the one that begins the next July 1 for this benefit to be paid.

ARTICLE l5

SICK LEAVE BANK

l5.l A sick leave pool shall be established within the bargaining unit.

l5.2 Any permanent employee in need who had not previously abused his/her sick leave and exhausted all vacation and sick leave, could draw from the bank on a pay-back basis.

l5.3 Any employee at any time could contribute any portion of his/her accumulated sick leave to the bank on a non-reimbursable basis.

l5.4 Any sick leave accumulated by an employee in excess of l80 days would automatically be contributed to the bank.

l5.5 Any employee drawing from the bank would have the responsibility of reimbursing the bank upon their return to work at a rate mutually agreed upon by the employee and the Sick Leave Bank Committee.

l5.6 A Sick Leave Bank Committee, consisting of one person appointed by the Union, and one person appointed by the Employer, shall administer this bank. Disagreements of this Committee shall be subject to the grievance procedure.

ARTICLE l6

VACATIONS

l6.l The School Committee shall provide to each member of the bargaining unit a written record of all his/her accrued leave as of each July l. The School Committee shall also provide this information to the President of the Union.

16.2 Effective July l, l985 vacation leave with pay shall be allowed and considered earned by the employee in accordance with the following schedule:

Accrual Rate Year

Service Per Month Accumulation

0 to l year .83 l0 days

l to 2 years l.25 l5 days

2 to 3 years l.66 20 days

Any additional fractions of vacation time earned based on the yearly accumulation shall be recorded on July l of each year.

l6.3 An employee may carry the cumulative vacation leave from one year to the next up to a maximum of ten (l0) days. Vacation earned as specified in Section l6.2 shall be credited to each employee on January l and July l of each year. No employee shall be allowed to use any vacation prior to the time such vacation is credited. Employees shall be allowed to accumulate no more than thirty (30) vacation days at any one time. Employees who terminate shall, upon termination, receive paid vacation or vacation pay as accrued in accordance with Section l6.2.

l6.4 Employees covered by this Agreement shall not be called back to work while on vacation unless by mutual agreement between the employee and the School Department. If an employee is called back to work while on vacation, said employee shall receive vacation pay plus pay at the rate of time and one-half for those hours worked.

l6.5 Employees shall be granted vacation with fifteen calendar days advance notice.

When school is in session, not more than the following employees shall be on vacation at any one time:

one (l) at each elementary school

two (2) at the junior high school

three (3) at the senior high school

two (2) at the maintenance department

When school is not in session, not more than the following employees shall be on vacation at any one time:

Half at each elementary school

Half at the junior high school

Half at the senior high school

Half at the maintenance department

If more employees than may be granted vacation request the same vacation time, preference shall be given to those with greatest seniority.

Vacation schedules shall be posted in each building.

Employees who give a 30 calendar day notice shall be granted vacation on the basis of seniority as defined in 5.3 of this agreement. When employees give less than a 30 calendar day notice then the employees who first requested vacation time shall be granted the vacation.

l6.6 No vacations shall be granted during the five (5) working day period immediately preceding the opening of school, and the first five (5) school days of the academic year.

l6.7 Employees shall be allowed to take one (l) week vacation time while school is in session subject to Section l6.5 of this Agreement.

16.8 All approved requests for vacation time shall be posted in the building or department where vacation requests are being made within 48 hours of the request being received by the immediate supervisor.

ARTICLE l7

HOLIDAYS

l7.l All employees covered by this Agreement shall be paid at their regular rate of pay for each of the following designated holidays whether or not a regular scheduled work day:

New Year's Day Labor Day

Martin Luther King, Jr.'s Birthday Columbus Day

Washington's Birthday Veteran's Day

Good Friday (l/2 day) Thanksgiving Day

Memorial Day Day after Thanksgiving

Independence Day Christmas Day

V.J. Day New Year's Eve

l7.2 Whenever a holiday falls during the employee's vacation, said employee shall receive an additional day of vacation.

l7.3 Whenever a holiday falls on a Saturday, the Friday before will be recognized. In case the holiday falls on a Sunday, Monday will be granted.

l7.4 One hundred and eighty (l80) day employees will have the above paid holidays with the following exceptions: Independence Day, V.J. Day, Labor Day, Good Friday (l/2 day) and Washington's Birthday.

l7.5 One-half day of vacation time may be used at the employee's option to supplement the l/2 day Good Friday in Section l7.l above.

ARTICLE l8

PERSONAL LEAVE

l8.l Two (2) personal leave days shall be granted to each employee each year.

l8.2 Requests for personal leave must be made to the supervisor as far in advance as possible. Except in emergencies, at least five (5) days notice shall be given.

personal leave shall not be carried over from one year to the next and is not payable upon termination.

ARTICLE l9

MATERNITY LEAVE

l9.l A pregnant employee holding the position by permanent appointment shall be granted a leave of absence without pay for a period of six (6) months which may be extended by the Superintendent up to twenty-four (24) months.

l9.2 The employee shall report in writing, through proper channels, to the Superintendent, the existence of pregnancy as soon as there is medical confirmation thereof.

l9.3 The employee, upon return from a leave of absence for maternity, must present a letter from her doctor to the effect that she is physically capable to resume the duties of her position. If the employee does not return to the job at the end of an authorized leave of absence, the employee shall be deemed to have voluntarily terminated.

ARTICLE 20

LEAVE OF ABSENCE WITHOUT PAY

20.l A permanent employee may, at the discretion of the Employer be granted a leave of absence without pay for a period not exceeding six (6) months, and said permission shall not be arbitrarily withheld.

20.2 Employees on said leave shall have the right to continue life and health insurance coverage by paying each month's premium in advance to the School Department.

ARTICLE 2l

MILITARY LEAVE

2l.l Any employee covered by this Agreement, who is required to participate in activities relating to membership in a Military Reserve Unit, shall be granted military leave with pay equal to the difference between the amount the employee receives from said military unit and the amount the employee would ordinarily receive had the employee worked for the School Committee during said leave.

ARTICLE 22

LEAVE FOR UNION BUSINESS

22.l Employees covered by this Agreement, up to a maximum of two at any one time, shall be granted unpaid leave

or use of accumulated pay leave to attend Local, Council or International Conferences and/or Conventions, provided such absence does not interfere with the orderly operation of the school system.

ARTICLE 23

JURY DUTY

23.l Paid days will be granted to an employee for jury duty or as a witness when such attendance is required by law. Any remuneration received by an employee for court attendance should be refunded to the district if credit is to be given to the employee's absence. However, he may keep his travel expense.

ARTICLE 24

TERMINATION

24.l Any employee who resigns his or her job shall give fourteen (l4) calendar days written notice to his or her immediate supervisor. Any accumulated paid leave and pay for hours worked shall be paid to the employee no later than the next pay day following the effective date of termination. Only employees who resign in good standing and give the required fourteen days' notice of resignation shall be paid for accumulated paid leave.

ARTICLE 25

ACCESS OF UNION REPRESENTATIVES

25.l With prior permission and notification the Employer agrees to allow the Business Agent or other staff of the Union to enter the various buildings and areas where employees who are covered by this agreement work, for the purpose of transacting union business and observing conditions under which employees work, provided there is no interruption of work. Such permission shall not be arbitrarily withheld.

ARTICLE 26

UNION STEWARDS & UNION BUSINESS

26.1 At the written request of the Union, the Superintendent agrees to grant time off to any employee covered by this Agreement for the purpose of attending the International Union's Convention or any conferences which the International Union or Council may conduct. Said time off shall be without pay but shall, at the employee's discretion, be charged to the employee's accumulated vacation leave.

The School Committee agrees that there will be no discrimination against the Steward because of Union activity.

ARTICLE 27

MILEAGE ALLOWANCE

27.1 Any employee covered by this Agreement who is required to use his or her own personal vehicle for School business shall be reimbursed for such use at the prevailing rate paid by the School Committee.

27.2 Said mileage allowance shall be paid to the employee on the basis of reimbursed expenses without deductions and shall be paid by a separate monthly check.

ARTICLE 28

BULLETIN BOARDS AND SCHOOL FACILITY USE

28.1 The Bulletin Board in each building shall be shared for postings of union communications.

28.2 The Employer agrees to continue the current practice of permitting the Union to use school facilities under the current procedures.

ARTICLE 29

PENSION

29.1 Members of the bargaining unit shall continue to be covered by the provisions of the Municipal Employees' Pension Plan of the State of Rhode Island for the duration of this Agreement.

29.2 If the Town of South Kingstown agrees to implement the COLA B provision for the retirement plan covering employees in the Town’s Council 94 bargaining unit during the term of this contract, then the School Committee will implement the COLA B provision as soon as practicable following the Town’s agreement to implement such COLA B provision, on the same terms and conditions regarding the implementation of such COLA B provision as agreed to between the Town of South Kingstown and Council 94.

ARTICLE 30

PERSONNEL FILES

30.1 Except for pre-employment inquiries, each employee covered by this Agreement shall be allowed to examine his or her own personnel file. Each employee covered by this Agreement shall, upon request, receive a copy of any memorandum, document or other record placed in his or her own personnel file at a reasonable cost.

The employee shall have the right to grieve the truth and/or accuracy of the material placed in his or her file.

Any documents or material given or sent to an employee that will be placed in the employee's personnel file shall have indicated on the document or material that same is being placed in the personnel file. A copy of any such documents or material shall be given to the employee within five (5) working days of the date same are placed in the file.

ARTICLE 31

LIFE INSURANCE

31.1 The Employer shall provide coverage under a Term Life Insurance policy for all employees covered by this Agreement. Effective upon execution of this Agreement, coverage shall be $30,000.

ARTICLE 32

RECORD OF ACCUMULATED TIME

32.1 A written record of all accumulated leave shall be provided to each employee twice a year.

ARTICLE 33

TRAINING AND CERTIFICATION

33.1 The Employer will continue to permit employees who are required to take driver training and/or refresher courses, physicals and x-rays, either during the work day without loss of pay, or after hours with pay.

ARTICLE 34

DISCIPLINARY ACTION

34.1 Disciplinary action may be imposed upon an employee for just cause only. Any disciplinary action imposed upon an employee may be processed as a grievance through the grievance procedure of this Agreement. After a period of two (2) years, a written reprimand shall be expunged from the employee's personnel records provided there has been no intervening disciplinary action. Any disciplinary action taken against any employee covered by this Agreement shall be reported to the Union President or his/her designee within twenty-four (24) hours of said action.

34.2 When the Employer orally reprimands an employee, the reprimand shall be given in a manner that will not embarrass the employee before other employees or the public.

ARTICLE 35

LAYOFF AND RECALL

35.1 In the event a layoff becomes necessary, probationary employees will be laid off first. Employees with the least seniority shall then be laid off. Said laid-off employees' names shall be placed on a recall list and shall remain on said list for a period of up to 3 years. No new employee shall be hired in any classification until all those employees on the recall list have been rehired. The provisions of this Article shall not be utilized to circumvent affirmative action.

35.2 Employees who are laid off shall have the right to bump junior employees provided they are capable of performing the work of said classification. Employees so demoted shall have the right to fill any position in the classification they have vacated when said positions become available.

35.3 Employees with the greatest seniority on the recall list shall be rehired first whenever an opening exists in said classification. They shall be notified by certified mail and must respond within five (5) working days of the receipt of said recall letter to express their intentions of returning to work. Employees so notified and desiring to return to work shall return to work within ten (10) working days if said expression if desire to return to work.

35.4 Employees on the recall list shall continue to accrue seniority while on layoff up to a period of one (1) year.

35.5 There shall be a thirty day written notice to any employee who is laid off. A copy of the layoff notice shall be sent to the Union President.

ARTICLE 36

WAGES & LONGEVITY & SHIFT DIFFERENTIAL

36.1 Wages shall be as specified in Appendix A of this Agreement.

36.2 Longevity shall be as follows:

Over 8 years of service $ 300.00

Over 10 years of service $ 800.00

Over 15 years of service $1,000.00

Over 20 years of service $1,200.00

Over 20 years of service (7/1/09) $1,325.00

36.3 Shift differential for second and third shift Custodians shall be $ .45. For any second shifts ending after 11:00 PM the differential shall be $ .65.

When a second or third shift Custodian works overtime as defined in Article l0 during the second or third shift, he or she shall receive time and one-half the regular shift differential rate.

ARTICLE 37

SEVERABILITY

37.1 In the event any articles or part of any article of this Agreement are found to be invalid by a court of competent jurisdiction, the remainder of this Agreement shall continue in full force and effect.

37.2 The waiver of any breach or condition of this Agreement shall not set a precedent in the future enforcement of this Agreement.

ARTICLE 38

NEGOTIATIONS FOR NEXT CONTRACT

38.1 Upon receipt of a written demand for bargaining, the Employer agrees to enter into negotiations with the Union no later than One Hundred Twenty (120) days prior to the expiration date of this Agreement for the purpose of negotiating a succeeding Agreement.

38.2 In the event negotiating sessions are mutually scheduled during working hours for any employee covered by this Agreement who shall be elected or appointed to a position on the negotiating committee for the Union, then that employee shall be relieved of duty to attend any necessary meetings relevant to negotiations. Said relief from duty shall be without loss of pay.

ARTICLE 39

EXTRA CONTRACT AGREEMENTS

39.1 The Employer agrees not to enter into any Agreement with employees covered by this Agreement either individually or collectively which in any way conflicts with the terms and provisions of this Agreement.

ARTICLE 40

AMENDMENTS TO AGREEMENT

40.1 The parties agree that no changes whatsoever shall be made to this Agreement for the duration of the Agreement unless by mutual consent in writing by the parties.

ARTICLE 41

SNOW DAYS/SNOW EMERGENCY

41.1 Custodial and maintenance personnel will work snow days except when a Snow Emergency is declared by the Superintendent. Employees will be notified via the district Snow Emergency telephone chain and the Radio and T.V.

41.2 If a Snow Emergency is declared by the Superintendent all non-teaching personnel remaining at home are to receive a regular day's pay. All employees who are called in will receive pay at time and one-half or at the employee's option compensatory time at the rate of time and one-half, plus the regular day's pay.

41.3 When school is cancelled for a full day due to weather conditions, custodians who cannot get to work shall be allowed to use vacation or personal time for such day. In the event that maintenance employees are engaged in snow removal on such days, they shall be allowed to take school department trucks home, if available, but shall be required to return them the following day.

ARTICLE 42

EYEGLASS COMPENSATION

42.1. The Employer agrees that if an employee's eyeglasses are broken because of a job related incident then the Employer will reimburse employee for cost of repair or replacement.

ARTICLE 43

JOB DESCRIPTION & CLASS

43.1. All employees covered by this Agreement shall have job descriptions and designated classifications which shall not be changed unless in writing by the consent of the Union and the School Committee.

43.2. Employees who work in a higher classification for six (6) or more consecutive work days, exclusive of vacation, sick or other leave days but inclusive of holidays, shall receive the rate of pay for the higher classification for those days and said rate of pay shall be retroactive to the first day of working in the higher classification.

43.3. Classifications are as follows:

Grade

Classification

Custodian I

Roving Crew

Maintenance Person

Custodian II

Maintenance II

Custodian III at Matunuck

Custodian III at West Kingston

Custodian III at Wakefield

Custodian III (Broad Rock, Curtis Corner

Peace Dale)

Custodian III (High School)

Maintenance III

No positions currently at this grade level

Maintenance Technician

43.4 Employees in the classification of Custodian I who work alone at night in the schools shall assume certain duties of Custodian II, specifically, opening and securing buildings and changing light bulbs.

ARTICLE 44

P.E.O.P.L.E.

44.1 Upon receipt of a voluntary written individual order from any of its employees covered by this agreement on forms provided by the Union, the Town will deduct from the pay of such employees those P.E.O.P.L.E. contributions authorized by the employee and forward such deductions to Council 94.

ARTICLE 45

NON-PERFORMANCE OF BARGAINING UNIT WORK

45.1 Non-bargaining unit employees shall not normally perform work performed by bargaining unit employees subject to the following condition:

The School Committee shall continue to provide work in said classification for employees in the bargaining unit and shall avoid insofar as is practicable, the sub-contracting of work performed by employees in the bargaining unit.

ARTICLE 46

MISCELLANEOUS

46.1 No custodian shall be entitled to a free lunch provided by the school system.

ARTICLE 47

DURATION

47.1. The effective date of this Agreement shall be July 1, 2005 and this Agreement shall expire June 30, 2008.

APPENDIX A

WAGES

Wage Rates for this Agreement are set forth on the attached schedule:

Effective July l, 2005, each non-probationary employee who is not at the maximum step for his or her grade shall advance one step and shall receive the rate of pay provided in the Wage Schedule for his or her Grade or Step.

Any new employee hired during any year shall start on the entry step of the Wage Rates for that year. Said new employee shall be paid at the appropriate entry step rate of said

employee's probationary period. At the end of the probationary period said employee shall be paid at the rate for Step A for the employee's grade. Beginning July l, following his or her advancement to Step A, the employee shall receive the same step advancements and wage increases provided above for non-probationary employees.

HOURLY

WAGE RATES

July 1, 2008 – June 30, 2009

STEP	Entry	A	B	C	D	E	F	G
8	11.73	12.49	13.05	13.65	14.35	14.91	15.70	16.17
9	12.35	13.11	13.65	14.35	14.91	15.70	16.39	16.88
10	11.93	12.78	13.38	14.04	14.79	15.48	16.24	16.73
11	12.51	13.38	14.04	14.79	15.48	16.24	17.06	17.57
12	13.14	14.04	14.79	15.48	16.24	17.06	17.93	18.47
13	13.77	14.79	15.48	16.24	17.06	17.93	18.85	19.42
14	14.45	15.42	16.15	16.90	17.73	18.59	19.50	20.09
16	15.99	17.06	17.93	18.85	19.82	20.80	21.86	22.52
17	16.70	17.78	18.64	19.57	20.55	21.50	22.57	23.25
18	17.54	18.42	19.33	20.29	21.32	22.38	23.49	24.19

July 1, 2009 – June 30, 2010

STEP	Entry	A	B	C	D	E	F	G
8	12.05	12.83	13.40	14.02	14.74	15.31	16.12	16.61
9	12.68	13.46	14.02	14.74	15.31	16.12	16.83	17.34
10	12.25	13.13	13.74	14.42	15.19	15.90	16.68	17.18
11	12.85	13.74	14.42	15.19	15.90	16.68	17.52	18.05
12	13.49	14.42	15.19	15.90	16.68	17.52	18.41	18.97
13	14.14	15.19	15.90	16.68	17.52	18.41	19.36	19.94
14	14.84	15.84	16.59	17.36	18.21	19.09	20.03	20.63
16	16.42	17.52	18.41	19.36	20.36	21.36	22.45	23.12
17	17.15	18.26	19.14	20.10	21.10	22.08	23.18	23.87
18	18.01	18.92	19.85	20.84	21.90	22.98	24.12	24.85

July 1, 2010 – June 30, 2011

STEP	Entry	A	B	C	D	E	F	G
8	12.37	13.17	13.76	14.40	15.14	15.73	16.56	17.06
9	13.03	13.83	14.40	15.14	15.73	16.56	17.29	17.81
10	12.58	13.48	14.11	14.81	15.60	16.33	17.13	17.64
11	13.19	14.11	14.81	15.60	16.33	17.13	17.99	18.53
12	13.86	14.81	15.60	16.33	17.13	17.99	18.91	19.48
13	14.52	15.60	16.33	17.13	17.99	18.91	19.88	20.48
14	15.24	16.26	17.03	17.82	18.70	19.61	20.57	21.18
16	16.87	17.99	18.91	19.88	20.90	21.94	23.06	23.75
17	17.61	18.75	19.66	20.64	21.67	22.68	23.81	24.52
18	18.50	19.43	20.39	21.40	22.49	23.60	24.78	25.52

IN WITNESS WHEREOF, the parties have hereunto affixed their signatures this ninth day of December, 9 2008 .

FOR AFSCME, AFL-CIO FOR THE SOUTH KINGSTOWN, RHODE ISLAND COUNCIL 94 R.I. SCHOOL COMMITTEE

ON BEHALF OF LOCAL 3125

__________________________ _________________________

Business Agent

NEGOTIATING COMMITTEE:

___________________________

CUSTODIAN I

NATURE OF WORK

This is repetitive unskilled work of limited variety and complexity in the cleaning of public buildings.

An employee in this class performs a limited number of cleaning and custodial duties in an assigned area of a public building usually when the building is unoccupied. The work is of a repetitive nature which can easily be learned on the job without previous experience or training. Assignments are given in the form of oral instructions. Work is reviewed by a superior in progress or upon completion for meeting standards of cleanliness and for adherence to instructions.

ILLUSTRATIVE EXAMPLES OF WORK

Sweeps, mops and polishes floors; vacuums rugs;

Cleans restrooms and replenishes supplies;

Empties wastebaskets and ashtrays;

Washes walls, windows and blackboards;

Dusts tables, desks and other furniture;

Moves and arranges tables and chairs;

Operates a variety of custodial equipment such as scrubbers and polishers, vacuum cleaners, push brooms and mops;

Performs related work as required.

KNOWLEDGES, ABILITIES AND SKILLS

Ability to understand and follow simple oral instructions;

Ability to carry and move light loads and to climb ladders;

Ability to perform repetitive manual tasks without close supervision;

Ability to acquire knowledge of cleaning materials, methods, equipment and procedures;

Ability to learn to operate light custodial equipment safely and to exercise care in its use.

EXPERIENCE AND TRAINING

No previous experience or formal education required.

CUSTODIAN II

NATURE OF WORK

This is varied and responsible manual work in the cleaning and care of public buildings.

An employee in this class is responsible for the cleanliness, neatness and custodial care of a small public building such as an elementary school or town hall. Although much of the work is of a repetitive nature, the employee is required to exercise some initiative in carrying out responsibilities in accordance with established practices under only general supervision. The work is usually performed when the building is occupied and requires the ability to adjust work routines to meet changing circumstances and the requests or directions of various building users. Assignments are given in the form of oral or written instructions. Work is subject to review by a supervisor in progress or upon completion for results obtained and for adherence to instructions.

ILLUSTRATIVE EXAMPLES OF WORK

Opens the building for use; unlocks all doors; turns on lights; checks heat; makes rounds checking for vandalism or damage; reports maintenance or repair needs; checks the work of night cleaning crews; raises flag; brings in mail; closes building for the night; locks and secures windows and doors;

Sweeps walks, shovels snow from walks and spreads rock salt;

Receives deliveries; puts away supplies;

Arranges furniture for various meetings; moves furniture and materials from room to room;

Changes light bulbs;

Sweeps, mops and polishes floors, vacuum rugs; cleans up spills;

Cleans restrooms and replenishes supplies;

Unplugs toilets and drains;

Operates a variety of custodial equipment such as scrubbers and polishers, vacuum cleaners, push brooms and mops;

Runs errands;

Performs related work as required.

KNOWLEDGES, ABILITIES AND SKILLS

Some knowledge of cleaning materials, methods, equipment and procedures;

Ability to assume responsibility for the cleanliness and custodial care of a small public building;

Ability to understand and follow oral and written instructions;

Ability to perform a variety of cleaning and custodial duties without close supervision;

Ability to carry and move light loads and to climb ladders;

Ability to operate and properly care for light custodial equipment;

Ability to serve a wide variety of building users courteously and efficiently.

EXPERIENCE AND TRAINING

Some experience in janitorial or custodial work.

CUSTODIAN III

NATURE OF WORK

This is supervisory and manual work in the cleaning and care of public buildings.

An employee in this class is responsible for the cleanliness, neatness and custodial care of a large public building such as a senior or junior high school. The employee is responsible for assigning and reviewing the work of a small crew of custodial workers and for performing a variety of manual activities requiring the exercise of some initiative and judgment in their performance. Assignments are given in the form of oral or written instructions. Work is subject to review by a superior in progress or upon completion for results obtained and for adherence to instructions.

ILLUSTRATIVE EXAMPLES OF WORK

Assigns and reviews the work of subordinate custodial workers; set up work schedules; orders supplies;

Opens the building for use; unlocks all doors; turns on lights; checks heat; makes rounds checking for vandalism or damage; reports maintenance or repair needs; raises flag; brings in mail; closes building for the night; locks and secures windows and doors;

Sweeps walks; shovels snow walks and spreads salt;

Receives deliveries; puts away supplies;

Arranges furniture for various meetings; moves furniture and materials from room to room;

Changes light bulbs;

Sweeps, mops and polishes floors; vacuums rugs; cleans up spills;

Unplugs toilets and drains;

Operates a variety of custodial equipment such as scrubbers and polishers, vacuum cleaners, push brooms and mops;

Performs related work as required.

KNOWLEDGES, ABILITIES AND SKILLS

Considerable knowledge of cleaning materials, methods, equipment and procedures;

Ability to plan, assign and review the work of subordinate custodial employees;

Ability to assume responsibility for the cleanliness and custodial care of a large public building;

Ability to understand and follow oral and written instructions;

Ability to perform a variety of cleaning and custodial duties;

Ability to carry and move light loads and to climb ladders;

Ability to operate and properly care for a variety of light custodial equipment;

Ability to serve a wide variety of building users courteously and efficiently.

EXPERIENCE AND TRAINING

Considerable experience in janitorial or custodial work.

BUILDING MAINTENANCE WORKER I

NATURE OF WORK

This is unskilled manual work of limited variety and complexity in the maintenance of public buildings.

An employee in this class is responsible for performing a limited number of manual tasks as an apprentice to a more experienced maintenance mechanic. Work is performed under close supervision, but as experience is gained, the employee is permitted to work independently on more routine activities. Assignments are given in the form or oral instructions. Work is reviewed frequently in progress and upon completion for quality and adherence to instructions.

ILLUSTRATIVE EXAMPLES OF WORK

Assists experienced maintenance mechanic in the performance of a variety of carpentry, electrical, plumbing, masonry and painting activities; loads and unloads materials, supplies and tools; cleans up; assists with the handling of materials; performs lesser skilled components of the work;

Assists in the cleaning of boilers; services burners by cleaning valves, filters and screens and by oiling various parts; replaces gaskets; repacks fire box;

Assists in the maintenance of hardwood floors; strips down, reseals, sands and refinishes floor;

Performs minor electrical work; installs switches, plugs and light fixtures;

Performs a variety of painting duties, including the painting of interior and exterior walls, floors and ceilings;

Does minor plumbing work such as unclogging drains and replacing washers;

Operates a variety of hand tools and small powered equipment;

Drives small trucks;

Performs related work as required.

KNOWLEDGES, ABILITIES AND SKILLS

Ability to understand and follow oral and written directions;

Ability to lift and carry moderately heavy loads, to climb ladders and to perform light manual labor for extended periods of time;

Ability to learn and apply fundamental principles, practices and techniques used in a variety of building maintenance trades including carpentry, plumbing, electrical work, steamfitting and mechanical work;

Ability to learn to use a variety of hand and power tools employed in the building maintenance trade safely and efficiently.

Ability to drive a small pickup or panel truck.

EXPERIENCE AND TRAINING

No previous experience or formal education required.

BUILDING MAINTENANCE WORKER II

NATURE OF WORK

This is varied, semi-skilled manual work in the maintenance of public buildings.

An employee in this class is responsible for performing a variety of manual tasks requiring the application of some knowledge and limited skills in several trade areas such as carpentry, painting, plumbing and electrical work. Work is performed according to standard trade practices learned through previous experience or training. Work may be performed as a member of a crew or alone on more routine activities. Assignments are given in the form of written or oral work orders. Work is subject to review in progress or upon completion for results and adherence to instructions.

ILLUSTRATIVE EXAMPLES OF WORK

Repairs locks, hinges and other hardware;

Replaces broken window and door panes;

Performs rough carpentry work; buildings forms for the pouring of concrete; repairs broken doors; installs and repairs snow fences;

Performs minor electrical work such as installing switches, plugs and ballasts;

Performs minor plumbing work such as replacing washers and unplugging toilets;

Operates a variety of hand tools and small powered equipment used in building maintenance work;

Drives a small truck; delivers materials and supplies; loads and unloads;

Performs related work as required.

KNOWLEDGES, ABILITIES AND SKILLS

Some knowledge of the principles, practices, tools and materials used in a variety of building maintenance trades including carpentry, mechanical work, electrical work and plumbing;

Ability to perform a variety of semi-skilled tasks in the building maintenance field without close supervision;

Ability to use a variety of hand and power tools employed in the building maintenance trade safely and efficiently;

Ability to lift and carry moderately heavy loads, to climb ladders and to perform light manual labor for extended periods of time;

Ability to understand and follow oral and written instructions;

Ability to drive a small pickup or panel truck.

EXPERIENCE AND TRAINING

Some experience in building maintenance work involving a variety of trade areas.

BUILDING MAINTENANCE WORKER III

NATURE OF WORK

This is varied and skilled manual work in the maintenance of public buildings.

An employee in this class is responsible for performing a variety of manual tasks requiring the application of considerable knowledge and skills approaching journeyman level in several trade areas such as carpentry, masonry, steamfitting, plumbing, mechanical and electrical work. The employee may work independently or as the lead worker on a crew. Assignments are given in the form of oral or written work orders or complaints which require the application of some judgment in determining what needs to be done and how to do it. The employee is generally responsible for the equality of his work without outside check, although work is subject to review upon completion for results obtained.

ILLUSTRATIVE EXAMPLES OF WORK

Performs a variety of electrical repairs, installs electrical service lines and circuit breakers; traces and locates short circuits and overloads; rewires buildings; installs lighting fixtures, switches and outlets; installs electrical equipment;

Performs mechanical and electrical repairs on motors, pumps, generators, air compressors and other fixtures and appliances;

Performs plumbing and steamfitting work; installs and repairs water and steam lines; repairs and replaces valves, faucets, showers, flushometers and other plumbing fixtures; unclogs drains;

Performs finish carpentry work; remodels offices; installs framing, studs, paneling and drywall; builds cabinets and bookcases; repairs furniture;

Performs cement and masonry work; lays block and brick; finishes cement;

Plasters;

Paints;

Lays tile;

Welds; brazes; solders; burns;

Operates a variety of hand tools and power equipment used in building trades;

Drives small trucks;

Performs related work as required.

BUILDING MAINTENANCE WORKER III

KNOWLEDGES, ABILITIES AND SKILLS

Considerable knowledge of the standard practices, materials, tools and equipment of the electrical, plumbing and carpentry trades;

Considerable knowledge of the occupational hazards and safety precautions of these trades;

Some knowledge of applicable building, plumbing and electrical codes;

Ability to perform a variety of complex maintenance and repair tasks in several different building trades areas;

Ability to drive a small pickup or panel truck;

Skill in the use of tools, materials and equipment employed in the electrical, plumbing and carpentry trades.

EXPERIENCE AND TRAINING

Considerable experience in varied building, construction or maintenance work including some work at the journeyman level.

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BUILDING MAINTENANCE TECHNICIAN

NATURE OF WORK:

This is varied and skilled manual work in the maintenance of public buildings.

An employee in this classification is responsible for performing a variety of manual tasks requiring the application of considerable knowledge and skills acquired through the possession of a license in one of the following trades: Electrical (B license), Mechanical, Plumbing, HVAC, or Steam Fitting. The employee may work independently or as lead person of a crew. Assignments are given orally and in written form as work requests or work orders which require the application of judgment in determining what methods should be used to complete work on a timely basis. The employee is responsible for his/her work without outside inspection although all work is subject to review during and upon completion for results obtained.

ILLUSTRATIVE EXAMPLES OF WORK

Performs mechanical and electrical repairs on motor pumps, generators, air compressors and other fixtures and appliances;

Performs plumbing and steam fitting work; installs and repairs water and steam lines; repairs/replaces valves, faucets, showers, flushometers and other plumbing fixtures, unclogs drains and clean outs;

Performs finish carpentry work; remodels offices; installs framing, studs, paneling and drywall; builds cabinets and book cases; repairs furniture;

Performs cement and masonry work; lays block and brick, finishes cement;

Plasters, paints, lays tile, welds, brazes, solders, operates a variety of hand and power tools and equipment, drives trucks, plows and shovels snow, performs related work as required.

KNOWLEDGE, ABILITIES AND SKILLS

Must possess and maintain a license in one of the building trades.

Must have knowledge of and follow codes for licensed area.

Must obtain and hold Asbestos Competent Person Certificate for terms of employment within six months of hire.

Ability to perform a variety of complex maintenance and repair tasks in several different building trades.

Ability to drive and plow with a truck under 5 tons.

Skill in the use of tools, materials, and equipment employed in the building trades.

Ability to read and correctly interpret architectural plans and specifications, wiring and plumbing and carpentry trades.

EXPERIENCE AND TRAINING

A minimum of at least five years experience in licensed trade.

Experience in varied building, construction or maintenance work.

FURTHER REQUIREMENTS

Considerable general knowledge of all building trades and occupational hazards and safety precautions of these trades.

Must be able to lift and carry heavy loads on a regular basis (in excess of 50 lbs.)

Must be able to work at heights of up to 30 feet.

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JOB RESPONSIBILITIES	CUSTODIAL	MAINTENANCE

PLAYGROUNDS	Monthly inspection, raking holes for safety	Yearly inspection, repairs/replacement, major upgrades of equipment. Delivery and spreading of wood chips.
WINDOWS	Cleaning inside and outside Up to 12 feet	Cleaning inside and outside Over 12 feet
GRAFITI	Upon assessment will remove, if feasible. Up to 12 feet.	Will remove if custodial is unable
CEILING TILES	When cutting around smoke/heat detector is not required No big projects and nothing over 12 feet	Any big project and/or over 12 feet
LIGHT BULB CHANGES	Will change bulb, if light still does not work will contact maintenance. Nothing over 12 feet	Over 12 feet and when ballast needs replacing
FURNITURE ASSEMBLY	Simple assembly no more than two items	Large deliveries
PAINTING	Pre-scheduled areas will be cleaned to remove dirt and debris. Will paint over graffiti if provided correct paint color Nothing over 12 feet	All prep work including scraping, priming and filling holes. Moving of furniture Over 12 feet
PLUMBING	Will attempt to clear clogs with plunger and/or auger	Will clear any clogs custodial staff unable to clear
RAKING LEAVES and PRUNING	Not custodial responsibility	Will handle in between the outside contractor twice yearly
GARDENS (WEEDING)	Not custodial responsibility	Curbs/Sidewalks
SHOVELING	Walkways and sidewalks Responsible for keeping walks clear, once in work. Should clear walks frequently during work hours A.M. custodian clears snow from overnight upon arrival at work	In keeping with past practice will plow sidewalks and walkways that are plow accessible
PENCIL SHARPENERS	Replacements only
PICTURES and PLAQUES	When new holes do not need to be drilled. Nothing over 12 feet
DISPENSERS	When new holes do not need to be drilled. Nothing over 12 feet
DUSTING	Air vents/grills. Nothing over 12 feet
BACKBOARDS	Will raise and lower; however, if there are safety concerns consult with Director of Maintenance before proceeding

CALL BACK

Secure broken windows w/plywood

TRASH

All areas inside building and the following outside areas: entrance ways; walkways; green space in front of and around building; play area and parking lot.

Memorandum of Agreement

The South Kingstown School Committee and R.I. Council 94, AFSCME, AFL-CIO, Local 3125 enter into this Memorandum of Agreement in order to avoid confusion regarding the respective responsibilities of the custodians and the maintenance employees. Both parties agree as follows:

1. The listing of job duties on the attached page is not an exhaustive job listing of all job responsibilities performed by custodians and maintenance employees. Rather, the listing includes job duties for which there has sometimes been confusion as to which classification of employees is responsible for performing the duties in question.

2. The attached listing reflects the delineation of job responsibilities that should apply under ordinary circumstances. Both parties acknowledge, however, that in the event of emergencies or other unusual circumstances, strict compliance with the delineation of responsibilities on the attached pages may not be possible or even appropriate.

3. In the event of a conflict between the delineation of job responsibilities on the attached pages and the job descriptions contained in the collective bargaining agreement, the attached listing shall prevail.

For the Union: For the School Committee:

_____________________ ________________________

Date: ________________ Date:____________________

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