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90-333 0 R I G 1 N A L . � Council File # 9� ' 3-�-3 Green Sheet # �/3 Z� RESOLUTION ---�, . CITY C3�F SAINT PAUL, MINNESOTA � ' , � � . � Presented By � �7�� '� / � . Referred To Committee: Date R SOLVED, That the Council of the City of Saint Paul hereby approv s and ratifies the attached 1990-1991 agreement between the City o Saint Paul and Local Union 2508, District Council 14, of the Am rican Federation of State, County and Municipal Employees, AFL-CI representing clerical employees. as Navs Absent Requested by Department of: �r►o Osw z � on � Of i e of Personne nd abor Relations acc ee e m n ane � z son v By: '` �2 � R,A.I� Adopted by Counci : Date MAR 1 3 1990 Form Ap by City Attorney Adoption Certifie by Council Secretary gY: /� 2 _ 2Z _ •� By� Approved by Mayor for Submission to � Council � � Approved by Mayor Date AR i 4 199� ',��,�� By: '�� By� �t16°IS�E4 ��►f=�R 2 41990 ` � ' • �qo-333 DEPARTMENTlOFFICE/COUNdL �f 1 C E O f DATE INITIATED � � �O Personnel and Lab r Relatic�ns 2-20-�0 GREEN SHEET NO. iNmw a►� INITIAI/DATE OONTACT PERSON 8 PHONE DEPARTMENT DIRECTOR �CITY COUNCIL J ame s C. L omb a r d i 2 9 2-7 3 01 NuM�Fot� ciTV nrroRNev �CITY CLERK MUST BE WV WUNpL AQENDA BY(DA ROUTING BUDOET DIRECTOR �FIN.�MQT.BERVICES DIR. �MAYOR(OR ASSISTAN'n � TOTAL#�OF 81GNATURE PA � (CLIP ALL LOCATIONS FOR SItiNATUR� ACTION REQUEBTED: This resolution a proves a two year contract between the City and the Tocal 2508, District Council 14 of the American Federation of State, County and Municipal Emplo;►ees, AFL-CIO. The contract peri d is January 1 , 1990 through December 31 , 1991 . REO�AMENDATIONB:Appraro(A)a (F� COUNqL COMMITTEEIF�SEARCH I�PORT OPTIONAL _PUWMINO COAAMISSION qVIL SERVICE COMMISSION ��Y� PHONE NO. _CIB COMMITTEE COMMENTB: _STAFF —DISTRICT COURT 8UPPORTB WNICH OOUNqL OBJE INRIATINCi PROBLEM,ISSUE,OPPOR7U ITY(Who,What,When,Where,Wh�: r �G��lY�� The current contr ct expired on December 31 , 1989. FFR ti�, �q�� r�?,��°LS�'S CbF�� ADVANTAOES IF APPROVED: See attachment DIBADVANTAOEB IF APPROVED: �cF►�� None �� cir� 7�� . CL�kK DI3ADVANTAOEB iF NOT APPROVED: Possible strike o arbitration. �OLi:ICfl C��Seal'C�I C:@t1t2C FE B 2 61a90 TOTAL AMOUNT OF TRAWSA i 1 ,SOH,435 CpgT/REVENUE BUDOETED(CIRCIE ONEj YES NO FUNDING SOURCE vari us ACTIVITY NUMBER FlNANGAL INFORMA710N:(IXPWN) See attachment NOTE: COMPLETE DIRECTIONS ARE INCLUDED IN THE GREEN SHEET INSTRUCTIONAL MANUAL AVAILABLE IN THE PURCHASING OFFICE(PHONE NO.298-4225). ROUTING ORDER: Below are preferred routings for the five most nequent types of dxumeMs: CONTRACTS (assumes authorized COUNGL RESOLUTION (Amend, BdgtsJ budget exists) Accept. Grants) 1. Outside Agency 1. Department Director 2. Inftiating Department 2. Budget Director 3. C1ty Attorney 3. City Attorney 4. Mayor 4. Mayor/Aesistant 5. Finance 8�Mgmt Svcs. Director 5. Ciry Council 6. Finance Accounting 6. Chief Accountant, Fin&Mgmt Svcs. ADMINISTRATIVE ORDER (Budget COUNCIL RESOLUTION (all Mhers) Revision) and ORDINANCE 1. Activiry Manager 1. Initiating Department Director 2. DepaRment Accountant 2. City Attorney 3. Department Director 3. Mayor/Assistant 4. Budget Director 4. City Council 5. City Clerk 6. Chief Accountant, Fn&Mgmt Svcs. ADMINISTRATIVE ORDERS (all others) 1. Initiating Department 2. Ciry Attomey 3. MayodAssistant 4. City Clerk TOTAL NUMBER OF SIGNATURE PAGES Indicate the#of pages on which signatures are requlred and reli each of these pages. ACTION REDUESTED Describe what the project/request seeks to accomplish in either chronologi- csl order or order of importance,whichever is most appropriate for the issue. Do not write complete sentences. Begin each item in your list with a verb. RECOMMENDATIONS Complete if the iasue in question has been presented before any body, public or private. SUPPORTS WHICH COUNCIL OBJECTIVE? Indicate which Council objective(s)your projecUrequest supports by listing the key word(s)(HOUSING, RECREATION, NEIGHBORHOODS, ECONOMIC DEVELOPMENT, BUDGET, SEWER SEPARATION).(SEE COMPLETE LIST IN INSTRUCTIONAL MANUAL.) COUNCIL COMMITTEE/RESEARCH REPORT-OPTIONAL AS REQUESTED BY COUNCIL INITIATING PROBLEM, ISSUE, OPPORTUNITY Explain the situation or conditions that created a need for your project or request. ADVANTAGES IF APPROVED Indicate whether thls is simply an annual budget procedure required by law/ charter or whether there are speciflc wa in which the Ciry of Saint Paul and its citizens will beneflt from this pro�icUaction. DISADVANTAGES IF APPROVED What negative effects or major changes to existing or past prxesaes migM this projecUrequest produce if it is passed (e.g.,traffic delays, noise, tax increases or essessments)?To Whom?When? For how long? DISADVANTAC3ES IF NOT APPROVED What wili be the negative consequences if the promised action is not approved? InabiUty to deliver service?Continued high traffic, noise, accident rate? Loss of revenue? FINANCIAL IMPACT AltFrough you must tailor the information you provide here to the issue you are addreasing, in general you must answer two questions: How much is it gang to cost?Who is�ing to pay? . I . � . • ��d-,33 3 , Attachment to Green Sheet ' AFSCME Local 2508 I. Financial �Information A. Numbe� of employees affected: 605 B. Appro�imate cost of insurance and wages for 1989: $14,289,095. C. Incre�sed cost of insurance and wages for 1990: $790,193. D. Appro�imate cost of insurance and wages for 1990: $15,079,288. , E. Incre�sed cost of insurance and wages for 1991: $718,242. F. Appro�imate cost of insurance and wages for 1991: $15,797,530. G. Overall increase in costs of insurance and wages for 1990 and 1991: $1,50 ,435. These fig res reflect a 4� increase in salary for 1990 and 4.5$ increase in 1991. They also reflect health insurance contribution increases of $40.00 per month for single coverage and $55.00 per month for family coverage in 1990. In addition, an increase of $10,000 per employee per year in life insurance is reflected. The 1991 insurance costs are based upon a contribut on increase of 50$ of the largest premium increase for employee and famil coverage in 1991. For the purpose of costing out the insurance increases for 1991, a premium increase of 12.5� was estimated. The appro imate total package increases will be 5.5$ in 1990 and 4.8� in 1991. Th approximate 1990 and 1991 total package costs reflect a 10.6� increase ver the 1989 total package cost. II. Summarv A. Artic e X - Insurance 1. E fective January l, 1990 the Employers contribution toward s ngle health insurance coverage will be $125.00 per month and t e contribution toward family overage will be $240.00 per month. 2. E fective January l, 1991 the Employer's contribution toward single a d family health insurance coverage will be adjusted to reflect an i crease equal to 50$ of the largest 1991 increase in premium for s ch coverages. 3. E fective January 1, 1990 full-time eligible employees who were r gularly appointed on or after January 1, 1990 and who retire b fore reaching the age of 65 will receive $85.00 per month for s�ngle health insurance coverage and $185.00 per month for family cqverage instead of the current contributions which are the same a� those for active employees when the Group Health Plan is chosen a�d which are $125.00 per month for single coverage and $284.12 per mdnth for family coverage when the Physician's Health Plan is chosen. I� • - � � - . _ ��'o`�-33 , ' Attachment to G een Sheet (continued) 4. E fective January 1, 1990 employee life insurance will be increased f om $5,000 to $15,000. B. Article XIV - Wages Effec ive December 30, 1989 there will be a 4.0$ increase in wages. Effec ive December 29, 1990 there will be a 4.5� increase in wages. C. Artic e XXIII - Severance Pay For e ployees appointed on or after January l, 1990 a new severance pay plan ill be in effect. The employee would need a sick leave balance of 80 days accrued and would received between $5,000 and $10,000 based upon ears of service between 20 and 25 years. Current employees who meet �he new eligibility requirements could also receive the new sever nce pay, otherwise they would be eligible for the current $6,500 maxim pay out. D. Artic e XXVII - Terms of Agreement This s a two year contract covering 1990 and 1991. i I II I I LR.MISC ' attachment.250 . � 333 . � ' (�' 'f�4� �. : 1990 - 1991 AGREEMENT BETWEEN THE CITY OF SAINT PAUL AND LOCAL UNION 2508 DISTRICT COUNCIL 14 OF THE AMERICAN FEDERATION OF STATE� COUNTY AND MUNICIPAL EMPIAYEES, AFL-CIO � i ��o�3�� _ I INDEX t• ARTICLE �TITLE PAGE iPreamble iii I Recognition 1 II Check Off 4 III Hours of Work 5 IV i�ork Breaks 7 V Holidays 8 VI Employee Rights - Grievance Procedure 10 VII City Mileage 14 VIII Residence 15 IX Vacation 16 X Insurance 17 XI Working Out of Classification 24 XII Employee Records 25 XIII Bulletin Boards 26 XIV Wages 27 � fiV Maintenance of Standards 28 XVI Leaves of Absence 29 XVII Military Leave of Absence 32 }�VIII Management Rights 33 XIX Seniority 34 ?�X Discipline 37 J�XI Vacancies 38 X}�II No Strike-No Lockout 39 }t};III Severance Pay 40 }+.}tIV Emergency and Temporary Employees 44 }�J�V Nondiscrimination 45 XXVI Legal Services 46 }:XVII Sick Leave Usage for Dependent Care 47 }UiVIII Terms of Agreement 49 �i Appendix A A1 i � � - ii - � �. ��_ � 33 �' P R E A M B L E r i This AGRE�:MENT entered into by the City of Saint Paul, hezeinafter referred to as the EMPLOYER, and Local Union 2508 affiliated with Council 14 and the Americ n Federation of State, County and Municipal Employees, AFL-CIO, hereinafter re erred to as the UNION, has as its purpose the promotion of harmonious rel tions between the EMPLOYER and the UNION, the establishment of an equitable a d peaceful procedure for the resolution of differences, and the establishment f rates of pay, hours of work, and other conditions of employment. � �I � il I - 111 - .. �� C� �o-�3� ARTICLE I - RECbGNITION �, � 1.1 The EMPLOY�R recognizes the UNION as the sole and exclusive bargaining agent for tthe purpose of establishing salaries, wages, hours and other conditions of employment for all of its employees as outlined in the certificat'on by the State of Minnesota, Bureau of Mediation Services, dated July 12, 1973, in Case No. 74-PR-61-A and as amended and as set forth in Section 1.2 below. 1.2 The bargai ing unit covered by this AGREEMENT shall consist of the following: All office, clerical, and administrative personnel who are employed by the City of Saint Paul or who have their "terms and conditions of employment" establishe by the governing body of the City of Saint Paul, and whose employment service exceeds the lesser of 14 hours per week or 35 percent of the nor al work week and more than 67 work days per year, in the classific tion of: Acco ting Clerk I Acco nting Clerk II Anim 1 Control Officer Assistant Supervisor of Water Billing �`Bank Clerk Buil ing Permit Clerk Cash'er I Cash'er II Chie Meter Reader Cler'cal Supervisor Cler I � Cler II Cler III � Cler IV Cler -Stenographer I Cler -Stenographer II Cler -Stenographer III Cler -Typist I . Cler -Typist II Cler -Typist III Comp ter Operations Assistant--Library Comp ter Operator . Coun elor Aide Trainee Cust mer Service Representative Cust mer Service Senior Representative I I - 1 - � ARTICLE I - RECOGNITION (continued) ''- Data Entry Operator I 'j Data Entry Operator II Data Entry Operator III Disbursement Auditing Supervisor Duplicating Equipment Operator Duplicating Equipment Operator Supervisor EDP Aide _. Elections Assistant �Field Clerk II Fire Property Clerk Laboratory Helper Library Aide License Clerk Maintenance Trainee Management Trainee Meter Reader Park Concession Supervisor Park Guide Parking Enforcement Officer Parking Meter Collector I Parking Meter Collector II *Parking Meter Monitor Parking Meter Monitor Supervisor *Parts Storekeeper Payroll Audit Clerk ��Payroll Supervisor I Payroll System Supervisor ��Police Community Officer Procurement Specialist Procurement Specialist Trainee Property Clerk I Refectory Attendant Refectory Supervisor Registration Clerk Secretary Secretary (Stenographer) Service Worker II Storekeeper *Storekeeper I--Police Storeroom Assistant Storeroom Supervisor Stores Clerk Technical Trainee Telecommunicator Trainee (Clerical) Trainee (Storehouse) Vehicle Maintenance Clerk Water Billing Operator Water Billing Supervisor Zoo Keeper I � Zoo Keeper II - 2 - _ � ��o' 3 3 � ARTICLE I - Rec�gnition (continued) '� 1.3 Any presen� or future employee who is not a UNION member shall be required t� contribute a fair share fee for services rendered by the UNION, and upon notification by the UNION� the EMPLOYER shall check off said f e from the earnings of the employee and transmit the same to the UNI N. In no instance shall the required contribution exceed a pro rata s are of the specific expenses incurred for services rendered by the rep esentative in relationship to negotiations and administration of grievan e procedures. This provision shall remain operatfve only so long as specifically provided by Minnesota law, and as otherwise legal. 1.4 The UNION grees to indemnify and hold the EMPLOYER harmless against any and al claims, suits, orders or �udgments brought or issued against the EMPLOY R as a result of any action taken or not taken by the EMPLOYER under the rovisions of this Article I, Section 1.3. �� I II - 3 - ARTICLE II - CHECK OFF - 2.1 The EMPLOYER agrees to deduct the UNION membership initiation fee - assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the EMPLOYER by a representative of the UNION and the aggregate deductions of all employees shall be remitted together vith an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 2.2 The UNION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or �udgments brought or issued against the EMPLOYER as a result of any action taken or not taken by the EMPLOYER under the provisions of this Article. - 4 - I � � �°- 3� 3 ! ARTICLE III - HbURS OF WORK . 3.1 The normal work day shall be seven and three/fourths (7 3/4) consecutive hours per �lay, excluding a forty-five (45) minute lunch period� 15 (fifteen) minutes oflwhich shall be paid. 3.2 The normal work week shall be five (5) consecutive normal work days in any seven 7) day period. 3.3 For employ es on a shift basis, this shall be construed to mean an average of thirty- ig,ht and three-fourths (38 3/4) hours per week. 3.4 This secti n shall not be construed as, and is not a guarantee of, any hours of work pe norrnal work day or per normal work week. 3.5 Time on th payroll in excess of the normal hours set forth above in this Article sh�ll be "overtime work" and shall be done only by order of the head of th department. 3.6 All employ es in this bargaining unit shall be recompensed for work done in excess f the normal hours established above in this Article by being granted co pensatory time on a time and one-half basis or by being paid on a time Ind one-half basis for such overtime work. The overtime rate of one and on -half shall be computed on the basis of 1/80th of the biweekly rate. 3.7 Normal wor schedules showing the employee's shifts, work days and hours i shall be p sted on all department bulletin boards at all times. It is also under tood that deviation from posted work schedules shall be permissibl due to emergencies, acts of God, and overtime may be required. I 3.8 Notwithsta ding Articles 3.1 through 3.6, employees may, through mutual agreement ith the Employer, work schedules other than schedules limited by the normal 'Iwork day and work week as set forth in Articles 3.1, 3.2 and 3.3. i - 5 - �t ARTICLE III - HOURS OF WORK (continued) Overtime compensation for employees working under such agreements shall be subject to the provisions, for same, as set forth by the Fair Labor Standards Act. 3.9 For employees who wish to share a position, the employer will attempt to provide options for implementing a sharing arrangement. Such an arrangement must be mutually agreed upon by the Employer and the employees involved. Vacation� holiday and sick leave benefits for employees who share a position shall be pro-rated based upon the percent of hours worked. Health insurance benefits shall be administered in accordance with the provisions of Article 10 of this Agreement. In the event that one of the employees participating in the shared position is terminated or terminates employment� the Employer shall post the job sharing vacancy for a period of ten (10) days. If, at the end of ten (10) days� such vacancy cannot be filled� the Employer shall have the option of increasing the remaining employee•s work hours. 3.10 Articles 3.8 and 3.9 shall not be sub�ect to the provisions of Article 6 of this Agreement. - 6 - ., ,G�,c�o �,3 3 ARTICLE IV - WO�tK BREAKS �� I 4.1 Rest Perio�is. All employees work schedules shall provide for a fifteen minute res� period during each one-half shift. The rest period shall be scheduled �y management at approximately the middle of each one-half shift when ver this is feasible. 4.2 If an empl yee is scheduled to work a full half shift beyond his regular quitting t me, he shall be entitled to the rest period that occurs during said half hift. , I i , l � � i ,I . I I j � _ 7 _ ARTICLE V - HOLIDAYS �� 5.1 Holidays recognized and observed. The following days shall be recognized .� and observed as paid holidays: New Year's Day Columbus Day Martin Luther King Day Veterans' Day Presidents' Day Thanksgiving Day Memorial Day Christmas Day Independence Day Two floating holidays Labor Day Eligible employees shall receive pay for each of the holidays listed above, on which they perform no work. 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 succeeding Monday shall be observed as the holiday. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the contract year� sub3ect to the approval of the Department Head of any employee. 5.3 Eligibility Requirements. In order to be eligible for a holiday with pay, an employee'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 case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. 5.4 Not withstanding Article 5.3, effective April 1� 1984 a temporary employee shall be eligible for holiday pay only after such employee has been employed as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shall be eligible for any floating holidays. - 8 - ��d- 33.3 ARTICLE V - HOI�IDAYS (continued) 5.5 Notwithsta`nding Article 5.1, the Employer may at anytime during the life of this Agjreement designate the day after Thanksgiving as a paid holiday. i In the eve�t of such designation, the Columbus Day holiday shall be deleted from the p id holidays list as set forth in Article 5.1. � I � 1I I' �' - 9 - ARTICLE VI - EMPLOYEE RIGATS - GRIEVANCE PROCEDURE - 6.1 The EMPLOYER shall recognize stewards selected in accordance with UNION ` rules and regulations as the grievance representative of the bargaining unit. The UNION shall notify the EMPLOYER in writing of the names of the stewards and of their successors when so named. 6.2 It is recognized and accepted by the EMPLOYER and the UNION that the processing of grievances as hereinafter provided is limited by the �ob duties and responsibilities of the employees and shall therefore be accomplished during working hours only when consistent with such employee duties and responsibilities. The steward involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided� the steward and the employee have notified and received the approval of their supervisor to be absent to process a grievance and that such absence would not be detrimental to the work programs of the EMPIAYER. 6.3 The procedure established by this Article shall be the sole and exclusive procedure, except for the appeal of disciplinary action as provided by Article XX for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this AGREEMENT. 6.4 Grievance shall be resolved in conformance with the following procedure: I Step 1. Upon the occurrence of an alleged violation of this AGREEMENT. the employee involved with or without the steward shall attempt to resolve the matter on an informal basis with the employee's supervisor. If the matter is not resolved to the employee's satisfaction by the informal discussion it may be reduced to writing .and referred to Step 2 by the UNION. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the - 10 - i ARTICLE VI - EM�PLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) ��a 333 � AGREE�iENT violated, and relief requested. Any alleged viola�ion of the AGREEMENT not reduced to writing by the IINION withi� (7) seven work days of the first occurrence of the event givinl rise to the grievance. shall be considered waived. Ste Within seven (7) work days after receiving the writt n grievance a designated EMPLOYER supervisor shall meet with he UNION Steward and attempt to resolve the grievance. If, a a result of this meeting� the grievance remains unresolved, the E PLOYER shall reply in writing to the UNION within three (3) work ays following this meeting. The UNION may refer the grievi ce in writing to Step 3 within seven (7) work days following recei t of the EMPLOYER'S written answer. Any grievance not referr d in writing by the UNION within seven (7) work daqs follow ng receipt of the EMPLOYER'S answer shall be considered waived. Step 3. Within seven (7) work days following receipt of a grieva ce referred from Step 2 a designated EMPLOYER supervisor shall eet with the UNION Business I�ianager or his designated repres ntative. the Employee and the Steward and attempt to resolve the gr evance. Within seven (7) work days following this meeting � the EM�LOYER shall reply in writing to the UNION stating the EMPLOY R'S answer concerning the grievance. If, as a result of the wr tten response the grievance remains unresolved, the UNION may re er the grievance to Step 4. Any grievance not referred in writing by the UNION to Step 4 within seven (7) work days I following receipt of the EMPLOYER'S answer shall be considered waived. � � - 11 - ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) Step 4. If the grievance remains unresolved, the UNION may within seven (7) work days after the response of the EMPLOYER in Step 3, by written notice to the EMPLOYER, request arbitration of the grievance. T?te arbitration proceedings shall be conducted by an arbitrator to be selected by mutual agreement of the EMPLOYER and the UNION within seven (7) work days after notice has been given. If the parties fail to mutually agree upon an arbitrator within the said seven (7) day period, either party may request the Public Employment Relations Board to submit a panel of five (5) arbitrators. Both the EMPLOYER and the UNION shall have the right to strike two (2) names from the panel. The UNION shall strike the first (lst) name; the EMPLOYER shall then strike one (1) name. The process will be repeated and the remaining person shall be the arbitrator. 6.5 The arbitrator shall have no right to amend� modify, nullify, ignore, add to, or subtract from the provisions of this AGREEMENT. The arbitrator shall consider and decide only the specific issue submitted in writing by the EMPLOYER and the UNION and shall have no suthority to make a decision on any other issue not so submitted. The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the application of laws, rules� or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thirty <30) days following close of the hearing or the submission of briefs by the parties, whichever be 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 - 12 - .- �y-� -333 ARTICLE VI - E LOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) i , � �i to the fac�ts of the grievance presented. The decision of the arbitrator � shall be f�nal and binding on the EMPLOYER, the UNION, and the employees. 6.6 The fees a d expenses for the arbitrator's services and proceedings shall be b rne equally by the EMPLOYER and the UNION, provided that each party shal be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause uch a record to be made, providing it pays for the record. 6.7 The time 1 mits in each step of this procedure may be extended by mutual agr ement of the EMPLOYER and the UNION. 6.8 It is understood by the UNION and the EMPLOYER that a grievance may be determin d by either the grievance procedure of this contract or by the provisi ns of the Civil Service Rules of the City of Saint Paul. If an issue is determined by this grievance procedure it shall not again be submitte for arbitration under the Civil Sezvice Rules. If an issue is determined y the provisions of the Civil Service Rules it shall not again be submitte for arbitration under this grievance procedure. 6.9 The provisi ns of this Article 6 shall not apply to Article 3.8 of this Agreement. � � � i , ; - 13 - � ARTICLE VII - CITY MILEAGE 7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the . Saint Paul Administrative Code. as amended� pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the following provisions are adopted. 7.2 Method of Computation: To be eligible for such reimbursement. all officers and employees must receive written suthorization from the Department Head. Tvve 1. If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day the employee's vehicle is actually used in performing the duties of the employee's position. In addition, the employee shall be reimbursed $0.15 per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own sutomobile, then the employee shall be reimbursed at the rate of $0.15 per mile driven and shall not be eligible for any per diem. T p� e 2. If an employee is required to use his/her own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day of work. In addition, the employee shall be reimbursed $0.15 per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reimbursed at the rate of $0.15 per mile driven and shall not be eligible for any per diem. 7.3 The City will provide parking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personal car available for City business. � Such parking will be provided only for the days the employee is required to have his or her own personal car available. 7.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and further require that they maintain automobile liability insurance in amounts of not less than $100,000/$300,000 for personal in�ury, and $25,000 for property damage, or liability insurance in amounts not less than $300,000 single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regulations, together with the amendment thereto� shall be maintained on file with the City Clerk. - 14 - . � ��'a -333 ARTICLE VIII - �tESIDENCE ' 8.1 The resolu�ion pertaining to residency approved July 26, 1979, under Council Fi�e No. 273378 shall apply to all employees covered by this AGREEMENT. I�I I , . I� - 15 - ARTICLE IX - VACATION � 9.1 Vacation credits shall accumulate at the rates shown below for each full ' hour on the payroll, excluding overtime. Years of Service Hours of Vacation lst year thru 4th year .0385 5th year thru 9th year .0577 lOth year thru 15th year .0654 16th year thru 23rd year .0808 24th year and thereafter .1000 9.2 The head of the department may permit an employee to carry over into the calendar year of 1986 up to one hundred and sixty (160) hours of vacation. Into the "vacation year" beginning December 6, 1986 and each "vacation year" thereafter the head of the department may permit an employee to carry over up - to eighty (80) hours of vacation. For the purpose of this article the "vacation year" shall be the fiscal year (IRS payroll reporting year) . 9.3 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I� Sub. H. 9.4 Effective the first day of the first payroll period following the effective date of the resolution approving this Agreement� Library Aides shall be eligible to earn vacation on a pro rata basis in accordance with this Article 9. - 16 - . � �9��333 ARTICLE R - INS RANCE I � 10.1 The EMPLO�ER will continue for the period of this AGREEMENT to provide I for emplo�ees such health and life insurance benefits as are provided by the EMPIA ER at the time of execution of this AGREEMENT. 10.2 The EMPLO ER will for the period of this Agreement provide for full-time employees who were regularly appointed prior to January 1, 1990 and who retire af er the time of execution of this AGREEMENT and until such employees reach sixty-five (65) years of age such health insurance benefits nd life insurance benefits as are provided by the EMPLOYER for active em loyees under this Agreement. 10.3 The Emplo er will for the period of this Agreement provide for half-time employees ho were regularly appointed prior to January 1� 1990 and who retire after the time of execution of this Agreement and until such employees each sixty-five <65) years of age fifty percent (50$) of such health ins rance contributions and life insurance contributions as are provided b the Employer for full-time employees who retire under this Agreement. 10.4 Notwithsta ding Article 10.2, the Employer will for the period of this Agreement ontribute for full-time employees who were regularly appointed rior to January 1, 1990 and who retire after December 31, 1985 and wt�o select the Physicians Health Plan-COMBO Plan provided by the Employ r and until such retirees reach sixty-five (65) years of age, the cost o such retiree coverage or $125.00 per month, whichever is less. For such retirees selecting family coverage the Employer �rill contribute the cost of such family coverage or $284.12 per month, whichever i�s less. ' - 17 - ARTICLE X - INSURANCE (continued) For half-time employees who were regularly appointed prior to January 1, 1990 and who retire after December 31, 1985 and who select the Physicians Health Plan-COMBO Plan provided by the Employer and until such retirees reach sixty-five (65) years of age, the Employer will contribute fifty percent (50$) of such health insurance contributions as are provided by this Article 10.4 for full-time employees who retire. 10.5 Employees who zetire after execution of this Agreement must meet the following conditions at the time of retirement to be eligible for the City contributions to health insurance set forth in Article 10.2� 10.3 and 10.4. 10.5.1 Be receiving benefits from a public employee retiree act at the time of retirement. AND � 10.5.2 Have severed his relationship with the City of Saint Paul under one of the early retiree plans. 10.6 In addition to meeting the eligibility requirements stated in 10.5.1 and � 10.5.2 above. retiring employees must also meet the following condition in order to be eligible for the early retiree insurance benefits set forth in Articles 10.2, 10.3, 10.4 and 10.8. 10.6.1 Must be at least 58 years of age and have completed 25 years of employment with the City of Saint Paul OR The combination of their age and their years of service must equal eighty-five (85) or more. OR Must have completed at least thirty (30) years of service. 10.7 Full-time employees who were regularly appointed prior to January 1. 1990 and who retire and who meet the conditions set forth in 10.5.1 - 18 - �9�- 333 � ARTICLE R - IN URANCE (continued) ' , and 10.5.i2 but who meet none of the conditions set forth in 10.6.1� shall be Ileligible for the following percentages of the amount contribut��ed by the Employer toward health insurance for active employees in the sa e health plan. Such retirees shall be eligible for such contribut on until they reach sixty-five (65) years of age. Combina ion of Age Contribution For Contribution and Year of Service Single Coverage Familv Coverage 4 90$ 90$ 3 80$ 80$ 2 70$ 70$ 1 60$ 60$ 0 50$ 50$ 10.8 The Emplo er will for the period of this Agreement contribute for full-time employees who were regularly appointed on or after January 1, 1990 and ho retire and who select the single health insurance coverage provided y the Employer and until such retirees reach sixty-f ive (65) years of ge. the cost of such retiree coverage or $85.00 per month, whichever is less. For such retirees selecting family health insurance coverage he Employer will contribute the cost of such familq coverage or $185.00 per month, whichever is less. � � II� 1 ' - 19 - ARTICLE X - INSURANCE (continued) 10.9 For Employees who retire at the age of 65 or older or for earlq retirees upon reaching age 65, and who have completed at least ten years of service with the City at the time of their retirement, the Employer will provide health insurance contributions toward employee health insurance plans as are provided by the Employer for ret,irees 65 years of age or older as approved by City Council Resolution. For such employees or early retirees who have not completed at least ten (10) qears of service with the City at the time of their retirement� the Employer will discontinue providing any health insurance contributions upon their retirement or in the case of early retirees upon their reaching age sixty-five (65) . This Article 10.9 shall not apply to employees who were regularly appointed to City employment prior to February 29, 1988. Employees who were regularly appointed to City employment prior to February 29� 1988 and subsequently terminated shall be covered by this Agreement in the I event that they are regularly appointed at a later date. 10.10 A retiree may not carry his/her spouse as a dependent if such spouse is also a a City retiree or City employee and eligible for and is enrolled in the City health insurance program. 10.11 For each eligible employee covered by this Agreement who is employed full-time and who selects employee health insurance co�erage, the Employer agrees to contribute the cost of such coverage or $125.00 per month, whichever is less. For each full-time employee who selects family health insurance coverage, the Employer will contribute the cost of such family coverage or $240.00 per month� whichever is less. - 20 - � �y�o -33.3 ARTICLE X - IN URANCE (continued) 10.12 Effectivej January 1. 1991 the Employer's contribution toward employee health in�surance coverage shown above in Article 10.11 shall be adjusted to reflec�t an increase of fifty percent (SO$) of the largest 1991 premium i crease for employee health insurance coverage provided by the Employer. 10.13 Effective January 1. 1991 the Employer's contribution toward family health in urance coverage shown above in Article 10.11 shall be adjusted to reflec an increase of fifty percent (50$) of the largest 1991 premium i crease for family health insurance coverage provided bq the Employer. 10.14 For the p rpose of this Article, full-time employment is defined as � appearing on the payroll at least 32 hours per week or at least 64 hours per pay p riod excluding overtime hours. 10.15 For each ligible employee covered by this Agreement who is employed half-time nd who selects employee health insurance coverage, the Employer a�rees to contribute fifty percent (50$) of the amount contribute�d for full-time employees selecting employee coverage in the same insurl�nce plan. For each half-time emploqee who selects family I health ins�rance coverage, the Employer will contribute fifty percent (50�) of t�e amount contributed for full-time emploqees selecting family health ins�irance coverage in the same insurance plan. For the purpose of this Ar�icle, half-time employment is defined as appearing on the payroll at least 20 hours but less than 32 hours per week or at least 40 hours b t less than 64 hours per pay period excluding overtime hours. i Ii - 21 - ARTICLE R - INSURANCE (continued) 10.16 Notwithstanding Article 10.15, employees covered by this Agreement and � employed half-time prior to January 1� 1986 shall receive the same health insurance contributions as a full-time employee. This Article 10.16 applies only to employees who were employed half-time during the month of December, 1985 and shall continue to apply only as long as such employee remains continuously employed half-time. 10.17 For each eligible employee the Employer agrees to contribute the cost of $5,000 of life insurance coverage. Effective on the first day of the first month following the effective date of the resolution approving this Agreement the life insurance coverage will be increased to $15�000. 10.18 The contributions indicated in this Article 10 shall be paid to the Employer's Group Health and Welfare Plan. 10.19 Any cost of any premium for any City-offered employee or family insurance coverage in excess of the dollar amounts stated in this Article 10 shall be paid by the employee. 10.20 Employees eligible for health insurance coverage may select either one of the following coverages: � Group Health Physicians Health Plan-COMBO In the event the Employer makes available to employees a health insurance plan not listed above, this Agreement may be reopened by mutual agreement of the Employer and Union to add such plan to the above list in this Article 10.20. - 22 - ��333 ARTICLE X - IN URANCE (continued) I 10.21 It is thei intention of the Employer to provide a system whereby the employee'I�S contribution toward the premiums for the employee selected health in urance coverages can be paid on a pre-tax basis. Such a system wi 1 have to be devised in order to process both a single and a family he lth insurance contribution rate. Such a system shall be provided y the Employer as soon as administratively possible. It is understoo that when this system is implemented, employees covered by this Agre ment will be eligible to participate in the Flexible Spending Account a offered by the Employer. 10.22 Effective the first day of the first payroll period following the effective ate of the resolution approving this Agreement, Library Aides shall be e igible for insurance coverage on a pro rata basis in accordance with the terms of this Article 10. �I � i i i - 23 - ARTICLE XI - WORKING OUT OF CLASSIFICATION 11.1 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 (16th) day of such assignment. For purposes of this article, and 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 responsibilities 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 a regular appointment to the higher classification. �1.2 For the following classifications, the provisions of 11.1 shall not apply to performance of the duties of the next higher classification in the job series: Clerk I Clerk-Stenographer I Clerk-Typist I Data Entry Operator I Zookeeper I - 24 - (� �o-333 ARTICLE XII - F�MPLOYEE RECORDS I - ' 12.1 Any writte� reprimand made concerning any member of this Bargaining Unit whichiis filed with the Personnel Office or within any City departmentl. shall be shown to the member before it is placed on f ile. Before the reprimand is placed on file, the City shall request from the employ e an acknowledgment� in writing. that the reprimand has been read y said employee. 12.2 Any member of the bargaining unit may, during usual working hours� with the a proval of the supervisor, review any material placed in the employ e's personnel file� after first giving proper notice to the superv sor in custody of such file. 12.3 Any member f the bargaining unit may file a grievance or discrimination complaint a d there shall be no retaliation by the City of Saint Paul for such ac ion. . i - 25 - ARTICLE %III - BULLETIN BOARDS 13.1 The EMPLOYER shall provide reasonable bulletin space for use by the UNION in posting notices of UNION business and activities� said bulletin board space shall not be used by the IINION for political purposes other than UNION elections. Use of this bulletin board is subject to approval of the department head. - 26 - �-`�p_�3 _3 ARTICLE XIV - W�GES �� i 14.1 The wage s�Chedule, for purposes of this contract, shall be Appendix A, attached h�reto. Both parties agree that the inclusion of the classifications and salary�iranges in Appendix "A" does not preclude the Employer from the following: � 1. R organizing 2. A olishing classifications 3. E tablishing new classifications 4. R grading classifications 5. R classifying positions Both parti s also agree that titles and grades in Appendix A refer to employees 'n the positions at the date of signing of the Agreement. No employee i this bargaining unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such egrading or reclassification takes place. I I I i � II �I - 27 - ARTICLE XV - MAINTENANCE OF STANDARDS 15.1 The parties agree that all conditions of employment relating to � wages, hours of work, overtime differentials, vacations and all other general working conditions shall be maintained at not less than the highest minimum standard set forth in the Civil Service Rules of the City of Saint Paul (Resolution No. 3250) and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of this AGREEMENT, and the conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this AGREEMENT. - 28 - �9° "333 ARTICLE RVI - VES OF ABSENCE � 16.1 Leave of A�sence. After three month's employment, an employee may make appli�ation for a leave of absence not to ezceed one year. A leave of al�sence shall be granted on the basis established in the Civil Serv�ce Rules, (Resolution No. 3250). 16.2 Sick Leavel Sick leave shall accumulate at the rate of .0576 of a working ho r for each full hour on the payroll, excluding overtime. Sick leave ccumulation is unlimited. To be eligible for sick leave the employe must report to his supervisor no later than one-half hour past h s regular scheduled starting time. The granting of sick leave hall be sub�ect to the terms and provisions of Resolution No. 3250 of the City of Saint Paul. 16.3 Any employe who has accumulated sick leave credits as provided above shall be gr nted leave with pay, for such period of time as the head of the departm nt deems necessary, on account of sickness or injury of the employee, q arantine established by a public health enforcement agency� death of th employee's mother, father, spouse� child, brother, sister, mother-in-1 , father-in-law, or other person who is a member of the household; a d may be granted leave with pay for such time as is actually necessary fo office visits to a doctor, dentist. optometrist, etc. 16.4 Leave Withou� Pay. Any employee who engages in active service in time of war or otherlemergency declared by proper authority of any of the military or naval for es of the state or of the United States for which leave is not otherwis allowed by law shall be entitled to leave of absence from employment w�thout pay during such service with right of reinstatement and subject t�o such conditions as are imposed by law. Such leaves of - 29 - ARTICLE XVI - LEAVES OF ABSENCE (continued) absence as are granted under Article 17 shall conform to Minnesota Statutes,es, ' Section 192, as amended from time to time, and shall confer no additional benefits other than those granted by said statute. 16.5 Severance Pay. Employees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 11490. The amount of Severance Pay allowed shall be that amount permitted by State Statutes subject to the provisions that the maximum amount allowed shall be $4,000. 16.6 Jury Duty. Any employee who is required during his regular working hours to appear in court as a juror or witness except as a witness in his own behalf against the CITY, shall be paid his regular pay while he is so engaged, provided however, that any fees that the employee may receive from the court for such service shall be paid to the CITY and be deposited with the CITY Finance Director. Any employee who is scheduled to work a shift, other than the normal daytime shift, shall be rescheduled to work the normal daytime shift during such time as he is required to appear in court as a �uror or witness. 16.7 Funeral Leave. Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted one day of such leave 1 to attend the funeral of the employee's grandparent or grandchild. 16.8 An employee elected or appointed to a full time paid position by the exclusive representative may be granted a leave of absence without pay for not more than one year for the purpose of conducting the duties of the exclusive representative. - 30 - �j=�o-333 ARTICLE XVI - L AVES OF ABSENCE (continued) , _ i 16.9 Maternity�land Parental Leave. Pregnant employees of the City of Saint Paul shal� be eligible for the use of paid sick leave and unpaid leave of absenc� in the same manner as any other disabled or ill Citq employee. Such paid sick leave eligibility shall begin upon certifica ion by the employee's attending physician that the employee is disabled terms of her ability to perform the duties of her position. A twelve (12) month Parental leave of absence without paq shall be granted to a natural parent or an adoptive parent, vho requests such leave in c njunction with the birth or adoption of a child. Such leave may be ext nded an additional twelve (12) months by mutual agreement between th employee and the Employer. Refusal on the part of the Employer t� grant an extension of such leave shall not be sub3ect to the provisions of Article 6 of this Agreement. Employees ho return following such leaves of absence shall be placed in a position of equivalent salary and tenure as the one held �ust prior to the beginn ng of their leave. 16.10 Effective t�he first day of the first payroll period following the effective d te of the resolution approving this Agreement, Library Aides shall be el gible for the provisions of this Article 16 on a pro rata basis in ac�cordance with the terms of this Article 16. i , � - 31 - ARTICLE RVII - MILITARY LEAVE OF ABSENCE � 17.1 Pay Allowance. 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 xho 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, nor 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 the time when such employee is engaged with such organization or component in training or active service ordered or suthorized 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 military or naval service and not later than the expiration of time herein limited for such leave, of (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 suthority to continue in such military or naval service beyond the time herein limited for such leave. - 32 - � ��a - 333 ARTICLE RVIII -iiMANAGEMENT RIGHTS 18.1 The UNION �ecognizes the right of the CITY to operate and manage its affair� in all respects in accordance with applicable laws I and regulat�ions of appropriate suthorities. Al1 rights and authority � which the ITY has not officially abridged, delegated or modified by this AG EMENT are retained by the CITY. 18.2 A public e loyer is not required to meet and negotiate on matters of nherent 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 f personnel. I � �i II I . I i � - 33 - ARTICLE %IR - SENIORITY 19.1 Seniority, for the purpose of this AGREEMENT� shall be defined as follows: The length of continuous, regular and probationary service with the EMPLOYER from the date an employee was first certified and appointed to a class title covered by this AGREEMENT, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same date, the seniority shall be determined by employee's rank on the eligible list from which certification was made. 19.2 Seniority shall terminate when an employee retires� resigns, or is discharged. 19.3 In the event is is determined by the EMPLOYER that it is necessary to reduce the work force. employees will be laid off by class title within each department based on inverse length of seniority as defined above. However, when layoff occurs in any of the titles listed below under Column A layoff shall be based on inverse length of total seniority in all titles listed on the corresponding line under Column B. The Personnel Department will identify such least senior employee in that title in the Department reducing positions, and shall notify said employee of his/her reduction from the department. If there are any vacancies in any of the titles under Column B on which seniority was based, in any other City Department, the Personnel Department shall place the affected employee in such vacancy. If two or more vacant positions are available the Personnel Department shall decide which vacant positions the affected employee shall fill. If no vacancy exists in such titles, then the least senior City employee in such titles shall be identified, and if the employee affected by the original - 34 - ', �yo - 333 ARTICLE XIX - SEjNIORITY (continued) � departmental reduction is more senior, he/she shall have the right to claim that positi�on and the least senior City employee in such titlea shall be the employe�e laid off. For the purposes of this article, the Board of Education ijs not included as a City department nor is a Board of Education employee in luded as a City employee. Column A Column B Accounting achine Operator I Accounting Machine Operator I, Accounting Machine Operator II Accounting achine Operator II Accounting Machine Operator II, Accounting Machine Operator I Cashier I Cashier I, Cashier II Cashier II Cashier II, Cashier I Clerk I Clerk I, Clerk II Clerk II Clerk I. Clerk II Clerk-Typis I Clerk-Typist I, Clerk-Typist II Clerk-Typis II Clerk-Typist II. Clerk-Tqpist I Clerk-Steno rapher I Clerk-Stenographer I, Clerk-Stenographer II Data Entry perator I Data Entry Operator I, Data Entry Operator II 19.4 In cases wh re there are promotional series, such as Clerk I, II, III, etc. , when he number of employees in these higher titles is to be reduced. em loyees who have held lower titles which are in this bargaining unit will b offered reductions to the highest of these titles to which class seniority would keep them from being laid off� before laqoffs are made by any class title within any department. 19.5 In cases wh re an employee to be laid off has held no regular appointment in a lower itle in the same promotional series as his/her current title� that employee will be offered a reduction to the title within the bargaining unit to whic he/she was regularly appointed immediately prior to his/her current titl . so long as there is either a vacancy or if no vacancq exists a less senio employee in such _title may be displaced. In cases where an employee to e laid off has held no regular appointment to any titles immediately rior to his/her current title, said employee shall be laid off. - 35 - ARTICLE RIR - SENIORITY (continued) The employee reducing into a title formerly held must satisfactorily complete � a six-month probationary period in such title. If the probationary period is not satisfactory, the employee shall, at any time during the probationary period, be reinstated to his/her former title and shall be laid off, but such employee's name will be placed on the reinstatement register in his/her former title and "bumping" rights herein shall not again apply to such employee. This procedure will be followed by the City for City employees, and by the Board of Education for Board of. Education employees; however, City employees being reduced or laid off may not displace Board of Education employees; Board of Education employees being reduced or laid off may not displace City employees. 19.6 It is understood that such employees will pick up their former seniority � date in any class of positions that they previously held. 19.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two years of layoff. - 36 - � ��-333 ARTICLE XX - DI�CIPLINE . 20.1 The EMPLOY�R will discipline employees for just cause only. Disciplinelwill be in the form of: �I 20.1.1 Or l reprimand; 20.1.2 Wr tten reprimand; 20.1.3 Su pension; 20.1.4 Re uction; 20.1.5 Discharge 20.2 Suspensions� reductions and discharges will be in written form. 20.3 Employees a d the UNION will receive copies of written reprimands and notices of suspension and discharge. 20.4 Employees m y examine all information in their EMPLOYER personnel files that oncerns work evaluations, commendations and/or disciplinary actions. F les may be examined at reasonable times under direct supervision of the EMPLOYER. 20.5 Discharges ill be preceded by a five (5) day preliminary suspension without pay During said period, the employee and/or UNION may request, and shall b entitled to a meeting with the EMPLOYER representative who initiated t e suspension with intent to discharge. during said five (S) day per od, the EMPLOYER may affirm the suspension and discharge in accordance ith Civil Service Rules or may modify� or withdraw same. 20.6 An employee to be questioned concerning an investigation of disciplinary action shall� have the right to request that a UNION representative be � present. ' 20.7 Grievances 'elating to this Article shall be processed in accordance with existi Civil Service procedures or at the option:of the employee may be taken up in the grievance procedure under Article VI. If an issue is determined by the grievance procedure it shall not again be submitted fo arbitration under the Civil Service Rules. If an issue is determined b the provisions of the Civil Service Rules it shall not again be submittedlfor arbitration under the grievance procedure. I - 37 - ARTICLE XXI - VACANCIES 21.1 The Personnel Office will inform all departments that the department's timekeeper shall post notices of all �ob vacancies in their department at least five days before submitting a requisition to the Personnel Office. - 38 - ��° "3.33 � ARTICLE RXII - 0 STRIKE - NO LOCKOUT ' 22.1 Neither thel Union, its officers or agents, nor any of the employees covered by �this Agreement will engage in, encourage, sanction or support anyl� strike, or the withholding in whole or in part of the full perfo Iance of their duties during the life of this Agreement, except as s ecifically allowed by the Public Employment Labor Relations A t. In the event of a violation of this Article, the Employer wi 1 warn employees of the consequences of their action and shall i struct them to immediately return to their normal duties. Any employe who fails to return to his full duties within twenty- four (24) h urs of such warning may be sub�ect to the penalties provided in the Public Employment Labor Relations Act. 22.2 No lockout, or refusal to allow employees to perform available work, shall be instituted by the Employer and/or its appointing authorities during the life of this Agreement. � I I�'I , i'I . I �I - 39 - ARTICLE RXIII - SEVERANCE PAY 23.1 The Employer shall provide a severance pay program as set forth in this - Article. 23.2 To be eligible for the severance pay program, an employee must meet the following requirements: 23.2.1 The employee must be 58 years of age or older or must be eligible for pension under the "rule of 85" or the "rule of 90" provisions of the Public Employees Retirement Association (PERA) . The "rule of 85" or the "rule of 90" criteria shall also apply to employees covered by a public pension plan other than PERA. 23.2.2 The employee must be voluntarily separated from City employment or have been sub3ect to separation by 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 severance pay program. 23.2.3 The employee must have at least ten (10) years of consecutive service under the classified or unclassified Civil Service at the time of separation. For the purpose of this Article� employment in either the City or in the Independent School District No. 625 may be used in meeting this ten (10) year service requirement. 23.2.4 The employee must file a waiver of reemployment with the Director of Personnel, which will clearly indicate that by requesting severance pay� the employee waives all claims to reinstatement or reemployment (of any type) , with the City or with Independent School District No. 625. 23.2.5 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 23.3 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above� he or she will be granted severance pay 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 of accrued sick leave subject to a maximum of 200 accrued sick leave days. 23.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. - 40 - G��o � ��3 AR�'�TCLE XRIII - EVERANCE PAY (continued) , 23.5 For the pur�ose of this severance program� a death of an employee shall be co�sidered as separation of employment, and if the employee would have �net all of the requirements set forth above, at the time i of his or h�r death, payment of the severance pay will be made to the employel 's estate or spouse. 23.6 For the pur ose of this severance program, a transfer from the City of Sai t Paul employment to Independent School District No. 625 employment s not considered a separation of employment, and such transferee hall not be eligible for the City severance program. 23.7 The manner f payment of such severance pay shall be made in accordance ith the provisions of City Ordinance No. 11490. 23.8 This severa ce pay program shall be sub3ect to and governed by the provisions of City Ordinance No. 11490 except in those cases where the specific� provisions of this article conflict �ith said ordinance and in such �Cases� the provisions of this article shall control. 23.9 The provisio�s of this Article shall be effective as of December 24, 1983. 23.10 Any employe� hired prior to December 31� 1983 may, in any event. and upon meetin the qualifications of this Article or City Ordinance No. 11490. s amended by City Ordinance No. 16303, section 1� section 6, draw severa�ce pay. However, an election by the employee to .draw severance p�y under either this Article or the ordinance shall constitute a bar to re�eiving severance pay from the other. Any emploqee hired after Decem�er 31� 1983 shall only be entitled to the benefits of this Article upor� meeting the qualifications herein. i - 41 - ARTICLE RXIII - SEVERANCE PAY (continued) ' 23.11 Articles 23.12 through 23.18 shall apply only to employees appointed on - or after January 1, 1990 to a title covered by this Agreement. 23.12 The Employer shall provide a severance pay program as set forth in Articles 23.13 through 23.20. 23.13 To be eligible for the severance pay program, an employee must meet the following requirements: 23.13.1 The employee must be voluntarily separated from City employment or have been subject to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency� incompetency, or any other disciplinary reason are not eligible for the City severance pay program. 23.13.2 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 City or with Independent School District No. 625. 23.13.3 The employee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his I separation from service. ! 23.14 If an employee requests severance pay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay 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 of accrued sick leave subject to a maximum as shown below based on the number of years of service in the City. Years of Service with the Citv Maximum Severance Pav At Least 20 $ 5,000 21 6,000 22 7,000 23 8,000 24 9,000 25 10,000 - 42 - I �-yo-��-� ARTICLE XXIII -I� SEVERANCE PAY (continued) III 23.15 For the p�rpose of this severance program� a death of an employee shall be consid�red as separation of employment� and if the employee vould have met I'll of the requirements set forth above, at the time of his or � her death,l payment of the severance pay shall be made to the employee•s estate or spouse. 23.16 For the pu pose of this severance program, a transfer from the City of Saint Paul employment to Independent School District No. 625 employment is not con idered a separation of employment, and such transferee shall not be eli ible for the City severance program. 23.17 The manner of payment of such severance pay shall be made in accordance with the p visions of City Ordinance No. 11490. 23.18 This severa ce pay program shall be subject to and governed by the provisions �f City Ordinance No. 11490 except in those cases where the specific pr visions of this Article conflict with said ordinance and in such cases, the provisions of this Article shall control. �I 23.19 Notwithstanling Article 23.11� employees appointed prior to January 1, 1990 to a title covered by this Agreement who meet the qualifications as defined i� Articles 23.13 and 23.14 may elect to draw severance pay under the pr visions of 23.14. However, an election by an employee to draw severan e pay under 23.14 shall constitute a bar to drawing severance pa under any other provision set forth in this Agreement. 23.20 Employees ap�ointed on or after January 1, 1990 to a title covered by i, this Agreemer�t shall not be eligible for any severance plan provisions other than th�e provisions as set forth in Articles 23.11 thru 23.19. I ' - 43 - I ARTICLE XXIV - EMERGENCY AND TEMPORARY EMPLOYEES � 24.1 It is recognized that Emergency and Temporary employees are �ithin � the unit covered by this AGREEMENT� however, eacept as specifically provided by this AGREEMENT, emergency and temporary employees shall not have or acquire any rights or benefits other than specificallq provided by the provisions of the Civil Service Rules and/or the Saint Paul Salary Plan and Rates of Compensation. - 44 - � �o- 333 ARTICLE RXV - NQNDISCRIMINATION I 25.1 The termsland conditions of this AGREEMENT will be applied to employees � equally wilthout regard to, or discrimination for or against� any individual'� because of race, color, creed, sex, age� or because of membership�'lor non-membership in the UNION. �� 25.2 Employees �ill perform their duties and responsibilities in a nondiscrim�natory manner as such duties and responsibilities involve other empl yees and the general public. I I I I i, , I�i i i � � ! - 45 - I ARTICLE XXVI - LEGAL SERVICES 26.1 Except in cases of malfeasance in office or willful or Wanton neglect of duty� the employer shall defend save harmless and iademnify employee against tort claim or demand whether groundless or otherwise arising out of alleged acts or omission occuring in the performance or scope of the employee's duties. 26.2 Notwithstanding Article 26.1, the employer shall not be responsible for paying any legal service fee or for providing any legal service arising from any legal action where the employee is the Plaintiff. I - 46 - �' ��0. 333 � � �RTICLE XRVII - ISICK LEAVE USAGE FOR DEPENDENT CARE � :�7.1 In the ca�e of a serious illness or disability of an emploqee's child� parent orlhousehold member, the head of the department shall grant leave with pay i�n order for the employee to care for or make arrangements for �i the care o�f such sick or disabled persons. Such paid leave shall be I drawn from� the employee's accumulated sick leave credits. IIse of such i sick leavelshall be limited to 40 hours per incident. 27.2 The head o� the Department or the Personnel Director may require a I physician's{ certificate or additional certificates at any ti.me during an I employee's se of sick leave for the purposes stated in 27.1 above. All such certi icates shall be forwarded by the appointing off icer to the Personnel 0 fice. If an emplo ee is absent because of the provisions of Article 27.1 for three or fe er calendar days he/she shall submit to the head of the Department certificate signed by the employee stating the nature of the child� arent� or household member's sickness. If the sickness continues f r more than three calendar days� no fuzther sicic leave shall be granted uhless or until a physician is consulted. The sick leave may I be continuedlfrom and include the day of consultation, but only if a certificate �igned by the physician certifqing to the nature and period of the perso�'s sickness is submitted and approved by the head of the � department a�d forwarded to the Personnel Office. 27.3 No sick leave shall be granted for the above reasons unless Lhe employee reports to hi /her department head the necessity for the absence not later than on�-half hour after his/her regularly scheduled time to report for wo�k� unless he/she can show to the satisfaction of the department he�d that the failure to report was excusable. 'i - 47 - � I ARTICLE RXVII - SICK LEAVE USAGE FOR DEPENDENT CARE (continued) • 27.4 An employee shall be paid under the provisions of this paragraph only • ' for the number of days or hours for which he/she would normally have -- been paid if he/she had not been on sick leave. � _ � - 48 - � �o `3 3 3 ' ARTICLE RRVII - TERMS OF AGREEMENT � � 28.1 Complete Agreement and Waiver of Bargaining. This Agreement shall represent i the complete AGREEMENT between the UNION and the EMPLOYER. The parties acknowledgelthat during the negotiations which resulted in this AGREEMENT, each had th unlimited right and opportunity to make requests and proposals with respec to any subject or matter not removed by law from the area of collective argaining, and that the complete understandings and agreements arrived at y the parties after the exercise of that right and opportunity are set for h in this AGREEMENT. Therefore� the EMPLOYER and the UNION, for the lif of this AGREEMENT, each voluntarily and unqualifiedly waives the right, d each agrees that the other shall not be obligated to bargain collectivel with respect to any sub�ect or matter referred to or covered in this AGRE MENT. 28.2 Savings Clau e. This AGREEMENT is subject to the laws of the United States� the State of Minnesota, and the City of Saint Paul. In the event any provision of this AGREEMENT shall hold to be contrary to law by a court of competent ju isdiction from whose final 3udgment or decree no appeal has been taken wi�thin the time provided, such provision shall be voided. All other provisi�ons shall continue in full force and effect. 28.3 Term of A ree ent. This AGREEMENT shall be in full force and effect 8 from January �L� 1990 thru December 31, 1991, and shall be automatically ! - renewed from �►ear to year thereafter unless either party shall notify the other in �riting by June 1, that it desires to modify or terminate this AGREEMEN�. In witness whereof, the parties have caused this AGREEMENT to t�e executed this 20th day of February, 1990. � �I � � - 49 - � I ARTICLE XXVII - TERMS OF AGREEMENT (continued) 28.4 This constitutes a tentative AGREEMENT between the parties which � will be recoaunended by the City Negotiator� but is sub�ect to the approval of the Administration of the City, the City Council and is also subject to ratification by Local Union No. 2508. WITNESSES: CITY OF SAINT PAUL LOCAL UNION N0. 2508, DISTRICT COUNCIL N0. 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES AFL-CIO . l BY• � ' BY: Labor Relations Manager Assi tant Di cto � I �I — BY: � �Lti1/��t � ��'^' �rL' BY: � t, Personnel Director �, �� BY: BY: - 50 - . . ��0"333 APPENDIX A I REFECTORY ATTENDANT Effective IIA 12-30-89 6. 8 12-29-90 7. 9 LIBRARY AIDE Effective A B C D E 12-30-89 6. 2 7.15 7.37 7.60 7.85 12-29-90 7. 5 7.60 7.84 8.10 8.38 LABORATORY HELPER MAINTENANCE TRAINEE TRAINEE(CLERICAL) TRAINEE(STOREHOUSE) Effective B C D E F 10-yr. 15-yr. 20-yr. 25-yr. 12-30-89 573.0 593.26 612.61 634.41 656.20 681.20 694.14 709.47 718.97 728.47 12-29-90 598.8 619.96 640.18 662.96 685.73 711.85 725.38 741.40 750.90 760.40 COUNSELOR AIDE TRAINEE MANAGEMENT TRAINEE TECHNICAL TRAINEE 12•30-89 585.9 606.99 624.74 646.52 671.52 694.14 709.47 724.80 734.30 743.80 12-29-90 612.3 634.30 652.85 675.61 701.74 725.38 741.40 757.42 766.92 776.42 CLERK I 12-30-89 597.2 617.46 640.07 661.04 686.04 709.47 724.80 742.19 751.69 761.19 12-29-90 624.1 645.25 668.87 690.79 716.91 741.40 757.42 775.59 785.09 794.59 j SERVICE WORKER II 12-30-89 611.00 631.21 650.55 673.96 695.75 721.55 741.31 759.62 769.12 778.62 12-29-90 638.50i 659.61 679.82 704.29 727.06 754.02 774.67 793.80 803.30 812.80 � CLERK-TYPIST I �I PARK GUIDE 12-30-89 619.88 641.68 665.07 687.67 712.67 741.31 759.62 776.17 785.67 795.17 12-29-90 647.77 670.56 695.00 718.62 744.74 774.67 793.80 811.10 820.60 830.10 �, DATA ENTRY OPERATOR I 12-30-89 634.41 656.20 681.20 705.42 730.84 759.62 776.17 795.77 805.27 814.77 12-29-90 662.96 685.73 711.85 -737.16 763.73 793.80 811.10 831.58 841.08 850.58 � STOREROOM ASSISTANT 12-30-89 646.52 � 671.52 694.14 719.14 747.41 779.65 796.71 820.22 829.72 839.22 12-29-90 675.61I 701.74 725.38 751.50 781.04 814.73 832.56 857.13 866.63 876.13 - A1 - I APPENDIX A (continued) �' CLERK-STENOGRAPHER I Effective A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. 12-30-89 661.04 686.04 709.47 736.94 763.96 795.77 819.31 838.13 847.63 857.13 12-29-90 690.79 716.91 741.40 770.10 798.34 831.58 856.18 875.85 885.35 894.85 REGISTRATION CLERK 12-30-89 673.96 695.75 721.55 751.76 782.26 819.31 838.13 859.76 869.26 878.76 12-29-90 704.29 727.06 754.02 785.59 817.46 856.18 875.85 898.45 907.95 917.45 CLERK II DATA ENTRY OPERATOR II 12-30-89 689.29 715.11 742.19 770.92 804.25 838.13 859.76 884.23 893.73 903.23 12-29-90 720.31 747.29 775.59 805.61 840.44 875.85 898.45 924.02 933.52 943.02 PARKING ENFORCEMENT OFFICER *PARKING METER MONITOR 12-30-89 705.42 730.84 759.62 789.24 824.01 860.75 886.12 907.76 917.26 926.76 12-29-90 737.16 763.73 793.80 824.76 861.09 899.48 926.00 948.61 958.11 967.61 CLERK-TYPIST II WATER BILLING OPER.ATOR 12-30-89 719.14 744.00 779.65 811.79 845.66 884.23 906.84 931.31 940.81 950.31 12-29-90 751.50 777.48 814.73 848.32 883.71 924.02 947.65 973.22 982.72 992.22 ACCOUNTING CLERK I • PARKING METER COLLECTOR I 12-30-89 736.94 763.96 795.77 831.53 868.26 906.84 931.31 954.83 964.33 973.83 12-29-90 770.10 798.34 831.58 868.95 907.33 947.65 973.22 997.80 1007.30 1016.80 FIRE PROPERTY CLERK PROPERTY CLERK I 12-30-89 752.63 788.58 820.22 855.07 892.69 932.24 957.65 983.05 992.55 1002.05 ' 12-29-90 786.50 824.07 857.13 893.55 932.86 974.19 1000.74 1027.29 1036.79 1046.29 CLERK-STENOGRAPHER II COMPUTER OPERATIONS ASSISTANT--LIBRARY REFECTORY SUPERVISOR 12-30-89 770.92 804.25 838.13 874.84 915.30 954.83 981.19 1007.55 1017.05 1026.55 12-29-90 805.61 840.44 875.85 914.21 956.49 997.80 1025,34 1052.89 1062.39 1071.89 PARKING METER COLLECTOR II . STORES CLERK 12-30-89 789.24 824.01 860.75 903.06 942.59 984.03 1011.32 1038.60 1048.10 1057.60 12-29-90 824.76 861.09 899.48 943.70 985.01 1028.31 1056.83 1085.34 1094.84 1104.34 - A2 - ,, . �',c�C�-,3 3,3 APPENDIX A (con inued) � . ' Z00 KEEPER I Effecti�e , A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. 12-30-89 -i-- --- --- --- --- --- 994.38 1020.73 1030.23 1039.73 12-29-90 -'-- --- --- --- --- --- 1039.13 1066.66 1076.16 1085.66 *POLICE COMMUNITY OFFICER 12-30-89 812. 9 849.40 887.05 923.78 967.05 1020.73 1063.07 1117.67 1127.17 1136.67 12-29-90 849. 6 887.62 926.97 965.35 1010.57 1066.66 1110.91 1167.97 1177.47 1186.97 CLERK III DATA ENTRY OPERATOR III PARK CONCESSION SUPERVISOR 12-30-89 811. 9 845.66 884.23 922.84 965.20 1005.66 1033.90 1060.24 1069.74 1079.24 12-29-90 848. 2 883.71 924.02 964.37 1008.63 1050.91 1080.43 1107.95 1117.45 1126.95 ACCOUNTING CLERK II CLERK-STENOGRAPHER III CLERK-TYPIST III EDP AIDE *FIELD CLERK II METER READER *PAYROLL SUPERVISOR I 12-30-89 833. 0 871.05 907.76 949.18 993.43 1035.79 1064.94 1093.19 1102.69 1112.19 12-29-90 870. 0 910.25 948.61 991.89 1038,13 1082.40 1112.86 1142.38 1151.88 1161.38 �! Z00 KEEPER II 12-30-89 --- --- --- --- --- --• 1048.03 1075.32 1084.82 1094.32 12-29-90 --�- --- --- --- --- --- 1095.19 1123.71 1133.21 1142.71 ASSISTANT SUPV OF WTR BILLING ' CUSTOMER SERVICE REP DUPL EQUIP OPERATOR 12-30-89 854.11 890.83 931.31 971.77 1013.19 1058.36 1088.48 1117.67 1127.17 1136.67 12-29-90 892.5� 930.92 973.22 1015.50 1058.78 1105.99 1137.46 1167.97 1177.47 1186.97 CASHIER I CASHIER II COMPUTER OPERATOR 12-30-89 877.6 917.16 957.65 1000.96 1046.13 1092.24 1121.42 1152.51 1162.01 1171.51 12-29-90 917.1 958.43 1000.74 1046.00 1093.21 1141.39 1171.88 1204.37 1213.87 1223.37 LICENSE CLERK *PARTS STOREKEEPER TELECOMMUNICATOR 12-30-89 877.6 ' 920.00 961.43 1005.66 1053.66 1101.66 1133.64 1164.73 1174.23 1183.73 12-29-90 917.1� 961.40 1004.69 1050.91 1101.07 1151.23 1184.65 1217.14 1226.64 1236.14 I ' - A3 - .. APPENDIX A (continued) BUILD PERMIT CLERK , STOREKEEPER *STOREKEEPER I--POLICE Effective A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. 12-30-89 903.06 942.59 984.03 1031.06 1076.24 1126.13 1157.20 1192.96 1202.46 1211.96 12-29-90 943.70 985.OI 1028.31 1077.46 1124.67 1176.81 1209.27 1246.64 1256.14 1265.64 CLERK IV CUSTOMER SERVICE SENIOR REP ELECTIONS ASSISTANT VEHICLE MAINT CLERK 12-30-89 924.71 969.89 1013.19 1062.14 1110.13 1162.82 1195.79 1227.79 1237.29 1246.79 12-29-90 966.32 1013.54 1058.78 1109.94 1160.09 1215.15 1249.60 1283.04 1292.54 1302.04 ANIMAL CONTROL OFFICER PARKING METER MONITOR SUPVR PAYROLL AUDIT CLERK PROCUREMENT SPECIALIST TRAINEE 12-30-89 952.03 994.38 1039.52 1091.32 1141.19 1193.91 1226.85 1261.68 1271.18 1280.68 12-29-90 994.87 1039.13 1086.30 1140.43 1192.54 1247.64 1282.06 1318.46 1327.96 1337.46 *BANK CLERK CHIEF METER READER SECRETARY 12-30-89 977.42 1020.73 1068.71 1117.67 1171.32 1225.91 1260.71 1293.68 1303.18 1312.68 12-29-90 1021.40 1066.66 1116.80 1167.97 1224.03 1281.08 1317.44 1351.90 1361.40 1370.90 ! PROCUREMENT SPECIALIST SECRETARY (STENOGRAPHER) j STOREROOM SUPERVISOR 12-30-89 1004.71 1052.70 1099.77 1151.56 1205.21 1261.68 1298.39 1335.09 1344.59 1354.09 12-29-90 1049.92 1100.07 1149.26 1203.38 1259.44 1318.46 1356.82 1395.17 1404.67 1414.17 DUPL EQUIP OPR SUPERVISOR ( PAYROLL SYSTEM SUPERVISOR 12-30-89 1032.00 1081.90 1131.79 1183.54 1239.08 1298.39 1335.09 1371.78 1381.28 1390.78 12-29-90 1078.44 1130.59 1182.72 1236.80 1294.84 1356.82 1395.17 1433.51 1443.01 1452.51 CLERICAL SUPERVISOR 12-30-89 1062.14 1110.13 1162.82 1215.57 1272.96 1335.09 1371.78 1410.38 1419.88 1429.38 12-29-90 1109.94 1160.09 1215.15 1270.27 1330.24 1395.17 1433.51 1473.85 1483.35 1492.85 , WATER BILLING SUPERVISOR 12-30-89 1091.32 1141.19 1193.91 1251.33 1309.67 1371.78 1410.38 1451.81 1461.31 1470.81 12-29-90 1140.43 1192.54 1247.64 1307.64 1368.61 1433.51 1473.85 1517.14 1526.64 1536.14 - A4 - � y�_ �33 `�, � APPENDIX A (cont nued) , DISBURSEMENT AUDITING SUPV Effective IA B C D E F 10-yr. 15-yr. 20-yr. 25-yr. 12-30-89 1121.�2 1175.09 1227.79 1287.09 1349.23 1411.34 1452.76 1494.15 1503.65 1513.15 12-29-90 1171. 8 1227.97 1283.04 1345.01 1409.95 1474.85 1518.13 1561.39 1570.89 1580.39 The above Decemb r 30, 1989 rates for Steps A through 15-yr. reflect an increase of four percent (4. $) over the December 31, 1988 rates. The 20-yr, and 25-yr. steps shall continue t be $9.50 greater than the 15-yr. and 20-yr. steps respectively. The above Decemb r 29, 1990 rates for Steps A through 15-yr. reflect an increase of four and one-hal percent (4.5�) over the December 30, 1989 rates. The 20-yr. and 25-yr. steps sha 1 continue to be $9.50 greater than the 15-yr. and 20-yr. steps respectively. il I i I i , - AS - , ;