| Location | Rogers, MN |
MASTER AGREEMENT July 1, 2025 to June 30, 2027 BETWEEN INDEPENDENT SCHOOL DISTRICT 728
Table
of
Contents
I
Recognition
1
II
Definitions
1
III
School
Board
Rights
2
IV
Employee
Rights
3
V
Basic
Rates
of
Pay
4
VI
Insurances
4
6.1
Health
and
Hospitalization
Insurance
4
6.2
Term-Life
Insurance
8
6.3
Long-Term
Disability
Insurance
8
6.4
Dental
Insurance
9
6.5
Worker's
Compensation
9
6.6
Eligibility
for
Group
Insurance
10
6.7
Insurance
Benefit
Schedule
10
VII
Leaves
of
Absence
10
7.1
Sick
Leave
10
7.2
Personal
Leave
11
7.3
Bereavement
Leave
12
7.4
Jury
Duty
13
7.5
Medical
Leave
of
Absence
13
7.6
Worker's
Compensation
Leave
of
Absence
14
7.7
Other
Leaves
of
Absence
15
7.8
Pregnancy
-
Child
Care
Leave
15
VIII
Hours
of
Service,
Work
Assignments
and
Safety
16
8.1
Hours
of
Service
16
8.2
Work
Assignments
17
8.3
Overtime
Work
Assignments
17
8.4
Safety
18
IX
Probation
18
9.1
New
Employees
18
ISD
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Agreement
July
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2025
through
June
30,
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1
9.2
Current
Employees
Appointed
to
New
Positions
18
9.3
Temporary
Employees
Appointed
to
Regular
Status
Positions
19
X
Step
Movement
19
10.1
Regular
Step
Movement
19
10.2
Step
Movement
Involving
New
Positions
19
XI
Layoff
and
Recall
20
XII
Resignation
22
XIII
Vacancies
22
XIV
Disciplinary
Actions
23
XV
403(B)
Matching
Retirement
Plan
24
XVI
Holidays
and
Vacations
26
16.1
Holidays
26
16.2
Vacations
27
XVII
Mileage
Reimbursement
29
XVIII
Grievance
Procedure
30
XVIX
Duration
33
Appendix
A
34
Section
1
-
Rates
of
Pay
-
Custodians,
Grounds
persons,
and
Others
34
Section
2
-
Exceptional
Service
Pay
35
Section
3
-
Substitute
Employee
36
Section
4
-
Retroactive
Pay
After
Separation
40
Section
5
-
Sick
Leave
Donation
40
Memorandum
re:
Licenses
42
ISD
728/Custodial
Master
Agreement
July
1,
2025
through
June
30,
2027
2
THIS
AGREEMENT
ENTERED
into
between
the
School
Board
of
Independent
School
District
728,
Elk
River,
Minnesota
(hereinafter
referred
to
as
the
School
Board),
and
the
Service
Employees
International
Union
Local
284,
450
Southview
Boulevard,
South
St.
Paul,
Minnesota
55075
(hereinafter
referred
to
as
the
exclusive
representative),
pursuant
to
and
in
compliance
with
the
Public
Employment
Labor
Relations
Act
of
1971
as
amended
(hereinafter
referred
to
as
the
PELRA),
and
to
provide
the
terms
and
conditions
of
employment
for
employees
during
the
term
of
this
Agreement.
The
term
employee
as
used
herein
shall
have
that
meaning
as
defined
in
Article
II
of
this
Agreement.
ARTICLE
I:
RECOGNITION
1.1
In
accordance
with
the
PELRA,
the
School
Board
recognizes
the
Service
Employees
International
Union
Local
284,
South
St.
Paul,
Minnesota,
as
the
exclusive
representative
of
employees
as
defined
in
Article
II
employed
by
the
School
Board
of
Independent
School
District
728.
The
Service
Employees
International
Union
Local
284
as
exclusive
representative
shall
have
those
rights
and
duties
as
prescribed
by
the
PELRA
and
as
described
in
the
provisions
of
this
agreement.
1.2
Recognizing
that
the
Union
is
required
by
the
provisions
of
the
State
of
Minnesota
Labor
Relations
Act
to
be
the
sole
bargaining
representative
of
all
the
employees
within
the
coverage
of
this
Agreement,
without
regard
to
membership
in
the
Union,
the
School
Board
hereby
agrees
that
it
will
not
recognize
or
negotiate
with
any
other
person,
association,
group,
committee,
or
entity
other
than
the
Union
with
respect
to
such
matters
and
will
deal
solely
through
the
agency
of
and
with
the
Union.
1.3
The
School
District
will
provide
to
the
Exclusive
Representative
a
list
of
employees
who
are
or
could
be
construed
to
be
a
part
of
an
appropriate
unit
represented
by
the
Exclusive
Representative
by
October
15
and
February
15.
The
School
District
will
inform
the
Exclusive
Representative
of
a
new
permanent
hire
once
each
month
upon
completion
of
the
calendar
month.
ARTICLE
II:
DEFINITIONS
2.1
Terms
and
conditions
of
employment
shall
mean
the
hours
of
employment,
the
compensation
therefore,
including
fringe
benefits,
and
the
employer's
personnel
policies
affecting
the
working
conditions
of
the
employees.
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2.2
Employee
shall
mean
only
persons
appointed
or
employed
by
the
School
Board
including
all
regular
custodians,
grounds
persons
and
laundry
employees
and
all
other
custodial/maintenance
and
grounds
persons
whose
service
exceeds
fourteen
(14)
hours
per
week
and
excluding
the
Manager
of
Operations
-
Custodial
Services
and
all
other
employees.
2.3
An
internal
substitute
employee
is
defined
as
a
current
regular
employee
from
inside
the
bargaining
unit
appointed
or
employed
as
a
temporary
replacement
for
an
incumbent
employee
who
is
on
an
approved
leave
of
absence.
2.4
An
external
substitute
employee
is
defined
as
a
person
from
outside
the
bargaining
unit
appointed
or
employed
as
a
temporary
replacement
for
an
incumbent
employee
who
is
on
an
approved
leave
of
absence.
2.5
Part-time
employees
shall
receive
benefits
based
upon
the
amount
of
time
approved
by
the
School
Board
for
the
position.
2.6
It
is
further
understood
that
the
foregoing
enumeration
of
the
School
Board
functions
shall
not
be
deemed
to
exclude
other
inherent
management
rights
and
management
functions
not
expressly
reserved
herein,
and
the
School
Board
expressly
reserves
all
management
rights
and
management
functions
not
expressly
delegated
in
this
Agreement.
2.7
The
Service
Employees
International
Union
Local
284,
South
St.
Paul,
Minnesota
and
Independent
School
District
728,
Elk
River,
Minnesota
recognizes
that
the
School
Board,
all
employees
covered
by
this
Agreement,
and
all
provisions
of
this
agreement,
are
subject
to
the
laws
of
the
State
of
Minnesota,
Federal
Laws,
Rules
and
Regulations
of
the
State
Board
of
Education,
and
valid
rules,
regulations
and
orders
of
State
and
Federal
governmental
agencies.
Any
provisions
of
this
Agreement
herein
found
to
be
in
violation
of
any
such
laws,
rules,
regulations
or
orders
shall
be
null
and
void
and
without
force
and
effect.
2.8
Other
Terms :
Terms
not
defined
in
this
Agreement
shall
have
those
meanings
as
defined
by
the
PELRA.
2.9
Days
shall
be
calendar
days
unless
otherwise
indicated.
ARTICLE
III:
SCHOOL
BOARD
RIGHTS
3.1
Inherent
Managerial
Rights :
The
exclusive
representative
recognizes
that
the
School
Board
is
not
required
to
meet
and
negotiate
on
matters
of
inherent
managerial
policy,
which
include,
but
are
not
limited
to,
such
areas
of
discretion
or
policy
as
the
functions
ISD
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and
programs
of
the
employer,
its
overall
budget,
utilization
of
technology,
the
organizational
structure
and
selection
and
direction
and
number
of
personnel.
3.2
Management
Responsibilities :
The
exclusive
representative
recognizes
the
right
and
obligation
of
the
School
Board
to
efficiently
manage
and
conduct
the
operation
of
the
School
District
within
its
legal
limitations
and
with
its
primary
obligation
to
provide
educational
opportunity
for
the
students
of
the
School
District.
3.3
Effect
of
Laws,
Rules,
and
Regulations :
The
exclusive
representative
recognizes
that
all
employees
covered
by
this
Agreement
shall
perform
the
services
and
duties
prescribed
by
the
School
Board
and
shall
be
governed
by
the
laws
of
the
State
of
Minnesota,
and
by
School
Board
rules,
regulations,
directives
and
orders,
issued
by
properly
designated
officials
of
the
School
District.
The
exclusive
representative
also
recognizes
the
right,
obligation
and
duty
of
the
School
Board
and
its
duly
designated
officials
to
promulgate
rules,
regulations,
directives
and
orders
from
time
to
time
as
deemed
necessary
by
the
School
Board
insofar
as
such
rules,
regulations,
directives
and
orders
are
not
inconsistent,
with
the
terms
of
this
Agreement
and
revisions
of
this
Agreement
are
subject
to
the
laws
of
the
State.
Any
provisions
of
this
Agreement
found
to
be
in
violation
of
any
such
laws,
rules,
regulations,
directives
or
orders
shall
be
null
and
void
and
without
force
and
effect.
3.4
Reservation
of
Managerial
Rights :
The
foregoing
enumeration
of
School
Board
rights
and
duties
shall
not
be
deemed
to
exclude
other
inherent
management
rights
and
management
functions
not
expressly
reserved
herein,
and
all
management
rights
and
management
functions
not
expressly
delegated
in
this
Agreement
are
reserved
to
the
School
Board.
ARTICLE
IV:
EMPLOYEE
RIGHTS
4.1
Nothing
contained
in
this
agreement
shall
be
construed
to
limit,
impair,
or
effect
the
right
of
any
employee
or
their
representative
to
the
expression
or
communication
of
a
view,
grievance,
complaint
or
opinion
on
any
matter
related
to
the
conditions
or
compensation
of
public
employment
or
their
betterment,
so
long
as
the
same
is
not
designated
to
and
does
not
interfere
with
the
full
faithful
and
proper
performance
of
the
duties
of
employment
or
circumvent
the
rights
of
the
exclusive
representative
if
there
be
one;
nor
shall
it
be
construed
to
require
that
any
employee
perform
labor
or
services
against
their
will.
4.2
Organization
4.2.1
Employees
shall
have
the
right
to
form
and
join
labor
or
employee
organizations,
and
shall
have
the
right
not
to
form
and
join
such
organizations.
Employees
in
an
appropriate
unit
shall
have
the
right
by
secret
ballot
to
designate
an
exclusive
representative
for
the
purpose
of
negotiating
grievance
procedures
and
the
terms
and
conditions
of
employment
for
such
employees
with
the
School
Board
of
such
unit.
ISD
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July
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June
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3
4.2.2
Each
newly
hired
bargaining
unit
employee
shall,
during
the
employee's
first
thirty
(30)
days
of
employment,
be
scheduled
for
a
Union
orientation.
The
Union
orientation
period
shall
be
thirty
(30)
minutes
with
no
loss
of
pay
to
the
employee
or
the
steward.
The
Union
steward
will
be
released
from
work
for
the
time
needed
to
meet
with
employees
provided
that
he/she
give
his/her
supervisor
sufficient
advance
notice
to
enable
the
Employer
to
plan
for
operational
needs.
To
the
extent
possible
the
Union
steward
shall
schedule
time
with
as
many
new
employees
as
possible
to
mitigate
time
away
from
normal
duties.
4.3
Request
for
Dues
Check
Off :
Employees
shall
have
the
right
to
request
and
be
allowed
dues
check
off
for
the
employee
organization
of
their
selection,
provided
that
dues
check
off
and
the
proceeds
thereof
shall
not
be
allowed
any
employee
organization
that
has
lost
its
right
to
dues
check
off
pursuant
to
the
PELRA.
Upon
receipt
of
a
properly
executed
authorization
from
the
union
(in
the
form
of
paper,
electronic
file,
audio
file)
of
the
employee
involved,
the
School
District
will
deduct
from
the
employee's
paycheck
the
dues
that
the
employee
has
agreed
to
pay
to
the
employee
organization
during
the
period
provided
in
said
authorization.
Deductions
may
be
terminated
in
accordance
with
the
provisions
outlined
on
the
dues
authorization.
Deductions
shall
be
made
each
pay
period
and
transmitted
to
the
designated
organizations
together
with
a
list
of
names
of
the
employees
from
whom
deductions
were
made
each
month.
ARTICLE
V:
BASIC
RATES
OF
PAY
The
parties
agree
that
the
wages
and
salaries
to
be
affected
by
this
Agreement
are
accurately
reflected
in
the
Schedules
in
Appendix
A
made
part
of
this
Agreement.
ARTICLE
VI:
INSURANCES
6.1
Health
and
Hospitalization
Insurance
6.1.1
The
School
Board
shall
contribute
a
sum
per
month
pursuant
to
the
insurance
benefit
schedule
described
in
Section
6.7.,
toward
the
premium
for
single
or
dependent
coverage
for
each
employee
regularly
scheduled
to
be
employed
by
the
School
District
forty
(40)
hours
per
week
and
twelve
(12)
months
per
year
and
who
qualifies
for
and
is
enrolled
in
the
School
District
group
health
and
hospitalization
plan.
Any
employee
who
qualifies
for
and
is
enrolled
in
the
School
District
group
health
and
hospitalization
plan
and
who
is
regularly
scheduled
to
be
employed
by
the
School
District
a
minimum
of
twenty
(20)
hours
or
more
per
week
shall
receive
a
prorated
contribution
from
the
School
District
towards
such
ISD
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coverage.
The
proration
shall
be
based
on
two
thousand
eighty
(2080)
hours
per
fiscal
year
(July
1
through
June
30).
6.1.2
The
School
Board
shall
contribute
the
maximum
of
one
hundred
and
00/100
dollars
($100.00)
for
non-working
months
toward
the
premium
for
individual
coverage
or
for
individual
and
dependent
coverage
for
all
full-time
laundry
workers
who
qualify
for
and
are
enrolled
in
the
School
District
group
health
and
hospitalization
plan.
6.1.3
Single
Coverage
Effective
with
the
employee's
2024
-
2025
insurance
year
(as
described
in
Section
6.7
Insurance
Benefit
Schedule),
the
School
Board
contribution
towards
the
single
coverage
of
the
Open
Access
Choice
$25
Copay
Plan
or
its
equivalent
shall
be
up
to,
but
not
to
exceed
one
thousand
thirty-two
and
30/100
dollars
($1,032.30)
per
month.
Effective
with
the
employee's
2026-2027
insurance
year
(as
described
in
Section
6.7
Insurance
Benefit
Schedule),
the
School
Board
contribution
towards
the
single
coverage
of
the
Open
Access
Choice
$25
Copay
Plan
or
its
equivalent
shall
be
up
to,
but
not
to
exceed
one
thousand
one
hundred
twenty
five
and
30/100
dollars
($1,125.30)
per
month.
Any
additional
cost
of
the
premium
shall
be
borne
by
the
employee
and
paid
by
payroll
deduction.
b.
Effective
with
the
employee's
2024
-
2025
insurance
year
(as
described
in
Section
6.7
Insurance
Benefit
Schedule),
the
School
Board
contribution
towards
the
single
coverage
of
the
Open
Access
$500
Deductible
Plan
or
its
equivalent
shall
be
up
to,
but
not
to
exceed,
eight
hundred
sixty-five
and
80/100
dollars
($865.80)
per
month.
Effective
with
the
employee's
2026-2027
insurance
year
(as
described
in
Section
6.7
Insurance
Benefit
Schedule),
the
School
Board
contribution
towards
the
single
coverage
of
the
Open
Access
$500
Deductible
Plan
or
its
equivalent
shall
be
up
to,
but
not
to
exceed,
nine
hundred
fifty
eight
and
80/100
dollars
($958.80)
per
month.
Any
additional
cost
of
the
premium
shall
be
borne
by
the
employee
and
paid
by
payroll
deduction.
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c.
The
School
Board
shall
provide
a
high
deductible
plan
with
a
health
savings
account
(HSA)
Effective
with
the
employees
2024
-
2025
insurance
year
(as
described
in
Section
6.7
Insurance
Benefit
Schedule)
any
employee
who
enrolls
in
the
single
coverage
of
the
high
deductible
Empower
HSA
plan
or
its
equivalent,
the
School
Board
shall
contribute
a
sum
up
to,
but
not
to
exceed,
eight
hundred
eighty-three
and
00/100
dollars
($883.00)
per
month.
Effective
with
the
employees
2026-2027
insurance
year
(as
described
in
Section
6.7
Insurance
Benefit
Schedule)
any
employee
who
enrolls
in
the
single
coverage
of
the
high
deductible
Empower
HSA
plan
or
its
equivalent,
the
School
Board
shall
contribute
a
sum
up
to,
but
not
to
exceed
nine
hundred
seventy
six
and
00/100
dollars
($976.00)
per
month.
The
calculated
benefit
amount,
which
shall
be
prorated
for
part-time
employees
in
accordance
with
the
proration
formula
described
in
Section
6.1.1,
shall
first
be
applied
towards
the
cost
of
the
premium
with
any
remaining
amount
up
to,
but
not
to
exceed,
the
monthly
deductible
amount
contributed
to
a
HSA
in
the
employee's
name.
Any
additional
cost
of
the
premium
shall
be
borne
by
the
employee
and
paid
by
payroll
deduction.
Hardship
For
single
and
dependent
coverage,
if
an
employee
submits
evidence
of
hardship,
the
School
District,
in
accordance
with
IRS
regulations
will
contribute
the
remainder
of
the
calendar
year
contribution
for
the
plan
year
the
employee
has
elected
to
participate
in
a
high
deductible
plan
with
an
HSA
and
stop
all
monthly
contributions
for
the
remainder
of
the
calendar
year
or
plan
year
in
which
the
employee
participates
in
a
high
deductible
plan
with
an
HSA
whichever
comes
first.
If
an
employee
leaves
the
District
prior
to
the
end
of
the
calendar
year,
any
unearned
contribution
will
be
paid
back
to
the
District.
An
example
of
the
HSA
Hardship
Worksheet
can
be
found
on
the
District's
Human
Resources
Web
Site
under
the
Employee/Benefits
Information
/Health
Savings
Account
(HSA).
6.1.4
Family
Coverage
ISD
728/Custodial
Master
Agreement
July
1,
2025
through
June
30,
2027
6
Effective
with
the
employee's
2024
-
2025
insurance
year
(as
described
in
Section
6.7
Insurance
Benefit
Schedule),
the
School
Board
contribution
towards
family
coverage
of
the
Open
Access
Choice
$25
Copay
Plan
or
its
equivalent
shall
be
up
to,
but
not
to
exceed,
one
thousand
three
hundred
fifty-four
and
20/100
dollars
($1354.20)
per
month.
Effective
with
the
employee's
2026-2027
insurance
year
(as
described
in
Section
6.7
Insurance
Benefit
Schedule),
the
School
Board
contribution
towards
family
coverage
of
the
Open
Access
Choice
$25
Copay
Plan
or
its
equivalent
shall
be
up
to,
but
not
to
exceed,
one
thousand
four
hundred
eighty
eight
and
20/100
($1,488.20)
per
month.
Any
additional
cost
of
the
premium
shall
be
borne
by
the
employee
and
paid
by
payroll
deduction.
B.
Effective
with
the
employee's
2024-
2025
insurance
year
(as
described
in
Section
6.7
Insurance
Benefit
Schedule),
the
School
Board
contribution
towards
family
coverage
of
the
Open
Access
$500/$1,000
Deductible
Plan
or
its
equivalent
shall
be
up
to,
but
not
to
exceed
one
thousand
four
hundred
thirty-seven
and
45/100
dollars
($1437.45)
per
month.
Effective
with
the
employee's
2026-2027
insurance
year
(as
described
in
Section
6.7
Insurance
Benefit
Schedule),
the
School
Board
contribution
towards
family
coverage
of
the
Open
Access
$500/$1,000
Deductible
Plan
or
its
equivalent
shall
be
up
to,
but
not
to
exceed
one
thousand
five
hundred
seventy
one
and
45/100
dollars
($1,571.45)
per
month.
Any
additional
cost
of
the
premium
shall
be
borne
by
the
employee
and
paid
by
payroll
deduction.
c.
The
School
Board
shall
provide
a
high
deductible
plan
with
a
health
savings
account
(HSA)
Effective
with
the
employees
2024
-
2025
insurance
year
(as
described
in
Section
6.7
Insurance
Benefit
Schedule)
any
employee
who
enrolls
in
the
family
coverage
of
the
high
deductible
Empower
HSA
plan
or
its
equivalent,
the
School
Board
shall
contribute
up
to,
but
not
to
exceed,
one
thousand
four
hundred
seventy-one
and
00/100
dollars
($1,471..00)
per
month
Effective
with
the
employees
2026-2027
insurance
year
(as
described
in
Section
6.7
Insurance
Benefit
Schedule)
any
employee
who
enrolls
in
the
family
coverage
of
the
high
deductible
Empower
HSA
plan
or
its
ISD
728/Custodial
Master
Agreement
July
1,
2025
through
June
30,
2027
7
equivalent,
the
School
Board
shall
contribute
up
to,
but
not
to
exceed,
one
thousand
six
hundred
five
and
00/100
dollars
($1,605.00)
per
month.
Any
additional
cost
of
the
premium
shall
be
borne
by
the
employee
and
paid
by
payroll
deduction.
6.1.5
Upon
termination
of
employment
or
loss
of
insurance
eligibility,
the
employee
will
be
offered
an
extension
of
insurance
coverage
according
to
the
provisions
of
applicable
state
or
federal
law.
6.2
Term-Life
Insurance
6.2.1
If
coverage
is
available
to
the
School
District
by
the
carrier,
the
School
Board
shall
contribute
an
amount
equal
to
the
full
premium
per
month
toward
the
premium
for
each
employee
who
is
regularly
scheduled
to
work
twenty
(20)
hours
or
more
per
week
and
qualifies
for
the
School
District
group
term-
life
insurance
plan
coverage.
The
District
shall
pay
the
full
premium
for
each
eligible
full-time
or
part-time
employee.
6.2.2
The
amount
of
the
group
term-life
insurance
coverage
shall
be
fifty
thousand
and
00/100
dollars
($50,000.00).
The
term-life
insurance
benefit
amount
shall
not
be
pro-rated
for
eligible
part-time
employees.
6.2.3
An
eligible
employee
will
have
the
option
to
purchase
additional
amounts
of
group
term-life
insurance
in
multiples
of
five
thousand
and
00/100
dollars
($5,000.00)
subject
to
the
approval
of
the
insurance
carrier.
The
cost
of
any
additional
insurance
will
be
paid
for
by
the
employee.
6.2.4
The
maximum
amount
of
combined
benefit
of
the
group
term-life
insurance
that
the
School
District
purchases
on
behalf
of
the
employee
and
the
additional
group
term-life
insurance
that
the
employee
purchases
shall
not
exceed
one
hundred
fifty
thousand
and
00/100
dollars
($150,000.00).
6.3
Long-Term
Disability
Insurance
6.3.1
If
coverage
is
available
to
the
School
District
by
the
carrier,
the
School
Board
shall
contribute
an
amount
equal
to
the
full
premium
per
month
toward
the
premium
for
each
employee
who
is
regularly
scheduled
to
work
twenty
(20)
hours
or
more
per
week
and
qualifies
for
the
School
District
group
term-
life
insurance
plan
coverage.
The
District
shall
pay
the
full
premium
for
each
eligible
full-time
or
part-time
employee.
ISD
728/Custodial
Master
Agreement
July
1,
2025
through
June
30,
2027
8
6.3.2
An
employee
is
eligible
for
School
Board
contributions
as
provided
in
this
Article
as
long
as
the
employee
is
employed
by
the
School
District,
actively
working
in
the
School
District
or
on
approved
sick
leave.
Upon
termination
of
employment,
all
School
Board
participation
and
contribution
shall
cease
effective
on
the
last
working
day.
6.3.3
The
amount
of
benefit
is
two-thirds
(2/3)
of
the
employees
gross
salary,
to
a
maximum
monthly
benefit
payable
of
three
thousand
and
00/100
dollars
($3,000.00)
and
with
a
sixty
(60)
consecutive
calendar
day
waiting
period.
6.3.4
An
employee
who
became
disabled
prior
to
the
effective
date
of
the
increased
maximum
monthly
benefit
of
three
thousand
and
00/100
dollars
($3,000.00).
6.4
Dental
Insurance
6.4.1
The
School
Board
shall
contribute
thirty-six
and
00/100
dollars
($36.00)
per
month,
pursuant
to
Section
6.7,
for
each
full-time
employee
and,
if
coverage
is
available
to
the
School
District
by
the
carrier,
a
pro-rata
portion
for
employees
who
are
regularly
scheduled
to
work
twenty
(20)
hours
or
more
per
week
employed
by
the
School
District,
who
qualify
for
and
are
enrolled
in
either
the
School
District's
single
or
family
group
dental
insurance
plan
and
who
elect
coverage.
In
no
event
shall
the
contribution
exceed
the
cost
of
the
premium.
6.5
Worker's
Compensation
6.5.1
All
employees
are
covered
by
the
provisions
of
the
Worker's
Compensation
Act
and
as
such
are
entitled
to
the
benefits
thereby
provided.
6.5.2
It
shall
be
the
responsibility
of
the
employee
to
report
to
the
Manager
of
Operations
-
Health
and
Safety
or
Supervisor
within
twenty-four
(24)
hours,
or
as
soon
as
possible
after
the
discovery
of
an
injury,
any
accident
in
which
such
employee
may
have
been
involved
and
which
accident
occurred
during
the
performance
of
duties.
Such
an
accident
shall
be
reported
by
the
Manager
of
Operations
-
Health
and
Safety
to
the
insurance
agent.
6.5.3
The
employer
shall
pay
the
employer's
portion
of
any
insurance
premiums
due,
per
Worker's
Compensation
claim,
for
a
period
up
to
a
maximum
of
one
hundred
twenty
(120)
days
after
an
employee
is
off
the
payroll
status,
is
disabled,
and
is
receiving
benefits
under
Workers
Compensation.
ISD
728/Custodial
Master
Agreement
July
1,
2025
through
June
30,
2027
9
6.6
Eligibility
for
Group
Insurance
An
employee
is
eligible
for
School
Board
contributions
as
provided
in
Article
6
as
long
as
the
employee
is
employed
by
the
School
District.
Upon
termination
of
employment
or
while
on
long-term
leave
of
absence,
all
School
Board
participation
and
contribution
shall
cease,
effective
on
the
last
working
day.
6.7
Insurance
Benefit
Schedule
Insurance
coverage
and
increases
to
the
contractual
School
Board
Contribution
shall
be
applied
according
to
the
following
schedule:
Position
Insurance
Year
Begins
Insurance
Year
Ends
11.5
-
12
month
July
1
June
30
11
-
less
than
11.5
month
August
1
July
31
9
-
less
than
11
month
September
1
August
31
Employees
who
complete
their
scheduled
contract
work
year
are
deemed
to
have
earned
insurance
coverage
and
the
School
Board
Contribution
until
the
current
year's
Insurance
Year
Ends.
The
new
contractual
benefits
will
begin
when
the
current
year's
Insurance
Year
begins.
ARTICLE
VII:
LEAVES
OF
ABSENCE
7.1
Sick
Leave
7.1.1
All
full-time
employees
and
on
a
pro
rata
basis
part-time
employees
shall
earn
sick
leave
at
the
rate
of
one
(1)
day,
pro
rata,
per
month
of
service
in
the
employment
of
the
School
District.
7.1.2
Unused
sick
leave
may
accumulate
to
a
maximum
credit
of
one
hundred
ninety
(190)
days
of
sick
leave
per
employee.
7.1.3
Sick
leave
days
may
be
divided
into
one
(1)
hour
segments.
7.1.4
Sick
leave
with
pay
shall
be
allowed
by
the
School
Board
whenever
an
employee's
absence
is
found
to
have
been
due
to
illness
which
prevented
the
employee
from
actively
working
at
the
job
and
performance
of
duties
on
that
day
or
days.
ISD
728/Custodial
Master
Agreement
July
1,
2025
through
June
30,
2027
10
7.1.5
The
Administration
may
require
an
employee
to
furnish
a
note
as
evidence
of
illness
indicating
such
absence
was
due
to
illness
if
more
than
3
consecutive
days
are
used,
in
order
to
qualify
for
sick
leave
pay.
However,
the
final
determination
as
to
the
eligibility
of
an
employee
for
sick
leave
is
reserved
to
the
School
Board
or
their
designee.
7.1.6
In
the
event
that
a
medical
certificate
will
be
required
the
employee
shall
be
so
advised.
7.1.7
Sick
leave
shall
be
granted
for
absences
due
to
an
illness
of
or
injury
to
the
employee's
child,
adult
children,
spouse,
sibling,
parent,
mother/father
in-law,
grandparent,
grandchild,
or
step-parent
for
reasonable
periods
of
time
as
the
employee's
attendance
may
be
necessary
as
required
by
Minnesota
law.
7.1.8
Sick
leave
allowed
shall
be
deducted
from
the
accrued
sick
leave
days
earned
by
the
employee.
Employees
may,
upon
request,
donate
sick
leave
to
any
employee
in
the
Union's
bargaining
units
of
Administrative
Assistant
Custodian
or
Food
Service.
The
procedure
for
requesting
and
donating
sick
leave
shall
be
as
in
Appendix
A
Section
5.
7.1.9
A
total
of
sick
leave
pay
and
payments
paid
in
lieu
of
wages
allowed
under
other
sections
of
this
agreement
where
the
employee
pays
all
or
a
part
of
the
contribution
or
premium
shall
not
exceed
the
normal
total
daily
wage
for
the
employee.
Sick
leave
days
may
be
divided
into
one
(1)
hour
units
to
approximate
the
total
daily
wage.
7.1.10
Sick
leave
pay
shall
include
regular
hourly
rates
of
pay,
shift
differentials,
and
license
pay
when
applicable.
7.1.11
Any
employee
covered
by
this
agreement
wherein
accumulated
sick
leave
is
entirely
used
and
the
employee
is
absent
for
additional
days
of
sick
leave,
a
doctor's
certification
must
be
provided
for
each
sick
leave
event
beyond
the
accumulated
sick
leave
days.
Initial
failure
to
provide
a
doctor's
certification
for
such
absences
will
classify
such
absences
as
unexcused
and
will
result
in
disciplinary
Step
One
being
applied
as
provided
for
in
Section
14.2
of
this
contract.
Successive
failures
to
comply
with
the
provisions
of
this
section
within
any
eighteen
(18)
month
period
will
result
in
additional
steps
being
taken
as
provided
for
under
Section
14.2
up
to
and
including
dismissal.
7.2
Personal
Leave
7.2.1
All
full-time
employees
and
on
a
pro
rata
basis,
part-time
employees,
shall
be
granted
one
(1)
day
of
Personal
Leave
per
year.
ISD
728/Custodial
Master
Agreement
July
1,
2025
through
June
30,
2027
11
7.2.2
Unused
Personal
Leave
days
may
be
carried
forward
one
(1)
year
to
accumulate
to
a
maximum
credit
of
two
(2)
days.
A
maximum
of
two
(2)
Personal
Leave
days
may
be
used
in
one
(1)
year.
7.2.3
The
request
must
be
made
to
the
employee's
supervisor
using
Employee
Access
at
least
one
(1)
full
work
day s
prior
to
the
day
the
leave
is
to
be
taken,
except
in
extreme
emergencies
(i.e.
car
accident,
furnace
failure,
etc.).
In
the
event
of
an
extreme
emergency,
an
oral
request
through
the
employee's
supervisor
will
be
considered.
7.2.4
Personal
Leave
shall
be
deducted
from
the
accrued
sick
leave
days
earned
by
the
employee
and
must
be
used
in
full
or
half-day
increments.
7.2.5
Personal
Leave
pay
shall
be
approved
only
upon
submission
using
Employee
Access.
7.3
Bereavement
Leave
7.3.1
When
a
death
occurs
in
an
employee's
immediate
family,
all
regular
full
time
employees
and
part-time
employees
on
a
pro
rata
basis
may
take
up
to
three
(3)
days
off
with
pay
for
each
occasion
to
attend
the
funeral
and/or
make
funeral
arrangements.
Additional
unpaid
time
off
may
be
granted
depending
on
circumstances
such
as
the
time
necessary
for
travel,
the
employee's
responsibility
for
taking
care
of
the
estate
of
the
deceased,
or
time
to
grieve.
The
District
may
require
verification
of
the
need
for
the
leave.
7.3.2
Immediate
family
members
include
the
employee's
parents,
siblings,
spouse,
children,
mother/father-in-law,
sister/brother-in-law,
daughter/son-in-law,
grandparent,
grandchild,
aunt/uncle,
niece/nephew,
first
cousin,
step-children/step-parents
and
the
following
relatives
of
the
employee's
spouse:
grandparent,
grandchild,
aunt/uncle,
niece/nephew,
first
cousin,
step-children/step-parents.
7.3.3
Up
to
three
(3)
days
off
with
pay
per
year
may
be
granted
to
attend
the
funeral
of
close,
non-family
members.
The
District
may
require
verification
of
the
need
for
the
leave.
7.3.4
Approved
Bereavement
Leave
shall
be
deducted
from
the
accrued
sick
leave
days
earned
by
the
employee.
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7.3.5
Bereavement
Leave
that
meets
the
criteria
set
forth
in
the
Bereavement
Leave
section
will
be
approved
for
payment
upon
submission
using
Employee
Access.
7.4
Jury
Duty
7.4.1
A
leave
of
absence,
with
regular
pay
less
the
amount
paid
as
jury
duty
pay,
shall
be
granted
to
all
employees
called
for
jury
duty.
7.4.2
Such
employees
shall
submit
a
request
for
leave
with
pay
indicating
the
amount
of
pay
earned
while
on
jury
duty.
The
difference
between
the
regular
pay
and
the
jury
duty
pay
will
be
paid
at
the
next
regular
pay
period.
7.4.3
An
employee,
upon
being
called
for
such
duty,
is
expected
to
inform
the
Manager
of
Operations
-
Custodial
Services
as
soon
as
the
notice
is
received.
7.4.4
When
relieved
from
jury
duty
during
the
day,
the
employee
is
to
return
to
the
place
of
work
for
the
remainder
of
the
regular
shift
for
that
day.
7.5
Medical
Leave
of
Absence
(Effective
for
all
persons
employed
on
or
after
July
1,
1996.)
7.5.1
Leaves
of
absence
may
be
granted
with
the
approval
of
the
School
Board.
7.5.2
To
comply
with
the
requirements
of
the
Public
Employees
Retirement
Association
(PERA),
any
employee
covered
by
this
agreement
wherein
accumulated
sick
leave
is
used,
and
the
employee
is
not
able
to
return
to
normal
duties
because
of
an
illness
or
injury,
the
School
Board
will
pass
a
resolution
granting
a
temporary
leave
of
absence
and
will
notify
the
office
of
the
Public
Employees
Retirement
Association
(PERA)
of
this
action.
7.5.3
If
an
employee
has
been
granted
a
leave
of
absence
for
a
medical
illness
or
injury,
the
employee
will
retain
rights
to
their
former
position
if
the
employee
returns
to
work
within
three
hundred
sixty-five
(365)
calendar
days
from
the
first
day
of
absence
due
to
the
medical
illness
or
injury.
7.5.4
If
an
employee
returns
to
work
after
the
three
hundred
sixty-fifth
(365th)
calendar
day
through
the
seven
hundred
thirtieth
(730th)
calendar
day
from
the
first
day
of
absence
due
to
a
medical
illness
or
injury,
the
employee
will
be
placed
on
RECALL
as
per
ARTICLE
XI:
LAYOFF
AND
RECALL.
The
employee
will
not
be
allowed
to
claim
another
employee's
position
under
any
circumstance.
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7.5.5
If
an
employee
does
not
return
to
work,
for
any
reason,
within
the
seven
hundred
thirty
(730)
calendar
day
leave
period,
the
employee
shall
resign
in
"good
standing"
or
the
School
District
will
have
the
right
to
terminate
the
employee
and
this
termination
is
not
grievable.
7.5.6
The
timeliness
for
calculating
the
leave
periods
for
Section
7.5.3,
Section
7.5.4
and
Section
7.5.5
shall
begin
with
the
first
leave
granted
for
the
same
medical
illness
or
injury.
All
leaves
granted
for
the
same
medical
illness
or
injury
shall
be
accumulative.
7.5.7
Periods
of
more
than
one
hundred
twenty
(120)
calendar
days
in
length
during
which
an
employee
returns
to
work
between
approved
leaves,
for
the
same
medical
illness
or
injury,
shall
sever
the
accumulation
effect
of
the
leaves
as
described
in
Section
7.5.6
of
this
Article.
7.6
Worker's
Compensation
Leave
of
Absence
(Effective
for
all
persons
employed
on
or
after
July
1,
1996.)
7.6.1
Leaves
of
absence
may
be
granted
with
the
approval
of
the
School
Board.
7.6.2
To
comply
with
the
requirements
of
the
Public
Employees
Retirement
Association
(PERA),
any
employee
covered
by
this
agreement
wherein
accumulated
sick
leave
is
used,
and
the
employee
is
not
able
to
return
to
normal
duties
because
of
an
illness
or
injury,
the
School
Board
will
grant
a
temporary
leave
of
absence
and
will
notify
the
office
of
the
Public
Employees
Retirement
Association
(PERA)
of
this
action.
7.6.3
If
an
employee
has
been
granted
a
leave
of
absence
due
to
a
Worker's
Compensation
illness
or
injury,
the
employee
will
retain
rights
to
their
former
position
if
the
employee
returns
to
work
within
seven
hundred
thirty
(730)
calendar
days
from
the
first
day
of
absence
due
to
the
Worker's
Compensation
illness
or
injury.
7.6.4
If
an
employee
returns
to
work
after
the
seven
hundred
thirtieth
(730th)
calendar
day
through
the
one
thousand
ninety-fifth
(1,095th)
calendar
day
from
the
first
day
of
absence
due
to
a
Worker's
Compensation
illness
or
injury,
the
employee
will
be
placed
on
RECALL
as
per
ARTICLE
XI:
LAYOFF
AND
RECALL.
The
employee
will
not
be
allowed
to
claim
another
employee's
position
under
any
circumstance.
7.6.5
If
an
employee
does
not
return
to
work,
for
any
reason,
within
the
one
thousand
ninety-five
(1,095)
calendar
day
leave
period,
the
employee
shall
resign
in
"good
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standing"
or
the
School
District
will
have
the
right
to
terminate
the
employee
and
this
termination
is
not
grievable.
7.6.6
The
timelines
for
calculating
the
leave
periods
for
Section
7.6.3,
Section
7.6.4,
Section
7.6.5,
and
Section
7.6.6
shall
begin
with
the
first
leave
granted
for
the
same
Worker's
Compensation
illness
or
injury.
All
leaves
granted
for
the
same
Worker's
Compensation
illness
or
injury
shall
be
accumulative.
7.6.7
Periods
of
more
than
one
hundred
twenty
(120)
calendar
days
in
length
during
which
an
employee
returns
to
work
between
approved
leaves,
for
the
same
Worker's
Compensation
illness
or
injury,
shall
sever
the
accumulation
effect
of
the
leaves
as
described
in
Section
7.6.6
of
this
article.
7.7
Other
Leaves
of
Absence
(Effective
for
all
persons
employed
on
or
after
July
1,
1996.)
7.7.1
Leaves
of
absence
without
pay
compensation
or
fringe
benefits
may
be
granted
with
the
approval
of
the
School
Board
for
a
period
up
to
six
(6)
months.
7.7.2
To
comply
with
the
requirements
of
the
Public
Employees
Retirement
Association
(PERA),
any
employee
covered
by
this
agreement
wherein
accumulated
sick
leave
is
entirely
used,
and
the
employee
is
not
able
to
return
to
normal
duties
because
of
illness,
the
School
Board
will
grant
a
temporary
leave
of
absence
and
will
notify
the
office
of
the
Public
Employees
Retirement
Association
(PERA)
of
this
action.
7.8
Pregnancy
Care
Leave
7.8.1
In
the
event
of
an
employee's
pregnancy,
such
employee
may
continue
to
work
until
such
time
that
she
is
determined
disabled
by
her
physician.
During
the
period
of
time
that
she
is
certified
as
disabled,
such
employee
may
utilize
disability/sick
leave
benefits
for
which
such
employee
is
eligible
in
accordance
with
applicable
law.
Thereafter,
an
employee
may
request
an
unpaid
child
care
leave.
However,
if
an
employee
requests
a
child
care
leave
prior
to
the
time
that
her
physician
certifies
her
disability,
such
child
care
leave
shall
be
in
effect
from
the
date
of
commencement
through
the
period
of
child
birth
and
recovery.
An
employee
on
child
care
leave
shall
not
be
entitled
to
receive
any
compensation
or
sick
leave
pay
from
the
School
District.
The
School
District
may
grant,
upon
request
of
an
employee,
an
unpaid
child
care
leave
of
absence
for
the
care
of
a
natural
or
adopted
child.
A
pregnant
employee
shall
notify,
in
writing,
the
Executive
Director
of
Human
Resources
and
her
Supervisor,
no
later
than
the
sixth
(6th)
month
of
pregnancy,
of
her
intentions
to
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take
a
child
care
leave.
Such
notice
shall
include
the
proposed
time
period
of
such
leave;
a
physician's
statement
indicating
the
estimated
date
of
delivery;
and
the
employee's
intention
to
work
up
until
her
certified
disability
date.
An
employee
requesting
a
child
care
leave
for
the
care
of
an
adopted
child
shall
give
notice
at
least
three
(3)
months
prior
to
the
estimated
placement
date,
if
possible.
The
commencement
and
return
date
of
a
child
care
leave
of
absence
shall
be
determined
by
mutual
agreement
between
the
employee,
the
employee's
supervisor,
and
the
Executive
Director
of
Human
Resources,
subject
to
approval
by
the
School
Board.
ARTICLE
VIII:
HOURS
OF
SERVICE,
WORK
ASSIGNMENTS
AND
SAFETY
8.1
Hours
of
Service
8.1.1
The
normal
work
week
shall
be
five
(5)
consecutive
days
of
eight
(8)
hours
each.
All
time
worked
over
forty
(40)
hours
per
week
shall
be
paid
for
at
the
rate
of
time
and
one-half
(1
½)
the
regular
rate
of
pay
for
that
position.
All
over-time
work
must
be
authorized
in
advance
by
the
Principal,
the
Manager
of
Operations
-
Custodial
Services,
the
Executive
Director
of
Business
Services,
or
the
Superintendent
of
Schools.
8.1.2
In
event
of
emergencies
the
regularly
scheduled
work
day
may
be
changed
by
the
Supervisor.
8.1.3
The
individual
employee's
daily
work
program,
including
starting
and
quitting
time
will
be
guided
by
the
needs
for
best
operation
of
the
school
building
as
determined
by
the
Principal,
Supervisor,
or
Head
Custodian
with
the
prior
approval
of
the
Principal
or
Supervisor.
8.1.4
An
employee
called
back
to
work
after
having
completed
a
regular
shift
or
called
to
work
on
a
Saturday
or
Sunday
shall
receive
a
minimum
of
two
(2)
hours
pay
at
the
time
and
one-half
(l
½)
rate
of
pay
for
the
employee.
8.1.5
An
employee
called
to
work
on
a
holiday
(as
defined
in
Section
16.1.2)
shall
receive
a
minimum
of
two
(2)
hours
pay
at
the
time
and
one-half
(l
½)
rate
of
pay
for
the
employee.
An
employee
shall
be
paid
double
time
for
all
hours
worked
in
excess
of
the
two
(2)
hour
guaranteed
call
back
time.
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8.1.6
An
employee
called
to
work
on
a
day
that
is
celebrated
on
the
calendar
as
a
legal
holiday
and
is
paid
for
under
Section
16.1
but
is
observed
by
the
School
District
on
a
different
day
(see
Sections
16.1.4
through
16.1.7),
shall
receive
the
holiday
pay
on
the
day
observed
by
the
School
District
and
shall
receive
a
minimum
of
two
(2)
hours
pay
at
the
time
and
one-half
(1
½)
rate
of
pay
for
the
employee.
An
employee
shall
be
paid
double
time
for
all
hours
worked
in
excess
of
the
two
(2)
hour
guaranteed
call
back
time.
Example:
December
25 th
occurs
on
a
Sunday.
The
School
District
observes
the
Christmas
holiday
on
Monday,
December
26.
An
employee
is
called
to
work
on
Sunday,
December
25 th
and
works
four
(4)
hours.
The
employee
will
be
paid
time
and
one-half
(1
½)
for
the
first
two
(2)
hours
of
work
and
double
time
for
the
remaining
two
(2)
hours
of
work.
The
employee
will
also
receive
holiday
pay
for
Monday,
December
26.
8.1.7
An
employee
shall
receive
one
(1)
hour
pay
including
applicable
exceptional
service
pay
for
answering
and
responding
to
after
hour
emergency
alarm
calls.
8.2
Work
Assignments
8.2.1
Work
assignments
will
be
made
by
the
Manager
of
Operations
-
Custodial
Services,
and
Head
Custodian.
The
Principal
shall
act
in
the
absence
of
the
Manager
of
Operations
-
Custodial
Services.
8.2.2
Specific
job
assignments
for
an
individual
employee
or
a
crew
of
employees
will
be
made
on
the
basis
of
skills
and
abilities
rather
than
by
an
employee
covered
under
this
Agreement
identified
with
a
particular
building.
8.2.3
It
is
understood
that
the
work
of
an
employee
shall
include
all
operation,
maintenance
or
repair
work
of
any
kind
needed
to
maintain
the
building,
grounds
or
equipment
in
good
condition
as
provided
in
the
appropriate
job
description.
8.3
Overtime
Work
Assignments
8.3.1
Additional
hours
of
work
which
result
in
overtime
pay
will
be
assigned
on
the
basis
of
the
most
efficient
use
of
the
employee.
8.3.2
If
the
non-regularly
scheduled
work
which
results
in
additional
hours
for
an
employee
is
to
follow
a
regular
scheduled
work
shift,
those
employees
as
defined
in
Section
2.2,
in
that
building
will
be
assigned
to
the
building
where
the
work
will
occur.
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8.3.3
If
the
non-regularly
scheduled
work
does
not
immediately
follow
a
regularly
scheduled
shift
in
the
building,
employees,
as
defined
in
Section
2.2,
in
that
building
will
be
used.
8.3.4
If
circumstances
surrounding
the
assignment
of
the
work
are
in
the
nature
of
an
emergency,
such
that
additional
damage
to
physical
property
will
occur,
the
safety
of
persons
is
a
factor,
or
time
is
a
crucial
factor,
the
work
will
be
assigned
to
any
employee
as
determined
by
the
employer.
8.3.5
Employees
may
not
refuse
the
assignment
of
additional
hours
of
work
except
for
just
cause.
8.4
Safety
8.4.1
All
regulations
and
laws
of
the
State
of
Minnesota
governing
the
safety
of
employees
and
building
occupants
shall
be
complied
with
by
the
employee
and
employer.
8.4.2
Employees
who
are
assigned
to
work
in
a
building
when
they
are
the
only
person
in
the
building
will
not
be
assigned
tasks
which
are
considered
hazardous
by
both
the
employee
and
their
supervisor.
Examples
of
such
tasks
are:
ladder
climbing,
electrical
circuit
repair,
tunnel
crawling,
outside
patrolling
and
pursuit
of
vandals.
ARTICLE
IX:
PROBATION
9.1
New
Employees
All
new
employees
shall
be
on
probation
for
a
period
of
one
hundred
eighty
(180)
calendar
days
during
the
employee's
regular
work
year
schedule.
Continued
employment
during
this
period
shall
be
vested
solely
in
the
School
Board.
Subsequent
to
that
period,
the
employee
shall
attain
regular
employment
status.
9.2
Current
Employees
Appointed
to
New
Positions
Current
regular
employees
appointed
to
a
new
position
shall
serve
a
one
hundred
twenty
(120)
calendar
day
probationary
period
in
the
new
position
during
the
employee's
regular
work
year
schedule.
Continued
employment
in
the
new
position
during
this
probationary
period
shall
be
vested
solely
in
the
School
Board.
During
said
probationary
period,
the
School
Board
may
revert
the
employee
to
the
employee's
previous
position
as
soon
as
a
qualified
replacement
is
available.
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employee
that
returns
to
a
previously
held
position
will
be
placed
in
the
employee's
previous
pay
grade
and
step.
In
the
event
that
the
previous
position
is
not
open,
the
employee
shall
be
placed
in
a
position
as
similar
in
class,
shift
and
wages
as
the
employee's
previous
position,
as
may
be
available.
This
may
require
the
layoff
of
a
less
senior
employee.
9.3
Temporary
Employees
Appointed
to
Regular
Status
Positions
Current
regular
and
new
employees
appointed
to
temporary
positions
are
subject
to
the
provisions
of
Section
9.1
and
Section
9.2.
Current
regular
employees
appointed
to
temporary
positions
will
return
to
their
regular
position
status
at
the
termination
of
the
temporary
position;
new
employees
appointed
to
temporary
positions
will
be
terminated
if
the
employee
is
working
under
a
probationary
period
under
Section
9.1.
If
the
employee
has
satisfied
a
probationary
period
under
Section
9.1,
the
employee
will
be
entitled
to
be
laid
off
under
Article
XI.
If
an
employee
is
appointed
to
a
temporary
position
and
subsequently
(within
thirty
(30)
calenda