Custodian Contract 2021-2024
LOCAL RI - 153
CRANSTON SCHOOL COMMITTEE
JULY 1, 2021 TO JUNE 30, 2024
CRANSTON SCHOOL COMMITTEE
Daniel Wall, Chairperson
Michael A.Traficante, Vice Chairperson
Domenic F. Fusco
David A. Alden-Sears
Kristen A. Haroian
Sara K. Tindall-Woodman
Kenneth R. Mancuso
Jeannine Nota-Masse- Superintendent
Joseph Balducci- Chief Financial Officer
Michael F. Crudale- Chief Human Resources Officer
Ed Collins- Chief of FacilitiesManagement and Capital Projects
Michael A.Traficante, Vice Chairperson
Domenic F. Fusco- School Committee
Sara K.Tindall-Woodman- School Committee
NEGOTIATION COMMITTEE/NAGE - Local RI 153
Raymond Casale, President
This agreement entered into by the Cranston School Committee and the National Association of Government Employees (NAGE), Local RI - 153, Cranston Public School Employees, hereinafter referred to as the Union, has as its purpose the promotion of harmony between eh School Committee and the Union.
TABLE OF CONTENTS
Article I Recognition Page 5
Article II Dues Deduction/Union Security Page 5
Article III Hours of Work Standard Schedule Page 6
Article IV Holidays & Overtime Page 7
Article V Vacations Page 10
Article VI Sick Leave Page 11
Bereavement Leave Page 12
Maternity Leave Page 12
Military Leave Page 13
Union Leave Page 13
Leave for Illness in the Family Page 13
Personal Business Leave Page 13
Article VII Promotions/Seniority Page 14
Article VIII Dismissal Page 16
Article IX Grievance & Arbitration Procedure Page 17
Article X No Strike - No Lock Out Page 19
Article XI Health Insurance Page 20
Article XII Social Security Page 21
Quarantine Page 21
Physical Exam Page 21
Work in Higher Classification Page 21
Uniforms Page 21
Jury Service Page 22
Transfers Page 22
Article XIII Management Rights Page 23
Additions/Deletions/Modifications Page 23
Duration Page 24
Appendix A Salary Schedule Page 24
Appendix B Membership Authorization Form Page 28
Appendix C MembershipWithdrawal Form Page 28
Appendix D Benefit Summary Page 29
- The School Committee recognizes the Union as the sole and exclusive bargaining agent for the purpose of establishing salaries, wages, hours and other conditions of employment for all employees in the bargaining unit.
- The bargaining unit shall consist of all custodians and utility crew of the Cranston Public Schools as defined in Title 28, Chapter 9.4., Section 2, of the General Laws of Rhode Island 1956, as amended.
- The word, employee shall be limited to those person in the above classifications who are regularly employed sixteen (16) or more hours per week by the Cranston Public Schools, subject, however to a ruling or decision by the Rhode Island State Labor Relations Board or by a count of competent jurisdiction that employees who work less than sixteen (16) hours per week are regular employees. In that event, such a ruling or decision shall determine which employees are within the appropriate unit and all benefits and obligations of this agreement shall thereupon apply to them.
Dues Deductions/Union Security
A.The Committee agrees to deduct from the salaries of bargaining unit member’s dues for the, National Association of Government Employees (NAGE), Local RI - 153, and to transmit such deductions to the National Association of Government Employees (NAGE), Local RI - 153 . Such deductions will be taken in equal installments over the available number of pay periods. Termination of employment during the school year will result in the balance of dues being deducted from the last check. Such withholdings to be transmitted at intervals of no greater length than thirty-one (31) days to the treasurer of the National Association of Government Employees (NAGE), 159 Burgin Parkway, Quincy, Massachusetts, 02169 and accompanied by a list of employees paid.
- The National Association of Government Employees (NAGE), Local RI - 153 will give the Superintendent 30 days’ notice in writing prior to the effective date of any change in the membership dues to be deducted for any of said organizations.
- Employees may consent to Local RI-153 dues deduction on a Dues Deduction Authorization Form mutually agreed to by the parties appended to this Agreement as Appendix B. A Dues Deduction Authorization Form shall remain in effect until a Cessation of Local RI-153 Membership Dues Form is signed and processed as provided below.
An employee may cease membership dues deduction by submitting a document to stop membership dues deduction on a form mutually agreed to by the parties appended to this Agreement as Appendix C. A Cessation of Local RI-153 Membership Dues Deduction form shall be submitted to both Local RI-153 and the Payroll Department.
Hours of Work Standard Schedule
All full-time positions shall consist of five (5) consecutive days, eight (8) hours a day, in any regular work week.
Work shifts will be determined by the Cranston Public Schools as needed by building demands.
- Shifts shall be as follows:
Secondary Level/Utility Crew Day Shift
6:30am-2:30pm ½ hour lunch included
Elementary Day Shift
7:00am-3:00pm ½ hour lunch included
Night Shift (All Levels)
3:00pm-11:00pm ½ hour lunch included
Food Truck Shift ½ hour lunch included
9:00am-5:00pm (includes food truck and building custodial work)
Any deviation from these scheduled hours must be approved by the Chief of Facilities Management and Capitol Projects after discussions with the foreman of the building.
During the normal school year the utility crew, which includes the foreman, will be required to have three (3) workers work a flex shift (i.e. Tuesday to Saturday as scheduled by the Director of Plant Operations). The Director of Plant Operations will use all efforts to assign the workers to this flex shift on a rotating basis so that the utility crew members will only work the flex shift one month at a time. Flex shift workers will not be utilized to cover events on Saturdays.
If a member is requested to start his/her workday earlier than scheduled, he/she will not be sent home earlier at the end of his/her workday.
- When a member of the Utility Crew is assigned to cover a building,the
assignment shall not exceed two (2) weeks.
- All custodians will receive their pay through direct deposit. The district will
provide the following information via the employee self-service system: a
personnel and payroll information, advices, W-2, W-4, 1095 and time
off documents. A time and attendance system will be used to log hours worked
for payroll purposes.
One mandatory meeting to address workplace safety is to be scheduled on a Saturday. If this meeting results in a bargaining unit member working more than forty (40) hours in that week, the bargaining unit member will be paid overtime for the mandatory meeting. If a vacation or holiday falls in the week of the mandatory meeting, that day will be counted toward the forty (40) hours.
Holidays & Overtime
- All Bargaining Unit Members will be entitled to be paid for holidays as set forth in the School Committee’s adopted school calendar, as well as those holidays listed below:
- In order to be eligible for compensation for any of the above holidays, the custodian and/or utility crew must have worked the last regular work day preceding the holiday and the day following it.
Notwithstanding the above, the compensation for a holiday shall be made to an employee who has been known to be ill over a two-week period of time, including the days surrounding the holiday.
- When an employee is required to work on a state holiday, he/she shall be paid at the rate of time and one-half for all hours worked.
- Overtime work is defined as time over forty (40) hours per week. Vacation days and holidays will be counted towards the forty (40) hours in the week, except when an employee is taking a whole week vacation. The rate for overtime work required by the School Department shall be time and one-half of the regular hourly rate, except for overtime work on Sundays, which shall be at double the regular hourly rate. Snow removal shall be at the rate of double time when:
- School is closed
- Saturdays and Sundays
- In the event the School Department moves to virtual learning due to snow.
- If snow removal is needed on the weekends or during the week all full
time employees must be available to come in to work unless they are out sick, on
vacation, bereavement or out on workers compensation.
- All buildings must be cleared on weekends for the start of school on Monday
- Unless directed differently by the Chief of Facilities Management and
Capitol Projects employees will be assigned to their present building for
- In the event a Senior Custodian or Foreman is called back due to open windows,
break-ins, or alarm problems, a minimum of three (3) hours at a rate of time and
one-half hours will be paid.
- Overtime must receive prior approval of the Director of Plant Operations for all
- Whenever a paid holiday falls during the employee’s vacation, or otherwise
scheduled day off (other than a sick day), the employee shall receive the holiday
- Special Events:
- Special events shall be defined as an activity taking place before or after the normal work day or shift. Assignment of the custodian(s) shall be done by seniority in the building first, utility crew second, snow removal and then others who may be interested. The Director of Plant Operations shall determine the number of custodians to be assigned to the event.
- A list shall be established at the beginning of the school year by seniority for any custodian interested in snow removal.
- The list established in Section H.1a shall be used when additional employees are need over and above H.1
- All overtime for the utility crew shall be by rotation and seniority
- The building shall be opened at a time determined by the Director of Plant Operations.
- At the conclusion of the event, the custodian will ensure that the facility is acceptable for use the following day.
- The custodian shall assist the group and remain in the area of the activity and visible, unless otherwise requested, in case of additional assistance.
- The rate of special events which occur on Sundays and Holidays will be at the rate of double time.
- Any member of NAGE Local RI - 153 who works a special event that takes place before or after the normal workday shall be compensated at the rate of time and one-half of the regular hourly rate, except for an employee who works on a Sunday. The employee will be compensated as stated in Section H.5.
- Any employee who works a special event will be compensated for a minimum of three (3) hours, regardless of whether the event is finished prior to the three (3) hour mark.
- When a school maintains a custodial staff of three (3) or more, overtime shall
be determined by the following:
1.Day-shift custodians shall work week night events
- Night-shift custodians shall work weekend events
- The foreman shall post a list by seniority for rotation purposes. Events during
the summer shall be assigned by seniority for rotation purposes.
- School vacations shall be assigned as stated above in Section H.1.
- At the discretion of the Director of Plant Operations, the foreman may be
assigned to any event.
- If a custodian is by-passed in rotation by any of the above procedures, the
remedy will be to give the custodian the next available assignment at the
appropriate hourly rate.
- Beginning in 2021-2022 school year, those employees who have completed (6) six months, of service, with Cranston Public Schools as a custodian will be granted one (1) week vacation, to be taken with the approval of the Chief of Facilities Management and Capitol Projects.
- Beginning in 2021-2022 school year, those employees who have completed (3) three years of service,from their date of hire, with the Cranston Public Schools as a custodian will be granted two (2) weeks vacation, to be taken on dates approved by the Chief of Facilities Management and Capitol Projects.
- Beginning in 2021-2022 school year, those employees who have completed (5) five years of service,from their date of hire, with the Cranston Public Schools as a custodian will be granted three (3) weeks vacation, to be taken on dates approved by the Chief of Facilities Management and Capitol Projects.
- Beginning in 2021-2022 school year, those employees who have completed (8) eight years of service,from their date of hire, with the Cranston Public Schools as a custodian, will be granted four (4) weeks vacation. Vacation will be taken on dates approved by the Chief of Facilities Management and Capitol Projects.
- All vacation requests must be submitted in writing to the Director of Plant Operations two (2) weeks prior to the requested date. All vacation requests must be approved by the Director of Plant Operations.
- Sick Leave
- All regularly appointed full-time custodians and utility crew shall earn sick leave at the rate of one day per month. If a member is out in excess of 5 days in one month they will not accrue (1) day in that month.
- In case of absence due to personal illness in excess of three (3) consecutive days, a certification from a physician stating the nature of the illness may be required. The medical certificate will have the nature of the illness, next scheduled evaluation and tentative return date.
- Regularly appointed part-time custodians shall earn sick leave at the rate of one day per month during which they work more than eighty-five percent (85%) of the work days of the month.
- When an employee becomes ill on the job, the employee may choose to take sick leave. Disciplinary action will not be taken against the employee in these circumstances unless determined to be abusive.
- Accrued sick days/sick banks for all bargaining unit members shall be frozen effective March 1, 2012 and no unused sick days shall be allowed to accumulate or be added to the sick bank during the term of this agreement for purposes of payout to bargaining unit members who have worked for the Cranston Public Schools for ten (10) years or more, upon retiring from the Cranston Public Schools and being deemed eligible for retirement by the Employees Retirement System of RHode Island (ERSRI). In the event that any bargaining unit has accrued and exhausted twelve (12) days of unused sick leave in a contract year, and only in that event, that member will be allowed to access any sick days that he has accumulated. Notwithstanding the above, bargaining unit members may accrue up to twelve (12) days of unused sick time per year, not to exceed sixty (60) days in total, but as stated above, this will not be counted as part of the payout upon their qualifying requirement, and there is no cap on this unpaid bank. For informational purposes, the sick bank for purposes of payout as of June 1, 2014 is set forth in Exhibit A under the column entitled LEG.
- Employees cumulative accrual sick time shall be sent to all member no later than October of each year.
- Union members who achieved perfect attendance during the year shall be
entitled to $500. Perfect attendance is defined as the use of no sick time,
family illness time or unpaid time, from July 1 through June 30.
- Bereavement Leave:
- In the case of death in the immediate family (father, mother, sister, brother, son, daughter, spouse, father-in-law, son-in-law, daughter-in-law, mother-in-law, domestic partner, or other persons in the immediate household) a member may be absent for the period of mourning, including the day of the funeral, not to exceed seven (7) calendar days. In the event the request for bereavement is for something other than 7 consecutive calendar days, the request must be approved by the Chief Human Resources Officer.
- In case of death of a grandfather, grandmother, grandson, granddaughter, stepfather, stepmother, stepson, stepdaughter, a member may be absent for a period of mourning, including the day of the funeral, not to exceed 3 calendar days.
- In case of death of a niece or nephew, a member may be absent for a period of mourning, including the day of the funeral, not to exceed two (2) calendar days.
- In the case of death of relatives by blood or marriage not listed in 1 through 3 above, custodians and/or utility crew will be allowed the day of funeral without loss of pay.
- Maternity Leave
- Maternity leave, without compensation or benefits, shall be granted by the Committee upon recommendation of the Superintendent for a period not to exceed one year. Written request for such leave must be made no less than sixty (60) days prior to the date the leave is to begin.
- Requests for maternity leave without compensation must be accompanied by a physician’s statement establishing the expected date of confinement and the date through which the employee may be physically unable to fulfill all requirements of her position.
- Maternity leave shall expire at the end of the period for which the leave was granted. If a request to return from leave under this section is not made prior to the expiration of the leave period, the employee shall be considered to have terminated her employment.
- Employees may exercise the provisions of paragraph A of this article in cases of pregnancy.
- When paragraph A is opted, the employee must work up to the time of disability and return at the time the disability no longer exists, exactly as with any other illness or disability which may cause an employee to be absent.
- Employees must select only one option in case of pregnancy; the long-term, non-paid leave with a one year maximum, or the sick leave option which will generally be for the required period of confinement as established by medical data.
- The administration may require employees to submit to a physical examination conducted by a physician selected by the administration when paragraph A of this article is being exercised.
- Military Leave
- The committee will grant a leave of absence for limited military training to an employee covered under this agreement who is an active member of a reserve component of the Armed Forces of the United States.
- The length of the military leave for training will not exceed the standards established by Federal Regulations for training activities required of the employee for the maintaining of creditable standing in the reserve component of the Armed Forces.
- Any employee covered under this Agreement who is required to participate in activities relating to membership in a military reserve unit shall be granted military leave with pay equal to the difference between the amount the employee receives from said military unit and the amount the employee would ordinarily receive had the employee worked for the Cranston School System during said leave.
- Union Representative Leave: A leave of absence, without compensation, not to exceed five (5) days in any one-year period, shall be granted to two (2) elected officials of Local RI - 153 to attend international, regional or state conventions without reprimand.
- Leave for Illness in the Family
- Leave of absence without compensation may be granted to members of the bargaining unit consistent with the Family Medical Leave Act.
- Members may be granted two (2) days compensation for family illness. A certificate from a physician stating the nature of the illness shall be submitted with the request.
- Personal Business Leave
- All employees listed in paragraph A, above, shall be entitled to personal day leave, with compensation, not to exceed two (2) days per year to conduct business which cannot be reasonably conducted outside the work day. However, the personal leave day cannot be taken the day before or the day after a holiday. Further no more than four (4) employees may take a personal leave day on the same day, and this will be determined on a first come-first serve basis.
- Request for personal day leave must be submitted for approval to the Director of Plant Operations, as applicable, in writing five (5) calendar days prior to the day of leave. No reasonable request shall be denied.
- In the event of non-approval by the Director of Plant Operations, appeal may be taken to the Chief Operating Officer.
- All vacancies shall be sent to all buildings and posted in all schools. A copy of the posting will be sent to Senior Custodians and Foreman, in a separate envelope to their attention. During the summer and vacation periods posting of all vacancies will be mailed via United States Postal Service to the home of the President of Local RI - 153.
- All posted custodial vacancies shall be filled on the basis of the best qualified person available; provided, however, that where two or more candidates are substantially equal in qualification, the applicant with the greatest seniority shall be given the preference. The bidding period for custodial vacancies shall be five (5) days following the announcement.
- Any employee interested in the posted position may apply in writing to the Chief Operating Officer within the five (5) day posting period. The posting shall be dated and indicate which school has the vacancy and time of shift and shall designate the last day on which applications will be accepted in the Human Resources Office.
- Seniority shall commence the day following the closing of bid
- A change of pay rate shall commence when the employee is placed in the position which he/she gained through the bidding process.
- If the employee is not placed in the position within twenty (20) working days, he/she shall be given the rate change.
- Only bids filled out on the, “Employee Bid Form” will be accepted in the Human Resource Office.
- All bids must be in the Human Resources Office no later than 4:30pm on the last day of the posting (except during school vacation, bids are closed at 3:30pm and during the summer at 3:00pm).
- Employees who have submitted bids may withdraw their bids up to 4:30pm (3:30 during school vacation and 3:00pm during summer vacation) on the last day of posting, otherwise all bids will be considered and the successful bidder must accept the position.
- The Union President or his designee may review bids after the closing.
- Employees governed by the terms and conditions of this collective bargaining agreement shall be permitted to exercise the provisions of this section (VII B) one time in a given school year (September through June). If an opening occurs after the school year has ended (after the last school day in June) and the employee has been in his/her present position for at least six (6) months, the employee may bid for the open position.
- In the even the employee with greater seniority is not selected to fill a posted vacancy, the Director of Plant Operations shall, at the option of the employee, meet with the employee and the President of Local RI - 153 and shall state his reasons for the selection that was made. The decision of the Director of Plant Operations, regarding this paragraph, is subject to grievance procedure.
- Employees selected for assignment to positions under the terms of this article shall be required to successfully complete a 90-day trial period in the position. During the trial period, a bi-weekly progress report will be made by the employee’s supervisor, a copy of which shall be furnished to the employee, the Director of Plant Operations and the Chief Operating Officer.
- In the event the employee is determined to be fulfilling the requirements of the position in a less than satisfactory manner as determined by the Director of Plant Operations, the following will take place:
- The employee will be informed, in writing, as will the President of Local RI - 153, that he/she has been evaluated as being unsuited to fill the position.
- The employee will be advised that he/she may apply for any vacant position that becomes available.
- The employee will be advised that he/she will be transferred to a vacant position providing there occurs no breach of any other bargaining unit members’ seniority rights under this article.
- Any employee disqualified for a position after a trial period may seek review of that disqualification through the grievance procedure.
- Seniority shall be a prime consideration in respect to job security, layoffs, recalls and vacation preference. Effective July 1, 2005, the School Department agrees that if a building or facility closes or if there is a reduction in the workforce due to a layoff that employs any full-time custodians or utility crew worker, a bumping system shall be utilized allowing the employee to bump the least senior employee within their classification.
- New employees shall be considered probationary employees for a period of six months from their date of hire with no rights or recourse to the grievance provisions for dismissal but will be subject to all other provisions of this agreement. Upon completion of a period of six (6) months, the employee shall be placed on the seniority roster, and the effective date of seniority shall be the date of hire.
- Annual increases effective July 1, will be given to employees hired prior to January. An employee hired after January 1, shall remain on the step at the time of hire until the following year.
- Seniority shall be forfeited in the event than an employee is discharged for cause, or in the event that he/she terminates his/her employment voluntarily.
- The President will be given a seniority list by September 30th of each year. Upon receipt of the seniority list, the President will have thirty (30) days to question the seniority list. After thirty (30) days the list will be accepted and become the official list and will not be questioned or changed based upon previous seniority lists.
- Unauthorized absences, incompetence, insubordination, conduct unbecoming an employee of the Cranston Public Schools, or other acts which may be considered not to be or have been in the best interest of the school system shall be considered just cause for dismissal.
- For the purposes of administering this agreement incompetence is defined as the inability or unwillingness of the employee to perform assigned duties in a satisfactory manner and in the required work day.
- Insubordination is defined as the refusal of an employee to carry out the directions of a superior or to violate Cranston School Committee Policy related administrative regulations.
- Conduct unbecoming a school system employee may be defined as the flagrant act or acts of discourtesy to parents, student, or other employees of the school system. Conduct unbecoming a school system employee shall also be defined as any act by the employee that tends to cast aspersions on the public schools of Cranston.
- The exercise of the provisions of this article by the Administration may be made the subject of grievance.
- When a letter pertaining to discipline is sent out to any employee or a change of policy is posted in any building, a copy of the letter will also be sent to the Local President at the same time.
- “WEINGARTEN RIGHTS” shall apply to all union members as follows: if this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I respectfully request my union representative, officer, or steward be present at the meeting. Without representation, I chose not to answer any questions.
Grievance & Arbitration Procedure
- Grievance Defined: for the purpose of the agreement, the term “grievance” means any difference or dispute between the employer or its agents and the Union or any of its agents and the Union or any of its members with respect to interpretation, application or violation of any of the provisions of this agreement. A Union grievance shall be filed at step two (2) of the grievance procedure.
- First step: Within five (5) working days from the date of the act or knowledge thereof, an employee shall submit his grievance in writing to his/her superior or Principal and the Grievance Committee. The signed grievance shall include: 1) name and position of the grievant; b) the date of occurrence of the grievance and the facts involved; c) the corrective action requested. A written decision shall be given by the superior of Principal within five (5) working days after receipt of grievance.
- Second step: the grievance shall be considered settled in accordance with the written decision rendered in the first step, unless the Union shall notify the Chief Operating Officer in writing within five (5) days after receipt of said written decision that it requests a meeting between the Grievance Committee of the Union and said Chief Operating Officer. Such meeting shall be scheduled within five (5) working days of such meeting.
- Third step: the grievance shall be settled in accordance with the written decision rendered in the second step, unless the Union shall notify the Superintendent in writing within five (5) working days after receipt of said written decision of the Chief Operating Officer that it requests a meeting between the Grievance Committee of the Union and the Superintendent. Such meeting shall be scheduled within ten (10) working days of such meeting.
- Fourth Step:
- A grievance which is not resolved at the third step under the grievance procedure may be submitted by the Union to arbitration. The arbitration may be initiated by the Union by filing with the School Committee and the American Arbitration Association of the Labor Relations Connection, a notice of arbitration.
- The notice shall be filed not later than ten (10) working days after recession of a decision in writing from the third step of this grievance procedure.
- Within ten (10) days of the receipt of the arbitration request by the committee, the committee and the Union will agree upon a mutually acceptable arbitrator or, if unable to reach such agreement, a request may be made to the American Association Arbitration or the Labor Relations Connection by either party for a list of arbitrators.
- The parties will be bound by the voluntary labor arbitration rules of the American Arbitration Association or the Labor Relations Connection regardless of how the arbitrator is selected and will share equally the cost of the arbitration process.
- The decision of the arbitrator shall be final and binding providing that the arbitrator shall not have the power to add to or subtract from or modify any of the terms of agreement, and no appeal shall be taken except on the grounds that the decision was procured by fraud or that the arbitrator exceeded his authority.
- All grievances shall be handled as quickly as practicable. The time limits specified on any level of this procedure may be extended in any specific instance by mutual agreement of the parties in writing.
- Timely grievances: Grievances which are not submitted within the said five (5) day period, or which are not appealed within the above-mentioned time limits shall be considered as waived and not entitled to further consideration unless the time is extended by mutual agreement of the parties. If the employer fails to answer a grievance on any step within the specified time limits, the Union may proceed to the next step of the grievance procedure. The Union agrees to screen grievances in order to prevent unnecessary grievances from consuming the time of parties concerned.
- The Union agrees that it will not bring or continue any grievance which is similar to a grievance denied by the decision of the arbitrator; and the committee agrees that it will apply to similar situations the decision of an arbitrator sustaining a grievance.
No Strike - No Lockout
During the term of this agreement the Union agrees there shall be no lock out, strikes, walkouts, sit-ins, slowdowns or other interruptions, suspensions or cessations of work or any picketing or interference of any nature with the operations of the school department by the Union, or by any of its members or at its insistence for any reason whatsoever, or because of any matter in controversy or dispute between the Union, or any of its members and the employees, or between the Union or any of its members and the school department or between the school department and others: the school department agrees not to lock out union employees.
Employees who participate in any strike, or any other of said acts shall be considered to have voluntarily terminated and their names shall be dropped from the seniority lists.
- The Committee shall provide individual or family coverage for medical insurance, including a dependent rider to age 26. The Committee will have the option of offering multiple plans for all employees and applicable riders. All bargaining unit members will be responsible for twenty (20%) percent cost based upon their plan. Payments under this article shall be subject to section 125 of the IRS code. Effective July 1, 2022 medical benefits shall be as set forth in Appendix D which shall include a $500 deductible for an individual plan and a $1000 deductible for the family plan. Effective July 1,2022 dental benefits shall be as set forth in Appendix E, , including a rider to eligible dependents to age 26.
- Printed application forms must be requested, completed and submitted to the Human Resources Office in order to initiate the above-mentioned coverage.
- The inclusive dates of the above-mentioned health insurance coverage shall be subject to the membership regulations of the agency providing the insurance protection.
- Custodians who are employed for twenty (20) hours per week and who have no protection under any other medical insurance contract will be provided with individual medical insurance coverage by the committee as set forth in paragraph A above.
- The Committee will provide a $20,000 term life insurance policy for full-time employees and will permit part-time employees to participate in the program at their own expense.
- Employees will have the option to purchase optional term insurance. This policy is subject to the terms and conditions of the plan as specified by the agreement between the Cranston School Committee and the current life insurance company.
- Social Security Coverage: All employees shall participate in Social Security Coverage.
- Quarantine: When any employee is subject to quarantine by order of the Health Department, there shall be no loss of salary for all employees.
- Physical Examination: Whenever the school department requires an employee to have a physical examination it shall be made without cost to the employee either by the city physician or by another physician selected by the school department, If the employee chooses to have the examination conducted by his personal physician, the school department shall not be responsible for the cost.
- Work in Higher Classification: When a Senior employee is assigned to work in a unit in a higher classification for a period of more than five (5) consecutive days he/she shall receive the salary of the higher classification but at step equal to his/her regular assignment for all hours worked and holiday hours in the higher classification. The five (5) days will be considered their waiting period for that entire year.
- Utility crew will be supplied five (5) sets of uniforms and all other Custodians will be supplied two (2) uniforms at no cost to him/herself and said custodian will accept the responsibility for proper laundering and upkeep.
- Utility crew arid personnel, if they so desire, shall be provided safety shoes and equipment as follows:
- Utility crew: five (5) sets of uniforms, safety glasses, work gloved and steel toe insulated, waterproof and chemical resistant shoes.
- Food truck drivers: standard steel tie shoes. Replacement of shoes shall be as needed
- Uniforms will be required to be worn during the regular school year. During the summer recess, it is the option of the employee whether or not to wear the uniform, unless the employee is covering a special event at which time the uniform must be worn.
- Jury Service: An employee who is required by law to be absent from work for Jury Duty will be paid the difference between the employee's gross daily school department salary and the gros daily compensation received for the performance of Jury Service, only when the gross daily jury service salary is less than the gross daily school salary. In order to qualify for such compensation, the employee called for jury duty will be required to report to work when excused from jury duty at 11:00am on any day of jury duty.
- The Committee shall exercise its prerogative in transferring personnel when deemed to be in the best interest of Cranston Public Schools.
- Transfers will be made effective under consultation between the employee and a representative of the administration. THe employee may choose to have a representative of the Union present at the time of the consultation.
- The employee shall be given, upon his/her request, reason(s) for the transfer in writing.
- Transfer of employee under the terms of this paragraph shall be accomplished as follows:
- The employee may apply for a vacant position and be considered for this assignment on the basis of his/her qualifications and seniority.
- The employee may be assigned to a position which becomes vacant provided no more senior and no more qualified employee seeks to be assigned.
- During the school recess and summer vacation period, the four-hour custodians shall be utilized to work along with the full-time custodian by consolidating their total number of work hours (20 hours) into two or three days whenever practicable.
- Unless expressly provided otherwise in this agreement, the Cranston School Committee reserves the right to:
- Direct the work of its employees
- Hire, promote, evaluate and retain employees in positions within the school system
- Unless expressly provided otherwise in this agreement; the Cranston School Committee reserves the right to:
- Direct the work of its employees
- Hire, promote, evaluate and retain employees in positions within the school system.
- Suspend or discharge employees.
- Maintain the efficiency of school operations.
- Determine services to be rendered by the Cranston Schools
- Take action as may be necessary to carry out the mission of the public schools
- Determine the methods, means and personnel by which operations are to be carried out.
- Be the policy making and governing body of the public schools.
- Take any other action which is in the best interest of the public schools.
No additions, waivers, deletions, modifications, changes, or amendments of this agreement shall be made during its life, except by mutual consent, in writing by both parties.
The provisions of this agreement herein contained shall remain in full force and effect for the period beginning July 1, 2021 and ending June 30, 2024.
Cranston School Committee Employees NAGE Local RI - 153
Superintendent of Schools Date
Custodian Pay Scale Chart
High School Foreman
Middle School Foreman
5 Hour Custodian
* The increase for 2021-2022 shall be paid retroactive to July 1, 2021.
Memebership Authorization Form
I hereby affirm my membership in NAGE Local-153 and authorize my employer to withhold from my salary a sum equal to the constitutional dues of the local, state and national unions. The authorization shall remain in effect until further notice,unless changed or terminated.
I understand that my dues will include the service of local, state and national as well as subscriptions to publications. I also understand that union dues may not be deductible for federal income tax purposes. Employees covered by a collective bargaining agreement have a right to renounce full membership.
Membership Withdrawal Form
I hereby withdraw my membership from NAGE Local-153 and direct my employer to refrain from withholding the constitutionally assessed dues of the local, state and national unions from my salary.
Personal Email:___________________________________ Cell Phone: (___)_____-_______
SUMMARY OF BENEFITS AND COVERAGE
(More specific benefits/coverage is set forth under the Subscriber Agreement in effect during the life of the Contract)
This is a summary of your benefits. It is not a contract. For details about your coverage, including any limitations or exclusions not noted here, please refer to your subscriber agreement.
CRANSTON PUBLIC SCHOOLS
Product Name: Delta Dental PPO Plus PremierTM
Plan Type: National Coverage
The information listed here is not a guarantee of payment. Payment is based on the Delta Dental allowance for each procedure. To be covered, services must be dentally necessary and in accordance with Delta Dental's treatment guidelines. All services must be performed in a dental office. These benefits are listed according to the level of coverage (i.e. 100%,80%) . Your group number is 5858-0250-0258. Coverage for benefits with time limitations (i.e. 6,12,24,36 or 60 months) is calculated to the exact day.
The annual maximum is: $1,500.00 per member per calendar year
(Periodontal services limited to $400)
The annual deductible is: $0.00
The maximum lifetime cap: Unlimited
Pretreatment estimates are recommended for underlined procedures.
Plan pays 100%; Member Coinsurance 0%
- Oral exam - once per calendar year performed by a general dentist
- Cleaning - twice per calendar year
- Fluoride treatment - for children under age 19 once per calendar year
- Bitewing x-rays - one set per calendar year
- Complete x-ray series or panoramic film once every 36 months
- Single x-rays as required
- Palliative treatment (minor procedures necessary to relieve acute pain) twice per calendar year • Amalgam (silver) fillings. Composite (white) fillings on front teeth only. For composite fillings on back teeth, the plan pays up to what would have been paid for an amalgam filling. Patient is responsible for the balance up to the dentist's charge.
- Space maintainers once per lifetime for lost deciduous (baby) teeth
- Extractions and other routine oral surgery when not covered by a patient's medical plan • General anesthesia or intravenous (I.V.) sedation for certain complex surgical procedures • Root canal therapy on permanent teeth – one procedure per tooth per lifetime.
- Repairs to existing partial or complete dentures once per calendar year
- Recementing crowns or bridges once every 60 months
- Rebasing or relining of partial or complete dentures once every 60 months
- Crowns over natural teeth, build ups, posts and cores - replacement limited to once every 60 months Plan pays 50%; Member Coinsurance 50%
- Periodontal maintenance following active therapy - two per year
- Bridges and crowns over implants - replacement limited to once every 60 months
- Partial and complete dentures - replacement limited to once every 60 months
- Root planing and scaling once per quadrant every 24 months.
- Osseous (bone) surgery once per quadrant every 36 months (bone grafts are not covered). • Gingivectomies once per site every 24 months.
- Soft tissue grafts once per site every 60 months
- Crown lengthening once per site every 60 months
Plan pays 50%; Member Coinsurance 50%
- Elective braces and related services for dependent children under the age of 19. Subject to a lifetime maximum. No pre-approval required.
Lifetime maximum (orthodontics only) is $1,500.00
Dependent coverage - Dependent children are covered up until the end of the month that they turn age 26.
Delta Dental of Rhode Island ▪ P. O. Box 1517 ▪ Providence, RI 02901-1517 ▪ 1.800.843.3582 ▪ deltadentalri.com
This is a summary of benefits. The information shown here is not a guarantee of payment. Payment is based on the Delta Dental allowance for each service. Refer to the Certificate of Coverage for the full plan terms. The Certificate includes any limitations or exclusions not seen here. For a complete listing of frequencies and limitations go to deltadentalri.com/el. To be covered, services must be dentally necessary and appropriate as per our review guidelines.
Note: If covered, crowns, bridges, partials and complete dentures are paid when the permanent structure is inserted (seated) by the dentist. Member coverage must be active on the date that the permanent structure is inserted and payment is based on benefits available on that day — for example, if the member’s annual maximum has been paid prior to the insertion of the permanent structure, the service will not be paid.
* Time limits on services (e.g. 6, 12, 24, 36, or 60 months) are figured to the exact day. Services are then covered the following day. For example, when a service is covered once every 12 months, if the service was done on July 1, it will not be covered again until the following year on July 2 or after.
You have the freedom to choose any dentist, but it is important to know that your out-of-pocket costs may be higher when you visit a dentist who does not participate in our network. Non-participating dentists have not agreed to accept the Delta Dental allowance as payment in full, so services from a non-participating dentist may cost you more. You may also have to pay the dentist at the time
of service and file a claim yourself. To be eligible, all claims must be filed within one year of the date of service. To find a participating dentist near you, use our Find a Dentist tool at deltadentalri.com.
How to Find a Dentist
When you choose from Delta Dental’s extensive network of dentists, you’re sure to find one that’s right for you. Visit deltadentalri.com to use our online Find a Dentist tool. You can see if your current dentist is in our network or look for a new participating dentist by searching by name, location or specialty. Enter your address or other criteria important to you (extended hours, languages spoken, etc.), and our tool will return a list of participating dentists that meet your needs – as well as maps and driving directions.
When you visit us at deltadentalri.com, you can access a wealth of important dental health information and manage your plan by: • Checking your benefits and claims
- Reviewing your deductibles and maximums
- Using our Find A Dentist tool to find a dentist in your area
Notice of Nondiscrimination and Accessibility Policy
Delta Dental of Rhode Island does not discriminate on the basis of race, color, national origin, age, disability, or sex.
Español (Spanish): ATENCIÓN: Si habla español, tiene a su disposición servicios gratuitos de asistencia lingüística. Llame al 1-800-843- 3582.
Português (Portuguese): ATENÇÃO: Se fala português, encontram-se disponíveis serviços linguísticos, grátis. Ligue para 1-800-843- 3582.