This Agreement is made and entered into this 20th day of September, 2021, by and between the State of Minnesota, hereinafter referred to as the Employer, and the Minnesota Association of Professional Employees (MAPE), hereinafter referred to as the Association.

The Employer and the Association affirm that this Agreement has as its purpose the establishment of rates of pay, hours of work, and other conditions of employment; the establishment of an equitable and peaceful procedure for the resolution of differences without interference or disruption of efficient operations of any department; requires us to interact with each other with mutual dignity and respect; values equity, diversity, and inclusion; and expresses the full and complete understanding of the parties relative to all terms and conditions of employment covered by this Agreement.

If the parties mutually agree during the term of this Agreement, the Agreement may be modified by additional provisions relating to specific conditions covering the terms of employment stated herein. Any Agreement which is to be included as a part of this Agreement must so indicate, must be reduced to writing, and must be signed by the parties to this Agreement.

The parties may mutually agree, in writing, to correct misspelled words, mathematical errors, and other clerical errors in this Agreement.

This preamble is intended as a policy statement and is not grievable under Article 9 of this Agreement.

Section 1. Recognition. The Employer recognizes the Association as the exclusive representative for all employees in the classifications included in the General Professional Unit No. 214 by the Legislative Commission on Employee Relations on March 24, 1980, as amended. This includes employment service that exceeds: 1) the lesser of fourteen (14) hours per week or 35% of the normal full-time work week; and 2) more than sixty-seven (67) work days per year. Supervisory employees, confidential employees, and other employees excluded by the Public Employment Labor Relations Act, Minn. Stat. 179A.01 through 179A.25, are not covered by this Agreement. 

Section 2. Disputes. Any disputes regarding the assignment of professional employees or professional classes to the appropriate bargaining unit shall be accomplished in accordance with Minn. Stat. 179A.10, Subd. 4. 

Section 3. Aid to Other Organizations. The Employer will not, during the life of this Agreement, meet and confer or meet and negotiate with any individual employee or group of employees or with any other employee organization with respect to the terms and conditions of employment of the employees covered by this Agreement, except through the Association or its authorized Association Stewards. The Employer will not assist or otherwise encourage any other employee organization which seeks to bargain for employees covered by this Agreement; including providing payroll deductions to other employee organizations. 

Section 1. No Unlawful Strikes. The Association agrees that it will not promote or support any unlawful strike under Minnesota Public Employment Labor Relations Act. A strike is lawful if conducted as provided under the provisions of Minn. Stat. 179A.18, Subd. 1. A strike is defined under the Minnesota Public Employment Labor Relations Act as "concerted action in failing to report for duty, the willful absence from one's position, the stoppage of work, slowdown or the abstinence in whole or in part from the full, faithful, and proper performance of the duties of employment, for the purpose of inducing, influencing or coercing a change in the conditions or compensation or the rights, privileges, or obligations of employment." (Minn. Stat. 179A.03, Subd. 16). 

Any employee who knowingly violates the provisions of this Section may be discharged or otherwise disciplined. Any employee so disciplined may elect to grieve the discipline under Article 9, Grievance Procedure, of this Agreement. 

Section 2. No Lockouts. No lockouts, or refusal to allow employees to perform available work, shall be instituted by the Employer and/or its Appointing Authorities during the life of this Agreement. 

Section 1. Payroll Deduction. The Employer agrees to deduct the regular bi-weekly Association dues for those employees in a unit who are members of the Association and who request in writing to have their regular bi-weekly Association dues deducted from payroll. Authorizations for deductions shall be continuously effective until canceled by the employee in writing. 

Section 2. Fair Share Deduction. In accordance with Minn. Stat. 179A.06, Subdivision 3, at the request of the Association, the Employer shall deduct a fair share fee for each employee assigned to the bargaining unit who is not a member of the Association. 

Section 3. Hold Harmless. The Association agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders, or judgments brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of this Article. 

Section 4. Dues Remission. The aggregate deductions of all employees shall be remitted together with an itemized statement to the Association within ten (10) days after such deductions are taken. 

Section 5. Employee Lists. The Employer shall notify the Association President of all employees added to or removed from the bargaining unit on a bi-weekly payroll basis. The notification shall be transmitted no later than one (1) week following the end of each payroll period. 

Section 1. Pledge Against Discrimination. The provisions of this Agreement shall be applied equally to all employees in the bargaining unit without discrimination as to sex, marital status, sexual preference/orientation (including having or being perceived as having a self-image or identity not traditionally associated with one’s biological maleness or femaleness), race, color, creed, religion, disability, national origin, veterans status for all eligible veterans, current or former public assistance recipient status, political affiliation, age or as defined by statute. The Association shall share equally with the Appointing Authority the responsibility for applying this provision of the Agreement. 

Section 2. Association Responsibility. The Association recognizes its responsibility as exclusive representative and agrees to represent all employees in the bargaining unit without discrimination. 

Section 3. Association Membership. In accordance with applicable laws, the Employer/Appointing Authority shall not discriminate against, interfere with, restrain or coerce an employee from exercising their right to join or not to join the Association, or participate in an official capacity on behalf of the Association, which is in accordance with the provisions of this Agreement. The Association shall not discriminate against, interfere with, restrain or coerce an employee from exercising the right to join or not to join the Association, and will not discriminate against any employee in the administration of this Agreement because of non-membership in the Association. 

Section 4. General Policy. In order to provide and maintain a productive work environment consistent with merit principles, free of discriminatory practices, and in accord with M.S. 43A.01, subd. 2 (Precedence of Merit Principles and Nondiscrimination), it shall be the policy of the Employer and the Association to encourage bargaining unit employees, Association Stewards, supervisors, and managers to interact with each other with mutual respect and dignity, recognizing that legitimate differences will arise. Refer to Letter 6 located in the Letters section of this contract and HR/LR Policy #1432 Respectful Workplace issued April 10, 2015. 

Section 5. Prohibition of Sexual Harassment. See Appendix H entitled "Prohibition of Sexual Harassment." 

It is recognized that except as specifically modified by this Agreement, the Employer retains all inherent managerial rights and any rights and authority necessary to operate and direct the affairs of the Employer and its agencies in all its various aspects. These rights include, but are not limited to: determine its policies, functions and programs; determine and establish budgets; utilize technology; select, assign, direct, evaluate and promote employees; to plan, direct, and control all the operations and services of the Employer; to schedule working hours; to determine whether goods or services shall be made or purchased; to make and enforce reasonable rules and regulations affecting terms and conditions of employment.

Any term or condition of employment not specifically established by this Agreement shall remain solely within the discretion of the Employer to modify, establish or eliminate.

Section 1. Job Classification Specifications. Class specifications, as prepared by Minnesota Management and Budget, shall be made available to an employee upon request. If a current position description for an employee exists, it too shall be made available to the employee. When new classifications/class options are established in State service and in the bargaining unit, employees within the new classification and within the bargaining unit shall be provided with a position description by the Appointing Authority within fifteen (15) calendar days after appointment to the classification. 

If new classifications and/or class options are created during the life of this Agreement, the Association shall be advised in advance of the final establishment of the classification and/or class option, and upon request, may discuss the new classification and/or class option with Minnesota Management and Budget. 

Matters relating to classification of individual positions are covered in Article 16, Section 5. 

Section 2. Position Descriptions. Upon request, an employee shall be provided with a copy of their position description that accurately describes the duties, responsibilities, and if applicable performance indicators for the position at the time of signature. Such position descriptions shall not be grievable under any provision of this Agreement. 

Each Appointing Authority shall have an internal departmental appeal procedure to review disputes regarding the accuracy of position descriptions. Each Appointing Authority shall meet and confer with the Association prior to implementing or changing its procedure. 

Section 3. Performance Appraisal. Performance appraisal shall include as a minimum, one (1) annual performance appraisal between the employee and the person(s) designated by the Appointing Authority to review the performance. 

Work plans, coaching sessions and letters of expectation are not substitutions for annual performance appraisals. 

Each performance appraisal shall indicate the employee's overall level of performance. All performance appraisals shall be signed by the rater, who shall not be a member of the bargaining unit. Employees shall be given the opportunity to sign the performance appraisal but such signing does not indicate acceptance or rejection of the appraisal. The employee shall receive a copy of the appraisal at the time they sign it. If the Appointing Authority adds comments to the performance appraisal after the appraisal has been signed by the employee, the Appointing Authority shall notify the employee of the change.  

The employee shall have thirty (30) calendar days from the date of the receipt of the finalized appraisal to file a written response in the employee's personnel file. 

The substantive judgment of the supervisor regarding the employee's performance is not grievable/arbitrable under Article 9. Pursuant to the Minnesota Management and Budget Administrative Procedure 20, an employee may appeal their performance rating to the Appointing Authority within thirty (30) days of the official date of rating. The decision of the Appointing Authority is final. At the employee's request, an Association Representative may be present during the appeal meeting(s). 

The Appointing Authority shall not reference the Employee Assistance Program, ADA or FMLA on the employee appraisal form. 

Section 4. Appointing Authority Initiated Education. It is recognized that Appointing Authority initiated education and training may become necessary in order to meet the goals of the state's agencies. Consequently, employees who may be required to participate in Appointing Authority initiated programs and who are released from their work assignments to attend special training courses shall lose no basic straight time pay for such normal work hours and shall be allowed compensatory time off for actual attendance at such sessions or programs that exceed the length of the normal work day, if approved in advance by the Appointing Authority. Expenses incurred by the employee shall be reimbursed in accordance with Article 18, Expense Allowances. 

For informational purposes only, pertinent excerpts of Administrative Procedure 21 (Employee Training and Development) are listed in Section 6 below. These excerpts are included to emphasize the parties’ mutual concern for and interest in the continuing development of professional employees. 

Section 5. Employee Initiated Training. The employee shall, upon request, be released without loss of pay for forty (40) hours per year of employee initiated training for professional development provided the Appointing Authority determines the training will better prepare the employee to perform their current or projected responsibilities, funding is available, and staffing needs can be met. At the discretion of the Appointing Authority, more than forty (40) hours per year may be granted. 

Formats for employee initiated training may include, but are not limited to: 

• College courses 

• Professional workshops 

• Seminars 

• Bargaining unit sponsored training approved in advance by MMB 

• Continuing education courses (e.g. eligible CEU or CLE courses) 

In accordance with Administrative Procedure 21 (Employee Learning and Development), the Appointing Authority may provide reimbursement or direct vendor payment for up to one hundred percent (100%) of the tuition or workshop/seminar registration fee. It is understood that employees must successfully complete the college course, workshop or seminar to be reimbursed. At the discretion of the Appointing Authority, employees may also be reimbursed for expenses pursuant to Article 18. When practicable, the Appointing Authority will attempt to adjust the employee's hours if the approved training is scheduled during the employee's normal work hours. 

For informational purposes only, pertinent excerpts of Administrative Procedure 21 (Employee Training and Development) are listed in Section 6 below. These excerpts are included to emphasize the parties’ mutual concern for and interest in the continuing development of professional employees. 

Section 6. Responsibilities for Training and Development (excerpts from Administrative Procedure 21). 

1. Agency Responsibilities. State agencies have the responsibility to create and maintain a climate which encourages training and development as an ongoing part of the performance management process which supports the accomplishment of the agency’s mission, including but not limited to: 

• developing a plan and budget for training based upon needs analysis, promoting access to training for all employees, 

• ensuring that training and development plans are prepared, updated and discussed by management, supervisor, and employee as part of the employee performance communication process at three (3) organizational levels: 1) agency, 2) work unit, and 3) individual employee development, and 

• ensuring that the individual employee development plan is developed jointly by the individual employee and the supervisor, is based upon needs analysis, and is consistent with the mission and needs of the agency. 

2. Management and Supervisory Responsibilities. Managers and supervisors have the primary responsibility for initiating communication about work unit training and individual development, including but not limited to: 

• working in partnership with individual employees to assess training needs and coordinate agency, work unit, and individual employee development plans, 

• ensuring implementation of employee development plans, 

• incorporating training and development into the performance management process, and 

• seeking to improve management/supervisory skills in employee development. 

3. Employees’ Responsibilities. State employees have responsibility for initiating discussion to identify and assess their own specific training needs, including but not limited to: 

• working in partnership with supervisors and managers to meet the agency, work unit, and their own training and development needs, and 

• actively searching for training opportunities within State service and elsewhere. 

Section 7. Joint Labor-Management Meetings on Training and Development. Upon request of the Association, an Appointing Authority shall meet and confer with the Association members regarding training and development issues in accordance with Article 7 (Association Rights), Section 1 (Association/Appointing Authority Meetings). 

Section 8. Membership in Professional Organizations. In each fiscal year, the Appointing Authority may provide direct payment to the vendor or reimburse each employee in the bargaining unit for membership dues paid to professional organization(s) related to the employee's job, up to a maximum of three hundred and fifty dollars ($350.00), provided the Appointing Authority determines that such funds are available. Employees shall request the direct vendor payment or reimbursement in writing, and the Appointing Authority shall respond in writing within a reasonable period of time. However, the Appointing Authority will not pay for or reimburse membership dues to an employee for payment to an organization, one of whose purposes is to negotiate terms and conditions of employment of employees with the Employer. 

Section 9. Certification and Licensure. The Appointing Authority shall, upon request of the Association, meet and confer regarding implementation of any new certification and/or licensure requirements for existing employees. If the Appointing Authority/Employer adds new requirements for licensure or certification of current employees, the parties agree to meet and negotiate on the subject of the reimbursement of necessary expenses incurred by those employees in order to obtain such licensure or certification. 

Section 1. Association/Appointing Authority Meetings. It is agreed that representatives of the Association and the Appointing Authority shall meet quarterly upon request for the purpose of reviewing and discussing their common interests. By mutual agreement, other meetings may be held as the need arises at mutually agreed upon times. 

Section 2. Bulletin Boards. The Appointing Authority shall furnish reasonable space on official bulletin boards for the exclusive use of the Association. 

Section 3. Employee Lists. The Employer shall furnish the Association with a list of names, classifications, work addresses, home addresses, work phone, home phone, department, and county codes (if available) of employees covered by this Agreement on a quarterly basis upon request. The Association agrees to reimburse the Employer for the cost involved in generating each list. All such data shall be provided in a mutually agreeable format. 

Section 4. Use of State Facilities. The Appointing Authority may grant the Association access to State facilities, if appropriate facilities are available, for the purpose of meeting with bargaining unit employees. The costs of using State facilities shall be reimbursed to the Appointing Authority by the Association if other groups using State facilities are similarly charged. 

Section 5. Employer Public Financial Information. The Employer agrees to provide to the Association, upon written request, public information including, but not limited to, information pertaining to the Employer's budget, revenues, and other public financing information. The Association agrees to reimburse the Employer for the costs incurred. 

Section 6. Association Security. 

1. Association Stewards. The Association may designate bargaining unit employees in regions to function as Association Stewards in all departments located within the boundaries of their region. Every six (6) months the Association President shall notify the Employer in writing of the names and departments of origin of the Association Stewards selected as provided in this Article and designate the region which each one will represent. The Association President shall notify the Employer of any subsequent changes in such Stewards. 

2. Association Stewards’ Activities. The Employer agrees that during working hours, on the Appointing Authority's premises, within the regions and designated department(s) and without loss of pay, Association Stewards will be allowed reasonable time to post official Association notices on bulletin boards, distribute the Association newsletters, and to transmit communications authorized by the Association to the Appointing Authority as are required for the administration of this Agreement, providing however, this activity does not interfere with normal work duties, nor conflict with the security, rehabilitation and confidentiality needs of the Employer. 

However, reasonable time off without loss of pay to perform these functions shall not include travel time if the total travel time to and from exceeds thirty (30) minutes. The Association Steward shall first inform their supervisor of their impending departure and shall first receive approval to leave the work location. Such approval shall not be unreasonably denied. 

When more than one (1) Appointing Authority has offices within the same building, the Association may designate one Association Steward to perform the activities of this Article for the entire building regardless of the number of Appointing Authorities in the building. 

3. Association Staff Rights. Association staff shall have the right to enter the facilities of the Appointing Authority consistent with the confidentiality, rehabilitation, and security needs of the Appointing Authority. This right may be restricted during emergency situations as determined by the Appointing Authority, but the Appointing Authority shall give a reason for the restriction. The Association staff shall not interfere with the job duties or responsibilities of an employee. 

4. Orientation. A representative of the Association shall be provided a reasonable amount of time at a group orientation program to summarize the role of the Association, distribute the contract and provide a list of Association Stewards to new employees.  

Section 1. Purpose. Disciplinary action may be imposed on employees only for just cause and shall be corrective where appropriate. 

Section 2. Association Representation. The Appointing Authority shall not meet with an employee for the purpose of questioning the employee during an investigation that may lead to discipline of that employee without first advising the employee of the nature of the investigation and offering the employee an opportunity for Association representation. Any employee waiving the right to such representation must do so in writing prior to the questioning. However, if any employee is being questioned during an investigation of resident/patient abuse, the employee, upon request, shall have the right to Association representation. 

An Association Steward providing Association representation at investigatory interview meetings and Loudermill meetings shall be allowed a reasonable amount of time without loss of pay during working hours to attend such meetings. However, reasonable time off without loss of pay shall not include travel time if the travel time to and from exceeds thirty (30) minutes.  

Section 3. Disciplinary Action. 

Discipline includes only the following, but not necessarily in this order: 

1. Oral reprimand (not grievable) 

2. Written reprimand 

3. Suspension (paid or unpaid)  

4. Suspension – equivalent reduction of vacation balance* 

5. Demotion 

6. Discharge 

*The Appointing Authority may, in lieu of an unpaid suspension, issue a suspension by subtracting vacation hours from the employee’s accumulated vacation balance in an amount equal to the unpaid suspension. The employee who is being disciplined must have at least forty (40) hours of vacation in their vacation bank before discipline is issued and the suspension may not exceed five (5) working days. 

If the Appointing Authority has reason to reprimand an employee, it shall be done in such a manner that will not embarrass the employee before other employees, supervisors, or the public. Oral reprimands shall be identified as such to the employee. 

When any disciplinary action more severe than an oral reprimand is intended, the Appointing Authority shall, before or at the time such action is taken, notify the employee and the Association in writing of the specific reason(s) for such action. 

Section 4. Investigatory Leave. The Appointing Authority/designee may place an employee who is the subject of a disciplinary investigation on an investigatory leave with pay provided a reasonable basis exists to warrant such leave. The Appointing Authority shall, as soon as practicable upon placing an employee on investigatory leave, notify the employee and the Association in writing of the reason(s) for such action and provide the name of an agency contact person. If the investigatory leave extends past thirty (30) days, the employee shall be notified of the reason(s) for the continuance of the leave including the status of the investigation. Information provided on the status of the investigation shall be in accordance with Minnesota Government Data Practices Act. 

Section 5. Discharge of Employees. The Appointing Authority shall not discharge any employee without just cause. If the Appointing Authority believes there is just cause for discharge, the employee and the Association will be notified, in writing, that the employee is to be discharged and shall be furnished with the reason(s) therefore, and the effective date of the discharge. The Appointing Authority shall notify the employee that they may request an opportunity to hear an explanation of the evidence against them and to present their side of the story and is entitled to Association representation at such meeting. The right to such meeting shall expire at the end of the next scheduled work day of the employee after the notice of discharge is delivered to the employee, unless the employee and the Appointing Authority agree otherwise. The discharge shall not become effective during the period when the meeting may occur. The employee shall remain in their normal pay status during the time between the notice of discharge and the expiration of the meeting. However, if the employee for any reason was not in pay status at the time of the notice of discharge, this shall not apply. All employees, no matter if they are in or out of pay status at the time they received notice of discharge, shall be in pay status for the actual time they spend in the above-mentioned meeting. 

The Association shall have the right to take up a discharge at the second step of the Grievance Procedure and the matter shall be handled in accordance with this procedure, if so requested by the Association. 

An employee found to be unjustly discharged shall be reinstated in accordance with the conditions agreed to between the parties if appropriate or the decision of the Arbitrator. 

Section 6. Unclassified Employees. The termination of unclassified employees is not subject to the arbitration provisions of this Agreement, unless otherwise specified in this Agreement. When practicable, the Appointing Authority shall notify a temporary unclassified employee a minimum of twenty-one (21) days prior to the scheduled end of their appointment as to whether the position will be: ended as scheduled, converted to classified, or extended in accordance with the contract and statute. However, such provision shall not be grievable or arbitrable. 

Section 7. Personnel File. Initial minor infractions, irregularities, or deficiencies shall first be privately brought to the attention of the employee and, if corrected, shall not be entered into the employee's personnel file. 

Upon the employee’s request, a “letter of expectation,” which is not discipline, may be removed from the personnel file, provided that the employee has performed satisfactorily for six (6) months from the date of the “letter of expectation.” 

An oral reprimand shall not become a part of an employee's personnel file. Investigations which do not result in disciplinary actions shall not be entered into the employee's personnel file. 

Each employee shall be furnished with a copy of all evaluative and disciplinary entries into their personnel file and shall be entitled to have their written response included therein. All disciplinary entries, except discharge, in the employee's personnel file shall state the corrective action expected of the employee. 

Upon request of the employee, a written reprimand shall be removed from the employee's personnel file provided that no further disciplinary action has been taken against the employee for a period of eighteen (18) months following the date of the written reprimand. Upon request of the employee, a written record of a suspension of ten (10) days or less shall be removed from the employee's personnel file provided that no further disciplinary action has been taken against the employee for a period of three (3) years following the beginning date of the written suspension. Discipline that becomes eligible for removal, based upon this provision, shall not be used as a basis for any subsequent discipline of the employee. 

The contents of an employee's personnel file shall be disclosed to them upon request and to the employee's Association Steward upon the written request of the employee. The written request authorizing the Association Steward access to the file shall not be placed in the employee’s personnel file. In the event a grievance is initiated under Article 9, the Appointing Authority shall provide a copy of any items from the employee's personnel file upon the request of the employee or the Association, with any copying costs paid in advance by the employee or the Association. However, up to two (2) copies or a digital copy, at the discretion of the agency, of such material shall be without cost to the employee or Association. 

Only the employee's personnel file may be used as evidence in any disciplinary action or hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. 

Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel file. 

Section 8. Loudermill Hearing. If the intent of the Appointing Authority is to suspend or discharge an employee they shall first notify the employee that they may request an opportunity to hear an explanation of the evidence against them and to present their side of the story and is entitled to Association representation at such meeting. The right to such meeting (Loudermill Hearing) shall expire at the end of the next scheduled work day of the employee after the notice of a suspension or discharge is delivered to the employee, unless the employee and the Appointing Authority agree otherwise. The discipline shall not become effective during the period when the meeting may occur. The employee shall remain in their normal pay status during the time between the notice of discipline and the expiration of the meeting.  

Section 1. Intent. The purpose of this procedure is to secure, in the easiest and most efficient manner, resolution of grievances. For the purpose of this Agreement, a grievance shall be defined as a dispute or disagreement as to the interpretation or application of any term or terms of this Agreement. 

Section 2. Operating Terms, Time Limits, and General Principles. 

1. Operating Terms: 

1. The term "days" shall mean calendar days, unless otherwise specified. 

2. The term "employee" shall mean an individual or group of employees, or the Association, as long as the individual or group of employees are members of the bargaining unit. 

3. The term "Association Steward" shall mean those individuals designated by the Association in accordance with Section 2C of this Article and in Article 7, Association Rights, Sections 6A and 6C. 

2. Time Limits: 

1. If a grievance is not presented on behalf of the employee within a time limit set forth in this Article, it shall be considered waived. If a grievance is not appealed to the next step within the specified time limit, or agreed extension thereof, it shall be considered as settled on the basis of the Appointing Authority or designee's last answer. 

2. It is expected that the Appointing Authority shall respond to the grievance in a timely manner. However, if no response is received, then the Association may move the grievance to the next level. 

3. The time limits in each step may be extended by mutual written agreement of the Appointing Authority or designee and the Association at each step. 

4. By the mutual written agreement of the Association and the Appointing Authority, the parties may waive Steps 1 and/or 2. 

3. General Principles: 

1. Grievance Files. Grievance files shall be maintained separately from official personnel files. 

2. Non-Precedence. Upon mutual written agreement, a grievance may be withdrawn at any step without establishing a precedent. 

3. Disclosure. Upon request, both the Association and the Appointing Authority agree to disclose all documents and information which a party intends to introduce at the hearing, which may include all investigative data on employees after the investigation is completed, and a listing of possible witnesses, to each other, prior to arbitration. Any costs involved in reproducing documents shall be borne by the party requesting disclosure. 

4. Meetings. Meetings at all grievance steps will be established by mutual agreement between the Association and the Appointing Authority. 

5. Release Time. The Association Steward(s) and the grieving employee(s) as specified in 6 below shall be allowed a reasonable amount of time without loss of pay during working hours to investigate and present the employee's grievance(s) to the Appointing Authority. However, reasonable time off without loss of pay shall not include travel time if the travel time to and from exceeds thirty (30) minutes. Notwithstanding the foregoing, the Chief Association Steward and the Chief designee in each greater Minnesota Region shall be allowed up to one hour and thirty minutes travel time for the purposes described herein. The Association Steward(s) involved and the grieving employee shall not leave work or disrupt departmental routine to investigate and present grievances without first requesting permission, from their immediate supervisor(s), which shall not be unreasonably withheld.  

Regardless of the step, any Association steward who is participating as a steward in training must secure time off to participate by use of vacation, compensatory time or leave without pay. Refer to letter dated August 20, 1999 located in the letters section of this contract, letter number 2. 

6. Association Stewards. The Association may designate bargaining unit employees to function as Association Stewards for departments represented within each Region. Association Steward(s) shall have the authority to carry grievances within the Region, provided such representation is consistent with the security, rehabilitation and confidentiality needs of the Appointing Authority. 

The following individuals may participate in Steps 1 and 2: 

Step 1: Up to two (2) Association Stewards with or without the grieving employee. 

Step 2: Up to three (3) Association Stewards with or without the grieving employee. 

An Association staff person or officer shall be authorized to carry grievances in concert with or as substitute for the Association Steward. 

7. Fees and Expenses. The fees and expenses for the Arbitrator's services and proceedings shall be borne by the losing party. In the event of a split decision, the charges to the parties shall be determined by the Arbitrator. However, each party shall be responsible for its own witnesses’ and representatives’ compensation, expenses, and fees. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, provided it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equally.  

8. Settlement or Award Implementation. Within a reasonable period of time after the grievance settlement or arbitration award, the settlement or award shall be implemented. 

9. Vacancies, Filling of Positions Grievances. Grievances arising under Article 16 (Vacancies, Filling of Positions) shall be filed with the Appointing Authority in which the vacancy occurred. 

Section 3. Procedure. 

Informal Grievance. An employee who has a grievance may bring it to their supervisor's attention orally, indicating that it is a grievance. The employee may discuss the grievance with their supervisor in an attempt to reach a satisfactory resolution. 

Formal Grievance. 

Step 1. If the Association wishes to initiate a formal grievance, it shall be reduced to writing, setting forth the nature of the grievance, the facts upon which it is based, the section(s) of the Agreement allegedly violated, and the relief requested, and filed with the immediate supervisor’s supervisor/manager. All grievance(s) shall be filed within twenty-one (21) calendar days after the occurrence of the event giving rise to the grievance or within twenty-one (21) calendar days after the grievant, through the use of reasonable diligence, should have had knowledge of the event. 

Within ten (10) calendar days after receiving the written grievance, the grievant's immediate supervisor’s supervisor/manager or designated Appointing Authority Representative and the Association Steward(s) shall arrange a meeting with or without the grievant, and attempt to resolve the grievance. The immediate supervisor’s supervisor/manager or designated Appointing Authority Representative shall give their written answer to the designated Association Steward within ten (10) calendar days following the meeting. The Association may appeal the grievance in writing to Step 2 within ten (10) calendar days after the written answer is given or due. 

Step 2. Within ten (10) calendar days following the receipt of a grievance appealed in writing from Step 1, the Appointing Authority or designee shall arrange a meeting with the Association's Steward(s) in an attempt to resolve the grievance. 

Within ten (10) calendar days following this meeting, the Appointing Authority or designee shall respond in writing to the designated Association Steward stating the Appointing Authority or designee's answer concerning the grievance. If, as a result of the written response, the grievance remains unresolved, the Association may appeal the grievance in writing and within thirty (30) calendar days after the Appointing Authority or designee's written answer is given or due to arbitration by written notice to the Assistant State Negotiator or designee. Any grievance not referred in writing by the Association to arbitration within thirty (30) calendar days after the Appointing Authority or designee's written answer is given or due shall be waived. The Arbitrator shall hear the grievance at a scheduled meeting subject to the mutual availability of the Employer and the Association Steward. 

Arbitration. Except as indicated in Section 5 below, all arbitrations arising under this Agreement shall be conducted by an Arbitrator to be selected by mutual agreement of the Employer and the Union. If the parties fail to mutually agree upon the arbitrator, the parties shall request a list of at least five (5) arbitrators from the Bureau of Mediation Services. Both the Employer and the Union shall have the right to strike names from the list. A coin shall be flipped to determine which party shall strike the first name. The other party shall then strike one (1) name and the process shall be repeated and the remaining person shall be the arbitrator. 

Section 4. Arbitrator's Authority. The Arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of the Agreement. The Arbitrator shall consider and decide only the specific issue submitted in writing by the Employer and the Association and shall have no authority to make a decision on any other issue not so submitted to them. 

The Arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules, or regulations having the force and effect of law. Except as indicated in Section 5 below, the Arbitrator shall submit their decision in writing within thirty (30) days following the close of the hearing or the submission of briefs by the parties, whichever is later, unless the parties agree to an extension. The decision shall be based solely on the Arbitrator's interpretation or application of the expressed terms of this Agreement and the facts of the grievance presented. The decision of the Arbitrator shall be final and binding on the Employer, the Association and the employee(s). 

Section 5. Expedited Arbitration for Written Reprimands and Suspensions of One (1) to Five (5) Days. 

1. Grievances Eligible. 

1. All written reprimands properly appealed to arbitration shall be subject to the expedited procedure of this section. 

2. Suspensions ranging from one (1) to five (5) days and properly appealed to arbitration may be submitted to the expedited procedure of this section upon the mutual agreement of the parties. 

2. Expedited Arbitration. Arbitrations arising under this Agreement shall be conducted by an Arbitrator to be selected by mutual agreement of the Employer and the Union. If the parties fail to mutually agree upon the arbitrator, the parties shall request a list of at least five (5) arbitrators from the Bureau of Mediation Services. Both the Employer and the Union shall have the right to strike names from the list. A coin shall be flipped to determine which party shall strike the first name. The other party shall then strike one (1) name and the process shall be repeated and the remaining person shall be the arbitrator. 

3. Miscellaneous. 

1. All decisions are final and binding on the parties, but shall not be considered as precedential in any other proceeding or matter. 

2. Fees and expenses of the arbitrator shall be borne by the losing party. 

3. The hearing shall last no more than three (3) hours unless mutually agreed to by the parties. 

4. The expenses for witnesses for either side shall be borne by the party producing such witnesses. 

Section 6. Veterans Preference Hearing Option. If an employee/former employee pursues an appeal procedure under Minn. Stat. 197.46 (or other applicable Veterans’ Preference Law), the employee/former employee shall be precluded from making an appeal under the arbitration provisions of this Agreement. 

Section 1. General Conditions. 

1. Eligibility. All employees except intermittent employees, emergency employees, and temporary employees shall be eligible employees for the purpose of this Article. However, intermittent employees shall become eligible employees for the purposes of this Article after completion of sixty-seven (67) working days in any twelve (12) month period. Connect 700 Program employees shall be considered eligible during their on-the-job demonstration process for purposes of this Article. Hours of vacation leave used by the Connect 700 Program employee during their on-the-job demonstration process shall not be counted toward the seven hundred (700) hours. Temporary unclassified employees appointed for periods longer than six (6) months shall be considered eligible for purposes of this Article. Eligible employees appointed to emergency or temporary status from a layoff status shall continue to be eligible to accrue vacation leave. 

B. Crediting and Use of Vacation Upon Entry to State Service. Upon entry into State service, an eligible employee shall be credited with forty (40) hours of vacation leave. If a current employee in State service in a position that is not eligible for vacation is appointed to a MAPE position that is eligible for vacation, they shall be credited with forty (40) hours of vacation leave. Such credit shall be reduced proportionately as vacation leave is accumulated. Vacation hours credited upon entry to State service but not offset by accumulated vacation prior to separation from State service shall not be eligible for liquidation. If a current employee in State service is appointed to a MAPE position and that employee has their accumulated vacation leave hours transferred, the employee shall not be credited with additional vacation leave hours. Use is subject to Section 3, Vacation Period, of this Article. 

Section 2. Accruals. All eligible employees shall accrue vacation in accordance with the following rates: 

Length of Service Requirement	Rate Per Full Payroll Period
0-5 years	4 working hours
After 5-8 years	5 working hours
After 8-12 years	7 working hours
After 12-18 years	7 1/2 working hours
After 18-25 years	8 working hours
After 25-30 years	8 1/2 working hours
After 30 years	9 working hours

Eligible employees being paid for less than a full eighty (80) hour payroll period shall have their vacation accrual pro-rated in accordance with the schedule set forth in Appendix A. 

Length of service is defined as the length of employment with the State of Minnesota since the last date of hire in a vacation eligible status. Length of service shall be interrupted only by separation because of resignation, termination, discharge for just cause, failure to return upon expiration of a leave of absence, failure to respond to a recall from layoff or retirement. 

Changes in accrual rates shall be made effective at the beginning of the next payroll period following completion of the specified length of service requirement. 

Effective July 9, 1975, for purposes of determining an employee's accrual rate, periods of suspension or unpaid non-medical leaves of absence of more than one (1) pay period shall be deducted for purposes of determining an employee's accrual rate; however, periods of paid or unpaid military leave shall not be deducted. This method will be effective only after this date and shall not be used to change any length of service requirements determined prior to that date. 

Effective February 17, 1994, leave time for service to the Association in any capacity shall not be deducted for purposes of determining an employee's vacation accrual rate. 

An eligible employee reinstated or reappointed to State service within four (4) years of the date of resignation in good standing or retirement from any branch of Minnesota State government, shall accrue vacation leave with the same credit for length of service that existed at the time of such separation. At the discretion of the Appointing Authority, an eligible employee reinstated or reappointed to State service in good standing or retirement from any branch of Minnesota State government may accrue vacation leave up to the same credit for length of service that existed at the time of such separation. This method shall not be used to change any length of service requirements determined prior to July 1, 1983. 

Employees of the University of Minnesota, the Minnesota Historical Society, the Metropolitan Council, and former members of the Minnesota Legislature who transfer or who are appointed to State service within four (4) years of the date of resignation in good standing, ending of their Legislative term, or retirement, shall accrue vacation leave with the same credit for length of service that existed at the time of such transfer or separation. At the discretion of the Appointing Authority, employees of the University of Minnesota, the Minnesota Historical Society, the Metropolitan Council, and former members of the Minnesota Legislature who transfer or who are appointed to State service in good standing, ending their Legislative term, or retirement, may accrue vacation leave up to the same credit for length of service that existed at the time of such transfer or separation. Such employees shall begin accruing vacation leave based on this method effective at the beginning of the first payroll period following the date the employee applies. 

An eligible employee who moves without a break in service to a MAPE position from any other position in any branch of Minnesota State government shall have their accumulated but unused vacation leave transferred, provided that the total amount of accumulated vacation does not exceed two hundred and seventy-five (275) hours. 

At the discretion of the Appointing Authority, employees who are hired into State service from another public sector employer, including the United States Armed Forces, or from a private sector employer in a position directly related to the employee’s current State position, and who were in a vacation eligible position with that employer may be granted length of service credit in an amount up to the length of time employed by the previous employer. 

Length of service credit shall be subject to the following conditions: 

1. There must be evidence to establish that the employee was employed by another public sector employer, tribal government, or by a private sector employer in a position directly related to the employee’s current State position within four (4) years of the date the State hired the employee; current bargaining unit employees may request consideration for previous employment as described in this paragraph; 

2. The employee must have been in a vacation eligible position with the previous employer; 

3. The employee must provide the necessary documentation demonstrating their previous vacation eligibility status; 

4. The amount of the length of service credit granted is at the discretion of the Appointing Authority. 

Changes in the accrual rate shall become effective the beginning of the next payroll period following the Appointing Authority’s approval of the adjusted rate and shall not be retroactive. 

Employees may accumulate unused vacation leave to any amount provided that once during each fiscal year the employee's accumulation must be reduced to two hundred seventy-five (275) hours or less. If this is not accomplished on or before the last day of the fiscal year, the amount of vacation shall be automatically reduced to two hundred seventy-five (275) hours at the end of the fiscal year. 

Employees on a military leave under Article 14 shall earn vacation leave as though actually employed without regard to the maximum accumulation set forth above. Vacation earned in excess of the maximum accumulation shall be taken within two (2) years of the date the employee returns from the military leave. 

Vacation leave hours shall not be used during the payroll period in which the hours are accrued. 

Section 3. Vacation Period. Every reasonable effort shall be made by the Appointing Authority to schedule employee vacations at a time agreeable to the employee insofar as work unit staffing permits. If it is necessary to limit the number of employees within or among classifications on vacation at the same time and in the event of any conflict over vacation periods, the vacation schedules shall be established on the basis of bargaining unit seniority within the employee's work location. Bargaining unit seniority is defined as an employee’s continuous length of service in Association represented positions with the State of Minnesota. Whenever practicable, employees shall submit written requests for vacation at least two (2) weeks in advance of their vacation to their supervisor. When advance written requests are impracticable, employees shall secure the approval of their supervisor by telephone or other means at the earliest opportunity. Supervisors shall respond to all vacation requests promptly and shall answer all written requests in writing. 

No vacation requests shall be denied solely because of the season of the year, but shall be dependent upon meeting the staffing needs of the agency. 

When an employee transfers to a new seniority unit or to a work area, or is awarded an interest bid or promotion, previously approved vacation leave must be mutually agreed upon between the employee and the new supervisor. 

Section 4. Vacation Charges. Employees who utilize vacation shall be charged only for the number of hours that they would have been scheduled to work during the period of absence. Holidays that occur during vacation periods will be paid as a holiday and not charged as a vacation day. 

Employee vacation accruals earned while on paid leave may be utilized by the employee with the approval of the supervisor without first returning to work. 

Should an employee become ill or disabled while on vacation, vacation leave shall be changed to sick leave, effective the date of the illness or disability, upon notice to the employee's supervisor. Upon request of the Appointing Authority, such notice shall be accompanied by a medical statement from a medical practitioner and shall be given to the supervisor as soon as possible after the illness or disability occurs. 

Section 5. Work During Vacation Period. Except during an emergency, no employee will be required to work during their vacation once the vacation request has been approved. The Appointing Authority shall notify the Association of any emergency declaration and of any vacation canceled pursuant to this Section. 

Section 6. Vacation Transfer and Liquidation. An employee who transfers from one Appointing Authority to another shall have accumulated vacation leave transferred and such leave shall not be liquidated by cash payment in whole or in part; however, if an employee moves to a vacation-ineligible position, the accumulated vacation leave shall be liquidated by cash payment. Except for employees who are separated from State service prior to completion of six (6) months of continuous service or those separated due to layoff or death, employees who are separated from State service shall have all unused vacation leave and severance pay as described in Article 13 converted to a MSRS Health Care Savings Plan account. The amount converted will be based on their then current rate of pay for all vacation leave and severance pay to their credit at the time of separation. Amounts of combined vacation and severance payments of less than five hundred dollars ($500.00) shall be paid in cash. Employees who are laid off shall be compensated in cash at their then current rate of pay for all vacation leave to their credit at the time of layoff. However, in no case shall the amount of vacation liquidated exceed two hundred sixty (260) hours except in case of death. Employees who are laid off and are unable to reduce their accumulated vacation below two hundred sixty (260) hours prior to their layoff date shall have hours in excess of two hundred sixty (260) restored to their credit upon reinstatement, recall or reemployment. Upon the mutual agreement of the employee and the supervisor, seasonal employees shall be allowed to liquidate all, none, or a portion of their accumulated vacation balances in cash prior to their seasonal or temporary layoff. 

Section 1. Eligibility. All employees in the bargaining unit covered by this Agreement except intermittent, emergency and temporary employees, shall be eligible for purposes of this Article. Connect 700 Program employees shall be considered eligible during their on-the-job demonstration process for purposes of this Article. The Connect 700 Program employee’s holiday hours earned during their on-the-job demonstration process shall not count toward the seven hundred (700) hours. Temporary unclassified employees appointed for periods longer than six (6) months shall be considered eligible for purposes of this Article. Eligible employees appointed to emergency or temporary status from layoff status shall continue to be eligible for purposes of this Article.  

Section 2. Observed Holidays. The following days shall be observed as paid holidays for all eligible employees: 

New Year's Day 

Martin Luther King Jr. Day 

Presidents' Day 

Memorial Day 

Juneteenth 

Independence Day 

Labor Day 

Veterans Day 

Thanksgiving Day 

Day After Thanksgiving 

Christmas Day 

Floating Holiday 

All eligible employees shall receive one (1) floating holiday each fiscal year of the Agreement. The employee must request the floating holiday at least fourteen (14) calendar days in advance. The supervisor may waive the fourteen (14) day advance notice if staffing needs permit. The Appointing Authority may limit the number of employees that may be absent on any given day subject to the operational needs of the Appointing Authority. Floating holidays may not be accumulated or paid off. 

1. Continuous Operations. Except for employees working where seven (7) day a week schedules are in effect, when any of the above holidays fall on a Saturday, the preceding Friday shall be observed as the holiday; and when any of the above holidays fall on a Sunday, the following Monday shall be observed as the holiday. 

Where seven (7) day a week schedules are in effect, the actual holiday shall be observed as a holiday for employees working within such schedule. 

2. Holidays on Days Off. When any of the above holidays fall on an employee's regularly scheduled day off, and the Appointing Authority does not choose to pay the holiday in cash, the employee may choose to receive the holiday as vacation or compensatory time. The employee must be eligible to accrue and use vacation under the provisions of Article 10 in order to choose to receive payment in the form of vacation. 

3. Substitute Holidays. The Appointing Authority may, after consultation with the Association, designate alternate days for the observance of Veterans Day and Presidents' Day. 

Section 3. Holiday Pay Entitlement. To be entitled to receive a paid holiday, an eligible employee must be in payroll status on the normal work day immediately preceding and the normal work day immediately following the holiday(s). Payroll status shall be defined as follows: actually working, on paid vacation, paid sick leave, compensatory time off, or on a paid leave of absence. 

Any eligible employee who dies on a holiday or holiday weekend shall be entitled to be paid for the holiday(s). 

Section 4. Holiday Pay. Holiday pay shall be computed at the employee's regular hourly rate of pay multiplied by the number of hours the employee would otherwise be scheduled to work on the day that the holiday falls, and shall be paid in cash. With the approval of their supervisor, employees may be allowed to arrange their work schedules in payroll periods that include a holiday to avoid any reduction in salary; any modification of an employee’s schedule to accommodate their request shall not obligate the Employer to pay hours at the overtime rate except for hours worked in excess of forty (40) hours in the work week. Eligible employees who normally work less than full-time shall have their holiday pay pro-rated in accordance with the schedule set forth in Appendix B. 

If the Appointing Authority does not choose to pay the holiday in cash, the employee may choose to receive the holiday as vacation or compensatory time. The employee must be eligible to accrue and use vacation under the provisions of Article 10 in order to choose to receive payment in the form of vacation. 

Section 5. Work on a Holiday. At the Appointing Authority’s discretion, any employee who works on a holiday shall be paid in cash at the employee’s appropriate rate for all hours worked in addition to the holiday pay provided for in Section 4 above. 

Section 6. Religious Holidays. In accordance with M.S. 15A.22, any employee who observes a religious holiday on a day that does not fall on a Sunday, a legal holiday, or a holiday listed in Section 2 above, shall be entitled to that day off to observe the religious holiday. Time to observe religious holidays shall be taken without pay except where the employee has sufficient accumulated vacation leave, floating holiday leave, accumulated compensatory time or, by mutual consent is able to make up the time. Employees shall notify the Appointing Authority at least five (5) working days prior to the leave. 

Section 1. Sick Leave Accumulation. Employees, except for emergency, temporary, and intermittent employees shall accrue sick leave at the rate of four (4) hours per pay period of continuous employment beginning with their date of eligibility. Connect 700 Program employees shall be considered eligible during their on-the-job demonstration process for purposes of this Article. Hours of sick leave used by the Connect 700 Program employee during their on-the-job demonstration process shall not be counted toward the seven hundred (700) hours. Intermittent employees shall become eligible for sick leave after completion of sixty-seven (67) working days in any twelve (12) month period. Temporary unclassified employees appointed for periods longer than six (6) months shall be considered eligible for purposes of this Article. Eligible employees appointed to emergency or temporary status from layoff status shall continue to be eligible to accrue and use sick leave. 

Employees on a military leave under Article 14 shall earn and accrue sick leave as though actually employed, pursuant to Minn. Stat. 192.26. 

An employee who transfers or is transferred to another Appointing Authority without an interruption of service shall carry forward accrued and unused sick leave. 

An eligible employee who moves to a MAPE position without a break in service from any other position in any branch of Minnesota State government shall have their accumulated sick leave balance transferred. 

Employees being paid for less than a full eighty (80) hour pay period shall have sick leave accruals pro-rated in accord with Appendix C. 

Section 2. Sick Leave. The employee shall notify the Appointing Authority of any illness at or before their normally scheduled starting time.  

Employees utilizing leave under this Section shall furnish a statement from a medical practitioner upon the request of the Appointing Authority when the Appointing Authority has reasonable cause to believe that an employee has abused or is abusing sick leave. The abuse of sick leave may constitute just cause for disciplinary action.  

The Appointing Authority may also request a statement from a medical practitioner if the Appointing Authority has reason to believe the employee is not fit to work or has been exposed to a contagious disease which endangers the health of other employees, clients, or the public.  

Employees returning from extended sick leave shall notify the Appointing Authority within a reasonable amount of time prior to returning to work. 

Section 3. Sick Leave Use. An employee shall be granted sick leave with pay to the extent of their accumulation for absences necessitated by the following conditions: 

1. Employee. 

1. Illness or disability. 

2. Medical, chiropractic, or dental care. 

3. Exposure to contagious disease so that the employee’s attendance on duty may endanger the health of fellow employees or the public. 

4. Upon request of the employee, a birth mother shall be allowed to use six (6) weeks or more, if certified as necessary by a medical provider, of accumulated sick leave for the birth of a child. 

5. Employees with a disability, as defined by the Americans with Disabilities Act, requiring the use of a service animal may use sick leave and/or vacation leave to attend the initial training for service animal handling. Employees with a disability, as defined by the Americans with Disabilities Act (ADA), who require attendance at a customarily required and professionally administered initial training or orientation concerning the use of an assistive device related to their disability, may use vacation and/or sick leave for attendance. Employees who do not have sufficient leave accruals to attend such initial trainings or orientations shall be credited with up to forty (40) hours of leave per fiscal year to be used for this purpose. Such credit shall not apply in cases where the Appointing Authority provides the training or orientation, and such credit shall be reduced proportionately as vacation and sick leave is accumulated. At the discretion of Minnesota Management and Budget, more than forty (40) hours may be credited. 

2. Others. Sick leave shall also be granted with pay for the following reasons. 

1. Illness of the following persons: employee’s spouse, dependent children, adult children, stepchildren, foster children, (including wards and children for whom the employee is the legal guardian, parent, stepparent), parent, grandparent, father-in-law, mother-in-law, brother or sister, or grandchild for such periods as the employee’s attendance may be necessary. Sick leave may also be used for the illness or injury of other family members as provided by state law. 

2. Illness of a minor child, whether or not the child lives in the employee’s household, for such periods as the employee’s attendance may be necessary. 

3. To accompany the employee’s spouse, minor or dependent children, stepchildren, and foster children (including wards and children for whom the employee is the legal guardian), to dental or medical appointments for such reasonable periods as the employee’s attendance is necessary. 

4. To arrange for necessary nursing or hospice care for members of the family as described in paragraphs B(1) and B(2) above regardless of the family member’s location of residence. Sick leave for this reason shall be limited to not more than five (5) days. 

5. Birth or adoption of a child. Sick leave for this reason shall be limited to not more than five (5) days. 

6. With prior notice, an employee may use sick leave to accompany a parent to a medical and/or dental appointment. 

3.  In addition, the expanded law also allows employees to use sick leave for the purposes of obtaining assistance or providing assistance to a relative as named above because of sexual assault, domestic abuse, or stalking. The employer may limit the use of personal sick leave for the reasons listed above to a cap of 160 hours in any 12 month period. 

4. Safety Leave. Sick leave may be used for safety leave for the employee or the employee’s relatives as provided by state law. 

5. Bereavement Leave. The use of a reasonable amount of sick leave shall be granted in cases of death of the spouse, the domestic partner (same and opposite sex), parents and grandparents of the spouse or parents/step parents, grandparents, guardian, children, grandchildren, brothers, sisters, stepbrothers, stepsisters, wards, or stepchildren of the employee. In addition, sick leave, limited to eight (8) hours, shall be granted in the case of the death of a parent of the employee’s minor child. The supervisor shall make a reasonable effort to adjust the hours of an employee in order to permit their attendance at the funeral of a co-worker. 

In no event shall sick leave with pay be granted beyond the extent of an employee's accumulation. However, upon request to the Appointing Authority, employees who are eligible to accrue sick leave, but who do not have sufficient accruals to take leave for bereavement of the family members identified above, shall be credited with a reasonable amount of sick leave, not to exceed forty (40) hours per fiscal year for this purpose. Such credit shall be reduced proportionally as sick leave is accumulated. 

Employee sick leave accruals earned while on paid leave may be used by the employee with the approval of the supervisor without returning to work prior to such use. 

Section 4. Sick Leave Charges. An employee using sick leave shall be charged for only the number of hours they were scheduled to work during the period of the sick leave. Holidays that occur during sick leave periods will be paid as a holiday and not charged as a sick leave day. Employees who, because of the nature of their job, schedule their own time shall be limited to a maximum of eight (8) hours of sick leave for each work day. 

An employee incurring an on the job injury shall be paid the employee’s regular rate of pay for the remainder of the work shift. Any necessary sick leave charges shall not commence until the employee’s first scheduled work day following the injury. 

Section 5. Reinstatement of Sick Leave. An eligible employee who is reinstated or reappointed to State service within four (4) years of the date of resignation in good standing, or retirement shall have their accumulated but unused sick leave balance restored and posted to their credit in the records of the employing department provided such sick leave was accrued in accordance with the personnel rules or the provisions of this Agreement. 

An employee who receives severance pay, and returns to State service within four (4) years of the date of resignation in good standing or retirement, shall have their sick leave balance restored at sixty percent (60%) of the employee’s first nine-hundred (900) hours of accumulated but unused sick leave, plus eighty-seven and one-half percent (87½%) of the employee’s accumulated but unused sick leave in excess of nine-hundred (900) hours. 

Upon request, employees of the legislative branch who transfer or who are appointed to State service within four (4) years of the date of resignation in good standing or retirement shall have accumulated unused sick leave posted to the employee's credit provided such sick leave was accrued in accordance with the personnel rules or the provisions of this Agreement.  

Section 1. Eligibility. An employee shall be entitled to severance pay immediately following separation from State service by reason of: 

• Separation other than discharge following twenty (20) or more years of continuous State service; 

• Death; 

• Layoff, except for seasonal layoff; 

• Separation, for reasons other than discharge, following five (5) years of continuous State service, and who is immediately eligible at the time of separation for Medicare; 

• Separation, for reasons other than discharge, following ten (10) years of continuous State service, and who is immediately entitled at the time of separation to receive an annuity under a State retirement program. 

Severance pay shall be equal to forty percent (40%) of the employee's first nine hundred (900) hours accumulated but unused sick leave and twelve and one-half percent (12½%) of the employee’s accumulated but unused sick leave in excess of nine hundred (900) hours times the employee’s regular rate of pay at the time of separation. 

Employees who have been laid off and received severance pay as a result of the layoff, and are reappointed to state service, are eligible for additional severance upon subsequent separation if they meet the eligibility requirements in Section 1. For the purposes of eligibility, continuous service shall include time served since the last date of hire, including the period of layoff. 

Employees who separate from state service and receive severance pay as a result of meeting the continuous state service requirement described in Section 1, and are reappointed to state service are considered to have met the continuous service requirement for future severance payment. 

Should any employee who has received severance pay be subsequently reappointed to State Service, eligibility for future severance pay shall be computed upon the difference between the amount of accumulated but unused sick leave restored to the employee's credit at the time the employee was reappointed and the amount of accumulated but unused sick leave at the time of the employee's subsequent eligibility for severance pay. 

Section 2. Health Care Savings Plan. Employees who, for reasons other than layoff or death, are eligible to receive severance pay will have one hundred percent (100%) of severance pay, as defined in Section 1 above, and one hundred percent (100%) of vacation pay converted to an MSRS health care savings plan account. Employees who do not meet the requirements for the health care savings plan account, or whose combined severance and vacation pay totals less than five hundred dollars ($500) will continue to receive their severance and vacation payments in cash. See article 10 section 6 for vacation transfer to severance guidelines. 

Section 1. General Conditions. Except as otherwise provided in this Agreement, request for leave shall be made by employees prior to the beginning of the period(s) of absence. Upon request of the employee, authorization for or denial of a leave of absence shall be furnished to the employee in writing by their supervisor. All requests for a leave of absence shall be answered by the supervisor promptly and shall include, upon request by the employee, a statement of the Appointing Authority's intent regarding whether or not the employee's position will be filled permanently. No leave of absence request shall be unreasonably denied and the reasons for a denial shall be given to the employee upon request. No employee shall be required to exhaust their accumulated vacation leave prior to an extended leave of absence. 

Some leaves provided for in this Agreement may also qualify for federal Family and Medical Leave Act (FMLA) status. 

An employee on an approved leave of absence is required to contact the Appointing Authority if an extension is being requested. Failure to contact the Appointing Authority about an extension prior to the end of the approved leave period shall be deemed to be a voluntary resignation and the employee shall be severed from state service. 

Accrual of vacation and sick leave benefits shall continue during the period of a leave of absence with pay. If an employee is granted leave without pay, they will not be credited with vacation or sick leave accruals for the period of leave without pay unless otherwise indicated. When the Appointing Authority approves an unpaid leave of absence for an employee, the Appointing Authority shall advise the employee in writing of the steps the employee must take to continue insurance coverage. 

Section 2. Leaves With Pay. Paid leaves of absence granted under this Article shall not exceed the employee's work schedule. Statutory leaves are listed in Appendix M. 

1. Military Reserve Training. In accordance with Minn. Stat. 192.26, up to fifteen (15) working days leave per calendar year shall be granted to members of the National Guard or military or naval reserves of the United States or of the State of Minnesota who are ordered or authorized by the appropriate authorities to engage in training or active service. The employee shall make every reasonable effort to promptly inform the Appointing Authority of the dates of duty upon receiving any notification of duty. Such notice must occur within three (3) calendar days of the employee’s knowledge of the need for the leave. 

2. Jury Duty. Leave shall be granted for selection of and service upon a jury. Employees whose scheduled shift is other than a day shift shall be reassigned to a day shift during the period of service upon a jury. When not impaneled for actual service and only on call, the employee shall report to work. Whenever practicable, the employee shall notify the Appointing Authority at least fourteen (14) days prior to their scheduled jury duty. 

3. Court Appearance. Leave shall be granted for appearance before a court, legislative committee, or other judicial or quasi-judicial body in response to a subpoena or other direction of proper authority for job related purposes other than those instituted by the employee or the Association. Leave shall also be granted for attendance in court in connection with an employee's official duty, which shall include any necessary travel time. Such employee shall be paid the employee's regular rate of pay but shall remit to their Appointing Authority the amount received, exclusive of court-paid expenses, for serving as a witness, as required by the court. 

4. Voting Time. Any employee who is entitled to vote in any statewide primary, Presidential primary, general election, tribal election, or in an election to fill a vacancy in the office of a representative in Congress or in the office of state senator or state representative may absent themself from work for the purpose of voting during such election day, provided the employee has made prior arrangements for such absence with their immediate supervisor. 

5. Educational Leave. Leave shall be granted for educational purposes if such education is required by the Appointing Authority. 

6. Emergency Leave. The Commissioner of Minnesota Management and Budget, after consultation with the Commissioner of Public Safety, may excuse employees from duty with full pay in the event of a natural or man-made emergency if continued operation would involve a threat to the health or safety of the individuals. 

7. Leave to Serve as an Election Judge. Upon twenty (20) calendar days advance request, leave shall be granted for purposes of serving as an election judge in any election. 

8. Transition Leave as a Result of Layoff. At the Appointing Authority’s discretion, an employee under notice of permanent layoff may continue in payroll status for up to eighty (80) hours of paid leave prior to their date of layoff. Such leave shall not be subject to the provisions of Section 5, Reinstatement After Leave, of this Article. 

9. Transition Leave as a Result of Non-Certification. An employee who is non-certified from one Appointing Authority and who has rights back to return to a previous position with another Appointing Authority may be placed on paid transition leave by that receiving Appointing Authority for up to forty (40) hours from the effective date of the non-certification. 

10. Investigatory Leave. See Article 8, Section 4. 

11. Paid Administrative Leave. At the Appointing Authority’s discretion, an employee may be placed on paid administrative leave for up to thirty (30) calendar days when the employee has been involved in a critical incident or when their continued presence in the workplace poses a risk to the employee or the organization. The Association will be provided with notification at the time the employee is placed on the leave. The Commissioner of Minnesota Management and Budget may authorize the leave to be extended for a period not greater than another thirty (30) calendar days. Any extension(s) of longer duration must be mutually agreed to between the Appointing Authority and the Association. At the request of the Association, the Appointing Authority will provide information to the Association regarding the status of the employee on the leave. It is the Appointing Authority’s policy to return an employee to active duty status as soon as it is practical and prudent. 

12. Leave to Participate in Labor-Management Committees. See Article 32, Section 2. 

13. Blood Donation Leave. Leave shall be granted to an employee who participates in an Appointing Authority-sponsored blood drive. 

14. Volunteer Firefighters and Rescue Workers. See Appendix M. 

15. Paid Parental Leave.  

1. Length of Leave. Paid parental leaves of absence of up to six (6) consecutive weeks shall be granted to eligible state employees who request such leave following the birth or adoption of a child. 

2. Eligibility. Employees are eligible if they meet eligibility criteria for Family and Medical Leave Act (“FMLA”) leave, which generally means the employee has been employed by the Employer for twelve (12) months and has worked at least 1,250 hours during the year immediately preceding the leave. Paid parental leave (“PPL”) is available to employees who experience the following qualifying events:  

• an employee or their spouse/partner gives birth to the employee’s child;  

• a child is placed in the employee’s home for adoption; or 

• a child is placed in the employee’s home to adjudicate parentage in cases of surrogacy when the employee is the intended parent. 

3. Use. Eligible employees must complete PPL within six (6) months of the qualifying event. At the Appointing Authority’s discretion, employees may be allowed intermittent or reduced schedule use of leave, which must be completed within twelve (12) months of the qualifying event. PPL not used within the required timeframe shall not be carried over or cashed out. 

4. Interaction with Other Leaves. Paid parental leave will run concurrently with any unpaid leave(s) that parents may be entitled to under other provisions of this Agreement or provided by law. Employees shall not receive other types of paid leave provided by this Agreement (e.g., sick, vacation, compensatory time) for hours for which they are receiving PPL. 

Section 3. Unpaid Leaves of Absence. Statutory leaves are listed in Appendix M. 

1. Unclassified Service. Leave may be granted to any classified employee to accept a position in the unclassified service of the State of Minnesota. 

2. Educational Leave. Leave may be granted to an employee for educational purposes. 

3. Military Leave. In accordance with Minn. Stat. 192.261, Subd. 1, and federal law, leave shall be granted to an employee who voluntarily or involuntarily enters into active military service, active duty for training, initial active duty for training, inactive duty training, or full-time National Guard duty in the armed forces of the United States for the period of military service, not to exceed five (5) years, plus such additional time as the employee may be required to serve pursuant to law. Leave time for service in the military shall be considered as paid leave for purposes of vacation leave and sick leave accrual. 

Employees requesting such leave shall notify their immediate supervisor as soon as possible of the need for such leave. Such notice must occur within three (3) calendar days of the employee’s knowledge of the need for such leave. 

At an employee’s request, an employee on unpaid military leave shall be allowed to supplement such leave with vacation leave in accordance with law. Any vacation leave used must have been accumulated prior to the start of the military leave. Prior to taking military leave, the employee shall be allowed a reasonable amount of time to meet with Human Resources to discuss and explain the rights and benefits available to the employee and their family while on military leave. At the request of the employee, a union steward or Association representative may be present. 

4. Association Leave. Upon advanced written request of the Association, leave shall be granted to employees who are elected or appointed by the Association to serve on the Association's Master Negotiating Team. An employee may use vacation time, compensatory time, or a holiday for this purpose, at the employee's discretion. Leave time for service on the Association’s Master Negotiation Team shall be considered as paid leave for purposes of vacation and sick leave accrual, and holiday pay entitlement. 

Association Representatives or other employees who may be elected or appointed by the Association to perform duties for the Association shall be granted time off, provided the granting of such time off does not adversely affect the operations of the employee's department or agency. Such leave shall not be unreasonably withheld. Upon the written request of the Association, leave shall be granted to employees who are elected officers or appointed full-time representatives of the Association. Annually, the Appointing Authority may request the Association to confirm the employee's continuation on Association leave. Leave time for service to the Association shall not be deducted for purposes of determining an employee's vacation accrual rate. 

Association board members who are currently State employees and not on full-time leave shall have time spent performing board duties considered as paid leave for purposes of vacation, sick leave and holiday pay eligibility when they are on Association leave. 

5. Parenthood. Parenthood leaves of absence shall be granted to a birth parent(s) or adoptive parent(s) and who requests such leave in conjunction with the birth or adoption of a child. Requests for parenthood leave shall be submitted at least six (6) weeks in advance of the anticipated due date or adoption date, if possible. However, such leave shall be requested within the first three (3) months following the birth or adoption of a child. Parenthood leave shall commence on the date requested by the employee, and shall continue up to six (6) months. If both parents elect to take Parenthood leave, such leave may be taken either concurrently or consecutively. Such leave must be completed within one (1) year following the birth or adoption of a child. Sick leave or vacation used following the birth or adoption of the child will run concurrently with the six (6) months of Parenthood leave. 

Such leave may be extended up to a maximum of one (1) year by mutual consent between the employee and the Appointing Authority from the date of the event giving rise to the leave request. 

6. Medical. Upon the request of a permanent employee who has exhausted all accrued sick leave, a leave of absence without pay shall be granted by the Appointing Authority for up to one (1) year because of sickness or injury to the employee. At the request of the employee, this leave may be extended at the discretion of the Appointing Authority. An employee requesting a medical leave of absence shall be required to furnish evidence of disability to the Appointing Authority. When the Appointing Authority has evidence that an employee's absence from duty is unnecessary or if the employee fails to undergo an evaluation or furnish such reports as are required by the Appointing Authority, the Appointing Authority shall have the right to require the employee to return to work on a specified date. 

7. Personal Leave. Leave may be granted upon request of an employee for personal reasons. No such leave shall be granted for the purpose of securing other employment, except as provided in this Article. 

8. Political Caucus/Convention. Upon ten (10) days advance request, leave shall be granted to any employee for the purpose of attending a political caucus/convention. An employee may use vacation leave, compensatory time, or a holiday for this purpose, at the employee's discretion. 

9. Related Work. Leave not to exceed one (1) year may be granted to an employee to accept a position of fixed duration outside of State service which is funded by a government or private foundation grant and which is related to the employee's current work. 

10. Unpaid Administrative Leave. At the Appointing Authority’s discretion, an employee may be placed on unpaid administrative leave when the employee is unable to work because of the temporary absence of a license, completed background check, or other credentials required for their position. After verification of reinstatement of license, successful background check or credentials required for the position, the employee shall be reinstated subject to the reinstatement provisions of Section 5, Reinstatement After Leave. For informational purposes, the Association shall be notified at the time the employee is placed on the Unpaid Administrative Leave. 

11. Leave for Death or Injury of Military Personnel. See Appendix M. 

12. Leave to Attend Military Ceremonies. See Appendix M. 

Section 4. Cancellation of Discretionary Leaves. Discretionary leaves of absence or extensions of such leaves may be canceled by an Appointing Authority for reasonable cause upon written notice to the employee unless the Appointing Authority agrees in writing at the time the leave is granted that the leave will not be canceled. 

Section 5. Reinstatement After Leave. Any employee returning from an approved leave of absence as covered by this Article shall be entitled to return to employment in their former position or another position in their former classification/class option or a position of comparable duties and pay, providing such return is in their former seniority unit. Any employee returning from an approved leave of absence of six (6) months or less shall also be entitled to return within thirty-five (35) miles of the employee's old work location. Notwithstanding the above, if a layoff occurs during the period that the employee is on an approved leave of absence, such an employee is subject to layoff with full rights and options consistent with the terms of Article 17 of this Agreement. Should an employee on an approved leave of absence be laid off while on leave, that employee's return rights shall be determined by the employee's new work location (if any), chosen as an option under Article 17. Employees returning from extended leaves of absence of one (1) month or more shall notify their Appointing Authority at least two (2) weeks prior to their return from leave. An employee returning from an unpaid leave of absence shall be returned at the same rate of pay the employee had been receiving at the time the leave of absence commenced plus any automatic adjustments that would have been made had the employee been continuously employed during the period of absence. At the discretion of the Appointing Authority, an employee may terminate their leave of absence prior to the previously agreed upon date of expiration of that leave of absence. 

Section 1. Definitions. 

1. State Seniority. "State Seniority" is defined as the length of employment with the State of Minnesota since the last date of hire. 

2. Classification Seniority. "Classification Seniority" is defined as an employee's length of service in a specific job classification with the State of Minnesota, beginning with the date an employee begins to serve a probationary appointment. 

1. Bumping, Demotions, Transfers. When an employee bumps, demotes or transfers, Classification Seniority in the class to which the employee is bumping, demoting, or transferring, shall include Classification Seniority in all related classes in the same or higher salary range in which the employee has served with the State of Minnesota. For purposes of this section, classes are considered to be in the same salary range if the first two (2) digits of the compensation codes (as listed in Appendix F) are the same, and movement between the classes is a transfer or a demotion. 

2. Class Options. "Class Option" is defined as an area of specialization which may require special licensure, certification, or registration and for which a separate selection process is used in making appointments to a classification. 

3. Related Classes. "Related Class" is defined as the class or classes which are similar in the nature and character of the work performed and which require similar qualifications. 

4. Reallocations. Class seniority for employees whose positions are reallocated to an equal or lower class after July 1, 1981, shall include service in the class from which they were reallocated, regardless of whether or not the class is a related class in accord with this section. 

5. Trial Period. An employee who returns to their former classification under the conditions of a trial period (Article 16, Section 7), shall accrue all seniority in the former classification as if continually employed in the former classification. 

3. Interruptions. Classification Seniority shall be interrupted only by separation because of resignation, discharge for just cause, non-certification for the initial probationary period, failure to return upon expiration of a leave of absence, failure to respond to a recall from layoff, or retirement. 

Classification Seniority shall not include service in a position in a bargaining unit not represented by the Association. However, Classification Seniority shall include service in a confidential position in accordance with Section 1(B). Classification Seniority shall also include permanent or probationary classified service in the position in bargaining Unit 216 from which the employee was reallocated as a result of a unit determination order from the Bureau of Mediation Services. Time on the seniority unit layoff list and/or approved leave of absence shall not constitute an interruption. 

4. Seniority Units "Seniority Units" are defined as set forth in Appendix D. 

Section 2. Seniority Earned Under Previous Collective Bargaining Agreements. Employees shall continue to have their seniority calculated as provided under the 1981-1983 collective bargaining agreement or memoranda of understanding except as specifically provided elsewhere in this Agreement. 

Section 3. Seniority Rosters. No later than November 30 and May 31 of each year, the Appointing Authority shall prepare and post seniority rosters on official bulletin boards for each of its seniority units and shall be furnished to the Association Executive Director. Such rosters shall be based on transactions occurring up to and through the pay period closest to October 31 and April 30 respectively of each year. The rosters shall list each employee in the order of Classification Seniority; and reflect each employee's date of Classification Seniority, date of State Seniority, and class title and date for all classes in which the employee previously served. The rosters shall also identify the type of appointment if other than full-time unlimited, and shall include the class option, if any. 

When two (2) or more employees have the same Classification Seniority dates, seniority positions shall be determined by State Seniority. Should a tie still exist, seniority positions shall be determined by lot. 

Section 4. Seniority Roster Appeals. Employees shall have sixty (60) calendar days from the date of the initial posting to notify the Appointing Authority of any disagreements over the Seniority Roster. Thereafter, appeals must be filed with the Appointing Authority within thirty (30) days of the date of posting and are limited to changes since the previous posting. However, errors of fact on the seniority roster may be raised by either party at any time. 

Section 1. Definition of Vacancy. A vacancy is defined as a non-temporary (more than 12 months) opening in the classified service which the Appointing Authority determines to fill. A vacancy is not created by reassignment within thirty-five (35) miles to the same classification. 

Section 2. Permanent Reassignment. Whenever the Appointing Authority determines to make a permanent reassignment within thirty-five (35) miles, the Appointing Authority shall, before the reassignment is effected, consider (but not be limited to) the following: 

1. The employee's ability to perform the job; 

2. The employee's qualifications to perform the job; 

3. The employee's interest in the job; 

4. The employee's current workload; 

5. The employee's Classification/Class Option Seniority. 

Section 3. Job Posting and Interest Bidding. Whenever a vacancy occurs which the Appointing Authority determines to fill, the Appointing Authority shall post the vacancy on bulletin boards in the seniority unit or by electronic posting for a minimum of seven (7) calendar days or through such procedures as are otherwise agreed to between the Association and the Appointing Authority. The job posting shall include: the division, section, classification/class option, employment condition, and location of the vacancy. A copy of the posting shall be furnished to the Association. Upon notice to the Association, the vacancy need not be posted if no one is eligible to bid. The Association may post copies of any electronic postings on their designated Association bulletin board. Permanent non-probationary classified employees in the seniority unit in the same classification/class option may interest bid on the filling of such vacancy by submitting a written application to the Appointing Authority on or before the expiration date of the posting. An employee who is selected for a position through interest bidding shall not be eligible for interest bidding for six (6) months from the date the employee reports to the new position. 

For informational purposes only: if a vacancy is canceled during or after its posting period, the Appointing Authority shall post the cancellation. 

The posting of a vacancy shall not be required if the Appointing Authority offers the vacancy to a seniority unit employee who has received notice of permanent layoff from the same or a transferable or higher classification. 

Vacancies in Junior/Senior Plans shall be posted at both levels of the plan. Interest bids shall be accepted from employees in both classes. Interest bids shall be considered first from employees in the higher class and if there are no interest bids, shall then be considered from employees in the lower class. 

An employee who is away from their work location on assignment or approved vacation in excess of seven (7) calendar days, may submit an advance interest bid for individual vacancies posted during their absence. The advance interest bid shall indicate the division, section, classification/class option, employment condition and location of the individual position. Such advance interest bid shall be submitted to the Appointing Authority or designee and shall be valid for the period of the absence or four (4) weeks, whichever is less. 

At the Appointing Authority's discretion and when adequate time permits, positions in the unclassified service may be posted for seven (7) calendar days for informational purposes. No interest bidding is permitted on these unclassified positions. Employees may notify the Appointing Authority that they wish to be considered for the positions, however, non-selection shall not be grievable under Article 9 of this agreement. 

Section 4. Filling of Positions. All eligible employees under Section 3 who have made a timely interest bid, and meet the minimum qualifications, shall be given consideration and may be appointed to the opening prior to the consideration of other non-interest bidding applicants and prior to filling the vacancy through other means. The Appointing Authority shall not be arbitrary, capricious, or discriminatory and must have a legitimate business reason to reject all of the interest bidders. Seniority of the interest bidders shall not be a factor in appointing employees from among the interest bidders. All interest bidders shall be notified orally or in writing, which may include electronic mailing, as to the status (either under consideration, acceptance, or rejection) of their interest bid in a timely manner. 

If the vacancy is not filled by an employee under this Section, then it shall be filled in the following order: 

1. Seniority Unit Layoff List. Selection shall be made from employees on the Seniority Unit Layoff List, if such a list exists, in order of Classification Seniority pursuant to Article 17, Layoff and Recall. Employees shall be recalled to a vacancy in the same class (and same option or another option for which the employee is determined to be qualified by the Employer). No new appointments shall be made in a seniority unit in a class, geographic location, and employment condition for which a Seniority Unit Layoff List exists until all qualified employees on such list have been offered the opportunity to accept the position, except that the Appointing Authority may offer the vacancy to a seniority unit employee who has received notice of permanent layoff from the same or a transferable or higher classification. 

2. Claiming. If the vacancy is not filled as provided in A above, the Appointing Authority shall consider claims of eligible Bargaining Unit employees facing layoff who request a transfer or demotion to a class (or class option) in which the employee served or for which the employee is determined to be qualified by the Employer. 

Instead of accepting a claim, the Appointing Authority may choose to fill the vacancy by promoting a seniority unit employee whose name was submitted in the recruitment and selection process for the classification of the claimed position at the time the vacancy was first claimed, or by accepting the voluntary transfer or demotion of a current seniority unit employee on notice of permanent layoff. If the Appointing Authority determines to fill the resulting vacancy, and it is not filled by an interest bidder or a recall from the seniority unit layoff list or the transfer or demotion of a seniority unit employee who has received notice of permanent layoff, the Appointing Authority must consider interested and eligible claimers who were not selected for the original vacancy due to the promotion, transfer or voluntary demotion of a current seniority unit employee, prior to using any other vacancy filling method in 4(C) and prior to the consideration of any additional claimers for the resulting vacancy. 

The receiving Appointing Authority shall determine if the employee is qualified for the position, and if so, shall not unreasonably deny the request (see the provisions of Article 17, Section 3(A)(5), regarding employee requests to claim positions in other seniority units to avoid layoff or bumping). 

3. Other Means of Filling the Vacancy. If the position is not filled as provided in Section 3, 4.A. or 4.B. above, the Appointing Authority shall have the option of filling the vacancy by any of the following methods: 

1. Multi-Source Recruitment and Selection Process. If the multi-source recruitment and selection process is used, selection from among finalists shall be made on the basis of skill, ability, experience, efficiency, job knowledge and/or fitness to perform the duties of the position. 

However, if appointment is to be made from among two or more finalists who are equal in terms of the above factors and one or more of these finalists is in the bargaining unit, a bargaining unit employee in a class/class option other than the same class/class option as the vacancy shall be selected. If a bargaining unit employee is selected, nothing in this section shall be construed to set a standard for the non-selection of other bargaining unit employees who are finalists; or  

2. Department Layoff List. If a Department Layoff List is to be used, selection shall be made from among qualified employees whose names appear on the list in the order of Classification Seniority; or 

3. Voluntary Demotion. If a voluntary demotion is to be used, selection shall be made by accepting the application of an employee who is willing to accept a voluntary demotion; or 

4. Bargaining Unit Layoff List/Same Classification. If a Bargaining Unit Layoff List/Same Classification is to be used, selection shall be made from among qualified employees whose names appear on the list; or 

5. Voluntary Transfer. If a voluntary transfer within or between seniority units and/or classes is to be used, selection shall be made by accepting the application of an employee who is willing to accept a voluntary transfer. If an employee within the seniority unit submits a request to transfer during the posting period under Section 3 accompanied by a request to interview and substantial evidence of qualification for the position, the Appointing Authority shall grant an interview. Nothing in this section shall be construed to require a standard for the non-selection of the interviewed employee. 

An interview must only be granted if the position is not filled through interest bidding, recall from the seniority unit layoff list, or claiming. Employees who fill vacancies through this method shall have a twenty one (21) calendar day trial period during which time they may elect to return to their previous position; or 

6. Bargaining Unit Layoff List/Other Job Classification. If a Bargaining Unit Layoff List/Other Classification is to be used, selection shall be made from among qualified employees whose names appear on the list; or 

7. Reinstatement. If reinstatement is to be used, selection shall be made by reinstating a former employee; or 

8. Other. The Appointing Authority may also use any other appointment procedure pursuant to statute. 

Notwithstanding any of the above, no new appointments of persons other than current civil service employees shall be made in a seniority unit in that class (or option) and employment condition for which any Layoff List exists. 

Upon request, the Appointing Authority shall provide to the Association President the name of the applicant selected, the method used to select the applicant and any lists of certified finalists used in the selection procedure. 

Section 5. Reclassification. Employees may submit requests for job audits directly to Minnesota Management and Budget, or their own Appointing Authority if it has delegated classification authority, pursuant to Minn. Stat. 43A.07, Subd. 2 and the Minnesota Management and Budget Administrative Procedure 7. Minnesota Management and Budget or an Appointing Authority with delegated classification authority, shall acknowledge, in writing, receipt of an employee initiated request for an audit of their position within thirty (30) calendar days of receipt of the request. Upon request, the agency Human Resources office shall provide an update of the job audit status. 

An employee shall be notified, in writing, of a downward reclassification of their position before such action occurs. 

An employee who desires to protest a reclassification decision regarding their position may do so by following the provisions of Minn. Stat. 43A.07, Subd. 3; but the decision of the Commissioner of Minnesota Management and Budget or the agency with delegated authority pursuant to this Section shall not be subject to the grievance and arbitration provisions of this Agreement. 

Minnesota Management and Budget or an Appointing Authority with delegated classification authority, shall notify the Association President regarding any class studies they plan to undertake. Prior to the actual implementation of any class study results, the Association shall be offered the opportunity to meet and confer with the appropriate authority regarding the results and the implementation plans. 

1. Effect of Change in Position Allocation on the Filling of Positions. When the allocation of a position has been changed as the result of changes in the organizational structure of an agency or abrupt changes in the duties and responsibilities of this position, such positions shall be considered vacant under the provisions of this Article and filled in accordance with Sections 1-4. 

2. Effects of Reallocation on the Filling of Positions. When the allocation of a position has been changed as the result of changes over a period of time in the kind, responsibility, or difficulty of the work performed in a position, such situation shall be deemed a reallocation and not considered a vacancy under the provisions of this Article. 

The incumbent employee shall be appointed to the reallocated position provided the employee has performed satisfactorily in the position and possesses any licensure, certification, or registration which may be required. In any case where the incumbent of a position which has been reallocated is ineligible to continue in that position in the new class/class option, the employee shall be removed from the position within thirty (30) calendar days from the date of notification to the Appointing Authority of the employee's ineligibility. The position shall then be considered vacant under the provisions of this Article and filled in accordance thereof. Where the incumbent is ineligible to continue in the position and is not transferred, promoted, or demoted, the layoff provisions of Article 17 shall apply. 

Except for reallocations resulting from a study of an agency or division thereof initiated by Minnesota Management and Budget or an Appointing Authority, if the incumbent of a position which is reallocated upward receives a probationary appointment to a reallocated position, pay for the reallocated position shall commence fifteen (15) calendar days after the receipt in Minnesota Management and Budget or an agency with delegated authority of a reallocation request determined to be properly documented, and it shall continue from that date until the effective date of the probationary appointment. 

The Employer shall provide the Association notice of any reallocations that occur within the bargaining unit. Such notice shall include, but not be limited to: 1) name of the employee; 2) department or agency name; 3) original classification of the employee; 4) reallocated classification of the employee; and 5) date of the reallocation. 

An employee who is demoted as a result of a reallocation shall have their name placed on the Seniority Unit and Bargaining Unit Layoff Lists for the class from which they were reallocated downward. 

Section 6. Probationary Periods. All unlimited appointments to positions in the classified service except appointments from the Seniority Unit Layoff List shall be for a probationary period of six (6) months; and the Appointing Authority may require a probationary period of six (6) months for transfers, reinstatements, voluntary demotions and appointments from layoff lists other than the Seniority Unit Layoff List. The probationary period shall exclude any time served in emergency, provisional, temporary, or unclassified employment, or any paid or unpaid leave of absence in excess of ten (10) consecutive working days. Wherever practicable, an employee serving a probationary period shall receive at least one (1) performance counseling review of their work performance at the approximate midpoint of the probationary period.  

Employees whose temporary unclassified appointment is converted to the unlimited classified service in the same classification shall require a probationary period of three (3) months. 

Employees recalled from the Seniority Unit Layoff List who were placed on layoff prior to completion of their probationary period shall be required to complete the probationary period upon return from the layoff. 

If the Appointing Authority decides that an employee cannot successfully complete the probationary period as provided above, such employee shall not be certified. However, if the Appointing Authority feels that an extension of the probationary period could result in successful completion of the probationary period, upon notice to the Association and the employee, the Appointing Authority may extend the period, not to exceed six (6) months. If the Appointing Authority extends any employee’s probationary period, the Appointing Authority shall provide the employee with the reason(s) for the extension. The supervisor shall meet with the employee and the Association to discuss the extension when the employee requests such a meeting. In addition, the employee shall receive at least one performance review at the midpoint of the extension period. 

Notwithstanding the above, an incumbent appointed to a reallocated position shall serve a three (3) month probationary period. The Appointing Authority and the Association may extend the probationary period, not to exceed an additional three (3) months. 

An employee who is serving a probationary period, except an initial probationary period, and who is not certified by the Appointing Authority shall have the right to be restored to a position in their former class/class option and seniority unit. 

Employees transferring from one Appointing Authority to another shall be required to serve a new probationary period unless the employee receives prior written notice that the Appointing Authority has waived the probationary period, the duration of which shall not exceed the above stated schedule. 

Employees who transfer or promote to a different seniority unit prior to the completion of their probationary period shall complete their probationary period in the previous class on the same date that they successfully complete their probation in the new class. If the employee does not successfully complete probation in the new seniority unit, the employee shall return to the former class and seniority unit and resume the probationary period at the point it was interrupted. 

Section 7. Trial Period. Employees who are required to serve a new probationary period after either being appointed to a different class or transferred to a different seniority unit shall have a trial period of twenty-one (21) calendar days for the purpose of evaluation. During this trial period, the employee may elect to return to their former position. In the event an employee does not successfully complete the remaining probationary period, after the twenty-one (21) calendar day trial period, the employee shall be returned to the former classification within the seniority unit from which the employee came and, if a vacancy exists, to the same geographic area. 

Section 8. Non-Certification. When an Appointing Authority does not certify a probationary employee, the employee shall have the right to a meeting with the Appointing Authority or designee to discuss the non-certification decision. The employee shall request this meeting no later than fourteen (14) calendar days after the effective date of the non-certification. Upon request, the employee shall have the right to Association representation during the meeting. Non-certification decisions are not subject to the grievance procedure. If non-certified after a trial period, see Section 7 above. 

Pilot Program – Phased Retirement. See Letter 12 for Phased Retirement options at participating Appointing Authorities.  

Section 1. Definition of Layoff. An Appointing Authority may layoff an employee by reason of abolition of the position, shortage of work or funds, or other reasons outside the employee's control, not reflecting discredit on the service of the employee. For a full-time employee, a layoff occurs when their hours of work are reduced for a period of longer than ten (10) consecutive working days. However, full-time classified employees who have requested and have been authorized to work less than full-time shall not be deemed to have been laid off. 

Upon layoff, eligible employees are paid per Article 10, Section 6 (Vacation Transfer and Liquidation) and Article 13 (Severance Pay). 

Section 2. Labor-Management Cooperation. Whenever an Appointing Authority initiates a planning process or management study which is anticipated to result in layoff, the Appointing Authority will meet and confer with the Association during the decision planning phase and again during the implementation planning phase. The Appointing Authority and the Association shall enter into negotiations regarding a Memorandum of Understanding (MOU) upon the request of either party to modify this Agreement regarding the implementation phase which shall include, but are not limited to, the following: 

• length of layoff notice 

• job and retraining opportunities 

• alternative placement methods 

• early retirement options under Minn. Stat. 43A.24, Subd. 2(i) 

• voluntary layoff provisions of Section 3(A) of this Article 

• voluntary reduction in hours provisions of Article 29 of this Agreement 

• employee assistance program will be made available to all affected employees 

• other methods of mitigating layoffs or their effect on employees. 

Upon request, and when possible, an Appointing Authority shall meet and confer with the Association when it has determined that layoffs will be made for budgetary reasons. 

Section 3. Permanent Layoff. 

1. Layoff Procedures. 

1. Determination of Position(s). The Appointing Authority shall determine the position(s) in the class, or class option, if one exists, and employment condition and work location which is to be eliminated. 

Provisional and emergency employees shall be terminated before any layoff of probationary or permanent employees in the same class/class option, employment condition and geographic location/principal place of employment. Provisional employees shall be separated in inverse order of the date of their provisional appointments. 

2. Advance Notice. In the event a layoff in the classified service of seniority unit employees becomes necessary, the Appointing Authority shall notify the Association Executive Director of the classification(s), number of positions, and the employment condition(s) to be eliminated thirty (30) calendar days whenever practicable, but at least twenty-one (21) calendar days prior to the effective date of the anticipated layoff. At least twenty-one (21) calendar days prior to the effective date of the layoff, the Appointing Authority shall give written notice of the layoff, including the reason(s) therefore, estimated length of the layoff period and layoff options available to all employee(s) scheduled to be laid off. Copies of all layoff notices shall be concurrently sent to the Association Executive Director. 

The Appointing Authority may establish a date, up to seven (7) days prior to the effective date of the layoff, by which employees must choose the layoff option they will exercise. This date shall be indicated in the written notice of layoff. 

3. Layoff Notification. Layoffs which are necessary shall be on the basis of inverse classification seniority within the class/class option, employment condition (full-time unlimited, part-time unlimited, seasonal full-time, seasonal part-time, or intermittent), and geographic area (within thirty-five [35] miles of the work location) of the position to be eliminated. The Appointing Authority shall send a layoff notice to the employee within the position to be eliminated. 

At the Appointing Authority’s discretion, an employee under notice of permanent layoff may continue in payroll status for up to eighty (80) hours of paid leave. Such leave shall not extend beyond the date of layoff and shall not be subject to the Application and Reinstatement Sections of Article 14, Leaves of Absence. 

Prior to the implementation of a layoff, the Employer and the Association may mutually agree to a Memorandum of Understanding (MOU) providing for the voluntary layoff of employees with more classification seniority in lieu of those less senior employees who would otherwise be laid off. A more senior employee requesting layoff under this provision shall not be unreasonably denied consideration to be laid off by the Appointing Authority. 

4. Layoff Options. 

The following provisions are all subject to the conditions for bumping or accepting vacancies which are contained in Section 3(B). Also see Appendix N - Layoff Flowchart 

1. The employee(s) receiving notice of layoff shall be placed in a vacancy in the same seniority unit, same class (or class option or another option within that class for which the employee is determined by the Employer to be qualified) and same employment condition within thirty-five (35) miles of the employee's current work location. If there is no such vacancy, the employee shall either: 

1. Bump the least senior employee in the same seniority unit, same class (or class option or another option within that class for which the employee is determined by the Employer to be qualified) and same employment condition within thirty-five (35) miles of the employee’s current work location; or 

2. Accept a vacancy in the same seniority unit in an equal class in which the employee previously served or for which the employee is determined by the Employer to be qualified and in the same employment condition within thirty-five (35) miles of the employee's current work location. 

Employees who have elected not to bump under "1" above and who have not been offered "2" shall be laid off. 

2. If neither of the preceding is available the employee may choose to be laid off, or the employee may choose one of the following options. 

OPTIONS WITHIN THIRTY-FIVE (35) MILES OF THE EMPLOYEE'S CURRENT WORK LOCATION: 

1. Bump the least senior employee in an equal or lower class or class option in which the employee previously served. 

2. Accept a vacancy in a lower class or class option in which the employee previously served or for which the employee is determined to be qualified by the Employer. 

3. Bump any employee on a temporary appointment in the same class who has more than thirty (30) calendar days remaining on such temporary appointment. The temporary employee so bumped shall be separated. 

4. For unlimited full-time employees, bump the least senior employee or accept a vacancy in the same class in the unlimited part-time employment condition. 

5. For unlimited part-time employees, bump the least senior employee or accept a vacancy in the same class in the unlimited full-time employment condition. 

OPTIONS MORE THAN THIRTY-FIVE (35) MILES FROM THE EMPLOYEE'S CURRENT WORK LOCATION: 

1. Accept a vacancy in the same or an equal or lower class or class option in which the employee previously served or for which the employee is determined to be qualified by the Employer. 

2. Bump the least senior employee in the same or an equal or lower class or class option in which the employee previously served. 

If none of these options are available, the employee shall be laid off. 

When two (2) or more employees in the same class/class option, seniority unit and employment condition are being simultaneously laid off, the Association and the Appointing Authority may mutually agree to selection of layoff options among the affected employees. 

An employee who has the option to fill a vacancy may exercise that option only if there are no interest bidders for the position or if the Appointing Authority rejects the interest bidders pursuant to Article 16, Section 4. If an interest bidder is selected for the vacancy, the Appointing Authority may determine to fill the resulting vacancy by layoff option without posting the vacancy as required under Article 16 of this Agreement. 

5. Claiming. If the options in Section 3(A)(4)(a) are not available, an employee may request to transfer or demote to a non-temporary classified vacancy within another seniority unit in the same, transferable or lower class (or class option) in which the employee previously served or for which the employee is determined to be qualified by the Employer. The receiving Appointing Authority shall determine if the employee is qualified for the position and, if so, shall not unreasonably deny the request. 

Eligibility for claiming under this provision begins on the date of the written layoff notice and continues until the actual date of layoff or forty-five (45) days, whichever is greater. If the claiming period extends beyond the date of layoff, no severance or vacation liquidation shall be paid to the employee until the end of the claiming period. In addition, the employee's name shall not be placed on any layoff lists until the end of the claiming period. If the claiming period extends beyond the layoff date, the employee may waive their post-layoff claiming rights and the Appointing Authority shall authorize payment of any severance or vacation liquidation and the employee will be eligible for placement on appropriate layoff lists. 

Employees may not request a transfer or demotion to another Appointing Authority if such a vacancy is available to the employee at a pay level equal to the requested vacancy within thirty-five (35) miles of the employee's current work location which the current Appointing Authority determines to fill. If an employee fails to accept an offer of a position in the same or a transferable class following their claim within thirty-five (35) miles of their current work location, the employee is no longer eligible to claim. 

Employees who claim and fill vacancies under this provision may return to their previous layoff status at any time during the twenty-one (21) calendar days following the appointment to the claimed position. If an employee returns to a layoff status during the trial period, time spent in the trial period shall be deducted from any remaining claiming status days the employee had at the time of the appointment to the claimed position. 

If the employee successfully claims but cannot be appointed until after the scheduled layoff date, the current Appointing Authority may place the employee on unpaid leave or, upon mutual agreement, vacation leave until the new appointment begins. Such leave shall not exceed fourteen (14) days following the end of the employee's claiming period or layoff date, whichever is later unless upon mutual agreement of the Appointing Authorities. Vacation leave for this purpose shall not be subject to Article 10, Section 3 (Vacation Period). 

Employees who transfer to another seniority unit under this provision and who do not successfully complete the probationary period shall be placed on layoff from their original seniority unit, class/class option, employment condition and location. Such employees are not subject to Section 3, A-D, but shall become eligible to be placed on layoff lists in accordance with Section 3E on the effective date of their non-certification. 

2. Conditions for Bumping or Accepting Vacancies. The following shall govern bumping and accepting vacancies pursuant to Section 3(A)(4): 

1. In all cases, the employee exercising an option is restricted to those positions within the same seniority unit and, except in options 4b, (3), (4), and (5), the same employment condition. 

2. In all cases of bumping, the employee exercising bumping rights must have greater Classification Seniority in the class/class option into which the employee is bumping than the employee who is to be bumped and in the case of a class option, must have either served in the class option or have been determined to be qualified for the class option by the Employer. 

3. An employee who does not have sufficient Classification Seniority to bump into a previously held class shall not forfeit the right to exercise Classification Seniority to bump into the next previously held class/class option in the same seniority unit. 

4. When a vacancy exists in a class/class option into which the employee has a right to bump, the employee must accept the vacancy prior to exercising the option to bump except that if the option to bump is to a lower class/class option within thirty-five (35) miles and the vacancy in that class is more than thirty-five (35) miles, then the employee is not required to accept the vacancy. 

5. If more than one employee opts to fill a vacancy or bump another employee, the employee with the greater Classification Seniority shall have priority in exercising that layoff option. 

3. Junior/Senior Plans. When layoffs take place in the senior class of a Junior/Senior Plan and the employee demotes or bumps to the junior class as provided in the layoff procedure, the junior position shall simultaneously be reallocated to the senior class, provided that the employee is qualified for the reallocation under the terms of the Junior/Senior Plan. 

4. Return to the Bargaining Unit through Outside Layoff. Employees who have accepted an equally or higher paid position excluded from this bargaining unit shall be permitted to return to the bargaining unit upon layoff under the following conditions: 

1. The employee must exhaust all of the layoff options available under any existing layoff procedure which covers them for purposes of layoff. 

2. If no such options exist, the employee returning to the bargaining unit may exercise the options listed in Section 3(A)(4) above under the conditions described in Section 3(B). 

3. Before an employee shall be permitted to exercise a bumping option into a previously held class, that employee must first accept a vacancy for which the Employer has determined the employee to be qualified, within the same geographic restriction (within thirty-five [35] miles or over thirty-five [35] miles respectively), seniority unit, and pay range as the position to which the employee desires to bump. 

5. Layoff List. 

1. Seniority Unit Layoff List. The names of employees who have been laid off or who have demoted in lieu of layoff or as a result of reallocation shall be automatically placed on a seniority unit layoff list for the seniority unit, class, geographic location and employment condition from which they were laid off or demoted in the order of their classification seniority. Employees may also indicate in writing, on a document provided by the Appointing Authority, other geographic locations for which they are available. Employees may change their availability by notifying Minnesota Management and Budget in writing. Names shall be retained on the seniority unit layoff list for a minimum of one (1) year or a period of time equal to the employee's state seniority, to a maximum of four (4) years. 

Employees who are laid off or demoted in lieu of layoff may designate, in writing, other bargaining unit classes in which they previously served which are equal to or lower than the class from which they were laid off or demoted. Employees shall then be placed on the seniority unit layoff list in order of classification seniority in each class. 

2. Department Layoff List. (For the Department of Corrections, Department of Human Services, and Minnesota State.) Upon request, the names of such employees shall also be placed on a department layoff list (if applicable) for the department, classification/class option and employment condition from which they were laid off or demoted in lieu of layoff in the order of classification seniority. Names shall be retained on the department layoff list for a minimum of one (1) year or a period of time equal to the employee's state seniority to a maximum of four (4) years. 

When an employee's name is placed on the department layoff list, the employee shall indicate in writing the seniority unit(s) within the department for which they would accept recall. The employee may change their availability by notifying Minnesota Management and Budget in writing. 

3. Bargaining Unit Layoff List/Same Classification. Upon request, the names of such employees shall also be placed on a bargaining unit layoff list/same classification for the bargaining unit, classification/class option and employment condition from which they were laid off or demoted in lieu of layoff or as a result of reallocation in the order of Classification Seniority. Names shall be retained on the bargaining unit layoff list for a minimum of one (1) year or for a period of time equal to the employee's state seniority to a maximum of four (4) years. 

When an employee's name is placed on the bargaining unit layoff list/same classification, the employee shall indicate in writing the seniority unit(s) and the geographic location(s) for which they would accept recall. The employee may change their availability by notifying Minnesota Management and Budget in writing. 

4. Bargaining Unit Layoff List/Other Job Classifications. An employee who is laid off or demoted in lieu of layoff may also designate in writing other transferable or lower bargaining unit classification(s)/class option(s) in which they previously served and shall then be placed on the bargaining unit layoff list/other job classifications in order of classification seniority in each classification. The names shall remain on the list for a minimum of one (1) year or for a period of time equal to the employee's State Seniority to a maximum of four (4) years. 

When an employee's name is placed on the bargaining unit layoff list/other classifications, the employee shall indicate in writing the seniority unit(s) and the geographic location(s) for which they would accept recall. The employee may change their availability by notifying Minnesota Management and Budget in writing. 

6. Recall. Employees shall be recalled from layoff in the order in which their names appear on the layoff list(s) as provided in Section 3(E) of this Article and provided that the employee being recalled is capable of performing the duties of the position. For recall from the Seniority Unit Layoff List, also see Article 16, Section 4A. 

An employee shall be notified of recall by personal notice, mail (return receipt required), or e-mail (employee’s e-mail response required) sent to the employee's last known address (or e-mail address) at least fifteen (15) calendar days prior to the reporting date. An Appointing Authority shall notify employee by email only if the employee has approved of this method of notice in writing. The employee shall notify the Appointing Authority by certified mail (return receipt required) or e-mail within five (5) calendar days of receipt of notification of intent to return to work and shall report to work on the reporting date unless other arrangements are made. It shall be the employee's responsibility to keep the Appointing Authority informed of their current address, and e-mail address, if applicable. 

7. Removal from Layoff Lists. Employees shall be removed from all layoff lists for any of the following reasons: 

1. Recall to a permanent position from the seniority unit or bargaining unit/same class layoff list. An employee who is recalled to a seniority unit other than the one from which they were laid off, who does not successfully complete the probationary period, shall be restored to the seniority unit layoff list for the remainder of the time period originally provided in Section 3(E). 

2. Failure to accept recall to a position which meets the availabilities specified by the employee except that the employee shall remain on the seniority unit and bargaining unit layoff list(s) for former classes in a higher salary range than the class to which the employee refused recall. 

3. Appointment to a permanent position in a class which is equal to or higher than the one for which the employee is on the layoff list(s). An employee who does not successfully complete the probationary period shall be restored to the seniority unit layoff list for the remainder of the time period originally provided in Section 3(E). 

4. Resignation, retirement, or termination. 

Section 4. Seasonal Layoff. 

1. Layoff Procedure. 

1. Determination of Position(s). The Appointing Authority shall determine the position(s) in the class or class option, if one exists, employment condition and principal place of employment which is affected. 

2. Advance Notice. The Appointing Authority shall notify the Association President of the classification(s), number of positions, and the employment condition(s) to be seasonally laid off twenty-one (21) calendar days whenever practical but at least fourteen (14) calendar days prior to the effective date of the anticipated layoff. At least fourteen (14) calendar days prior to the effective date of the layoff, the Appointing Authority shall give written notice of the layoff, including the estimated length of the layoff period, to all employee about to be laid off. 

3. Layoff Order. Seasonal employees shall be laid off in inverse order of classification seniority within the principal place of employment of the position(s) to be eliminated unless waived by mutual agreement between the employee and the Appointing Authority. 

4. Record of Employees on Seasonal Layoff. Each Appointing Authority shall maintain its own record of employees on seasonal layoff for recall purposes. 

2. Recall from Seasonal Layoff. Seasonal employees shall be recalled in the order of classification seniority to the seniority unit, employment condition, and principal place of employment from which they were laid off. 

An employee on seasonal layoff shall be notified of recall by personal notification, certified mail (return receipt required), or e-mail (employee’s e-mail response required), sent to the employee's last known address (or e-mail address), at least fifteen (15) calendar days prior to the reporting date. An Appointing Authority shall notify employee by email only if the employee has approved of this method of notice in writing. The employee shall notify the Appointing Authority by certified mail (return receipt required) or e-mail within five (5) calendar days of receipt of notification of intent to return to work and shall report for work on the reporting date unless other arrangements are made. It shall be the employee's responsibility to keep the Appointing Authority informed of the employee's current address and e-mail address, if applicable. 

3. Removal from the Seasonal Layoff Record. Seasonal employees shall be removed from the seasonal layoff record for any of the following reasons: 

1. failure to accept recall to a seasonal position; 

2. resignation, retirement, or termination from State service; 

3. acceptance of a full-time or part-time unlimited position in the same or equal class. 

Section 5. Exclusions. The provisions of this Article shall not apply to unclassified employees. 

Section 6. Limited Interruptions of Employment. Any interruption in employment not in excess of ten (10) consecutive working days because of adverse weather conditions, shortage of material or equipment, or for other unexpected or unusual reasons shall not be considered a layoff. In the event limited interruptions of employment occur, full-time employees shall, upon request, be entitled to an advance of hours in order to provide the employees with up to eighty (80) hours of earnings for a pay period. An advance of hours shall be allowed up to the maximum number of hours of an employee's accumulated and unused vacation leave. If an employee elects to draw such advances, the employee shall not be permitted to reduce their vacation accumulation below the total hours advanced. However, no employee after the first six (6) months of continuous service shall be denied the right to use vacation time during a limited interruption of employment as long as vacation hours accrued exceed the hours that the employee has been advanced under this Section. With the approval of the employee's supervisor, the employee shall have the right to make up the hours. 

On the payroll period ending closest to November 1 of each year, all employees who have received such advances and have not worked sufficient overtime hours to reduce the advances to zero (0) will have their advance reduced to zero (0) by reduction of the employee's accumulated and unused vacation leave. 

Section 7. Subcontracting. In the event the Appointing Authority finds it necessary to subcontract out work now being performed by employees that results in a layoff of employees, the Association shall be notified no less than thirty (30) calendar days in advance. During this thirty (30) day period, the Appointing Authority shall upon request meet with the Association and discuss ways and means of minimizing any impact the subcontracting may have on the employees. 

Section 1. General. The Appointing Authority may authorize travel at State expense for the effective conduct of the State's business. Such authorization must be granted prior to the incurrence of the actual expenses. Employees affected under this Article shall be reimbursed for such expenses that had been authorized by the Appointing Authority in accord with the terms of this Article. 

Section 2. Vehicle Expense. When a State-owned vehicle is not available and an employee is required to use their personal automobile to conduct authorized State business, the Appointing Authority shall reimburse the employee at the then current Federal IRS mileage reimbursement rate on the most direct route. 

When a State-owned vehicle is offered and declined by the employee, mileage may be paid at the rate of seven (7) cents less than the current Federal IRS mileage reimbursement rate on the most direct route. However, if a State-owned vehicle is available, the Appointing Authority may require an employee to use the State car to conduct authorized State business. 

Deviations from the most direct route, such as vicinity driving or departure from the employee's residence, shall be shown separately on the employee's daily expense record and reimbursed under the foregoing rates. Actual payment of toll charges and parking fees shall be reimbursed. An employee shall not be required by the Appointing Authority to carry vehicle insurance coverage beyond that required by law. 

Employees shall not receive vehicle mileage reimbursement for commuting between a permanent work location and their home. When a vacancy occurs the posting shall indicate no more than two (2) permanent work locations per appointment. The two (2) permanent work locations shall be within thirty-five (35) miles of each other. The Appointing Authority shall meet and confer with the Association prior to any changes in multiple work locations which would result in an increase in the commuting distance to the employee’s work locations. For the purposes of expense reimbursement for trips to temporary work locations, the Appointing Authority shall designate one (1) primary work location. 

When an employee does not report to their permanent work location during the day or makes business calls before or after reporting to their permanent work location, the allowable mileage shall be: 

1. the lesser of the mileage from the employee's residence to the first stop or from their permanent work location to the first stop; 

2. all mileage between points visited on State business during the day; 

3. the lesser of the mileage from the last stop to the employee's residence or from the last stop to their permanent work location. 

Employees who use a specially equipped personal van or van-type vehicle on official State business shall be reimbursed at the IRS rate plus nine (9) cents per mile on the most direct route. In order to qualify for this reimbursement rate, the vehicle must be equipped with a ramp, lift, or other level exchanging device designed to provide access for a wheelchair. 

Reimbursement for use of a motorcycle on official State business shall be at a rate of thirty (30) cents per mile on the most direct route. 

The Appointing Authority may authorize travel in personal aircraft when it is deemed in the best interest of the State. Mileage reimbursement in such cases shall be at a rate of forty-five (45) cents per mile and shall be based on the shortest route based on direct air mileage between the point of departure and the destination. 

Section 3. Commercial Transportation. When an employee is required to use commercial transportation (air, taxi, rental car, ride-share, etc.) in connection with authorized business of an Appointing Authority, the employee shall be reimbursed for the actual expenses of the mode and class of transportation so authorized. Reasonable gratuities may be included in commercial travel costs. 

Section 4. Overnight Travel. Employees who incur expenses for lodging shall be allowed actual reasonable costs of lodging, in addition to the actual cost of meals while away from their temporary or permanent work station, up to the maximums stated in Section 5 of this Article. Normally, employees will be offered single-occupancy lodging when in travel status. The decision whether or not to grant the request is at the discretion of the Appointing Authority. Employees in travel status in excess of one (1) week without returning home shall be allowed actual cost not to exceed sixteen dollars ($16.00) per week for laundry and dry cleaning for each week after the first week. An employee shall be reimbursed for baggage handling.  

Section 5. Meal Allowances. Employees assigned to be in travel status between the employee's temporary or permanent work station and a field assignment shall be reimbursed for the actual cost of meals including a reasonable gratuity. Employees must meet the following conditions to be eligible for meal reimbursement: 

1. Breakfast. 

Breakfast reimbursements may be claimed only if the employee is on assignment away from their temporary or permanent work station in a travel status overnight or departs from home in an assigned travel status before 6:00 A.M. 

2. Noon Meal. 

Eligibility for noon meal reimbursement shall be based upon the employee being on assignment, over thirty-five (35) miles from their temporary or permanent work station, with the work assignment extending over the normal noon meal period. 

3. Dinner. 

Dinner reimbursement may be claimed only if the employee is away from their temporary or permanent work station in a travel status overnight or is required to remain in a travel status until after 7:00 P.M. 

4. Reimbursement Amount. 

Except for the metropolitan areas listed below, the maximum reimbursement for meals including tax and gratuity, shall be:

• Breakfast     $ 9.00
• Lunch     $11.00
• Dinner     $16.00

For the following metropolitan areas the maximum reimbursement shall be:

• Breakfast    $11.00
• Lunch    $13.00
• Dinner    $20.00

The metropolitan areas are: Atlanta

• Boston
• Cleveland
• Denver
• Hartford
• Kansas City
• Miami
• New York City
• Portland, OR
• San Francisco
• St. Louis
• Baltimore
• Chicago
• Dallas/Fort Worth
• Detroit
• Houston
• Los Angeles
• New Orleans
• Philadelphia
• San Diego
• Seattle
• Washington D.C.

See Appendix L for details related to the boundaries of the above-mentioned metropolitan areas.

The metropolitan areas also include any location outside the forty-eight (48) contiguous United States.

Employees who meet the eligibility requirements for two (2) or more consecutive meals shall be reimbursed for the actual costs of the meals up to the combined maximum reimbursement amount for the eligible meals.

Section 6. Special Expenses. When prior approval has been granted by an Appointing Authority, special expenses, such as registration or conference fees, banquet tickets or meals, incurred as a result of State business, shall also be reimbursed. 

Section 7. Payment of Expenses. The Appointing Authority shall advance the estimated cost of travel expenses where the anticipated expenses total at least fifty dollars ($50.00), provided the employee makes such a request a reasonable period of time in advance of the travel date. Employees may request a State issued credit card. If the employee receives such a card, the Appointing Authority and the employee may mutually agree to use the card in place of the advance. Reimbursements shall be made within the payroll period following the payroll period in which the employee submits their expenses. 

Section 8. Parking. Any parking increase to the employee in a state-owned lot shall be limited to the actual cost increase. The Employer and the Association agree to continue a meet and confer process regarding parking and transportation costs. 

At the sole discretion of the Appointing Authority, employees who normally are not required to travel on State business may be reimbursed for parking at their work location on an incidental basis when they are required to use their personal or a State vehicle for State business, and no free parking space is provided. 

Section 1. Authorization. 

1. Eligibility. Eligibility for reimbursement of relocation expenses shall be limited to those moves where the new work location is at least thirty-five (35) miles or more from the employee's current work location or changes in residence required by an Appointing Authority as a condition of employment. The provisions of this Article shall not apply to employees who currently commute thirty-five (35) miles or more to their work location unless the employee is transferred or reassigned to a new work location which is thirty-five (35) miles or more from the employee's current work station. 

Employees who return to a former position during the trial period, as provided for in Article 16, Section 7, are not eligible for reimbursement of any relocation expenses. 

No reimbursement for relocation expenses shall be allowed unless the employee makes a good faith effort to complete the change of residence within six (6) months. When the employee has not been able to complete the move, despite a good faith effort, the Appointing Authority shall grant the employee a six (6) month extension. The Appointing Authority and the employee may mutually agree to a further time extension. 

2. Required Reimbursement. The Appointing Authority shall reimburse relocation expenses, consistent with Section 2, to eligible employees who: 

1. are required by an Appointing Authority to change residence as a condition of employment. 

2. must accept a layoff option beyond thirty-five (35) miles because no vacancy or bumping option is available within thirty-five (35) miles. 

3. accept a promotion. 

3. Partial Reimbursement Required. The Appointing Authority shall reimburse relocation expenses, except realtor’s fees, to eligible employees who have a layoff option within thirty-five (35) miles of their work location but choose an option beyond thirty-five (35) miles to either maintain or take the least reduction in the hourly rate of pay. 

The Appointing Authority shall reimburse moving expenses and miscellaneous expenses, as provided in Section 2(D) and (E), to eligible employees who demote during the probationary period but after the trial period. Such employees are not eligible for reimbursement under Section 2(A), (B) and (C). 

4. Discretionary Reimbursement. The sending or receiving Appointing Authority may, at its sole discretion, reimburse relocation expenses and may limit the type and/or amount of reimbursement not to exceed the provisions of Section 2, to eligible employees who: 

• claim a vacant position in another Seniority Unit, as provided in Article 16, Section 4(B), 

• are recalled to a new work location from a Seniority Unit or Bargaining Unit Layoff List, 

• request a voluntary transfer, demotion or reassignment, 

• move to a new position as a result of a bid/expression of interest, as provided in Article 16, Section 3. 

Section 2. Covered Expenses. Employees must have received prior authorization from their Appointing Authority before incurring any expenses authorized by this Article. 

1. Travel Status. An employee eligible for relocation expenses pursuant to Section 1 shall be considered to be in travel status up to a maximum of ninety (90) calendar days or until the date of the move to the new permanent residence, whichever comes first, and shall be allowed standard travel expenses to return to their permanent residence, once a week while being lodged at their new station, or, by mutual agreement between the employee and the Appointing Authority the employee may travel between their permanent residence, and their new work station on a daily basis. If the first option is used, standard travel expenses for the employee's spouse shall be borne by the Appointing Authority for a maximum of two (2) trips not to exceed a total of seven (7) calendar days during the ninety (90) calendar day period. Employees shall not receive mileage reimbursement for daily commuting to work from the temporary residence. 

2. Temporary Living Expenses. An employee may be reimbursed for the short-term rental of an apartment, house or other residence instead of being reimbursed for hotel or motel room rental, with the written approval of the Appointing Authority, provided that the rental rate for the alternative housing is less than or comparable to hotel or motel rates and provided that the rental residence is available to all potential renters. When reviewing requests for rental of alternative short-term housing, Appointing Authorities may take into account the lower cost of groceries for the employee compared to reimbursement for restaurant meals. 

3. Realtor's Fees. Realtor's fees for the sale of the employee's domicile, not to exceed ten-thousand dollars ($10,000) shall be paid by the Appointing Authority. 

4. Moving Expenses. The Appointing Authority shall pay the cost of moving and packing the employee's household goods. The employee shall obtain no less than two (2) bids for packing and/or moving household goods and approval must be obtained from the Appointing Authority prior to any commitment to a mover to either pack or ship the employee's household goods. 

The Appointing Authority shall pay for the moving of mobile homes if the trailer is the employee's domicile; and such reimbursement shall include the cost of transporting support blocks, skirts, and/or other attached fixtures. 

5. Documented Miscellaneous Expenses. The employee shall be reimbursed up to a maximum of one thousand dollars ($1,000.00) for the necessary miscellaneous expenses directly related to the move. At their sole discretion, Appointing Authorities may authorize payment of additional relocation expenses up to the amount of seven hundred eighty-five dollars ($785.00). These expenses may include, but are not limited to, fees involved in the purchase of housing in the new location, disconnecting and connecting appliances and/or utilities, the cost of insurance for property damage during the move, the reasonable transportation costs of the employee's family to the new work location at the time the move is made including meals and lodging (such expenses shall be consistent with the provisions of Article 18, Expense Allowances), or other direct costs associated with rental, purchase, or sale of a residence, including, but not limited to, attorney fees, loan origination fees, abstract fees, title insurance premiums, appraisal fees, credit report fees and government recording and transfer fees; fees for inspections or other services required by law or local ordinances. 

Reimbursable miscellaneous expenses do not include, among others, rental of the employee’s permanent residence, costs for improvements to either the old or new home or reimbursable deposits required in connection with the purchase or rental of the residence, real estate taxes, mortgage interest differentials, points, assessments, homeowner association fees, homeowners or renters insurance, mortgage insurance, hazard insurance, automobile or driver’s license reissue fees, utility or other refundable deposits, boarding of pets, and the purchase of new furnishings or personal effects. 

Neither the State of Minnesota nor any of its agencies shall be responsible for any loss or damage to any of the employee's household goods or personal effects as a result of such a transfer. 

Section 1. State Employee Group Insurance Program (SEGIP).  

During the life of this Agreement, the Employer agrees to offer a Group Insurance Program that includes health, dental, life, and disability coverages equivalent to existing coverages, subject to the provisions of this Article. 

All insurance eligible employees will be provided access to an electronic summary of benefits (SOB) or certificate of coverage (COC) for each insurance product. These documents shall be provided no less than biennially and prior to the beginning of the insurance year.  

Section 2. Eligibility for Group Participation.  

This section describes eligibility to participate in the Group Insurance Program. 

1. Employees - Basic Eligibility. Employees may participate in the Group Insurance Program if they are scheduled to work at least 1044 hours in any twelve consecutive months, except for: (1) emergency, or temporary classified, or intermittent employees; (2) student workers; and (3) interns. 

2. Employees - Special Eligibility. The following employees are also eligible to participate in the Group Insurance Program: 

1. DNR Employees. An employee of the Department of Natural Resources may meet the basic eligibility requirement for participation in the Group Insurance Program based on a combination of seasonal and temporary project employment. Eligibility commences after completion of three (3) years of continuous service in which the basic eligibility requirements are met; continues until the employee completes a year in which the basic eligibility requirements are not met; and commences again after the employee meets or is anticipated to meet the basic eligibility requirements in one (1) year. 

2. Employees with a Work-related Injury/Disability. An employee who was off the State payroll due to a work-related injury or a work-related disability may continue to participate in the Group Insurance Program as long as such an employee receives workers' compensation payments or while the workers' compensation claim is pending. 

3. Totally Disabled Employees. Consistent with M.S. 62A.148, certain totally disabled employees may continue to participate in the Group Insurance Program. 

4. Separated Employees Under M.S. 43A.27. Pursuant to M.S. 43A.27, Subdivision 3a(1), an employee who separates or retires from State service and who, at the time of separation has five (5) or more years of allowable pension service and is entitled to immediately receive an annuity under a State retirement program and, who is not eligible for regular (non-disability) Medicare coverage, may continue to participate in the health and dental coverages offered through the Group Insurance Program. 

Consistent with M.S. 43A.27, Subdivision 3a(2), an employee who separates or retires from State service and who, at the time of separation is at least fifty (50) years of age and at least fifteen (15) years of State service may continue to participate in the health and dental coverages offered through the Group Insurance Program. Retiree coverage must be coordinated with Medicare. 

3. Dependents. Eligible dependents for the purposes of this Article are as follows: 

1. Spouse. The spouse of an eligible employee (if legally married under Minnesota law). For the purposes of health insurance coverage, if that spouse works full-time for an organization employing more than one hundred (100) people and 

(1) elects to receive credits or cash in place of health insurance or health coverage or towards some other benefit in place of health insurance, then they are not eligible for the comparable coverage or insurance under this Article; or 

(2) is enrolled in a high deductible medical insurance plan (as defined by the IRS) that includes a contribution to a health savings account (HSA) through their employing organization, then they are not eligible for medical coverage under this Article. When both spouses work for the State or another organization participating in the State Employee Group Insurance Program, a spouse may be covered as a dependent by the other but when covered as a dependent they may not carry their own coverage (members may only be covered once). 

2. Children. 

1. Health and Dental Coverage: A dependent child is an eligible employee’s child to age twenty-six (26). 

2. Dependent Child: A “dependent child” includes an employee’s (1) biological child, (2) child legally adopted by or placed for adoption with the employee, (3) step-child, and (4) foster child who has been placed with the employee by an authorized placement agency or by a judgment, decree, or other court order. For a step-child to be considered a dependent child, the employee must be legally married to the child’s legal parent or legal guardian. An employee (or the employee’s spouse or jointly) must have permanent, full and sole legal and physical custody of the foster child. 

3. Coverage Under Only One Plan: For purposes of (a) and (b) above, if the employee’s adult child (age eighteen (18) to twenty-six (26)) works for the State or another organization participating in the State’s Group Insurance Program, the child may not be covered as a dependent by the employee unless the child is not eligible for a full Employer Contribution as defined in Section 3A. 

Effective January 1, 2015 for purposes of (a) and (b) above, if the employee’s adult child (age 18 to 26) works for the State or another organization participating in the State’s Group Insurance Program, the child may be covered as a dependent by the employee. 

3. Grandchildren. A dependent grandchild is an eligible employee’s unmarried dependent grandchild who: 

1. Is financially dependent upon the employee for principal support and maintenance and has resided with the employee continuously from birth, or 

2. Resides with the employee and is dependent upon the employee for principal support and maintenance and is the child of the employee’s unmarried child (the parent) to age nineteen (19).  

If a grandchild is legally adopted or placed in the legal custody of the grandparent, they are covered as a dependent child under Section 2C (2) and (4). 

4. Child with a Disability. A dependent child with a disability is an eligible employee’s child or grandchild regardless of marital status, who was covered and then disabled prior to the limiting age or any other limiting term required for dependent coverage and who continues to be incapable of self-sustaining employment by reason of developmental disability, mental illness or disorder, or physical disability, and is chiefly dependent upon the employee for support and maintenance, provided proof of such incapacity and dependency must be furnished to the health carrier by the employee or enrollee within thirty one (31) days of the child’s attainment of the limiting age or any other limiting term required for dependent coverage. The dependent with a disability is eligible to continue coverage as long as they continue to be disabled and dependent, unless coverage terminates under the contract. 

5. Qualified Medical Child Support Order. A child who would otherwise meet the eligibility requirements and is required to be covered by a Qualified Medical Child Support Order (QMCSO) is considered an eligible dependent. 

6. Child Coverage Limited to Coverage Under One Employee. If both spouses work for the State or another organization participating in the State’s Group Insurance Program, either spouse, but not both, may cover the eligible dependent children or grandchildren. This restriction also applies to two divorced, legally separated, or unmarried employees who share legal responsibility for their eligible dependent children or grandchildren. 

4. Continuation Coverage. Consistent with state and federal laws, certain employees, former employees, dependents, and former dependents may continue group health, dental, and/or life coverage at their own expense for a fixed length of time. As of the date of this Agreement, state and federal laws allow certain group coverages to be continued if they would otherwise terminate due to: 

1. termination of employment (except for gross misconduct); 

2. layoff; 

3. reduction of hours to an ineligible status; 

4. dependent child becoming ineligible due to change in age, student status, marital status, or financial support (in the case of a foster child or stepchild); 

5. death of employee; 

6. divorce or legal separation; or 

7. a covered employee’s enrollment in Medicare. 

Section 3. Eligibility for Employer Contribution.  

This section describes eligibility for an Employer Contribution toward the cost of coverage. 

1. Full Employer Contribution - Basic Eligibility. Employees covered by this Agreement who are scheduled to work at least seventy-five (75) percent of the time are eligible for the full Employer Contribution. This means: 

1. Employees who are scheduled to work at least eighty (80) hours per pay period for a period of nine (9) months or more in any twelve (12) consecutive months. 

2. Employees who are scheduled to work at least sixty (60) hours per pay period for twelve (12) consecutive months, but excluding part-time or seasonal employees serving on less than a seventy-five (75) percent basis. 

2. Partial Employer Contribution - Basic Eligibility. The following employees covered by this Agreement receive the full Employer Contribution for basic life coverage, and at the employee's option, a partial Employer Contribution for health and dental coverages if they are scheduled to work at least fifty (50) percent but less than seventy-five (75) percent of the time. This means: 

1. Employees who hold part-time appointments and who are scheduled to work at least forty (40) hours but less than sixty (60) hours per pay period for twelve (12) consecutive months. 

2. Employees who hold part-time appointments or seasonal employees and who are scheduled to work at least one thousand forty four (1044) hours over a period of any twelve (12) consecutive months. 

The partial Employer Contribution for health and dental coverages is fifty (50%) percent of the full Employer Contribution for both employee only and dependent coverage. 

3. Special Eligibility. The following employees also receive an Employer Contribution: 

1. DNR Employees. An employee of the Department of Natural Resources may meet the basic requirements for a full or partial Employer Contribution based on a combination of seasonal and temporary project employment, as described in Section 2B1. 

2. Employees on Layoff. A classified employee who receives an Employer Contribution, who has three (3) or more years of continuous service, and who has been permanently or seasonally laid off, remains eligible for an Employer Contribution and all other benefits provided under this Article for an extended benefit eligibility period of six (6) months from the date of layoff. 

Seasonal Layoff. The calculation in determining the six (6) months duration of eligibility for an Employer contribution begins on the date the employee is seasonally laid off. 

Permanent Layoff. The calculation in determining the six (6) month duration of eligibility for an employer contribution begins on the date the employee is permanently laid off or accepts an appointment in lieu of layoff without a break in service with a lesser employer-paid insurance contribution than the employee was receiving in the appointment from which the layoff occurred and is no longer actively employed in the appointment from which the layoff occurred. 

In the event the employee, while on permanent or seasonal layoff, is rehired to any state job classification with a lesser employer-paid insurance contribution than the employee is receiving under the six (6) months of insurance continuation, the employee shall continue to receive the employer contribution toward the employer-paid insurance for the duration of the six (6) months. 

However, notwithstanding the paragraph above, in the event the employee successfully claims another state job in any agency and classification which is insurance eligible without a break in service, and is subsequently non-certified or involuntarily separated, the six (6) month duration for the employer contribution toward insurance benefits will begin at the time the employee is non-certified or otherwise involuntarily separated and is no longer actively employed by the Employer. 

In no event shall an extended benefit eligibility period be longer than a total of six (6) months. Further, an employee must be receiving an Employer Contribution under Section 3 (A) or (B) at the time of layoff in order to be eligible for the six (6) months continuation of insurance. 

3. Work-related Injury/Disability. An employee who receives an Employer Contribution and who is off the State payroll due to a work-related injury or a work-related disability remains eligible for an Employer Contribution as long as such an employee receives workers' compensation payments. If such employee ceases to receive workers' compensation payments for the injury or disability and is granted a medical leave under Article 10, that employee shall be eligible for an Employer contribution during that leave. 

4. Corrections Early Retirement Incentive. 

1. Corrections Early Retirement Incentive Options. Any employee who is employed in a classification covered by the Correctional Employees Retirement Plan (M.S. §§352.91 and 352.911) shall be eligible to retire under one of the following Corrections Early Retirement Incentive programs if the conditions for eligibility as set forth in Section 3C4b below are met. 

1. Pre-Fifty-Five Corrections Early Retirement Incentive. Any employee who attains the age of fifty (50) after the effective date and before the expiration date of the contract and who in the preceding three (3) years of their retirement is employed in a classification covered by the Correctional Employees Retirement Plan (M.S. §§352.91 and 352.911) and who retires at or after their fiftieth (50th) birthday but before their fifty-fifth (55th) birthday shall be entitled to participate in the Pre-Fifty-Five (55) Corrections Early Retirement Incentive in accordance with the provisions set forth in Section 3C4b below. 

Notwithstanding any changes in coverage in accordance with this or a subsequent Agreement, the Employer contribution for health and dental insurance shall be equal to one hundred twenty (120) times the amount of the monthly Employer contribution applicable to that employee at the time of their retirement, divided by the number of months until the employee attains the age of sixty-five (65). 

2. Post-Fifty-Five Corrections Early Retirement Incentive. Any employee who attains the age of fifty-five (55) after the effective date and before the expiration date of the contract and who in the preceding three (3) years of their retirement is employed in a classification covered by the Correctional Employees Retirement Plan (M.S. §§352.91 and 352.911) may opt during the pay period in which their fifty-fifth (55th) birthday occurs or any time thereafter until the employee attains the age of sixty-five (65) to participate in the Post-Fifty-Five Corrections Early Retirement Incentive in accordance with the provisions set forth in Section 3C4b below. 

The eligible employee shall receive the Employer-paid portion of medical and dental insurance paid by the Employer in the pay period of their retirement for themselves and their enrolled dependents until the employee attains the age of sixty-five (65). However, the monthly Employer-paid portion of the medical/dental premium shall not increase by more than fifty dollars ($50) above the monthly amount paid by the Employer at the time of their retirement in the pay period the employee is receiving the Corrections Early Retirement Incentive. Increases to the Employer-paid portion of the medical/dental premium that exceed fifty dollars ($50) shall be paid by the employee. 

b. Conditions for Eligibility. 

1. CERP Employees Who Are Covered By This Agreement Before December 1, 2007. CERP employees who are in a classification covered by this agreement before December 1, 2007 shall be subject to the following conditions for eligibility: 

1. Employees exercising either of these options must be eligible for and receiving the Employer contribution for insurance coverage under the provisions of this Article. 

2. Employees exercising either of these options shall be provided with the Employer contribution towards health and dental insurance which the employee had in place on the day before they retired. For employees retiring directly from an unpaid medical leave, coverage must have been continued throughout the leave in order to qualify for the Employer Contribution. Such employees shall receive the level of Employer Contribution they were eligible for the day before their unpaid leave began. 

3. Employees eligible to receive an Employer contribution for health and dental coverage immediately prior to taking advantage of the Correctional Employees Retirement Plan (M.S. §§352.91 and 352.911) shall continue to receive an Employer contribution for themselves and their enrolled dependents until the employee attains the age of sixty-five (65). 

4. An employee who retires with no Employer contribution for dependent coverage or who terminates dependent coverage following retirement may add a dependent in accordance with Section 5B1; however, that employee shall not subsequently be eligible for an Employer contribution for dependent coverage except when the dependent is the employee’s spouse and the spouse immediately at the time of their retirement is enrolled in SEGIP and is receiving an Employer contribution for health and dental insurance. 

5. Receipt of the Corrections Early Retirement Incentive benefits is contingent upon completion of all the required forms and continued payment of the required premium by the employee. 

6. Excluding those on military and medical leaves, employees who are at least fifty-five (55) years of age and are on an unpaid leave of absence of less than one (1) year during the year preceding their retirement must continue to pay the employer and employee contribution and be enrolled in the SEGIP program for their health and dental insurance. 

7. Excluding those on military and medical leaves, employees who are at least fifty-five (55) years of age and are on an unpaid leave of absence in excess of one (1) year immediately prior to their retirement shall be subject to the provisions in Section 3C4b2) below. 

2.  Employees Who Are Covered By This Agreement On or After December 1, 2007. Employees who promote, demote, transfer, or who are appointed to a classification covered by this agreement on or after December 1, 2007 shall be subject to the conditions listed directly above in Section 3C4b1), and the additional conditions for eligibility listed below. 

1. Employees must have a minimum cumulative total of ten (10) years of service in a classification covered by the Correctional Employees Retirement Plan (M.S. §§352.91 and 352.911) at the time of their date of retirement. Any time spent in a classification that is not covered under the Correctional Employees Retirement Plan (M.S. §§352.91 and 352.911) will not satisfy, and will not be combined with covered time to satisfy, the required time. 

2. The employee must have been employed in a classification covered by the Correctional Employees Retirement Plan (M.S. §§352.91 and 352.911) for a minimum of five (5) years immediately preceding their date of retirement. 

4. Maintaining Eligibility for Employer Contribution. 

1. General. An employee who receives a full or partial Employer Contribution maintains that eligibility as long as the employee meets the Employer Contribution eligibility requirements, and appears on a State payroll for at least one (1) full working day during each payroll period. This requirement does not apply to employees who receive an Employer Contribution while on layoff as described in Section 3C2, or while eligible for workers' compensation payments as described in Section 3C3. 

2. Unpaid Leave of Absence. If an employee is on an unpaid leave of absence, then vacation leave, compensatory time, or sick leave cannot be used for the purpose of maintaining eligibility for an Employer Contribution by keeping the employee on a State payroll for one (1) working day per pay period. 

3. School Year Employment. If an employee is employed on the basis of a school year and such employment contemplates absences from the State payroll during the summer months or vacation periods scheduled by the Appointing Authority which occur during the regular school year, the employee shall nonetheless remain eligible for an Employer Contribution, provided that the employee appears on the regular payroll for at least one (1) working day in the payroll period immediately preceding such absences. 

4. Special Leaves. An employee who is on an approved FMLA leave or on a Voluntary Reduction in Hours as provided elsewhere in this Agreement maintains eligibility for an Employer Contribution. 

Section 4. Amount of Employer Contribution.  

The Employer Contribution amounts and rules in effect on June 30, 2021 will continue through December 31, 2021. 

1. Contribution Formula - Health Coverage. 

1. Employee Coverage. For employee health coverage for the 2022 and 2023 plan years, the Employer contributes an amount equal to ninety-five percent (95%) of the employee-only premium of the Minnesota Advantage Health Plan (Advantage). 

2. Dependent Coverage. For dependent health coverage for the 2022 and 2023 plan years, the Employer contributes an amount equal to eighty-five percent (85%) of the dependent premium of Advantage. 

2. Contribution Formula - Dental Coverage. 

1. Employee Coverage. For employee dental coverage, the Employer contributes an amount equal to the lesser of ninety percent (90%) of the employee premium of the State Dental Plan, or the actual employee premium of the dental plan chosen by the employee. However, for calendar years beginning January 1, 2019, the minimum employee contribution shall be thirteen dollars and fifty cents ($13.50) per month. 

2. Dependent Coverage. For dependent dental coverage, the Employer contributes an amount equal to the lesser of fifty percent (50%) of the dependent premium of the State Dental Plan, or the actual dependent premium of the dental plan chosen by the employee. 

3. Contribution Formula - Basic Life Coverage. For employee basic life coverage and accidental death and dismemberment coverage, the Employer contributes one-hundred percent (100%) of the cost. 

Section 5. Coverage Changes and Effective Dates. 

1. When Coverage May Be Chosen. 

1. Newly Hired Employees. All employees hired to an insurance eligible position must make their benefit elections by their initial effective date of coverage as defined in this Article, Section 5C. Insurance eligible employees will automatically be enrolled in basic life coverage. If employees eligible for a full Employer Contribution do not choose a health plan administrator and a primary care clinic by their initial effective date, and do not waive medical coverage, they will be enrolled in a Benefit Level Two clinic (or Level One, if available) that meets established access standards in the health plan with the largest number of Benefit Level One and Two clinics in the county of the employee’s residence at the beginning of the insurance year. If an employee does not choose a health plan administrator and primary care clinic by their initial effective date, but was previously covered as a dependent immediately prior to their initial effective date, they will be defaulted to the plan administrator and primary care clinic in which they were previously enrolled.  

2. Eligibility Changes. Employees who become eligible for a full Employer Contribution must make their benefit elections within thirty (30) calendar days of becoming eligible. If employees do not choose a health plan administrator and a primary care clinic and do not waive coverage within this thirty (30) day timeframe, they will be enrolled in a Benefit Level Two clinic (or Level One, if available) that meets established access standards in the health plan with the largest number of Benefit Level One and Two clinics in the county of the employee’s residence at the beginning of the insurance year. 

If employees who become eligible for a partial Employer Contribution choose to enroll in insurance, they must do so within thirty (30) days of becoming eligible or during open enrollment. 

An employee may change their health or dental plan if the employee changes to a new permanent work or residence location and the employee's current plan is no longer available. If the employee has family coverage and if the new residence location is outside of the current plan’s service area, the employee shall be permitted to switch to a new plan administrator and new Benefit Level within thirty (30) days of the residence location change. The election change must be due to and correspond with the change in status. An employee who receives notification of a work location change between the end of an open enrollment period and the beginning of the next insurance year, may change their health or dental plan within thirty (30) days of the date of the relocation under the same provisions accorded during the last open enrollment period. An employee or retiree may also change health or dental plans in any other situation in which the Employer is required by the applicable federal or state law to allow a plan change. 

3. Waiving Medical Coverage. Effective July 1, 2017, employees may choose to waive medical coverage. If an employee is eligible for the full employer contribution and desires to waive medical coverage, the employee must submit a Waiver of Medical Coverage form and provide proof of other coverage by the end of the employee’s enrollment period. If an employee does not submit the form and proof by the end of the employee’s enrollment period, the employee will be enrolled in medical coverage, with the next opportunity to waive coverage during Open Enrollment or upon a permitted Qualified Life Event. If an employee waives medical coverage, the employee can elect it again during the next Open Enrollment or midyear upon a permitted Qualified Life Event. 

2. When Coverage May be Changed or Cancelled. 

1. Changes Due to a Life Event. After the initial enrollment period and outside of any open enrollment period, an employee may elect to change health or dental coverage (including adding or canceling coverage) and any applicable employee contributions in the following situations (as long as allowed under the applicable provisions, regulations, and rules of the federal and state law in effect at the beginning of the plan year). 

The request to change coverage must be consistent with a change in status that qualifies as a life event, and does not include changing health or dental plans, which may only be done under the terms of Section 5A above. Any election to add coverage must be made within thirty (30) days following the event, and any election to cancel coverage must be made within sixty (60) days following the event. (An employee and a retired employee may add dependent health or dental coverage following the birth of a child or dependent grandchild, or following the adoption of a child, without regard to the thirty (30) day limit.) These life events (for both employees and retirees) are: 

1. A change in legal marital status, including marriage, death of a spouse, divorce, legal separation and annulment. 

2. A change in number of dependents, including birth, death, adoption, and placement for adoption. 

3. A change in employment status of the employee, or the employee’s or retiree’s spouse or dependent, including termination or commencement of employment, a strike or lockout, a commencement of or return from an unpaid leave of absence, a change in worksite, and a change in working conditions (including changing between part-time and full-time or hourly and salary) of the employee, the employee’s or retiree’s spouse or dependent which results in a change in the benefits they receive under a cafeteria plan or a health or dental plan. 

4. A dependent ceasing to satisfy eligibility requirements for coverage due to attainment of age or otherwise no longer meets the eligibility requirements under Section 2C. 

5. A change in the place of residence of the employee, retiree or their spouse or dependent that is not in the health plan service administrator’s service area. 

6. Significant cost or coverage changes (including coverage curtailment and the addition of a benefit package). 

7. Family Medical Leave Act (FMLA) leave. 

8. Judgments, decrees or orders. 

9. A change in coverage of a spouse or dependent under another Employer’s plan. 

10. Open enrollment under the plan of another Employer. 

11. Health Insurance Portability and Accountability Act (HIPAA) special enrollment rights for new dependents and in the case of loss of other insurance coverage. 

12. A COBRA-qualifying event. 

13. Loss of coverage under the group health plan of a governmental or educational institution (a State’s children’s health insurance program, medical care program of an Indian tribal government, State health benefits risk pool, or foreign government group health plan). 

14. Entitlement to Medicare or Medicaid. 

15. Any other situations in which the group health or dental plan is required by the applicable federal or state law to allow a change in coverage. 

2. Canceling Dependent Coverage During Open Enrollment. In addition to the above situations, dependent health or dependent dental coverage may also be cancelled for any reason during the open enrollment period that applies to each type of plan (as long as allowed under the applicable provisions, regulations and rules of the federal and state law in effect at the beginning of the plan year). 

3. Canceling Employee Coverage. A part-time employee may also cancel employee coverage within sixty (60) days of when one of the life events set forth above occurs. 

4. Effective Date of Benefit Termination. Medical, dental and life coverage termination will take effect on the first of the month following the loss of eligible employee or dependent status. Disability benefit coverage terminations will take effect on the day following loss of eligible employee status. 

3. Effective Date of Coverage. 

1. Initial Effective Date. The initial effective date of coverage under the Group Insurance Program is the thirtieth (30th) day following the employee's first day of employment, re-hire, or reinstatement with the State. The initial effective date of coverage for an employee whose eligibility has changed is the date of the change. An employee must be actively at work on the initial effective date of coverage, except that an employee who is on paid leave on the date State-paid life insurance benefits increase is also entitled to the increased life insurance coverage. In no event shall an employee's dependent's coverage become effective before the employee's coverage. 

If an employee is not actively at work due to employee or dependent health status or medical disability, medical and dental coverage will still take effect. (Life and disability coverage will be delayed until the employee returns to work.) 

2. Delay in Coverage Effective Date. 

1. Basic Life. If an employee is not actively at work on the initial effective date of coverage, coverage will be effective on the first day of the employee’s return to work. The effective date of a change in coverage is not delayed in the event that, on the date the coverage change would be effective, an employee is on an unpaid leave of absence or layoff. 

2. Medical and Dental. If an employee is not actively at work on the initial effective date of coverage due to a reason other than hospitalization or medical disability of the employee or dependent, medical and dental coverage will be effective on the first day of the employee’s return to work. 

The effective date of a change in coverage is not delayed in the event that, on the date the coverage change would be effective, an employee is on an unpaid leave of absence or layoff. 

3. Optional Life and Disability Coverages. In order for coverage to become effective, the employee must be in active payroll status and not using sick leave on the first day following approval by the insurance company. If it is an open enrollment period, coverage may be applied for but will not become effective until the first day of the employee's return to work. 

4. Open Enrollment. 

1. Frequency and Duration. There shall be an open enrollment period for health coverage in each year of this Agreement, and for dental coverage in the first year of this Agreement. Dental coverage will be offered during the 2023 plan year Open Enrollment. Each year of the Agreement, all employees shall have the option to complete a Health Assessment. Open enrollment periods shall last a minimum of fourteen (14) calendar days in each year of the Agreement. Open enrollment changes become effective on January 1 of each year of this Agreement. Subject to a timely contract settlement, the Employer shall make open enrollment materials available to employees at least fourteen (14) days prior to the start of the open enrollment period. 

2. Eligibility to Participate. An employee eligible to participate in the State Employee Group Insurance Program, as described in Sections 2A and 2B, may participate in open enrollment. In addition, a person in the following categories may, as allowed in section 5D1 above, make certain changes: (1) a former employee or dependent on continuation coverage, as described in Section 2D, may change plans or add coverage for health and/or dental plans on the same basis as active employees; and (2) an early retiree, prior to becoming eligible for Medicare, may change health and/or dental plans as agreed to for active employees, but may not add dependent coverage. 

3. Materials for Employee Choice. Each year prior to open enrollment, the Appointing Authority will give eligible employees the information necessary to make open enrollment selections. Employees will be provided a statement of their current coverage each year of the contract. 

5. Coverage Selection Prior to Retirement. An employee who retires and is eligible to continue insurance coverage as a retiree may change their health or dental plan during the sixty (60) calendar day period immediately preceding the date of retirement. The employee may not add dependent coverage during this period. The change takes effect on the first day of the month following the date of retirement. 

Section 6. Basic Coverages. 

1. Employee and Family Health Coverage. 

1. Minnesota Advantage Health Plan (Advantage). The health coverage portion of the State Employee Group Insurance Program is provided through the Minnesota Advantage Health Plan (Advantage), a self-insured health plan offering four (4) Benefit Level options. Provider networks and claim administration are provided by multiple plan administrators. Coverage offered through Advantage is determined by Section 6A2. 

2. Coverage Under the Minnesota Advantage Health Plan. From July 1, 2021 through December 31, 2021, health coverage under the SEGIP will continue at the level in effect on June 30, 2021. Effective January 1, 2022, Advantage will cover eligible services subject to the copayments, deductibles and coinsurance coverage limits stated. Services provided through Advantage are subject to the managed care procedures and principles, including standards of medical necessity and appropriate practice, of the plan administrators. Coverage details are provided in the Advantage Summary of Benefits. 

1. Benefit Options. Employees must elect a plan administrator and primary care clinic. Those elections will determine the Benefit Level through Advantage. Enrolled dependents must elect a primary care clinic that is available through the plan administrator chosen by the employee. 

1. Plan Administrator. Employees must elect a plan administrator during their initial enrollment in Advantage and may change their plan administrator election only during the annual open enrollment and when permitted under Section 5. Dependents must be enrolled through the same plan administrator as the employee. 

2. Benefit Level. The primary care clinics available through each plan administrator are assigned a Benefit Level. The Benefit Levels are outlined in the benefit chart below. Primary care clinics may be in different Benefit Levels for different plan administrators. Family members may be enrolled in clinics that are in different Benefits Levels. Employees and their dependents may change to clinics in different Benefit Levels during the annual open enrollment. Employees and their dependents may also elect to move to a clinic in a different Benefit Level within the same plan administrator up to two (2) additional times during the plan year. Unless the individual has a referral from their primary care clinic, there are no benefits for services received from providers in Benefit Levels that are different from that of the primary care clinic in which the individual has enrolled. 

3. Primary Care Clinic. Employees and each of their covered dependents must individually elect a primary care clinic within the network of providers offered by the plan administrator chosen by the employee. Employees and their dependents may elect to change clinics within their clinic’s Benefit Level as often as the plan administrator permits and as outlined above. 

4. Advantage Benefit Chart for Services Incurred During Plan Years 2022 and 2023. 

2022 and 2023 Benefit Provision	Benefit Level   1  The member pays:	Benefit Level   2  The member pays:	Benefit Level   3  The member pays:	Benefit Level   4  The member pays:
Deductible for all services except drugs and preventive care (S/F)	$250/$500	$400/$800	$750/$1,500	$1,500/$3,000
Office visit copay/urgent care (copay waived for preventive services)	$35	$40	$70	$90
In-Network Convenience Clinics and Online Care (deductible waived)	$0	$0	$0	$0
Emergency room copay	$100 not subject to the Deductible	$125 not subject to the Deductible	$150 not subject to the Deductible	$350 not subject to the Deductible
Facility copays  Per inpatient admission (waived for admission to Center of Excellence)  Per outpatient surgery	$100  $60	$200  $120	$500  $250	N/A – subject to Deductible and 25% Coinsurance to OOP maximum  N/A – subject to Deductible and 25% Coinsurance to OOP maximum
Coinsurance for MRI/CT scan services	10%	15%	25%	N/A – subject to Deductible and 30% Coinsurance to OOP maximum
Coinsurance for services NOT subject to copays	5% (95% coverage after payment of deductible)	5% (95% coverage after payment of deductible)	20% (80% coverage after payment of deductible)	25% for all services to OOP maximum after deductible
Coinsurance for lab, pathology and X-ray (not included as part of preventive care and not subject to office visit or facility copayments)	10% (90% coverage after payment of deductible)	10% (90% coverage after payment of deductible)	20% (80% coverage after payment of deductible)	25% for all services to OOP maximum after deductible
Coinsurance for durable medical equipment	20% (80% coverage after payment of 20% coinsurance)	20% (80% coverage after payment of 20% coinsurance)	20% (80% coverage after payment of 20% coinsurance)	25% for all services to OOP maximum after deductible
Copay for three-tier prescription drug plan	Tier 1: $18  Tier 2: $30  Tier 3: $55	Tier 1: $18  Tier 2: $30  Tier 3: $55	Tier 1: $18  Tier 2: $30  Tier 3: $55	Tier 1: $18  Tier 2: $30  Tier 3: $55
Maximum drug out-of-pocket limit (S/F)	$1,050/$2,100	$1,050/$2,100	$1,050/$2,100	$1,050/$2,100
Maximum non-drug out-of-pocket limit (S/F)	$1,700/$3,400	$1,700/$3,400	$2,400/$4,800	$3,600/$7,200

2. Incentive. Employees will receive a $70 first-dollar credit to their individual deductible (regardless of whether the employee is enrolled in single or family coverage), conditional upon completion of qualifying activities in the well-being program by the deadline.  

3. Services received from, or authorized by, a primary care physician within the primary care clinic. Under Advantage, the health care services outlined in the benefits charts above shall be received from, or authorized by a primary care physician within the primary care clinic. Preventive care, as outlined in the Summary of Benefits, is covered at one hundred (100%) percent for services received from or authorized by the primary care clinic. The primary care clinic shall be selected from approved clinics in accordance with the Advantage administrative procedures. Unless otherwise specified in 6A2, services not received from, or authorized by, a primary care physician within the primary care clinic may not be covered. Unless the individual has a referral from their primary care clinic, there are no benefits for services received from providers in Benefit Levels that are different from that of the primary care clinic in which the individual has enrolled. 

4. Services not requiring authorization by a primary care physician within the primary care clinic. 

1. Eye Exams. Limited to one (1) routine examination per year for which no copay applies. Eye injury or illness at an in-network provider will be covered as an office visit based on the benefit level in which the individual is enrolled. 

2. Outpatient emergency and urgicenter services within the service area. The emergency room copay applies to all outpatient emergency visits that do not result in hospital admission within twenty-four (24) hours. The urgicenter copay is the same as the primary care clinic office visit copay. 

3. Emergency and urgently needed care outside the service area. Professional services of a physician, emergency room treatment, and inpatient hospital services are covered at eighty percent (80%) of the first two thousand dollars ($2,000) of the charges incurred per insurance year, and one-hundred percent (100%) thereafter. The maximum eligible out-of-pocket expense per individual per year for this benefit is four hundred dollars ($400). This benefit is not available when the member’s condition permits them to receive care within the network of the plan in which the individual is enrolled. 

4. Ambulance. The deductible and coinsurance for services not subject to copays applies. 

5. Prescription drugs. 

1. Copayments and annual out-of-pocket maximums. 

For the first and second year of the contract: 

Tier 1 copayment: Eighteen dollar ($18) copayment per prescription or refill for a Tier 1 drug dispensed in a thirty (30) day supply. 

Tier 2 copayment: Thirty dollar ($30) copayment per prescription or refill for a Tier 2 drug dispensed in a thirty (30) day supply. 

Tier 3 copayment: Fifty-five dollar ($55) copayment per prescription or refill for a Tier 3 drug dispensed in a thirty (30) day supply. 

Out of pocket maximum: There is an annual maximum eligible out-of-pocket expense limit for prescription drugs of one thousand and fifty dollars ($1,050) per person or two thousand one hundred dollars ($2,100) per family. 

2. Insulin. Insulin will be treated as a prescription drug subject to a separate copay for each type prescribed. 

3. Brand Name Drugs. If the subscriber chooses a brand name drug when a bioequivalent generic drug is available, the subscriber is required to pay the standard copayment plus the difference between the cost of the brand name drug and the generic. Amounts above the copay that an individual elects to pay for a brand name instead of a generic drug will not be credited toward the out-of-pocket maximum. 

6. Special Service networks. The following services must be received from special service network providers in order to be covered. All terms and conditions outlined in the Summary of Benefits apply. 

1. Mental health services – inpatient or outpatient. 

2. Chemical dependency services – inpatient and outpatient. 

3. Chiropractic services. 

4. Transplant coverage. 

5. Cardiac services. 

6. Home infusion therapy. 

7. Hospice. 

7. Individuals whose permanent residence and principal work location are outside the State of Minnesota and outside of the service areas of the health plans participating in Advantage. If these individuals use the plan administrator’s national preferred provider organization in their area, services will be covered at Benefit Level Two. If a national preferred provider is not available in their area, services will be covered at Benefit Level Two through any other provider available in their area. If the national preferred provider organization is available but not used, benefits will be paid at the POS level described in paragraph “i” below. All terms and conditions outlined in the Summary of Benefits will apply. 

8. Children living with an ex-spouse outside the service area of the employee’s plan administrator. Covered children living with former spouses outside the service area of the employee’s plan administrator, and enrolled under this provision as of December 31, 2003, will be covered at Benefit Level Two benefits. If available, services must be provided by providers in the plan administrator’s national preferred provider organization. If the national preferred provider organization is available but not used, benefits will be paid at the POS level described in paragraph “i” below. 

9. Individuals whose permanent residence is outside the State of Minnesota and outside the service areas of the health plans participating in Advantage. (This category includes employees temporarily residing outside Minnesota on temporary assignment or paid leave (including spouses living out sabbatical leaves) and all dependent children (including college students) and of area.) The point of service (POS) benefit described below is available to these individuals. All terms and conditions outlined in the Summary of Benefits apply. This benefit is not available for services received within the service areas of the health plans participating in Advantage. 

1. Deductible. There is a three hundred fifty dollar ($350) annual deductible per person, with a maximum deductible per family per year of seven hundred dollars ($700). 

2. Coinsurance. After the deductible is satisfied, seventy percent (70%) coverage up to the plan out-of-pocket maximum designated below. 

10. Lifetime maximums and non-prescription out-of-pocket maximums. Coverage under Advantage is not subject to a per person lifetime maximum. 

In the first and second years of the contract, coverage under Advantage is subject to a plan year, non-prescription drug, out-of-pocket maximum of one thousand seven hundred dollars ($1,700) per person or three thousand four hundred dollars ($3,400) per family for members whose primary care clinic is in Cost Level 1 or Cost Level 2; two thousand four hundred dollars ($2,400) per person or four thousand eight hundred dollars ($4,800) per family for members whose primary care clinic is in Cost Level 3; and three thousand six hundred dollars ($3,600) per person or seven thousand two hundred dollars ($7,200) per family for members whose primary care clinic is in Cost Level 4. 

11. In-Network Convenience Clinics and Online Care. Services received at in-network convenience clinics and online care are not subject to a copayment in each year of the Agreement. First dollar deductibles are waived for convenience clinic and online care visits. (Note that prescriptions received as a result of a visit are subject to the drug copayment and out-of-pocket maximums described above at 6A2(4)e).) 

3. Benefit Level Two Health Care Network Determination. Issues regarding the health care networks for the 2022 insurance year shall be negotiated in accordance with the following procedures: 

1. At least twelve (12) weeks prior to the open enrollment period for the 2022 insurance year the Employer shall meet and confer with the Joint Labor/Management Committee on Health Plans in an attempt to reach agreement on the Benefit Level Two health care networks. 

2. If no agreement is reached within five (5) working days, the Employer and the Joint Labor/Management Committee on behalf of all of the exclusive representatives shall submit a list of providers/provider groups in dispute to a mutually agreed upon neutral expert in health care delivery systems for final and binding resolution. The only providers/provider groups that may be submitted for resolution by this process are those for which, since the list for the 2021 insurance year was established, Benefit Level Two access has changed, or those that are intended to address specific problems caused by a reduction in Benefit Level Two access. 

Absent agreement on a neutral expert, the parties shall select an arbitrator from a list of five (5) arbitrators supplied by the Bureau of Mediation Services. The parties shall flip a coin to determine who strikes first. One-half (1/2) of the fees and expenses of the neutral shall be paid by the Employer and one-half (1/2) by the Exclusive Representatives. The parties shall select a neutral within five (5) working days after no agreement is reached, and a hearing shall be held within fourteen (14) working days of the selection of the neutral. 

3. The decision of the neutral shall be issued within two (2) working days after the hearing. 

4. Coordination with Workers' Compensation. When an employee has incurred an on-the-job injury or an on-the-job disability and has filed a claim for workers' compensation, medical costs connected with the injury or disability shall be paid by the employee's health plan, pursuant to M.S. 176.191, Subdivision 3. 

5. Health Promotion and Health Education. Both parties to this Agreement recognize the value and importance of health promotion and health education programs. Such programs can assist employees and their dependents to maintain and enhance their health, and to make appropriate use of the health care system. To work toward these goals: 

1. Develop programs. 

1. Policy. The Employer will develop and implement health promotion, health education programs, and other programs mutually agreed upon with the Joint Labor Management Committee on Health Plan, subject to the availability of resources. Each Appointing Authority will develop a health promotion and health education program consistent with the Minnesota Management and Budget policy. Upon request of any exclusive representative in an agency, the Appointing Authority shall jointly meet and confer with the exclusive representative(s) and may include other interested exclusive representatives. Agenda items shall include but are not limited to smoking cessation, weight loss, stress management, health education/self-care, and education on related benefits provided through the health plan administrators serving state employees. 

2. Pilot Programs. The Employer may develop voluntary pilot programs to test the acceptability of various risk management programs, programs that seek to control costs, programs that streamline the delivery of services, or that enhance services to members. Incentives for participation in such programs may include improvements to the benefits outlined in this Article. Implementation of such pilot programs is subject to the review and approval of the Joint Labor-Management Committee on Health Plans. 

2. Health plan specification. The Employer will require health plans participating in the Group Insurance Program to develop and implement health promotion and health education programs for State employees and their dependents. 

3. Employee participation. The Employer will assist employees' participation in health promotion and health education programs. Health promotion and health education programs that have been endorsed by the Employer (Minnesota Management and Budget) will be considered to be non-assigned job-related training pursuant to Administrative Procedure 21. Approval for this training is at the discretion of the Appointing Authority and is contingent upon meeting staffing needs in the employee's absence and the availability of funds. Employees are eligible for release time, tuition reimbursement, or a pro rata combination of both. Employees may be reimbursed for up to one hundred (100%) percent of tuition or registration costs upon successful completion of the program. Employees may be granted release time, including the travel time, in lieu of reimbursement. 

4. Health promotion incentives. The Joint Labor-Management Committee on Health Plans shall develop a program which provides incentives for employees who participate in a health promotion program. The health promotion program shall emphasize the adoption and maintenance of more healthy lifestyle behaviors and shall encourage wiser usage of the health care system. 

6. Post-Retirement Health Care Benefit. Employees who separate on or after January 1, 2008 from State service and who, at the time of separation are insurance eligible and entitled to immediately receive an annuity under a State retirement program, shall be entitled to a contribution of two hundred fifty dollars ($250) to the Minnesota State Retirement System’s (MSRS) Health Care Savings Plan. Employees who have a HCSP waiver on file shall receive a two hundred fifty dollars ($250) cash payment. If the employee separates due to death, the two hundred fifty dollars ($250) is paid in cash, not to the HCSP. An employee who becomes totally and permanently disabled on or after January 1, 2008, who receives a State disability benefit, and is eligible for a deferred annuity under a State retirement program is also eligible for the two hundred fifty dollar ($250) contribution to the MSRS Health Care Savings Plan. Employees are eligible for this benefit only once. 

7. Temporary plan changes due to a state or national emergency 

SEGIP and the unions recognize that certain natural disasters and other major emergencies may disrupt or seriously threaten to disrupt the State of Minnesota at a time when employees are especially needed to provide services. If the State or a federal government agency declares a state of emergency or otherwise invokes emergency authority by declaration, rules, regulations or similar official statements, the terms of the programs administered by SEGIP may be changed for the period of the declared emergency and for up to a 30 day run-out period. 

These changes may include changes to programs administered by SEGIP including but not limited to, benefit design, enrollment and eligibility, billing, and administration as well as waiver of out-of-network restrictions, changes to out of pocket costs, extension of time frames for enrollment and billing, and other protocols reasonably required to provide Members with access to benefits. 

These changes must be agreed to by both SEGIP and the Joint Labor Management Committee. Nothing in this provision prohibits SEGIP from making changes authorized or required under another authority including but not limited to a state or federal law, regulation, order, or rule without union agreement. 

2. Employee Life Coverage. 

1. Basic Life and Accidental Death and Dismemberment Coverage. The Employer agrees to provide and pay for the following term life coverage and accidental death and dismemberment coverage for all employees eligible for an Employer Contribution, as described in Section 3. Any premium paid by the State in excess of fifty thousand dollars ($50,000) coverage is subject to a tax liability in accord with Internal Revenue Service regulations. An employee may decline coverage in excess of fifty thousand dollars ($50,000) by filing a waiver in accord with Minnesota Management and Budget procedures. The basic life insurance policy will include an accelerated benefits agreement providing for payment of benefits prior to death if the insured has a terminal condition. 

Employee’s  Annual Base  Salary	Group Life  Insurance  Coverage	Accidental Death  and Dismemberment  Principal Sum
$10,000 - $15,000	$15,000	$15,000
$15,001 - $20,000	$20,000	$20,000
$20,001 - $25,000	$25,000	$25,000
$25,001 - $30,000	$30,000	$30,000
$30,001 - $35,000	$35,000	$35,000
$35,001 - $40,000	$40,000	$40,000
$40,001 - $45,000	$45,000	$45,000
$45,001 - $50,000	$50,000	$50,000
$50,001 - $55,000	$55,000	$55,000
$55,001 - $60,000	$60,000	$60,000
$60,001 - $65,000	$65,000	$65,000
$65,001 - $70,000	$70,000	$70,000
$70,001 - $75,000	$75,000	$75,000
$75,001 - $80,000	$80,000	$80,000
$80,001 - $85,000	$85,000	$85,000
$85,001 - $90,000	$90,000	$90,000
Over $90,000	$95,000	$95,000

2. Extended Benefits. An employee who becomes totally disabled before age 70 shall be eligible for the extended benefit provisions of the life insurance policy until age 70. Employees who were disabled prior to July 1, 1983 and who have continuously received benefits shall continue to receive such benefits under the terms of the policy in effect prior to July 1, 1983. 

Section 7. Optional Coverages. 

1. Employee and Family Dental Coverage. 

1. Coverage Options. Eligible employees may select coverage under any one of the dental plans offered by the Employer, including health maintenance organization plans, the State Dental Plan, or other dental plans. Coverage offered through health maintenance organization plans is subject to change during the life of this Agreement upon action of the health maintenance organization and approval of the Employer after consultation with the Joint Labor/Management Committee on Health Plans. However, actuarial reductions in the level of HMO coverages effective during the term of this Agreement, including increases in copayments, require approval of the Joint Labor/Management Committee on Health Plans. Coverage offered through the State Dental Plan is determined by Section 7A2. 

2. Coverage Under the State Dental Plan. The State Dental Plan will provide the following coverage: 

1. Copayments. Effective January 1, 2019, the State Dental Plan will cover allowable charges for the following services subject to the copayments and coverage limits stated. Higher out-of-pocket costs apply to services obtained from dental care providers not in the State Dental Plan network. Services provided through the State Dental Plan are subject to the State Dental Plan's managed care procedures and principles, including standards of dental necessity and appropriate practice. The plan shall cover general cleaning two (2) times per plan year and special cleanings (root or deep cleaning) as prescribed by the dentist. 

Service	In-Network	Out-of-Network
Diagnostic/Preventive	100%	50% after deductible
Fillings	80% after deductible	50% after deductible
Endodontics	80% after deductible	50% after deductible
Periodontics	80% after deductible	50% after deductible
Oral Surgery	80% after deductible	50% after deductible
Crowns	80% after deductible	50% after deductible
Implants  Prosthetics	80% after deductible  80% after deductible	50% after deductible  50% after deductible
Prosthetic Repairs	80% after deductible	50% after deductible
Orthodontics	80% after deductible	50% after deductible

2. Deductible. An annual deductible of fifty dollars ($50) per person and one hundred fifty dollars ($150) per family applies to State Dental Plan non-preventive services received from in-network providers. An annual deductible of one hundred twenty-five dollars ($125) per person applies to State Dental Plan services received from out-of-network providers. The deductible must be satisfied before coverage begins. 

3. Annual maximums. State Dental Plan coverage is subject to a two thousand dollar ($2000) annual maximum benefit payable (excluding orthodontia and preventive services) per person. "Annual" means per insurance year. 

4. Orthodontia lifetime maximum. Orthodontia benefits are subject to a three thousand dollar ($3,000) lifetime maximum benefit. 

2. Life Coverage. 

1. Employee. An employee may purchase up to five hundred thousand dollars ($500,000) additional life insurance, in increments established by the Employer, subject to satisfactory evidence of insurability. A new employee may purchase up to two (2) times annual salary in optional employee life coverage by their initial effective date of coverage as defined in this Article, Section 5C without evidence of insurability. An individual may only be covered on one state sponsored life coverage policy. A retired employee who returns to state service with optional employee life coverage in place or who has already received a paid-up benefit are not eligible for optional employee life coverage. An employee who becomes eligible for insurance may purchase up to two (2) times annual salary in optional employee life coverage without evidence of insurability within thirty (30) days of the initial effective date as defined in this Article. 

2. Spouse. An employee may purchase up to five hundred thousand dollars ($500,000) life insurance coverage for their spouse in increments established by the Employer, subject to satisfactory evidence of insurability. An individual may only be covered on one state sponsored life coverage policy. A retired employee who returns to state services with optional spouse life coverage in place or who has already received a paid-up benefit is not eligible for optional spouse life coverage. A new employee may purchase either five thousand dollars ($5,000) or ten thousand dollars ($10,000) in optional spouse life coverage by their initial effective date of coverage as defined in this Article, Section 5C without evidence of insurability. An employee who becomes eligible for insurance may purchase either five thousand dollars ($5,000) or ten thousand dollars ($10,000) in optional spouse coverage without evidence of insurability within thirty (30) days of the initial effective date as defined in this Article. 

3. Children/Grandchildren. An employee may purchase life insurance in the amount of ten thousand dollars ($10,000) as a package for all eligible children/grandchildren (as defined in Section 2C2 and 2C3 of this Article). An individual may only be covered on one policy, by one employee participating in the State Employee Group Insurance Program. For a new employee, child/grandchild coverage requires evidence of insurability if application is made after the initial effective date of coverage as defined in this Article, Section 5C. An employee who becomes eligible for insurance may purchase child/grandchild coverage without evidence of insurability if application is made within thirty (30) days of the initial effective date as defined in this Article. Child/grandchild coverage commences immediately from the moment of live birth up to age twenty-six (26). 

4. Accelerated Life. The additional employee, spouse and child life insurance policies will include an accelerated benefits agreement providing for payment of benefits prior to death if the insured has a terminal condition. 

5. Waiver of Premium. In the event an employee becomes totally disabled before age seventy (70), there shall be a waiver of premium for all life insurance coverage that the employee had at the time of disability. 

6. Paid Up Life Policy. At age sixty-five (65) or the date of retirement, an employee who has carried optional employee life insurance for the five (5) consecutive years immediately preceding the date of the employee’s retirement or age sixty-five (65), whichever is later, shall receive a post-retirement paid-up life insurance policy in an amount equal to fifteen (15) percent of the smallest amount of optional employee life insurance in force during that five (5) year period. The employee’s post-retirement death benefit shall be effective as of the date of the employee’s retirement or the employee age sixty-five (65), whichever is later. Employees who retire prior to age sixty-five (65) must be immediately eligible to receive a state retirement annuity and must continue their optional employee life insurance to age sixty-five (65) in order to remain eligible for the employee post-retirement death benefit. 

An employee who has carried optional spouse life insurance for the five (5) consecutive years immediately preceding the date of the employee’s retirement or spouse age sixty-five (65), whichever is later, shall receive a post-retirement paid-up life insurance policy in an amount equal to fifteen (15) percent of the smallest amount of optional spouse life insurance in force during that five (5) year period. The spouse post-retirement death benefit shall be effective as of the date of the employee’s retirement or spouse age sixty-five (65), whichever is later. The employee must continue the full amount of optional spouse life insurance to the date of the employee’s retirement or spouse age sixty-five (65), whichever is later, in order to remain eligible for the spouse post-retirement death benefit. 

Each policy remains separate and distinct, and amounts may not be combined for the purpose of increasing the amount of a single policy. 

3. Disability Coverage. 

1. Short-term Disability Coverage. An employee may purchase short-term disability coverage that provides benefits of from three hundred dollars ($300) to five thousand dollars ($5,000) per month, up to two-thirds (2/3) of an employee's salary, for up to one hundred eighty (180) days during total disability due to a non-occupational accident or a non-occupational sickness. Benefits are paid from the first day of a disabling injury or from the eighth day of a disabling sickness. For a new employee, coverage applied for by the initial effective date of coverage as defined in this Article, Section 5C does not require evidence of insurability. For an employee who becomes eligible for insurance, coverage applied for within thirty (30) days of the initial effective date does not require evidence of insurability. An employee who is insurance eligible and moves from a temporary position to a permanent position will be allowed to enroll in short-term disability coverage within thirty (30) days of the event without providing evidence of insurability. A short-term disability open enrollment will be offered every five years. 

2. Long-term Disability Coverage. New employees may enroll in long-term disability insurance by their initial effective date of coverage. Employees who become eligible for insurance may enroll in long-term disability insurance within thirty (30) days of their initial effective date as defined in this Article, Section 5C. An employee who is insurance eligible and moves from a temporary position to a permanent position will be allowed to enroll in long-term disability coverage within thirty (30) days of the event without providing evidence of insurability. The terms are the same as for employees who wish to add/increase during the annual open enrollment. During open enrollment only, an employee may purchase long-term disability coverage that provides benefits of from three hundred dollars ($300) to seven thousand dollars ($7,000) per month, based on the employee's salary, commencing on the 181st calendar day of total disability, and not subject to evidence of insurability but with a limited term pre-existing condition exclusion. Employees should be aware that other wage replacement benefits, as described in the certificate of coverage (i.e., Social Security Disability, Minnesota State Retirement Disability, etc.), may result in a reduction of the monthly benefit levels purchased. In any event, the minimum is the greater of three hundred dollars ($300) or fifteen (15) percent of the amount purchased. The minimum benefit will not be reduced by any other wage replacement benefit. In the event that the employee becomes totally disabled before age seventy (70), the premiums on this benefit shall be waived. 

4. Accidental Death and Dismemberment Coverage. An employee may purchase accidental death and dismemberment coverage that provides principal sum benefits in amounts ranging from five thousand dollars ($5,000) to two hundred thousand dollars ($200,000). Payment is made only for accidental bodily injury or death and may vary, depending upon the extent of dismemberment. An employee may also purchase from five thousand dollars ($5,000) to twenty-five thousand dollars ($25,000) in coverage for their spouse, but not in excess of the amount carried by the employee. 

5. Vision Coverage. 

A fully employee paid vision benefit will be available beginning January 1, 2021 subject to agreement by the subcommittee of the Joint Labor Management Insurance Committee to the benefit set determined through the state’s Request for Proposal (RFP) process.  

6. Continuation of Optional Coverages During Unpaid Leave or Layoff. An employee who takes an unpaid leave of absence or who is laid off may discontinue premium payments on optional policies during the period of leave or layoff. If the employee returns within one (1) year, the employee shall be permitted to pick up all optionals held prior to the leave or layoff. For purposes of reinstating such optional coverages, the following limitations shall be applicable. 

For the first twenty-four (24) months of long-term disability coverage after such a period of leave or layoff during which long-term disability coverage was discontinued, any such disability coverage shall exclude coverage for pre-existing conditions. For disability purposes, a pre-existing condition is defined as any disability which is caused by, or results from, any injury, sickness or pregnancy which occurred, was diagnosed, or for which medical care was received during the period of leave or layoff. In addition, any pre-existing condition limitations that would have been in effect under the policy but for the discontinuance of coverage shall continue to apply as provided in the policy. 

The limitations set forth above do not apply to leaves that qualify under the Family Medical Leave Act (FMLA). 

Employees may request a transfer to a position under another Appointing Authority by submitting such request in writing to the Human Resource Office of the Appointing Authority to which they wish to transfer. 

Employees who have transferred to a position under another Appointing Authority shall have a trial period of twenty-one (21) calendar days for the purpose of evaluation. During this trial period the employee may elect to return to the former position. 

Section 1. General. It shall be the policy of the Employer to provide for the health and safety of its employees by providing safe and healthful working conditions, safe work areas, and safe and healthful work methods. In the application of this policy, the prevention of accidents, the creation and maintenance of clean, sanitary and healthful restrooms and eating facilities shall be the continuing commitment of the Employer. The employees shall have the responsibility to use all provided safety equipment and procedures in their daily work and shall cooperate in all safety and accident prevention programs. Nothing in this Article shall be interpreted as restricting any employees’ right to file a complaint with OSHA. 

Section 2. Safety Equipment. The Appointing Authority agrees to provide and maintain, without cost, such safety equipment and protective clothing as is required by the Appointing Authority, by OSHA, or by the Federal Mine Safety and Health Administration. Employees shall bring all unsafe equipment or unsafe conditions to the attention of the employee's immediate supervisor, and may also notify the Safety Officer. In addition, employees may bring safety concerns to the Appointing Authority, the local safety committee, or the Department of Administration’s Safety and Industrial Hygiene Unit. In the event that an employee alleges that an imminent danger exists in working conditions or equipment which exceeds the risks normally associated with the employee's position, the employee shall notify their supervisor and may also notify the Safety Officer of such condition. See Minn. Stat. 182, regarding this matter. 

Section 3. Accident Reports. All employees who are injured during the course of their employment shall file an accident report, no matter how slight the injury, in accordance with Minn. Stat. 176 on forms furnished by the Appointing Authority. A summary of the accident report shall be furnished to the Safety Committee or the Appointing Authority's Safety Officer. All such injuries shall be reported to the employee's immediate supervisor, and any necessary medical attention shall be arranged. The Appointing Authority shall provide assistance to employees in filling out all necessary Workers' Compensation forms, when requested. 

Any medical examinations required by the Appointing Authority pursuant to this Article shall be at no cost to the employee, and the Appointing Authority shall receive a copy of the medical report. Upon request, the employee shall receive a copy of the medical report. 

Section 4. Local Safety Committee. Each Appointing Authority shall establish at least one (1) Safety Committee. The Safety Committee shall be comprised of one (1) representative designated by the Association representatives from other bargaining units; and the Appointing Authority may appoint a number of management representatives equal to the total number of bargaining unit representatives. The Appointing Authority's designated Occupational Health and Safety Officer shall act as the Chairperson. The Safety Committee shall meet quarterly and be scheduled by the Chairperson. Additional meetings may be called by the Safety Officer or by a majority of the Committee as the need may arise. All Safety Committee meetings shall be held during normal day shift working hours on the Appointing Authority's premises and without loss of pay. 

The function of the Safety Committee will be to review reports of property damage, personal injury accidents and alleged hazardous working conditions, so as to provide support for a strong safety program and to review and recommend safety policies to the Appointing Authority. Employees shall bring all unsafe equipment or job conditions to the attention of the immediate supervisor and/or the Safety Officer. Should the unsafe condition not be corrected within a reasonable time, the employee may bring the equipment or job practice to the attention of the Safety Committee. 

Section 5. Immunizations. Employees who face a serious health risk because their work repeatedly exposes them to bacterial or viral hazards (such as, but not limited to, hepatitis or rabies) shall be given the opportunity to be provided with immunizations, if available, by the Appointing Authority. However, the Appointing Authority shall not be required to provide immunizations to prevent the contraction of common illnesses. 

Section 1. Rental Rates. Any employee who is required by the Appointing Authority to live in a state-owned residence as a condition of employment shall not be required to pay rent for the dwelling. Any employee who is not required by the Appointing Authority to live in a state-owned residence as a condition of employment shall pay a fair rental rate established by the Appointing Authority for the dwelling. 

In the event the Appointing Authority no longer requires an employee to live in a state-owned residence as a condition of employment, the employee will be given a reasonable period of time of not less than six (6) calendar months in which to find alternate housing if the employee so desires. 

The Appointing Authority shall advise all employees in writing if occupancy of a particular dwelling is a condition of employment. 

Section 2. Utilities and Repairs. The Appointing Authority shall pay all taxes on state-owned residences. If the Appointing Authority requires an employee to maintain an office in the state-owned residence, the Appointing Authority shall pay all utilities related to the operation of the office. 

The employee occupying the residence will be responsible for changing storm windows and screens and routine maintenance of the grounds designated as residence property, but all necessary decorating, painting, and repairs shall be done by the Appointing Authority at no cost to the employee. Employees shall not alter any plumbing, wiring, roof, wall, or partition without express written approval from the Appointing Authority and may be held responsible for any damage or alteration beyond ordinary wear. 

Section 3. Garage Space. If available, garage space may be used by the employee for their private vehicle without cost to the employee. 

Section 4. Chaplain's Housing Allowance. The Employer agrees to designate to chaplains the sum of twenty thousand dollars ($20,000.00) of salary per year as a parsonage allowance. Chaplains working less than full time shall receive a pro-rata portion of the designated sum. 

Section 1. Salary Ranges. The salary ranges for classifications covered by this Agreement shall be those contained in Appendices F-1 and F-2. The compensation grids for these classes are contained in Appendices E-1 and E-2. In the event that bargaining unit employees are to be assigned to newly created or newly added bargaining unit classes during the life of this Agreement, the salary range for such class shall be established by Minnesota Management and Budget which will advise the Association in advance of final establishment and upon request, discuss the new salary range. The salary range established by the Department shall be based on comparability and internal consistency between classes in the salary plan. The Employer may assign a class to a higher salary range during the life of this Agreement after consultation with the Association. 

Section 2. Conversion. Effective July 1, 2021, all employees shall be assigned to the same relative salary step within the salary range for their respective class, as specified in Appendix F-1, except as set forth below. 

Employees who are paid at a rate which exceeds the maximum rate established for their class prior to the implementation of this Agreement, but whose rate falls within the new range for their class, shall be assigned to the maximum of the new salary range. 

In the event the July 1, 2021, maximum rate set forth in Appendix F-1 is equal to or less than the employee’s current salary, no adjustment shall be made, but employees assigned to these classes shall suffer no reduction in pay and shall continue at their current rate of pay as of June 30, 2021. 

Section 3. First Year Wage Adjustment. Effective July 1, 2021, all salary ranges and rates for classes covered in this Agreement shall be increased by two and a half percent (2.5%), rounded to the nearest cent. The compensation grids for classes covered by this Agreement are contained in Appendix E-1. Employees shall convert to the new compensation grid as provided in Section 2. Conversion to the new compensation grid shall not change an employee’s eligibility for step progression increases. 

Section 4. Second Year Wage Adjustment. Effective July 1, 2022, all salary ranges and rates shall be increased by two and a half percent (2.5%), rounded to the nearest cent. Salary increases provided by this Section shall be given to all employees including those employees whose rates of pay exceed the maximum rate for their class. The compensation grids for classes covered by this Agreement are contained in Appendix E-2. Conversion to the new compensation grid shall not change an employee’s eligibility for step progression increases. 

Section 5. Progression. All increases authorized by this Section shall be effective at the start of the pay period nearest to the employee's anniversary date. 

Employees may receive a one (1) step salary increase annually on their anniversary date provided satisfactory performance is indicated by their Appointing Authority and the employee’s salary does not exceed the salary range maximum rate. 

With written notice to the employee, Appointing Authorities may withhold such step increases because performance standards have not been met or only marginally attained. Increases so withheld may subsequently be granted upon certification by the Appointing Authority that the employee has achieved a satisfactory level of performance. If an Appointing Authority fails to give the employee written notice, prior to the employee’s anniversary date, that a step increase is to be withheld because of less than satisfactory performance, the increase shall be granted. The substantive judgment of the employee’s supervisor regarding their performance is not grievable/arbitrable; however, the withholding of a step increase is grievable/arbitrable. 

Customized Training Representatives. See MN State supplement in Appendix G for progression language applicable to Customized Training Representatives. 

Section 6. Achievement Awards. At the Appointing Authority's discretion, an employee who has demonstrated outstanding performance may receive one (1) achievement award per fiscal year in a lump sum amount not to exceed one thousand dollars ($1,000.00) or a one (1) step in range adjustment. The receipt of an achievement award as a step increase shall not affect the timing of future progression increases. In no instance during a fiscal year shall achievement awards be granted to more than thirty-five percent (35%) of the number of employees authorized at the beginning of the fiscal year. 

The Appointing Authority may modify the distribution of achievement awards provided that the modifications do not increase the aggregate amount of money spent on achievement awards in a fiscal year. Achievement awards granted under this paragraph shall be in the form of lump sum payments only. Modifications may include but are not limited to the following: 

• dollar amount of awards, 

• percentage of employees eligible for awards and 

• "team awards". 

Employees may receive both an individual and a team achievement award in one (1) fiscal year. 

Appointing Authorities may establish Achievement Award Committees consisting of both Employer and employee representatives to recommend procedures and criteria consistent with the agency’s mission and objectives for the distribution of achievement awards. 

Section 7. Salary Upon Class Change. 

1. Promotion. Employees who are promoted during the life of this Agreement shall be granted a salary increase of at least one (1) step or shall be paid at the minimum of the higher range, whichever is greater. 

2. Voluntary Transfer. An employee who transfers within the same class shall receive no salary adjustment. An employee who transfers between classes shall receive the minimum adjustment necessary to bring their salary to the minimum of the range of the new class. However, an employee receiving a rate of pay in excess of the range maximum shall continue to receive that rate of pay. 

3. Voluntary Demotion. An employee who takes a voluntary demotion shall retain their present salary unless that salary exceeds the maximum rate of pay for the new position in which case the employee's salary shall be adjusted to the new maximum, or upon agreement between the employee and the Appointing Authority shall receive a salary within the range for the class to which the employee is demoted. However, an employee may continue to receive a rate of pay in excess of that maximum upon the recommendation of the Appointing Authority and approval of the Commissioner of Minnesota Management and Budget. 

4. Demotion in Lieu of Layoff. An employee who demotes as part of the layoff procedure in Article 17 of this Agreement shall retain their current rate of pay or the rate of pay at the top of the pay range of the class to which the employee demotes, whichever is less. 

5. Demotion for Cause. An employee who is demoted for cause shall receive a salary rate within the range for the class to which the employee is demoted. 

6. Return During Probationary Period. An employee who does not achieve permanent status and returns to their former class, shall have their salary restored to the same rate of pay the employee would have received had the employee remained in the former class. 

7. Reallocation Downward. If a position is reallocated to a class in a lower salary range and the salary of the employee exceeds the maximum of the new range, the employee shall be placed in the new class and shall retain their current salary. In addition, the employee shall receive all across-the-board increase adjustments provided by this Agreement. 

Section 8. Work Out of Class. When an employee is expressly assigned to perform substantially all of the duties of a position allocated to a different classification that is temporarily unoccupied, and the work out of class assignment exceeds ten (10) consecutive work days in duration, the employee shall be paid for all such hours at the employee's current salary when assigned to work in a class which is a transfer or demotion. For a class which is a promotion, an employee shall receive an increase to the minimum rate of the new class or at least one (1) step higher than the employee’s current salary, whichever is greater. When an employee is on a layoff list, the employee shall be paid as provided above or the maximum step previously achieved by the employee, whichever is greater.  

When the employee’s Work out of Class assignment is to a classification in a different bargaining unit or compensation plan, the employee is eligible to receive any pay differentials or premium pay associated with the classification, and overtime eligibility (if any) will be controlled by the terms of the bargaining unit or compensation plan covering the classification. 

No work out of class assignment shall extend beyond twelve (12) months. 

Section 9. Bilingual/Multilingual/Sign Language Differential (Pilot).  At the Appointing Authority’s discretion, position(s) that communicate with the public in a recognized and approved language other than English (including Braille or American Sign Language (ASL)), on a recurring or specific basis may be eligible for this differential. The use of an additional language must be used to perform an essential function of the position or to support specific events or projects. The required level of fluency is to be determined by the Appointing Authority, and the Appointing Authority may require certification in interpretation or translation, or in the use of Braille or ASL, as required by law or industry standards.   

1. Recurring Basis. Positions that utilize an additional language on a recurring basis to  

support an essential function of the position will receive a differential of fifty dollars ($50.00) per bi-weekly pay period.   

2. Specific events or projects. The Appointing Authority will describe the employee’s expectations for utilizing their additional language skill (translation, interpretation, or both), and whether the employee will be expected to perform additional language skills during specific events or for special projects.  If the additional language will be utilized only for specific events or projects, like public meetings or specific translation projects, the position will be paid a differential of $1 per hour for each hour performing those specific tasks, paid in .25 hour increments.   

If the Appointing Authority determines that the additional language skills are no longer needed, the bilingual differential may be ended at any time. If the employee is transferred, demoted, or promoted, to another position in which the bilingual skill has not been designated, or identified as a business necessity, the differential will cease. The effective date for discontinuation of the bilingual differential will be the first day of the next pay period following the new assignment.   

The determination by the Appointing Authority as to which positions are eligible for the bilingual differential, the frequency with which additional language skills are needed, or the discontinuation of the bilingual differential shall not be subject to the grievance or arbitration procedure. 

The Appointing Authority retains the right to contract out bilingual services as deemed necessary. 

This provision becomes effective upon the contract’s successful ratification by the legislature, and will sunset upon the ratification of the 2023 – 2025 contract. 

Section 10. Shift Differential. The shift differential for employees working on assigned shifts which begin before 6:00 A.M. or which end at or after 7:00 P.M. shall be sixty-five cents ($0.65) per hour for all hours worked on that shift. Such shift differential shall be in addition to the employee's regular rate of pay and shall be included in all payroll calculations, but shall not apply during periods of paid leave. 

If an employee requests and is approved by their supervisor to work before 6 A.M. or after 7 P.M., they shall not be eligible for the shift differential. Employees working the regular day schedule who are required to work overtime or who are called back to work for special projects shall not be eligible for the shift differential. 

Section 11. Injury on Duty. 

1. Hazardous Occupation Injuries. The parties recognize that employees working with residents, parolees, probationers or inmates of certain State institutions or facilities face a high potential for injury due to the nature of their employment. Therefore, an employee of the Department of Corrections, Department of Human Services, Minnesota State Academies for the Deaf and Blind, or Department of Veterans Affairs institutions (including Corrections Agents of the Department of Corrections) who, in the ordinary course of employment while acting in a reasonable and prudent manner and in compliance with the established rules and procedures of the Appointing Authority, incurs a disabling injury stemming from the aggressive, and/or intentional and overt act or consequences of such act of a person in the custodial control of the institution or which is incurred while attempting to apprehend or take into custody such inmate or resident, shall receive compensation in an amount equal to the difference between the employee's regular rate of pay and benefits paid under Workers' Compensation, without deduction from the employee's accrued sick leave. Such compensation shall not exceed an amount equal to two-hundred and forty (240) times the employee's regular hourly rate of pay per disabling injury. 

2. Other Job-Related Injuries. An employee may elect to use accumulated vacation or sick leave or both during a period of absence due to compensable illness or injury. Any employee incurring an on-the-job injury shall be paid the employee’s regular rate of pay for the remainder of the work shift. Such leave may be used on the following basis: 

1. Transfer of the Workers' Compensation benefits to the state to be credited to the employee's sick leave or vacation accrual in proportion to the amount of compensation received and accept sick leave or vacation time for the compensable sickness or injury; or 

2. Keep the Workers' Compensation benefits and supplement same from accumulated sick leave or vacation leave. 

In no event may the total rate of compensation exceed the regular compensation of the employee. 

Section 12. Health and Dental Premium Accounts. The Employer agrees to provide insurance eligible employees with the option to pay for the employee portion of health and dental premiums on a pre-tax basis as permitted by law or regulation. 

Section 13. Medical/Dental Expense Account. The Employer agrees to allow insurance eligible employees to participate in a medical and dental expense reimbursement program to cover co-payments, deductibles and other medical and dental expenses for services not covered by health or dental insurance on a pre-tax basis as permitted by law or regulation up to the maximum amount of salary reduction contributions allowed per calendar year under Section 125 of the Internal Revenue Code or other applicable federal law. 

Section 14. Dependent Care Expense Account. The Employer agrees to provide insurance eligible employees with the option to participate in a dependent care reimbursement program for work-related dependent care expenses on a pre-tax basis as permitted by law or regulation. 

Section 15. Deferred Compensation Plan. The Employer agrees to provide employees with a State-paid contribution to the deferred compensation program under Minn. Stat. 352.96. The State-paid contribution shall be in an amount matching the employee's contribution on a dollar for dollar basis as permitted by Minn. Stat. 356.24 not to exceed two hundred fifty dollars ($250.00) per employee in each fiscal year of the Agreement. 

An employee may choose to convert some or all of their compensatory time bank one time during each fiscal year at a time of their choosing so long as the total hours converted in a fiscal year do not exceed forty (40). 

Section 16. Health Care Savings Plan. All employees shall contribute 1% of their gross earnings subject to retirement into a personal Health Care Savings Plan account with the Minnesota State Retirement System each pay period. The contribution shall occur regardless of whether or not the employee’s position is retirement eligible. 

Section 17. Recruiting Incentive (Pilot). See Letter 14. 

Section 18. Employee Referral Incentive (Pilot). See Letter 14. 

Section 19. Equity Adjustments (Pilot). See Letter 14.