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AFSCME School Custodian Maintenance Employees

Finance Committee · Date unavailable · Record f9402983f77bb172ca

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CANTON PUBLIC SCHOOLS
CANTON, MASSACHUSETTS

ADDENDA TO
Settlement Agreement
William Dickie
7/112015 — 6/30/16

The attached Settlement Agreement, dated 09-14-2012, covering the period July
1, 2012 — June 30, 2015, is hereby amended is herby amended as follows:

1. Condition 2, Reemployment on a Part-time Basis, is herby amended to
change the end of the employment period from 06-30-2015 to 06-30-2016.

2. Condition 2a, Reemployment on a Part-time Basis: is herby amended to
change the hourly Rate from $32.90 to $33.56.

All other terms and conditions of the settlement agreement shall remain in full
force and effect.

IN WITNESS WHEREOF, THE PARTIES HERETO SIGN AND SEAL THIS
ADDENDA TQ THE SETTLEMENT AGREEMENT AND DUPLICATE THEREOF,
ON THIS /      DAY OF Qo [u                ne

tle DL

A. Henderson                          Mion. Ma Dickie
Interim Superintendent of Schools

d
     pf. ——
For the Union

SETTLEMENT AGREEMENT

This AGREEMENT is made by and between the Canton Public Schools; Canton Schools Custodian
Association, AFSCME, Council 93, Local 362 Canton Chapter (“Union”), and William Dickie (“Mr. Dickie”)
(hereinafter collectively referred to as the “Parties”).

Whereas, the Employer and the Union are parties to a collective bargaining agreement covering
Custodial and Maintenance Personnel, including the position of Master Plumber (the “Unit”) for the period of
October 1, 2012 through September 30, 2015 (“Contract”); and

WHEREAS, the Parties desire to resolve all issues that relate to or arise out of Mr. Dickie’s employment
with the Canton Public Schools (“Employer”) and retirement from his full-time position as a Master Plumber —
without need for arbitration or other litigation; and

NOW, THEREFORE, the parties in full consideration and understanding of the promises and covenants
set forth in this Agreement, the sufficiency of which is hereby acknowledged, agree as follows:

1.         Retirement. Mr. Dickie hereby submits his resignation from his full-time position as a Master
Plumber, effective September 30, 2012 and Employer hereby accepts Mr. Dickie’s resignation.

2.         Reemployment on Part-Time Basis. In consideration for Mr. Dickie’s resignation from his
* -time position, Employer agrees to employ Mr. Dickie on a part-time basis to perform services as a
mber for each of Fiscal Years 2013, 2014, 2015 subject to the parameters set forth below:

(a) Mr. Dickie will be paid at the current hourly rate of $32.90 for 960 hours per year,
approximately 18.47 hours per week over 52 weeks.

(b) Mr. Dickie’s hours of work may vary from week to week, as determined by the Superintendent
of Schools or his/her designee following consultation with Mr. Dickie, not to exceed 40 hours in
any work week. The Employer will limit Mr. Dickie’s assigned work hours in any calendar year
to the maximum necessary to preserve Mr, Dickie’s eligibility to collect retirement benefits
pursuant to the Commonwealth’s retirement laws and regulations and any amendments thereto.

(c) The Employer may discharge Mr. Dickie for just cause. Mr. Dickie will receive
36.94 hours of vacation time and 18.47 hours of sick time per year. Mr Dickie will receive a
monthly truck allowance of $100, and receive an annual longevity stipend of $362.50.

3.         Release.

a)         Conditioned upon the their compliance with the terms of this Agreement, the Parties, for
themselves and others who may file claims on their behalf, mutually and unconditionally release and forever
discharge each other and their agents and employees from any and all claims, demands, causes of action,
liabilities, debts, or expenses of any nature whatsoever, grievances or charges, known or unknown, arising in
law or in equity, in court or administrative agencies, against each other or any of their members, agents and
employees arising out of or in any way related to Mr. Dickie’s employment or resignation from employment. Is
v-erstood that no claims have been excluded from this General Release.

b)         By signing this Release, it is expressly agreed and understood and acknowledged that Mr.
Dickie: (1) has been informed that, since he is 40 years of age or older, he has or might have specific rights
and/or claims under the Age Discrimination in Employment Act of 1967. He specifically waives such rights

Page 1 of 2

_4 claims to the extent that such rights or claims arose prior to the date this Release is executed; (2) has been
advised to and has had the opportunity to consult with an attorney prior to executing this Release; (3) has been
advised that he has twenty-one (21) days within which to consider this Release and its Release provisions, and
that, in the event Mr. Dickie signs this Agreement with Release prior to the end of the 21 day period, such
signing shall constitute notice of intent to waive his right to consider the agreement for 21 days; and (4) has
further been advised that he has the right, as a term of this agreement to rescind it at any time within seven (7)
days following his execution of it, and that this agreement will not become effective or enforceable until that

period for rescission has expired. In signing this Release, Mr. Dickie further acknowledges that it is written ina

manmer that Mr. Dickie understands and that it is part of an agreement by which he is receiving money and
other things of value that he would not otherwise be entitled to receive. Mr. Dickie also acknowledges that he
has been properly and fairly represented by the Union in this matter.

4.           Position Not in Unit. The parties agree that Mr. Dickie’s part-time position under this
Settlement Agreement shall not be considered part of the Unit, and the Contract shall thus not apply.

5.        No Admission nor Precedent. By entering into this Agreement, no Party admits or concedes
any facts or arguments. This Agreement shall be without precedent for any other matter. This Agreement is
signed by each Party below as a sealed instrument and shall be governed by the laws of the Commonwealth
of Massachusetts.

6.         Entire Agreement. This Settlement Agreement constitutes the entire Agreement between the
ties as to all subject matter referred to herein and this Agreement may not be amended or modified except
uough a written instrument executed by the parties.

OF, the Parties have affixed their hands and seals to three (3) copies of this
G/L A |e
dj    j                                     ate
gf Granatino, Superifitendent Canton Public Schools              Date
or the Employer
WY 2

For the Union                                                                                              Date

Page 2 of 2

Memorandum of Agreement
Canton School Committee/Canton Schools Custodian/Maintenance
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:

Article 2        TERM: Revise to read as follows:

TERM: Three (3) year Agreement effective July 1, 200875 through June 30,
20H18.

Articte 4       WAGE SCHEDULES: Revise Appendix A to reflect the following increases:
FYI6 ~ 2%, FY17- 2%, FYI8 - 2%,

Article 11      OVERTIME: Add new section as follows:

d.        Overtime paytients shall be calculated and paid ona weekly basis.

Article16 = SHOE/CLOTHING ALLOWANCE: Revise to read as follows:
SHOE/CLOTHING ALLOWANCE: The Committee will provide (at its
expense) four (4) shirts each year, provided that the Employee will have the
option of selecting whether such shirts will be t-shirts and/or long sleeve shitts.
Such shirts must be worn at all times. In addition, the Committee will provide
two sweatshirts per year, one with a hood, the other without. A receipt for the
purchase of work shoes or clothing must be presented to the Office of the business
Administrator and reimbursement shall not exceed two hundred fifty dollars
($250) per work year. Reimbursement for shoes or clothing purchased by new
hires shall be prorated based on the number of actual workdays to June 30. Shoes
or clothing may be purchased using School Department purchase orders, as
appropriate. In addition, employees may purchase one (1) heavy-duty winter
Jacket for use during inclement weather, the cost of which will be reimbursed by
the Committee, provided that the cost of said winter jacket shall not exceed one
hundred fifty dollars ($150) and no employee shall be entitled to reimbursement
Jor more than one (1) winter jacket during any two (2) consecutive academic
years. The Employer will provide each Head Custodian with the schoo!
department's monthly schedule for bill processing in order to allow employees to
submit receipts for payment in accordance with that schedule.

Article 22      PAID HOLIDAYS: Revise to read as follows:

PAID HOLIDAYS: Independence Day, Labor Day, Columbus Day (observed),
Thanksgiving Day, Friday immediately following Thanksgiving Day, a half-day
for Christmas Eve (so long as school is not in session that day), Christmas Day,
New Years Day, Martin Luther King’s Birthday (observed), Washington’s

Page 1 of 4

Article 24

Article 26

Article 27

Birthday (observed), Good Friday, Patriots Day (observed), and Memorial Day
(observed).

The Friday after Thanksgiving will be treated as a “floating” holiday: The

Director of Facilities will determine how many people he will need on that day
and ask members of this bargaining unit if they wish to work, beginning with the
most senior member of the bargaining unit. Any person who works this day shall
receive another day of his choosing to have off, with pay, in exchange for
working this day. The date of the day selected must be given in writing to the
Director of Facilities on or before December | immediately following the Friday.
after Thanksgiving.

When Christmas Day falls on a Thursday, Friday, December 26" shall be
treated as a floating holiday in the same manner as the Friday immediately
following Thanksgiving. Any person who works on Friday, December 26"
under this provision shall receive another day of his or her choosing to have
off, with pay, in exchange for working this day. The date of the day selected
must be given in writing to the Director of Facilities on or before January I" of
the succeeding calendar year.

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

SICK LEAVE BUY-BACK: If an employee covered by this Contract has
completed ten (10) years of service, retires from the Canton Public Schools, and is
accepted into the Norfolk County Retirement Plan, he shall receive $40 per day
for all unused sick leave in excess of 19070 days, up to a maximum of
$4,0004,500.

Any employee who uses five or fewer days of his sick time within a July 1 - June
30 period shall be paid a $290250 bonus in the first  appropriate paycheck
following June 30. This provision shall not apply to employees hired after July |
in any contract year. It is understood that use of sick time due to a workplace
injury will not be counted as “use of sick time” for the purposes of earning the
bonus under this paragraph.

PERSONAL BUSINESS LEAVE: Revise to read as follows:

PERSONAL BUSINESS LEAVE: Three (3) days with pay may be used per
work year for personal matters, which require the employee’s absence during
regular work hours. These days shall not be deducted from accumulated sick
leave or vacation leave. Application for a personal business day must be made in
writing to the Superintendent or his designee through the Director of Facilities, at

least forty-eight (48) ewertyfour-24 hours prior to the day requested, except in
the case of an emergency. A reason for these days need not be stated.

VACATION LEAVE: Revise to read as follows:

Page 2 of 4

Article 28

New Article

New Article

VACATION LEAVE: All employees in good standing will be credited with the
maximum number of vacation days to which they are entitled as noted in a-d,
below, on each July 1.

a. Year 1 through end of year 5                         10 days maximum
b. Start of year 6 through the end of year 10          15 days maximum
e. Start of year 11 through end of year 20            20 days maximum
d. Start of year 21                                               245 days maximum

e, Vacation schedules are subject to the prior approval of the Superintendent or
his designee. Preference for vacation dates will be granted on the basis of
employee seniority. Except in the case of an emergency, requests for

vacation must be made at least five calendar days in advance.

INSURANCE BENEFITS: Eliminate second paragraph and replace with the
following:

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.

PHONE STIPEND: Add the following provision:

PHONE STIPEND: If an employee is issued a district-owned mobile phone to
be used in the fulfillment of his or her employment responsibilities that is nota
“smart phone,” the employee wil! have the option to forego the issuance of that
district-owned mobile phone and instead receive a $50.00 per month stipend for
the purposes of offsetting the cost of his or her personal mobile phone being used
in the performance of his or her employment responsibilities. By accepting the
$50.00 per month phone stipend, an employee will agree to provide work-related
data contained on the employee’s personal phone upon request by the
superintendent,

MILITARY SERVICE LEAVE: Add the following provision:
Employees are subject to the protections of Chapter 149, Section 52A,
Massachusetts General Laws. An Employee leaving the service of the
Committee to serve the federal or state government in its armed forces shall
retain his seniority during such service and shall be returned to employment by
the Committee as provided by law. This provision shall not apply to any
Employee who has been hired to Jill the position vacated by any Employee
serving the federal or state government in its armed forces,

In addition to the above amendments to the collective bargaining agreement, the parties
further agree as follows:

Page 3 of 4

In the event the School Committee approves a wage increase for any other bargaining
unit that exceeds 6% over a three year period beginning July 1, 2016, then the parties
agree to reopen for the purpose of further bargaining in over wages only.

In the event the Schoo] Committee approves a provision in another collective bargaining
agreement permitting more than five (5) sick leave days to be used in instances of illness
to an employee’s immediate family beginning on July 1, 2015, the parties agree to reopen
for the purpose of further bargaining over family sick leave only.

A compilation the parties’ Collective Bargaining Agreement, in its entirety, will be
generated following ratification of this Memorandum of Agreement by both parties.

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

CUSTODIAN/MAINTENANCE UNION
AFSCME COUNCIL 93, LOCAL 362,

CANTPN CHAPT,
(eve “NM  Les               Ge _fu 201s

Signature                            Date                        Signature                           Date

Signature                                   Date

Page 4 of 4

Memorandum of Agreement
Canton School Committee/Canton Schools Custodian/Maintenance
™                               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:

Article 2 - Term. Amend to provide for a 3 year agreement, effective July 1, 2012 through June 30, 2015.

Article 4 - Wage Schedules. Revise Appendix A to reflect the following increases: FY13 - 2%, FY14 - 2%,
FYI5 - 2%.

Article 16 - Shoe/Clothing Allowance. Revise to read as follows:

The Committee will provide (at its expense) four (4) shirts each year, provided that the Employee
will have the option of selecting whether such shirts will be t-shirts and/or long sleeve shirts.
Such shirts must be worn at all times. In addition, the Committee will provide two sweatshirts per
year, one with a hood, the other without. A receipt for the purchase of work shoes or clothing must
be presented to the Office of the business Administrator and reimbursement shall not exceed two
hundred fifty dollars ($250) per work year. Reimbursement for shoes or clothing purchased by new
hires shall be prorated based on the number of actual workdays to June 30. Shoes or clothing may
be purchased using School Department purchase orders, as appropriate. The Employer will provide
each Head Custodian with the school department's monthly schedule for bill processing in order to
allow employees to submit receipts for payment in accordance with that schedule.

Article 28 - Insurance Benefits. Update and revise to reflect current plans and co-pays for health
insurance.

Article 30 - Shifts. Revise Subsection C to read as follows:

c. Employees receiving night differentials may work either shift h, i, orj, above. However, prior
approval, which is incontestable, must be given by the Superintendent or his designee and said
approval may be rescinded at any time, without recourse. Prior to changing the shift
assignment of a current Employee from shifts a through h above to shifts i or j above, the
Superintendent shall provide the Employee with ninety (90) days notice of such change.

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
CUSTODIAN/MAINTENANCE
UNION, AFSCME
COUNCIL 93, LOCAL 362,
CANTON CHAPTER
A
ry,

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f Signature                             Date                         Signature                             Date
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Signature                                    Date
Rb/canton/cus-12-neg/12-06-28-moa-custodian

Memorandum of Agreement
Canton School Committee/Canton Schools Custodian/Maintenance
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:

Article 4 — Wage Schedules: Wages in effect during the period ending June 30, 2011 will remain
in effect through June 30 2012 (i.e., 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 orily for FY 2012.

Article 21 — Representation:

Change term “President” to “Chapter Chair.”

Article 22 — Paid Holidays: Add the following:

A holiday set forth above that falls on a Saturday or Sunday will be recognized,
respectively, on the preceding Friday or subsequent Monday, so long as school is not
in session. In the event school is in session on that Friday or Monday, the Employer
and the Union will cooperate to designate an alternative day for recognition of the
holiday, either for the entire unit or on an individual basis.

Article 26 — Personal Business Leave:

Revise part c to read as follows:

c.        At the close of each work year, if an employee has not used his personal day(s)
during that 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 (3).

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.

(Ao KS, trv Gre
a  NTON SCHOOL COMMITTEE                   CANTON SCHOOLS

CUSTODIAN/MAINTENANCE
UNION, AFSCME,

COUNCIL 93, LOCAL 362,
CANTON CHAPTER

at, AY A/S/            Tul Ji Qo
Date     J    ‘                Date

O

Memorandum of Agreement
Canton School Committee/Canton Schools Custodian/Maintenance
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:

Article 4 Wage Schedules: Wages in effect during the period ending June 30, 2011 will remain
in effect through June 30 2012 (i.e., 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 21 — Representation:
Change term “President” to “Chapter Chair.”

Article 22 — Paid Holidays: Add the following:
A holiday set forth above that falls on a Saturday or Sunday will be recognized,
respectively, on the preceding Friday or subsequent Monday, so long as school is not
in session. In the event school is in session on that Friday or Monday, the Employer
and the Union will cooperate to designate an alternative day for recognition of the

holiday, either for the entire unit or on an individual basis.

Article 26 — Personal Business Leave:

Revise part c to read as follows:

c.        At the close of each work year, if an employee has not used his personal day(s)
during that 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 (3).

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.

:               piaauniaunions
(Ac Sen aa gee
ve    (TON SCHOOL COMMITTEE                 CANTON SCHOOLS

CUSTODIAN/MAINTENANCE
UNION, AFSCME,

COUNCIL 93, LOCAL 362,
CANTON CHAPTER

ful, QS aor            ot
Date) 7   7            ra ioe roll

sie                                                                9/16/29

AGREEMENT

BETWEEN THE

CANTON SCHOOL COMMITTEE

AND THE

CANTON SCHOOLS CUSTODIAN/MAINTENANCE UNION,
AFSCME, COUNCIL 93, LOCAL 362 CANTON CHAPTER

July 1, 2008 through June 30, 2011

9

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12.
13.
14.
15.
16.
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19.

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TABLE OF CONTENTS

Page

Wage Schequles.....-.sssesssscssccnmecesseen

New Hires.......-s0s0

Step Advancement ........

Changing Grades.......

Working Out Of Grade

Longevity Pay...........

Differentials

Overtime ........s.reereeers

Stipends For Identified Licenses.

License Fees.......

Mileage

Professional Advancement

Shoe/Clothing Allowance.

Payroll Deduction.......ssssccsssssseessoeee

Dues..

Agency Service Fee .............0esnascevesoee

Union Meeting............

21
22.
23.

24.

26.
27.
28.
29.
30.
31.
32.
33.
34,
35.
36.
37.

Representation...........ssvesersseses

Paid Holidays.

Sick Leave POLICY....ssssssecsscsveeseerseseneen

Sick Leave Buy-Back...

Bereavement Leave..

Personal Business Leave.....

Vacation Leave sss

Insurance Benefits.

Seniority.............

Shifts.

Layoff And Recall Procedures

Discrimination...

Employee Files And Records ......

Probationary Period, Discipline, and Discharge...

Performance Evaluation.......

Grievance Procedure ........ssssssssoessseesee

Funding .evssseceeseneeesen

THIS AGREEMENT is made on thehVhay opdeg roe» by and between the
Canton School Committee, hereinafter referred to as the “Cofnmittee”, and the Canton Schools
Custodian/Maintenance Union, AFSCME, Council 93, Local 362, Canton Chapter, hereinafter
referred to as the “Union”. In consideration of the promises herein contained, the parties hereto
mutually agree as follows:

iH        RECOGNITION CLAUSE: The Committee recognizes the Union as the exclusive
representative for the purposes of collective bargaining with respect to wages, hours, and
other conditions of employment. The unit consists of the following employees: all
building custodians, building maintenance workers, bus driver/maintenance workers, lead
maintenance workers (AM and PM), HVAC/electrician, master plumber, plumbers
helper, head building custodians and night supervisor, but excluding the Director of
Maintenance, all managerial, confidential and casual employees and all other persons
employed by the Committee. It is understood that the terms “he” and “his” as used in this
contract refer to all genders.

2.         TERM: Three (3) year Agreement effective July 1, 2008 through June 30, 2011.

3.        GRADES: In recognition of the differences in required skills to properly perform the
duties of the various positions within the unit, and the differences in responsibilities
among the various positions, four (4) grades are hereby established for custodial and
maintenance personnel covered by this contract as follows:

GRADE 9: Building Custodian

GRADE 10: Building Maintenance Worker and
Bus Driver/Maintenance Worker

GRADE 11: Head Building Custodian, Night Supervisor, Lead Maintenance
Worker a.m. and p.m., Plumbers Helper

GRADE 15: Master Plumber, HVAC/Electrician (Masters License)

4.        WAGE SCHEDULES: Attached are the wage schedules for each Grade i in effect for
the term of this Contract (See Appendix A).

bs        NEW HIRES: New hires will generally start on Step 1 of their grade and schedule.

However, the Superintendent has the discretion to determine the most appropriate step
for placement of a new hire.

1 of 15

STEP ADVANCEMENT: Ali employees shall move to the next step as a result of a
satisfactory annual evaluation.

a.

If hired between July 1 and December 31, inclusive, the hire will advance to the
next step the following July 1 (if hired on 10/01/02, advancement to step 2 will be
on 7/1/03).

If hired between January 1 and June 30, inclusive, the hire will advance to the
next step on July 1 after the first July 1 of employment (if hired 02/01/03,
advancement to step 2 will be on 07/01/04).

CHANGING GRADES:

a.

If any employee moves to a higher grade, he shall be placed on the first step
within the higher grade that results in a minimum increase in hourly
compensation as outlined in 1) below. The step on the higher grade may or may
not be the same step the employee was on at the lower grade. For purposes of
step advancement, the employee’s anniversary date shall be the effective date of
the employee’s placement at the higher grade. This date shall be known as the
“constructive hire date.” However, for purposes of seniority within the Custodian
Union, the employee’s original effective date of hire shall prevail and shall be
teferred to as the employee's “actual date of hire.”

1) Minimum increases in pay:
Grade 9 -+ $0.38 per hour
Grade 10 - + $0.57 per hour
Grade 11 -+ $0.19 per hour

If any employee moves to a lower grade he shall be placed on the same step
within the lower grade that the employee was on at the higher grade. No change
shall be made in the employee’s anniversary date for purposes of step
advancement within the lower grade.

WORKING OUT OF GRADE: In the absence of a head custodian or night supervisor,
after three (3) or more consecutive work days of an employee performing the duties
specific to said position, as assigned by the Facilities Director, the employee shall be
compensated at the rate of pay for such position he would receive as outlined in Article 7
above, retroactive to the first day of the assignment.                           4

2 of 15

9.

10.

ll.

LONGEVITY PAY: Longevity payments will commence after an employee has
completed years of continuous, full time service as indicated below. Longevity payments are in
addition to regular compensation and will be paid in semiannual installments -- fifty (50%) paid
on or about December 15 and fifty (50%) on or about June 15. Longevity shall not be included
in overtime hourly rates.

after 5 years -             $ 600
after 10 years -           $ 725
after 15 years -         $ 875
after 20 years -               $1000
after 25 years -       $1150

DIFFERENTIALS:

a         SHIFT: Paid to Grade 9 personnel and Night Supervisor only whose normal
workday extends beyond 6:00 p.m. Shift differentials shall be included in
overtime hourly rates.
$1,090 ($.52 per hour) per year

b.        SPACE: Paid to Head Custodians only who are assigned to the following

schools:

Hansen School            :          $ 450
Kennedy School          :          $ 450
Luce School                          $ 650
Galvin Middle School .         $ 950
Canton High School -           $2,700

Space differentials shall be a part of the employee’s yearly salary and shall be
included in overtime hourly rates.

OVERTIME: All services normally performed by custodian and maintenance personnel
in the Canton Public Schools shall be performed solely by members covered by this
Contract, not limited solely to normal duty functions, but inclusive of overtime work.
The use of substitutes for ill personnel or the use of students during the summer or
Christmas vacation shall not be prohibited by this Article.                 os

a

Overtime assignments must first be recommended by the Director of Facilities to
the Superintendent of Schools. Overtime will be requested, recommended, and
approved only for purposes of utmost necessity.

Call Back: Any employee called back to work on the same day after having

completed his assigned shift and after having left his place of employment and
before the start of his next regularly assigned shift shall be paid at the rate of time

3 of 15

12.

13.

14,

15.

16.

and a half (1 and 4) times his regular hourly rate for all hours worked on call
back, subject to a minimum of two (2) hours at time and a half pay.

c.         Overtime pay on a Saturday shall be at time and a half(1 and %) while overtime
pay on a Sunday or a holiday listed in Article 22 shall be at double time.

STIPENDS FOR IDENTIFIED LICENSES:

a        Bus Drivers. Grade 10 and 11 personnel classified as bus driver must meet all
lawful requirements necessary to operate a school bus, including possession of
Commercial Driver’s License (CDL) with school bus endorsement. Grade 10
(maintenance workers) and Grade 11 lead maintenance and plumber’s helper who
have such license shall receive an annual stipend of $1,250.

b.        Optional Licenses. Contingent upon receipt of written approval from the
Superintendent, an employee who holds a special license that is not required for
the employee’s position and who is willing to perform tasks associated with that
license as part of his employment will receive a stipend of five hundred dollars
($500) per year. The Superintendent’s decision regarding a stipend approval is
subject to annual renewal, is within his sole discretion, and is not subject to the
grievance and arbitration procedures of this Agreement. An employee who
wishes to pursue a license in anticipation of receiving a stipend under this section
is well advised to seek advance approval from the Superintendent.

LICENSE FEES: The Employer will reimburse employees for all license and
application fees associated with special licenses that are either required for their positions
or that serve as the basis for a stipend that has been approved in accordance with Article

12, Section b.

MILEAGE: Employees will be reimbursed for work-related mileage at the Town-
approved IRS rate for mileage.

PROFESSIONAL ADVANCEMENT: An employee will be reimbursed for tuition for

one (1) course per fiscal year. The course must receive the prior approval of the
Superintendent or his designee, including the school the employee will be attending.

SHOE/CLOTHING ALLOWANCE: The Committee will provide (at its expense) t-
shirts and long sleeve shirts, which must be wom at all times. In addition, the Committee
will provide two sweatshirts per year, one with a hood, the other without. A receipt for
the purchase of work shoes or clothing must be presented to the Office of the business
Administrator and reimbursement shall not exceed two hundred fifty dollars ($250) per
work year. Reimbursement for shoes or clothing purchased by new hires shall be
prorated based on the number of actual workdays to June 30. Shoes or clothing may be
purchased using Schoo] Department purchase orders, as appropriate. The Employer will
provide each Head Custodian with the school department's monthly schedule for bill

4 of 15

17.

18.

19.

20.

21.

22.

processing in order to allow employees to submit receipts for payment in accordance with
that schedule.

PAYROLL DEDUCTION: The Employer shall deduct dues and initiation fees from
the wages of the employees covered by this Agreement when the Employer has received
from the employee a signed check-off authorization card. The Union and any employee
covered by this Agreement agree to indemnify and hold harmless the Employer against
any and all claims, demands, suits or liability that might arise out of or by reason of
action taken or not taken in respect to the deduction of dues and initiation fees. The
Employer will supply to the Union a weekly deduction register listing the amount of dues
and/or initiation fees made.

DUES: All Union members covered by this Agreement must either pay their yearly dues
in one lump-sum on or before July 15 each year or dues will be automatically deducted in
twenty-six (26) equal payments between July 1 and June 30.

AGENCY SERVICE FEE: Consistent with applicable laws, it shall be a condition of
employment that every employee who is not a member of the Union shall pay an agency
service fee. An agency service fee shall be deducted each month by the Employer from
the salary of each employee in the bargaining unit other than those paying dues pursuant
to the previous Article. Said service fee shall be a sum equal to the amount fixed in
writing by the Union and shall be paid over promptly to the Treasurer of the Union on a
monthly basis.

The Union agrees to indemnify the Employer for any and all damages or other financial
loss which the Employer may be required to pay or suffer by an administrative agency or
court of competent jurisdiction as a result of the Employer’s compliance with this
Article.

UNION MEETINGS: The Union may hold two (2) meetings a year with the prior
approval of the Superintendent or his designee.

REPRESENTATION: The President of the Union shall be present at all matters
concerning problems with an Union member when meeting with the Superintendent or
his designee, provided that the Union member makes a written request to the President at
least 48 hours in advance of the scheduled meeting.

PAID HOLIDAYS: Independence Day, Labor Day, Columbus Day (observed),

Thanksgiving Day, Friday immediately following Thanksgiving Day, a half-day for

Christmas Eve (so long as school is not in session that day), Christmas Day, New Years

Day, Martin Luther King’s Birthday (observed), Washington’s Birthday (observed),              L          /
Good Friday, Patriots Day (observed), and Memorial Day (observed).  ies c obey G               )

The Friday after Thanksgiving will be treated as a “floating” holiday: The Director

of Facilities will determine how many people he will need on that day and ask members

5 of 15

23.

24.

of this bargaining unit if they wish to work, beginning with the most senior member of
the bargaining unit. Any person who works this day shall receive another day of his
choosing to have off, with pay, in exchange for working this day. The date of the day
selected must be given in writing to the Director of Facilities on or before December 1
immediately following the Friday after Thanksgiving.

SICK LEAVE POLICY:

a.        All personnel shall be entitled to a maximum of fifteen (15) days sick leave per
work year with full pay. Sick leave shall be accumulated at the rate of 1 and %
days per full month of employment. The number of sick leave days an employee
may accrue shall be unlimited.

L       An Employee in Good Standing is one who has been employed at least
one (1) full year and who during that time, has demonstrated prudent and
non-abusive use of sick, personnel business, and vacation leave, as solely
determined by the Superintendent or his designee and the President of this
bargaining unit or his designee. An employee’s “good standing” may be
revoked at any time and at the sole discretion of the Superintendent or his
designee and the President of this bargaining unit or his designee. ~

2.        All employees in good standing will be credited with fifteen (15) days of
sick leave each July.

b.         An employee, after being out sick more than three (3) consecutive work days
must submit to the Director of Facilities a written statement from a physician
affirming that personal ill health makes extended absence necessary. The School
Department may require physical examinations by a physician of its own
choosing in cases of habitual absenteeism, said exams to be paid for by the
Committee.

c.        Up to five (5) days a year may be used from accrued sick leave in the case of
illness to a member of the employee’s immediate family, i.e., those residing in
the same household, with the prior approval of the Director of Facilities and the
Superintendent or his designee. A certificate from a physician may be required.

SICK LEAVE BUY-BACK: If an employee covered by this Contract has completed
ten (10) years of service, retires from the Canton Public Schools, and is accepted into the
Norfolk County Retirement Plan, he shall receive $40 per day for all unused sick leave in
excess of 100 days, up to a maximum of $4,000.

Any employee who uses five or fewer days of his sick time within a July 1 - June 30
period shall be paid a $200 bonus in the first appropriate paycheck following June 30.
This provision shall not apply to employees hired after July 1 in any contract year. It is

6 of 15

25.

26.

27.

understood that use of sick time due to a workplace injury will not be counted as “use of
sick time” for the purposes of earning the bonus under this paragraph.

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-Jaw), no reduction of salary or reduction in accumulated sick
leave shall be made for an absence not exceeding three(3) work days. In case of death
during the work year of an employee’s spouse, parent, child, relative living with the
family, or life partner living with the family, no reduction of salary or reduction in
accumulated sick leave shall be made for an absence not exceeding five (5) workdays. 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 shall be granted on the day of the funeral.

PERSONAL BUSINESS LEAVE: Three (3) days with pay may be used per work year for
personal matters, which require the employee’s absence during regular work hours. These
days shall not be deducted from accumulated sick leave or vacation leave. Application for a
personal business day must be made in writing to the Superintendent or his designee through
the Director of Facilities, at least twenty-four (24) hours prior to the day requested, except in
the case of an emergency. A reason for these days need not be stated.

a         Although the benefits of this article may be used to extend a holiday or vacation
period, the School Business Administrator or the Director of Facilities shall have
the right to limit the number of requests made for a particular date.

b.        Three (3) personal business days will be credited to employees in good standing
each July.

c.        At the close of each work year, if an employee has not used his personal day(s)
during that 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 two (2).

VACATION LEAVE: All employees in good standing will be credited with the
maximum number of vacation days to which they are entitled as noted in a-d, below, on

each July 1.

a.         Year 1       ugh end of year 5                         :           10 days maximum
b.        Start of year 6 through the end of year10           15 days maximum
c.        Start of year 11 through end of year 20                   20 days maximum
d.        Start of year 21                                                      21 days maximum

Graduated, adding one day each year to 25 days maximum

7 of 15

28.

e.        Vacation schedules are subject to the prior approval of the Superintendent or his
designee. Preference for vacation dates will be granted on the basis of employee

seniority.

£         If a negotiated paid holiday(s) falls within an employee’s approved vacation
period, a vacation day shall not be deducted from the employee’s accumulated
vacation leave for said holiday(s).

g        All vacation leave must be used by June 30 and no vacation days shall be carried
forward into a new fiscal year except with the prior written approval of the
Superintendent or his designee. Said approval will be granted only under the
most unusual of circumstances, and without exception, no more than five (5)
vacation days will be allowed to carry forward into a new fiscal year.

h      Upon the effective date of hire, a new employee will be credited with vacation
leave prorated based on the number of days of employment within the fiscal year
of hire. The employee will not be eligible to use said vacation days until after
June 30 of the fiscal year of hire.

i         An employee who is separated from the employ of the School District shall be
paid for all unused vacation days in a lump sum. In case of death, payment shall
be made to the deceased employee’s estate.

INSURANCE BENEFITS: 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 employee will pay twenty-five (25%) of
the premium for the indemnity plan and for all HMO’s. Dental insurance shall also be
paid seventy-five (75%) by the Committee and twenty-five (25%) by the employee.

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

a.         Effective on January 1, 2006, the BC/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.

8 of 15

29.

30.

The new salary schedules for 2004-2007 will apply only to those bargaining unit
members who are not enrolled either in the BC/BS Master Medical plan or the
Harvard Pilgrim HMO as of January 1, 2006. Unit members who choose to
remain in or enroll in either of these two plans at any time after January 1, 2006
will be placed on the Master Medical/Harvard salary schedule, which will be the
same schedule that was in effect for the 2003-2004 contract year. Employees
who opt out of the Master Medical or Harvard plans may not enroll in either of
those plans during the life of this Agreement. New employees may enroll in the
Master Medical or Harvard plans at the lower salary or they may choose not to
enroll in one of those two plans and thus be placed on the higher salary schedule.

The Town will phase out the Harvard HMO and the BC/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-pay amounts will apply to the HMO:

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

SENIORITY: Seniority shall be defined as the length of continuous employment from
the date of first hire by the Employer. The principle of seniority shall govern and control
in all cases of reduction in force and preference in assignment to shift work and choice of
vacation periods. Seniority shall be broken by resignation and/or by discharge for good

SHIFTS: The following are the shifts for Grade 9, 10, and 11 personnel assigned at the

discretion of the Superintendent or his designee.                               a
a. 6:00 a.m. -2:00 p.m. ©              f. 12:00 p.m. -8:00 p.m.
b. 7:00 am. 3:00 p.m.                   g- 1:00 p.m. -9:00 p.m.
c. 7:30 a.m. 3:30 p.m.                h. 2:00 p.m. -10:00 p.m.
d. 8:00 a.m. .4:00 p.m.                  i. 3:00 p.m. -11:00 p.m.
e. 11:00 a.m. .7:00 p.m.                j- 4:00 p.m. .12:00 p.m.

On workdays when school is not in session (school vacations, including summer,
snow days, etc.) all personnel shall work shift b, above. The Director of Facilities
may ask individuals to work a shift other than b on those days. However, no shift
shall extend beyond 4:00 p.m. and the individual(s) may elect, without prejudice,
not to work a shift other than b, above, on workdays when school is not in
session.

There shall be no deviation from any aspect of this article without the prior
approval of the Superintendent or his designee.

9 of 15

31.

c.        Employees receiving night differentials may work either shift h, i, or j, above.
However, prior approval, which is incontestable, must be given by the
Superintendent or his designee and said approval may be rescinded at any time,
without recourse.

LAYOFF AND RECALL PROCEDURES:

Preamble: The Employer retains the exclusive right to determine which positions are
needed and which positions shall be eliminated. The principle of seniority shall govern
and control in cases of reduction in the work force. This process is mutually established
and designed to provide the opportunity for and guarantee the rights of an employee in
the AFSCME bargaining unit who is notified of his layoff to bump to a title in an equal
or lower grade for which he is qualified. In this Article, days shall mean calendar days
unless otherwise noted.

i  Section 1; Notice to the Union

a          In the event that the Employer determines the need for a reduction in the work
force, it will notify the Union at least thirty (30) days prior to the layoff.

b.        Within ten (10) days of that notification, the Employer shal] meet with the Union
to discuss the impact of the layoff on the affected employee(s).

c.         At this meeting, the Employer will provide the Union with a list of positions to be
laid off and a seniority list of all the employees in the bargaining unit.

Section 2: Notice to the Employee(s)

a.         In the event of an actual layoff, the Employer will notify the least senior
employee(s) i in the affected classifications in writing not less than thirty (30) days
in advance of the layoff date.

b.        Upon notification, the Union shall give the affected employee(s) a “layoff option
form” (which is attached hereto as Appendix B) outlining his (their) layoff
bumping options.

Section 3: Bumping Rights                                                      “

a.         Any employee who has been notified that he will be laid off must file a “layoff
option form” with the Employer within three (3) working days of receipt. Such
form shall either initiate the employee’s right to bump to an available bargaining
unit position in a title or titles in the same or lower grades in his bargaining unit
for which he is qualified (provided that there is an employee junior to him in such
title or titles) or indicate the employee’s decision not to bump.

10 of 15

32.

33.

An employee who is bumped from his position shall receive a minimum of thirty
(30) days’ advance notice and will be accorded full bumping rights in accordance
with the provisions of this Article.

In the event that two (2) or more employees in a position impacted by this Article
have identical seniority dates, the Employer shall determine which employee to
retain based on past job performance and other qualifications.

Section 4: Recall Procedures

a

If actually laid off, said employee(s) shall be eligible for recall for a period not to
exceed twenty-four (24) months. In the event of recall, employees shall be called
back in the inverse order of their layoff.

Recall to Former Position - The Employer shall notify the employee by
registered mail (with a copy to the Union) that he is being recalled to work,
stating the expected starting date. The employee shall have fifteen (/5) days
from the receipt of said recall to accept in writing. If the employee fails to
respond or rejects the offer of recall, the employee shall lose all future recall

rights.

Recall to Other Position - The Employer shall first offer any openings to laid-
off employees, if qualified, based on seniority, before hiring new employees.
The Employer shall notify the laid-off employee(s) by registered mail (with a
copy to the Union) of the availability of a job in a position other than the one
from which the employee was laid off. Such notification shall state the expected
starting date and shall advise the employee that he has fifteen (15) days from
receipt to respond in writing. The laid-off employee shall have the option of
accepting or rejecting the offer of a new position without waiving recall rights to
his former position.

DISCRIMINATION: There shall be no discrimination against any employee because
of his affiliation with the Union or because of his race, creed, color, age, religion, sex,
sexual orientation, national origin, disability status or veteran status.

EMPLOYEE FILES AND RECORDS:

a.

No material relating to an employee’s misconduct, service, character, or
personality shall be placed in his personnel file unless the employee has had the
opportunity to read the material and also acknowledge in writing that he has read
it.

The employee shall have the right to answer any material filed and to include the
answer within the file.

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The employee shall have the right, upon request at reasonable times, to examine
his personne] file and to have a copy of any material in it.

34. PROBATIONARY PERIOD, DISCIPLINE, AND DISCHARGE:

a.

The first ninety (90) calendar days of employment shall be a probationary period.
During the probationary period, an employee may be disciplined or discharged at
the sole discretion of the Employer and no such actions shall be subject to the
grievance and arbitration procedures. The probationary period may be extended
once for a period of up to sixty (60) additional calendar days by the Director of
Facilities or designee, upon notice to the employee and the union.

An employee who has completed the initial probationary period shall not be
suspended or discharged without good cause.

35. PERFORMANCE EVALUATION:

a

Employees will be supervised on an ongoing basis. Once per year, each
employee will receive a formal, written evaluation. Responsibility for formal
evaluation will generally be as follows:

Custodian: Head Custodian and/or Night Supervisor and Principal, with
input and sign-off by the Director of Facilities.

Head Custodian: Principal and Director of Facilities
Maintenance Staff and Night Supervisor: Director of Facilities

Evaluations will conclude with an overall rating of Outstanding, Good,
Satisfactory, or Unsatisfactory.

In the event an employce’s formal evaluation indicates overall "Unsatisfactory"
performance or in the event the employer, following one or more verbal and
written wamings to the employee, otherwise formally notifies the employee that
his performance is unsatisfactory, the employer will have the option of providing
the employee with ninety (90) calendar days to improve his performance to
satisfactory levels. The employer will provide the employee with a written
improvement plan, which may include retraining. The employer will schedule a
meeting with the employee and his union representative to review the plan at its
inception, a second meeting to review progress near the midpoint, and a final
meeting near its conclusion. At the end of the ninety (90) day period, the
employee will receive a formal written evaluation, and if the employee's
performance is rated as "Unsatisfactory" overall, such evaluation will constitute
good cause for dismissal. It is understood that backsliding of performance to an

12 of 15

unsatisfactory level within one year following an improvement plan resulting in
satisfactory rating may also be considered good cause for dismissal.

It is understood that neither evaluation ratings nor placement on an improvement
plan may be grieved beyond Level III of the grievance procedure unless relied
upon as the basis for discharge. It is further understood that nothing in this article
restricts the employer’s authority to discharge or otherwise discipline employees
for misconduct, failure to meet performance standards, or other reasons, so long
as there is good cause for such discipline.

36. GRIEVANCE PROCEDURE:

a.

The term “grievance” shall include only those claims or disputes which allege a
specific and direct violation of the express language of a specific provision of this
Contract or any written amendment to this Contract.

Since it is important that grievances be processed as rapidly as possible, the
number of days indicated at each level should be considered as maximum, and
every effort should be made to expedite the process. The time limits specified
may only be extended by mutual agreement.

Ll       In the event a grievance is filed on or after June 1 which, if left unresolved
until the beginning of the following work year, could result in irreparable
harm to a party in interest, the time limits set forth herein will be reduced
so that the grievance procedure may be exhausted prior to the end of the
work term or as soon thereafter as is practicable.

2.       Failure to institute a grievance within the limits set forth in the provisions
of this Article shall be deemed conclusively to constitute a waiver of all
rights under this Article.

3.        Failure at any step of this procedure to appeal the grievance to the next
step within the specified time limits shall be deemed to be acceptance of
the decision rendered at that step.

Grievances shall at all levels, including Level One, be submitted in writing. The
grievance shall be signed by the employee and/or a representative of the Union,
stipulating the sections of the Contract that have been violated. There shall be a
ten (10) work day limit for filing a grievance, to be computed from the date of the
event or condition which gave rise to the filing of the grievance or from when the
individual first became aware of the condition giving rise to the grievance.
Responses to the grievance shall be in writing, as specified in section e. 2 of this
Article, and shall set forth the reasons for the decision.

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Grievance Levels:

1.

Level One: A Union member with a grievance will first discuss it with his
supervisor and, in the case of a custodian, his building principal, either
directly or through the Union’s representative, with the objective of
resolving the matter informally.

Level Two: If the employee is not satisfied with the disposition of his
grievance at Level One, or if no decision has been rendered within five (5)
work days after presentation of the grievance, he may file a grievance,
within five (5) work days thereafter, with the School Business
Administrator or his designee. The Schoo! Business Administrator or his
designee shall meet with the employee and an officer of the Union for the
purpose of resolving the grievance.

Level Three: If the employee and the officer of the Union are not satisfied
with the disposition of the grievance at Level Two, or if no decision has
been rendered within five (5) work days after he first met with the School
Business Administrator or his designee, the employee or the Union may
refer the grievance to the Superintendent of Schools. Within twenty (20)
workdays after receiving the written grievance, the Superintendent will
meet with the employee and an officer of the Union for the purposes of
resolving the grievance.

Level Four: If the employee is not satisfied with the disposition of his
grievance at Level Three or if no decision has been rendered within five
(5) work days after he has first met with the Superintendent, he may
request, in writing, that the Union submit his grievance to the School
Committee. If the Union determines that the grievance is meritorious, it
may submit the grievance to the School Committee within ten (10)
workdays after receipt of the request from the aggrieved person.

Level Five: If the employee is not satisfied with the disposition of his
grievance at Level Four or if no decision has been rendered within five (5)
work days after he has first met with the School Committee, he may
request, in writing, that the Union submit his grievance to arbitration. If
the Union determines that the grievance is meritorious; it may submit the
grievance to binding arbitration within ten (10) workdays after receipt of
the request from the aggrieved person.

a)        The rules and procedures of the American Arbitration Association
shall apply, and the decision of the Arbitrator shall be final and

14 0f 15

binding upon the parties, except that the Arbitrator shall have no
power to make a decision which:

1)      alters, amends, modified, adds to, or detracts from the
language of this Contract; or

2)       recommends a right of relief for any period of time prior to
the effective date of this Contract.

b)       Costs of the arbitration shal] be borne equally by both parties.

1        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 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
Contract.

vs        If a grievance affects a group or class of employees, the Union 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
Union’s option. The written statement of such a grievance at Levels Two
and Three shall be submitted by the Union and shall contain an
explanation as to how the grievance affects the designated group or class
of employees.

37. FUNDING: The monetary provisions of this Agreement must be approved by Annual

Town Meeting.
IN WITNESS            OF thg parties,hereto sign and seal this Agreement and a duplicate
thereof this & Yékday of                      009.
CANTON SCHOOL COMMITTEE                     CANTON SCHOOLS CUSTODIAN/
MAINTENANCE UNION, AFSCME,
COUNCIL 93, LOCAL 362 CANTON
CHAPTER

ETB Se wb y

RBICANTON\CUS-08-NEGCBA-2008-201 1-09-09-17 with-TOC-final-sig,

15 of 15

CUSTODIAN WAGE SCHEDULE

FY 2009- 2.0%
step      grade 9

$16.11
$17.09
$18.12
$19.19
$20.34
$21.56

OAhEna

FY 2010- 2.5%
step        grade 9

$16.51
$17.52
$18.57
$19.67
$20.85
$22.10

MAaRWNK=

FY 2011- 3.0%

grade 9
$17.01
$18.05
$19.13
$20.26
$21.47
$22.77

a
ousenag

Custodian new grade schedule- new custodians effective 11/1/07

GRADE 9 -
1111/2007 FY 09
1                15.79              16.11
2           16.42           16.75
3            17.08           17.42
4            17.76           18,12
5           18.47           18,84
6           19.21            19.60

grade 10

$17.09
$18.12
$19.19
$20.34
$21.56
$22.86

FY 10

16.51
AAT
17.86
18.57
19.31
20.09

APPENDIX A

FY11

17.00
17.68
18.39
19.13
19.89
20.69

grade 11
$18.12
$19.19
$20.34
$21.56
$22.86
$24.21

grade 11
$18.57
$19.67
$20.85
$22.10
$23.43
$24.82

grade 11
$19.13
$20.26
$21.47
$22.77
$24.13
$25.56

grade 15
$22.84
$24.21
$25.65
$27.19
$28.81
$30.54

grade 15
$23.41
$24.81
$26.29
$27.87

$31.31

grade 15
$24.11

$27.08
$28.71
$30.42
$32.25