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90-958 �� Council File � � —gJ�� . �reen sheet � a�3 R RESOLUTION TY OF SAINT PAUL, MINNESOTA � Pr sented By � �� ' eferred To � Committee: Date � �� f - ��7 RESOLVED, That the Council of the City of Saint Paul hereby approves and ratifies the attached 1990-1991 agreement between the City of Saint Paul and the Classified Confidential Employees Association representing clerical, technical and professional employees in positions designated as confidential. ea a s Absent Requested by Department of: mon OSidZ 2 �n � ffice of Perso e and Labor Relations acca ee �� e ma une �z son JUN i 4 1990 Form Ap�qved by City Attorney Adopted by Council: Date / I Adoption Certified by Council Secretary By: `�- ! � By' ~ Approved by Mayor for Submission to PP y y �� 9� Council � A roved b Ma or: Date ��/. sY: �'�. JUN 1 4 1994 By= p�jg�,js��D J UN 16 1990 . I N D E X �', ARTICLE TITLE PAGE Preamble iii I Recognition 1 II Checkoff 3 III Hours of Work 4 IV Work Breaks 7 V Holidays 8 VI Employee Rights - Grievance Procedure 10 VII City Mileage 14 VIII Residency 15 IX Vacation 16 X Insurance 17 XI Working Out of Classification 23 XII Employee Records 24 XIII Bulletin Boards 25 XIV Wages 26 XV Maintenance of Standards 27 XVI Leaves of Absence 28 XVII Military Leave of Absence 31 XVIII Management Rights 32 XIX Seniority 33 XX Discipline 36 XXI Legal Services 37 XXII No Strike - No Lockout 38 XXIII Severance Pay 39 XXIV Nondiscrimination 43 XXV Sick Leave Usage for Dependent Care 44 XXV Terms of Agreement 46 Appendix A1 - ii - � � P R E A M B L E This AGREEMENT entered into by the City of Saint Paul, hereinafter referred to as the EMPLOYER, and the City of Saint Paul Classified Confidential Employees Association, hereinafter referred to as the ASSOCIATION, has as its purpose the promotion of harmonious relations between the EMPIAYER and the ASSOCIATION, the establishment of an equitable and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and other conditions of employment. - iii - i ARTICLE I - RECOGNITION . 1.1 The EMPLOYER recognizes the ASSOCIATION as the sole and exclusive bargaining agent for the purpose of establishing salaries, wages, hours and other conditions of employment for all of its employees as outlined in the certification by the State of Minnesota, Buresu of Mediation Services, dated November 12, 1975� in Case No. 76-PR-658-A and October 14, 1977, in Case No. 77-PR-685-A, and set forth in Section 1.1 below. 1.2 The bargaining unit covered by this AGREEMENT shall consist of the following: All classified confidential employees employed in�the City Attorney, Budget Director, Mayor and Personnel Offices in the classifications of: Clerical and Technical Group Accounting Clerk I - Accounting Technician II Clerk I Clerk II Clerk III Clerk IV Clerical Supervisor Clerk-Typist I Clerk-Typist II Clerk-Typist III Clerk-Stenographer I Clerk-Stenographer II Clerk-Stenographer III Data Entry Operator I Duplicating Equipment Operator Duplicating Equipment Operator Supervisor EDP Programmer EDP Programmer Trainee *Field Representative I Personnel Records Clerk Personnel Records Supervisor Personnel Technician III Recruitment & Selection Coordinator Secretary Secretary (Stenographer) Service Worker II Trainee (Clerical) - 1 - ARTICLE I - RECOGNITION (continued) ' . Professional Group Accountant I Accountant II Accountant III Budget Analyst I Budget Analyst II Budget Analyst III Budget Analyst IV Manpower Coordinator I *Office Services Administration Supervisor Personnel Specialist I Personnel Specialist II Personnel Specialist III Risk Analyst Selection � Validation Specialist � Training & Development Specialist 1.3 Any present or future employee who is not an ASSOCIATION member shall be required to contribute a fair share fee for services rendered by the -- ASSOCIATION, and 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. 1.4 The ASSOCIATION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or judgments brought or issued against the EMPLOYER as a result of any action taken or not taken by the EMPLOYER under the provisions of this Article I, Section 1.3. - 2 - . ARTICLE II - CHECK OFF 2.1 The EMPLOYER agrees to deduct the ASSOCIATION 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 ASSOCIATION and the aggregate deductions of all employees shall be remitted together with 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 ASSOCIATION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or �udgments 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. - 3 - ARTICLE III - HOURS OF WORK ' 3.1 The normal work day shall be seven and three/fourths (7 3/4) consecutive hours per day, excluding a forty-five (45) minute lunch period, fifteen (15) minutes of which 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 employees on a shift basis, this shall be construed to mean an average of thirty-eight and three/fourths (38 3/4) hours per week. 3.4 This section shall not be construed as, and is not a guarantee of, any hours of work per normal work day or per normal work week. 3.5 Time on the payroll in excess of the normal hours set forth above in this Article shall be "overtime work" and shall be done only by order of the head of the department. 3.6 Employees in this bargaining unit working under a title listed under the heading "Clerical and Technical Group" in Article 1.2 shall be recompensed for work done in excess of the normal hours established above in this Article by being granted compensatory time on a time and one-half basis or by being paid on a time and one-half basis for such overtime work. The overtime rate or one and one-half shall be computed on the basis of 1/80th of the biweekly rate. 3.7 Employees working in a title listed under the heading, "Professional Group" in Article 1.2 who work more than seven and three/fourths (7 3/4) hours in any 24 hour period or more than thirty-eight and three/fourths (38 3/4) hours in any 7 day period shall not receive pay for such additional work except as in 3.8 below. - 4 - ARTICLE III - HOURS OF WORK (continued) 3.8 It is understood by the parties that Section 28.H - OVERTIME of Resolution No. 3250 shall not apply to employees in the bargaining unit working under a title listed under the heading, "Professional Group" in Article 1.2. In unusual circumstances a department head may grant these employees who work more than seven and three-fourths (7 3/4) hours in any twenty-four (24) hour period or more than thirty-eight and three/fourths (38 3/4) hours in any particular 7 day period compensatory time or pay on a straight time basis for the extra hours worked. 3.9 Normal work schedules showing the employee's shift, work days and hours shall be posted on all department bulletin boards at all times. It is also understood that deviation from posted work schedules shall be permissible due - to emergencies, acts of God, and overtime may be required. 3.10 Call-In Pay. When an employee is called to work he shall receive two hours' pay i.f not put to work. If he is called to work and commences work, he shall be guaranteed four hours' pay. These provisions, however, shall not be effective when work is unable to proceed because of adverse weather conditions; nor shall these provisions apply to temporary or emergency employees nor to employees employed under any of the titles listed in Section 3.B of the Civil Service Rules under the heading "Special Employments"; nor to any person whose regular scheduled workday is less than four hours. 3.11 Notwithstanding Articles 3.1 through 3.6, employees may, through mutual agreement with the Employer, work schedules other than schedules limited by the normal work day and work week as set forth in Articles 3.1� 3.2 and 3.3. 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. - 5 - ARTICLE III - HOURS OF WORK (continued) , 3.12 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. 3.13 Articles 3.11 and 3.12 shall not be sub,ject to the provisions of Article 6 of this Agreement. - 6 - ARTIC'_.E IV - WORK BREAKS 4.1 Rest Periods. All employees work schedules shall provide for a fifteen minute rest period during each one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever it is feasible. 4.2 If an employee is scheduled to work a full half shift beyond his regular quitting time, he shall be entitled to the rest period that occurs during said half shift. - 7 - 1 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. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on �- the calendar date of the holiday. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the contract year, subject 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 - 8 - ARTICLE V - HOLIDAYS (continued) as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shall be eligible for any floating holidays. 5.5 Notwithstanding Article 5.1, 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 5.1. - 9 - ARTICLE VI - EMPIAYEE RIGHTS - GRIEVANCE PROCEDURE � 6.1 The EMPIAYER shall recognize stewards selected in accordance with ASSOCIATION �� rules and regulations as the grievance representative of the bargaining unit. The ASSOCIATION 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 ASSOCIATION 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 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 For the purposes of this Article VI, a grievance is 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: 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 ASSOCIATION. The written grievance shall set forth the nature of the grievance, the facts on which it is based� the alleged section(s) of the AGREEMENT violated, and the . relief requested. Any alleged violation of the AGREEMENT not reduced to writing by the ASSOCIATION within seven (7) work days of the first occurrence of the event giving rise to the grievance, shall be considered waived. - 10 - ,ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) " te . Wi.thin seven (7) work days after receiving the written grievance a designated EMPLOYER supervisor shall meet with the ASSOCIATION steward and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unresolved, the EMPLOYER shall reply in writing to the ASSOCIATION within three (3) work days following this meeting. The ASSOCIATION may refer the grievance in writing to Step 3 within seven (7) work days following receipt of the EMPIAYER'S written answer. Any grievance not referred in writing by the ASSOCIATION within seven (7) work days following receipt of the EMPIAYER'S answer shall be considered waived. Step 3. Within seven (7) work days following receipt of a grievance referred from Step 2 a designated EMPLOYER supervisor shall meet with the ASSOCIATION Business Manager or his designated representative, the employee and the steward and attempt to resolve the grievance. Within seven (7) work days following this meeting the EMPLOYER shall reply in writing to the ASSOCIATION stating the EMPLOYER'S answer concerning the grievance. If, as a result of the written response the grievance remains unresolved, the ASSOCIATION may refer the grievance to Step 4. Any grievance not referred in writing by the ASSOCIATION to Step 4 within seven (7) work days following receipt of the EMPLOYER'S answer shall be considered waived. te 4. If the grievance remains unresolved, the ASSOCIATION 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. The arbitration proceedings shall be conducted by an arbitrator to be selected by mutual agreement of the EMPLOYER and the ASSOCIATION within seven (7) work days after notice has been given. If the parties fail to mutually agree upon an � - 11 - ARTICLE VI - EMPIAYEE RIGHTS - GRIEVANCE PROCEDURE (continued) . arbitrator within the said seven (7) day period, either party may request �J the Public Employment Relations Board to submit a panel of five (5) arbitrators. Both the EMPIAYER and the ASSOCIATION shall have the right to strike two (2) names from the panel. The ASSOCIATION 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 ASSOCIATION and shall have no authority 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 to the facts of the grievance presented. The decision of the arbitrator shall be final and binding on the EMPLOYER, the ASSOCIATION and the employees. 6.6 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EMPLOYER 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. - 12 - ARTICLE VI - EMPIAYEE RIGHTS - GRIEVANCE PROCEDURE (continued) �x� 6.7 The time limits in each step of this procedure may be extended by mutual agreement of the EMPLOYER and the ASSOCIATION. 6.8 It is understood by the ASSOCIATION and the EMPLOYER that a grievance may be determined by either the grievance procedure of this contract or by the provisions 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 submitted for arbitration under the Civil Service Rules. If an issue is determined by the provisions of the Civil Service.Rules it shall not again be submitted for arbitration under this grievance procedure. - 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 Comvutation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Department Head. �ype 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 automobile, then the employee shall be reimbursed at the rate of $.15 per mile driven and shall not be eligible for any per diem. �ygg�. 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 $.15 per mile for each mile actually driven. If such 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. 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 in3ury, 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 - ARTICLE VIII - RESIDENCY 8.1 The Residency Resolution effective August 4, 1979� in Council File No. 273378 shall apply to all employees covered by this Agreement. - 15 - ARTICLE IX - VACATION � 9.1 Each employee working under a title listed under the heading "Clerical � and Technical Group" in Article 1.2 shall accumulate vacation credits 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 Sth year thru 9th year .0577 lOth year thru 15th year .0654 16th year thru 23rd year .0808 24th year and thereafter .1000 9.2 Each employee working under a title listed under the heading "Professional Group" in Article 1.2 shall accumulate vacation at the rates shown below for each full hour on the payroll, excluding overtime. Y�ars of Service Hours of Vacation lst year thru 8th year .0577 - 9th year thru 15th year .0777 16th year and thereafter .0962 9.3 The head of the department may permit an employee to carry over up to one hundred twenty (120) hours of vacation into the next "vacation year". For the purpose of this article the "vacation year" shall be the fiscal year (IRS payroll reporting year) . 9.4 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Sub. H. - 16 - ARTICLE X - INSURANCE 10.1 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. 10.2 The Employer will for the period of this Agreement contribute for full-time employees who were regularly appointed prior to January 1, 1990 and who retire and who select a health insurance plan provided by the Employer and until such retirees reach sixty-five (65) years of age, the cost of such retiree coverage or $125.00 per month, whichever is less. For such - retirees selecting family coverage the Employer will contribute the cost of such family coverage or $240.00 per month, whichever is less. 10.3 The Employer will for the period of this Agreement contribute for full-time employees who were regularly appointed on or after January 1, 1990 and who retire and who select the single health insurance coverage provided by the Employer and until such retirees reach sixty-five (65) years of age� the cost of such retiree coverage or $85.00 per month, whichever is less. For such retirees selecting family health insurance coverage the Employer will contribute the cost of such family coverage or $185.00 per month, whichever is less. 10.4 The Employer will for the period of this Agreement provide for half-time employees who retire after the time of execution of this Agreement and until such employees reach sixty-five (65) years of age fifty percent (50$) of such health insurance contributions and life insurance contributions as are provided by the Employer for full-time employees who retire under this Agreement. - 17 - ARTICLE X - INSURANCE (continued) , ' 10.5 Notwithstanding Article 10.2, the Employer will for the period of this Agreement contribute for full-time employees who were regularly appointed prior to January 1, 1990 and who retire and who select the Physicians Health Plan-COMBO provided by the Employer and until such retirees reach sixty-five (65) years of age, the cost of such retiree coverage or $125.00 per month, whichever is less. For such retirees selecting family coverage the Employer will contribute the cost of such family coverage or $284.12 per month� whichever is less. For half-time employees who were regularly appointed prior to January 1, 1990 and who retire and who select the Physicians Health Plan-COMBO provided by the Employer and until such retirees reach sixty-five (65) _ years of age, the Employer will contribute fifty percent (508) of such health insurance contributions as are provided by this Article 10.5 for full-time employees who retire. 10.6 Employees who retire must meet the following conditions at the time of retirement to be eligible for the City contributions to health insurance set forth in Articles 10.2, 10.4 and 10.5: 10.6.1 Be receiving benefits from a public employee retiree act at the time of retirement. AND 10.6.2 Have severed his relationship with the City of Saint Paul under one of the early retiree plans. 10.7 In addition to meeting the eligibility requirements stated in 10.6.1 and 10.6.2 above, retiring employees must also meet the following condition - 18 - � �ARTICLE X - INSURANCE (continued) � in order to be eligible for the early retiree insurance benefits set forth in Articles 10.2, 10.4 and 10.5. 10.7.1 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. 10.8 Full-time employees who were regularly appointed prior to January 1, 1990 and who retire and who meet the conditions set forth in 10.6.1 and 10.6.2 but who do not meet any of the conditions set forth in 10.7.1 above, shall be eligible for the following percentages of the amount contributed by the Employer toward health insurance as stated in 10.2, 10.4 and 10.5 for employees who retire and who do meet the conditions set forth in 10.6 and 10.7 above. Such retirees shall be eligible for such contribution until they reach sixty-five (65) years of age. Combination of Age Contribution for Contribution for and Years of Service Single Coverage Famil� Coverage 84 908 90$ 83 80� 808 82 70$ 70$ 81 60� 60$ 80 50$ 50� 10.9 For employees hired on or after January 1, 1990 who retire at the age of sixty-five (65) or older, or for eligible early retirees upon reaching age sixty-five (65) and who have completed at least fifteen (15) 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 sixty-five (65) years of age or older as approved by City Council Resolution. For such retiring employees or for such early retirees who have not completed at least - 19 - ARTICLE X - INSURANCE (continued) . � fifteen (15) years of service, the Employer will discontinue providing any health insurance contributions. For employees hired prior to January 1, 1990 who retire at the age of sixty-five (65) or older, or for eligible early retirees upon reaching age sixty-five (65) and who have completed at least ten (10) 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 sixty-five (65) years of age or older as approved by City Council Resolution. For such retiring employees or for such early retirees who have not completed at least ten (10) years of service, the Employer will discontinue providing any health insurance contributions. 10.10 A retiree may not carry his/her spouse as a dependent if such spouse is. also a City retiree or City employee and eligible for and is enrolled in the City health insurance program. 10.11 Effective July 1, 1990 the Employer agrees to contribute for full-time employees $240.00 per month toward the cost of the employee selected insurance coverages under the "Cafeteria Plan". 10.12 Effective for the August, 1990 insurance premiums, the Employer will discontinue making any contributions towards the cost of the employee's selected insurance coverages under the "Cafeteria Plan". In lieu of such Employer's insurance contributions, effective June 16, 1990 the Employer agrees to increase the full-time employee's base salary by an amount equal to $113.64 biweekly. Effective November 17, 1990 the employee's base salary shall be decreased by $2.87 biweekly. - 2 0 - ARTICLE X - INSURANCE (continued) 10.13 Notwithstanding Articles 10.11 and 10.12, if legislation negating the pre-tax status of employee contributions toward selected insurance - coverages under the "Cafeteria Plan" becomes effective, the Employer will reduce the employee's wages by an amount equal to $240.00 per month ($110.77 biweekly) . The Employer will then contribute $240.00 per month toward the cost of employee selected insurance coverages under the "Cafeteria Plan". 10.14 Under the "Cafeteria Plan" full-time and part-time employees must select at least single coverage hospital-medical insurance. Employees working under title listed under the heading "Professional Group" in Article 1.2 must also select employee life insurance in an amount equal to the - employee's annual salary to the nearest full thousand dollars. Employees working under a title listed under the heading "Clerical and Technical Group" in Article 1.2 must select, in addition to single coverage hospital•medical insurance, employee life insurance coverage in the amount of $15,000. It is understood that these mandatory coverages may not be waived. The $10,000 increase in life insurance shall only be effective in accordance with the provisions of the insurance policy. 10.15 The contributions indicated in this Article 10 shall be paid to the Employer's third party administrator. 10.16 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. 10.17 Employees covered by this Agreement will be eligible to participate in the Medical Reimbursement Account as offered by the Employer. The service fee charged to participating employees shall be paid by the employee. - 21 - ARTILCE X - INSUR.ANCE (continued) � 10.18 Employees covered by this Agreement shall be eligible to participate in the Dependent Care Reimbursement Account offered by the Employer. The service fee charged to participating employees shall be paid by the Employer. - 22 - ARTICLE XI - WORKING OUT OF CLASSIFICATION 11.1 Any employee working an out-of-class assignment for more than 5 consecutive days, shall receive a higher rate of pay for the out-of-class assignment in the higher classification starting from the first day the employee was required to work the out-of-class assignment. For the purposes of this article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, 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 the 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 next higher classification in the employee's current class series. 11.2 For the following classifications, the provisions of 12.1 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 - 23 - ARTICLE XII - EMPIAYEE RECORDS ` � 12.1 Any written reprimand made concerning any member of this Bargaining Unit which is filed with the Personnel Office or within any City department, shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the City shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. 12.2 Any member of the bargaining unit, may, during usual working hours, with the approval of the supervisor, review any material placed in the employee's personnel file� after first giving proper notice to the supervisor in custody of such file. 12.3 Any member of the bargaining unit may file a grievance or a discrimiation complaint and there shall be not retaliation by the City of Saint Paul for such action. - 24 - ARTICLE XIII - BULLETIN BOARDS 13.1 The EMPIAYER 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 UNION for political purposes other than UNION elections. Use of this bulletin board is sub,ject to approval of the department head. - 2 5 - ARTICLE XIV - WAGES i4.1 The wage schedule, for the purposes of this�contract, shall be Appendix A� attached hereto. Both parties agree that the inclusion of the classifications and salary ranges in Appendix "A" does not preclude the Employer from the following: 1. Reorganizing 2. Abolishing classifications 3. Establishing new classifications 4. Regrading classifications 5. Reclassifying positions Both parties also agree that titles and grades in Appendix A refer to employees in the positions at the date of signing of the agreement. No employee in this bargaining unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassification takes place. 14.2 The rates in the wage schedule in Appendix A shall reflect the following adjustments: Effective December 30, 1989: 48 increase Effective December 29, 1990: Clerical Classes: 4.58 Technical Classes: 4.58 Professional Classes: 4.08 The above percentage increases apply to all steps through the 15-year step. The 20-year and 25-year steps for the Clerical and Technical classes shall continue to be $9.50 and $13.00 respectively greater than the 15-year and 20-year steps respectively. Retroactive pay adjustments shall apply only to employees who were City employees on the date of the signing of this Agreement. - 26 - 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 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. - 27 - ARTICLE XVI - LEAVES OF ABSENCE � � 16.1 Leave of Absence. After three month's employment� an employee may make � application for a leave of absence not to exceed one year. A leave of absence shall be granted on the basis established in the Civil Service Rules (Resolution No. 3250). 16.2 Sick Leave. Sick Leave shall accumulate at the rate of .0576 of a working hour for each full hour on the payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave the employee must report to his supervisor no later than one-half hour past his regular scheduled starting time. The granting of sick leave shall be sub�ect to the terms and provisions of Resolution No. 3250, of the City of Saint Paul. 16.3 Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay, for such period of time as the head of the department deems necessary, on account of sickness or in�ury of the employee, quarantine established by a public health enforcement agency, death of the employee's mother, father, spouse, child, brother� sister, mother-in-law, father-in-law, or other person who is a member of the household; and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist� etc. 16.4 Leave Without Pay. Any employee who engages in active service in time of war or other emergency declared by the proper suthority of any of the military or naval forces of the state or of the United States for which leave is not otherwise allowed by law shall be entitled to leave of absence from employment without pay during such service with right of reinstatement and sub3ect to such conditions as are imposed by law. Such leaves of absence as are granted under Article 18 shall conform to Minnesota Statutes, Section 192, as amended from time to time, and shall confer no additional benefits other than those granted by said statute. - 28 - ARTICLE XVI - LEAVES OF ABSENCE (continued) 16.5 Severance Pay. Employees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 16303. 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 3uror 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 to attend the funeral of the employee's grandparent or grandchild. 16.8 Any 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. 16.9 Maternity and 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. - 29 - ARTICLE XVI - LEAVES OF ABSENCE (continued) 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 conjunction with the birth or adoption of a child. Such leave 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 sub�ect 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. 16.10 Educatiori Leave. Leave with pay may be granted for educational purposes at the option of the employer. • 30 - . . ARTICLE XVII - 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 who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, 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 authorized by proper authority pursuant to law, whether for state or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any calendar year and, further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the employee (1) returns to his position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so. returning by physical or mental disability or other cause not due to such employee's own fault, or (3) is required by proper suthority to continue in such military or naval service beyond the time herein limited for such leave. - 31 - . . '. ARTICLE XVIII - MANAGEMENT RIGHTS 18.1 The ASSOCIATION recognized the right of the CITY to operate and manage its affairs in all respects in accordance with applicable laws and regulations or appropriate suthorities. All rights and suthority which the CITY has not officially abridged, delegated or modified by this AGREEMENT are retained by the CITY. 18.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of discretion or policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, and organizational structure and selection and direction and nwnber of personnel. - 32 - ARTICLE XIX - 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 it is determined by the EMPIAYER 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. Department will identify such least senior employee 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 departmental reduction is more senior, he/she shall have the right to claim that position and the least senior City employee in such titles shall be the employee - 33 - . r ARTICLE XIX - SENIORITY (continued) � laid off. For the purposes of this article, the Board of Education is not included as a City department nor is a Board of Education employee included as a City employee. Column A Colwnn B Clerk � Clerk I, Clerk II Clerk II Clerk I, Clerk II Clerk-Typist I Clerk-Typist I, Clerk-Typist II Clerk-Typist II Clerk-Typist II, Clerk-Typist I Clerk-Stenographer I Clerk-Steno I� Clerk-Steno II Cashier I Cashier I� Cashier II Cashier II Cashier II, Cashier I Accounting Machine Operator I Aceounting Machine Operator I, Accounting Machine Operator II Accounting Machine Operator II Accounting Machine Operator II� Accounting Machine Operator I Data Entry Operator I Data Entry Operator I� Data Entry Operator II Data Entry Operator II Data Entry Operator II� Data Entry Operator I - Duplicating Equipment Duplicating Equipment Operator Trainee, Operator Trainee Duplicating Equipment Operator Duplicating Equipment Operator Duplicating Equipment Operator, Duplicating Equipment Oper. Trainee 19.4 In cases where there are promotional series, such as Clerk I, II, III, etc. , when the number of employees in these higher titles is to be reduced, employees who have held lower 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 within any department. 19.5 In cases where an employee to be laid off has held no regular appointment in a lowe� title 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 which he/she was regularly appointed immediately prior to his/her ' current title, so long as there is either a vacancy or if no vacancy exists a less senior employee in such title may be displaced. In cases where an employee to be laid off has held no regular appointment to any titles - 3 4 - ARTICLE XIX - SENIORITY (continued) immediately prior to his/her current title, said employee shall be laid off. 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. i9.6 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. - 35 - ARTICLE XX - DISCIPLINE ' 20.1 The EMPLOYER will discipline employees for 3ust cause only. Discipline � will be in the form of: 20.1 Oral reprimand; 20.2 Written reprimand; 20.3 Suspension; 20.4 Reduction; 20.5 Discharge The listing above of 20.1 through 20.5 does not indicate that such forms of discipline must be progressive and in such order for any one employee. 20.2 Suspensions, reductions and discharges will be in written form. 20.3 Employees and the ASSOCIATION will receive copies of written reprimand and notices of suspension and discharge. -- 20.4 Employees may examine all information in their EMPLOYER personnel files that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under direct supervision of the EMPIAYER. 20.5 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. 20.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that an ASSOCIATION representative be present. - 36 - ARTICLE XXI - LEGAL SERVICES 21.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the employer shall defend save harmless and indemnify an employee, and/or his estate, against any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of the employee's duties. 21.2 Notwithstanding Article 21.1, 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. - 37 - ARTICLE XXII - NO STRIKE - NO IACKOUT • ' 22.1 Neither the Association, its officers or agents, nor any of the employees � covered by this Agreement will engage in, encourage, sanction or support any strike, or the withholding in whole or in part of the full performance of their duties during the life of this Agreement� except as specifically allowed by the Public Employment Labor Relations Act. In the event of a violation of this article, the Employer will warn employees of the consequences of their action and shall instruct them to immediately return to their normal duties. Any employee who fails to return to his full duties within twenty-four (24) hours 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. - 38 - ARTICLE XXIII - 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 must be eligible for a non-reduced pension under the provisions of the Public Employees Retirement Association (PERA) . For City employees covered by a pension plan other than PERA, such employees must be eligible for a non-reduced pension under the provisions of that particular pension plan. 23.2.2 The employee must be voluntarily separated from City employment or have been sub�ect 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. - 23.2.3 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 re-employment (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 sub�ect to a maximum of 200 accrued sick leave days. - 39 - ARTICLE XXIII - SEVERANCE PAY (continued) � ' 23.4 The maximum amount of money that any employee may obtain through � this severance pay program is $6,500. 23.5 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 all of the requirements set forth above, at the time of his or her death, payment of the severance pay will be made to the employee's estate or spouse. 23.6 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. 23.7 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 23.8 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. 23.9 Any employee hired prior to December 31, 1983 may� in any event, and upon meeting the qualifications of this Article or City Ordinance No. 11490, as amended by City Ordinance No. 16303, secti�on 1, section 6, draw severance pay. However, an election by the employee to draw severance pay under either this Article or City Ordinance 11490� as amended by City Ordinance No. 16303, shall constitute a bar to receiving severance pay from the other. Any employee hired after December 31, 1983 shall only be entitled to the benefits of this Article upon meeting the qualifications herein, - 40 - ARTICLE XXIII - SEVERANCE PAY (continued) 23.10 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 23.11 through 23.17. 23.11 The Employer shall provide a severance pay program as set forth in this Article. 23.12 To be eligible for the severance pay program, an employee must meet the following requirements: 23.12.1 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. . - 23.12.2 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. 23.12.3 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. 23.13 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 Pay At Least 20 $ 5,000 21 6,000 22 7,000 23 8,000 24 9,000 25 10,000 - 41 - ARTICLE XXIII - SEVERANCE PAY (continued) � 23.14 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. 23.15 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. 23.16 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 23.17 This severance pay program shall be sub�ect 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. 23.18 Notwithstanding Article 23.10, employees regularly appointed to a title covered by this Agreement prior to January 1� 1990, who meet the qualifications as defined in 23.12 may elect to draw severance pay under the provisions set forth in 23.13. However, an election by an employee to draw severance pay under 23.12 through 23.13 shall constitute a bar to drawing severance pay under any other provisions set forth in this Article 23. - 42 - ARTICLE XXIV - NONDISCRIMINATION , 24.1 The terms and conditions of this AGREEMENT will be applied to employees equally without regard to� or discrimination for or against, any individual because of race, color, creed, sex, age, or because of inembership or non-membership in the ASSOCIATION. 24.2 Employees will perform their duties and responsibilities in a nondiscriminatory manner as such duties and responsibilities involve other employees and the general public. 24.3 Employees covered by this contract will be covered by the City Policy regarding nondiscrimination and sexual harassment, as well as applicable local, state and federal laws. - 4 3 - ARTICE XXV - SICK LEAVE USAGE FOR DEPENDENT CARE � 25.1 In the case of a serious illness or disability of an employee's 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. 25.2 The head of the Department or the Personnel Director may require a physician's certificate or additional certificates at any time during an employee's use of sick leave for the purposes stated in 25.1 above. All such certificates shall be forwarded by the appointing officer to the Personnel Office. If an employee is absent because of the provisions of Article 25.1 for � three or fewer calendar days he/she shall submit to the head of the Department a certificate signed by the employee stating the nature of the child, parent, or household member's sickness. If the sickness continues for more than three calendar days, no further sick leave shall be granted unless or until a physician is consulted. The sick leave may be continued from and include the day of consultation, but only if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the head of the department and forwarded to the Personnel Office. 25.3 No sick leave shall be granted for the above reasons unless the employee reports to his/her department head the necessity for the absence not later than one-half hour after his/her regularly scheduled time to report for work, unless he/she can show to the satisfaction of the department head that the failure to report was excusable. � - 44 - ARTICLE XXV - SICK LEAVE USAGE FOR DEPENDENT CARE (continued) 25.4 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. - 45 - ARTICLE XXVI - TERMS OF AGREEMENT • 26.1 Complete Agreement and Waiver of Bargaining. This AGREEMENT shall represent the complete AGREEMENT between the ASSOCIATION and the CITY of Saint Paul. The parties acknowledge that during the negotiations which resulted in this AGREEMENT, each had the unlimited right and opportunity to make requests and proposals with respect to any sub�ect or matter not removed by law from the area of collective bargaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this AGREEMENT. Therefore, the CITY and the ASSOCIATION, for the life of this AGREEMENT, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any sub�ect or matter referred to or covered in this AGREEMENT. 26.2 Savings Clause. This AGREEMENT is sub�ect 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 jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. 26.3 Terms of Agreement. This AGREEMENT shall be in full force and effect from January 1, 1990, thru December 31, 1991 and shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing by June 1, that it desires to modify or terminate this AGREEMENT. In witness whereof, the parties have caused this AGREEMENT to be executed this 2nd day of . May, 1990. - 46 - . ARTICLE XXVI - TERMS OF AGREEMENT (continued) 26.4 This constitutes a tentative AGREEMENT between the parties which will be recommended by the City Negotiator� but is subject to the approval of the Administration of the City, the City Council and is also subject to ratification by the City of Saint Paul Classified Confidential Employees Association. � WITNESSES: . CITY OF SAINT PAUL CITY OF SAINT PAUL CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION ' / � • � ��.� �� ' IG�.� .--- ^ � � - abor Relations Manager ess Representative � �. Pe� 1 Director - 4 7 - APPENDIX "A" CLERICAL TITLES TRAINEE(CLERICAL) Effective A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. 12-30-89 573.08 593.26 612.61 634.41 656.20 681.20 694.14 709.47 718.97 728.47 06-16-90 686.72 706.90 726.25 748.05 769.84 794.84 807.78 823.11 832.61 842.11 11-17-90 683.85 704.03 723.38 745.18 766.97 791.97 804.91 820.24 829.74 839.24 12-29-90 714.62 735.71 755.93 778.71 801.48 827.61 841.Z3 857.15 866.65 876.15 CLERK I 12-30-89 597.29 617.46 640.07 661.04 686.04 709.47 72[�.80 742.19 751.69 761.19 06-16-90 710.93 731.10 753.71 774.68 799.68 823.11 838.44 855.83 865.33 874.83 11-17-90 708.06 728.23 750.84 771.81 796.81 820.24 835.57 852.96 862.46 871.96 12-29-90 739.92 761.00 784.63 806.54 832.67 857.15 873.17 891.34 900.84 910.34 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 " - 06-16-90 724.64 744.85 764,19 787.60 809.39 835.19 854.95 873.26 882.76 892.26 11-17-90 721.77 741.98 761.32 784.73 806.52 832.32 852.08 870.39 879.89 889.39 12-29•90 754.25 775.37 795.58 820.04 842.81 869.77 890.42 909.56 919.06 928.56 CLERK-TYPIST I 12-30-89 619.88 641.68 665.07 687.67 712.67 741.31 759.62 776.17 785.67 795.17 06-16-90 733.52 755.32 778.71 801.31 826.31 854.95 873.26 889.81 899.31 908.81 11-17-90 730.65 752.45 775.84 798.44 823.44 852.08 870.39 886.94 896.44 905.94 12-29-90 763.53 786.31 810.75 834.37 860.49 890.42 909.56 926.85 936.35 945.85 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 06-16-90 748.05 769.84 794.84 819.06 844.48 873.26 889.81 909.41 918.91 928.41 11-17-90 745.18 766.97 791.97 816.19 841.61 870.39 886.94 906.54 916.04 925.54 12-29•90 778.71 801.48 827.61 852.92 879.48 909.56 926.85 947.33 956.83 966.33 CLERK-STENOGRAPHER I 12-30-89 661.04 686.04 709.47 736.94 763.96 795.77 819.31 838.13 847.63 857.13 06-16-90 774.68 799.68 823.11 850.58 877.60 909.41 932.95 951.77 961.27 970.77 11-17-90 771.81 796.81 820.24 847.71 874.73 906.54 930.08 948.90 958.40 967.90 12-29-90 806.54 832.67 857.15 885.86 914.09 947.33 971.93 991.60 1001.10 1010.60 - A1 - APPENDIX "A" (continued) CLERK II Effective A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. 12-30-89 689.29 715.11 742.19 770.92 804.25 838.13 859.76 884.23 893.73 903.23 06-16-90 802.93 828.75 855.83 884.56 917.89 951.77 973.40 997.87 1007.37 1016.87 11-17-90 800.06 825.88 852.96 882.69 915.02 948.90 970.53 995.00 1004.50 1014.00 12-29-90 836.06 863.04 891.34 921.37 956.20 991.60 1014.20 1039.78 1049.28 1058.78 CLERK-TYPIST II 12-30-89 719.14 744.00 779.65 811.79 845.66 884.23 906.84 931.31 940.81 950.31 06-16-90 832.78 857.64 893.29 925.43 959.30 997.87 1020.48 1044.95 1054.45 1063.95 11-17-90 829.91 854.77 890.42 922.56 956.43 995.00 1017.61 1042.08 1051.58 1061.08 12-29-90 867.26 893.23 930.49 964.08 999.47 1039.78 1063.40 1088.97 1098.47 1107.97 ACCOUNTING CLERK I 12-30-89 736.94 763.96 795.77 831,53 868.26 906.84 931.31 954.83 964.33 973.83 06-16-90 850.58 877.60 909.41 945.17 981.90 1020.48 1044.95 1068.47 1077.97 1087.47 11-17-90 847.71 874.73 906.54 942.30 979.03 1017.61 1042.08 1065.60 1075.10 1084.60 12-29-90 885.86 914.09 947.33 984.70 1023.09 1063.40 1088.97 1113.55 1123.05 1132.55 CLERK-STENOGRAPHER II 12-30-89 770.92 804.25 838,13 874.84 915.30 954.83 981.19 1007.55 1017.05 1026.55 06-16-90 884.56 917.89 951.77 988.48 1028.94 1068.47 1094.83 1121.19 1130.69 1140.19 11-17-90 881.69 915.02 948.90 985.61 1026.07 1065.60 1091.96 1118.32 1127.82 1137.32 12-29-90 921.37 956.20 991.60 1029.96 1072.24 1113.55 1141.10 1168.64 1178.14 1187.64 CLERK III 12-30-89 811.79 845.66 884.23 922.84 965.20 1005.66 1033.90 1060.24 1069.74 1079.24 06-16-90 925.43 959.30 997.87 1036.48 1078.84 1119.30 1147.54 1173.88 1183.38 1192.88 11-17-90 922.56 956.43 995.00 1033.61 1075.97 1116.43 1144.67 1171.01 1180.51 1190.01 12-29-90 964.08 999.47 1039.78 1080.12 1124.39 1166.67 1196.18 1223.71 1233.21 1242.71 CLERK-STENOGRAPHER III CLERK-TYPIST III 12-30-89 833.40 871.05 907.76 949.18 993.43 1035.79 1064.94 1093.19 1102.69 1112.19 06-16-90 947.04 984.69 1021.40 1062.82 1107.07 1149.43 1178.58 1206.83 1216.33 1225.83 11-17-90 944.17 981.82 1018.53 1059.95 1104.20 1146.56 1175.71 1203.96 1213.46 1222.96 12-29-90 986.66 1026.00 1064.36 1107.65 1153.89 1198.16 1228.62 1258.14 1267.64 1277.14 - A2 - APPEND�X "A" (continued) DUPL EQUIP OPERATOR Effective A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. 12-30-89 854.12 890.83 931.31 971.77 1013.19 1058.36 1088.48 1117.67 1127.17 1136.67 06-16-90 967.76 1004.47 1044.95 1085.41 1126.83 1172.00 1202.12 1231.31 1240.81 1250.31 11-17-90 964.89 1001.60 1042.08 1082.54 1123.96 1169.13 1199.25 1228.44 1237.94 1247.44 12-29-90 1008.31 1046.67 1088.97 1131.25 1174.54 1221.74 1253.22 1283.72 1293.22 1302.72 CLERK IV 12-30-89 924.71 969.89 1013.19 1062.14 1110.13 1162.82 1195.79 1227.79 1237.29 1246.79 06-16-90 1038.35 1083.53 1126.83 1175.78 1223.77 1276.46 1309.43 1341.43 1350.93 1360.43 11-17-90 1035.48 1080.66 1123.96 1172.91 1220.90 1273.59 1306.56 1338.56 1348.06 1357.56 12-29-90 1082.08 1129.29 1174.54 1225.69 1275.84 1330.90 1365.36 1398.80 1408.30 1417.80 PERSONNEL RECORDS CLERK SECRETARY 12-30-89 977.42 1020.73 1068.71 1117.67 1171.32 1225.91 1260.71 1293.68 1303.18 1312.68 06-16-90 1091.06 1134.37 1182.35 1231.31 1284.96 1339.55 1374.35 1407.32 1416.82 1426.32 11-17-90 1088.19 1131.50 1179.48 1228.44 1282.09 1336.68 1371.48 1404.45 1413.95 1423.45 12-29-90 1137.16 1182.42 1232.56 1283.72 1339.78 1396.83 1433.20 1467.65 1477.15 1486.65 SECRETARY (STEONGRAPHER) 12-30-89 1004.71 1052.70 1099.77 1151.56 1205.21 1261.68 1298.39 1335.09 1344.59 1354.09 06-16-90 1118.35 1166.34 1213.41 1265.20 1318.85 1375.32 1412.03 1448.73 1458.23 1467.73 11-17-90 1115.48 1163.47 1210.54 1262.33 1315.98 1372.45 1409.16 1445.86 1455.36 1464.86 12-29-90 1165.68 1215.83 1265.01 1319.13 1375.20 1434.21 1472.57 1510.92 1520.42 1529.92 DUPL EQUIP OPR SUPERVISOR 12-30-89 1032.00 1081.90 1131.79 1183.54 1239.08 1298.39 1335.09 1371.78 1381.28 1390.78 06-16-90 1145.64 1195.54 1245.43 1297.18 1352.72 1412.03 1448.73 1485.42 1494.92 1504.42 11-17-90 1142.77 1192.67 1242.56 1294.31 1349.85 1409.16 1445.86 1482.55 1492.05 1501.55 12-29-90 1194.19 1246.34 1298.48 1352.55 1410.59 1472.57 1510.92 1549.26 1558.76 1568.26 RECRUITMENT & SELECTION COORD 12-30-89 1062.14 1110.13 1162.82 1215.57 1272.96 1335.09 1371.78 1410.38 1419.88 1429.38 06-16•90 1175.78 1223.77 1276.46 1329.21 1386.60 1448.73 1485.42 1524.02 1533.52 1543.02 11-17-90 1172.91 1220.90 1273.59 1326.34 1383.73 1445.86 1482.55 1521.15 1530.65 1540.15 12-29-90 1225.69 1275.84 1330.90 1386.03 1446.00 1510.92 1549.26 1589.60 1599.10 1608.60 � - A3 - APPENDIX "A" (continued) ' CLERICAL SUPERVISOR Effective A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. 12-30-89 1062.14 1110.13 1162.82 1215.57 1272.96 1335.09 1371.78 1410.38 1419.88 1429.38 06-16-90 1175.78 1223.77 1276.46 1329.21 1386.60 1448.73 1485.42 1524.02 1533.52 1543.02 11-17-90 1172.91 1220.90 1273.59 1326.34 1383.73 1445.86 1482.55 1521.15 1530.65 1540.15 12-29-90 1225.69 1275.84 1330.90 1386.03 1446.00 1510.92 1549.26 1589.60 1599.10 1608.60 PERSONNEL RECORDS SUPERVISOR 12-30-89 1121.42 1175.09 1227.79 1287.09 1349.23 1411.34 1452.76 1494.15 1503.65 1513.15 06-16-90 1235.06 1288.73 1341.43 1400.73 1462.87 1524.98 1566.40 1607.79 1617.29 1626.79 11-17-90 1232.19 1285.86 1338.56 1397.86 1460.00 1522.11 1563.53 1604.92 1614.42 1623.92 12-29-90 1287.64 1343.72 1398.80 1460.76 1525.70 1590.60 1633.89 1677.14 1686.64 1696.14 TECHNICAL EDP PROGRAMMER TRAINEE Effective A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. - - 12-30-89 944.95 985.14 1025.33 1070.78 1117.07 1165.99 1195.71 1228.03 1241.03 1254.03 06-16-90 1058.59 1098.78 1138.97 1184.42 1230.71 1279.63 1309.35 1341.67 1354.67 1367.67 11-17-90 1055.72 1095.91 1136.10 1181.55 1227.84 1276.76 1306.48 1338.80 1351.80 1364.80 12-29-90 1103.23 1145.23 1187.22 1234.72 1283.09 1334.21 1365.27 1399.05 1412.05 1425.05 ACCOUNTING TECHNICIAN II 12-30-89 1042.83 1090.00 1137.19 1186.99 1239.41 1293.56 1328.54 1362.59 1375.59 1388.59 06-16-90 1156.47 1203.64 1250.83 1300.63 1353.05 1407.20 1442.18 1476.23 1489.23 1502.23 11-17-90 1153.60 1200.77 1247.96 1297.76 1350.18 1404.33 1439.31 1473.36 1486.36 1499.36 12-29-90 1205.51 1254.80 1304.12 1356.16 1410.94 1467.52 1504.08 1539.66 1552.66 1565.66 *FIELD REPRESENTATIVE I EDP PROGRAMMER 12-30-89 1099.62 1147.65 1197.47 1249.87 1305.79 1365.21 1401.92 1439.48 1452.48 1465.48 06-16-90 1213.26 1261.29 1311.11 1363.51 1419.43 1478.85 1515.56 1553.12 1566.12 1579.12 11-17-90 1210.39 1258.42 1308.24 1360.64 1416.56 1475.98 1512.69 1550.25 1563.25 1576.25 12-29-90 1264.86 1315.05 1367.11 1421.87 1480.31 1542.40 1580.76 1620.01 1633.01 1646.01 PERSONNEL TECHNICIAN III 12-30-89 1159.02 1207.08 1262.12 1316.30 1376.60 1435.14 1477.05 1515.51 1528.51 1541.51 06-16-90 1272.66 1320.72 1375.76 1429.94 1490.24 1548.78 1590.69 1629.15 1642.15 1655.15 11-17-90 1269.79 1317.85 1372.89 1427.07 1487.37 1545.91 1587.82 1626.28 1639.28 1652.28 12-29-90 1326.93 1377.15 1434.67 1491.29 1554.30 1615.48 1659.27 1699.46 1712.46 1725.46 - A4 - APPENDIX "A" (continued) � � PROFESSIONAL MANPOWER COORDINATOR I Effective A B C D E F G 10-YR. 15-YR. 12-30-89 940.63 977.89 1015.14 1068.18 1120.35 1176.24 1233.99 1271.23 1307.55 06-16-90 1054.27 1091.53 1128.78 1181.82 1233.99 1289.88 1347.63 1384.87 1421.19 11-17-90 1051.40 1088.66 1125.91 1178.95 1231.12 1287.01 1344.76 1382.00 1418.32 12-29-90 1093.46 1132.21 1170.95 1226.11 1280.36 1338.49 1398.55 1437.28 1475.05 ACCOUNTANT I BUDGET ANALYST I PERSONNEL SPECIALIST I 12-30-89 995.56 1035.61 1078.48 1131.52 1189.30 1248.92 1310.35 1349.47 1388.59 06-16-90 1109.20 1149.25 1192.12 1245.16 1302.94 1362.56 1423.99 1463.11 1502.23 11-17-90 1106.33 1146.38 1189.25 1242.29 1300.07 1359.69 1421.12 1460.24 1499.36 12-29-90 1150.58 1192.24 1236.82 1291.98 1352.07 1414.08 1477.96 1518.65 1559.33 *OFFICE SERVICES ADMIN-SUPERV PERSONNEL SPECIALIST II 12-30-89 1121.31 1166.93 1213.49 1274.02 1337.36 1405.37 1474.26 1515.23 1563.68 06-16-90 1234.95 1280.57 1327.13 1387.66 1451.00 1519.01 1587.90 1628.87 1677.32 11-17-90 1232.08 1277.70 1324.26 1384.79 1448.13 1516.14 1585.03 1626.00 1674.45 12-29-90 1281.36 1328.81 1377.23 1440.18 1506.06 1576.79 1648.43 1691.04 1741.43 BUDGET ANALYST II 12-30-89 1190.21 1236.79 1287.08 1352.27 1417.45 1489.18 1565.53 1611.18 1656.78 06•16-90 1303.85 1350.43 1400.72 1465.91 1531.09 1602.82 1679.17 1724.82 1770.42 11-17-90 1300.98 1347.56 1397.85 1463.04 1528.22 1599.95 1676.30 1721.95 1767.55 12-29-90 1353.02 1401.46 1453.76 1521.56 1589.35 1663.95 1743.35 1790.83 1838.25 PERSONNEL SPECIALIST III SELECTION & VALIDATION SPEC TRAINING & DEVELOPMENT SPEC 12-30-89 1225.61 1274.02 1325.25 1391.40 1462.17 1533.89 1611.18 1658.66 1708.04 06-16-90 1339.25 1387.66 1438.89 1505.04 1575.81 1647.53 1724.82 1772.30 1821.68 11-17-90 1336.38 1384.79 1436.02 1502.17 1572.94 1644.66 1721.95 1769.43 1818.81 12-29-90 1389.84 1440.18 1493.46 1562.26 1635.86 1710.45 1790.83 1840.21 1891.56 RISK ANALYST 12-30-89 1262.86 1314.08 1365.31 1432.37 1504.99 1579.51 1658.66 1709.90 1760.20 06-16-90 1376.50 1427.72 1478.95 1546.01 1618.63 1693.15 1772.30 1823.54 1873.84 11-17-90 1373.63 1424.85 1476.08 1543.14 1615.76 1690.28 1769.43 1820.67 1870.97 12-29-90 1428.58 1481.84 1535.12 1604.87 1680.39 1757.89 1840.21 1893.50 1945.81 - AS - � �PPENDIX "A" (continued) ` BUDGET ANALYST III Effective A B C D E F G 10-YR. 15-YR. 12-30-89 1422.11 1477.98 1535.72 1613.04 1694.06 1778.82 1869.14 1922.21 1979.95 06-16-90 1535.75 1591.62 1649.36 1726.68 1807.70 1892.46 1982.78 2035.85 2093.59 11-17-90 1532.88 1588.75 1646.49 1723.81 1804.83 1889.59 1979.91 2032.98 2090.72 12-29-90 1594.20 1652.30 1712.35 1792.76 1877.02 1965.17 2059.11 2114.30 2174.35 BUDGET ANALYST IV 12-30-89 1748.09 1816.97 1891.48 1982.76 2084.31 2188.59 2297.54 2366.47 2434.45 06-16-90 1861.73 1930.61 2005.12 2096.40 2197.95 2302.23 2411.18 2480.11 2548.09 11-17-90 1858.86 1927.74 2002.25 2093.53 2195.08 2299.36 2408.31 2477.24 2545.22 12-29-90 1933.21 2004.85 2082.34 2177.27 2282.88 2391.33 2504.64 2576.33 2647.03 Effective December 30, 1989: 4$ increase Effective December 29, 1990: Clerical Classes: 4.5$ Technical Classes: 4.58 Professional Classes: 4.0$ - - The above percentage increases apply to all steps through the 15-year step. The 20-year and 25-year steps for the Clerical and Technical classes shall continue to be $9.50 and $13.00 respectively greater than the 15-year and 20-year steps respectively. Retroactive pay adjustments shall apply only to employees who were City employees on the date of the signing of this Agreement. The above June 16, 1990 rates include $113.64 biweekly which has been added to the base rates in lieu of an Employer's insurance contribution. The above November 17, 1990 rates include a decrease of $2.87 biweekly. This reduces the amount that has been added to the base rates in lieu of an Employer's insurance contribution to $110.77 biweekly. - A6 - O K �{.��nf�� r Council File # ��QJr� 'V �r�1 Green Sheet # 07/.3 � RESOLUTION TY OF SAINT PAUL, MINNESOTA � Pr sented By � z�.�� eferred To � ,�,tie.e- Committee: Date �i- �' - ��7 RESOLVED, That the Council of the City of Saint Paul hereby approves and ratifies the attached 1990-1991 agreement between the City of Saint Paul and the Classified Confidential Employees Association representing clerical, technical and professional employees in positions designated as confidential. __�'e�e Navs Absent Requested by Department of: on ,{,r,�_ sw "-- � ffice of Perso e and Labor Relations = acc e �_ e m n ne ,��' � z son Adopted by Council: Date .1UN i 4 1990 FO� A ved by City Attorney , Adoption Certified by Council Secretary By: � � .- BY' ~ Approved by Mayor for Submission to Council Approved by Mayor: Date 1 �a-GJ,0�f�'l�li�`-�/ By: By' ` ,` RECEI1tED �'� �► �,5'`� Offiae of a« � � � 3� . Person�el s Labvr Relations, 05-0�-90 ��`� � � N0. i ao�rt�►c�r'E�wa+a � : oer�n�at�!sc� Mrrw�� +q =` .:. , . , qnn c�,or: ; J ee C L d` 292-73t�a � arr�nc�r� _ ; : , �r+r a+a1�o��a�w►�r�a►� woaer o� �r,.a w�r:taw�oq a�.` wu►ro� .� _...�..,..... _ TOTAL�01�lMON��A��; � Kkl�A�1.LOCATIOlIi�O�f i�1�1THl�', This t�sol�tian a�praves h two year contract laetweea the City s�d` the Clsosified Confidential E�pl�yees Assoeiation. The contract pe�i�d is Jac�uary �, 1��IO tt�i�ugh December 31, 1991. � < ; �n�r�w aow►�eioa �..aw.�aow�on ""�t'm n�°"�t ._as oo�n�e� ..._ � .. _s*�: � _..�� CITY A�'T�RNEY ��.� «.,�� .� �».��,�.�.� . . - Current cortract expired on December 31, 19$9. �.+ �ov�wr�s��o�rec: See attachment ar�vvNtt�o�t� , None ow�ov�xr�s woR� � Possible arbitration �� .: . � , _ RECEIVED �' , j � t�ounci Research Center. �� MAY 2�� CITY ��.�RK .... 183,834 ,., -- rat��or�wn�ow .l,.._ .�.�.... cosT��tpatt�o�s p� ��:: . Mcr �,� various �� r�w�aw�roa:�.�q 3ee �ttachment : >, � �/ r �� p -'�� Attachment to Green Sheet I. Financial Information A. Number of employees affected: 53 B. Approximate total package cost for 1989: $1,836,597 C. Total package increase for 1990: $88,030 D. Approximate total package cost for 1990: $1,924,627 E. Total package increase for 1991: $95,804 F. Approximate total package cost for 1991: $2,019,931 G. Overall increase in costs for 1990 and 1991: $183,834 These figures reflect a 4� wage increase for all employees in 1990 and 4.5$ wage increase for clerical and technical employees in 1991. For professionals a 1991 wage increase of 4.0$ is reflected. Also reflected is a $25.00 per month increase in the City's contribution toward health insurance for 1990 and a $25.00 per month increase for 1991. In addition, an increase of $3,500 in severance pay for 1990 is reflected. The approximate total package increase will be 4.79� in 1990 and 4.98$ in 1991. The overall 1990 and 1991 total package increase represents a 10.0$ increase over the 1989 total package costs. II. Contract Summarv A. Article X - 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. For employees appointed after January l, 1990 the Employer's contribution toward early retiree insurance was reduced to $85.00 per month for single coverage and $185.00 per month for family coverage. 3. Effective January 1, 1990 the Employer's cost for insurance will be increased from $190.00 per month to $215.00 per month. Effective for the August, 1990 insurance premiums, the Employer will discontinue making any contributions toward selected insurance coverages and will instead increase the full-time employee's wages. 4. Effective November 17, 1990 the full-time employee's wages will be reduced by $2.87 biweekly. B. Article XI - Working Out of Classification Employees who work an out-of-class assignment for more than five consecutive days will receive pay in the higher classification starting on the first day of the assignment. . � y�o -�.�' � , . . Attachment to Green Sheet (continued) C. Article XXIII - Severance Pay Severance pay was increased from a maximum of $6,500 to $10,000. D. Wages 1. Effective December 30, 1989 there will be a 4.0$ increase for all employees covered by the agreement. 2. Effective December 29, 1990 there will be a 4.5� increase for the clerical and technical employees covered by the agreement and a 4.0$ increase for the professional employees.