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90-708 �� r� n�� • . Council File � - � l,� l V Green Sheet # �/ 3 3 RESOLUTION CITY OF SAINT PAUL, MINNESOTA '�4 f �', �_� Presented By � � Referred Committee: Date RESOLVED, That the Council of the City of Saint Paul hereby ratifies the attached 1990-1992 Agreement between the City of Saint Paul and the Saint Paul Manual and Maintenance Supervisors Association. on \ea Navs Absent Requested by Departm t of: �os�+�i z �. on �— Office of Perso and Labor Relations cca ee �_ �r �t"e ma une �"— i son �_ ,�— By. �fi�G�s Adopted by Council: Date �''�� 8 1990 Form A roved by City Attorney Ado tion Certified b Cou � P y ncil Secretary By. . /,��J^.�'V BY' Approved by Mayor for Submission to Approved b Mayor: Date M� 9 1990 Council . �d�i��/' gy; �� BY� pUg'L�gHED M AY 19 1990 : �`��: .REC��v�a ��"7�`� Office o �� a � � �� Pe n nd L bor xeiat�ons 4-11-90 � ��N ' �� ' �� oo�rr�r�wai ar� _ . oiww�,....;� : James C. Lo�bardi 292-7301 an►�*to�Y ' a��% wsr�t a+ �+rlaic�r�q w�+ar�r o�oR w�.a rr.��ior ow. r�►vr�p� T�TAL!oE MEiMA'f'iM��A�i � �dJP ALL LiOC��1�11 lI�NATI�N�) This resoluxion approves a three year Contract between the City, and the Saint Paul Mannal and Maintenance Supervisore Association. T'he contract period ie January 1, 1990 through December 31, 1992. • ._��+Na oo�a+ �onn��aor,wwo�+ � rMO�ut No' _.o�oo�rrn� _ ,.,._ , ; _n� , aow�,��s: . _..,o�+rcT oou�r ��w�a+oas+ca a�scrnr�r _ ��o�eM,a�,o�turn��,.,:w�.c w�.w�..� The current contract expired on December 31, 1989. �iDv IF . See attached ` owioY�w►�s• . _ None owio�nwt��ar�o�: Possible arbitration RfCEIVED b��1�11 I��f��f�t1 bt3llk�iF A�220�� `� "�� CIT'� CLERK ror��ro�T oF�u�a►cro�+ ! aas,3o i oosT�tv.�.aeon��oMq � Mo ��fNa�ou�cE �trr� �w�Mso�r►ta�orxK�4 . dW . - . � , o�yaf7a� � Attachment to Green Sheet I. Financial Information A. Number of employees affected: 78 B. Approximate cost of insurance and wages for 1990: $2,927,222 C. Increased cost of insurance and wages for 1990: $150,538 D. Approximate cost of insurance and wages for 1990: $3,077,760 E. Increased cost of insurance and wages for 1991: $135,505 F. Approximate cost of insurance and wages for 1991: $3,213,265 G. Increased cost of insurance and wages for 1992: $142,258 H. Approximate cost of insurance and wages for 1992: $3,350,688 I. Overall increase in costs of insurance and wages for 1990 through 1992: $428,301 These figures reflect a 4� increase in wages for 1990, 1991 and 1992. They also reflect health insurance contribution increases of $43.00 per month for single coverage and $45.00 per month for family coverage in 1990. The 1991 insurance costs are based upon the full cost of the premium for the least expensive single coverage and a $25.00 per month increase for family coverage. The 1992 insurance costs are based upon the full cost of the premium for the least expensive single coverage and a $20.00 per month increase for family coverage. For the purpose of estimating the cost of the insurance increases in 1991 and 1992, a premium increase of 12.5$ for each year was used. The 1990 total package increase is approximately 5.14�. In 1991 the total package increase will be approximately 4.4� and in 1992 it will be 4.43$. The overall total package increase for the 3 years of the contract will be approximately 14.6�. II. Summary of Contract Changes A. Article XV - 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. B. 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 negotiated by the Employer and the benefit providers. 2. Effective January 1, 1990, the Employer agrees to contribute the cost of employee health insurance coverage or $113.00 per month, whichever is less. For family coverage, the Employer will contribute the cost of such family coverage or $225.00 per month, whichever is less. Effective January 1, 1991 the Employer will contribute the 1991 cost of the least expensive employee health insurance coverage. For family coverage, the Employer will contribute the cost of such family coverage or $250.00 per month, whichever is less. Effective January 1, 1992 the Employer will contribute the 1992 cost of the least expensive employee insurance coverage. Effective January 1, 1992 the Employer's contribution toward � � -� � � �-ra�' � Attachment to Green Sheet Page Two family insurance coverage shall be adjusted to reflect an increase of fifty percent (50�) of the largest 1992 premium increase for family health insurance coverage or $20.00, whichever is less. 3. Effective January 1, 1990 early retirees who were regularly appointed on or after January 1, 1979 must meet the following conditions in order to be eligible for Employer contributions toward hospital-medical insurance: a. Be receiving benefits from a public employee retirement act covering employees of the City of Saint Paul at the time of retirement. AND b. Have severed his/her relationship with the City of Saint Paul under one of the pre-age 65 retiree plans. AND c. Have completed at least 25 years of service with the City of Saint Paul. For early retirees who were regularly appointed on or after January l, 1979 and who meet all the above conditions, the Employer will contribute the cost of single health insurance coverage or $70.00 per month, whichever is less. For such retirees who select family coverage the Employer will contribute the cost of the monthly premium or $180.00 per month, whichever is less. For early retirees who were regularly appointed prior to January l, 1979 there will be no change in eligibility requirements or contribution levels. C. Article XVIII - 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 $10,000. D. Article XX - Sick Leave and Parental Leave 1. Up to 40 hours of sick leave per incident may now be used in the case of a serious illness or disability of an employee's child, parent or household member. 2. A twelve (12) month Parental leave of absence without pay will now be granted to a natural parent or an adoptive parent who requests such leave. Such leave may be extended an additional twelve (12) months by mutual agreement between the employee and the Employer. Employees who return following such leaves of absence will be placed in a position of equivalent salary and tenure as the one held just prior to the beginning of their leave. E. Article XXIV - Wages Effective December 30, 1989 there will be a 4.0� increase in wages. Effective December 29, 1990 there will be a 4.0$ increase in wages. Effective December 28, 1991 there will be a 4.0� increase in wages. F. Article XXV - Term of Agreement This Agreement is effective January 1, 1990 and runs through December 31, 1992. . �-yo,o� INDEX ARTICLE TITLE PAGE I Purpose of Agreement 1 II Recognition 2 III Maintenance of Standards 4 IV Employer Security 5 V Employer Authority 6 VI Association Security 7 VII Employee Rights-Grievance Procedure 9 VIII Savings Clause 13 IX Seniority 14 X Discipline 16 XI Constitutional Protection 17 XII Overtime and Premiums 18 XIII Uniforms 20 XIV Vacation 21 XV Holidays 22 XVI Insurance 23 XVII City Mileage 26 XVIII Severance Pay 27 XIX Working Out of Classification 31 XX Sick Leave and Parental Leave 32 XXI No Strike, No Lockout 34 XXII Right to Subcontract 35 XXIII Administrative Service Fee 36 XXIV Wage Schedule 37 XXV Terms of Agreement 40 - ii - � C�a '�� ARTICLE I - PURPOSE OF AGREEMENT � 1.1 This AGREEMENT is entered into between the City of Saint Paul� hereinafter called the EMPLOYER, and the St. Paul Manual and Maintenance Supervisors Association, hereinafter called the ASSOCIATION. 1.1.1 Assure sound and mutually beneficial working and economic relationships between the parties hereto; 1.1.2 Establish procedures for the resolution of disputes concerning this AGREEMENT'S interpretation and/or application; and 1.1.3 Place in written form the parties' agreement upon terms and conditions of employment for the duration of this AGREEMENT. . 1.2 The EMPLOYER and the ASSOCIATION through this AGREEMENT, shall continue their dedication to the highest quality public service to the residents of the City of Saint Paul. Both parties recognize this AGREEMENT as a pledge of this dedication. - 1 - ARTICLE II - RECOGNITION 2.1 The EMPLOYER recognizes the ASSOCIATION as the exclusive representative, under the Public Employment Labor Relations Act of 1984 as amended, for all personnel in the following bargaining unit: All manual maintenance supervisors in the classification of Animal Control Supervisor, Bridge Maintenance Supervisor I, Bridge Maintenance Supervisor II, Building Maintenance Supervisor--Fire Department, Building Maintenance Supervisor-Libraries, Building Maintenance Supervisor--Parks & Recreation� Custodial Supervisor--Civic Center, Custodian Engineer (Public Safety Building) , Custodial Supervisor--Civic Center, Dispatcher I, Equipment Maintenance Foreman, Foreman-Water Department, Forestry Supervisor I� Forestry Supervisor II, Golf Course Superintendent, Marina Services Supervisor, Meter Operations Supervisor, Night Custodial Supervisor--Civic Center, Park Maintenance Supervisor, Public Works Field Supervisor, Public Works Supervisor I, Public Works Supervisor II, Public Works Supervisor III, Senior Zoo Keeper, Sewer Supervisor I, Sewer Supervisor II, Sewer Supervisor III, Supervising Gardener� Supervisor of Garbage Collection, Supervisor of Water Production Maintenance, Traffic Maintenance Foreman II� Traffic Maintenance Supervisor I, Vehicle Mechanic Supervisor� Water Production Operations Supervisor, Water Service Supervisor, Water-Shed Supervisor I, Water-Shed Supervisor II, and Zoo Supervisor who are employed for more than fourteen (14) hours per week and more than one hundred (100) work days per year by the City of Saint Paul or who are under the control of the City of Saint Paul in the setting of terms and conditions of employment, excluding all other employees. 2.2 In the event the EMPLOYER and the ASSOCIATION are unable to agree as to the inclusion or exclusion of a new or modified job class, the issue shall be submitted to the Bureau of Mediation Services for determination. It is understood that this provision shall refer to the Bureau of Mediation Services only such issues as it has jurisdiction over by law. 2.3 The EMPLOYER shall not enter into any agreements covering terms and conditions of employment with the employees of the bargaining unit under the jurisdiction of this AGREEMENT either individually or collectively which in any way conflicts with the terms and conditions of this AGREEMENT, except through the certified representative. - 2 - . ��yo-�o� ARTICLE II - RECOGNITION (continued) • 2.4 Neither the ASSOCIATION nor the EMPLOYER shall discriminate against any employee because of ASSOCIATION membership or nonmembership, or because of his race, color, sex, religion� national origin, or political opinion or affiliations. 2.5 All existing Civil Service Rules shall apply except those superseded by this AGREEMENT. - 3 - ARTICLE III - MAINTENANCE OF STANDARDS 3.1 The City agrees that all conditions of"employment relating to wages, � hours of work, overtime differentials, vacations and general working conditions shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul and 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. - 4 - . �-pd-�o � ARTICLE IV - EMPLOYER SECURITY 4.1 The ASSOCIATION agrees that during the life of this AGREEMENT it will not cause, encourage, participate in or support any strike, slow-down or other interruption of or interference with the normal functions of the EMPLOYER. - 5 - ARTICLE V - EMPLOYER AUTHORITY 5.1 The EMPIAYER retains the sole right to operate and manage all manpower, ' facilities and equipment in accordance with applicable laws and regulations of appropriate authorities. 5.2 Any terms and conditions of employment not specifically established or modified by this AGREEMENT shall remain solely within the discretion of the EMPLOYER to modify, establish, or eliminate. 5.3 The exercise by the EMPLOYER of, or its waiver of, or its failure to exercise its full right of management or decision on any matter or occasion, shall not be a precedent or be binding on the EMPLOYER, nor the subject or basis of any grievance not admissible in any arbitration proceeding. The EMPLOYER'S right of management shall not be amended or limited by any claimed or unwritten custom, past practice or informal agreement, nor by any claim the EMPLOYER has claimed or condoned or tolerated any practice or any act or acts of any EMPLOYEES. 5.4 A public EMPIAYER 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 - � y�-�� ARTICLE VI - ASSOCIATION SECURITY 6.1 The• EMPLOYER shall deduct from the wages of the employees who authorize such a deduction in writing an amount necessary to cover monthly ASSOCIATION dues. Such monies shall be remitted as directed by the ASSOCIATION. 6.2 The ASSOCIATION may designate employees from the bargaining unit to act as stewards and alternates and shall inform the EMPLOYER in writing of such choices and of changes in the positions of stewards and/or alternates. It is further understood that the number and locations of stewards shall be limited and confined to numbers and locations as are necessary and reasonable to administer the provisions of this AGREEMENT. 6.3 The EMPLOYER shall make space available on the employee bulletin board for the posting of ASSOCIATION notice(s) and announcements(s) . 6.4 The ASSOCIATION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders, or judgments brought or issued against the EMPIAYER as a result of any action taken or not taken by the EMPLOYER under the provisions of this Article. 6.5 The EMPLOYER agrees that on the EMPLOYER'S premises and without loss of pay the ASSOCIATION stewards shall be allowed to post official ASSOCIATION notices of the designated representatives; transmit communications suthorized by the ASSOCIATION or its officers under the terms of this contract; consult with the Employer, his representative, ASSOCIATION officers or the ASSOCIATION representative concerning the enforcement of any provisions of this AGREEMENT, so long as such action does not interfere with regular Employee duties and is reasonable and necessary. - 7 - ARTICLE VI - ASSOCIATION SECURITY (continued) 6.6 Stewards are authorized to perform and discharge the duties and responsibilities which are assigned to them under the terms of this AGREEMENT and any supplementary AGREEMENTS. The EMPLOYER agrees that there shall be no restraint, interference, coercion or discrimination against a steward because of the performance of such duties. 6.7 Any present or future employee who is not a ASSOCIATION member may be required to contribute a fair share fee for services rendered by the ASSOCIATION. Upon notification by the ASSOCIATION, the EMPLOYER shall check off said fee from the earnings of the employee and transmit the same to the ASSOCIATION. In no instance shall the required contribution exceed a pro-rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. It is also understood the the ASSOCIATION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or �udgments brought or issued against the City as a result of any action taken or not taken by the City under the provisions of this section. - 8 - ��o�r�� ARTICLE VII - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 7.1 pefinition of a Grievance - A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific terms and conditions of this AGREEMENT. ' 7.2 Association Representatives - The EMPLOYER will recognize Representatives designated by the ASSOCIATION as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The ASSOCIATION shall notify the EMPLOYER in writing of the names of such ASSOCIATION representatives and of their successors when so designated as provided by 6.2 of this AGREEMENT. 7.3 Processin� of a Grievance - It is recognized and accepted by the ASSOCIATION and the EMPLOYER that the processing of 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 a ASSOCIATION Representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the EMPLOYER during normal working hours provided that the EMPIAYEE and the ASSOCIATION 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 EMPIAYER. 7.4 Procedure - Grievances, as defined by Section 7.1, shall be resolved in conformance with the following procedure: Stev 1. An Employee claiming a violation concerning the interpretation or application of this AGREEMENT shall, within twenty-one (21) calendar days after such alleged violation has occurred, present such grievance to the Employee's supervisor as designated by the EMPLOYER. - 9 - ARTICLE VII - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) 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 the grievance, the facts on which it is based, the provision or provisions of the AGREEMENT allegedly violated, the remedy requested, and shall be appealed to Step 2 within ten (10) calendar days after the EMPIAYER-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the ASSOCIATION within ten (10) calendar days shall be considered waived. te 2. If appealed, the written grievance shall be presented by the ASSOCIATION and discussed with the EMPLOYER-designated Step 2 representative. The EMPLOYER-designated representative shall give the ASSOCIATION 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 ASSOCIATION within ten (10) calendar days shall be considered waived. te 3. If appealed, the written grievance shall be presented by the ASSOCIATION and discussed with the EMPLOYER-designated Step 3 representative. The EMPLOYER-designated representative shall give the ASSOCIATION the EMPLOYER'S 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 to Step 4 within ten (10) - 10 - ARTICLE VII - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) C. The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the E�PLOYER and the ASSOCIATION provided that each party shall be responsible for compensating its own representatives and witnesses. 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 . 7.6 Waive - 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 ASSOCIATION 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 ASSOCIATION in each step. 7.7 It is understood by the ASSOCIATION and the EMPLOYER that, if an issue is determined by this grievance that issue shall not again be submitted for arbitration under the provision of the Rules and Regulations of Civil Service. It is further understood that if an issue is submitted and determined by the grievance procedure under the Civil Service Rules and Regulations, it shall not again be submitted for arbitration under the procedures set forth in this Article. - 12 - . _ _ ____ __ _ _ _ _ ��'�°� ARTICLE VII - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) calendar days following the EMPLOYER-designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the ASSOCIATION within ten (10) calendar days shall be considered waived. te 4. A grievance unresolved in Step 3 and appealed to Step 4 by the ASSOCIATION shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971 as amended. 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. 7.5 Arbitrator's Authority - A. The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the terms and conditions of this AGREEMENT. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the EMPIAYER and the ASSOCIATION, and shall have no authority to make a decision on any other issue not so submitted. B. 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 decisibn shall be binding on both the EMPLOYER and the ASSOCIATION and 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. - 11 - . �ya-�a � ARTICLE VIII - SAVINGS CLAUSE 8.1 This AGREEMENT is subject to the laws of the United States, the State of Minnesota. In the event any provision 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 taken 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. All other provisions of this AGREEMENT shall continue in full force and effect. - 13 - ARTICI.E IX - SENIORITY 9.1 Seniority, for the purpose of this AGREEMENT, shall be defined as follows: A. "City Seniority" - The length of continuous, regular and probationary service with the EMPLOYER from the last date of employment in any and all class titles. B. "Class Seniority" - 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 class seniority is confined to the current class assignment held by an employee. 9.2 Seniority shall terminate when an employee retires, resigns, or is discharged. 9.3 Seniority shall not accumulate during an unpaid leave of absence, except when such leave is granted for a period of less than thirty (30) calendar days; is granted because of illness or injury; is granted to allow an employee to accept an appointment to the unclassified service of the EMPLOYER; or is granted to take an elected or appointed full-time position with the ASSOCIATION. 9.4 In the event it is determined by the employer that it is necessary to reduce the work force, employees will be laid off by class title within each division based on inverse length of "Class Seniority" . Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after one year of layoff. In cases where there are promotional series, such as Supervisor I, Supervisor II, Supervisor III, etc. , when the number of employees in these higher titles is to be reduced, employees who have held lower - 14 - . �,=yd �ro� ARTICLE IX - SENIORITY (continued) titles which are in this bargaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any ' class title in any department. It is further understood that a laid off employee shall have the . right to placement in any lower-paid class title, provided said employee has been previously certified and appointed in said lower-paid class title. In such cases, the employee shall first be placed on a reinstatement register and shall have "Class Seniority" based on the date originally certified and appointed to said class. Employees may also apply for positions in a lower class but may� nevertheless, return to original class as provided in paragraph (A) above. 9.5 To the extent possible, vacation periods shall be assigned on the basis of "City Seniority", within each class, by division. It is however, understood that vacation assignments shall be sub�ect to the ability of the Employer to maintain operations. 9.6 Promotions shall be handled in accordance with current Civil Service Rules and practices. 9.7 The EMPLOYER shall post a seniority list at least once every six (6) months. - 15 - ARTICLE X - DISCIPLINE 10.1 The EMPLOYER will discipline employees for just cause only. Discipline will be in the form of: a) Oral reprimand; � b) Written reprimand; c) Suspension; d) Reduction; e) Discharge. 10.2 Suspensions, reductions and discharges will be in written form. 10.3 Employees and the ASSOCIATION will receive copies of written reprimands and notices of suspension and discharge. 10.4 Employees may examine all information in their EMPIAYER personnel files that concerns work evaluation, commendations and/or disciplinary actions. Files may be examined at reasonable times under the direct supervision of the EMPIAYER. 10.5 Discharges will be preceded by a five (5) day preliminary suspension without pay. During said period, the employee and/or ASSOCIATION may request, and shall be entitled to a meeting with the EMPLOYER representative who initiated the suspension with intent to discharge. During said five (5) day period, the EMPLOYER may affirm the suspension and discharge in accordance with Civil Service Rules or may modify, or withdraw same. 10.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that a ASSOCIATION representative be present. 10.7 Grievances relating to this Article shall be processed in accordance with existing Civil Service procedures, except that oral and written reprimands shall be taken up in Step 3 of the grievance procedure under Article VII. - 16 - . �---�0-�� ARTICLE XI - CONSTITUTIONAL PROTECTION 11.1 Employees shall have the rights granted to all citizens by the United States and Minnesota State Constitutions. - 17 - ARTICLE XII - OVERTIME AND PREMIUMS 12.1 Employees (with the exception of those covered in Section 12.2 hereof) � shall be paid one and one-half (1.5) times the regular rate of pay for work performed in excess of the regular work day and/or the forty (40) hour work week. 12.2 Employees in classifications in salary grade 41 or above shall be paid straight time for work performed in excess of the regular work day and/or forty (40) hour work week. 12.3 An employee who is called back to work following the completion of his regular work day shall be guaranteed four (4) hours pay at his regular straight time rate. 12.4 Ma�or holidays, for the purpose of this Section, shall include the following: New Year's Day; Memorial Day; Independence Day; Labor Day; Thanksgiving Day; Christmas Day. Minor holidays, for the purpose of this Section, shall include the following: Martin Luther King Day, , Washington's and Lincoln's Birthday, Christopher Columbus Day, Veterans' Day. An employee working a major holiday as defined herein shall receive time and one-half (1.5) his regular rate of pay for all work performed on such holiday, and an employee working a minor holiday as defined herein shall receive straight time for such holiday work, it being understood that all payments for holiday work shall be in addition to regular holiday pay. � 12.5 An employee shall be compensated in either compensatory time off or overtime payment in cash. - 18 - . �,�ye -ye � ARTICLE XII - OVERTIME AND PREMIUMS (continued) 12.6 A night differential of five percent (5$) shall be provided to employees who work night shifts as defined herein. A night shift will be considered to be a regularly assigned shift beginning earlier than 6 a.m. , or ending later than 6 p.m. , provided that at least five (5) hours of said shift are worked between the hours of 6 p.m, and 6 a.m. I.t is further understood that in case of regularly assigned shifts beginning earlier than 6 a.m. or ending later than 6 p.m. which involve less than five (5) hours of work, an employee shall be eligible for the night differential only for the hours actually worked during night shift hours. - 19 - ARTICLE XIII - UNIFORMS 13.1 The EMPLOYER agrees that if any employee is required to wear any kind of uniform or safety equipment as a condition of continued employment, such uniform and/or equipment shall be furnished and maintained by the EMPLOYER. It is however� further understood that the EMPIAYER'S obligation to provide uniforms and/or safety equipment shall be confined to present practices and/or requirements of law. 13.2 Any uniform or safety equipment provided pursuant to this Article, damaged in the line of duty, shall be replaced by the EMPLOYER, provided that said damage is not attributable to the negligence or other improper act of the employee. 13.3 The EMPLOYER agrees to pay $30.00 toward the cost of a pair of safety shoes purchased by an employee who is a member of this unit. The EMPLOYER shall only contribute toward the cost of one pair of shoes per contract year. This reimbursement of $30.00 shall be made only after investigation and approval by the immediate supervisor of that employee. This $30.00 EMPLOYER contribution shall apply only to those employees who are required to wear protective shoes or boots by the EMPLOYER. - 20 - . --.._ .. . � . �'--yo-�o ARTICLE XIV - VACATION 14.1 In each calendar year, each full-time employee shall be granted vacation according to the following schedule: Years of Service Vacation Granted 0 thru Sth year 10 days 6th year thru lSth year 16 days 16th year thru 25th year 23 days 26th year and thereafter 25 days 14.2 Employees who work less than full-time shall be granted vacation on a pro rata basis. 14.3 The head of the department may permit an employee to carry over into the following year up to ten days' vacation. 14.4 The above provisions of vacation shall be subject to Resolution No. 6446, Section I� Sub. H. 14.5 For the purposes of this Article 14, years of service shall be defined as the nwnber of years since the employee's date of appointment. This shall not include years of service prior to a resignation. - 21 - AitTICLE XV - HOLIDAYS 15.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Years Day Labor Day Martin Luther King Day (eff. 1986) Columbus Day Presidents' Day Veterans' Day Memorial Day Thanksgiving Day Independence Day Christmas Day ltao floating holidays 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. 15.2 The floating holidays set forth in Section 15.1 above may be taken at any time during the contract year, sub�ect to the approval of the Department Head of any employee. 15.3 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 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 purpose of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. 15.4 Notwithstanding Article 15.1, 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 holidays list as set forth in Article 15.1. - 22 - . � 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 contracts 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 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 who is employed full-time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $113.00 per month� whichever is less. For each full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $225.00 per month� whichever is less. Effective January 1, 1991 for each eligible employee covered by this Agreement who is employed full-time and who selects employee insurance coverage� the Employer agrees to contribute the 1991 cost of the least expensive employee health insurance coverage provided by the Employer. For each full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $250.00 per month, whichever is less. Effective January 1� 1992 for each eligible employee covered by this Agreement who is employed full-time and who selects employee insurance caverage, the Employer agrees to contribute the 1992 cost of the least expensive employee insurance coverage provided by the Employer. Effective January 1, 1992 the Employer's contribution toward family insurance coverage shown above for 1991 shall be adjusted to reflect an increase of fifty percent (50$) of the largest 1992 premium increase for family health insurance coverage provided by the Employer or $20.00, whichever is less. 16.3 For each eligible employee the Employer agrees to contribute the cost of $5,000 life insurance coverage. 16.4 In addition to the $5,000 Life Insurance Coverage in 16.3 the Employer agrees to contribute the cost of additional Life Coverage or $0.59 per thousand dollars of coverage per month, whichever amount is less. The total amount of Life Insurance Coverage provided under this section and Section 16.3 for each employee shall be equal to the employee's annual salary to the nearest full thousand dollars. For the purpose of this section, the employee's annual salary shall be based on the salary as of the beginning of a contract period. This contribution shall be paid to the City's Group Health and Welfare Plan. This City paid life insurance shall be •discontinued upon retirement. 16.5 Articles 16.6 through 16.10 shall apply only to employees hired prior to January 1, 1979. - 23 - ARTICLE XVI - INSURANCE (continued) 16.6 The Employer will for the period of this Agreement contribute for employees who retire after December 31� 1988 and who select the HMO plan provided by the Employer and until such retirees reach sixty-five (65) years of age, the cost of such retiree coverage or $84.42 per month, whichever is less. For such retirees selecting family coverage the Employer will contribute the cost of such family coverage or $211.09 per month, whichever is less. 16.7 The Employer will for the period of this Agreement contribute for employees who retire after December 31, 1988 and who select the Indemnity Health Insurance Plan provided by the Employer and until such retirees reach sixty-five (65) years of age, the cost of such retirees coverage or $106.32 per month, whichever is less. For such retirees selecting family coverage the Employer will contribute the cost of such family coverage or $318.41 per month, whichever is less. 16.8 Employees who retire after execution of this Agreement must meet the following conditions at the time of retirement to be eligible for the City contributions to health insurance set forth in Articles 16.6 and 16.7: 16.8.1 Be receiving benefits from a public employee retiree act covering employees of the City of Saint Paul at the time of retirement. AND 16.8.2 Have severed his relationship with the City of Saint Paul under one of the early retiree plans. 16.9 In addition to meeting the eligibility requirements stated in 16.8.1 and 16.8.2 above, retiring employees must also meet the following condition in order to be eligible for the early retiree insurance benefits set forth in Articles 16.6 and 16.7: 16.9.1 The combination of their age and their years of service must equal eighty-five (85) or more. OR Must have completed at least fifteen (15) years of service. 16.10 Effective January 1, 1989 full-time employees who retire and who meet the conditions set forth in 16.8.1 and 16.8.2 but who meet none of the conditions set forth in 16.9.1, shall be eligible for the following percentages of the amount contributed by the Employer toward health insurance for active employees in the same health plan. Such retirees shall be eligible for such contribution until they reach sixty-five (65) years of age. Combination of Age Contribution for and Years of Service Single Coverage 84 90$ 83 80� 82 70$ 81 60$ 80 50$ - 24 - . �y�� ARTICLE XVI - INSURANCE (continued) 16.11 Articles .16.12 and �6.13 shall apply only to employees hired on or after January 1, 1979. 16.12 Effective January 1, 1990 employees who were regularly appainted on or after January 1� 1979 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 toward a hospital-medical insurance plan offered by the Employer: 16.12.1 Be receiving benefits from a public employee retirement act covering employees of the City of Saint Paul at the time of retirement. AND 16.12.2 Have severed his/her relationship with the City of Saint Paul under one of the pre•age 65 retiree plans. AND 16.12.3 Have completed at least 25 years of service with the City of Saint Paul. 16.13 Full-time eligible employees who were regularly appointed on or after January 1� 1979 and who meet all the conditions in Article 16.13 and who retire prior to their reaching sixty-five (65) years of age and who select single coverage under a hospital-medical insurance plan offered by the Employer for such retirees, the Employer agrees to contribute the cost of the monthly premium or $70.00 per month� whichever is less. For • such retirees who select family coverage the Employer agrees to contribute the cost of the monthly premium or $180.00 per month, whichever is less. Upon such retiree reaching the age of sixty-five (65) such Employer contributions toward such early retiree coverages shall terminate. The Employer will also contribute the cost for $5,000 of life insurance coverage for such early retiree until the early retiree reaches age sixty-five (65) at which time the life insurance coverage shall terminate. 16.14 For Employees who retire at the age of 65 or older or for early retirees upon reaching age 65, and who have completed at least twenty (20) years of service 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 retirees 65 years of age or older as approved by City Council Resolution. For such employees or early retirees who have not completed at least twenty (20) years of service 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 65. 16.15 The contributions indicated in this Article 16 shall be paid to the Employer's third party administrator. - 25 - _ _ ARTICI.E XVII - CITY MILEAGE 17.1 A�tomobile 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. 17.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written suthorization from the Department Head. �v�e 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 $.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 $.15 per mile driven and shall not be eligible for any per diem. TYpe 2. If an employee is required to use his/her own sutomobile 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 $.15 per mile for each mile actually driven. If sucli employee is required to drive an sutomobile 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 $.15 per mile driven and shall not be eligible for any per diem. 17.3 The City will provide parking at the Civic Center Parking Ramp for City empioyees 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. 17.4 Rules and Re�ulations: The Mayor shall adopt rules and regulations governing the procedures for sutomobile 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 sutomobile liability insurance in amounts of � not less than $100,000/$300,000 for personal injury, 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. - 26 - . ou��_��' ARTICLE XVIII - SEVERANCE PAY 18.1 The Employer shall provide a severance pay program as set forth in this Article. 18.2 To be eligible for the severance pay program, an employee must meet the following requirements: 18.2.1 The employee must be 58 years of age or older or must be eligible for pension under the "rule of 85" or "rule of 90" provisions of the Public Employees Retirement Association (PERA) . 18.2.2 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. 18.2.3 The employee must have at least ten (10) years of service under the classified or unclassified Civil Service at the time of separation. 18.2.4 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. 18.2.5 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 18.3 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. 18.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. 18.5 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 - 27 - ARTICLE XVIII - SEVERANCE PAY (continued) 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. 18.6 For the purpose of this severance program, a transfer from the City of Saint Paul employment to Independent School District No. 625 employment is not considered a separation of employment, and such transferee shall not be eligible for the City severance program. 18.7 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 18.8 This severance 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 with said ordinance and in such cases, the provisions of this Article shall control. 18.9 The provisions of this Article shall be effective December 31, 1984. 18.10 Any employee hired prior to December 31, 1982, may� in any event, and upon meeting the qualifications of this Article or City Ordinance No. 11490, as amended by City Ordinance No. 16303, section 1, section 6, draw severance pay. However, an election by the employee to draw severance pay under either this article or the ordinance shall constitute a bar to receiving severance pay from the other. Any employee hired after December 31, 1984, shall only be entitled to the benefits of this article updn meeting the qualifications herein. 18.11 For employees regularly appointed to a title covered by this Agreement on or after January 1, 1990, the Employer shall provide only the severance pay program as set forth in 18.12 through 18.18. - 2 8 - � yo -y�� ARTICLE XVIII - SEVERANCE PAY (continued) 18.12 The Employer shall provide a severance pay program as set forth in this Article. 18.13 To be eligible for the severance pay program, an employee must meet the following requirements: 18.13.1 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. 18.13.2 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. 18.13.3 The employee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his separation from service. 18.14 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 City Maximum Severance PaX At Least 20 $ 5,000 21 6,000 22 7,000 �� 23 8,000 24 9,000 25 10,000 - 29 - ARTICLE XVIII - SEVERANCE PAY (continued) 18.15 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 shall be made to the employee's estate or spouse. 18.16 For the purpose of this severance program� a transfer from the City of Saint Paul employment to Independent School District No. 625 employment is not considered a separation of employment, and such transferee shall not be eligible for the City severance program. 18.17 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 18.18 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. 18.19 Notwithstanding Article 18.11, employees regularly appointed to a title covered by this Agreement prior to January 1, 1990, who meet the qualifications as defined in 18.13 may elect to draw severance pay under the provisions set forth in 18.14. However, an election by an employee to draw severance pay under 18.13 through 18.14 shall constitute a bar to drawing severance pay under any other provisions set forth in this Article 18. - 30 - . ��o-re � ARTICLE XIX - i�TORKING OUT OF CIASSIFICATION 19:1 Any employee working an out-of-class assignment for a period in excess of fifteen (15) consecutive working days during any fiscal year of employer, shall receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth day of such assignment. For purposes of this article, an out-of-class assignment is defined as the full-time performance of all of the significant duties and responsibilities of a classification by an individual in another classification. For the purpose of this article� the rate of pay for an out-of-class assignment shall be the same rate the employee would receive if he was promoted to the higher classification. - 31 - ARTICLE XX - SICK LEAVE AND PARENTAL LEAVE 20.1 Sick leave shall be earned and granted in accordance with the Civil Service Rules. 20.2 In the case of a serious illness or disability of an employee'� child, parent or household member� the head of the department shall grant leave with pay in order for the employee to care for or make arrangements for the care of such sick or disabled persons. Such paid leave shall be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be limited to 40 hours per incident. 20.3 Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules� may be granted one day of sick leave to attend the funeral of the employee's grandparent or grandchild. 20.4 If an employee has an accumulation of sick leave credits in excess of one hundred and eighty days� he/she may convert any part of such excess to vacation at the rate of one-half day's vacation for each day of sick leave credit. No employee may convert more than ten (10) days of sick leave in each calendar year under this provision. 20.5 Parental Leave. Pregnant employees of the City of Saint Paul shall be eligible for the use of paid sick leave and unpaid leave of absence in the same manner as any other disabled or ill City employee. Such paid sick leave eligibility shall begin upon certification by the employee's attending physician that the employee is disabled in terms of her ability to perform the duties of her position. A twelve (12) month Parental leave of absence without pay shall be granted to a natural parent or an adoptive parent, who requests such leave in con�unction with the birth or adoption of a child. Such leave - 32 - . �� p� ARTICLE XX - SICK LEAVE AND PARENTAL LEAVE (continued) may be extended an additional twelve (12) months by mutual agreement between the employee and the Employer. Refusal on the part of the Employer to grant an extension of such leave shall not be subject to the provisions of Article 6 of this Agreement. Employees who return following such leaves of absence shall be placed in a position of equivalent salary and tenure as the one held just prior to the beginning of their leave. - 33 - ARTICI.E XRI - NO STRIKE, NO IACKOUT 21.1 The ASSOCIATION and the EMPLOYER agree that there shall be no strikes, work stoppages, slow downs, sit-down, stay in, or other considered interference with the employers' business or affairs by the ASSOCIATION and/or the members thereof, and there shall be no bannering during the existence of this AGREEMENT without first using all possible means of peaceful settlement of any controversy that may arise. - 34 - . �.�ys-�o� ARTICLE XXII - RIGHT TO SUBCONTRACT 22.1 The EMPLOYER may, at anytime during the duration of this AGREEMENT, contract out work done by the employees covered by this AGREEMENT. In the event that such contracting would result in reduction of the work force covered by this AGREEMENT, the EMPLOYER shall give the ASSOCIATION a ninety (90) calendar day notice of the intention to subcontract. - 35 - ARTICLE XXIII - ADMINISTRATIVE SERVICE FEE 23.1 The ASSOCIATION agrees that an administrative service fee of fifty cents ($0.50) per member per month shall be deducted by the City of St. Paul from the amount withheld for dues or fair share prior to remittance of dues or fair share to the ASSOCIATION. - 36 - . �90-�� ARTICLE XXIV - WAGE SCHEDULE ` The wage schedule for purposes of this contract shall be as follows: DISPATCHER I ' ourl Effective 12-30-89 16.85 ' Effective 12-29-90 17.52 Effective 12-28-91 18.22 CUSTODIAN ENGR (PUB SFTY BLDG) o rl first after ' 6 mos. os. Effective 12-30-89 16.99 17.62 Effective 12-29-90 17.67 18.32 Effective 12-28-91 18.38 19.05 CUSTODIAL SUPV--CIVIC CENTER ou 1 Effective 12-30-89 15.63 Effective 12-29-90 16.26 Effective 12-28-91 16.91 NIGHT CUSTODIAL SUPV--CC hourlv Effective 12-30-89 13.18 Effective 12-29-90 13.71 Effective 12-28-91 14.26 MARINA SERVICES SUPERVISOR SENIOR Z00 KEEPER weekl first after m s mos Effective 12-30-89 1302.77 1339.24 ` Effective 12-29-90 1354.88 1392.81 Effective 12-28-91 1409.08 1448.52 ANIMAL CONTROL SUPERVISOR FORESTRY SUPERVISOR I GOLF COURSE SUPERINTENDENT PARK MAINTENANCE SUPERVISOR PUBLIC WORKS SUPERVISOR I SEWER SUPERVISOR I SUPERVISING GARDENER TRAFFIC MAINT SUPERVISOR I ' WATER SERVICE SUPERVISOR WATERSHED SUPERVISOR I Z00 SUPERVISOR biweekly first after 6 mos. 6 mos. Effective 12-30-89 1413.53 1451.88 Effective 12-29-90 1470.07 1509.96 Effective 12-28-91 1528.87 1570.36 - 37 - ARTICLE XXIV - WAGE SCHEDULE (continued) BRIDGE MAINT SUPERVISOR I � biwee first after 6 mos. 6 mos. Effective 12-30-89 1418.81 1457.18 � Effective 12-29-90 1475.56 1515.47 Effective 12-28-91 1534.58 1576.09 BRIDGE MAINT SUPERVISOR II FOREMAN-WATER DEPT FORESTRY SUPERVISOR II METER OPERATIONS SUPERVISOR PUBLIC WORKS SUPERVISOR II SEWER SUPERVISOR II SUPV OF GARBAGE COLLECTION VEHICLE MECHANIC SUPERVISOR WATERSHED SUPERVISOR II biweeklv first after 6 mos. mos Effective 12-30-89 1492.04 1534.88 Effective 12-29-90 1551.72 1596.28 Effective 12-28-91 1613.79 1660.13 EQUIPMENT MAINT FOREMAN biweeklv first after mos mos Effective 12-30-89 1530.22 1573.06 Effective 12-29-90 1591.43 1635.98 Effective 12-28-91 1655.09 1701.42 SUPV OF WATER PRODUCTION MAINT TRAFFIC MAINT FOREMAN II WATER PRODUCTION OPER SUPERVSR biweeklv first after 6 mos. 6 mos. Effective 12-30-89 1579.54 1627.69 Effective 12-29-90 1642.72 1692.80 Effective 12-28-91 1708.43 1760.51 BUILD MAINT SUPV-LIBRARIES PUBLIC WORKS SUPERVISOR III SEWER SUPERVISOR III biweeklv first after 6 mos. 6 mos. Effective 12-30-89 1627.69 1674.11 Effective 12-29-90 1692.80 1741.07 Effective 12-28-91 1760.51 1810.71 - 38 - _ __ _ . ____ ------ _ _ __. ..___ _---_ _ -- _ _ _ _ _. --- -- . _.: _ -- _ _� yp-7o8� ARTICLE XXIV - WAGE SCHEDULE (continued) BUILD MAINT SUPV--FIRE DEPT biweeklv first after os mos � Effective 12-30-89 1719.61 1769.57 Effective 12-29-90 1788.39 1840.35 Effective 12-28-91 1859.93 1913.96 PUBLIC WORKS FIELD SUPERVISOR iweekl first after 6 mos. 6 mos. Effective 12-30-89 1772.28 1824.92 Effective 12-29-90 1843.17 1897.92 Effective 12-28-91 1916.90 1973.84 BUILD MAINT SUPV--PARKS & REC b weekl first after 6 mos. 6 mos. Effective 12-30-89 1825.80 1880.24 Effective 12-29-90 1898.83 1955.45 Effective 12-28-91 1974.78 2033.67 The above December 30, 1989 rates represent a four percent (4.08) increase over the December 31, 1988 rates, Retroactivity shall apply only to employees who are City employees on the date of the signing of this Agreement. The above December 29� 1990 rates represent a four percent (4.0$) increase over the December 30, 1989 rates. The above December 28, 1991 rates represent a four percent (4.0$) increase over the December 29, 1990 rates. - 39 - ARTICLE XXV - TERMS OF AGREEMENT 25.1 This Agreement shall be effective as of January 1, 1990 and shall continue � in effect through December 31, 1992. This Agreement shall not be extended orally and it is understood that it shall expire on the date indicated. 25.2 It is understood that this settlement shall be recommended by the City Negotiator, but is subject to approval by the City Council and Civil Service Commission. 25.3 The Employer and the ASSOCIATION acknowledged that during the meeting and negotiating which resulted in this AGREEMENT, each had the right and opportunity to make proposals with respect to any subject concerning the terms and conditions of employment. The agreements and understandings reached by the parties after the exercise of this right are fully and completely set forth in this agreement. Any and all prior agreements, resolutions, practices, policy or rules or regulations regarding the terms and conditions of employment to the extent they are inconsistent with this agreement are hereby superseded. In those areas where Civil Service Rules are not consistent with this AGREEMENT, the Civil Service Rules shall continue to be in effect. IN WITNESS WHEREOF, the parties have caused this Agreement to be executed this 30th day of March, 1990. THE SAINT PAUL MANUAL AND MAINTENANCE CITY OF SAINT PAUL SUPERVISORS ASSOCIATION i . elations Manager ide on 'rector ��.�v�' l�,��-- - 4 0 -