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Memorandum of Agreement
Canton School Committee/Canton Schools (Cafeteria)
Union, AFSCME, Council 93, Local 362, Canton Chapter

The parties hereby enter this agreement to extend the Collective Bargaining Agreement
(ending June 30, 2015) through June 30, 2018, with the following amendments:

Articles I, IT, and Il - Hourly Wage Rates. Revise to reflect the following increases: FY16 -
2%, FY17- 2%, FY18 - 2%.

ARTICLE IV - WORK YEAR Revise to read as follows:

Optional Days: Employees who have a 180-day work year have the option of taking off without
pay any day that lunch is not served, except professional development days. Taking an optional
day off without pay will not impact sick or personal leave totals or have any effect on eligibility
for a sick leave bonus. If a day is designated a professional development day by the Food
Service Director, it is a regular work day, not an optional day off. The Food Services Director
will make reasonable efforts to notify employees of the scheduling of professional development
days for the impending academic year by August I”.                         ;

ARTICLE VII_- VACATION DAYS Revise to read as follows:

Assistant managers, who are entitled to twelve (22) paid vacation days annually, and general
workers, who are entitled to ten (10) paid vacation days annually, shall receive payment for these
days as follows: Thanksgiving vacation — two (2) days, Christmas vacation — four (4) days, and
summer vacation — six (6) days for assistant managers and four (4) days for general workers,
respectively, to be paid in the last paycheck of the work year.

Article XI - Insurance. Revise to read as follows:

The Committee will provide a plan of group life, accidental death and dismemberment and
general or blanket hospital, surgical and medical insurance as authorized under the provisions of
G.L. Chapter 32B. The Committee will pay seventy-five (75%) of the premium and the
Employer will pay twenty-five (25%) of the premium for the indemnity plan and for all HMOs.
Dental insurance shall also be paid seventy-five percent (75%) by the Commonwealth and
twenty-five percent (25%) by the employees.

The group health insurance plan shall be that set forth in the Memorandum of Agreement
pursuant to 801 CMR 52.04(4) by and between the Town of Canton and the Canton Public
Employee Committee, as may be amended from time to time.

lof3

ARTICLE XV - SICK LEAVE BUY-BACK   Revise to read as follows:

If an employee who has completed ten (10) years of continuous service retires from the Canton
Public Schools and begins to receive Tetirement benefits either under the Norfolk County
Retirement Plan or other recognized retirement Plan, he/she shall receive Payment for twenty
thirty percent (2030%) of all accumulated sick leave paid at the employee’s rate at the time of
Tetiremeént, not to exceed $4080 4500.

ARTICLE XxIx -  DURATION Revise to Tead as follows:
——ae AAA - DURATION

This Agreement shall be in effect from July 1, 200815 through June 30, 20H/8.

By October 1, 2015,4 working group comprised of the Canton Public Schools Business
Administrator and Food Services Director, and two Tepresentatives from the Canton
Schools Cafeteria Union, wili convene to discuss the prospects of Possible increases in
hours available to employees affected by the reduction in work time set forth in the

of these professional development days will be provided in accordance with the
amendment to Article IV.

In addition, time worked by employees in conjunction with the Canton Public Schools
breakfast program, which was originally considered a pilot program, will be considered
part of the employees’ regular weekly hours for purposes of calculating holiday pay

under Article VI and vacation pay under Article VIL

This Memorandum of Agreement, having been ratified by the parties, is hereby signed
and sealed by their duly authorized representatives, The parties recognize and agree that all
proposals/counterproposals regarding changes to the Collective Bargaining Agreement not

embodied in this Memorandum have been dropped.

CANTON SCHOOL COMMITTEE

Signature

CANTON SCHOOLS (CAFFETERIA)
UNION, AFSCME,

COUNCIL 93, LOCAL 362,
CANTON CHAPTER

ali?
Si                                               Date

la Patty 9/9-1 5

Signature                                  Date

Memorandum of Agreement
Canton School Committee/Canton Schools (Cafeteria)
Union, AFSCME, Council 93, Local 362, Canton Chapter

The parties hereby enter this agreement to extend the Collective Bargaining Agreement
(ending June 30, 2012) through June 30, 2015, with the following amendments:

Articles I, Il, and III - Hourly Wage Rates. Revise to reflect the following increases: F'Y13 -

2%, FY14 - 2%, FY15 - 2%.

Article XI - Insurance. Update and revise to reflect current plans and co-pays for health
insurance.

Article XVII - Evaluation Procedure and Instrument. Revise second paragraph to read as
follows:

Employees will be evaluated annually by the Food Service Director, with input
Srom the Principal and Cafeteria Manager.

Article XXIX - Duration. Amend to provide for a 3 year agreement, effective July 1, 2012
through June 30, 2015.

This Memorandum of Agreement, having been ratified by the parties, is hereby signed
and sealed by their duly authorized representatives. The parties recognize and agree that all
proposals/counterproposals regarding changes to the Collective Bargaining Agreement not
embodied in this Memorandum have been dropped.

CANTON SCHOOL COMMITTEE                    CANTON SCHOOLS (CAFFETERIA)
UNION, AFSCME,
ee 93, LOCAL 362,
ON “PIM
gf 20f 12                                                       9- 7-13
Signature                         Date                       Sj

Rb/canton/caf-12-neg/12-06-28-moa-cafeteria                     by,   7m        47-12

Memorandum of Agreement
Canton School Committee/Canton Schools (Cafeteria)
Union, AFSCME, Council 93, Local 362, Canton Chapter

The parties hereby enter this agreement to extend the Collective Bargaining Agreement (ending
June 30, 2011) through June 30, 2012, with the following amendments:

Insert a Recognition Clause, to read as follows:
RECOGNITION

The Committee hereby recognizes the Canton Schools (Cafeteria) Union, AFSCME,
Council 93, Local 362, Canton Chapter as the exclusive collective bargaining
representative covering wages, hours and other terms and conditions of employment for
the following bargaining unit employees: All food service workers in the positions of
Elementary Schoo! Manager, Canton High and Galvin Middle School Manager, Assistant
Managers and General Workers.

ARTICLES I, If, Ill - WAGES

Wages in effect during the period ending June 30, 2011 will remain in effect through June 30
2012 (i.c., no salary increase (0%) for FY 2012). It is understood that if any other bargaining
unit in the schools or town negotiate a wage increase for FY 2012, then the parties agree to
reopen for wages only for FY 2012.

ARTICLE XXI - SHOE/CLOTHING ALLOWANCE
Revise to read as follows:

The Committee shall reimburse all  regular employees of the Food Services
Department for purchase(s) of work shoes or other appropriate work clothing. A
receipt for the purchase(s) of said work shoes or work clothing must be presented to the
Office of the School Business Administrator no later than June 30 of the Fiscal Year in
which it was purchased, and reimbursement shall not exceed $250 per work year, Hats,
support hosiery, and sweatshirts are   acceptable items for reimbursement.
Reimbursement for work shoes or work  clothing purchased by new hires shall be
prorated based on the number of actual work days to June 30. Shoes and clothing may be
purchased using School Department purchase orders, as appropriate.

The Committee will provide each employee with 3 shirts and 2 aprons per year.

1 of 3

ARTICLE XXIV - POSTING OF VACANCIES:
Revise to read as follows:

In the event a position becomes open and the Employer intends to fill it, the position
shall be posted within ten (10) work days. The posting will include the appropriate job
description. Any posted position shall be filled within thirty (30) work days of the
application deadline. Should the Director of Food Services be unable to fill the vacancy
Within this timeframe, the Association will be notified and the position will be Te-posted,
First consideration will be given to internal applicants, and alll such internal candidates
shall be granted an interview.     Second consideration will be  given to AFSCME
employees from the Town bargaining unit who apply.

ARTICLE XXVIi - GRIEVANCE PROCEDURE

Revise Section 3 to read as follows:

Section 3. Grievance Procedure

Informal. "An agerieved employee is encouraged to discuss the matter informally
with the Manager, the Director of Food Services and/or the Principal in an effort to
resolve the matter. Whether or not such informal discussions occur, the employee
must adhere to the timelines set forth below in filing a grievance,

Step 1.        If the matter cannot be settled informally, the aggrieved employee shal!
file a grievance in writing to the Director of Food Services setting forth the details within
fifteen (15) days of when the employee knew or reasonably should have known of the
event leading to the grievance. The Director of Food Services shall tespond within ten
(10) days of receiving the written grievance,

Step 2.       If, in the estimation of the employee, the grievance is not satisfactorily
resolved in Step 1, the grievance may, within ten (10) days after receiving the Step 1
decision, present the grievance in writing to the School Business Administrator. A copy
of the grievance will be forwarded to the Superintendent at this time. The Business
Administrator, within fifteen (15) days after receipt of the written grievance, shall render
his written decision thereon,  The Business Administrator may discuss the matter with
the employee and the immediate supervisor before rendering his written decision.

Step 3.           If the grievance is not resolved to the satisfaction of the employee at Step
2, the grievant may, within ten (10) days after receipt of the Step 2 decision, refer the
grievance to the Superintendent of Schools. The Superintendent shall render her/his
written decision on the grievance within twenty (20) days following receipt of the written
grievance,

2 of 3

Step 4.          If the grievance is not settled at Step 3, then within ten (10) days from the
time the Association is notified of the decision at Step 3, the Association may submit the
grievance to arbitration pursuant to the mules of the American Arbitration Association.
The decision of the Arbitrator.shall be final and binding upon the parties, except that the
Arbitrator shall have no power to make a decision which:

a, alters, amends, modifies, adds to or detracts from the language of this
Agreement; or

b. recommends a right of relief for any period of time prior to the effective date
of this Agreement,

Costs of the arbitration shall be borne equally by both sides.

This Memorandum of Agreement, having been ratified by the parties, is hereby signed and
sealed by their duly authorized representatives. The parties recognize and agree that all
proposals/counterproposals regarding changes to the Collective Bargaining Agreement not
embodied in this Memorandum have been dropped.

UNION, AFSCME,
COUNCIL 93, LOCAL 362,
CANTON CHAPTER
Soph: SX, Qors           dalu
Date                                                              Date

3 of 3

Memorandum of Agreement
Canton School Committee/Canton Schools (Cafeteria)
Union, AFSCME, Council 93, Local 362, Canton Chapter

The parties hereby enter this agreement to extend the Collective Bargaining Agreement (ending
June 30, 2011) through June 30, 2012, with the following amendments:

Insert a Recognition Clause, to read as follows:
RECOGNITION

The Committee hereby recognizes the Canton Schools (Cafeteria) Union, AFSCME,
Council 93, Local 362, Canton Chapter as the exclusive collective bargaining
representative covering wages, hours and other terms and conditions of employment for
the following bargaining unit employees: All food service workers in the positions of
Elementary Schoo! Manager, Canton High and Galvin Middle School Manager, Assistant
Managers and General Workers.

ARTICLES I, If, Ill - WAGES

Wages in effect during the period ending June 30, 2011 will remain in effect through June 30
2012 (i.c., no salary increase (0%) for FY 2012). It is understood that if any other bargaining
unit in the schools or town negotiate a wage increase for FY 2012, then the parties agree to
reopen for wages only for FY 2012.

ARTICLE XXI - SHOE/CLOTHING ALLOWANCE
Revise to read as follows:

The Committee shall reimburse all  regular employees of the Food Services
Department for purchase(s) of work shoes or other appropriate work clothing. A
receipt for the purchase(s) of said work shoes or work clothing must be presented to the
Office of the School Business Administrator no later than June 30 of the Fiscal Year in
which it was purchased, and reimbursement shall not exceed $250 per work year, Hats,
support hosiery, and sweatshirts are   acceptable items for reimbursement.
Reimbursement for work shoes or work  clothing purchased by new hires shall be
prorated based on the number of actual work days to June 30. Shoes and clothing may be
purchased using School Department purchase orders, as appropriate.

The Committee will provide each employee with 3 shirts and 2 aprons per year.

1 of 3

ARTICLE XXIV - POSTING OF VACANCIES:
Revise to read as follows:

In the event a position becomes open and the Employer intends to fill it, the position
shall be posted within ten (10) work days. The posting will include the appropriate job
description. Any posted position shall be filled within thirty (30) work days of the
application deadline. Should the Director of Food Services be unable to fill the vacancy
Within this timeframe, the Association will be notified and the position will be Te-posted,
First consideration will be given to internal applicants, and alll such internal candidates
shall be granted an interview.     Second consideration will be  given to AFSCME
employees from the Town bargaining unit who apply.

ARTICLE XXVIi - GRIEVANCE PROCEDURE

Revise Section 3 to read as follows:

Section 3. Grievance Procedure

Informal. "An agerieved employee is encouraged to discuss the matter informally
with the Manager, the Director of Food Services and/or the Principal in an effort to
resolve the matter. Whether or not such informal discussions occur, the employee
must adhere to the timelines set forth below in filing a grievance,

Step 1.        If the matter cannot be settled informally, the aggrieved employee shal!
file a grievance in writing to the Director of Food Services setting forth the details within
fifteen (15) days of when the employee knew or reasonably should have known of the
event leading to the grievance. The Director of Food Services shall tespond within ten
(10) days of receiving the written grievance,

Step 2.       If, in the estimation of the employee, the grievance is not satisfactorily
resolved in Step 1, the grievance may, within ten (10) days after receiving the Step 1
decision, present the grievance in writing to the School Business Administrator. A copy
of the grievance will be forwarded to the Superintendent at this time. The Business
Administrator, within fifteen (15) days after receipt of the written grievance, shall render
his written decision thereon,  The Business Administrator may discuss the matter with
the employee and the immediate supervisor before rendering his written decision.

Step 3.           If the grievance is not resolved to the satisfaction of the employee at Step
2, the grievant may, within ten (10) days after receipt of the Step 2 decision, refer the
grievance to the Superintendent of Schools. The Superintendent shall render her/his
written decision on the grievance within twenty (20) days following receipt of the written
grievance,

2 of 3

Step 4.          If the grievance is not settled at Step 3, then within ten (10) days from the
time the Association is notified of the decision at Step 3, the Association may submit the
grievance to arbitration pursuant to the mules of the American Arbitration Association.
The decision of the Arbitrator.shall be final and binding upon the parties, except that the
Arbitrator shall have no power to make a decision which:

a, alters, amends, modifies, adds to or detracts from the language of this
Agreement; or

b. recommends a right of relief for any period of time prior to the effective date
of this Agreement,

Costs of the arbitration shall be borne equally by both sides.

This Memorandum of Agreement, having been ratified by the parties, is hereby signed and
sealed by their duly authorized representatives. The parties recognize and agree that all
proposals/counterproposals regarding changes to the Collective Bargaining Agreement not
embodied in this Memorandum have been dropped.

UNION, AFSCME,
COUNCIL 93, LOCAL 362,
CANTON CHAPTER
Soph: SX, Qors           dalu
Date                                                              Date

3 of 3

AGREEMENT
between the
CANTON SCHOOL COMMITTEE
and
CAFETERIA PERSONNEL

AFSCME, COUNCIL 93, LOCAL 362
CANTON CHAPTER

July 1, 2008 through June 30, 2011

10/15/08

Il
pial

Iv

VI
VII
VII

Ix

XII
XI
XIV
XV
XVI
XVII

XVIII

TABLE OF CONTENTS

PAGE

MANAGER .....

ASSISTANT MANAGER              ssonnendnsenseonsseten

GENERAL WORKERS - ALL SCHOOLS                        te
WORK YEAR..........peat -cueanusuonsapsetctueeseBereteenecenneeeer 2
PAYMENT ....esee000sscesneseseensessneensceneneesaeasecenaee

HOLIDAYS ......csc0000sovtenssesntenseetesessoe

VACATION DAYS w..essccssssseseneereesenne

SUBSTITUTING FOR THE MANAGER.....sssssssscssssesseeesrseaessnves 3

soenstnessaceeeeeassssevevsenneesese 4

INSURANCE.........teesetenseeeneeeesseeaancessnnnneeseessseeseeneaseees 4

PERSONAL BUSINESS DAYS....

LONGEVITY..........+06+seesenenetereseescerensessenessseteeeeeeacne 5
SICK LEAVE.                                                                                               s
SICK LEAVE BUY-BACK............asarenececaseneceeceacesonerssee 6
BEREAVEMENT LEAVE..                                                  6
EVALUATION PROCEDURE AND INSTRUMENT...2.......4. 6
WORK BEYOND REGULAR HOURG........0:sssseseeeeeeeessee 6
USE OF PERSONAL VEHICLE.........0:.csseseccessssneeeeeeeesnnee ie
SENIORITY.............teeneereconereesabnibeseesecneseespeacrersc 7
SHOE/CLOTHING ALLOWANCE .....ssccessesserseeccssessseeees 7

XXII

XXIII

XXIV

XXVII
XXVIII

XXIX

TABLE OF CONTENTS - 2

PAGE
CONDITIONS.
NEW EMPLOYEEG...........00++teeesecaceccesacencnsssneeeenevecesseese 8
POSTING OF VACANCIES

GRIEVANCE PROCEDURE .......cssscsssceeceescsceceteeeceeeeteneseee D

MISCELLANEOUG,......essseceeesceseeeserenersSUE Pee eerie10

DURATION... ccceceessenststetenentenaneeeeneeesseeeeeeaeessecessoreenees il

ARTICLE I - MANAGER

CATEGORY A: Elementary School Manager (includes handling cash)

STEP               HOURLY RATE

7/1/08         TAM         TAO
1              $13.39        $13.72        $14.13
2              $13.92        $14.26        $14.68
a              $14.42        $14.78        $15.22
4              $14.94        $15.31         $15.76
5              $15.37        $15.75        $16.22
6              $16.28        $16.68        $17.18

CATEGORY B: Canton High and Galvin Middle School Manager (includes handling
cash)

STEP               HOURLY RATE

T/A/0&         T/AI09         TAO
1              $14.30        $14.65        $15.08
2              $14.85        $15.22        $15.67
3              $15.44        $15.82        $16.29
4              $15.97        $16.36        $16.85
5              $16.43        $16.84        $17.34
6              $17.41         $17.84        $18.37

All schools with three (3) or more employees shall have a manager and an assistant
manager.

ARTICLE II_- ASSISTANT MANAGER

Hansen, Kennedy, Luce, Middle and High School (includes handling cash)

STEP               HOURLY RATE           :
7/108          7/1/09          TAO
1             $12.01        $1231        $12.67
2             $12.44        $12.75        $13.13
3                $12.92         $13.24         $13.63
4             $13.38        $13.71        $14.12
5       $13.73    $14.07    $14.49
6             $14.55        $14.91        $15.35

ARTICLE II] - GENERAL WORKERS — ALL SCHOOLS
Includes:

a) Full-time Workers (six (6) hours or more per day)
b) Part-time Workers (under six (6) hours per day)

STEP               HOURLY RATE

7/1/08       TAIO9       TANO
1             $11.00       $11.27        $11.60
2             $11.41        $11.69        $12.04
3             $11.82       $12.11        $12.47
4             $12.22       $12.52        $12.89
5             $12.59       $12.90       $13.28
6

$13.35      $13.68      $14.09
ARTICLE IV_- WORK YEAR

The work year for all current and future managers and assistant managers shall be 180 days. The
work year for all general workers hired prior to September 1, 2008 shall also be 180 days. The
work year for employees who work 180 days shall consist of the day before school begins in the
fall and all regularly scheduled school days except the day before Thanksgiving. The work year
for all general workers hired after September 1, 2008 shall be the number of days that lunch is
served plus one (1) additional day. For elementary general workers hired after 9/1/08, the work
year shall be 170 days; for middle school general workers hired after 9/1/08, the work year shall
be 174 days; and for high school general workers hired after 9/1/08, the work year shall be 171
days, The one (1) non-lunch serving work day will normally be the day before school opens in
the fall. However, the Food Service Director may determine, with input from the manager at the
appropriate school, that the one (1) non-lunch day will be worked on a day other than the day
before school opens. The Director may also require employees hired after 9/1/08 to work
additional days at their regular hourly rate at her discretion.

Optional Days: Employees who have a 180-day work year have the option of taking off without
pay any day that lunch is not served, except professional development days. Taking an optional
day off without pay wili not impact sick or personal leave totals or have any effect on eligibility
for a sick leave bonus. If a day is designated a professional development day by the Food
Service Director, it is a regular work day, not an optional day off.

ARTICLE V_- PAYMENT

All regular cafeteria personnel will be paid during the work year in either twenty-one (21) or
twenty-six (26) bi-weekly payments beginning with the first normal payroll in September.
The anniversary date for all employees will be September 1. Employees hired between July
and December 2007 will go to the next step on September 1, 2008. Employees hired
between January and June 2008 will go to the next step on September 1, 2009. All
employees will continue to receive step increases according to this timetable.

ARTICLE VI_- HOLIDAYS

Managers, Assistant Managers and General Workers will be granted the following holidays
with pay, provided the employee has worked the last scheduled work day prior to the holiday
and the first scheduled work day after the holiday, unless an approved leave of absence shall
have been granted for either of such days: Labor Day, Columbus Day, Veterans’ Day,
Thanksgiving Day, Christmas Day, New Year’s Day, Washington’s Birthday, Martin Luther
King Day, Good Friday, Patriots’ Day and Memorial Day. Employees will be paid for
Labor Day if the they are asked to work a day in August or September before Labor Day.

ARTICLE VII_- VACATION DAYS

Managers, who are entitled to twenty (20) paid vacation days annually, shall receive payment
for these days as follows: Thanksgiving Vacation — two (2) days, Christmas Vacation — four
(4) days, February Vacation — four (4) days, April Vacation — four (4) days, and Summer
Vacation — six (6) days, to be paid in the last paycheck of the work year. It is understood that
for the ten (10) additional vacation days received, Managers shall be directly responsible for
their kitchens throughout the calendar year.

Assistant managers and general workers, who are entitled to ten (10) paid vacation days
annually, shall receive payment for these days as follows: Thanksgiving vacation — two (2)
days, Christmas vacation — four (4) days, and summer vacation ~ four (4) days to be paid in
the last paycheck of the work year.

If an employee entitled to paid vacation days retires or resigns before the end of the work
year, the number of vacation days for which the employee will be paid shall be prorated
according to the number of work days for which the employee was paid.

ARTICLE VII_- SUBSTITUTING FOR THE MANAGER

If an Assistant Manager substitutes for the Manager, the Assistant Manager will be paid at
the same step of the Manager’s salary schedule that the Assistant Manager is currently on.

If both the Manager and Assistant Manager are absent, the General Worker replacing the
Manager will be paid ai the same step of the Manager’s salary schedule that the General
Worker is currently on.

If a Manager is absent, or if both the Manager and Assistant Manager are absent, a General
Worker will be asked to substitute for the Assistant Manager. The General Worker
substituting for the Assistant Manager will be paid at the same step of the Assistant
Manager’s salary schedule that the General Worker is currently on.

The Manager or the Assistant Manager must be out for a minimum of two (2) hours for the
higher rate to be paid.

ARTICLE IX - STEP INCREASES

Step increases will be effective at the start of the week of the anniversary date of permanent
employment as an employee of the Food Service Department. All employees shall move to
the next step as a result of a satisfactory annual evaluation. Before receiving an
unsatisfactory evaluation, an employee will be given a program of improvement over a
period of time under the direction of the Director of Food Services.

ARTICLE X_- RETIREMENT

All regular employees who work four (4) hours per day or more shall be members of the
Norfolk County Retirement Plan.

ARTICLE XI_- INSURANCE

The Committee will provide'a plan of group life, accidental death and dismemberment and
general or blanket hospital, surgical and medical insurance as authorized under the provisions
of G.L. Chapter 32B. The Committee will pay seventy-five (75%) of the premium and the
Employer will pay twenty-five (25%) of the premium for the indemnity plan and for all
HMOs. Dental insurance shall also be paid seventy-five percent (75%) by the
Commonwealth and twenty-five percent (25%) by the employees.

The following health insurance changes will go into effect on January 1, 2006:

Effective on January 1, 2006, the BS/BS PPO (Blue Care Elect) will be made available to
all bargaining unit employees and to all other employees in the Town. The current
Harvard and BC/BS Master Medical plans will also continue to be available to those

employees who prefer to be enrolled in those plans in lieu of a salary increase.

The Town will phase out the Harvard HMO and the BS/BS Master Medical plan once all
the other bargaining units in the Town have agreed to the new plan.

Effective January 1, 2006, the following co-payments will apply to the HMO:

Prescription drugs:              $10 - $20 - $35
Office visit:                        $15
Emergency room:                $50

ARTICLE XII_- PERSONAL BUSINESS DAYS

A maximum of three (3) days may be used by regular employees for personal matters that
require absence from work. These days shall not be deducted from sick or vacation leave.
Application for these days must be made in writing to the Director of Food Services at least
twenty-four (24) hours in advance of taking said leave except in the case of an emergency.
Although the benefits of this section may be utilized to extend a holiday or vacation period, the
Director of Food Services or the School Business Administrator shall have the authority to limit
the number of requests for a particular date. The nature of the personal matter need not be
stipulated. These days are non-cumulative. Personal days may be taken in half-hour increments.

At the close of each work year, if an employee has not used his/her personal day(s) during the
work year, the day(s) shall be added to the employee’s sick leave accumulation. The maximum
number of personal days that may be added to accumulated sick leave at any one time is three

G).
ARTICLE XIII - LONGEVITY

An employee who has completed five (5) years of continuous service will be paid an annual
longevity increment as follows:

After 5 years of continuous service          $780
After 10 years of continuous service           $880
After 15 years of continuous service            $1000
After 20 years of continuous service          $1100
After 25 years of continuous service          $1200

Longevity compensation shall be paid twice a year, one half on or about December 15 and one
half on or about June 15. Longevity will be paid in a separate check. If an employee entitled to
longevity pay retires or resigns during the work year, longevity pay shall be prorated according to
the number of work days for which the employee was paid.

ARTICLE XIV_- SICK LEAVE

Each employee shall be credited with sick leave pay at the rate of 1.2 days for each full
month of employment in the Food Service Department, not to exceed twelye (12) days per work
year. Sick leave shall have unlimited accumulation for all regular personnel.

In cases of suspected abuse, the Employer, at its discretion, may request of an employee a
written statement from a physician affirming the personal ill health of the employee.

Up to five (5) days may be used from accrued sick leave in the case of illness in the immediate
family, with approval of the Food Service Director. Immediate family shall be defined as
mother, father, mother-in-law, father-in-law, grandparent, grandchild, spouse, child, or relative
living with the employee’s family. A certificate from a physician may be required.

Any employee who uses three (3) or fewer sick days within a school year period (September 1
through June 30) shall be paid a $300 bonus in their first paycheck in September. This provision
shall not apply to employees hired after September 1 in any contract year.

ARTICLE XV_- SICK LEAVE BUY-BACK

If an employee who has completed ten (10) years of continuous service retires from the Canton
Public Schools and begins to receive retirement benefits either under the Norfolk County
Retirement Plan or other recognized retirement plan, he/she shall receive payment for twenty
percent (20%) of all accumulated sick leave paid at the employee’s rate at the time of retirement,
not to exceed $4000.

ARTICLE XVI_- BEREAVEMENT LEAVE

In case of death during the work year of any member of an employee’s family (grandparent,
grandchild, brother, sister, brother-in-law, sister-in-law, mother-in-law, or father-in-law), no
reduction of salary or reduction in accumulated sick leave shall be made for an absence not
exceeding three (3) school days. In case of death during the work year of an employee’s spouse,
parent, child or relative living with the family, no reduction of salary or reduction in accumulated
sick leave shall be made for an absence not exceeding five (5) school days. In case of death
during the work year of an employee’s nephew, niece, or other relative not mentioned elsewhere
in this Article, one (1) day’s leave without loss of pay or accumulated sick leave shail be granted
on the day of the funeral.

ARTICLE XVII_- EVALUATION PROCEDURE AND INSTRUMENT

The Cafeteria Personnel Procedure and Instrument negotiated between representatives of the
Cafeteria Personnel’s bargaining unit and the Food Service Director, as part of the 1986-1989
Collective Bargaining Agreement, shall be in effect during the term of this Agreement. The
Employer or its designee, with input from representatives of the Cafeteria Personnel, may modify
or otherwise revise the Instrument and/or Procedure. Such revision or modification shall be
completed by the end of the first year of this Agreement.

Employees will be evaluated annually by their supervisor and by the Principal, if the
employee is assigned to one school, or by the Superintendent or her/his designee if the
employee is assigned to more than one school.

ARTICLE XVIII_- WORK BEYOND REGULAR HOURS

In the event the Food Service Director requires employees to work beyond their normal shift,
including times when the cafeteria kitchen is being used, it shall be at the employee’s regular rate
of pay, except on holidays, weekends and weekdays after 4:00 p.m. when compensation shall be
at time and a half. Work performed on Sundays will be paid at two times the employee’s
straight time hourly rate.

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ARTICLE XIX _- USE OF PERSONAL VEHICLE

Employees will not be required to use their personal vehicle for Food Service Department
business, but they may volunteer to do so. However, neither the Town, the Food Services
Department, or the School Department will be responsible for damage to the employee’s vehicle
nor damage brought about by the employee’s vehicle. If an employee volunteers to use his/her
vehicle, compensation for use of the vehicle will be at the Town-approved IRS rate or
compensatory time may be granted.

ARTICLE XX _- SENIORITY

Seniority is defined as the length of continuous service in the Canton Public Schools Food
Services Department from the first day of official School Committee employment. An employee
may have up to three (3) seniority dates if first employed as a General Worker, then as an
Assistant Manager, and finally as a Manager. The effect of this is that if a Manager, for example,
has to be laid off, the least senior Manager will be laid off first, but will continue as an employee
of the Food Services Department if he/she is senior to an Assistant Manager or Worker. -

Subject to the provisions of this Agreement, the School Committee retains the right to determine
the number of positions that are needed in the Food Services Department, and also the right to
determine which employees will be laid off. Upon determination by the Committee that there
will be layoffs of Cafeteria Personnel, the least senior employee within his/her respective
category (Category A — Elementary School Manager; Category B — High School and Middle
School Manager; Assistant Managers — Hansen, Kennedy, Middle and High School; and General
Worker — all schools) shall be laid off first.

In instances where individuals have identical seniority, preference for retention shall be given to
the individual who, in the judgment of the Committee, is the most qualified. The Committee may
base this judgment upon such factors as professional training, related experience, performance,
and the needs of the Food Services Department.

ARTICLE XXI_- SHOE/CLOTHING ALLOWANCE

The Committee shall reimburse all regular employees of the Food Services Department for
purchase(s) of work shoes or other appropriate work clothing, said purchase(s) made between
July | and November 30 of each work year. A receipt for the purchase(s) of said work shoes or
work clothing must be presented to the Office of the School Business Administrator and
reimbursement shall not exceed $250 per work year. Hats are acceptable items for
reimbursement. Reimbursement for work shoes or work clothing purchased by new hires shall be
prorated based on the number of actual work days to June 30. Shoes and clothing may be
purchased using School Department purchase orders, as appropriate.

Clothing should be purchased by November 30. The Committee will provide each employee
with 3 shirts and 2 aprons per year.

ARTICLE XXII_- CONDITIONS
This Agreement shall be binding and remain in force only under the following conditions:
a)        Sufficient funding,
b)       A majority vote of the School Committee,
c)       The existence of positions of employment, and

d)       Available funds in the Food Service Revolving Account.

In the event funding is not available to continue the Food Service Program, employees will be
compensated for all work performed prior to the termination of the Program.

ARTICLE XXIII - NEW EMPLOYEES:

New employees will remain probationary employees until they have completed ninety (90)
calendar days of service. During their probationary period, employees may be terminated without
notice. In addition, probationary employees are not entitled to the provisions of this Agreement,
except paid holidays and sick leave earned. Upon successful completion of the probationary
period of 90 calendar days, the provisions of this Agreement that did not apply during the
probationary period will be implemented retroactively to the employee’s first day of employment.

ARTICLE XXIV_- POSTING OF VACANCIES:

Any position that becomes open shall be posted within fourteen (14) days. The posting will
include the appropriate job description. Any position that becomes open shall be filled within 45
work days of the application deadline. Should the Director of Food Services be unable to fill the
vacancy within this timeframe, the Association will be notified and the position will be re-posted.
First consideration will be given to internal applicants. Second consideration will be given to
AFSCME employees from the Town bargaining unit who apply.

ARTICLE XXV_- MANAGERS
All schools with three (3) or more employees shall have a Manager and an Assistant Manager.
ARTICLE XXVIi - AGENCY FEE

Section 1. All employees, except those certified as members to the Superintendent by the
Association, shall pay, on or after the thirtieth day following thé beginning of their employment or
the effective date of this Article, whichever is later, an agency service fee to the Association
commensurate with the cost of collective bargaining and contract administration as determined by
the Association. The amount of such agency fee shall be certified annually to the Superintendent by
the Association.

Section 2. The payment of the agency fee shall be a condition of employment. The parties expressly
agree that the Committee shall have no responsibility to enforce or require the payment of an agency

fee. The Association shall, however, have standing to pursue any and all remedies it may have at law
to collect such fee.

Section 3. The Association shall indemnify and hold the Committee harmless from any claims,
damages or liability whatsoever arising out of or with respect to the collection or attempted

collection by the Association under the terms and provisions of this Article of an agency fee from an
employee.

ARTICLE XXVII_- GRIEVANCE PROCEDURE
Section 1. Purpose
The purpose of this Article is to secure, at the lowest possible administrative level, solutions to
grievances. Both parties agree that these proceedings will be kept as informal as may be
appropriate at any level of the procedure.
Section 2. Definitions
A.    A grievance is defined as a complaint by the Association and/or an employee
alleging a violation of any provision of this Contract or any written amendment to
this Contract.

B        Days shall mean calendar days.

Ce     A matter which is not covered by any provisions of the Agreement or which is
reserved to the discretion of the Committee may not be the subject of a grievance.

Section 3. Grievance Procedure

Informal.      Before filing a grievance, the aggrieved employee shall discuss the matter
informally with the Manager, the Director of Food Services and/or the Principal. Every
effort shall be made to resolve the grievance at this level.

Step 1.       If the matter cannot be settled informally, the aggrieved employee shall
file a grievance in writing to the Director of Food Services setting forth the details within
twelve (12) days of when the employee knew or reasonably should have known of the
event leading to the grievance. The Director of Food Services shall respond within five
(5) days of receiving the written grievance.

Step 2.       If, in the estimation of the employee, the grievance is not satisfactorily
resolved in Step 1, the grievance may, within seven (7) days after receiving the Step 1
decision, present the grievance in writing to the School Business Administrator. A copy
of the grievance will be forwarded to the Superintendent at this time. The Business
Administrator, within fifteen (15) days after receipt of the written grievance, shall render
his written decision thereon. The Business Administrator may discuss the matter with
the employee and the immediate supervisor before rendering his written decision.

Step 3.          If the grievance is not resolved to the satisfaction of the employee at Step
2, the grievant may, within seven (7) days after receipt of the Step 2 decision, refer the
grievance to the Superintendent of Schools. The Superintendent shali render her/his
written decision on the grievance within twenty (20) days following receipt of the written
grievance.

Step 4.        If the grievance is not settled at Step 3, then within seven (7) days from
the time the Association is notified of the decision at Step 3, the Association may submit
the grievance to arbitration pursuant to the rules of the American Arbitration Association.
The decision of the Arbitrator shall be final and binding upon the parties, except that the
Arbitrator shall have no power to make a decision which:

a. alters, amends, modifies, adds to or detracts from the language of this
Agreement; or

b. recommends a right of relief for any period of time prior to the effective date
of this Agreement.

Costs of the arbitration shall be borne equally by both sides.

Section 4. General Provisions

A    Each written statement of a grievance at Levels One, Two and Three shall be
signed by the grievant and shall include (1) a concise statement of the facts or
events upon which the grievance is based, including the date(s) of their
occurrence, and (2) an explanation of how the grievance is related to this
Agreement.

B.     If a grievance affects a group or class of employees, the Association may submit
the grievance provided the grievance has been authorized in writing by all
affected members of the class, and the processing of the grievance will be
commenced at either Level One or Level Two, at the Association’s option. The
written statement of such a grievance at Levels Two and Three shall be submitted
by the Association and shall contain an explanation as to how the grievance
affects the designated group or class of employees.

ARTICLE XXVIII_- MISCELLANEOUS

A. The Committee will provide a knife sharpener and a safety glove for each school.

B. All employees will be eligible to be trained for and to take the test for Serve-Safe
certification. Requests are subject to the approval of the Food Service Director.

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ARTICLE XXIX - DURATION
This Agreement shall be in effect from July 1, 2008 through June 30, 2011.
The parties hereunto sign and seai this Agreement and a duplicate thereof on this
, 2008.

FOR THE ASSOCIATION

(Ors    Wore,

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