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90-226 / I + O R I �I n'� Council File # � 1 � IY Green Sheet � . RESOLUTION � CITY 4F SAINT PAUL, MINNESOTA � �'1 � � / , ._. Presented� By Referred To Committee: Date RE�OLVED, That the Council of the City of Saint Paul hereby approveS and ratifies the attached agreement between the City of Saint P�ul and the Saint Paul Police Federation. �i , � Navs Absent Requested by Department of: zmon oswitz �— on Office of e e and Labor Relations acca ee e tman un e i son �_ By: �– Adopted by Councill: Date FE B 2 0 1990 Form Approved by City Attorney Adoption Certifieid by Council Secretary � By� 0� 3v ' a � By' Approved by Mayor for Submi sion to Approved by Mayor: Date �� 4"�B � (� ��uncil , , / B ,�%>l.ci%�hCG�✓L 1 BY� �� /� y� - P��_��N�:� ;�� 1. .�� ;�'3�� • - - � <�yoa�� DEPARTMENT/OFFIf�/COUNpL �f 1 C c^ O f DATE INITIATED ^ � ^V Personnel & Labor elations 1-26-90 GREEN S�ET NO. L L CONTACT PERSON 8 PHONE INITIAUDATE DEPARTMENT�RECTOR �GTY COUNqL Jame s C. Lombardi 292-7301 ��F� �CITY ATTORNEY �dTY CLERK MUST BE ON COUNdL AOENDA BY(DA ROUTINO �BUDOET DIRECTOR �FIN.&MOT.SERVICE3 DIR. �MAYOR(OR ABSISTANT) � TOTAL#�OF SIGNATURE PA ES � (CLlP ALL�OCATIONS FOR 816NATURE) ACT10N REQUEBTED: This resolution ap roves a two year contract between the City and the Saint Paul Police Federation. The c ntract period is January 1 , 1990 through December 31 , 1991 . RECOMMENDATIONB:Approve(ly a (i�p COUNCIL COMMITTEE/RESEARCFI f�PORT OPTIONAL -- _PLANNINQ OOMMISSION —CIVIL SERVICE COMMISSION ��Y� -, '.,��:�� _GB OOMMITTEE —STAFF COMMENTB: � 4 _D��u� JA N w � 1990 SUPPORTS WHlqi OOUNGL OBJE �j�� a p d ( �� INITIATINO PROBLEM,ISSUE,OPPORTU ITY(Who,What,Whsn,Whxe,Wh�: The current contra t expired on December 31 , 1989. ADVANTAOE3 IF APPROVED: See attachment DISADVANTA(�ES IF APPROVED: ��rA G� None �� ,�� G1� ��' DISADVANTAOES IF NOT APPROVED: Possible arbitrati n �uu;c�� tc��u�cn t;er��cer F�g p � 1990 TOTAL AMOUNT OF TRANSACTI S 2�5�+�,O67 COST/REVENUE BUDOETED(CIRCLE ON� � NO FUNDING SOURCE vari us ACTIVITY NUMBER FlNANqAL INF�tMAT10N:(EXPwI� See ttachment � � �,,�9a"�� Attachment to Green Sheet I. Financial I�formation A. Number bf employees affected: 538 B. Approximate cost of insurance and wages for 1989: $22,159,166 C. Increas�d cost of insurance and wages for 1990: $1,474,616 D. Approxitnate cost of insurance and wages for 1990: $23,607,277 E. Increased cost of insurance and wages for 1991: $1,072,451 F. Approximate cost of insurance and wages for 1991: $24,679,728 G. OverallL increase in costs of insurance and wages for 1990 and and 199f1: $2,547,067 These figures reflect a 4� increase in wages for 1990 and 1991 and a $53.00 per month increase in the City's average contribution toward health insu�ance for 1990 and a $30.00 increase for 1991. Also reflected are a $.44 ?�er hour increase in the night shift differential, a $3,000 increase in severance pay, a $.10 per hour increase in Field Training Officer pay, a $.40 per hour increase in Ordnance Disposal Unit pay and a $.40 per ho'�ur increase in Critical Response Team and Hostage Negotiation Team pay. The approximate total package increase will be 6.66� in 1990 and 4.54$ in 1991. The approximate 1990 and 1991 total package costs reflect an 11.5$ increase over the 1989 total package cost. II. Contract S�mmary A. Article XIV - Legal Service New language was added stating that the Employer shall not be responsible for paying any legal service fees or for providing any legal service arising from any legal action where the employee is the Plaintiff. B. Article XV - Working Out of Classification Employees working in an "out-of-class" assignment shall now receive pay in the 1ligher classification on the 16th day of such assignment instead of on the 16th consecutive day, C. Article XVI - Insurance 1. New language was added stating that the insurance plans, premiums for Coverages and benefits contained in the insurance plans offered by the Employer shall be solely controlled by the contracts negot�iated by the Employer and the benefit providers. 2. EffeCtive January 1, 1990 for each eligible employee covered by this Agreement selecting a health insurance program offered by the Empl�yer, the Employer will pay the full cost of such coverage, or $131.67 per month, whichever is less. For each eligible employee sele�ting family coverage, the Employer will pay the full cost of such family coverage or $210.00 per month, whichever is less. 3. Effective for the April, 1990 insurance premiums, the Employer will discontinue making any contributions towards the cost of the employee's selected insurance coverages and the "Cafeteria Plan" will, be implemented. In lieu of such Employer's insurance contributions, effective February 10, 1990 the Employer agrees to increase the full-time employee's base salary by an amount equal to $82.17 biweekly. �- . ��a-�a� Attachment to Green Sheet Page Two 4. Effective December 29, 1990 the Employer agrees to increase the full-time employee's base salary by an amount equal to $28.60 biweekly. 5. Effective January 1, 1990 the eligibility requirements for early retiree health insurance contributions will be changed. In order to be eligible an employee must be retired under a public employee retirement act covering City employees, must have severed his/her employment relationship with the City and must have completed at least 20 years of service with the City. Before this change there was no years of service requirement. 6. Effective January l, 1990 full-time eligible employees who were regularly appointed on or after July l, 1980 and who retire before reaching the age of 65 will receive $70.00 per month for single health insurance coverage and $180.00 per month for family coverage instead of the current $106.32 per month for single health insurance coverage and $318.41 for family coverage. Full-time eligible employees who were regularly appointed prior to July 1, 1980 and who retire before reaching age 65 will continue to receive the $106.32 per month for single health insurance coverage and $318.41 for family coverage. 7. The eligibility requirements for the Medicare supplement insurance offered to retirees at the age of 65 will be increased from 0 to 20 years of service. D. Article XVIII - Special Allowances Full-time employees designated as members of the Critical Response and Hostage Negotiations Teams will now receive an allowance of $80.00 biweekly. E. Article XIX - Shift Differential The shift differential for employees working nights was increased from $.49 per hour to $.93 per hour. F. Article XXI - Holidays New language was added allowing the Employer to designate the Day after Thanksgiving as a holiday. If the Employer decides to designate same, then the Columbus Day holiday shall be deleted from the paid holiday list. G. Article XXII - Severance Pay The maximum amount of pay-out for accrued sick leave for eligible employees upon severing their employment was increased from $7,000 to $10,000. : � � ��'��° Attachment to Gzeen Sheet Page Three H. Article XXIII - Wage Schedule Effectiv� December 30, 1989 there will be a 4.0� increase in wages. In addition, effective February 10, 1990 there will be a wage increase of $82.17 biweekly. Such increase is in lieu of the Employer making any cont�ibution toward the employee's insurance costs. Effectiv� December 29, 1990 there will be a biweekly wage increase of $28.60 a}�d a 4� increase over the February 10, 1990 wages. The resultin� December 29, 1990 wages include a total of $110.77 biweekly which is' in lieu of an Employer's contribution toward the employee's insuranc� costs. I. Article �XVIII - Premium Pay 1. Premilzm pay for Police Officers assigned to Field Training Officer duties was increased from $.90 per hour to $1.00 per hour. 2. Premi�zm pay for employees designated as members of the Ordnance Disposal Unit was increased from $.60 per hour to $1.00 per hour. 3. Any Police Officer assigned as a Narcotics Agent will receive a $1.00� per hour in premium pay. This is not an increase, but places in the contract language acknowledging an existing practice. J. Article XXX - Duration and Effective Date This is �a two year agreement covering January 1, 1990 through December 31, 1991. LR.MISC grn.sheet.attach , . - � C,�a"�'�� Attachment to Green Sheet I. Financial I�nformation A. Number of employees affected: 538 B. Approximate cost of insurance and wages for 1989: $22,159,166 C. Increa5ed cost of insurance and wages for 1990: $1,474,616 D. Approxi;mate cost of insurance and wages for 1990: $23,607,277 E. Increa9ed cost of insurance and wages for 1991: $1,072,451 F. Approxi,mate cost of insurance and wages for 1991: $24,679,728 G. Overal]; increase in costs of insurance and wages for 1990 and and 1991: $2,547,067 These figu�Ces reflect a 4� increase in wages for 1990 and 1991 and a $53.00 per ,month increase in the City's average contribution toward health insurance for 1990 and a $30.00 increase for 1991. Also reflected are a $.44 per hour increase in the night shift differential, a $3,000 increase i� severance pay, a $.10 per hour increase in Field Training Officer pay, a $.40 per hour increase in Ordnance Disposal Unit pay and a $.40 per hpur increase in Critical Response Team and Hostage Negotiation Team pay. The approximate total package increase will be 6.66� in 1990 and 4.54� �n 1991. The approximate 1990 and 1991 total package costs reflect an 11.5� increase over the 1989 total package cost. II. Contract �.zmmarX A. Article XIV - Legal Service New language was added stating that the Employer shall not be responsible for paying any legal service fees or for providing any legal service arisin� from any legal action where the employee is the Plaintiff. B. Articla XV - Working Out of Classification Employeies working in an "out-of-class" assignment shall now receive pay in the 'higher classification on the 16th day of such assignment instead of on �he 16th consecutive day. C. Articl� XVI - Insurance 1. New language was added stating that the insurance plans, premiums for coverages and benefits contained in the insurance plans offered by �he Employer shall be solely controlled by the contracts neg�tiated by the Employer and the benefit providers. 2. Eff�ctive January l, 1990 for each eligible employee covered by thi� Agreement selecting a health insurance program offered by the Emp�oyer, the Employer will pay the full cost of such coverage, or $13�.67 per month, whichever is less. For each eligible employee selecting family coverage, the Employer will pay the full cost of suc� family coverage or $210.00 per month, whichever is less. 3. Effective for the April, 1990 insurance premiums, the Employer will disicontinue making any contributions towards the cost of the employee's selected insurance coverages and the "Cafeteria Plan" will be implemented. In lieu of such Employer's insurance contributions, effective February 10, 1990 the Employer agrees to increase the full-time employee's base salary by an amount equal to $82.17 biweekly. . : � . - C✓��-�� Attachment to GXeen Sheet Page Two � 4. Effec ive December 29, 1990 the Employer agrees to increase the full- ime employee's base salary by an amount equal to $28.60 biwee ly. 5. EffeGtive January 1, 1990 the eligibility requirements for early retiree health insurance contributions will be changed. In order to be� eligible an employee must be retired under a public employee reti�ement act covering City employees, must have severed his/her emplqyment relationship with the City and must have completed at least 20 years of service with the City. Before this change there was r�o years of service requirement. 6. EffeCtive January 1, 1990 full-time eligible employees who were regularly appointed on or after July 1, 1980 and who retire before reacl�ing the age of 65 will receive $70.00 per month for single health insurance coverage and $180.00 per month for family coverage inst�ad of the current $106.32 per month for single health insu�ance coverage and $318.41 for family coverage. Fullrtime eligible employees who were regularly appointed prior to July l, 1980 and who retire before reaching age 65 will continue to rece�ve the $106. 32 per month for single health insurance coverage and �318.41 for family coverage. 7. The �eligibility requirements for the Medicare supplement insurance offe�ed to retirees at the age of 65 will be increased from 0 to 20 yearis of service. D. Article� XVIII - Special Allowances Full-ti:me employees designated as members of the Critical Response and Hostage� Negotiations Teams will now receive an allowance of $80.00 biweekLy. E. Article XIX - Shift Differential The shkft differential for employees working nights was increased from $.49 per hour to $.93 per hour. F. Articl� XXI - Holidays New lat�guage was added allowing the Employer to designate the Day after fihanksgiving as a holiday. If the Employer decides to designate same, then the Columbus Day holiday shall be deleted from the paid holida� list. G. Article XXII - Severance Pay The ma�imum amount of pay-out for accrued sick leave for eligible employ�ees upon severing their employment was increased from $7,000 to $10,000. = . � , ��o_�� Attachment to G�een Sheet Page Three H. Article �XIII - Wage Schedule Effective December 30, 1989 there will be a 4.0$ increase in wages. In addit�on, effective February 10, 1990 there will be a wage increase of $82.17 biweekly. Such increase is in lieu of the Employer making any contribution toward the employee's insurance costs. Effective December 29, 1990 there will be a biweekly wage increase of $28.60 and a 4$ increase over the February 10, 1990 wages. The resultirug December 29, 1990 wages include a total of $110.77 biweekly which is in lieu of an Employer's contribution toward the employee's insurance costs. I. Article XXVIII - Premium Pay 1. Premium pay for Police Officers assigned to Field Training Officer dutiss was increased from $.90 per hour to $1.00 per hour. 2. Premi�um pay for employees designated as members of the Ordnance Disposal Unit was increased from $.60 per hour to $1.00 per hour. 3. Any Police Officer assigned as a Narcotics Agent will receive a $1.00 per hour in premium pay. This is not an increase, but places in tk►e contract language acknowledging an existing practice. J. Article XXX - Duration and Effective Date This is' a two year agreement covering January 1, 1990 through December 31, 1991. LR.MISC grn.sheet.att�ch . ��o -��, C� ��e.' 1990 - 1991 COLLECTIVE BARGAINING AGREEMENT BETWEEN THE CITY OF SAINT PAUL AND THE SAINT PAUL POLICE FEDERATION . �� yo-�� INDEX ARTICLE �ITLE PAGE I Purpose 2 II �efinitions 3 III �tecognition 4 IV Security 5 V �mployer Authority 6 VI �mployee and Federation Rights - Grievance Procedure 7 VII Savings Clause 11 VIII Hours of Work and Overtime 12 IX Court Time 13 , X Call Back 14 XI 6tand-By Time 15 XII Uniform Allowance 16 XIII Military Leave of Absence 17 ; XIV Legal Service 19 XV Working Out of Classification 20 XVI Insurance 21 XVII Safety 25 XVIII ,Special Allowances 26 XIX Shift Differential 27 XX Vacation 28 � XXI Holidays 29 XXII Severance Pay 31 XXIII Wage Schedule 33 XXIV Liability for Injuries When Employed Off-Duty 35 XXV Sick Leave Suspension 36 XXVI Residence 37 XXVII Incapacitation 38 XXVIII Premium Pay 39 XXIX Maternity Leave 40 XXX Duration and Effective Date 41 Appendix A - Uniform Allowance A1 -ii- . °�ya -�� COLLECTIVE BARGAINING AGREEMENT BETWEEN , THE CITY OF SAINT PAUL AND THE SAINT PAUL POLICE FEDERATION This AGREEMENT is entered into, between the City of Saint Paul, hereinafter referred to as the EMPLOYER, and the Saint Paul Police Federation, hereinafter referred to as the FEDERATION. The EMPLOYER and the FEDERATION concur that this AGREEMENT has as its basic objective the promotion of the mutual interests of the City of Saint Paul and its employees to provide the highest level af services by methods which will best serve the needs of the general public. ( -1- ARTICLE I - PURPOSE � 1.1 The EMPLOYER and the FEDERATION agree that the purpose of entering into this AGREEMENT is to: 1.1.1 Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest level of performance that is consistent with the well-being of all concerned. � 1.1.2 Establish the full and complete understanding of the parties concerning the terms and conditions of this AGREEMENT. 1.1.3 Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this AGREEMENT. 1.1.4 Place in written form the parties' agreement upon terms and conditions of employment for the duration of this AGREEMENT. -2- . G��a.�� ARTICLE II - DEFINITIONS 2.1 FEDERATION: Saint Paul Police Federation 2.2 EMPLOYER: The City of Saint Paul 2.3 FEDERATION MEMBER: A member of the Saint Paul Police Federation. 2.4 EMPLOYEE: A member of the FEDERATION'S exclusively recognized bargaining unit. � -3- ,I ARTICLE III - RECOGNITION 3.1 The EMPLOYER recognizes the FEDERATION as the exclusive representative for the purpose of ineeting and negotiating the terms and conditions of employment for all full-time police department personnel; excluding supervisory employees, confidential employees, part-time employees, temporary or seasonal employees and all other employees exclusively represented by other organizations. 3.2 Job classes which are within the bargaining unit and covered by this AGREEMENT are as follows: Captain Communications Technician Communications Technician Leadworker Lieutenant Police Officer *Police Sergeant Sergeant Superintendent of Police Radio Division 3.3 In the event the EMPLOYER and the FEDERATION are unable to agree as to the inclusion or exclusion of a new or modified job position the issue shall be submitted to the Bureau of Mediation Services for determination. � -4- . � �� -a�� ARTICLE IV - S�CURITY 4.1 The EMPLOYER shall deduct from the wages of employees who authorize such a deduction, in writing, an amount necessary to cover monthly FEDERATIOI� dues. Such monies shall be remitted as directed by the FEDERATION. 4.2 The FEDERATION may designate employees from the bargaining unit to act as stewar�s and shall inform the EMPLOYER in writing of such choice. 4.3 The EMPLOYER shall make space available on the employee bulletin board for posting FEDERATION notice(s) and announcement(s) . Such notice(s) and annou�cement(s) shall be submitted for the approval of, and posted by, the department head or authorized representative in charge of the , facility or work area where the notice(s) or announcement(s) is to be ' posted. 4.4 The FEDERATION agrees to indemnify and hold the EMPLOYER harmless against � any and all claims, suits, orders, or judgments brought or issued against ; the City as a result of any action taken or not taken by the City under the provisions of this Article. 4.5 The Federation agrees that an administrative service fee of twenty-five . cents ($0.25) per member biweekly shall be deducted by the City of Saint Paul from the amount withheld for dues or fairshare prior to remittance of dues or fairshare to the Federation. -5- �� ARTICLE V - EMPLOYER AUTHORITY 5.1 The FEDERATION recognizes the prerogatives of the EMPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The prerogatives and authority which the EMPLOYER has not officially abridged, delegated or modified by this AGREEMENT are retained by the EMPLOYER. 5.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy which include, but are not limited to such . areas of discretion or policy as the functions and programs of the EMPLOYER, its overall budget utilization of technology and organizational structure and selection and direction and number of personnel. r -6- . �9a a�� ARTICLE VI - EM�LOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE 6.1 DEFINITION OF GRIEVANCE A grievance is defined as a dispute or disagreement as to the interpretation or applica,tion of the specific terms anc� conditions of the AGREEMENT. It is specifically understood that any matters governed by Civil Service Rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafter set forth. Disciplinary actions may be appealed to the Civil Service Commission or to an arbitrator. 6.2 FEDERATIOI� REPRESENTATIVES The EMPLOY'ER will recognize REPRESENTATIVES designated by the FEDERATION as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The FEDERATION shall notify thg EMPLOYER in writing of the names of such FEDERATION REPRESENTATIVES and of thgir successors when so designated. 6.3 PROCESSING OF GRIEVANCE It is recqgnized and accepted by the FEDERATION and the EMPLOYER that the processin� of grievances as hereinafter provided is limited by the job duties and responsibilities of the EMPLOYEES and shall therefore be accomplist�ed during normal working hours only when consistent with such � EMPLOYEE �uties and responsibilities. The aggrieved EMPLOYEE and the FEDERATIOtp REPRESENTATIVE shall be allowed a reasonable amount of time without l�ss in pay when a grievance is investigated and presented to the EMPLOYER during normal working hours, provided the EMPLOYEE and the FEDERATION REPRESENTATIVE have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of the EMPLOYER. -7- ARTICLE VI - EMPLOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE (continued) 6.4 PROCEDURES Grievances, as defined by Section 6.1, shall be resolved in conformance with the following procedure: Step l. An EMPLOYEE claiming a violation concerning the interpretation or application of the CONTRACT shall, within twenty-one (21) calendar days after such alleged violation has occurred, present such grievances to the EMPLOYEE'S supervisor as designated by the EMPLOYER. The EMPLOYER designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth the nature of this grievance, the facts on which it is based, the provision or provisions of the CONTRACT allegedly violated, the remedy requested, and shall be appealed to Step 2 within ten (10) calendar days after the EMPLOYER designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the FEDERATION within ten (10) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the FEDERATION to, and discussed with, the EMPLOYER designated Step 2 representative. The EMPLOYER designated representative shall give the I FEDERATION the EMPLOYER'S Step 2 answer in writing within ten (10) calendar days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10) calendar days following the EMPLOYER designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the FEDERATION within ten (10) calendar days shall be considered waived. Step 3. If appealed, the written grievance shall be presented by the FEDERATION to, and discussed with the EMPLOYER designated Step 3 repre- sentative. The EMPLOYER designated representative shall give the FEDERATION -8- . �-yo -a�� ARTICLE VI - EMPLOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE (continued) the EMPLOYER'S Step 2 answer in writing within ten (10) calendar days after receipt o£ such Step 3 grievance. A grievance not resolved in Step 3 may be appealed by the FEDERATION to Step 4 within ten (10) calendar days following the EMPLOYER designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the FEDERATION within ten (10) calendar days shall be considered waived. Step 4. A grievance unresolved in Step 3 and appealed to Step 4 shall be , submitted to arbitration subject to the provisions of the Public Employment Labor Rel�tions Act of 1971. The selection of an arbitrator shall be made in accordanc� with the "Rules Governing the Arbitration of Grievances" as establish�d by the Public Employment Relations Board. ; 6.5 ARBITRATO�'S AUTHORITY A. The �rbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the terms and conditions of the AGREEMENT. The � arbitrator shall consider and decide only the specific issue(s) submitted in ; writing by the EMPLOYER and the FEDERATION, and shall have no authority to make a deCision on any other issue not so submitted. B. The �rbitrator shall be without power to make decisions contrary to or j inconsistent with or modifying or varying in any way the application of laws, rules or regulations having the force and effect of law. The arbitrator's decision shall be submitted 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 express terms of this AGREEMENT and to the facts of the grievance presented. C. The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EMPLOYER and the FEDERATION, provided that each party shall be responsible for compensating its own representatives and witnesses. -9- ARTICLE VI - EMPLOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE (continued) If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equally. 6.6 WAIVER If a grievance is not presented within the time limits set forth above, it shall be considered "waived" . If a grievance is not appealed to the next step within the specified time limit, or any agreed extension thereof, it shall be considered settled on the basis of the EMPLOYER'S last answer. If the EMPLOYER does not answer a grievance or an appeal thereof within the specified time limits, the FEDERATION may elect to treat the grievance as denied at that step and immediately appeal the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the EMPLOYER and the FEDERATION in each step. 6.7 RECORDS All documents, communications and records dealing with a grievance shall be filed separately from the personnel files of the involved EMPLOYEE(S) . � -10- I � i . � �a aa � ARTICLE VII - SAVINGS CLAUSE 7.1 This AGREEMENT is subject to the laws of the United States, the State of Minneso�ta and the City of Saint Paul. In the event any provisions _ of this AGREEMENT shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been t,aken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. -11- ARTICLE VIII - HOURS OF WORK AND OVERTIME 8.1 The normal work day shall be eight (8) consecutive hours per day except for those employees assigned to the 4/40 shift where the normal work days shall be ten (10) consecutive hours per day. 8.2 The normal work period shall be eighty (80) hours in a work period of fourteen (14) days. 8.3 This section shall not be construed as and is not a guarantee of any hours of work per normal work day or per normal work week. ' 8.4 All employees shall be at the location designated by their supervisor, , ready for work, at the established starting time and shall remain at an assigned work location until the end of the established work day unless : otherwise directed by their supervisor. 8.5 Employees will be compensated at the rate of one and one-half (1.5) times the Employee's normal hourly rate in either compensatory time or in cash, I subject to the limitations of Section 8.2, for hours which exceed daily planned scheduling by the EMPLOYER. 8.6 Employees may accumulate up to a maximum of one hundred (100) hours of compensatory time. -12- � ��"�o-aa � ARTICLE IX - COT,JRT TIME 9.1 EMPLOYEES �'equired to appear in court during scheduled off-duty time will be compensated at the rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S normal hourly rate. 9.2 The minimum of four (4) hours shall not apply when such court _time is an extension of or an early report to a scheduled shift. -13- ARTICLE X - CALL BACK 10.1 EMPLOYEES called to work during scheduled off-duty time will be compensated at the rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S normal hourly rate. 10.2 The minimum of four (4) hours shall not apply when such call to work is an extension of or an early report to a scheduled shift. -14- i � �y0�� ARTICLE XI - ST D-BY-TIME 11.1 EMPLOYEES equired to stand-by for court appearance during scheduled off-duty t'me will be compensated for a minimum of two (2) hours based on the EMP OYEE'S normal hourly rate for such day he is required to stand-by, ut such compensation shall not apply where the EMPLOYEE is called to ourt for an appearance on the case subject to the stand-by request o for any other case. 11.2 The two hdur minimum compensation for stand-by shall not apply if notificati�on is given that the stand-by is cancelled prior to 6:00 p.m. of the pre�ceding day. 11.3 Unless noCified to the contrary, stand-by status shall continue for a maximum o£ two consecutive days, at which time the EMPLOYEE shall be required �o contact the City or County trial lawyer or his secretary in charge of scheduling by 1600 hours the day following initiation of stand-by status, who will then continue or cancel stand-by status as required and maintain an appropriate record of such notification. I -15- ARTICLE XII - UNIFORM ALLOWANCE 12.1 The 1972 base of one-hundred eighty ($180.00) dollars as a clothing allowance on a voucher system will be increased on January 1, 1974 and each year thereafter on the basis of a yearly study of the increased cost of the defined uniform. The 1972 base cost of the uniforms are defined in Appendix A. I -16- • (:i1—��`�p�ol 1° ARTICLE XIII - N�IILITARY LEAVE OF ABSENCE 13.1 PAY ALLOWAI�iCE Any employee who shall be a member of the National Guard, the Naval Militia or any other component of the militia of the state, now or hereafter organized or constituted under state or federal law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, t!he Marine Corps Reserve or any other reserve component of the military os naval force of the United States, now or hereafter organized or constituted under federal law, shall be entitled to leave of absence from emplayment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all time when such EMPLOYEE is engaged wi,th such organization or component in training or active service ordered oz authorized by proper authority pursuant to law, whether for state or £ederal purposes, provided that such leave shall not exceed a total of £ifteen (15) days in any calendar year, and further provided that such leave shall be allowed only in case the required military or naval service i� satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the EMPLOYEE (1) returns to his position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such EMPLOYEE'S own fault, or (3) is required by proper authority to continue in such military pr naval service beyond the time herein limited for such leave. 13.2 LEAVE WIT�iOUT PAY Any EMPLO�YEE who engages in active service in time of war or other emergency declared by proper authority or any of the military or naval forces - 17 - ARTICLE XIII - MILITARY LEAVE OF ABSENCE (continued) of the state or of the United States for which leave is not otherwise allowed by law, shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as are imposed by law. 13.3 Such leaves of absence as are granted under Article 13 shall conform to Minnesota Statutes, Section 192 as amended from time to time and shall confer no additional benefits other than those granted by said statute. -18- . �- ��-a� � ARTICLE XIV - L GAL SERVICE 14.1 Except in ases of malfeasance in office or willful or wanton neglect of duty, E PLOYER shall defend, save harmless and indemnify an EMPLOYEE and/or his estate against any claim or demand, whether groundless or otherwise,l arising out of an alleged act or omission occurring in the performancie and scope of EMPLOYEE'S duties. 14.2 Notwithsta�nding Article 14.1 above, the Employer shall not be responsible for paying any legal service fees or for providing any legal service arising fxom any legal action where the employee is the Plaintiff. � -19- I ARTICLE XV - WORKING OUT OF CLASSIFICATION 15.1 EMPLOYER shall avoid, whenever possible, working an EMPLOYEE on an out-of-class assignment for a prolonged period of time. Any EMPLOYEE working an out-of-class assignment for a period in excess of fifteen (15) working days during a year shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, an a full-time basis, all of the significant duties and respons- ibilities of a position different from the employee's regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment shall be the same rate the employee would receive if such employee received j a regular appointment to the higher classification. � - 20 - . �- y�-�� ARTICLE XVI - INSURANCE 16.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by the Employer shall be solely controlled by the cantracts negotiated by the Employer and the benefit providers. The Employer will attempt to prevent any changes in the benefits offered by the benefit providers. However, the employees selecting the offered plans agxee to accept any changes in benefits which a specific provider implemenits. 16.2 Effective January 1, 1990 for each eligible employee covered by this Agreement selecting a health insurance program offered by the Employer, the Emplpyer will pay the full cost of such coverage, or $131.67 per month, whichever is less. For each eligible employee selecting family coverage, the Employer will pay the full cost of such family coverage or $210.00 �er month, whichever is less. � 16.3 Effectiv�e for the April, 1990 insurance premiums, the Employer will i discontinue making any contributions towards the cost of the employee's ' selected insurance coverages and the "Cafeteria Plan" will be implemented. In lieu of such Employer's insurance contributions, effectiue February 10, 1990 the Employer agrees to increase the full-ti�e employee's base salary by an amount equal to $82.17 biweekly. 16.4 Effective December 29, 1990 the Employer agrees to increase the full-ti�he employee's base salary by an amount equal to $28.60 biweekly. 16.5 Under tl�e "Cafeteria Plan" full-time employees must select, at least single health insurance coverage and $5,000 life insurance coverage. It is unde�stood that these mandatory coverages may not be waived. - 21 - ARTICLE XVI - INSURANCE (continued) 16.6 Notwithstanding Articles 16.3 and 16.4, if legislation negating the pre-tax status of employee contributions toward selected insurance coverages under the "Cafeteria Plan" becomes effective, the Employer will reduce the employee's wages by an amount equal to $240.00 per month ($110.77 biweekly) . The Employer will then contribute $240.00 per month toward the cost of employee selected insurance coverages under the "Cafeteria Plan" . 16.7 Effective January 2, 1990, employees who retire and who have not reached the age of sixty-five (65) must meet the following conditions in order to be eligible for Employer contributions listed in Articles 16.7 and 16.8 below toward a retiree hospital-medical insurance plan offered by the Employer: 16.7.1 Be receiving benefits from a public employee retirement act. AND 16.7.2 Have severed his/her relationship with the City of Saint Paul under one of the pre-age 65 retiree plans. AND 16.7.3 Have completed at least 20 years of service with the City of Saint Paul or be receiving a disability pension from the City of Saint Paul. 16.8 Effective January 1, 1990 for eligible employees who were regularly appointed prior to July 1, 1980 and who retire and who are eligible for early retiree benefits under the terms set forth in Article 16. 7 above and who select a hospital-medical insurance plan offered by the Employer, the Employer agrees to contribute the cost of such single coverage or $106.32 per month, whichever is less. For such eligible early retirees who select family coverage, the Employer will contribute the cost of such family coverage or $318.41 per month, whichever is less. Upon such retirees reaching the age of sixty-five (65) , such Employer's contributions shall terminate. - 22 - . �G 9��O ARTICLE XVI - INSURANCE (continued) 16.9 Effective January 1, 1990, for eligible employees who were regularly appointed on or after July 1, 1980 and who retire and who are eligible for early'� retiree benefits under the terms set forth in Article 16.7 above and who select a hospital-medical insurance plan offered by the Employer, the Employer agrees to contribute the cost of such single coverage ;or $70.00, whichever is less. For such retirees selecting family cdverage, the Employer shall pay the cost of such family coverage or $180.a0 per month, whichever is less. Upon such retirees reaching ' the age df sixty-five (65) , such Employer's contributions shall terminate. 16.10 Effectiv@ January l, 1990, for employees who retire at the age of ' sixty-five (65) or older or for early retirees upon reaching age I sixty-five (65) , and who have completed at least twenty (20) years of service with the City of Saint Paul at the time of their retirement, or who are on disability pension under a pension plan to which the City of St. Paul contributes, the Employer agrees to make contributions toward the hospital-medical insurance plans provided by the Employer for retirees sixty-five (65) years of age or older as approved by City Council Resolution. For employees who retire at the age of sixty-five ; (65) or older and who have not completed at least twenty (20) years of City service at the time of their retirement, or who are not on disabili,ty pension under a pension plan to which the City of Saint Paul contrib�tes, the Employer will not make any hospital-medical insurance contribUtions. For early retirees who had not completed twenty (20) years o$ service at the time of their retirement, or who are not on disabil�ty pension under a pension plan to which the City of Saint Paul contrib�ates, the Employer will discontinue making any hospital-medical insuran�e contributions upon their reaching age sixty-five (65) . - 23 - ARTICLE XVI - INSURANCE (continued) 16.11 In the event of the death of an active employee or an early retiree, the dependents of such employee or retiree shall have the option, within thirty (30) days, to continue the current hospitalization and medical benefits, including such improvements as may be made from time to time, which said dependents previously had, at the premium applicable to early retirees. It is further understood that coverage shall cease in the event of: 16.11.1 Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 16.11.2 The employment of the surviving spouse where hospitalization and medical insurance coverage is obtained through a group program provided by said EMPLOYER. It is further understood, however, that in said event, the surviving spouse shall have the right to maintain City hospitalization and medical insurance coverage for the first ninety (90) days of said employment. 16.12 The contributions indicated in this Article 16 shall be paid to the Employer's third party administrator. � - 24 - . .- yo-�� ARTICLE XVII - $AFETY 17.1 EMPLOYER 8nd EMPLOYEE shall cooperate in the enforcement of all applicable regulations for the enforcement of job safety. If an EMPLOYEE feels that his work duties or responsibilities require such EMPLOYEE to be in a situation that violates federal or state safety standards, the matter shall be immediately considered by the EMPLOYER. If such matter is �ot satisfactorily adjusted, it may become the subject of a grievancie and will be processed in accordance with the grievance procedure set forth herein. I � - 25 - ARTICLE XVIII - SPECIAL ALLOWANCES 18.1 In addition to other compensation payable, any full-time employee designated as a member of the Critical Response Team (CIRT) and Hostage Negotiation Team shall be granted an allowance of Eighty ($80.00) Dollars biweekly. Only employees who have satisfactorily completed all required training shall be eligible for such assignment designation and special allowance. 18.2 In addition to other compensation payable, Traffic Police Officers, Traffic Sergeants and Traffic Lieutenants may be granted an allowance not to exceed Four and 60/100 ($4.60) Dollars biweekly as payment for keeping uniforms and equipment in condition, provided that such allowance shall only be payable during times that such EMPLOYEE is performing actual service as a Traffic Police Officer, Traffic Sergeant or Traffic Lieutenant. 18.3 SPECIAL ALLOWANCE FOR "DOG HANDLER" To Police Officers in charge of police dogs and who are required to keep ! the dogs in their homes, transport them in their private cars, etc. , a sum not to exceed Two Hundred and Thirty-Five and 00/100 ($235.00) Dollars biweekly. Such sum shall be considered payment, also, for the keeping in condition of uniforms and equipment and sustenance of the animal. Such allowance shall be payable only during the time the employee is performing duties as outlined above. - 26 - � ��o�� ARTICLE XIX - SHIFT DIFFERENTIAL � 19.1 Any employee who works on a regularly assigned shift beginning earlier �than 6 a.m, or ending later than 6 p.m. , and providing that four or more hours of the shift are between 6 p.m. and 6 a.m. shall be paid a differential of $0.93 per hour for all hours of the shift actually worked by the employee. 19.2 Any emplpyee who works on a regularly assigned shift beginning earlier �than 6:00 a.m. or ending later than 6:00 p.m. , but less than four hou�rs of the shift worked are between the hours of 6:00 p.m. and 6:00 a.m. , shall be paid a night differential of $0.93 per hour for only, the hours actually worked between the hours of 6:00 p.m. and 6:00 a.m. i � - 27 - ARTICLE XX - VACATION 20.1 In each calendar year, each full-time employee shall be granted vacation according to the following schedule: Years of Service Vacation Granted 0 thru 5 years 13 days after 5 years 18 days after 10 years 21 days after 15 years 23 days after 20 years 25 days Employees who work less than full-time shall be granted vacation on a pro rata basis. 20.2 The head of the Department may permit an employee to carry over into the following year up to ten days vacation. 20.3 Employees with at least 180 days of accumulated unused sick leave shall be allowed to convert two (2) days of unused sick leave to one (1) day of vacation up to a maximum of five (5) days of vacation. This conversion provision may be applied only to the extent that the balance of unused sick leave is not reduced lower than 180 days. � 20.4 The above provisions of vacation shall be subject to Resolution No. 6446, Section I, sub. H. - 28 - � �-90 a�� ARTICLE XXI - HOLIDAYS 21.1 Holidays r�cognized and observed. The following days shall be recognized and observ�d as paid holidays: New Y�ars' Day Columbus Day Martin Luther King Day (1986) Veterans' Day Presidents' Day Thanksgiving Day Memor�al Day Christmas Day Indep�ndence Day Two floating holidays Laborl Day Eligible E PLOYEES shall receive pay for each of the holidays listed above, on which t ey perform no work. For employees normally assigned to a work week of Mo day through Friday, the following shall apply: When er any of the holidays listed above shall fall on Saturday, the receding Friday shall be observed as the holiday. When ver any of the holidays listed above shall fall on Sunday, the �ucceeding Monday shall be observed as the holiday. For thosejemployees assigned to a work week other than Monday through Friday, ttpe holiday shall be observed on the calendar date of the holiday. 21.2 The float�ng holidays set forth in Section 21.1 above may be taken at any time during the contract year, subject to the approval of the department head of any employee. 21.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an EMPLOY�EE'S name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an EMPLOYEE'S name must appear on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither qase shall the holiday be counted as a working day for the purposes i of this �ection. It is further understood that neither temporary, emergency nor othe employees not heretofore eligible shall receive holiday pay. I ' - 29 - ARTICLE XXI - HOLIDAYS (continued) 21.4 Notwithstanding Article 21.1 above, the Employer may at anytime during the life of this Agreement designate the Day after Thanksgiving as a paid holiday. In the event of such designation, the Columbus Day holiday shall be deleted from the paid holiday list as set forth in Article 13.1 above. ; - 30 - . � �� °�a � ARTICLE XXII - SEVERANCE PAY � 22.1 The Employer shall provide a severance pay prograrn as set forth in this Article 22. 22.2 To be eligible for the severance pay program, an employee must meet the follawing requirements: 22.2.1 The employee must be voluntarily separated from City employment or have been subject to separation, lay-off or campulsory retirement. Those employees who are discharged far cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City se!verance pay program. 22.2.2 The employee must file a waiver of reemployment with the Personnel Director, which will clearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or reemployment (of any type) , with the Cilty or with Independent School District No. 625. 22.2.3 Th employee must have an accumulated balance of at least ' (8 ) days of sick leave credits at the time of his/her I se aration from service. 22.3 If an emp�Loyee requests severance pay and if the employee meets the I eligibili�y requirements set forth above, he or she will be granted severancelpay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of separation for each day �f accrued sick leave subject to a maximum as shown below based on Qhe number of years of service with the City. YEAR� OF SERVICE MAXIMUM WITH THE CITY SEVERANCE PAY At I�eas t 20 $ 5,000 21 $ 6,000 22 $ 7,000 23 $ 8,000 24 $ 9,000 , 25 $10,000 - 31 - ARTICLE XXII - SEVERANCE PAY (continued) 22.4 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. 22.5 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 22.6 This severance pay program shall be subject to and governed by the provisions of City Ordinance No. 11490 except in those cases where the specific provisions of this Article conflict with said ordinance and in such cases, the provisions of this Article shall control. II - 32 - . (U, cf�-�� ° ARTICLE XXIII - WAGE SCHEDULE 23.1 Salary ranges applicable to titles covered by this AGREEMENT shall be as shown blelow: WAGE SCHEDULE Effective A B C D E F 10-YR. 15-YR. POLICE OFFICER 12-30-89 1k23.41 1179.57 1238.56 1288.54 1354.43 1409.34 1482.54 1519.16 02-10-90 1�05.58 1261.74 1320.73 1370.71 1436.60 1491.51 1564.71 1601.33 12-29-90 1283.55 1341.95 1403.30 1455.28 1523.81 1580.91 1657.04 1695.13 COMMUNICATIONS TECHNICIAN 12-30-89 1p30.35 1074.67 1124.96 1167.85 1214.41 1265.41 1298.65 1331.93 02-10-90 1i12.52 1156.84 1207.13 1250.02 1296.58 1347.58 1380.82 1414.10 12-29-90 1�86.76 1232.86 1285.16 1329.76 1378.19 1431.23 1465.80 1500.41 *POLICE SERGEANT SERGEANT 12-30-89 1i291.91 1356.49 1424.33 1481.82 1557.61 1620.76 1704.90 1747.01 02-10-90 1'374.08 1438.66 1506.50 1563.99 1639.78 1702.93 1787.07 1829.18 12-29-90 1,1458.79 1525.95 1596.50 1656.29 1735.12 1800.79 1888.30 1932.09 COMMUNICATIONS TECHNICIAN LEADWORKER 12-30-89 ];093.10 1140.13 1193.47 1238.98 1288.37 1342.47 1377.73 1413.05 02-10-90 �175.27 1222.30 1275.64 1321.15 1370.54 1424.64 1459.90 1495.22 12-29-90 1252.02 1300.94 1356.41 1403.74 1455.11 1511.37 1548.04 1584.77 LIEUTENANT 12-30-89 1446.92 1519.27 1595.25 1659.64 1744.53 1815.26 1909.51 1956.68 02-10-90 1529.09 1601.44 1677.42 1741.81 1826.70 1897.43 1991.68 2038.85 12-29-90 �620.00 1695.24 1774.26 1841.23 1929.51 2003.07 2101.09 2150.15 SUPERINTENDENT POLICE RADIO DIVISION 12-30-89 �351.39 1407.46 1466.06 1527.14 1603.17 1671.74 1752.76 1797.61 02-10-90 j1433.56 1489.63 1548.23 1609.31 1685.34 1753.91 1834.93 1879.78 12-29-90 '1520.65 1578.96 1639.90 1703.43 1782.50 1853.81 1938.07 1984.72 CAPTAIN 12-30-89 1620.55 1701.58 1786.67 1858.79 1953.87 2033.08 2138.64 2191.47 02-10-90 1702.72 1783.75 1868.84 1940.96 2036.04 2115.25 2220.81 2273.64 12-29-90 1800.57 1884.84 1973.34 2048.34 2147.23 2229.60 2339.39 2394.33 The abo e 12-30-89 rates represent a 4� increase over the 1-1-89 rates. The 2-1 -90 rates represent an increase of $82.17 biweekly over the 12-30-8 rates. This is in lieu of the Employer making any contribution toward he employee's insurance costs. I - 33 - � ARTICLE XXIII - WAGE SCHEDULE (continued) The above 12-29-90 rates represent an increase of $28.60 biweekly and a 4$ increase over the 2-10-90 rates. The $28.60 biweekly increase is in lieu of an Employer's contribution toward employee's insurance costs. The resulting 12-29-90 rates include a total of $110.77 biweekly which is in lieu of an Employer's contribution toward employee's insurance costs. i � I � � � - 34 - . � �o�� ARTICLE XXIV - LIABILITY FOR INJURIES WHEN EMPLOYED OFF-DUTY 24.1 If an EMPLOYEE has been allowed to procure off-duty employment by the EMPLOYER and the EMPLOYEE is injured during the course and scope of such off-duty employment, the liability for benefits under the law shall not be the r�sponsibility of the EMPLOYER, and the EMPLOYEE agrees to pursue such rights as are available to him against the off-duty Employer. 24.2 If the injury occurring to an EMPLOYEE working in an off-duty employment situation stems from an incident or occurrence that cannot reasonably be attribut�d to the scope of services anticipated to be performed by the EMPLOYEE for his off-duty employer, then the EMPLOYEE shall be deemed to be performing the work of a peace officer for EMPLOYER and shall be accorded all such 'rights and benefits as are presently available to him under this CONTRACT �,and applicable law. � ' - 35 - I ARTICLE XXV - SICK LEAVE SUSPENSION 25.1 During any period in which an EMPLOYEE is absent from work on sick leave, with or without pay, he shall not be employed or engage in any occupation for compensation outside of his regular City employment. Violation of the provisions of this paragraph by any EMPLOYEE shall be grounds for suspension or discharge. - 36 - . ��= �o-a�?� ARTICLE XXVI - RESIDENCE 26.1 The residency requirements as passed by the City Council on December 30, 1982 under Council File No. 279643 shall apply to all em�loyees covered by this Agreement. i I I - 37 - � ARTICLE XXVII - INCAPACITATION 27.1 EMPLOYEES injured during the course of employment and thereby rendered incapable of performing job duties and responsibilities shall receive full wages during the period of incapacity, not to exceed the period equal to twelve (12) months plus accumulated sick leave. It is understood that in such cases, the twelve (12) month period shall first be utilized and only when same is exhausted shall accumulated sick leave be applicable. 27.2 EMPLOYEES disabled through injury or sickness other than specified in Section 27.1 above shall receive full wages for a period equal to accumulated sick leave plus six (6) months as provided herein. It is understood that in such cases, accumulated sick leave shall first be utilized before the six (6) months, or any part thereof, shall be applicable. It is further understood that the six (6) month period shall be available only in those years where the last available Annual Report of the City Civil Service Office shall show average sick leave used per Police Department Employee (based on the 1972 Annual Report method of calculating same) of eight (8) days or less. 27.3 EMPLOYEES injured or incapacitated by illness in the line of duty shall � be entitled to reinstatement at any time within five (5) years from the date of injury or incapacity, provided they are physically capable of resuming their job. 27.4 Except as specifically provided in this Article, all illness and incapacity rules and policies previously in effect shall continue. - 38 - I . �� yo-aa � ARTICLE XXVIII - PREMIUM PAY 28.1 Effective December 30, 1989 any Police Officer who is assigned to the duties of a Field Training Officer shall be paid a differential of $1.00 per hour a�bove his/her regular base rate for those shifts actually worked by the officer. Only offiders who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. 28.2 Effective ,December 30, 1989 any employee designated as a member of the Ordnance Disposal Unit shall be paid a differential of__$1.00 per hour above hisj�her base rate. Only employees who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. � 28.3 Effective December 30, 1989, any Police Officer assigned as a Narcotics Agent to �he Narcotics Unit shall be paid a differential of $1.00 per hour above his/her base rate. i - 39 - i ARTICLE XXIX - MATERNITY LEAVE 29.1 Maternity is defined as the physical state of pregnancy of an ' employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) year. i - 40 - ' ARTICLE XXX - DURATION AND EFFECTIVE DATE C/�� 2 � � 30.1 Except as herein provided, this AGREEMENT shall be effective as of January 1� 1990 and shall continue in full force and effect until December 31, 1991 and thereafter until notified or amended by mutual agreement of the parties. Either party desiring to amend or modify this AGREff.�IENT shall notify the other in writing by June 15 of the year in wtnich modifications are desired, so as to comply with the provisions of the Public Employment Labor Relations Act of 1971. CITY SAINT PAUL SAINT PAUL POLICE FEDERATION / - , tio Manager Saint 1 Pol c F ati n Pre ident � � I � / � �CaC.�'Ot`�—.�- � Perso Director Saint Paul Police F de at'on Saint Paul Police Federation DATED: Januar 24 1990 ij - 41 - �90�a� APPENDIX A Unit Price Overcoats . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$125.00 Jackets, winte� . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 39.95 Jackets, intermediate . . . . . . . . . . . . . . . . . . . . . . . . . .$ 35.95 Jackets, summe* . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 27.95 Parkas. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 49.95 Rain Suits (Motorcycle Officers) . . . . . . . . . . . . . . . . . . . . .$ 17.95 Rain Coats. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 32.00 Cap Covers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.50 Vests . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.50 Alternate Vest . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 5.95 Trousers, winter. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 34.95 Trousers, inteXmediate. . . . . . . . . . . . . . . . . . . . . . . . . .$ 29.50 Trousers, summ�r. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 25.50 Pants (Radio Dp.vision) . . . . . . . . . . . . . . . . . . . . . . . . . .$ 6.95 Shirts, winterl (Colored) . . . . . . . . . . . . . . . . . . . . . . . . .$ 7.95 Shirts, winter� (Ranking Officer) . . . . . . . . . . . . . . . . . . . . .$ 8.95 Shirts, summer; (Colored) . . . . . . . . . . . . . . . . . . . . . . . . .$ 6.95 Shirts, summer'' (Ranking Officer) . . . . . . . . . . . . . . . . . . . . .$ 7.95 Shirts, short Isleeve (Radio Division) . . . . . . . . . . . . . . . . . .$ 6.50 Shirts, long sleeve (Radio Division) . . . . . . . . . . . . . . . . . . .$ 6.75 Ties. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.25 Shoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 19.00 Alternat� Shoes. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 22.00 Chukka Boots. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 19.00 Ranch Wellington Boots. . . . . . . . . . . . . . . . . . . . . . . . . .$ 22.00 Overshoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 12.95 Alternate Overshoes. . . . . . . . . . . . . . . . . . . . . . . . .$ 6.95 Rubbers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.95 Socks (Black or Navy Blue) . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50 Socks (Black with White Foot) . . . . . . . . . . . . . . . . . . . . . .$ 1.75 Rubber Leggin�s . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 4.95 Black Gloves. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 7.50 Uniform Caps, winter. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.75 Uniform Caps, summer. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.75 Sam Browne Belts. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.95 Alternat@ Sam Browne Belts . . . . . . . . . . . . . . . . . . . . .$ 16.25 Garrison Belt . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.SO Cartridge Holder. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.50 Flashlight Holder . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50 Federal Streamer Holder . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.00 Handcuffs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 13.95 Handcuff Case . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.04 - Al - I APPENDIX A (continued) Unit Price Whistle Chains. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.95 Safety Helmet: Visor. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.25 Chin Cup . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50 Chin Strap . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ .95 Heavy Duty Face Shield . . . . . . . . . . . . . . . . . . . . . . .$ 9.95 Head Suspension. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 4.90 Outer Shell. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 14.20 Duty Guard . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.95 Y-D Harness. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.95 Holsters: Federal Man. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 5.95 Safariland 11A . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 18.95 Safariland 29. . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 12.95 Don Hume 216 . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 15.50 The following items are included in the clothing allowance for employees assigned to work as Detectives: 1. Saps 2. Handcuffs 3. Handcuff Holders 4. Overshoes 5. Rubbers 6. Holster - A2 - � �, , (;,� ya-a a� ' 1990 - 1991 COLLECTIVE BARGAINING AGREEMENT � BETWEEN THE CITY OF SAINT PAUL o NTl ,� 'EDERATION �� i�� _ _ . , , . INDEX ARTICLE TITLE PAGE I Purpose 2 II Definitions 3 III Recognition 4 IV Security S � Employer Authority 6 pj Fanployee and Federation Rights - Grievance Procedure 7 VII Savings Clause 11 VIII �ours of Work and Overtime 12 IX Court Time 13 , X Qall Back 14 � XI Stand-By Time 15 XII Uniform Allowance 16 XIII Military Leave of Absence 1� XIV �egal Service 19 XV Working Out of Classification 20 ' XVI Insurance 21 XVII Safety 25 XVIII Special Allowances 26 XIX Shift Differential 2� }{}{ Vacation 28 XXI Holidays 29 XXII Severance Pay 31 XXIII Wage Schedule 33 XXIV Liability for Injuries When Employed Off-Duty 35 XXV Sick Leave Suspension 36 XXVI Residence 3� XXVII Incapacitation 38 XXVIII Premium Pay 39 XXIX Maternity Leave 40 }{X}{ Duration and Effective Date 41 �Appendix A - Uniform Allowance A1 -ii- _ , - COLLECTIVE BARGAINING AGREEMENT BETWEEN ' THE CITY OF SAINT PAUL AND THE SAINT PAUL POLICE FEDERATION This AGREEM�NT is entered into, between the City of Saint Paul, hereinafter referred to as the EMPLOYER, and the Saint Paul Police Federation, hereinafter referred to as the FEDERATION. The EMPLOYER and the FEDERATION concur that this AGREEMENT has as its basic objective the promotion of the mutual interests of the City of Saint Paul and its employees to provide the ' highest level of, services by methods which will best serve the needs of the i general public. i � � -1- � . ARTICLE I - PURPOSE 1.1 The EMPLOYER and the FEDERATION agree that the purpose of entering into this AGREEMENT is to: 1.1.1 Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest level of performance that is consistent with the well-being of all concerned. 1.1.2 Establish the full and complete understanding of the parties ; ! concerning the terms and conditions of this AGREEMENT. 1.1.3 Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this AGREEMENT. 1.1.4 Place in written form the parties' agreement upon terms and conditions of employment for the duration of this AGREEMENT. I -2- _ , ARTICLE II - DE�INITIONS 2.1 FEDERATION: Saint Paul Police Federation 2.2 EMPLOYER: The City of Saint Paul 2.3 FEDERATION MEMBER: A member of the Saint Paul Police Federation. 2.4 EMPLOYEE: A member of the FEDERATION'S exclusively recognized bargaining unit. i i i I -3- � - ARTICLE III - RECOGNITION , 3.1 The EMPLOYER recognizes the FEDERATION as the exclusive representative for the purpose of ineeting and negotiating the terms and conditions of employment for all full-time police department personnel; excluding supervisory employees, confidential ernployees, part-time employees, temporary or seasonal employees and all other employees exclusively represented by other organizations. 3.2 Job classes which are within the bargaining unit and covered by this AGREEMENT are as follows: Captain Communications Technician Communications Technician Leadworker Lieutenant Police Officer ' *Police Sergeant Sergeant Superintendent of Police Radio Division 3.3 In the event the EMPLOYER and the FEDERATION are unable to agree as to � the inclusion or exclusion of a new or modified job position the issue i , shall be submitted to the Bureau of Mediation Services for determination. -4- ARTICLE IV - SECURITY 4.1 The EMPLOYER shall deduct from the wages of employees who authorize such a deduction, in writing, an amount necessary to cover monthly FEDERATION dues. Such monies shall be remitted as directed by the FEDERATION. 4.2 The FEDERATII�N may designate employees from the bargaining unit to act as stewards and shall inform the EMPLOYER in writing of such choice. 4.3 The EMPLOYER shall make space available on the employee bulletin board for posting PEDERATION notice(s) and announcement(s) . Such notice(s) and announcement(s) shall be submitted for the approval of, and posted ' by, the depa�tment head or authorized representative in charge of the i � facility or work area where the notice(s) or announcement(s) is to be posted. 4.4 The FEDERATION agrees to indemnify and hold the EMPLOYER harmless against any and all ¢laims, suits, orders, or judgments brought or issued against the City as a result of any action taken or not taken by the City under the provisions of this Article. 4.5 The Federation agrees that an administrative service fee of twenty-five cents ($0.25) per member biweekly shall be deducted by the City of Saint Paul from the amount withheld for dues or fairshare prior to remittance of dues or fairshare to the Federation. �� I -5- � ARTICLE V - EMPLOYER AUTHORITY 5.1 The FEDERATION recognizes the prerogatives of the EMPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The prerogatives and authority which the EMPLOYER has not officially abridged, delegated or modified by this AGREEMENT are retained by the EMPLOYER. 5.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy which include, but are not limited to such areas of discretion or policy as the functions and programs of the EMPLOYER, its overall budget utilization of technology and organizational structure and selection and direction and number of personnel. -6- ARTICLE VI - EMP�OYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE 6.1 DEFINITION OF GRIEVANCE A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific terms and conditions of the AGREEMENT. It is speci�ically understood that any matters governed by Civil Service Rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafter set forth. Disciplinary actions may be appealed to the Civil Service Commission or to an arbitrator. 6.2 FEDERATION REPRESENTATIVES ' The EMPLOYER will recognize REPRESENTATIVES designated by the FEDERATION i as the grievance representatives of the bargaining unit having the duties ; and responsibilities established by this Article. The FEDERATION shall � notify the $MPLOYER in writing of the names of such FEDERATION REPRESENTATIVES and of their successors when so designated. 6.3 PROCESSING OF GRIEVANCE It is recognized and accepted by the FEDERATION and the EMPLOYER that the processing �f grievances as hereinafter provided is limited by the job duties and responsibilities of the EMPLOYEES and shall therefore be accomplished during normal working hours only when consistent with such ; EMPLOYEE duties and responsibilities. The aggrieved EMPLOYEE and the FEDERATION �EPRESENTATIVE shall be allowed a reasonable amount of time without lossl in pay when a grievance is investigated and presented to the EMPLOYER du�ing normal working hours, provided the EMPLOYEE and the FEDERATION REPRESENTATI�E have notified and received the approval of the designated supervisor w!ho has determined that such absence is reasonable and would not be detri�ental to the work programs of the EMPLOYER. -7- ARTICLE VI - EMPLOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE (continued) , 6.4 PROCEDURES Grievances, as defined by Section 6.1, shall be resolved in conformance with the following procedure: Step l. An EMPLOYEE claiming a violation concerning the interpretation or application of the CONTRACT shall, within twenty-one (21) calendar days after such alleged violation has occurred, present such grievances to the EMPLOYEE'S supervisor as designated by the EMPLOYER. The EMPLOYER designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth the nature of this grievance, the facts on which it is based, the provision or provisions of the CONTRACT allegedly violated, the remedy requested, and shall be appealed to Step 2 within ten (10) calendar days after the EMPLOYER designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the FEDERATION within ten (10) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the FEDERATION to, and discussed with, the EMPLOYER designated Step 2 representative. The EMPLOYER designated representative shall give the I FEDERATION the EMPLOYER'S Step 2 answer in writing within ten (10) calendar days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10) calendar days following the EMPLOYER designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the FEDERATION within ten (10) calendar days shall be considered waived. Step 3. If appealed, the written grievance shall be presented by the FEDERATION to, and discussed with the EMPLOYER designated Step 3 repre- sentative. The EMPLOYER designated representative shall give the FEDERATION -8- . ARTICLE VI - EMPLOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE (continued) the EMPLOYE�'S Step 2 answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed b� the FEDERATION to Step 4 within ten (10) calendar days following the EMPLOYER designated representative's final answer in Step 3. Any grievance not appeal�d in writing to Step 4 by the FEDERATION within ten (10) calendar days shall 'be considered waived. Step 4. � grievance unresolved in Step 3 and appealed to Step 4 shall be submitted #o arbitration subject to the provisions of the Public Employment ' Labor Rela�ions Act of 1971. The selection of an arbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as established by the Public Employment Relations Board. I. 6.5 ARBITRATOR'S AUTHORITY 1 A. The atbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the terms and conditions of the AGREEMENT. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the EMPLOYER and the FEDERATION, and shall have no authority to make a decision on any other issue not so submitted. B. The arbitrator shall be without power to rnake decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules or riegulations having the force and effect of law. The arbitrator's decision s�all be submitted in writing within thirty (30) days following the close of the hearing or the submission of briefs by the parties, whichever is later, un ess the parties agree to an extension. The decision shall be based ' solely on the arbitrator's interpretation or application of the express terms of this A�REEMENT and to the facts of the grievance presented. C. The $ees and expenses for the arbitrator's services and proceedings shall be borne equally by the EMPLOYER and the FEDERATION, provided that each party shall be �esponsible for compensating its own representatives and witnesses. -9- � ARTICLE VI - EMPLOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE (continued) If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equally. 6.6 WAIVER If a grievance is not presented within the time limits set forth above, it shall be considered "waived" . If a grievance is not appealed to the next step within the specified time limit, or any agreed extension thereof, it shall be considered settled on the basis of the EMPLOYER'S last answer. If the EMPLOYER does not answer a grievance or an appeal thereof within the specified time limits, the FEDERATION may elect to treat the grievance as denied at that step and immediately appeal the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the EMPLOYER and the FEDERATION in each step. I 6.7 RECORDS All documents, communications and records dealing with a grievance shall be filed separately from the personnel files of the involved EMPLOYEE(S) . -10- ARTICLE VII - SAVINGS CLAUSE 7.1 This AGREEM$NT is subject to the laws of the United States, the State of Minnesota and the City of Saint Paul. In the event any provisions of this AGREEMENT shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been talten within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either part}�. I -11- ARTICLE VIII - HOURS OF WORK AND OVERTIME - 8.1 The normal work day shall be eight (8) consecutive hours per day except for those employees assigned to the 4/40 shift where the normal work days shall be ten (10) consecutive hours per day. 8.2 The normal work period shall be eighty (80) hours in a work period of fourteen (14) days. 8.3 This section shall not be construed as and is not a guarantee of any hours of work per normal work day or per normal work week. 8.4 All employees shall be at the location designated by their supervisor, ready for work, at the established starting time and shall remain at an assigned work location until the end of the established work day unless , otherwise directed by their supervisor. 8.5 Employees will be compensated at the rate of one and one-half (1.5) times i the Employee's normal hourly rate in either compensatory time or in cash, subject to the limitations of Section 8.2, for hours which exceed daily planned scheduling by the EMPLOYER. 8.6 Employees may accumulate up to a maximum of one hundred (100) hours of compensatory time. -12- ARTICLE IX - COURT TIME 9.1 EMPLOYEES required to appear in court during scheduled off-duty time will be compensated at the rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S normal hourly rate. 9.2 The minimum of four (4) hours shall not apply when such court time is an extension of or an early report to a scheduled shift. II I -13- ARTICLE X - CALL BACK • 10.1 EMPLOYEES called to work during scheduled off-duty time will be compensated at the rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S normal hourly rate. 10.2 The minimum of four (4) hours shall not apply when such call to work is an extension of or an early report to a scheduled shift. -14- ARTICLE XI - STAND-BY-TIME 11.1 EMPLOYEES required to stand-by for court appearance during scheduled off-duty time will be compensated for a minimum of two (2) hours based on the EMPLOXEE'S normal hourly rate for such day he is required to stand-by, but such compensation shall not apply where the EMPLOYEE is called to court for an appearance on the case subject to the stand-by request or for any other case. �,I 11.2 The two hourlminimum compensation for stand-by shall not apply if notification� is given that the stand-by is cancelled prior to 6:00 p.m. i of the precejding day. ii 11.3 Unless notif'ied to the contrary, stand-by status shall continue for a maximum of two consecutive days, at which time the EMPLOYEE shall be required to icontact the City or County trial lawyer or his secretary in charge of sc�eduling by 1600 hours the day following initiation of stand-by status, who jwill then continue or cancel stand-by status as required and maintain an �appropriate record of such notification. I « � , . � -15- i ARTICLE XII - UNIFORM ALLOWANCE _ 12.1 The 1972 base of one-hundred eighty ($180.00) dollars as a clothing allowance on a voucher system will be increased on January 1, 1974 and each year thereafter on the basis of a yearly study of the increased cost of the defined uniform. The 1972 base cost of the uniforms are defined in Appendix A. I i I � I � i � -16- ARTICLE XIII - MILITARY LEAVE OF ABSENCE 13.1 PAY ALLOWANGE Any employee who shall be a member of the National Guard, the Naval Militia or any other component of the militia of the state, now or hereafter organized or constituted under state or federal law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organized or constituted under federal law, shall be entitled to leave of absence ' from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all time when such EMPLOYEE is engaged wit� such organization or component in training or active service ordered or authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any calendar year, and further provided that such leave shall be allowed only in case the required military or naval � service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the EMPLOYEE (1) returns to his position immediately upon being relieved from such milita�ry or naval service and not later than the expiration of time herein limi,ted for such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such EMPLOYEE'S own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. 13.2 LEAVE WITHQUT PAY Any EMPLOYBE who engages in active service in time of war or other emergency declared by proper authority or any of the military or naval forces - 17 - ARTICLE XIII - MILITARY LEAVE OF ABSENCE (continued) . of the state or of the United States for which leave is not otherwise allowed by law, shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and subject to such conditions as are imposed by law. 13.3 Such leaves of absence as are granted under Article 13 shall conform to Minnesota Statutes, Section 192 as amended from time to time and shall confer no additional benefits other than those granted by said statute. -18- ARTICLE XIV - LEGAL SERVICE 14.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, EMPLOYER shall defend, save harmless and indemnify an EMPLOYEE and/or his estate against any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of EMPLOYEE'S duties. 14.2 Notwithstandling Article 14.1 above, the Employer shall not be responsible for paying a}�y legal service fees or for providing any legal service arising fromlany legal action where the employee is the Plaintiff. i I I �I -19- ARTICLE XV - WORKING OUT OF CLASSIFICATION 15.1 EMPLOYER shall avoid, whenever possible, working an EMPLOYEE on an out-of-class assignment for a prolonged period of time. Any EMPLOYEE working an out-of-class assignment for a period in excess of fifteen (15) working days during a year shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16) day of such assignment. For purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, all of the significant duties and respons- ibilities of a position different from the employee's regular position, and which is in a classification higher than the classification held by such employee. The rate of pay for an approved out-of-class assignment I shall be the same rate the employee would receive if such employee received a regular appointment to the higher classification. - 20 - ARTICLE XVI - INSURANCE 16.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by the Employer shall be solely controlled by the contracts negotiated by the Employer and the benefit providers. The Employer will attempt to prevent any changes in the benefits offered by the ben�fit providers. However, the employees selecting the offered plans agree to accept any changes in benefits which a specific provider implements. 16.2 Effective January 1, 1990 for each eligible employee covered by this Agreement selecting a health insurance program offered by the Employer, the Employ�r will pay the full cost of such coverage, or $131.67 per month, whichever is less. For each eligible employee selecting family coverage, �he Employer will pay the full cost of such family coverage or $210.00 pe� month, whichever is less. 16.3 Effective �or the April, 1990 insurance premiums, the Employer will discontinu� making any contributions towards the cost of the employee's selected i�surance coverages and the "Cafeteria Plan" will be implementeld. In lieu of such Employer's insurance contributions, effective February 10, 1990 the Employer agrees to increase the full-time employee's base salary by an amount equal to $82.17 biweekly. 16.4 Effective December 29, 1990 the Employer agrees to increase the full-time employee's base salary by an amount equal to $28.60 biweekly. 16.5 Under thel' "Cafeteria Plan" full-time employees must select, at least ' single health insurance coverage and $5,000 life insurance coverage. It is understood that these mandatory coverages may not be waived. - 21 - ARTICLE XVI - INSURANCE (continued) 16.6 Notwithstanding Articles 16.3 and 16.4, if legislation negating the pre-tax status of employee contributions toward selected insurance coverages under the "Cafeteria Plan" becomes effective, the Employer will reduce the employee's wages by an amount equal to $240.00 per month ($110.77 biweekly) . The Employer will then contribute $240.00 per month toward the cost of employee selected insurance coverages under the "Cafeteria Plan" . 16.7 Effective January 1, 1990, employees who retire and who have not reached the age of sixty-five (65) must meet the following conditions in order to be eligible for Employer contributions listed in Articles 16.7 and 16.8 below toward a retiree hospital-medical insurance plan offered by the Employer: 16.7.1 Be receiving benefits from a public employee retirement act. AND 16.7.2 Have severed his/her relationship with the City of Saint Paul under one of the pre-age 65 retiree plans. AND 16.7.3 Have completed at least 20 years of service with the City of Saint Paul or be receiving a disability pension from the City of Saint Paul. 16.8 Effective January l, 1990 for eligible employees who were regularly appointed prior to July 1, 1980 and who retire and who are eligible for I early retiree benefits under the terms set forth in Article 16.7 above and who select a hospital-medical insurance plan offered by the Employer, the Employer agrees to contribute the cost of such single coverage or $106.32 per month, whichever is less. For such eligible early retirees who select family coverage, the Employer will contribute the cost of such family coverage or $318.41 per month, whichever is less. Upon such retirees reaching the age of sixty-five (65) , such Employer's contributions shall terminate. - 22 - ARTICLE XVI - INSURANCE (continued) � 16.9 Effective January 1, 1990, for eligible employees who were regularly appointed on or after July 1, 1980 and who retire and who are eligible for early retiree benefits under the terms set forth in Article 16.7 above and who select a hospital-medical insurance plan offered by the Employer, the Employer agrees to contribute the cost of such single coverage or!, $70.00, whichever is less. For such retirees selecting family coverage, the Employer shall pay the cost of such family coverage or $180.00 per month, whichever is less. Upon such retirees reaching the age of sixty-five (65) , such Employer's contributions shall terminate. 16.10 Effective January 1, 1990, for employees who retire at the age of sixty-five K65) or older or for early retirees upon reaching age sixty-five k65) , and who have completed at least twenty (20) years of service wit� the City of Saint Paul at the time of their retirement, or who are on disability pension under a pension plan to which the City of St. Paul contributes, the Employer agrees to make contributions toward the hospital-medical insurance plans provided by the Employer for retirees sixty-five (65) years of age or older as approved by City Council Resolution. For employees who retire at the age of sixty-five I (65) or oldaer and who have not completed at least twenty (20) years of City service at the time of their retirement, or who are not on disability ;�ension under a pension plan to which the City of Saint Paul contributesl, the Employer will not make any hospital-medical insurance contributidns. For early retirees who had not completed twenty (20) years of s�rvice at the time of their retirement, or who are not on disability ''pension under a pension plan to which the City of Saint Paul contributes, the Employer will discontinue making any hospital-medical insurance contributions upon their reaching age sixty-five (65) . - 23 - ARTICLE XVI - INSURANCE (continued) ' 16.11 In the event of the death of an active employee or an early retiree, the dependents of such employee or retiree shall have the option, within thirty (30) days, to continue the current hospitalization and medical benefits, including such improvements as may be made from time to time, which said dependents previously had, at the premium applicable to early retirees. It is further understood that coverage shall cease in the event of: 16.11.1 Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 16.11.2 The employment of the surviving spouse where hospitalization and medical insurance coverage is obtained through a group program provided by said EMPLOYER. It is further understood, however, that in said event, the surviving spouse shall have the right to maintain City hospitalization and medical insurance coverage for the first ninety (90) days of said employment. 16.12 The contributions indicated in this Article 16 shall be paid to the Employer's third party administrator. - 24 - � ARTICLE XVII - SAFETY � 17.1 EMPLOYER and EMPLOYEE shall cooperate in the enforcement of all applicable regulations for the enforcement of job safety. If an EMPLOYEE feels that his work duties or responsibilities require such EMPLOYEE to be in a s�ituation that violates federal or state safety standards, the matter s�all be immediately considered by the EMPLOYER. If such matter is ndt satisfactorily adjusted, it may become the subject of a grievance �and will be processed in accordance with the grievance procedure s�t forth herein. � I I I - 25 - I ARTICLE XVIII - SPECIAL ALLOWANCES - 18.1 In addition to other compensation payable, any full-time employee designated as a member of the Critical Response Team (CIRT) and Hostage Negotiation Team shall be granted an allowance of Eighty ($80.00) Dollars biweekly. Only employees who have satisfactorily completed all required training shall be eligible for such assignment designation and special allowance. 18.2 In addition to other compensation payable, Traffic Police Officers, Traffic Sergeants and Traffic Lieutenants may be granted an allowance not to exceed Four and 60/100 ($4.60) Dollars biweekly as payment for keeping uniforms and equipment in condition, provided that such allowance shall only be payable during times that such EMPLOYEE is performing actual service as a Traffic Police Officer, Traffic Sergeant or Traffic Lieutenant. 18.3 SPECIAL ALLOWANCE FOR "DOG HANDLER" To Police Officers in charge of police dogs and who are required to keep � ' the dogs in their homes, transport them in their private cars, etc. , a sum not to exceed Two Hundred and Thirty-Five and 00/100 ($235.00) Dollars biweekly. Such sum shall be considered payment, also, for the keeping in condition of uniforms and equipment and sustenance of the animal. Such � allowance shall be payable only during the time the employee is performing duties as outlined above. - 26 - . ARTICLE XIX - SHIFT DIFFERENTIAL 19.1 Any employee who works on a regularly assigned shift beginning earlier tha� 6 a.m. or ending later than 6 p.m. , and providing that four o� more hours of the shift are between 6 p.m. and 6 a.m. shall be pa�d a differential of $0.93 per hour for all hours of the shift actua�ly worked by the employee. 19.2 Any employe� who works on a regularly assigned shift beginning earlier than 6:00 a.m. or ending later than 6:00 p.m. , but less than four hours of the shift worked are between the hours of 6:00 p.m. ' and 6:00 a.m. , shall be paid a night differential of $0.93 per hour for only the hours actually worked between the hours of 6:00 p.m. and 6:00 a.m. ' I i - 27 - I ARTICLE XX - VACATION _ 20.1 In each calendar year, each full-time employee shall be granted vacation according to the following schedule: Years of Service Vacation Granted 0 thru S years 13 days after S years 18 days after 10 years 21 days after 15 years 23 days after 20 years 25 days Employees who work less than full-time shall be granted vacation on a pro rata basis. 20.2 The head of the Department may permit an employee to carry over into the following year up to ten days vacation. 20.3 Employees with at least 180 days of accumulated unused sick leave shall be allowed to convert two (2) days of unused sick leave to one (1) day of vacation up to a maximum of five (5) days of vacation. This conversion provision may be applied only to the extent that the balance of unused sick leave is not reduced lower than 180 days. 20.4 The above provisions of vacation shall be subject to Resolution No. 6446, Section I, sub. H. - 28 - . ARTICLE XXI - HOLIDAYS 21.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Years' Day Columbus Day Martin Luther King Day (1986) Veterans' Day Presidents' Day Thanksgiving Day Memorial Day Christmas Day Indepemdence Day Two floating holidays Labor �ay Eligible EMPLOYEES shall receive pay for each of the holidays listed above, on which they perform no work. For employees normally assigned to a work week of Monday through Friday, the following shall apply: Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the su�ceeding Monday shall be observed as the holiday. For those employees assigned to a work week other than Monday through Friday, thelholiday shall be observed on the calendar date of the holiday. 21.2 The floati�g holidays set forth in Section 21.1 above may be taken at any time durin� the contract year, subject to the approval of the department head of an� employee. 21.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an EMPLOYE�'S name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an EMPLOYEE'S name must appear on �he payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither ca$e shall the holiday be counted as a working day for the purposes of this se�tion. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. - 29 - ARTICLE XXI - HOLIDAYS (continued) - 21.4 Notwithstanding Article 21.1 above, the Employer may at anytime during the life of this Agreement designate the Day after Thanksgiving as a paid holiday. In the event of such designation, the Columbus Day holiday shall be deleted from the paid holiday list as set forth in Article 13.1 above. I 1 - 30 - ARTICLE XXII - SEVERANCE PAY 22.1 The Employer shall provide a severance pay program as set forth in this Article 22. 22.2 To be eligible for the severance pay program, an employee must meet the following requirements: 22.2.1 The employee must be voluntarily separated from City employment or have been subject to separation, lay-off or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City seve�ance pay program. 22.2.2 The �mployee must file a waiver of reemployment with the � Persbnnel Director, which will clearly indicate that by requ�sting severance pay, the employee waives all claims to r�instatement or reemployment (of any type) , with the iCity� or with Independent School District No. 625. 22.2.3 The �mployee must have an accumulated balance of at least (80) days of sick leave credits at the time of his/her ' se a�ation from service. P 22.3 If an emplo�ee requests severance pay and if the employee meets the � eligibility requirements set forth above, he or she will be granted � severance p�y in an amount equal to one-half of the daily rate of pay i i for the position held by the employee on the date of separation for ' each day of accrued sick leave subject to a maximum as shown below ibased on th� number of years of service with the City. YE�":RS F SERVICE MAXIMUM I�'ITH HE CITY SEVERANCE PAY At Le Ist 20 $ 5,000 21 $ 6,000 22 $ 7,000 23 $ 8,000 ' 24 $ 9,000 25 $10,000 - 31 - I ARTICLE XXII - SEVERANCE PAY (continued) � 22.4 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. 22.5 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. � 22.6 This severance pay program shall be subject to and governed by the provisions of City Ordinance No. 11490 except in those cases where the ; specific provisions of this Article conflict with said ordinance and in � such cases, the provisions of this Article shall control. I ( - 32 - ARTICLE XXIII - WAGE SCHEDULE � 23.1 Salary ranges applicable to titles covered by this AGREEMENT shall be as shown below: WAGE SCHEDULE Effective A B C D E F 10-YR. 15-YR. POLICE OFFICER 12-30-89 112�.41 1179.57 1238.56 1288.54 1354.43 1409.34 1482.54 1519.16 02-10-90 1205.58 1261.74 1320.73 1370.71 1436.60 1491.51 1564.71 1601.33 12-29-90 1283.55 1341.95 1403.30 1455.28 1523.81 1580.91 1657.04 1695.13 COMMUNICATIONS TECHNICIAN 12-30-89 1030.35 1074.67 1124.96 1167.85 1214.41 1265.41 1298.65 1331.93 02-10-90 1112.52 1156.84 1207.13 1250.02 1296.58 1347.58 1380.82 1414.10 12-29-90 1186.76 1232.86 1285.16 1329.76 1378.19 1431.23 1465.80 1500.41 *POLICE SERGEANT SERGEANT 12-30-89 1291.91 1356.49 1424.33 1481.82 1557.61 1620.76 1704.90 1747.01 02-10-90 1374.08 1438.66 1506.50 1563.99 1639.78 1702.93 1787.07 1829.18 12-29-90 1458.79 1525.95 1596.50 1656.29 1735.12 1800.79 1888.30 1932.09 COMMUNICATIONS TECHNICIAN LEADWORKER 12-30-89 1093.10 1140.13 1193.47 1238.98 1288.37 1342.47 1377.73 1413.05 i 02-10-90 1175.27 1222.30 1275.64 1321.15 1370.54 1424.64 1459.90 1495.22 � 12-29-90 1252.02 1300.94 1356.41 1403.74 1455.11 1511.37 1548.04 1584.77 LIEUTENANT 12-30-89 1444.92 1519.27 1595.25 1659.64 1744.53 1815.26 1909.51 1956.68 02-10-90 1529.09 160I.44 1677.42 1741.81 1826.70 1897.43 1991.68 2038.85 12-29-90 162Q.00 1695.24 1774.26 1841.23 1929.51 2003.07 2101.09 2150.15 i SUPERINTENDENT POLICE RADIO DIVISION 12-30-89 1351..39 1407.46 1466.06 1527.14 1603.17 1671.74 1752.76 1797.61 02-10-90 1433.56 1489.63 1548.23 1609.31 1685.34 1753.91 1834.93 1879.78 12-29-90 1520.65 1578.96 1639.90 1703.43 1782.50 1853.81 1938.07 1984.72 CAPTAIN 12-30-89 162Q.55 1701.58 1786.67 1858.79 1953.87 2033.08 2138.64 2191.47 , 02-10-90 170�.72 1783.75 1868.84 1940.96 2036.04 2115.25 2220.81 2273.64 12-29-90 180Q.57 1884.84 1973.34 2048.34 2147.23 2229.60 2339.39 2394.33 The above 12-30-89 rates represent a 4� increase over the 1-1-89 rates. The 2-10-90 rates represent an increase of $82.17 biweekly over the 12-30-89 rates. This is in lieu of the Employer making any contribution toward the e!mployee's insurance costs. - 33 - ARTICLE XXIII - WAGE SCHEDULE (continued) � The above 12-29-90 rates represent an increase of $28.60 biweekly and a 4� increase over the 2-10-90 rates. The $28.60 biweekly increase is in lieu of an Employer's contribution toward e�ployee's insurance costs. The resulting 12-29-90 rates include a total of $110.77 biweekly which is in lieu of an Empioyer's contribution toward employee's insurance costs. i - 34 - ARTICLE XXIV - LIABILITY FOR INJURIES WHEN EMPLOYED OFF-DUTY 24.1 If an EMPLOY�E has been allowed to procure off-duty employment by the EMPLOYER and the EMPLOYEE is injured during the course and scope of such off-duty employment, the liability for benefits under the law shall not be the respo�sibility of the EMPLOYER, and the EMPLOYEE agrees to pursue such rights �s are available to him against the off-duty Employer. 24.2 If the injury occurring to an EMPLOYEE working in an off-duty employment situation stems from an incident or occurrence that cannot reasonably be attributed to the scope of services anticipated to be performed by the EMPLOYEE for his off-duty employer, then the EMPLOYEE shall be deemed to be performing the work of a peace officer for EMPLOYER and shall be accorded all such rights and benefits as are presently available to him under this CONTRACT and applicable law. - 35 - ARTICLE XXV - SICK LEAVE SUSPENSION ' 25.1 During any period in which an EMPLOYEE is absent from work on sick leave, with or without pay, he shall not be employed or engage in any occupation for compensation outside of his regular City employment. Violation of the provisions of this paragraph by any EMPLOYEE shall be grounds for suspension or discharge. - 36 - ARTICLE XXVI - RE$IDENCE 26.1 The residen�y requirements as passed by the City Council on December 30b 1982 under Council File No. 279643 shall apply to all empl' yees covered by this Agreement. � - 37 - ARTICLE XXVII - INCAPACITATION 27.1 EMPLOYEES injured during the course of employment and thereby rendered incapable of performing job duties and responsibilities shall receive full wages during the period of incapacity, not to exceed the period equal to twelve (12) months plus accumulated sick leave. It is understood that in such cases, the twelve (12) month period shall first be utilized and only when same is exhausted shall accumulated sick leave be applicable. 27.2 EMPLOYEES disabled through injury or sickness other than specified in Section 27.1 above shall receive full wages for a period equal to accumulated sick leave plus six (6) months as provided herein. It is understood that in such cases, accumulated sick leave shall first be utilized before the six (6) months, or any part thereof, shall be applicable. It is further understood that the six (6) month period shall be available only in those years where the last available Annual , Report of the City Civil Service Office shall show average sick leave I used per Police Department Employee (based on the 1972 Annual Report method of calculating same) of eight (8) days or less. 27.3 EMPLOYEES injured or incapacitated by illness in the line of duty shall be entitled to reinstatement at any time within five (5) years from the date of injury or incapacity, provided they are physically capable of resuming their job. 27.4 Except as specifically provided in this Article, all illness and incapacity rules and policies previously in effect shall continue. - 38 - ARTICLE XXVIII - PREMIUM PAY 28.1 Effective December 30, 1989 any Police Officer who is assigned to the duties of a �ield Training Officer shall be paid a differential of $1.00 per hour abo�e his/her regular base rate for those shifts actually worked by the officer. Only officers who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. 28.2 Effective December 30, 1989 any employee designated as a member of the Ordnance Disposal Unit shall be paid a differential of $1.00 per hour above his/her base rate. Only employees who have satisfactorily completed all required training shall be eligible for such assignment and pay differential. � 28.3 Effective Declember 30, 1989, any Police Officer assigned as a Narcotics Agent to the arcotics Unit shall be paid a differential of $1.00 per hour above hi /her base rate. I � �� - 39 - ARTICLE XXIX - MATERNITY LEAVE 29.1 Maternity is defined as the physical state of pregnancy of an � employee, commencing eight (8) months before the estimated date of childbirth, as determined by a physician, and ending six (6) months after the date of such birth. In the event of an employee's pregnancy, the employee may apply for leave without pay at any time during the period stated above and the employer may approve such leave at its option, and such leave may be no longer than one (1) year. - 40 - ARTICLE XXX - DURATION AND EFFECTIVE DATE � 30.1 Except as he�ein provided, this AGREEMENT shall be effective as of January 1, 1990 and shal� continue in full force and effect until December 31, 1991 and thereafter until notified or amended by mutual agreement of the parties. Either party desiring to amend or modify this AGREEMENT shall notify the other in writing by June 15 of the year in which modifications are desired, so as to comply with the provisions of the Public Employment Labor Relations Act of 1971. CITY SAINT PAULI SAINT PAUL POLICE FEDERATION _ /: . � tio Ma ager Saint 1 Pol ati n Pre ident / � � � � YCC��_ ,� �' � ' Perso Directorl Saint Paul Police F de at'on ! Saint Paul Police Federation . DATED: January 24. +1990 - 41 - , , . APPENDIX A Unit Price Overcoats . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$125.00 Jackets, winter . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 39.95 Jackets, intermedfate . . . . . . . . . . . . . . . . . . . . . . . . . .$ 35.95 Jackets, summer . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 27.95 Parkas. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 49.95 Rain Suits (Motorcycle Officers) . . . . . . . . . . . . . . . . . . . . .$ 17.95 Rain Coats. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 32.00 Cap Covers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.50 Vests . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.50 Alternate Vest . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 5.95 Trousers, winter. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 34.95 Trousers, intermediate. . . . . . . . . . . . . . . . . . . . . . . . . .$ 29.SO Trousers, summer. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 25.50 Pants (Radio Division) . . . . . . . . . . . . . . . . . . . . . . . . . .$ 6.95 Shirts, winter (Colored) . . . . . . . . . . . . . . . . . . . . . . . . .$ 7.95 Shirts, winter (Ranking Officer) . . . . . . . . . . . . . . . . . . . . .$ 8.95 Shirts, summer (Calored) . . . . . . . . . . . . . . . . . . . . . . . . .$ 6.95 Shirts, swnmer (Ranking Officer) . . . . . . . . . . . . . . . . . . . . .$ 7.95 Shirts, short sleeive (Radio Division) . . . . . . . . . . . . . . . . . .$ 6.50 Shirts, long sleevje (Radio Division) . . . . . . . . . . . . . . . . . . .$ 6.75 Ties. . . . . . . . . . . . . . . . . . . . . . . .$ 1.25 i• . . . . . . . . . . Shoes . . . . . . 'I . . . . . . . . . . . . . .$ 19.00 Alternate Sholes. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 22.00 Chukka Boots. . . �I . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 19.00 � Ranch Wellington Bpots. . . . . . . . . . . . . . . . . . . . . . . . . .$ 22.00 Overshoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 12.95 Alternate Ove�:shoes. . . . . . . . . . . . . . . . . . . . . . . . .$ 6.95 Rubbers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.95 Socks (Black or Navy Blue) . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50 Socks (Black with White Foot) . . . . . . . . . . . . . . . . . . . . . .$ 1.75 Rubber Leggings . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 4.95 Black Gloves. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 7.50 Uniform Caps, winter. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.75 Uniform Caps, summ�r. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 8.75 Sam Browne Belts. . . . . . . . . .$ 8.95 Alternate Sam f Browne Belts . . . . . . . . . . . . . . . . . . . . .$ 16.25 Garrison Belt . . : . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.50 i Cartridge Holder. . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.50 Flashlight Holder : . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50 Federal Streamer Hqlder . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.00 Handcuffs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 13.95 Handcuff Case . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 3.04 - A1 - .,,�:t._. �. _ ._. � .- r � . APPENDIX A (continued) Unit Price Whistle Chains. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.95 Safety Helmet: Visor. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.25 Chin Cup . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 1.50 Chin Strap . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ .95 Heavy Duty Face Shield . . . . . . . . . . . . . . . . . . . . . . .$ 9.95 Head Suspension. . . . . . . . . . . . . . . . . . . . . . . . . . .$ 4.90 Outer Shell. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 14.20 Duty Guard . . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.95 Y-D Harness. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 2.95 Holsters: Federal Man. . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 5.95 Safariland 11A . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 18.95 Safariland 29. . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 12.95 Don Hume 216 . . . . . . . . . . . . . . . . . . . . . . . . . . . .$ 15.50 The following items are included in the clothing allowance for employees assigned to work as Detectives: 1. Saps 2. Handcuffs 3. Handcuff Holders 4. Overshoes 5. Rubbers 6. Holster � - A2 -