Summary
We are seeking a dedicated and enthusiastic individual to support the Summer Learning Academy at King Elementary School. This seasonal position is ideal for individuals who are passionate about education and working with children. The paraprofessional will assist teachers in delivering engaging learning experiences, ensuring that students are supported academically and socially during the summer program.

Summer Learning Academy Dates: June 15th - June 25th and July 13th - July 23rd

Responsibilities
- Assist classroom teachers in implementing lesson plans and educational activities.
- Provide one-on-one and small group support to students, reinforcing learning concepts and skills.
- Monitor and supervise students during classroom activities, recess, and lunch.
- Help maintain a positive and inclusive classroom environment that promotes student engagement and participation.
- Maintain a safe and organized classroom environment.
- Perform other duties as assigned by the Summer Learning Academy staff.

Requirements
- High school diploma or equivalent; some college coursework in education or child development preferred.
- Previous experience working with children in an educational or recreational setting.
- Strong communication and interpersonal skills, with the ability to work collaboratively with teachers and staff.
- Patience, flexibility, and a positive attitude towards student learning and development.
- Ability to follow directions and adapt to the needs of individual students.
- Basic knowledge of educational practices and child development principles.
- CPR and First Aid certification is a plus.
- Commitment to fostering a supportive and inclusive learning environment for all students.
- Availability to work the full duration of the Summer Learning Academy program.

From PDF Description

MASTER AGREEMENT
between
INDEPENDENT SCHOOL DISTRICT #317
DEER RIVER, MINNESOTA
and
MINNESOTA COUNCIL 65, AMERICAN FEDERATION OF STATE, COUNTY AND
MUNICIPAL EMPLOYEES
LOCAL UNION NO. 498
July 1, 2025 through June 30, 2027

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Table of Contents
ARTICLE I: PURPOSE .......................................................................................................................................... 8
Section 1. Parties ................................................................................................................................................. 8
ARTICLE II: RECOGNITION OF EXCLUSIVE REPRESENTATIVE ............................................................... 8
Section 1. Parties ................................................................................................................................................. 8
Section 2. Appropriate Unit ................................................................................................................................ 8
ARTICLE III: DEFINITIONS ................................................................................................................................ 8
Section 1. Terms and Conditions of Employment .............................................................................................. 8
Section 2. School District ................................................................................................................................... 8
Section 3. Other Terms........................................................................................................................................ 9
Section 4. Definitions of Employees .................................................................................................................. 9
ARTICLE IV: SCHOOL DISTRICT RIGHTS ....................................................................................................... 9
Section 1. Inherent Managerial Rights................................................................................................................ 9
Section 2. Management Responsibilities ............................................................................................................ 9
Section 3. Effect of Laws, Rules and Regulations .............................................................................................. 9
Section 4. Reservation of Managerial Rights ..................................................................................................... 9
ARTICLE V: EMPLOYEE RIGHTS ................................................................................................................... 10
Section 1. Right to Views.................................................................................................................................. 10
Section 2. Right to Join ..................................................................................................................................... 10
Section 3. Request for Dues Check off ............................................................................................................. 10
Subd. 1 .......................................................................................................................................................... 10
Subd. 2. ......................................................................................................................................................... 10
Subd. 3. ......................................................................................................................................................... 10
Section 4. Fair Share Fee/Agency Fee .............................................................................................................. 10
Section 5. Hold Harmless Agreement ............................................................................................................... 10
ARTICLE VI: RATES OF PAY .............................................................................................................................11
Section 1. Rates of Pay ......................................................................................................................................11
Subd. 1. Schedule...........................................................................................................................................11
Subd. 2. Duration ...........................................................................................................................................11
Subd. 3. Long-term Substitutes......................................................................................................................11
Subd. 4. Call-out Pay .....................................................................................................................................11
Subd. 5. Passes for Staff ................................................................................................................................11
Subd. 6. Annual Notice of Assignment ..........................................................................................................11

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ARTICLE VII: GROUP INSURANCE .................................................................................................................11
Section 1. Selection of Carrier ...........................................................................................................................11
Section 2. Health and Hospitalization Insurance: ..............................................................................................11
Subd. 1. Group Health Plan ...........................................................................................................................11
Subd. 2. Employer Contributions to the Health Reimbursement Accounts for Active Employees .............. 12
Subd. 3 Hardship........................................................................................................................................... 12
Subd. 4 Pro-ration ......................................................................................................................................... 12
Subd. 5 Payment of Administrative Fees ...................................................................................................... 12
Section 3. Dental Insurance .............................................................................................................................. 12
Subd. 1. Contribution Rate............................................................................................................................ 12
Section 4. Claims Against the School District .................................................................................................. 13
Section 5. District Contribution and Eligibility ................................................................................................ 13
Subd. 1. ......................................................................................................................................................... 13
Subd. 2. ......................................................................................................................................................... 13
Section 6. Life Insurance .................................................................................................................................. 13
Section 7. Long-term Disability Insurance ....................................................................................................... 13
Section 8. Eligibility ......................................................................................................................................... 13
ARTICLE VIII: LEAVES OF ABSENCE ............................................................................................................ 13
Section 1. Sick leave ......................................................................................................................................... 13
Subd. 1. Earning ............................................................................................................................................ 13
Subd. 2. Use .................................................................................................................................................. 14
Subd. 3. Medical Certificate Requirement .................................................................................................... 14
Subd. 4. Accrual ............................................................................................................................................ 14
Subd. 5. During Vacation .............................................................................................................................. 14
Subd. 6. Procedure ........................................................................................................................................ 14
Subd. 7. Balance Notification ....................................................................................................................... 14
Subd. 8. Donations ........................................................................................................................................ 14
Section 2. Worker's Compensation ................................................................................................................... 14
Section 3. Medical Leave .................................................................................................................................. 15
Subd. 1. Qualifications .................................................................................................................................. 15
Subd. 2. Request Procedure .......................................................................................................................... 15
Subd. 3. Credit .............................................................................................................................................. 15
Subd. 4. Unpaid Leave .................................................................................................................................. 15

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Section 4. Personal Leave ................................................................................................................................. 15
Subd. 1. Accrual ............................................................................................................................................ 15
Subd. 2. Request Timeline ............................................................................................................................ 15
Subd. 3. Leave Restrictions .......................................................................................................................... 16
Subd. 4. Union Leave.................................................................................................................................... 16
Subd. 6. Coaching and Advisor Assignment ................................................................................................. 16
Section 5. Bereavement Leave .......................................................................................................................... 16
Section 6. Unpaid Leave ................................................................................................................................... 16
Section 7. Family and Medical Leave............................................................................................................... 17
Subd. 1. Purpose: .......................................................................................................................................... 17
Subd. 2. Salary and Fringe Benefits.............................................................................................................. 17
Subd. 3. Eligibility ........................................................................................................................................ 17
Subd. 4. Paid Leave Under Contract ............................................................................................................. 17
Subd. 5. Notification ..................................................................................................................................... 17
Section 8. Military Leave .................................................................................................................................. 17
Section 9. Jury Service ...................................................................................................................................... 17
Section 10. Insurance Application .................................................................................................................... 18
Section 11. Physicals......................................................................................................................................... 18
ARTICLE IX: HOURS OF SERVICE ................................................................................................................. 18
Section 1. Basic Work Week ............................................................................................................................. 18
Section 2. Overtime .......................................................................................................................................... 18
Section 3. Shifts and Starting Time................................................................................................................... 18
Section 4. Lunch Period .................................................................................................................................... 18
Section 5. School Closing ................................................................................................................................. 18
Subd. 1. Procedures....................................................................................................................................... 18
Subd. 2. Hours of Service ............................................................................................................................. 19
ARTICLE X: HOLIDAYS .................................................................................................................................... 19
Section 1. Paid Holidays ................................................................................................................................... 19
Section 2. School in Session ............................................................................................................................. 19
Section 3. Application ....................................................................................................................................... 19
Section 4. Eligibility ......................................................................................................................................... 19
ARTICLE XI: VACATIONS ................................................................................................................................ 20
Section 1. Earned Vacations .............................................................................................................................. 20

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Section 2. Accrual ............................................................................................................................................. 20
Section 3. Use ................................................................................................................................................... 20
Section 4. Resignation or Termination .............................................................................................................. 20
Section 5. Carryover ......................................................................................................................................... 20
ARTICLE XII: PROBATIONARY PERIOD ....................................................................................................... 21
Section 1. Probationary Period ......................................................................................................................... 21
Subd. 1a. Completion of Probationary Period .............................................................................................. 21
Section 2. Probationary Period; Change of Classification ................................................................................ 21
ARTICLE XIII: SENIORITY ............................................................................................................................... 21
Section 1. Seniority Date .................................................................................................................................. 21
Section 2. Eligibility ......................................................................................................................................... 21
Section 3. Part-time Employees ........................................................................................................................ 21
Section 4. Layoff and Rehire Procedure ........................................................................................................... 22
Subd. 1. Process of ULA............................................................................................................................... 22
Subd. 2. Process of Reduction in Force ........................................................................................................ 22
Subd. 3. Process of Reinstatement ................................................................................................................ 22
Section 5. Inter Staff Substituting ..................................................................................................................... 22
Section 6. Vacancies .......................................................................................................................................... 23
Section 7. Seniority List.................................................................................................................................... 23
Section 8. License Accommodations ................................................................................................................ 23
ARTICLE XIV: SICK LEAVE BUYOUT............................................................................................................ 23
Section 1. Employees hired prior to September 1, 2002................................................................................... 23
Subd. 1. Post Retirement Health Savings ..................................................................................................... 23
Subd. 2. Sick Leave Buyout .......................................................................................................................... 23
Subd. 3. Medical Insurance Continuation Qualification and Duration ......................................................... 24
Subd. 4. Death Prior to Disbursement .......................................................................................................... 24
Subd. 5. 403B Match Contribution Offset .................................................................................................... 24
Section 2. Employees hired after September 1, 2002 ....................................................................................... 24
Subd. 1. 403B Matching Contribution Eligibility......................................................................................... 24
Subd. 2. Contribution Rate............................................................................................................................ 24
Subd. 3. Part time calculation ....................................................................................................................... 24
Subd. 4. Limits .............................................................................................................................................. 24
Subd. 5. Authorization .................................................................................................................................. 24

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Subd. 6. Ineligibility ..................................................................................................................................... 24
Subd. 7. Investment Options ......................................................................................................................... 25
ARTICLE XV: BULLETIN BOARD ................................................................................................................... 25
Section 1. Placement and Use ........................................................................................................................... 25
ARTICLE XVI: WAGE ADMINISTRATION ..................................................................................................... 25
Section 1. Schedule ........................................................................................................................................... 25
Section 2. Calculation ....................................................................................................................................... 25
Section 3. Additional or Overtime Hour Payments .......................................................................................... 25
ARTICLE XVII: GRIEVANCE PROCEDURE ................................................................................................... 25
Section 1. Definitions........................................................................................................................................ 25
Subd. 1. Grievance ........................................................................................................................................ 25
Subd. 2. Group of Employees ....................................................................................................................... 26
Section 2. Representative .................................................................................................................................. 26
Section 3. Definitions and Interpretations ........................................................................................................ 26
Subd. 1. Extension ........................................................................................................................................ 26
Subd. 2. Days ................................................................................................................................................ 26
Subd. 3. Computation of Time ...................................................................................................................... 26
Subd. 4. Filing and Postmark ........................................................................................................................ 26
Section 4. Time Limitation and Waiver ............................................................................................................ 26
Section 5. Greivance Steps ............................................................................................................................... 26
Subd. 1. Level I ............................................................................................................................................. 26
Subd. 2. Level II............................................................................................................................................ 27
Subd. 3. Level III .......................................................................................................................................... 27
Section 6. School Board Review ...................................................................................................................... 27
Section 7. Denial of Grievance ......................................................................................................................... 27
Section 8. Arbitration Procedures ..................................................................................................................... 27
Subd. 1. Request ........................................................................................................................................... 27
Subd. 2. Prior Procedure Required ............................................................................................................... 27
Subd. 3. Selection of Arbitrator .................................................................................................................... 27
Subd. 4. Hearing ........................................................................................................................................... 28
Subd. 5. Decision .......................................................................................................................................... 28
Subd. 6. Expenses ......................................................................................................................................... 28
Subd. 7. Jurisdiction...................................................................................................................................... 28

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Section 9. Election of Remedies and Waiver .................................................................................................... 28
ARTICLE XVIII: GENERAL PROVISIONS ...................................................................................................... 29
Section 1. Union Committee Absence From Duty............................................................................................ 29
Section 2. Required Absence from Duty........................................................................................................... 29
Section 3. Subpoenaed Absences ...................................................................................................................... 29
Section 4. Meet and Confer .............................................................................................................................. 29
Section 5. Union Stewards ................................................................................................................................ 29
ARTICLE XIX: DURATION ............................................................................................................................... 29
Section 1. Term and Reopening Negotiations ................................................................................................... 29
Section 2. Severability ...................................................................................................................................... 30
APPENDIX "A": NON-CERTIFIED COMPENSATION SCHEDULES: July 1, 2025 - June 30, 2027 ............ 32
Schedule: FY2026 ............................................................................................................................................. 32
Schedule: FY2027 ............................................................................................................................................. 32
Other Compensation Criteria ............................................................................................................................ 32
Longevity .......................................................................................................................................................... 33
APPENDIX "B": GRADE LEVEL CLASSIFICATIONS ................................................................................... 33

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AGREEMENT
ARTICLE I: PURPOSE
Section 1. Parties
This Agreement is entered into between Independent School District #317, Deer River, Minnesota, hereinafter
referred to as the School District, and Minnesota Council 65, AFSCME, AFL-CIO, Local Union 498,
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 P.E.L.R.A., to provide the
terms and conditions of employment for all employees who are covered by this bargaining Agreement during
the duration of this Agreement.
ARTICLE II: RECOGNITION OF EXCLUSIVE REPRESENTATIVE
Section 1. Parties
In accordance with PELRA, the School District recognizes Local Union No. 498, Minnesota Council 65,
AFSCME, AFL-CIO, as the exclusive representative for collective bargaining purposes for all employees of
Independent School District #317, Deer River, Minnesota, who are not required to be licensed by the State of
Minnesota, whose employment service exceeds the lesser of fourteen (14) hours per week or 35 percent of the
normal work week and more than 67 workdays per year, in a single classification, excluding supervisory and
confidential employees. Paraprofessionals, Student Support Services, Transportation/Grounds-Maintenance,
Food Service, Custodial and Clerical are the classifications to which exclusive representative shall have those
rights and duties as prescribed by PELRA and as described in the provisions of this Agreement.
Section 2. Appropriate Unit
The Board shall not enter into any agreements with the employees coming under the jurisdiction of this
Agreement, either individually or collectively, which in any way conflict with the terms and conditions of this
Agreement.
ARTICLE III: DEFINITIONS
Section 1. Terms and Conditions of Employment
Shall mean the hours of employment, the compensation therefore – including fringe benefits except retirement
contributions or benefits other than employer payment of, or contributions to, premiums for group insurance
coverage of retired employees or severance pay, and the employer’s personnel policies affecting the working
conditions of the employees and is subject to the provisions of PELRA.
Section 2. School District
For the purpose of administering this Agreement, the term "School District" shall mean the School Board or its
designated representative.

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Section 3. Other Terms
Terms not defined in this Agreement shall have those meanings as defined by the P.E.L.R.A.
Section 4. Definitions of Employees
A. Full-time Employee: An employee who works twelve (12) months per year and at least seven (7) hours
per day.
B. Part-time Employee: An employee who works less than seven (7) hours per day and twelve (12)
months per year.
C. Full-time School Term Employee: An employee who works not less than seven (7) hours per day
during the school term.
D. Part-time School Term Employee: An employee who works less than seven (7) hours per day during
the school term. Pro rata based on seven (7) hours.
ARTICLE IV: SCHOOL DISTRICT RIGHTS
Section 1. Inherent Managerial Rights
The exclusive representative recognizes that the School District 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 and programs of the employer, its overall budget, utilization of technology, the organizational
structure, and selection and direction and number of personnel.
Section 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.
Section 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 District and shall be governed by the laws of the State of
Minnesota, and by School District 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 District and its duly designated officials to promulgate rules, regulations, directives and orders from time
to time as deemed necessary by the School District insofar as such rules, regulations, directives and orders are
not inconsistent with, or alter any of, the terms of this Agreement.
Section 4. Reservation of Managerial Rights
The foregoing enumeration of 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 District.

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ARTICLE V: EMPLOYEE RIGHTS
Section 1. Right to Views
Pursuant to PELRA, nothing contained in this Agreement shall be construed to limit, impair or affect the right
of any employee or his 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 designed 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.
Section 2. Right to Join
Pursuant to PELRA, 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 to
secret ballot to designate an exclusive representative for the purpose of negotiating grievance procedures and
the terms and conditions of employment for employees of such unit with the School District.
Section 3. Request for Dues Check off
In recognition of the Union as the exclusive representative:
Subd. 1. The Employer shall deduct an amount each pay period sufficient to provide the payment of
regular dues and/or other Union approved deductions, established by the Union from the wages of all
employees authorizing, in writing, such deduction on a form mutually agreed upon by the Employer and
Union; and the deduction of dues shall commence 30 working days after initial employment with the
Employer, and
Subd. 2. The Employer shall remit such deductions to AFSCME Council 65 Administrative Office (118
Central Avenue, Nashwauk, MN 55769) with a list of the names of the employees from whose wages
deductions were made along with other pertinent employee information necessary for the collection and
administration of union dues preferably in an Excel formatted report that may be electronically
transmitted or by U.S. mail; and
Subd. 3. The Union shall provide the formula or schedule (if applicable) to calculate the actual dues
deduction to the Employer and will provide a spreadsheet that can be used to calculate the actual dues
along with any set amount for local assessments, in an electronic Excel format or via U.S. mail.
Section 4. Fair Share Fee/Agency Fee
The Union may collect an Agency fee or Fair Share Fee, in an amount determined by the Union, from
bargaining unit members who choose not to become members of the Union. However, any such fees so
collected by the Union shall be accomplished in accordance with the applicable terms of Minn. Stat. Sect.
179A06, Subd. 3.
Section 5. Hold Harmless Agreement
The Union agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or
judgments brought or issued against the Employer as a result of action taken by the Employer under all
provisions of this Article.

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ARTICLE VI: RATES OF PAY
Section 1. Rates of Pay
Subd. 1. Schedule
The wages and salaries reflected in Schedule A, attached hereto, shall be a part of the Agreement for the
period commencing July 1, 2025 to June 30, 2027.
Subd. 2. Duration
During the duration of this Agreement, advancement on any salary schedule shall be subject to the terms
of this Agreement. In the event a successor Agreement is not entered into prior to the expiration of this
Agreement, an employee shall be compensated according to his current rate until a successor Agreement
is executed.
Subd. 3. Long-term Substitutes
Substitutes who at the time of employment are known to be replacing the same non-certified staff
member for more than thirty (30) days shall be placed on the salary schedule under the correct grade,
year 1 and those who substitute in the same position for 31 days shall be placed on the salary schedule in
the correct grade, year 1, with that pay retroactive to day 1.
Subd. 4. Call-out Pay
Custodians shall be compensated a minimum of four (4) hours pay for returning to work at the request of
the District or reporting to work at time other than their normally scheduled shift start/stop times.
Subd. 5. Passes for Staff
All members of the bargaining unit shall receive free admission to all regular season home games upon
presentation of their staff identification card.
Subd. 6. Annual Notice of Assignment
Written notice of assignment shall be made annually, identifying the job title, rate of pay, and
relationship to the school day calendar.
ARTICLE VII: GROUP INSURANCE
Section 1. Selection of Carrier
The selection of the insurance carrier and policy shall be made by the School District as provided by law.
Section 2. Health and Hospitalization Insurance:
Subd. 1. Group Health Plan
Employer shall make available a group health plan to all qualified bargaining unit members who elect to
participate in said plan. With respect to qualifying bargaining unit members, Employer shall contribute
an amount not to exceed $620.00 towards the monthly premium cost for single group health coverage
for the 2025-2026 and 2026-2027 school years Employer shall contribute an amount not to exceed
$1,000.00 during the 2025-2026 and 2026-2027 school years towards the monthly premium cost for
family group health coverage.

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Subd. 2. Employer Contributions to the Health Reimbursement Accounts for Active Employees
Subd. 1a. Definition. For the purposes of this agreement, “health reimbursement account” shall
mean an account recognized by the Internal Revenue Service in which contributions can be made
by the employer for the purposes of healthcare cost reimbursements.
Subd. 1b. Contributions. Employer will make a monthly contribution amount to individual health
reimbursement accounts for qualifying bargaining unit members in accordance with the
following schedule:
• $150.00 per month (up to $1,800.00 annually) for each qualified employee who elects
single coverage under the district’s group health plan.
• $230.00 per month (up to $2,760.00 annually) for each qualified employee who elects
family coverage under the district’s group health plan.
All contributions on behalf of a plan participant shall cease on the date the participant is no
longer actively enrolled in the group health plan.
Subd. 3 Hardship
The contribution will be made on a monthly basis over the insurance plan year. If a participant in the
health reimbursement arrangement is entitled to receive an annual contribution that is prorated on a
monthly basis over the plan year, and the participant incurs one or more claims for an eligible health
expense that exceeds the participant’s account balance in their account, the Employer may, at the
participant’s hardship case request, accelerate its prorated contribution for that year to the extent
necessary to reimburse the participant for the claim. The total contribution for such a participant shall in
no event exceed the contribution to which he or she was originally entitled to for that year.
Subd. 4 Pro-ration
If a qualified bargaining unit member [or retiree] enters the plan as a participant on a date after the first
day of the plan year, the Employer shall prorate the amount of the Employer contribution to reflect the
late entry. If the participant incurs one or more claims for an eligible health expense that exceeds the
participant’s account balance in their account, the Employer may, at the participant’s hardship case
request, increase its contribution for that year to the extent necessary to reimburse the participant for the
claim, but not exceeding the contribution made to similarly situated participants who entered the plan on
the first day of the plan year. The participant shall be entitled to the same rights of similarly situated
employees to accelerate future employer contributions that are prorated over the plan year.
Subd. 5 Payment of Administrative Fees
All administrative fees allocable to individual health reimbursement accounts of active employees or
former employees shall be paid from the employees account.
Section 3. Dental Insurance
The School District agrees to provide single and family dental coverage.
Subd. 1. Contribution Rate
The School District shall contribute up to $48.26 per month for single coverage and $62.00 per month
for family coverage, during the contract term from July 1, 2025 through June 30, 2027, for all full-time
employees. Part-time employees shall receive a pro-rata premium participation by the District. School
District premium participation shall be on a twelve-month basis for all eligible employees.

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Section 4. Claims Against the School District
It is understood that the School District's only obligation is to purchase an insurance policy and pay such
amounts as agreed to herein, and no claim shall be made against the School District as a result of a denial of
insurance benefits by an insurance carrier.
Section 5. District Contribution and Eligibility
Subd. 1.
An employee is eligible for School District contribution as provided in this Article as long as the
employee is employed on paid status by the School District and is enrolled in the District’s group health
and hospitalization insurance plan. Upon termination of employment, all District contributions shall
cease. Individuals may continue in the group insurance coverage at their own cost for a period of up to
18 months in accordance with COBRA. Premiums must be prepaid to the District Office by the 22nd of
each month preceding the month of coverage.
Subd. 2.
Beginning with the 2002-03 contract year, all newly hired employees shall receive School District
contributions to premiums based on the number of months worked (i.e., twelve months, equals twelve-
month participation, pro-rated on hours worked; school year, nine months equals nine-month
participation, pro-rated on hours worked).
Section 6. Life Insurance
The School District shall contribute up to $102.00 per year toward the purchase of $50,000 term life insurance
with the remainder to be borne by the employee.
Section 7. Long-term Disability Insurance
The School District shall contribute the total dollar amount per month toward the premium of each employee
enrolled in the School District group long term disability income plan during the 2025-2027 contract years.
Section 8. Eligibility
Benefits in this Article are designed for personnel as specified in each Section of Article VII.
ARTICLE VIII: LEAVES OF ABSENCE
Section 1. Sick leave
Subd. 1. Earning
All employees shall earn sick leave at the rate of one (1) day per month of service, accumulative to 140
working days. The one (1) day per month shall be equivalent to the hours worked per day. Annual sick
leave shall accrue monthly as it is earned on a proportionate basis to the employee's work year.
Employees may use sick leave in advance in the amount allowed by the CBA for a full year of service.

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Subd. 2. Use
Sick leave with pay shall be allowed whenever an employee’s absence is found to have been due to the
employee’s illness and/or disability, which prevented attendance at school and performances of duties on
that day or days. Pursuant to M.S. 181.9413 (with spouse and parent added), an employee may use sick
leave for absences due to an illness of or injury to the employee’s child, spouse, sibling, parent,
grandparent, grandchild or stepparent for such reasonable periods as the employee’s attendance with the
child, spouse, parent, grandparent grandchild or stepparent may be necessary on the same terms the
employee is able to use sick leave benefits for the employee’s own illness or injury. Pursuant to MS 181
9413 child includes stepchild, and a biological, adopted and foster child.
Subd. 3. Medical Certificate Requirement
The School District may require an employee to furnish a medical certificate from a qualified physician
as evidence of illness if a pattern of absences occurs, indicating such absence was due to illness, 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 District. In the event that a medical certificate will be required, the
employee will be so advised.
Subd. 4. Accrual
Sick leave allowed shall be deducted from the accrued sick leave days earned by the employee.
Subd. 5. During Vacation
If an employee becomes ill or is injured while on vacation, the scheduled vacation time is counted as
vacation; and, if the disability continues beyond the scheduled time of vacation, sick leave pay (any
remaining sick leave credit) will begin on the first consecutively scheduled working day after the end of
the scheduled vacation.
Subd. 6. Procedure
Sick pay shall be approved only upon submission of an absence request to the absence reporting system
used by the district and subsequent approval of the leave request by a building or district administrator.
Any employee absent without approved leave shall be subject to disciplinary action and/or wage
deduction.
Subd. 7. Balance Notification
Sick leave and vacation day balance notices are to be available in electronic format on a bi-weekly basis.
Paper copies of balances will be made available upon written request. Employees accrued sick day(s)
will be available at the end of the month in which they accrue.
Subd. 8. Donations
An employee may donate up to three (3) sick days per year total for employees within the bargaining
unit who have exhausted all sick leave, personal leave, and/or vacation and who encounter a catastrophic
medical condition as determined by the district.
Section 2. Worker's Compensation
Pursuant to M.S. 176, an employee injured on the job in the service of the School District and collecting
Worker's Compensation insurance, may draw sick leave and receive full salary from the School District, their
salary to be reduced by an amount equal to the insurance payments and only that fraction of the days not
covered by insurance will be deducted from their accrued sick leave.

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Section 3. Medical Leave
Subd. 1. Qualifications
An employee who has completed their probationary period who is unable to perform their duties
because of illness or injury, and who has exhausted all sick leave credit available, or has become eligible
for long term disability compensation, may, upon request, be granted a medical leave of absence,
without pay, up to six (6) months. This leave may be renewed at the discretion of the School District.
Subd. 2. Request Procedure
A request for leave of absence, or renewal thereof, under this Section shall be accompanied by a written
doctor's statement outlining the condition of health and estimated time at which the employee is
expected to be able to assume their normal responsibilities.
Subd. 3. Credit
An employee who returns from unpaid leave shall retain experience credit for pay purposes and other
benefits, which had accrued at the time he/she went on leave. No credit shall accrue for the period of
time that an employee was on unpaid leave.
Subd. 4. Unpaid Leave
A leave of absence shall be granted by mutual agreement of the Board and the Union. An employee shall
not lose any seniority while on an approved leave of absence.
Section 4. Personal Leave
Subd. 1. Accrual
An employee may be granted a leave at the discretion of the Superintendent or his designated
representative of no more than three (3) days per year, two (2) of which may accumulate to the next
year, to a maximum of five (5) days.
Regular twelve (12) month employees are granted personal leave days beginning July 1 of each year.
School term employees are granted personal leave days beginning September 1 of each year.
Subd. 1a. Fifteen Year Additional Day
After fifteen (15) years of service, an employee will be granted one (1) additional day of
personal leave. The total of accumulated days shall not exceed five (5).
Subd. 1b. Twenty-five Year Additional Days
After twenty (25) years of service, an employee will be granted three (3) additional day of
personal leave. The total of accumulated days shall not exceed six (6).
Subd. 2. Request Timeline
Requests for personal leave must be entered into the absence reporting system used by the district at
least three (3) days in advance. Leave shall only be granted upon approval by a building or district
administrator and is contingent upon the employee securing a substitute when required, as determined
by a building or district administrator. Any employee absent without approved leave shall be subject to
disciplinary action and/or wage deduction.

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Subd. 3. Leave Restrictions
A personal leave day shall not be granted during the first week nor the last week of the school year,
unless prior approval has been given.
Subd. 4. Union Leave
A public employer must afford reasonable time off to elected officers or appointed representatives for
the purpose of conducting the duties of the exclusive representative.
Subd. 1a.
One delegate will be authorized to attend the national convention every other year, not to exceed
five working days per meeting, without loss of pay.
Subd. 1b.
Delegates shall be authorized to attend state AFSCME related functions not to exceed a total of
six working days without loss of pay.
Subd. 1c.
All delegates shall be verified by Local #498 to the School District.
Subd. 6. Coaching and Advisor Assignment
Employee (s) who serve as a hired coach or advisor shall be granted leave to attend scheduled games or
events for the extra curricular group they coach/advise without deducting from their paid time off. The
duties shall be in addition and apart from the duties required of an AFSCME employee.
Section 5. Bereavement Leave
An employee will be granted up to four (4) days of bereavement leave annually in the event of the death of a
member of the employee's immediate family. Immediate family will be defined as spouse, children, parents,
siblings, grandparents, grandchildren, corresponding in-laws, and guardians. An employee will be granted one
(1) day of bereavement leave annually in the event of the death of a non-family member. Any additional days
granted will be deducted from salary at the current daily rate. Bereavement leave will be deducted from
accumulated sick leave.
Section 6. Unpaid Leave
Employees are eligible for one (1) week [five (5) consecutive days] of unpaid leave after every five (5)
continuous years of service. Employees are also eligible for one (1) week [five (5) consecutive days] of unpaid
leave after each additional five (5) continuous years of service. Employees may be granted unpaid leave at the
discretion and prior approval of the District. Unpaid hourly and benefit rates will be deducted on the payroll
following the dates unpaid leave time was taken. This option is available effective immediately upon ratification
for qualifying employees who have completed five (5) continuous years of service.
Employees may be granted unpaid leave of up to a total of 16 hours per contract year to attend school
conferences or school-related activities related to the employee’s child, provided the conference or school-
related activities cannot be scheduled during non-work hours. Employees may choose to substitute their earned
paid leave in place of unpaid leave.

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Section 7. Family and Medical Leave
Subd. 1. Purpose:
Pursuant to the Family and Medical Leave Act, 29 U.S.C. 1201 et. Seq., an eligible employee shall be
granted, upon written request, up to a total of twelve (12) weeks of unpaid leave per year in connection
with:
1) the birth and first year care of a child;
2) the adoption or foster placement of a child;
3) the serious health condition of an employee’s spouse, child, or parent and;
4) the employee’s own serious health condition.
Subd. 2. Salary and Fringe Benefits
Such leave shall be unpaid, except an eligible employee, during such leave, shall be eligible for regular
School District group health and hospitalization insurance contributions as provided in this Agreement
for a period of the leave, but not to exceed twelve (12) weeks, per year, notwithstanding any other
provisions of this Agreement.
Subd. 3. Eligibility
To be eligible for the benefits of this section and insurance contributions, an employee must have been
employed by the School District for the previous twelve (12) months and must have been employed for
at least 1,250 hours during such previous twelve-month period.
Subd. 4. Paid Leave Under Contract
While FMLA leaves, except for eligible insurance contributions as provided in Subd. 2. hereof, are
unpaid, nothing herein shall preclude an employee from utilizing paid leave otherwise provided in this
Agreement, provided the employee qualifies for the paid leave; i.e., sick
leave or personal leave or vacation leave, pursuant to the provisions of this Agreement governing such
leaves. Moreover, nothing herein, or any other provisions of this Agreement, shall be construed to
require the School District to combine leaves for a period of time that exceeds the leave provided by this
section or the period of time for leaves provided in other sections of this Agreement.
Subd. 5. Notification
The employee will provide at least thirty (30) days of written notice of request for leave when the reason
for the leave is foreseeable. The employee shall further make reasonable effort to schedule any treatment
so as to minimize disruption of the work of the School District.
Section 8. Military Leave
Military leave shall be granted pursuant to applicable law.
Section 9. Jury Service
An employee who serves on jury duty shall be granted the day or days necessary as stipulated by the court to
discharge this responsibility without any salary deduction or loss of basic leave allowance. The compensation
received for jury duty service shall be remitted to the School District. Employees who are excused for an entire
day or part thereof shall promptly report for duty after being excused by the court.

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Section 10. Insurance Application
An employee on unpaid leave is eligible to continue to participate in group insurance programs if permitted
under the insurance policy provisions. The employee shall pay to the School District the monthly premium in
advance.
Section 11. Physicals
The Board will pay for all physical examinations required by the School Board, the State Board of Education, or
any state rules and regulations.
ARTICLE IX: HOURS OF SERVICE
Section 1. Basic Work Week
The normal work week for regular full-time employees as defined in Article III, Section 4A, shall be forty (40)
hours per week unless mutually agreed upon.
Section 2. Overtime
All hours worked in excess of forty (40) hours per week shall be paid at time and one half (1.5) the applicable
hourly rates of pay at the end of each pay period.
Section 3. Shifts and Starting Time
All employees will be assigned starting time and shifts as determined by the School District. There shall be no
split shifts or split days off for any employee covered by this Agreement, except by mutual agreement between
the Union and the designated School District representative.
Section 4. Lunch Period
Shifts shall be 8-1/2 hours long. Employees working an eight (8 1/2) and half hour day shall be entitled to two
fifteen (15) minute breaks and one-half hour unpaid break per shift.
Employees working less than an eight (8) hour day, but more than four (4) hours shall receive, one half-hour
unpaid lunch break and a paid fifteen (15) minute rest break per shift.
If an employee is unable to take an unpaid thirty (30) minute duty-free meal break during his or her shift they
will be compensated at their regular rate of pay for the time worked upon submission of a timesheet.
Section 5. School Closing
Subd. 1. Procedures
All school term employees (i.e., paras, school year secretaries, cooks, interventionist and nurse
interventionist) shall be paid for all scheduled student contact days as determined by the school calendar.
In the event of a change in the number of student days (i.e., school closings or calendar changes), the
first instance of change employees shall suffer no loss of pay. Any additional days, employees will be

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given the option of (1) making up that day or time on a non-student day or after school, (2) taking a
deduction for that day, or (3) taking a personal or sick day on that day.
Subd. 2. Hours of Service
Lost time due to early outs or late starts because of inclement weather or building emergencies does not
need to be made up for school term employees. This will be allowed for up to six (6) hours of lost time
due to inclement weather or building emergencies. After six (6) hours of lost time due to inclement
weather or building emergencies, the following steps must be taken to make up the time:
a. An AFSCME employee may make up the time lost due to school closing on a student day;
b. The plan for making up the lost time must be developed in conjunction with the building
principal or direct supervisor;
c. Make-up time must be in increments of at least 30 minutes;
ARTICLE X: HOLIDAYS
Section 1. Paid Holidays
Full-time employees shall be granted the following paid holidays:
New Year's Day Labor Day
Presidents' Day Thanksgiving
Good Friday Friday after Thanksgiving
Easter Monday Day before Christmas
Memorial Day Christmas
Fourth of July Day after Christmas
Juneteenth
Section 2. School in Session
The employee shall be given a floating holiday to be used on a non-student day when either:
a) Any of the above-mentioned paid holidays fall on a Saturday or Sunday and the preceding Friday or the
following Monday are not observed as a paid holiday, or
b) Presidents’ Day or Easter Monday falls on a day when school is in session.
Any legal holiday or any holiday which falls within an employee’s vacation period shall not be counted as a
vacation day.
Section 3. Application
In order to be eligible for holiday pay, an employee must have worked a regular workday the day before and the
day after the holiday unless on an excused illness, leave, or on vacation under these provisions.
Section 4. Eligibility
Holiday benefits as defined in this article shall apply only to those full-time employees who work at least thirty
(30) hours per week on a regular basis and shall not apply to substitute or temporary employees. Part-time
employees who are employed an average of at least twenty (20) hours per week and at least the regular school
year shall be eligible for partial benefits proportional to the extent of their employment. Part-time employees

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employed less than an average of twenty (20) hours per week or less than the regular school year shall not be
eligible for any benefits pursuant to this article.
ARTICLE XI: VACATIONS
Section 1. Earned Vacations
All year-round employees shall earn vacation with pay in accordance with the following schedule.
WEEKS OF VACATION SCHOOL YEARS OF
CONTINUOUS SERVICE
One (1) after One (1)
Two (2) after Two (2)
Three (3) after Eight (8)
Four (4) after Twelve (12)
Five (5) after Eighteen (18)
10 and 11 month secretarial employees shall receive pro-rated personal leave at 50% of the same schedule. The
employee will only be allowed to use the leave during the summer months or when school is out of session,
unless mutually agreed upon by the building principal and the employee.
Section 2. Accrual
Vacation accrual is based on an employee’s FTE.
Vacation time will accrue on July 1 of each year and must be used in the next 12 months.
First year employees who do not complete a full year of service prior to July 1 will receive a prorated amount of
vacation on July 1.
Section 3. Use
Preapproval requests are to be presented to the employee’s supervisor for approval at least three days in advance
of the requested dates of absence. In determining vacation periods, the wishes of the employees will be
respected as to the time of taking vacation, insofar as the needs of the service will permit, it being understood
that the rights of the senior employee will prevail in the selection of vacation time when agreement cannot be
reached among the employees.
Section 4. Resignation or Termination
If an employee resigns before completing their first full year of service, the employee shall not be entitled to
any vacation pay. An employee who has completed at least one (1) year of service shall be entitled to receive
the pro-rata pay of unused vacation time provided such employee provides the School District with at least two
(2) weeks’ advance, written notice of the resignation time. Upon termination of employment, for any cause,
employees shall be paid for any accumulated vacation credit, including pro rata payments for periods of less
than one year.
Section 5. Carryover
“A 12-month full time employee may carry over up to one week of vacation time balance from year to year.”

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ARTICLE XII: PROBATIONARY PERIOD
Section 1. Probationary Period
An employee under the provisions of this Agreement shall serve a probationary period of six (6) months of
continuous service in the School District, during which time the School District shall have the unqualified right
to suspend without pay, discharge or otherwise discipline such employee; and during this probationary period,
the employee shall have no recourse to the grievance procedure insofar as suspension, discharge or other
discipline is concerned. By mutual agreement, the School District may extend the probationary period by an
additional ninety (90) days. A probationary employee shall have the right to bring a grievance on any other
provisions of the contract alleged to have been violated.
Subd. 1a. Completion of Probationary Period
An employee who has completed the probationary period may be suspended without pay or discharged
only for cause.
Section 2. Probationary Period; Change of Classification
In addition to the initial probationary period, an employee transferred or promoted to a different classification
shall serve a probationary period of three (3) calendar months in any such new classification. During this three
(3) months probationary period, if it is determined by the School District that the employee's performance in the
new classification is unsatisfactory, the School District shall have the right to reassign the employee to his
former classification. The employee, during this period, shall be allowed to return to his/her former
classification or position if he/she chooses to do so.
ARTICLE XIII: SENIORITY
Section 1. Seniority Date
Employees shall acquire seniority upon completion of the probationary period as defined in this Agreement and,
upon acquiring seniority, the seniority date shall relate back to the first day of service in the Union posted
position. If more than one employee commences work on the same date, seniority ranking shall be in
alphabetical order by last name.
Section 2. Eligibility
Seniority standing shall be granted to all employees who have met the criteria of Section 1. Seniority shall mean
seniority only in the classification for which the employee was hired and is or has worked and shall be so
designated in the seniority list.
Section 3. Part-time Employees
The School District reserves the right to employ such personnel as it deems desirable or necessary on a part-
time or casual basis, providing permanent full-time positions are not eliminated and replaced by part-time
personnel.

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Section 4. Layoff and Rehire Procedure
Subd. 1. Process of ULA
The School Board may place an employee on unrequested leave of absence without pay or fringe
benefits for a period of up to two calendar years from the time such leave commences.
a) First the District shall notify the Local Union of reductions prior to public notice being given.
b) Reduction of staff shall occur based on seniority. A senior employee may exert his/her seniority
preference over a junior employee in any department or classification of work of which they are
qualified. The senior employee who is impacted by further job elimination or is bumped by
another employee will have the opportunity to start the bumping process, exerting their seniority
over a junior employee.
c) The senior employee who is impacted by ULA will be afforded a three (3) consecutive month
trial period after bumping into a new position. If the employee is deemed not qualified after the
trial period, they will then be placed on ULA.
Subd. 2. Process of Reduction in Force
The School Board may reduce the number of working hours for an employee’s position on a per day,
month or year basis.
a) If such a reduction results in more than a twenty percent (20%) reduction in certified hours, the
employee must be offered the next open position in the same or a lower classification which has
hours equal to or above their previous position.
b) Rejection of a position in a lower classification by the employee does not negate the right of the
employee to the next open position in the same or a lower classification.
Subd. 3. Process of Reinstatement
1. The employer will offer employees open bargaining unit positions they are qualified for as they
become available.
2. An employee displaced by seniority will have reinstatement rights for two (2) years from the
date of bump or layoff for a position from which the employee was released or a position for
which the employee is qualified.
3. Employees shall be reinstated by seniority.
4. Failure to return to work within fifteen (15) calendar days of notice of reinstatement shall
terminate all right to recall.
5. Notice of reinstatement shall be in the form of a registered letter sent to the employees last
address on file with the employer. It shall be the employee’s duty to notify the employer of any
address change.
6. No new employee will be employed to fill a permanent vacant position if a bargaining unit
employee is on layoff status that meets the qualifications.
7. Any employee who is placed on unrequested leave may accept employment in another position
or in any other occupation during the released time.
Section 5. Inter Staff Substituting
An employee assigned by the School District to fill in for an absent employee on a temporary basis (minimum
of one full shift) shall be paid the higher of either the employee's regular hourly rate or the hourly rate (using the
assigned employee's normal step placement) in the classification to which the employee is temporarily assigned
for all hours worked in the temporary assignment.

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Section 6. Vacancies
Notices of all vacancies and newly created positions shall be posted on employee bulletin boards, and the
employees shall be given ten (10) days time in which to make application to fill the vacancy or new position.
The position shall be awarded provided he/she has the necessary combination of qualifications and seniority to
perform the duties of the job involved. Should staffing be an issue the employer retains the right to hold an
employee in their current position for a maximum of six (6) months time until their current position is
backfilled.
In the event the Union does not concur in the determination, the applicant shall have the right of appeal through
the normal grievance procedure.
Newly created positions or vacancies are to be posted in the following manner: the type of work, the place of
work, the rate of pay, the hours to be worked, and the classification. Job postings that occur during the summer
will be mailed to one representative from each building for dissemination to staff. The District shall make the
determination as to whether or not the applicant possesses the necessary qualifications.
Section 7. Seniority List
The seniority list shall be brought up to date by October 1 of each calendar year. Copies of the seniority list
shall be sent to the employees in October. Employees shall have thirty (30) days from the date of the initial
posting to notify the District of any disagreement over the seniority list. The seniority list shall be posted on
employees bulletin boards after verification has been made. A copy of the seniority list shall be sent by mail to
the Secretary and the President of the Union.
Section 8. License Accommodations
Employees posting into a position within their specific job classification which requires a special license or
training shall have six (6) months to obtain the necessary license or training. An employee who possesses a
specific license or certification upon hire shall maintain that license or certification unless the district
determines that the license or certification is no longer necessary, required, or germane to their position. Any
employee who lets a necessary, required, or germane license or certification lapse shall have six (6) months to
reacquire their certification or licensure or shall be subject to dismissal or reassignment.
ARTICLE XIV: SICK LEAVE BUYOUT
Section 1. Employees hired prior to September 1, 2002
Subd. 1. Post Retirement Health Savings
Employees shall receive as a post retirement health benefit 50% of their accrued unused sick leave
calculated at the current daily rate deposited into a health savings account (MSRS) not to exceed seventy
(70) days provided they have served a minimum of ten (10) years of service with the School District.
Subd. 2. Sick Leave Buyout
Employees shall receive as sick leave buyout 50% of their accrued unused sick leave calculated at the
current daily rate, not to exceed seventy (70) days provided they have served a minimum of ten (10)
years of service with the School District.

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Subd. 3. Medical Insurance Continuation Qualification and Duration
Retirees may continue to participate in the group medical insurance coverage at their own expense for
up to seven (7) years, providing the retiree has completed fifteen (15) years of service with the District.
Premiums must be pre-paid to the District Office prior to the 22nd day of the month preceding the
month of coverage.
Subd. 4. Death Prior to Disbursement
In the event of a retirees death before the sick leave buyout pay has been distributed, that balance shall
be paid to a named beneficiary or to the deceased’s estate.
Subd. 5. 403B Match Contribution Offset
Employees hired before September 1, 2002 can elect to participate in the 403b match with the
understanding that District match monies will be deducted from the Sick Leave Buyout Section 1, Subd.
1 and Subd. 2.
Section 2. Employees hired after September 1, 2002
Subd. 1. 403B Matching Contribution Eligibility
Beginning September 1, 2002, employees who are regularly employed and who have completed at least
five (5) years of service with Independent School District #317 shall be eligible to participate in a 403b
matching contribution plan.
Subd. 2. Contribution Rate
Independent School District #317 will contribute annually an amount equal to the amount contributed by
the eligible employee to the 403b plan not to exceed the amounts shown in the following formula:
FY2026 through FY2027
5-9 years of service in ISD #317 = $1,300.00
10-14 years of service in ISD #317 = $1,500.00
15 or more years of service in ISD #317 = $2,000.00
Subd. 3. Part time calculation
Employees who work less than full time may participate in the 403b matching plan on a pro rata basis.
Subd. 4. Limits
The maximum career matching contribution by Independent School District #317 for any individual
shall be $28,000.00.
Subd. 5. Authorization
A salary reduction authorization agreement must be completed by the eligible employee by October 1st
of the current school year for the employee to participate in the 403b matching contribution plan for that
school year. Once enrolled, the authorization will remain in force unless the employee requests a change
by October 1st of the following year.
Subd. 6. Ineligibility
Employees on unpaid leave may not participate in the 403b plan while on leave.

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Subd. 7. Investment Options
Contributions can be directed only to those investment companies participating in the 403b match that
are presently being utilized in the District.
ARTICLE XV: BULLETIN BOARD
Section 1. Placement and Use
The District will erect and maintain bulletin boards of reasonable size to be placed in each location where the
employees report for work, as may be mutually agreed upon between the Union and the District.
ARTICLE XVI: WAGE ADMINISTRATION
Section 1. Schedule
All full and part-time employees shall be paid twice a month. Payroll information is available for self-service
through the District’s payroll system and is updated as soon as practical monthly. Direct deposit is required.
Section 2. Calculation
The School District shall determine salary based upon the number of days and hours per day to be worked in
accordance with the attached salary schedule found in Appendix A. Employees shall have the option to choose a
format once annually. The options shall be as follows:
1. Be paid in equal installments over 24 pay periods for choosing to receive 12 month pay;
2. 19 pay periods for those choosing 9 month pay.
All employees shall enter time and attendance daily to provide an accurate record of true effort. Payroll
deductions based on time and attendance will be made monthly. Supervisors may use the time and attendance
record as part of progressive disciplinary action.
Section 3. Additional or Overtime Hour Payments
Timecard hours will be calculated and paid twice monthly.
ARTICLE XVII: GRIEVANCE PROCEDURE
Section 1. Definitions
Subd. 1. Grievance
A "grievance" shall mean a dispute or disagreement between the employee and the School District as to
the interpretation or application of specific terms and conditions contained in this Agreement.

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Subd. 2. Group of Employees
A group of employees may file a grievance if a complaint arises out of the same transaction or
occurrence and the facts and claim are common to all members of the group.
Section 2. Representative
The grievant, administrator, or School District may be represented during any step of the procedure by any
person or agent designated by such party to act in the party's behalf.
Section 3. Definitions and Interpretations
Subd. 1. Extension
Time limits specified in this Agreement may be extended by mutual written agreement.
Subd. 2. Days
Any reference to days regarding time periods in this procedure shall refer to working days. A "working
day" is defined as all weekdays not designated as holidays by state law.
Subd. 3. Computation of Time
In computing any period of time prescribed or allowed by procedures herein, the date of the act, event,
or default for which the designated period of time begins to run shall not be included. The last day of the
period so computed shall be counted, unless it is a Saturday, a Sunday, or a legal holiday, in which event,
the period runs until the end of the next day which is not a Saturday, a Sunday, or a legal holiday.
Subd. 4. Filing and Postmark
The filing or service of any notice or document herein shall be timely if it is personally served or if it
bears a certified postmark of the United States Postal Service within the time period.
Section 4. Time Limitation and Waiver
A grievance shall not be valid for consideration unless the grievance is submitted to the School District's
designee in writing, signed by the grievant, setting forth the facts and the specific provision(s) of the Agreement
allegedly violated and the particular relief sought within twenty five (25) days after the date that the first event
giving rise to the grievance occurred. Failure to file any grievance within such period shall be deemed a waiver
thereof. Failure to appeal a grievance from one level to another within the time periods hereafter provided shall
constitute a waiver of the grievance. An effort shall first be made to adjust an alleged grievance informally
between the employee and the School District's designee.
Section 5. Greivance Steps
The School District and the employee shall attempt to adjust all grievances, which may arise during the course
of employment of any employee within the School District in the following manner:
Subd. 1. Level I
If the grievance is not resolved through informal discussion, the School District designee shall give a
written decision on the grievance to the parties involved within ten (10) days after receipt of the written
grievance.

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Subd. 2. Level II
In the event the grievance is not resolved in Level I, the decision rendered may be appealed to the
Superintendent, provided such appeal is made in writing within ten (10) days after the receipt of the
decision in Level I. If a grievance is properly appealed to the Superintendent, the Superintendent or
his/her designee shall set a time to meet regarding the grievance within fifteen (15) days after receipt of
the appeal. Within ten (10) days after the meeting, the Superintendent or his/her designee shall issue a
decision in writing to the parties involved.
Subd. 3. Level III
In the event the grievance is not resolved in Level II, the decision rendered may be appealed to the
School Board, provided such appeal is made in writing within ten (10) days after receipt of the decision
in Level II. If a grievance is properly appealed to the School Board, the School Board shall set a time to
hear the grievance within twenty (20) days after receipt of the appeal. Within ten (10) days after the
meeting, the School Board shall issue its decision in writing to the parties involved. At the option of the
School Board, a committee or representative(s) of the School Board may be designated by the School
Board to hear the appeal at this level and report the findings and recommendations to the School Board.
The School Board shall then render its decision.
Section 6. School Board Review
The School Board reserves the right to review any decision issued under Level I or Level II of this procedure
provided the School Board or its representative(s) notifies the parties of the intention to review within ten (10)
days after the decision has been rendered. In the event the School Board reviews a grievance under this section,
the School Board reserves the right to reverse or modify such decision.
Section 7. Denial of Grievance
Failure by the School Board or its representative to issue a decision within the time period provided herein shall
constitute a denial of the grievance, and the employee may appeal it to the next level.
Section 8. Arbitration Procedures
In the event that the employee and the School Board are unable to resolve any grievance, the grievance may be
submitted to arbitration as defined herein:
Subd. 1. Request
A request to submit a grievance to arbitration must be in writing signed by the aggrieved party, and such
request must be filed in the office of the Superintendent within ten (10) days following the decision in
Level III of the grievance procedure.
Subd. 2. Prior Procedure Required
No grievance shall be considered by the arbitrator, which has not first been duly processed in accordance
with the grievance procedure and appeal provisions.
Subd. 3. Selection of Arbitrator
Upon the proper submission of a grievance under the terms of this procedure, the parties may, within ten
(10) days after the request to arbitrate, attempt to agree upon the selection of an arbitrator. If no
agreement on an arbitrator is reached, either party may request the Commissioner of the Bureau of
Mediation Services to submit a panel of seven (7) arbitrators to the parties, pursuant to PELRA,

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provided such request is made within twenty (20) days after request for arbitration. The request shall ask
that the panel be submitted within ten (10) days after the receipt of said request. Within ten (10) days
after receipt of the panel, the parties shall alternately strike names, and the remaining name shall be the
arbitrator to hear the grievance. The order of striking will be determined by lot. Failure to agree upon an
arbitrator or the failure to request an arbitrator from the Commissioner within the time period as
provided herein shall constitute a waiver of the grievance.
Subd. 4. Hearing
The grievance shall be heard by a single arbitrator, and both parties may be represented by such
person(s) as they may choose and designate, and the parties shall have the right to a hearing at which
time both parties will have the opportunity to submit evidence, offer testimony, and make oral or written
arguments relating to the issues before the arbitrator. The proceeding before the arbitrator shall be a
hearing denovo.
Subd. 5. Decision
The decision by the arbitrator shall be rendered within thirty (30) days after the close of the hearing.
Decisions by the arbitrator in cases properly before him/her shall be final and binding upon the parties,
subject, however, to the limitations of arbitration decisions as provided in PELRA. The arbitrator shall
issue a written decision and order including findings of fact, which shall be based upon substantial and
competent evidence presented at the hearing. All witnesses shall be sworn upon oath by the arbitrator.
Subd. 6. Expenses
Each party shall bear its own expenses in connection with arbitration, including expenses relating to the
party's representatives, witnesses, and any other expenses, which the party incurs in connection with
presenting its case in arbitration. A transcript or recording of the hearing shall be made at the request of
either party. The parties shall share equally fees and expenses of the arbitrator, the cost of the transcript
or recording if requested by either or both parties, and any other expenses, which the parties mutually
agree are necessary for the conduct of the arbitration. However, the party ordering a copy of such
transcript shall pay for such a copy.
Subd. 7. Jurisdiction
The arbitrator shall have jurisdiction over disputes or disagreements relating to grievances properly
before him/her pursuant to the terms of this procedure. The jurisdiction of the arbitrator shall not extend
to proposed changes in terms and conditions of employment as defined herein and contained in this
written Agreement; nor shall an arbitrator have jurisdiction over any grievance which has not been
submitted to arbitration in compliance with the terms of the grievance and arbitration procedure as
outlined herein; nor shall the jurisdiction of the arbitrator extend to matters of inherent managerial
policy, which shall include, but are not limited to, such areas of discretion or policy as the functions and
programs of the School District, its overall budget, utilization of technology, the organizational structure,
and selection and direction and number of personnel. In considering any issue in dispute, the arbitrator's
order shall give due consideration to the statutory rights and obligations of the School District to
efficiently manage and conduct its operation within the legal limitations surrounding the financing of
such operations.
Section 9. Election of Remedies and Waiver
A party instituting any action, proceeding, or complaint in a federal or state court of law or before an
administrative tribunal, federal agency, state agency, or seeking relief through any statutory process for which
relief may be granted, the subject matter of which may constitute a grievance under this Agreement, shall
immediately thereupon waive any and all rights to pursue a grievance under this article. Upon instituting a

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proceeding in another forum as outlined herein, the employee shall waive the right to initiate a grievance
pursuant to this article, or, if the grievance is pending in the grievance procedure, the right to pursue it further
shall be immediately waived. This section shall not apply to actions to compel arbitration as provided in the
Agreement or to enforce the award of an arbitrator.
ARTICLE XVIII: GENERAL PROVISIONS
Section 1. Union Committee Absence From Duty
The Board agrees to permit the Negotiating Committee or the Grievance Committee to appear at Board
meetings in negotiations or disputes without the loss of pay. Representatives of the AFSCME, AFL-CIO, shall
have access to the premises of the School District at reasonable times and are subject to reasonable rules to
investigate grievances and other problems with which they are concerned. The Union will provide the School
District with a list of the committee members. Not more than three (3) committee members shall be entitled to a
total of five (5) days without loss of pay.
Section 2. Required Absence from Duty
Employees required to attend State mandated or School District assigned safety or training seminars shall be
paid to attend the same upon authorization of the same by the Superintendent of Schools.
Section 3. Subpoenaed Absences
A paid absence shall also be granted when subpoenaed as a witness in legal proceedings directly related to
employment with the District.
Section 4. Meet and Confer
Employees shall select two representatives to meet and confer with the committee from the District on matters
not specified under section 179A.03,subdivision 19, relating to the services being provided to the public. The
public employer shall provide the facilities. The Union and Employer shall set a regular time and date to meet.
Section 5. Union Stewards
The Union may designate certain employees from the bargaining unit to act as stewards.
A. The Employer agrees to recognize stewards certified by the Union as provided in this section subject to
the following stipulations:
1. There shall be no more than four (4) stewards.
2. The Employer agrees to allow the steward a reasonable amount of time off, without loss of pay, and
processing grievances on behalf of Employees.
ARTICLE XIX: DURATION
Section 1. Term and Reopening Negotiations
This Agreement shall remain in full force and effect for a period commencing on its date of execution through
June 30, 2027, and thereafter until modifications are made pursuant to PELRA. If either party desires to modify

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or amend this Agreement commencing at its expiration, it shall give written notice of such intent no later than
ninety (90) days prior to said expiration.
Unless otherwise mutually agreed, the parties shall not commence negotiations more than ninety (90) days prior
to the expiration of this Agreement. In the event a settlement on a new contract is not reached between the
parties by the termination date of this Agreement, the present Agreement shall remain in force until a new
Agreement is reached.
Section 2. Severability
The provisions of this Agreement shall be severable, and if any provision thereof or the application of any such
provision under any circumstances is held invalid, it shall not affect any other provision of this Agreement or
the application of any provision thereof.

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FOR: MINNESOTA COUNCIL 65, AMERICAN FEDERATION OF STATE, COUNTY AND
MUNICIPAL EMPLOYEES, AFL-CIO, LOCAL UNION 498
___________________________________________________________
President
___________________________________________________________
Secretary
___________________________________________________________
Chief Employee Negotiator
Dated this ____________day ____________________, 2025.
FOR: INDEPENDENT SCHOOL DISTRICT #317, DEER RIVER, MINNESOTA
___________________________________________________________
Chairperson
___________________________________________________________
Clerk
Dated this ____________day ____________________, 2025.

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APPENDIX "A": NON-CERTIFIED COMPENSATION SCHEDULES: July 1, 2025 -
June 30, 2027
Schedule: FY2026
1 2 3 4 8 12 16
Grade 1 $15.80 $16.44 $17.09 $17.76 $19.73 $21.67 $23.63
Grade 2 $16.26 $16.91 $17.59 $18.01 $20.17 $22.14 $24.09
Grade 3 $16.85 $17.52 $18.22 $18.81 $20.74 $22.71 $24.65
Grade 4 $17.31 $18.01 $18.73 $19.23 $21.19 $23.18 $25.10
Grade 5 $17.76 $18.47 $19.21 $19.73 $21.67 $23.63 $25.58
Grade 6 $18.23 $18.96 $19.72 $20.17 $22.14 $24.09 $26.05
Grade 7 $18.65 $19.39 $20.16 $20.63 $22.58 $24.50 $26.46
Grade 9 $18.81 $19.56 $20.34 $20.80 $22.76 $24.76 $26.71
Schedule: FY2027
1 2 3 4 8 12 16
Grade 1 $16.04 $16.69 $17.35 $18.03 $20.03 $22.00 $23.98
Grade 2 $16.50 $17.16 $17.85 $18.28 $20.47 $22.47 $24.45
Grade 3 $17.10 $17.78 $18.49 $19.09 $21.05 $23.05 $25.02
Grade 4 $17.57 $18.28 $19.01 $19.52 $21.51 $23.53 $25.48
Grade 5 $18.03 $18.75 $19.50 $20.03 $22.00 $23.98 $25.96
Grade 6 $18.50 $19.25 $20.02 $20.47 $22.47 $24.45 $26.44
Grade 7 $18.93 $19.68 $20.46 $20.93 $22.92 $24.87 $26.86
Grade 9 $19.09 $19.85 $20.65 $21.12 $23.10 $25.13 $27.11
Other Compensation Criteria
Effective July 1, 2022
• Employees shall advance on the compensation schedule steps at the start of each fiscal year.
• A shift differential of 1% of base hourly rate shall be added for custodians starting their shift after 12:00
noon.
• The employer shall compensate any custodial employee working the day shift on student contact days an
additional one dollar and twenty five cents (1.25) per hour.
• Custodians shall earn a stipend of $100 per month for maintaining a Special Boiler License. *
• Custodians shall earn a stipend of $125 per month for maintaining a First Class Boiler License. *
• Custodians shall earn a stipend of $150 per month for maintaining a Chief Boiler License. *

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• Any overtime shifts shall be offered to full-time employees based on seniority before consideration of
other part-time or temporary employees.
* Boiler license stipends will be based upon only the highest-level license maintained during each pay period.
The District and the Union agree to meet commencing no later than 9/15/26 to have discussions about amending
the pay structure and devise a plan to re-classify out of market positions and amend the wage schedule.
Longevity
Longevity pay will be paid to employees that have completed four (4) or more consecutive years of service with
the District according to the table below. A year of service is any year in which the employee was certified to
begin work prior to February 1 and completed the fiscal year. Employees will be eligible for previous years of
service towards longevity if they leave and are later rehired within one year.
Starting in Year: Amount:
17 $0.50
19 $0.75
21 $1.00
APPENDIX "B": GRADE LEVEL CLASSIFICATIONS
GRADE 1:
GRADE 2: Assistant Cook
GRADE 3: Instructional Para
Library Assistant (Media Para) Special Ed Para
Food Service Aide
Building and Grounds Secretary*
GRADE 4: Computer Technical Assistant
Attendance Clerk/Secretary*
Alternative to Suspension Assistant*
Alternative Learning Program Secretary*
Custodian
Cook
GRADE 6: Secretary to the Assistant Principal/Athletic Director* Nurse Interventionist
GRADE 7: Elementary Secretary*
High School Secretary* District Secretary*
GRADE 9: Food Service Manager
*Secretary positions shall not be subject to bumping procedures.

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