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90-1041 OD � �� A�� , Council File � — � �v `l Green Sheet # q� 7" RESOLUTION �� CITY„OF AINT PA,IJL, MINNESOTA ��.,Z ; Presented By � � /h �eferred To Committee: Date �� oQ� � � � 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 Saint Paul Fire Supervisory Association, representing supervisory employees in the Fire Department. e Navs Absent Requested by Department of: �m �swi z �. Office of Personne and Labor Relations acca ee T— e m �— � une p � i son —�— " By: lC'O /i.19. � �--- �-- Adopted by Council: Date �U� � 9 ��Q Form r ed by City Attorney Adoption Certified by Council Secretary By: , By: J�� Approved by Mayor for Submission to Council Approved by Mayor: Date JUL 2 n i44n � By: �� .�'"` `� � By s p�gl��p J U L 2 8199 _ , , . . . '��ctiv�� qe -/�° DEPARTMENT/OFFICEICOUNCIL 0 f f i c e o f DN1'E�NITIATED ��'�`s �y� �{�j � � ^ � Personnel and Labor Relations 06-01-90 GREEN SHEET`�3�'�� v� �J��. `t CONTACT PERSON 3 PHONE Ep/►pTIdENT pIRECTOR ' r ,: `'' �Vt. Ndl:,'" INITIAUDATE James C. Lombardi 292-7301 NV�� CITYATTORNEY ,�1f��qKi;� MUBT BE ON COUNCIL A(�ENDA BY(DAl'� ROUTINO �BUDOET DIRECTOR �FIN.6 MCaT.SERVICE3 DIR. �MAYOR(OR AS818TAIJ� � TOTAL M OF SIGNATURE PAGES � (CLIP ALL LOCATIONS FOR 81GNATUR� AC110N REQUESTED: This resolution approves a two year contract between the City and the Saint Paul Fire Supervisory Association. p�n��fD ft Ls RECOMMENDA710N3:Approve(A)a ReJsct(R) COUNCIL COMMITTEE/RESEARCFI REPORT OPT�ONAL _PLANNIN�COMMI8810N _GVIL SERVICE OOMMISS�1 ��YST PHONE NO. _CIB COMMITTEE — _�� _ OOMMENTS: _DISTRICT COURT _ SUPPORTS WHICH COUNGL OBJECTIVE? INITIATII�K�PROBLEM.ISSUE.OPPORTUNITY(1Nho,What,Whsn,Wfrore,Why): Current contract expired on December 31 , 1989. ADVANTAOE3 IF APPROVED: See attachment DI8ADVANTAOEB IF APPROVED: None • DISADVANTAC�ES IF NOT APPROVED: Possible arbitration R�CEIUED �our�cil F�esearch �:en�er. ��1�.4�"�0 JUN 11 ►yyU CITY CLERK TOTAL AMOUNT OF TRANSACTION a 153,70�+ CpgT/pEyENUE BUDGETED(CIRCLE ON�O NO FUNDINd SOURCE various ACTIVITY NUMBER Firuwan�iNFOati+nnow:�exPwM See attachment (�� NOTE: COMPLETE DIRECTIONS ARE INCLUDED IN THE GREEN SHEET INSTRUCTIONAL MANUAL AVAILABLE IN THE PURCHASING OFFICE(PHONE NO.298-4225). ROUTING ORDER: Below are preferred routings for the five most frequent rypes of documeMa: CONTRACTS (assumes authorized COUNGL RESOWTION (Amend, BdgtsJ budget exists) Accept. Grants) 1. Outside Agency 1. Department Director 2. Initiating Department 2. Budget Director 3. City Attorney 3. City Attorney 4. Mayor 4. Mayw/Assistant 5. Finance&Mgmt Svcs. Director 5. City Council 6. Finance Accounting 6. Chief Accountant,Fin &Mgmt Svcs. ADMINISTRATIVE ORDER (Budget COUNCIL RESOLUTION (all others) Revision) and ORDINANCE 1. Activiry Manager 1. Initiating Department Director 2. Department Accountant 2. Ciry Attorney 3. DepaRment Director 3. Mayor/Assistant 4. Budget Director 4. City Council 5. City Clerk 8. Chief Accountant, Fin &Mgmt Svcs. ADMINISTRATIVE ORDERS (all others) 1. Initiating Department 2. City Attorney 3. MayoNAssistant 4. City Clerk TOTAL NUMBER OF SIGNATURE PAGES Indicate the#�of pages on which signatures are required and p8 ercli each of these pages. ACTION RE(�UESTED Describe whet the project/request seeks to accomplish in either chronologi- cal order or order of importance,whichever is most appropriate fo�the issue. Do not write complete sentences. Begin each item in your list with a verb. RECOMMENDATIONS Complete if the issue in question has been presented before any body, pubUc or private. SUPPORTS WHICH COUNCIL OBJECTIVE? Indicate which Council objective(s)your projecUrequest supports by listfng the key word(s)(HOUSIN(3, RECREATION, NEtCiHBORHOODS, ECONOMIC DEVELOPMENT, BUDGET, SEWER SEPARATION).(SEE COMPLETE LIST IN INSTRUCTIONAL MANUAL.) COUNCIL COMMITTEE/RESEARCH REPORT-OPTIONAL AS REQUESTED BY COUNCIL INITIATIN(3 PROBLEM, ISSUE, OPPORTUNITY Explain the situation or conditions that created a need for your project or request. ADVANTAGES IF APPROVED Indicate whether this is simply an annuel budget procedure required by Iaw/ charter or whether there are specf�c ways in which the Ciry of Saint Paul and its citizens will beneflt from this project/action. DISADVANTAGES IF APPROVED What negative effects or maJor changes to existing or past.prxesses might this project/request produce if it is passed(e:g.;traffic delays, noise, tax increases or assessments)?To Whom?When? For how long? DISADVANTACiES IF NOT APPROVED What will be the negative consequences if the promised action is not approved?Inabiliry to deliver service? Continued high traffic, noise, accident rate7 Loss of revenue7 FINANGAL IMPACT Although you must tailor the information you provide here to the issue you are addressing, in general you must answer two questions: How much is it going to cost?Who is going to pay� . . � �I�- y�-�vyl 5. Resolution 90-887 - requesting the Mayor and his administration with Council Research contact the Ramsey County Historical Society, Ramsey County, and IDS No. 625 to prepare a cooperative inventory of all historic furniture, furnishings and fixtures in City Hall and County Courthouse with a report on the inventory stating conditions, locations and usefulness of items with recommendations as to the disposition of inventorv. (Referred from Council 5/29/90) Laid over indefinitely at the request of Councilmember Dimond. Additional Item: Resolution 90-1041 - approving and ratifying 1990-1991 agreement with the St. Paul Fire Supervisory Association representing supervisory em lo ees in the Fire De artment. Referred f om Council 7 3 90 Approved 3-0 ��'��`�� 6. Resolution 90-847 - requesting the Mayor to use his authority as granted in the City Charter to reduce the 1990 budget by administrative order and requiring City Council approval of certain budgetary actions. (Referred from Council 5/17/90) No action taken R��Fi��.� J��2l ��r� �D �ER� , , . , . � qo-io�/ - Attachment to Green Sheet I. Financial Information A. Number of employees affected: 22 B. Approximate cost of insurance and wages for 1989: $1,238,011 C. Increased cost of insurance and wages for 1990: $97,283 D. Approximate cost of insurance and wages for 1990: $1,335,294 E. Increased cost of insurance and wages for 1991: $56,421 F. Approximate cost of insurance and wages for 1991: $1,391,715 G. Overall increase in costs of insurance and wages for 1990 and 1991: $153,704 These figures reflect a 4� increase in wages and maintenance of the current pay differentials over the Fire Captain Paramedic wages for 1990. In addition, insurance contribution increases of $60.00 per month for single and $42.00 per month for family coverage are reflected. For 1991, these figures reflect a 4� increase in wages and an increase in insurance contributions of $13.00 per month for single and $22.00 per month for family coverage. The approximate total package increase will be 7.85� in 1990 and 4.23$ in 1991. The approximate 1990 and 1991 total package costs reflect a 12.42� increase over the 1989 total package cost. II. Contract Summarv A. Article XII - 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 l, 1990, the Employer agrees to contribute the cost of employee health insurance coverage or $125.00 per month, whichever is less. For family coverage, the Employer will contribute the cost of such family coverage or $240.00 per month, whichever is less. Effective January 1, 1991, the Employer will contribute the 1991 cost of the least expensive health insurance coverage or $125.00 per month, whichever is less. For family coverage, the Employer will increase the contribution for such family coverage by fifty percent (50$) of the largest 1991 premium increase. 3. Effective on the first day of the first month following the effective date of the agreement the life insurance coverage will be increased from $5,000 to $15,000. 4. Effective January 1, 1990 early retirees 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. � . � . - . . �yo -�Dy� • Attachment to Green Sheet (continued) For early retirees who were regularly appointed on or after January 1, 1990 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, 1990 the employer insurance contribution levels shall remain the same as indicated in the 1989 agreement. B. Article XIV - 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. C. Article XV - Sick Leave and Maternity 1. Up to 40 hours of sick leave may now be granted to employees for the care of sick or disabled household members. 2. Employees may now use one day of sick leave in order to attend the funeral of a grandparent or grandchild. 3. A 12 month parental leave of absence without pay may now be taken in the case of natural birth or adoption. Such leave can be increased another 12 months by mutual agreement between the employee and employer. D. Article XVI - Severance The maximum amount of pay-out for accrued sick leave for eligible employees upon severing their employment was increased from $7,000 to $10,000. E. Article XX - Duration 2 year agreement F. Wages 4$ increase across the board retroactive to December 30, 1989. The Assistant Fire Marshall shall also receive an additional pay equity increase of 18 in addition to the above wage increases. 4$ increase across the board effective December 29, 1990. LR.MISC attachment.40 .� �� !3 A1, The attached is the revised page that The Fire Supervisory Association will ask Janice Rettman to substitute into their contract. The only change is in Article 16.1. The phrase "Effective January 1, 1990" has been added. t� '� Jim 6-20-90 ��C�� 01°.°�0 J�� ;�,�� 4 � 6:1 . The employer shall provide, a severance pay program as set forth in /J,,i�0�QG�� this Article 16. ' ' �� 16.2 To be eligible for the severance pay program, an employee must meet the following requirements: 16.21 The employee must be voluntarily separated from City employment or have been subject to separation by lay-off or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason a� not eligible for the City Severance pay program. 16.22 The employe must file a waiver of reemployment with the Personnel Di ctor, which will clearly indicate that by requesting se rance pay, the employee waives all claims to reinstatement o reemployment (of any type) , with the City or with Independe t School District No. 625. 16.23 The employee must h e an accumulated balance of at least eighty (80) days of s k leave credits at the time of his separation from servic 16.3 If an employee requests severanc pay and if the employee meets the eligibility requirements set fort 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 employe on the date of separation for each day of accrued sick leave subject to maximum as shown below based on the number of years of service with th City. Years of Service Maximum with the City �everance Pay At least 20 $ 5,000 21 6,000 22 7,000 23 8,000 24 9,000 25 10,000 16.4 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if the ployee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the emplo ee's estate or spouse. 16.5 For the purpose of this severance program, a transfer f om the City of Saint Paul employment to Independent School District No. 625 e loyment is not considered a separation of employment, and such transfere shall not be eligible for the City severance program. 16.6 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 16.7 This severance pay program shall be sub�ject 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. - 25 - . , . . ARTICLE XVII - WAGES ' � 17.1 Retroactive to December 30, 1989: 4.0$ increase across the board. Any retroactive salary ad,justment shall apply only to employees who are City employees on the date of the signing of this Agreement. When the 1990 rates for Fire Captain Paramedic are determined, the steps in the 1990 salary range for District Fire Chief shall be adjusted to reflect a fifteen percent (15$) differential above the corresponding step in the 1990 salary range for Fire Captain Paramedic. The 1990 Fire Captain Paramedic rates on which the 15$ differential is based shall not include any amount that has been added to the Fire Captain Paramedic's rate in lieu of an Employer's insurance contribution. This same process shall be repeated to determine the final 1991 rates for the title of District Fire Chief. Effective December 29, 1990: 4.0$ increase across the board. The biweekly rates for titles other than District Fire Chief covered by this Agreement shall be adjusted each year to reflect the percent as shown below of the 1990 and 1991 rates applicable to the title District Fire Chief. TITLE PERCENT of DISTRICT FIRE CHIEF Fire Dispatcher Supervisor 85 �$ Assistant Fire Marshal 91.3$* Emergency Preparedness Coordinator 92.98 Emergency Paramedical Service Chief 100.08 Fire Communications Chief 100.0$ Fire Training Officer 100.0$ Deputy Fire Chief 108.3� Fire Marshal 108.3� *Includes a one percent (18) Comparable Worth adjustment - 26 - ARTICLE XVI - SEVERANCE PAY 16.1 ' The employer shall provide a 'sewerance pay program as set forth in � yQ'"�U�� this Article 16. 16.2 To be eligible for the severance pay program, an employee must meet � the following requirements: 16.21 The employee must be voluntarily separated from City employment or hav been sub3ect to separation by lay-off or compulsory retirem nt. Those employees who are discharged for cause, miscondu t, inefficiency� incompetency, or any other disciplinary reason ar not eligible for the City Severance pay program. 16.22 The employee must file a waiver of reemployment with the Personnel Dir ctor, which will clearly indicate that by requesting sev rance pay, the employee waives all claims to reinstatement o reemployment (of any type) , with the City or with Independ t School District No. 625. 16.23 The employee must ve an accumulated balance of at least eighty (80) days of ick leave credits at the time of his separation from servi e. 16.3 If an employee requests severa ce pay and if the employee meets the eligibility requirements set fo th 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 empl ee on the date of separation for each day of accrued sick leave subject o a maximwn as shown below based on the number of years of service with the City. Years of Service Maximum with the City ev rance At least 20 $ 5,000 21 6,000 22 7,000 23 8,000 24 9,000 25 10,000 16.4 For the purpose of this severance program, a de th of an employee shall be considered as separation of employment, and if t e employee would have met all of the requirements set forth above, at the t me of his or her death, payment of the severance pay may be made to the em loyee's estate or spouse. 16.5 For the purpose of this severance program, a transfe from the City of Saint Paul employment to Independent School District No. 62 employment is not considered a separation of employment, and such transfe e shall not be eligible for the City severance program. 16.6 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 16.7 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. - 25 - ARTICLE XVII - WAGES � ' � ` ' ' . 17.1 Retroactive to December 30, 1989: 4.08 increase across the board. � Any retroactive saiary adjustment shall apply only to employees who are City employees on the date of the signing of this Agreement. When the 1990 rates for Fire Captain Paramedic are determined� the steps in the 1990 salary range for District Fire Chief shall be adjusted to reflect a fifteen percent (15$) differential above the corresponding step in the 1990 salary range for Fire Captain Paramedic. The 1990 Fire Captain Paramedic rates on which the 158 differential is based shall not include any amount that has been added to the Fire Captain Paramedic's rate in lieu of an Employer's insurance contribution. This same process shall be repeated to determine the final 1991 rates for the title of District Fire Chief. Effective December 29, 1990: 4.08 increase across the board. The biweekly rates for titles other than District Fire Chief covered by this Agreement shall be adjusted each year to reflect the percent as shown below of the 1990 and 1991 rates applicable to the title District Fire Chief. T TLE PERCENT of DISTRICT FIR� CHIEF Fire Dispatcher Supervisor 85 �� Assistant Fire Marshal 91.3$* Emergency Preparedness Coordinator 92,g$ Emergency Paramedical Service Chief 100.0$ Fire Communications Chief 100.0$ Fire Training Officer 100.0� � Deputy Fire Chief 108.3� Fire Marshal 108.3$ *Includes a one percent (18) Comparable Worth adjustment - 26 - � . �y�i��/ INDEX ARTICLE TITLE AGE I Purpose 1 II Definitions 2 III Recognition 3 IV Security 4 V Employer Authority 5 VI Grievance Procedure 6 VII Savings Clause 11 VIII Uniform Allowance 12 iX Legal Services 13 X Seniority 14 XI Call Back 15 XII Insurance 16 XIII Vacation 20 XIV Holidays 21 XV Sick Leave and Parental Leave 23 XVI Severance Pay 25 XVII Wages 26 XVIII Residence 28 XIX Incapacitation 29 XX Drug and Alcohol Testing 30 XXI Duration and Effective Date 31 Appendix A A1 Appendix B B1 - ii - � ARTICLE I - PURPOSE - ��ya-,o�r • 1.1 The Employer and the Saint Paul Fire Supervisory Association (SPFSA) agree that the purpose of entering into this AGREEMENT is to: 1.11 Achieve orderly and peaceful relations, thereby establishing a system of uninterrupted operations and the highest level of performance that is consistent with the well being of all concerned. 1.12 Establish the full and complete understanding of the parties concerning the terms and conditions of this AGREEMENT. 1.13 Establish procedures to orderly and peacefully resolve disputes as to the application of interpretation of this AGREEMENT. 1.14 Place in written form the parties' agreement upon terms and conditions of employment for the duration of this AGREEMENT. - 1 - ARTICLE II - DEFINITIONS 2.1 ASSOCIATION: Saint Paul Fire Supervisory Association (SPFSA) 2,2 EMPLOYER: The City of Saint Paul 2.3 ASSOCIATION MEMBER: A member of Saint Paul Fire Supervisory Association (SPFSA) . 2.4 EMPLOYEE: A member of the exclusively recognized bargaining unit as certified by the State Bureau of Mediation Services in Case No. 78-PR-1056-A dated August 1, 1978. 2.5 VACANCY: As determined by the department head, a funded position opening in a class specified in Article 3.2. 2.6 POSITION: Any specific office, employment or job in the Fire Department in a class specified in Article 3.2. 2,7 TOUR OF DUTY: A. For a fifty-six (56) hour work week employee: The performance of job duties and acceptance of the responsibilities of a position for a consecutive and uninterrupted twenty-four (24) hour period from 8:00 a.m. on a calendar day to 8:00 a.m. on the following calendar day. B. For a forty (40) hour work week employee: The performance of job duties and acceptance of the responsibilities of a position for a consecutive and uninterrupted eight (8) hour period within a calendar day. 2.8 DEPARTMENT: The fire department of the City of Saint Paul as established and amended from time to tiine pursuant to Section 9.01 of the City Charter. 2.9 OVERTIME: Work performed by an EMPLOYEE in excess of the EMPLOYEE'S tour of duty by order of the EMPLOYER. - 2 - � ARTICLE III - RECOGNITION �''� ��'�D�j 3.1 The EMPLOYER recognizes the SPFSA as the exclusive representatfve for the purpose of ineeting and negotiating the terms and conditions of employment for supervisory Fire Department personnel. 3.2 Job classes which are within the bargaining unit and covered by this AGREEMENT are as follows: Assistant Fire Marshal Deputy Fire Chief District Fire Chief Fire Communications Chief Fire Dispatcher Supervisor Emergency Paramedical Services Chief Emergency Preparedness Coordinator Fire Marshal Fire Training Officer 3.3 In the event the EMPLOYER and the ASSOCIATION are unable to agree as to the inclusion or exclusion of a new or modified job position, the issue shall be submitted to the Bureau of Mediation Services for determination. - 3 - ARTICLE IV - SECURITY 4.1 The EMPLOYER shall deduct from the wages of EMPLOYEES who authorize such a deduction in writing an amount necessary to cover monthly ASSOCIATION dues and assessments. Such monies shall be remitted as directed by the ASSOCIATION. 4.2 The ASSOCIATION may designate EMPLOYEES from the bargaining unit to act as stewards and shall inform the EMPLOYER in writing of such choice. 4.3 The ASSOCIATION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or judgments brought. or issued against the city as a result of any action taken or not taken by the city under the provisions of this article. 4.4 The ASSOCIATION agrees that an administrative service fee of fifty cents ($0.50) per member per month shall be deducted by the City of Saint Paul. - 4 - � �ya-��r ARTIGLE V - EMPLOYER AUTHORITY 5.1 The SPFSA recognizes the prerogatives of the EMPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. The prerogatives and suthority which the EMPLOYER has not officially abridged, delegated or modified by this AGREEMENT are retained by the EMPLOYER. 5.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include but are not limited to, such areas of discretion of 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. - 5 - ARTICLE VI - GRIEVANCE PROCEDURE - 6.1 DEFINITION OF GRIEVANCE ' A grievance is defined as a dispute or disagreement as to the inter- pretation or application of the specific terms and conditions of the AGREEMENT. It is specifically understood that any matters governed by civil service rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafter set forth. No disciplinary action which may be appealed to a civil service or merit system suthority will be considered a grievance and sub�ect to the grievance procedure herein. 6.2 SPFSA REPRESENTATIVES The EMPLOYER will recognize representatives designated by the SPFSA as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The SPFSA shall notify the EMPLOYER in writing of the names of such SPFSA representatives and of their successors when so designated. 6.3 PROCESSING OF GRIEVANCE It is recognized and accepted by the SPFSA and the EMPLOYER that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the EMPIAYEE and shall therefore be accomplished during normal working hours only when consistent with such EMPLOYEE duties and responsibilities. The aggrieved EMPLOYEE and the SPFSA shall be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the EMPLOYER during normal working hours provided the EMPLOYEE and the SPFSA representatives 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 program of the EMPLOYER. - 6 - � ARTICLE VI - GRIEVANCE PROCEDURE (continued) //r C�Q—��G�j l.i�-- 6.4 PROCEDURE Grievances, as defined by Section 5.1 shall be resolved in conformance with the following procedure: Step 1. An EMPLOYEE claiming a violation concerning the interpretation of application of the Contract shall within twenty-one (21) calendar days after such alleged violation has occurred present such grievance to the EMPIAYEE'S supervisor as designated by the EMPLOYER. The EMPLOYER- designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed in 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 Contract allegedly violated, the remedy requested, and shall be appealed to Step 2 within ten (10) calendar days after the EMPLOYER-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the SPFSA within ten (10) calendar days shall be considered waived. SteP 2. If appealed, the written grievance shall be presented by the SPFSA, and discussed with the EMPLOYER-designated Step 2 representative. The EMPLOYER-designated representative shall give the SPFSA 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 - 7 - ARTICLE VI - GRIEVANCE PROCEDURE (continued) � 6.4 PROCEDURE-Step 2 (continued) may be appealed to Step 3 within ten (10) calendar days following the EMPLOYER-designated representative's Step 2 answer. Any grievance not appealed in writing to Step 3 by the SPFSA within ten (10) calendar days shall be considered waived. Step 3. If appealed, the written grievance shall be presented by the SPFSA to, and discussed with the EMPLOYER-designated Step 3 representative. The EMPLOYER-designated representative shall give the SPFSA 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 by the SPFSA to Step 4 within ten (10) calendar days following the EMPLOYER-designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the SPFSA within ten (10) calendar days shall be considered waived. Step 4. A grievance unresolved in Step 3 and appealed to Step 4 shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971. The selection of an arbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as established by the Public Employment Relations Board. - 8 - - ARTICLE VI - GRIEVANCE PROCEDURE (continued) ��G��/v(�� ! 6.5 ARBITRATOR'S AUTHORITY The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the terms and conditions of the AGREEMENT. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the EMPIAYER and the SPFSA, and shall have no authority to make a decision on any other issue not so submitted. 6.6 The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the 33 cation of laws, rules or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thirty (30) days following the close of the hearing or the submission of briefs by the parties, whichever is later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this AGREEMENT and to the facts of the grievance presented. 6.7 The fees and expenses for the arbitrators' services and proceedings shall be borne equally by the EMPLOYER and the SPFSA, provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the pro- ceedings, 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. - 9 - ARTICIE VI - GRIEVANCE PROCEDURE (continued) . 6.8 WAIVER .' If a grievance is not presented within the time limits set forth above, it shall be considered "waived". If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shall be considered settled on the basis of the EMPLOYER'S last answer. If the EMPIAYER does not answer a grievance or an appeal thereof within the specified time limits, the SPFSA may elect to treat the grievance as denied at that step and immediately appeal the grievance to the next step. The time limit on each step may be extended by mutual written agreement of the employer and the SPFSA in each step. 6.9 RECORDS All documents, communications and records dealing with a grievance shall be filed separately from the personnel files of the involved employee(s) . - 10 - - �'90 /o�/ - ARTICLE VII - SAVINGS CLAUSE ' 7.1 This AGREEMENT is subject to the laws of the United States, the State of Minnesota and the City of Saint Paul. In the event any provision of this AGREEMENT shall be held to be contrary to law by a court of competent �urisdiction from whose final �udgment 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. - 11 - t � ' ARTICLE VIII - UNIFORM ALLOWANCE 8.1 The 1972 base of One Hundred T�ienty Dollars ($120.00) as a clothing •� allowance on a voucher system will be increased January 1, 1974� and each year thereafter on the basis of a yearly study of the increased cost of the defined uniform. The 1972 base cost of the uniform is stipulated and attached as Appendix A. 8.2 It is further understood that Fire Prevention Employees shall receive a clothing allowance which is Thirty ($30.00) dollars greater than that provided herein for other employees. - 12 - . �ya �o�� - ARTICLE IX - LEGAL SERVICES - 9.1 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. 9.2 Notwithstanding Article 9.1, 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. - 13 - ARTICLE X - SENIORITY - 10.1 Devartment Senioritv For the purposes of this AGREEMENT seniority shall be defined as the length of continuous and uninterrupted employment in the fire department. 10.2 Loss of Department Senioritv An EMPLOYEE will lose acquired department seniority in the following instances: 10.31 Resignation 10.32 Discharge 10.33 Retirement 10.3 Work Force Reduction In the event of a reduction in the department work force, such reduction shall occur in accordance with Section 22 of the Civil Service Rules as of the date of the signing of this AGREEMENT. 10.4 Reduction in Rank Reduction in rank shall be in accordance with the Civil Service Rules as of the date of the signing of this AGREEMENT. (Except as indicated below) 10.41 Reduction in rank for periods up to but no more than 30 consecutive calendar days will be by platoon seniority. 10.42 Reduction in rank for more than 30 consecutive calendar days shall be in accordance with the Civil Service Rules as of the date of the signing of this AGREEMENT. - 14 - . �1,cyo �6�/ ' ARTICLE XI - CALL BACK ' 11.1 EMPLOYEES required to report for work by the EMPLOYER during scheduled off-duty time will be compensated the straight time rate. The minimum payment under this Article will be four (4) times the EMPLOYEE'S hourly rate. An early report of two (2) hours or less or an extension of a normally scheduled tour of duty shall not qualify an EMPLOYEE for this minimum payment. - 15 - � ARTICLE XII - INSURANCE • 12.1 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. 12.2 For the purpose of this Article, full-time employment is defined as appearing on the payroll at least 32 hours per week or at least 64 hours per pay period excluding overtime hours. 12.3 For the purpose of this Article, half-time employment is defined as appearing on the payroll at least 20 hours per week or at least 40 hours per pay period excluding overtime hours. 12.4 Effective January 1, 1990, for each eligible employee covered by this Agreement who is employed full-time and who selects employee health insurance coverage, the Employer agrees to contribute the cost of such coverage or $125.00 per month, whichever is less. For each full-time employee who selects family health insurance coverage, the Employer will contribute the cost of such family coverage or $240.00 per month, whichever is less. 12.5 Effective for January 1, 1991 the Employer's contribution toward employee health insurance coverage shown above in Article 12.4 shall be adjusted to reflect the cost of the least expensive single plan or $125.00 per month, whichever is greater. 12.6 Effective for January 1, 1991 the Employer's contribution toward family health insurance coverage shown above in Article 12.4 shall be adjusted to reflect an increase of fifty percent (50$) of the largest 1991 premium increase for family health insurance coverage provided by the Employer. 12.7 For each eligible employee covered by this Agreement who is employed half-time and who selects employee health insurance coverage, the Employer agrees to contribute fifty percent (50$) of the amount contributed for full-time employees selecting employee coverage in the same insurance plan. For each half-time employee who selects family health insurance coverage, the Employer will contribute fifty percent (508) of the amount contributed for full-time employees selecting family health insurance coverage in the same insurance plan. 12.8 For each eligible employee the Employer agrees to contribute the cost of $5,000 df life insurance coverage. Effective on the first day of the first month following the effective date of the resolution approving this Agreement the life insurance coverage will be increased to $15,000. This additional $10,000 of insurance coverage shall be effective only in accordance with the provisions of the insurance carrier. - 16 - ARTIGLE XII - INSURANCE (continued) . (�,�qa-�oy� - 12.9 Effective January 1, 1990 employees who retire and who have not reached the age of sixty-five (65) must meet the following conditions in order to be eligible for Employer contributions toward a hospital-medical • insurance plan offered by the Employer: 12.9.1 Be receiving benefits from a public employee retirement act covering employees of the City of Saint Paul at the time of retirement. AND 12.9.2 Have severed his/her relationship with the City of Saint Paul under one of the pre-age 65 retiree plans. AND 12.9.3 Have completed at least 25 years of service with the City of Saint Paul. 12.10 Effective January 1, 1990 for eligible employees who were regularly appointed prior to January 1, 1990 and who retire and who are eligible for early retiree benefits under the terms set forth in Article 12.9 above and who select an indemnity hospital-medical insurance plan offered by the Employer, the Employer agrees to contribute the cost of such single coverage or $106.32 per month, whichever is less. For such eligible early retirees who select family coverage, the Employer will contribute the cost of such family coverage or $318.41 per month, whichever is less. Upon such retirees reaching the age of sixty-five (65) , such Employer's contributions shall terminate. 12.11 Effective January 1, 1990 for eligible employees who were regularly appointed prior to January 1, .1990 and who retire and who are eligible for early retiree benefits under the terms set forth in Article 12.9 above and who select the Health Maintenance Organization Plan (HMO) offered by the Employer, the Employer agrees to contribute the cost of such single coverage or $84.42 per month, whichever is less. For such eligible early retirees who select family coverage, the Employer will contribute the cost of such family coverage or $211.09 per month, whichever is less. Upon such retirees reaching the age of sixty-five (65) , such Employer's contributions shall terminate. 12.12 Effective January 1, 1990, for eligible employees who were regularly appointed on or after January 1, 1990 and who retire and who are eligible for early retiree benefits under the terms set forth in Article 12.9 above and who selects a hospital-medical insurance plan offered by the Employer, the Employer agrees to contribute the cost of such single coverage or $70.00, whichever is less. For such retirees selecting family coverage, the Employer shall pay the cost of such family coverage. or $180.00 per month� whichever is less. Upon such retirees reaching the age of sixty-five (65) , such Employer's contributions shall terminate. 12.13 The Employer will for the period of this Agreement provide for half-time employees who retire after the time of execution of this Agreement and who are eligible for early retiree benefits under the terms set forth in Article 12.9 above and until such retirees reach sixty-five (65) years of age fifty percent (50$) of such health insurance contributions as are provided by the Employer for full-time employees who retire under this Agreement selecting the same coverage. - 17 - ARTICLE XII - INSURANCE (continued) . 12.14 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. 12.15 Effective January 1, 1990 full-time eligible employees who retire and who have not reached the age of sixty-five (65) the Employer agrees to contribute the cost of $5,000 of life insurance coverage for such retiree. Upon such retiree reaching the age of sixty-five (65) such Employer contributions toward such coverage shall terminate. 12.16 In the event of the death of an active employee or an early retiree, the dependents of such employee, or in the case of an early retiree, the dependents of record of such retiree at the time of his/her retirement, shall have the option, within thirty (30) days, to continue the current hospital-medical insurance coverages including any changes as may be made from time to time, which said dependents previously had, at the premium applicable to early retirees. It is understood that such coverage shall cease in the event of: 12.16.1 The subsequent remarriage of the surviving spouse of the deceased employee or retiree. 12.16.2 The employment of the surviving spouse where hospital-medical insurance coverage is obtained through a group program provided by said Employer. However, it is further understood that in said event, the surviving spouse shall have the right to maintain City hospital-medical insurance coverage for the first ninety (90) days of said employment. 12.17 The increase in the Employer's insuran�e contributions for active employees shall be retroactive to January, 1990. The payment for the retroactive contributions shall be made by paying $60.00 to each employee in the bargaining unit for each month beginning with January, 1990 up until the month for which the Employer begins to contribute the amounts as set forth in Article 12.4. 12.18 It is the intention of the Employer to provide a system whereby the employee's contribution toward the premiums for the employee selected health insurance coverages can be paid on a pre-tax basis. Such a system will have to be devised in order to process both a single and a family health insurance contribution rate. Such a system shall be provided by the Employer as soon as administratively possible. It is understood that when this system is implemented, employees covered by this Agreement will be eligible to participate in the Flexible Spending Account as offered by the Employer. - 18 - : . �90 ia�i - ARTICLE XII - INSURANCE (continued) � The fee charged for electing to participate in the Flexible Spending Dependent Care Account will be paid by the Employer. The fee charged for electing to participate in the Flexible Spending Medical Expense Account will be paid by the employee. 12.19 The contributions indicated in this Article 12 shall be paid to the Employer's third party administrator. - 19 - � " ARTICLE XIII - VACATION ' 13.1 EMPLOYEES shall be granted in each calendar year vacation at the rate -� of two (2) times the nwnber of hours designated as the work week. After five (5) years of continuous employment in EMPLOYER'S fire department, EMPLOYEES shall be granted vacation at the rate of three (3) times the number of hours designated as the work week. After fifteen (15) years of continuous employment in EMPLOYER'S fire department, EMPLOyEES shall be granted vacation at the rate of four and two-tenths (4.2) times the number of hours designated as the work week. After twenty-five (25) years of continuous employment in EMPLOYER'S fire department, EMPLOYEES shall be granted vacation at the rate of four and four-tenths (4.4) times the number of hours designated as the work week. 13.2 The department head may permit EMPLOYEES to carry over into the follow- ing calendar year vacation time equivalent to two work weeks. Vacation schedules shall be fixed by the department head. An EMPLOYEE not working full-time shall be granted vacation on a pro-rata basis. 13.3 EMPLOyEES separated from employment by reason of resignation shall be granted such vacation pay as has been earned and remains unused at the time of separation, provided notification of resignation has been sent to the department head, in writing, at least fifteen (15) calendar days prior to the date of resignation. EMPLOyEES separated from employment by reason of discharge, retirement or death shall be granted such vacation pay as has been earned and remains unused .at the time of separation. EMPLOyEES granted more vacation time than earned at the time of separation from employment shall pay the EMPLOYER for such unearned vacation. - 20 - , ARTICLE XIV - HOLIDAYS ��Q /Q�� 14.1 In addition to what is provided in Saint Paul Ordinance No. 6446, add one additional floating holiday which is to be added to the vacation schedule by increasing vacation by .2 (two-tenths) times the number of hours designated as the work week. 14.2 Effective 1986 and in addition to 14.1 above, add one additional holiday (Martin Luther King Day) to the vacation schedule by in- creasing vacation by .2 (two-tenth) times the number of hours designated as the work week. 14.3 In addition to what is provided in Section 14.1 and 14.2 above and the St. Paul Ordinance No. 6446, add one additional tour of duty holiday. In each year of this agreement, this tour of duty Holiday may, at the option of the employee: (1) Be added to the employee's vacation schedule or (2) the employee may choose to receive payment at his regular rate of pay in lieu of taking time off on the additional tour of duty Holiday provided herein. If the Employer has not received and approved an employee's request for his/her additional tour of day Holiday time off by November 15 of each calendar year, such employee can only receive payment at the regular rate of pay and can no longer elect to take time off for that calendar year. Such payment shall be made no later than the last �egularly scheduled pay day of that calendar year. 14.4 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. - 21 - ARTICLE XIV - HOLIDAYS (continued) � 14.5 Eligibility for Holiday Pay and Floating Holidays shall be in accordance ." with Section 1 (one) Subsection I of the Salary Plan and Rates of Compensation Resolution. 14.6 Notwithstanding Article 14.1, the Employer may at anytime during the life of this Agreement substitute the day after Thanksgiving for the Columbus Day holiday. - 22 - � . ��'90 ia�/ � ARTICLE XV - SICK LEAVE AND PARENTAL LEAVE - 15.1 Sick leave shall be earned and granted in accordance with the Civil Service Rules. 15.2 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 the nwnber of hours designated to be the employee's work week per incident. 15.3 Any employee who has accwnulated 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. 15.4 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. 15.5 Maternitv 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. A twelve (12) month Parental leave of absence without pay shall be granted to a natural parent or an adoptive parent, who requests such - 23 - ARTICLE XV - SICK LEAVE AND PARENTAL LEAVE (continued) _ leave in con,junction 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 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 �ust prior to the beginning of their leave. - 24 - ��d�� , ARTICLE XVI - SEVERANCE PAY 16.1 Effective January 1, 1990, the employer shall provide a severance pay program as set forth in this Article 16. 16.2 To be eligible for the severance pay program, an employee must meet the following requirements: 16.21 The employee must be voluntarily separated from City employment or have been subject to separation by lay-off or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City Severance pay program. 16.22 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. 16.23 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. 16.3 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 as shown below based on the number of years of service with the City. Years of Service Maximum with the Citv Severance Pay At least 20 $ 5,000 21 6,000 22 7,000 • 23 8,000 24 9,000 25 10,000 16.4 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. 16.5 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. 16.6 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No, 11490. 16.7 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. - 25 - ARTICLE XVII - WAGES , 17.1 Retroactive to December 30, 1989: 4.08 increase across the board. Any retroactive salary ad,justment shall apply only to employees who are City employees on the date of the signing of this Agreement. When the 1990 rates for Fire Captain Paramedic are determined, the steps in the 1990 salary range for District Fire Chief shall be adjusted to reflect a fifteen percent (15$) differential above the corresponding step in the 1990 salary range for Fire Captain Paramedic. The 1990 Fire Captain Paramedic rates on which the 15� differential is based shall not include any amount that has been added to the Fire Captain Paramedic's rate in lieu of an Employer's insurance contribution. This same process shall be repeated to determine the final 1991 rates for the title of District Fire Chief. � Effective December 29, 1990: 4.08 increase across the board. The biweekly rates for titles other than District Fire Chief covered by this Agreement shall be ad�usted each year to reflect the percent as shown below of the 1990 and 1991 rates applicable to the title District Fire Chief. PERCENT of , TITLE DISTRICT FIRE CHIEF Fire Dispatcher Supervisor 85.7� Assistant Fire Marshal 91.3$* Emergency Preparedness Coordinator 92.9$ Emergency Paramedical Service Chief 100.0$ Fire Communications Chief 100.0$ Fire Training Officer 100.0$ Deputy Fire Chief 108.38 Fire Marshal 108.3� �Includes a one percent (18) Comparable Worth adjustment - 26 - . �yo ��`� ' ARTICI.E XVII - WAGES (continued) � Such adjustments shall be effective on the first day of the first payroll period of the respective year. Any retroactive salary adjustment shall apply only to employees who are City employees on the date of the signing of this Agreement. The wage schedule for the purpose of this AGREEMENT shall be Appendix B attached hereto. - 27 - ARTICLE X�IIII - RESIDENCE • 18.1 The residency requirements as passed by the City Council on December 30, ' 1983 under Council File No. 279643 shall apply to all employees covered by this AGREEMENT. - 28 - ARTICLE XIX - INCAPACITATION JJ�CCf��O�� t/� 19.1 EMPLOYEES injured during the course of employment and thereby rendered incapable of performing �ob duties and responsibilities shall receive full wages during the period of incapacity, not be exceed the period equal to twelve (12) months plus accumulated sick leave. It is under- stood that in such cases, the twelve (12) month period shall first be utilized and only when same is exhausted shall accumulated sick leave be applicable. 19.2 EMPLOYEES disabled through injury or sickness other than specified in Section 19.1 above shall receive full wages for a period equal to accumulated sick leave, plus six (6) months as provided herein. It is understood that in such cases, accumulated sick leave shall first be utilized before the six (6) months, or any part thereof, shall be applicable. It is further understood that the six (6) month period shall be available to members in this unit only in those years where the last available Annual Report of the City Civil Service Office shall show average sick leave used per member of the Saint Paul Fire Department (based on the 1972 Annual Report method of calculating same) , of eight (8) days or less. 19.3 EMPLOYEES injured on incapacitated by illness in the line of duty shall be entitled to reinstatement at any time within five (5) years from the date of injury or incapacity provided they are physically capable of resuming their job. 19.4 Except as specifically provided in this Article, all illness and incapacity rules and policies previously in effect shall continue. - 29 - � • ARTICLE XX - DRUG AND ALCOHOL TESTING ' 20.1 Any Drug and Alcohol Testing Policy agreed to by the Employer and the -' Fire Fighters Local 21 shall also apply to all employees covered by this Agreement. . - 30 - , �-yo,�a�/ ARTICLE XXI - DURATION OF AGREEMENT •, 21.1 Except as herein provided, this Agreement shall be effective as of the date the Agreement is executed by the parties and shall continue in full force and effect through the 31st day of December, 1991, and thereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend or modify this Agreement shall notify the other in writing so as to comply with the provisions of the Minnesota Public Employment Labor Relations Act of 1984. 21.2 The wage schedule attached hereto as Appendix "B" shall take force and effect at such time as is specified in the administrative resolution recognizing and approving this AGREEMENT in accordance with Section 12.09 of the Saint Paul Gity Charter. Signed this 18th day of May, 1990. CITY OF SAINT PAUL SAINT PAUL FIRE SUPERVISORY ASSOCIATION .,� , �,/ �� " • v�� _ � , ` � 'J' Z(iC�i bor Relations Mana r President , � • C:�/2� Per nnel Director - 31 - , � yU-ioy/ , APPENDIX A '� Regulation "West Point" long sleeve police shirt. . . . . . . . . . Regulation "West Point" short sleeve police shirt . . . . . . . . . Ranking Officer's white uniform shirt, long sleeve, West Point 7500C Ranking Officer's white uniform shirt, short sleeve, West Point 7500C Jersey type long sleeve sweat shirt, navy blue - Wilson 8632. . . . Jersey type 3/4 sleeve sweat shirt, navy blue - Wilson 8632 . . . . Fechheimer Bros. navy blue trousers 32200 . . . . . . . . . . . . . Fechheimer Bros. navy blue trousers 32250 . . . . . . . . . . . . . Jacket - Light weight, waist style Fechheimer 32100 . . . . . . . . Fur coat - Energy 100FD - Sizes 48 - 50 add 10$ - longs add 10$. . . Jacket - California thermal chief - Horace Small. . . . . . . . . . Parka - Navy - Butwin 111SP Regular sizes 34 - 46. . . . . . . . . . . . . . . . . . . . . Extrasizes 48 . . . . . . . . . . . . . . . . . . . . . . . . 50 . . . . . . . . . . . . . . . . . . . . . . . . 52 . . . . . . . . . . . . . . . . . . . . . . . . Long . . . . . . . . . . . . . . . . . . . . . . . Liners for summer uniform fire fighter jacket - Fechheimer Bros. 32704 . . . . . . . . . . . . . . . . . . . . . . . . . . . . Sewing Costs: No cost when ordered with jacket, otherwise . . Caps TrooperCap . . . . . . . . . . . . . . . . . . . . . . . . . Chiefs Navy-Stype Midwest-N.W. . . . . . . . . . . . . . . . . . 8 pt. Midwest-N.W. . . . . . . . . . . . . . . . . . . . . . . Belts - leather - black - 1.5 inch . . . . . . . . . . . . . . . . Shoes Wedge style oxford - Red Wing shoe #101 . . . . . . . . . . . Slip on style oxford - FLOAT-AWAYS #J5347. . . . . . . . . . . Slip on style oxford - FLOAT-AWAYS #J5318. . . . . . . . . . . Lace style oxford - FLOAT-AWAYS Z5096. . . . . . . . . . . . . Slip on style oxford Weinbrenner 1635. . . . . . . . . . . . . Slip on style oxford Weinbrenner 1435. . . . . . . . . . . . . Lace style oxford T5152 Mocc toe . . . . . . . . . . . . . . . Lace style oxford Weinbrenner 1225 . . . . . . . . . . . �. . . Lace style oxford Weinbrenner 1250 . . . . . . . . . . . . . . Socks Munsingwear #40 . . . . . . . . . . . . . . . . . . . . . . Munsingwear #415 - stretch style . . . . . . . . . . . . . . . Ties - black, 4-in-hand, or snap-on style . . . . . . . . . . . . . - A1 -