90-1145 �
F �������� Council File � gQ —l/�5
Green Sheet # ��
RESOL TION �
;; N OF SAINT P UL, MINNESOTA '�
/
Presented B� � ` � '
Referred To Committee: Date
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 International Association of Fire Fighters, AFL-CIO Local 21.
�
ea Navs Absent Requested by Department of:
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F Form r e by C y Attorne
_ Adopted by Council: Date � z � �
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Adoption tified by Council Secretary By: G'� 2� _ q�
By' Approved by Mayor for Submission to
�u� . �� Council
Approved b Mayor: Date � J� � Q
. �����
, By•
By:
�i1BliSI��D �U L 2 8199_Q
�o-���s
DEPARTMENTlOFFlCE/COUNqL O f f 1 C f O f DATE INITIATEO
Personnel and �1�bor Relations 6-27-90 GREEN SHEET No. 2148
CONTACT PERSON 6 PFIONE INITIAI/DATE
DEPARTMENT OIRECTOR +�CITY OOUNqI
James C Lombardi 292-7301 N�� nrro�er �CITYCLERK
MU8T BE ON COUNGL AOENDA BY(DAT� ROUTINO BUDOET DIRECTOR �FIN.3 MOT.SEHVICES DIR.
MAYOR(OR A8818TMIT) �
TOTAL#�OF SIGNATURE PAQES � (CLIP ALL LOCATIONS FOR SIONATUR�
ACTION RE�UESTED:
This resolution approves a two year contract between the City and the International
Association of Fire Fighters Local 21 .
REWMMENDATI�IS:Approw(N a►�1�IRI COUNCIL COMMITTEE/RESEARCFi REPORT OPTIONAL
_PLANNINO COMMISSION _qVIL SERVICE COMMIS810N �� PHONE NO.
_qB OOMMITTEE _
COMMENTB:
—STAFf —
_DISTRICT COURT —
SUPPOFITS WHICH COUNdL OBJECTIVE?
INIMTINO PROBLEM,188UE,OPPORTUNITY(Who,Whet,WI»n,Whsro,Why):
Current contract expired on December 31 , 1989. �C�'��
�ut.031�,gp �
cirY c�E�K
ADVANTAf3E8 IF APPROVED:
See attachment
DISADVANTACiE3 IF APPROVED:
None
DISADVANTAOES IF NOT APPROVEO:
Possible arbitration
Council R�s��rch Cente�.
JU��I � � ��5u
,__.
TOTAL AMOUNT OF TRANSACTION i 1 �5liFi�nnn COST/REVENUE dUOGETEO(CIRCLE ONE) YES NO
FUNDINO SOUi�E various ACTIVITY NUMBER
FlNANqAL INFORMATION:(EXPWN) •
See attachment
�W
NOTE: COMPLETE DIRECTIONS ARE INCLUDED IN THE GREEN SHEET INSTRUCTIONAL
MANUAL AVAILABLE iN THE PURCHASING OFFICE(PHONE NO.298-4225).
ROUTING ORDER:
Below are prefened routings for the five most frequent types of dxuments:
CONTRACTS (assumes authorized COUNCIL RESOLUTION (Amend, Bdgts./
budget exists) Accept. Grants)
1. Outside Agency 1. Department Director
2. Initlating Department 2. Budget Director
3. City Attorney 3. City Attorney
4. Mayor 4. MayoNAssistant
, 5. Finance&Mgmt Svcs. Director 5. City Council
6. Finance Accounting 6. Chief Accountant, Fin 8�Mgmt Svcs.
ADMINISTRATIVE ORDER (Budget COUNCIL RESOLUTION (all others)
Revfsion) and ORDINANCE
1. Activity Manager 1. Initiating Department Director
2. Department Accountant 2. Gty Attomey
3. Department Director 3. MayorlAssistant
4. Budget Director 4. City Council
5. City Cierk
6. Chief Accountant, Fin &Mgmt Svcs.
ADMINISTRATIVE ORDERS (all others)
1. Initiating Department
2. City Attomey
3. MayodA�si$tant
4. City CI��C '
TOTAL NUMBER OF SIGNATURE PAGES
Indicate the#of pages on which signatures are required and ercli
each of these es.
ACTION RE�UESTED
Describe what the projecf/request seeks to axomplish in either chronologi-
cal order or order of importance,whichever is most appropriate for the
issue. Do not write complete sentences. Begin each item in your list with
a verb.
RECOMMENDATIONS
Complete if the issue in question has been presented before any body, public
or private.
SUPPORTS WHICH COUNCIL OBJECTIVE?
Indicate which Council objective(s)your projecUrequest supports by listing
the key word(s)(HOUSING, RECREATION, NEIGHBORHOODS, ECONOMIC DEVELOPMENT,
BUDGET, SEWER SEPARATION).(SEE COMPLETE LIST IN INSTRUCTIONAL MANUAL.)
COUNCIL COMMITTEE/RESEARCH REPORT-OPTIONAL AS REQUESTED BY COUNCIL
INITIATING PROBLEM, ISSUE,OPPORTUNITY
Explain the sftuatbn or conditbns that created a need for your project
or request
ADVANTA(�ES IF APPROVED
Indicate whether this is simply an annual budget procedure required by Iaw/
charter or whether there are specific ways in which the City of Saint Paui
and its citizens will benefit from this projecUactfon.
DISADVANTAGES IF APPROVED
What negative effects or major changes to existing or past proceases might
this projecUrequest produce if it is passed(e.g.,traffic delays, noise,
tax increases or assessments)?To Whom?When?For how long?
D13ADVANTACiES IF NOT APPROVED
What will be the negative consequences if the promised action is not
approvedT Inabflity to deliver service? Continued high traffic, noise,
accident rate? Loss of revenue?
FINANCIAL IMPACT
Although you must taibr 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?
�O� � _,, :�
. �� (,�-yo
CITY OF SAINT PAUL �
INTERDEPARTMENTAL MEMORANDUM -
�'
RECEIVED
T0: Council President William Wilson JUL�,�71�0
and Members of the City Council
��ry CLFRK
FROM: Mark Robertson m�
Assistant Director of Personnel
DATE: July 18, 1990
RE: Fire Fighter Contract
Action on the resolution approving the Fire Fighter's Contract was laid over
from the July 17 City Council Consent Agenda. This was laid over for one
week because it is necessary to revise the information on the Green Sheet.
Attached is a revised Green Sheet which accompanies the resolution approving
the Fire Fighter's Contract. Section I, Financial Information, is the only
section that has been revised. Section II remains unchanged.
The increased cost of insurance and wages for 1990 has been revised upward as
the added costs of increased premium pay for Paramedics, EMT and Hazardous
Material Response were inadvertently omitted. Additionally, the cost of
wages and insurance for 1991 was revised downward. This was done to correct
an over estirnation of the cost of insurance for 1991. The approximate total
package increase will be 6.38� for 1990 and 4.03� for 1991. The approximate
1990 and 1991 total package costs represent a 10.67� increase over the 1989
total package cost.
Based on these revised figures the total increase for the two years is 10.67$
rather than 9.77�. The dollar cost for the two years is $1,688,938 rather
than $1,546,000.
The revised figures are the figures upon which the settlement was reached.
It was only when the Green Sheet was prepared that the wrong figures were
used.
I apologize for any confusion this may have caused. Please call me if you
need any further information.
attachments
cc: Marcia Keller
James Lombardi
Al Olson
Rafael Viscasillas
LR.MISC
council.memo
, �y�-,���=
- Attachment to Green Sheet
,
` I. Financial Information
A. Number of employees affected: 376
B. Approximate cost of insurance and wages for 1989: $15,825,476
C. Increased cost of insurance and wages for 1990: $1,010,101
D. Approximate cost of insurance and wages for 1990: $16,835,577
E. Increased cost of insurance and wages for 1991: $678,837
F. Approximate cost of insurance and wages for 1991: $17,514,414
G. Overall increase in costs of insurance and wages for 1990 and 1991:
$1,688,938
These figures reflect a 4$ increase in wages for the years 1990 and 1991,
as well as increases in premium pay for Paramedics, Emergency Medical
Technicians, and employees assigned to Hazardous Material Response. As a
result of contract changes there is a savings of approximately $104,000
in overtime costs projected for 1990. In addition, the employers
contribution for insurance will be $210 per employee per month in 1990
and $240 in 1991. Effective in 1990 we will initiate a cafeteria plan
benefits program for this bargaining unit. The approximate total package
increase will be 6.38� for 1990 and 4.03� for 1991. The approximate 1990
and 1991 total package costs represent a 10.67� increase over the 1989
total package cost.
II. Contract Summarv
A. Article II - Definitions:
Overtime will be paid based on a 56 hour work week.
B. Article XII - Call Back
Language was added to compensate off duty Fire Fighters who are
required to appear in court, at the rate of time and one-half for a
minimum of four hours. In addition, employees required to stand-by
for court appearance during scheduled off duty time will be
compensated a minimum of two hours pay for each day on stand-by.
C. Article XIV - Insurance
1. Effective January l, 1990, the employer will pay for the cost of
single coverage health insurance or $131.67 per month, whichever
is less. For each employee selecting family coverage, the
employer will pay the full cost or $210.00 per month whichever is
less.
2. One month after approval of this contract the employer will
implement a "cafeteria plan" insurance program and pay $210.00
per month per employee covered.
3. Effective January 1, 1991, the employer will contribute $240.00
per month per employee, covered by the cafeteria insurance plan.
� ����•�-��
� Attachment to Green Sheet (continued)
� 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 20 years of service with the City of
Saint Paul.
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 $160.00 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.
D. Article XVII - 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.
E. Article XX - Sick Leave and Parental Leave
1. Up to one work week 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.
F. Article XXVII - Severance
The maximum amount of pay-out for accrued sick leave for eligible
employees upon severing their employment was increased from $7,000 to
$10,000.
��� ��y�.
, Attachment to Green Sheet (continued)
.
G. Article XXXIV - Duration
2 year agreement
H. Wages
4� increase across the board retroactive to December 30, 1989.
4$ increase across the board effective December 29, 1990.
I. Article XXXII - Premium Pay
1. Paramedic - The premium pay for a paramedic assigned to an
advanced life support unit was increased from 6$ to 10$ of
regular base pay, retroactive to May 5, 1990.
2. Emergency Medical Technician - All employees hired after January
l, 1990, will be required to obtain and maintain certification as
an EMT. The premium for any employee assigned as an EMT was
increased from 3� to 6$ of regular base pay, retroactive to May
5, 1990.
3. Hazardous Material Response - The premium pay for employees
assigned to a designated hazardous materials response unit was
increased from 3$ to 8$ of regular base pay, retroactive to May
5, 1990.
J. Article XXXIII - Drug and Alcohol Testing
Language was added allowing the employer to test for alcohol and
illegal drug use.
LR.MISC
attachment.03
. � . �y�����s
Attachment to Green Sheet
I. Financial Information
A. Number of employees affected: 376
B. Approximate cost of insurance and wages for 1989: $15,825,476
C. Increased cost of insurance and wages for 1990: $784,405
D. Approximate cost of insurance and wages for 1990: $16,609,881
E. Increased cost of insurance and wages for 1991: $761,595
F. Approximate cost of insurance and wages for 1991: $17,371,476
G. Overall increase in costs of insurance and wages for 1990 and 1991:
$1,546,000
These figures reflect a 4� increase in wages for the years 1990 and 1991,
as well as increases in premium pay for Paramedics, Emergency Medical
Technicians, and employees assigned to Hazardous Material Response.
As a result of contract changes there is a savings of approximately
$104,000 in overtime costs projected for 1990. In addition, the
employers contribution for insurance will be $210 per employee per month
in 1990 and $240 in 1991. Effective in 1990 we will initiate a cafeteria
plan benefits program for this bargaining unit. The approximate total
package increase will be 4.96$ for 1990 and 4.59� for 1991. The
approximate 1990 and 1991 total package costs represent a 9.77� increase
over the 1989 total package cost.
II. Contract Summarv
A. Article II - Definitions:
Overtime will be paid based on a 56 hour work week.
B. Article XII - Call Back
Language was added to compensate off duty Fire Fighters who are
required to appear in court, at the rate of time and one-half for a
minimum of four hours. In addition, employees required to stand-by
for court appearance during scheduled off duty time will be
compensated a minimum of two hours pay for each day on stand-by.
C. Article XIV - Insurance
l. Effective January 1, 1990, the employer will pay for the cost of
single coverage health insurance or $131.67 per month, whichever
is less. For each employee selecting family coverage, the
employer will pay the full cost or $210.00 per month whichever is
less.
2. One month after approval of this contract the employer will
implement a "cafeteria plan" insurance program and pay $210.00
per month per employee covered.
3. Effective January 1, 1991, the employer will contribute $240.00
per month per employee, covered by the cafeteria insurance plan.
, . - , . . �=�o-�i�s
Attachment to Green Sheet (continued)
4. Effective January l, 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 20 years of service with the City of
Saint Paul.
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 $160.00 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.
D. Article XVII - 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.
E. Article XX - Sick Leave and Parental Leave
1. Up to one work week 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.
F. Article XXVII - Severance
The maximum amount of pay-out for accrued sick leave for eligible
employees upon severing their employment was increased from $7,000 to
$10,000.
�. � , . . C� 9�'i��
, Attachment to Green Sheet (continued)
G. Article XXXIV - Duration
2 year agreement
H. Wages
4� increase across the board retroactive to December 30, 1989.
4� increase across the board effective December 29, 1990.
I. Article XXXII - Premium Pay
1. Paramedic - The premium pay for a paramedic assigned to an
advanced life support unit was increased from 6� to 10$ of
regular base pay, retroactive to May 5, 1990.
2. Emergency Medical Technician - All employees hired after January
1, 1990, will be required to obtain and maintain certification as
an EMT. The premium for any employee assigned as an EMT was
increased from 3$ to 6� of regular base pay, retroactive to May
5, 1990.
3. Hazardous Material Response - The premiwn pay for employees
assigned to a designated hazardous materials response unit was
increased from 3� to 8� of regular base pay, retroactive to May
5, 1990.
J. Article XXXIII - Drug and Alcohol Testing
Language was added allowing the employer to test for alcohol and
illegal drug use.
LR.MISC
attachment.03
��o����
• • AG
ARTICLE TITLE
Preamble iii
I Purpose 1
II Definitions 2
III Recognition 4
IV Security 5
V Employer Authority 6
VI Employee Rights - Grievance Procedure 7
VII Saving Clause 11
VIII Position Openings 12
IX Working Out of Classification 13
X Seniority 14
XI � Overtime 18
XII Call Back 19
XIII Military Leave of Absence 21
XIV Insurance 23
XV Exchange of Tours of Duty 26
XVI Vacation 27
XVII Holidays 29
XVIII Incapacitation 30
XIX Residence 31
XX Sick Leave and Parental Leave 32
XXI Fire-Fighting Equipment 34
XXII Station Supplies 35
XXIII Telephones 36
XXIV Wage Schedule 37
XXV Uniform Allowance 3E
XXVI Legal Service 39
XXVII Severance Pay 40
XXVIII Physical Incapacitation 42
XXIX City Mileage 43
XXX Paid Time Off For Negotiations 44
XXXI Maintenance of Standards 45
XXXII Premium Pay for Paramedic and EMTA Assignments 46
XXXIII Drug and Alcohol Testing 48
XXXIV Duration of Agreement 53
Appendix A A1
Appendix B B1
-ii-
�9a-i��s
P R E A M B L E
This AGREEMENT between the City of Saint Paul, hereinafter
referred to as the EMPLOYER, and the International Association of Fire
Fighters AFL-CIO Local 21, hereinafter referred to as the UNION. The
E.*iPLOYER and the UNION concur that this AGREEMENT has as its basic
objective the promotion of the mutual interests of the City of Saint
Paul and its employees to provide the highest level of services by
methods which will best serve the needs of the general public.
� -iii-
, �fco-//,��'.5
� ARTICLE I - PURPOSE
`� 1.1 The EMPLOYER and the UNION agree that the purpose of entering into this
AGREEMENT is to:
1.11 Achieve orderly and peaceful relations.
1.12 Establish the full understanding of the parties concerning terms
and conditions of this AGREEMENT.
1.13 Establish procedures to orderly and peacefully resolve disputes
as to the application or interpretation of this AGREEMENT.
1.14 Place in written form the parties' agreement upon terms and con-
ditions of employment for the duration of this AGREEMENT.
-1-
ARTICLE II - DEFINITIONS
..
2.1 UNION: International Association of Fire Fighters AFL-CIO Local 21.
2.2 EMPLOYER: The City of Saint Paul.
2.3 UNION MEMBER: A member of the International Association of Fire Fighters
AFL-CIO Local 21.
2.4 EMPLOYEE: A member of the exclusively recognized bargaining unit.
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 responsi-
bilities 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 responsi-
bilities of a position for a consecutive and uninterrupted
eight (8) hour period within a calendar day. For employees
working under the title of Fire Alarm Dispatcher I or the title
of Fire Alarm Dispatcher II this shall be a twelve (12) hour
period including a 35 minute unpaid lunch break.
2.8 SENIORITY: An EMPLOYEE'S length of continuous employment �in �he EMFIAYER'S
Fire Department.
2.9 DEPARTMENT: The fire department of the City of Saint Paul as established and
amended from time to time pursuant to Section 9.01 of the City Charter.
- 2 -
. �/���-i��`5
ARTICLE II - DEFINITIONS (continued)
,�
2.10 OVERTIME: Work performed by an EMPIAYEE in excess of the EMPIAYEE'S tour of
duty by order of the EMPLOYER.
2.11 OVERTIME PAY: Overtime pay for the purposes of Articles XI and XII will
be based on a fifty-six (56) hour work week. This shall be effective on
the first day of the first pay period following the effective date of the
resolution approving this Agreement.
2.12 �JORK WEEK: The work week for employees working twenty-four (24) hour
tours of duty will be an averaged fifty-six (56) hour per
calendar week. The work week for employees working twelve (12) or less
hour tours of duty will be forty hours per calendar week.
2.13 CALL BACK: A call to report for work by the EMPLOYER during an EMPLOYEE'S
scheduled off time.
-3-
ARTICLE III - RECOGNITION
..
3.1 The EMPLOYER recognizes the UNION as the exclusive representative for the
purpose of ineeting and negotiating the terms and conditions of employment
for all eligible personnel under Minnesota Statutes.
3.2 Joh classes which are within the bargaining unit and covered by this
AGREEMENT are as follows:
Fire Alarm Dispatcher I
Fire Alarm Dispatcher II
Fire Captain
Fire Equipment Operator
*Fire Engineer
Fire Fighter
Fire Inspector
Fire Investigator
Fire Prevention Captain
Fire Training Assistant
Fire/Arson Investigator
3.3 In the event the EMPLOYER and the UNIQN are unable to agree as to the
inclusion or exclusion of a new or modified �ob position, the issue shall
be submitted to the Bureau of Mediation Services for determination.
-4-
, C%1��D.-/!�',5'
ARTICLE IV - SECURITY
•r �
4.1 The EMPLQYER shall deduct from the wages of EMPLOYEES who suthorize such
a deduction in writing an amount necessary to cover monthly UNION dues
and assessments. Such monies shall be remitted as directed by the UNION.
4.2 The UNION may designate EMPLOYEES from the bargaining unit to act as
stewards and shall inform the EMPLOYER in writing of such choice.
4.3 The EMPIAYER shall make space available on bulletin boards for posting
UNION notice(s) and announcement(s) .
4.4 The UNION agrees to indemnify and hold the EMPLOYER harmless against any
and all claims, suits, orders or 3udgments 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.
�.5 :he L':�ION agrees that an administrative service fee of fifty cents
($0.50) per member per month shall be deducted by the City of
��:nt Paul from the amour.t witl-:held for dues or fairshare prior to
remittance of dues or fairshare to the UNION.
-5-
ARTICLE V - EMPLOYER AUTHORITY
,.
5.1 The UNION recognizes the right of the EMPLOYER to operate and manage
its affairs in all respects in accordance with applicable laws and
regulations of appropriate suthorities. The rights and authority which
tha EMPLOYER has not officially abridged, delegated or modified by this
AGREEMENT are retained by the EMPLOYER.
-6-
. ��1o����s
ARTICLE VI - EMPIAYEE RIGHTS - GRIEVANCE PROCEDURE
• 6.1 Definition of Grievance
A grievance is defined as a dispute or disagreement as to the interpretation
or application of the specific terms and conditions of this 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 authority will be considered a
grievance and subject to the grievance procedure herein.
6.2 Union Representatives
The EMPLOYER will recognize EMPLOYEE REPRESENTATIVES designated by the
UNION as the grievance representatives of the bargaining unit having the
duties and responsibilities established by this Article. The UNION shall
notify the EMPLOYER in writing of the names of such UNION REPRESENTATIVES
and of their successors when so designated. The EMPLOYER shall notify the
UNION in writing of the name or names of the EMPLOYER'S grievance repre-
sentatives and of their successors when so designated.
6.3 Processing of Grievances
It is recognized and accepted by the UNION and the EMPLAYER that the
processing of grievances as hereinafter provided is limited by the job
duties and responsibilities of the EMPLOYEES and shall therefore be
accomplished during normal working hours only when consistent with such
EMPLOYEE duties and responsibilities. The aggrieved EMPIAYEE and the
UNION shall be allowed a reasonable amount of time without loss of pay
when a grievance is investigated and presented to the EMPLOYER during
normal working hours provided the EMPIAYEE and the UNION have notified
and received the spproval of the designated supervisor who has determined
that such absence is reasonable and would not be detrimental to the work
programs of the EMPLOYER. .
-7-
ARTICI.� VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued)
5.4 Procedure
..
Grievances, as defined by Section 6.1, shall be resolved in conformance with
the following procedure:
Step 1: An EMPLOYEE claiming a violation concerning the
interpretation or application of this AGREEMENT shall within
twenty-one (21) calendar days after such alleged violation
has occurred present such grievance to the EMPIAYEE'S super-
visor as designated by the EMPLOYER. The EMPLAYER-designated
representative will discuss and give an answer to such Step 1
grievance within ten (10) calendar days after receipt. A
grievance not resolved in Step 1 and appealed to Step 2 shall
be placed in writing by the UNION setting forth the nature of
the grievance, the facts on which it is based, the provision
or provisions of the AGREEMENT allegedly violated� the remedy
requested, and shall be appealed to Step 2 within ten (10)
calendar days after the EMPLOYER-designated representative's
final answer in Step 1. Any grievance not appealed in writing
to Step 2 by the UNION within ten (10) calendar days shall be
considered waived.
Step 2: If appealed, the written grievance shall be presented
to and discussed with the EMPIAYER-designated Step 2 representa-
tive. The EMPIAYER-designated representative shall give the UNION
the EMPLOYER'S Step 2 answer in writing within ten (10) calendar
days after the receipt of such Step 2 grievance. A grievance not
resolved in Step 2 may be appealed to Step 3 by the UNION within
ten (10) calendar days following the EMPIAYER designated repre-
sentative's final Step 2 answer. Any grievance not appealed in
writing to Step 3 by the UNION within ten (10) calendar days shall
be considered waived.
- 8 -
. �c'f��-//�,5
ARTICLE VI - EMPIAYEE RIGHTS - GRIEVANCE PROCEDURE (Continued)
-► Step 3. A grievance unresolved in Step 2 and appealed to Step 3
shall be submitted to arbitration by the UNION subject to the pro-
visions of the Public Employment Labor Relations Act of 1971 as
amended. The selection of an arbitrator shall be made in accordance
with the "Rules Governing the Arbitration of Grievances" as
established by the Public Employment Relations Board.
6.5 Arbitrator's Authoritv
A. The arbitrator shall have no right to amend, modify� nullify, ignore,
add to, or subtract from�the terms and conditions o�' the AGREEMENT. The
arbitrator shall consider and decide only the specific issue(s) submitted
in writing by the EMPIAYER and the UNION, and shall have no authority to
make a decision on any other issue not so submitted.
B. The arbitrator shall be without power to make decisions contrary to or
inconsistent with or modifying or varying in any way the application of laws,
rules, or regulations having the force and effect of law. The arbitrator's
decision shall be submitted in writing within thirty (30) days following
close of the hearing or the submission of briefs by the parties, whichever
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 the AGREEMENT and to the facts of the grievance presented.
C. The fees and expenses for the arbitrator's services and proceedings
shall be borne equally by the EMPIAYER and the UNION prov�ded that each
party shall be responsible for compensating its own representatives and
witnesses. If either party desires a verbatim record of the proceedings,
it may cause such a record to be made, providing it pays for the record.
If both parties desire a verbatim record of the proceedings� the cost
shall be shared equally.
-9-
ARTICLE VI - EMPIAYEE RIGHTS - GRIEVANCE PROCEDURE (Continued)
6.6 Waiver '
If a grievance is not presented within the time limits set forth above,
it shall be considered "waived". If a grievance is not appealed to the
next step within the specified time limit or any agreed extension thereof,
it shall be considered settled on the basis of the EMPLOYER'S last answer.
If the EMPLOYER does not answer a grievance or an appeal thereof within
the specified time limits, the UNION may elect to treat the grievance
as denied at the step and fmmediately appeal the grievance to the next
step. The time limit in each step may be extended by mutual written
agreement of the EMPLOYER and the UNION in each step.
-10-
. ��1�.,,��'��
' ARTICLE VII - SAVINGS CLAUSE
� 7.I In the event any provision of this AGREEMENT shall be held to be contrary
to law by a court of competent jurisdiction from whose final �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 provisions may be renegotiated at the request of
either party.
-11-
ARTICLE VIII - POSITION OPENINGS
�.
8.1 To expedite the filling of vacancies under civil service procedures, the
head of the department or designated representative will:
8.11 Make requisition for certification of eligibles to fill a
vacancy within fifteen (15) days after determining that a
vacancy exists.
8.12 Within fifteen (15) days after the department head has met
with the certified eligibles, he will fill a vacancy.
8.13 If no eligibility list is in effect when a vacancy occurs,
the department head shall within fifteen (15) days request
the appropriate civil service officials to conduct an exam-
ination for the purposes of establishing an eligibility
list.
-12-
��y� ����'y
ARTIC�E IX - WORKING OUT OF CLASSIFICATION
9.1 Any EMPLOYEE required by the EMPIAYER to perform the work duties and
accept the responsibilities of a higher class, will receive the rate
of pay for that class beginning with the tour of duty, provided that he
shall work a full tour of duty. It is understood that the higher rate
shall not apply when an EMPLOYEE works in the higher class for less than
a full tour of duty.
-13-
ARTICLE X - SENIORITY
10.1 AeQartment Seniority.
For the purposes of this AGREEMENT department seniority shall be defined as the
length of continuous and uninterrupted employment in the fire department.
10.2 Senioritv Lists.
The department shall maintain at all times during this AGREEMENT seniority
lists by department.
10.3 I.oss of Department Seniority.
An EMPIAYEE will lose acquired department seniority in the following instances:
10.31 Resignation
10.32 Discharge
10.33 Retirement
10.4 Work Force Reduction.
In the event of a reduction in the department work force� such reduction shall
occur on the basis of seniority in the department.
10.5 Reduction in Rank.
Reduction in rank shall be in accordance with the Civil Service Rules as of
June 30, 1973. (Except as indicated below)
10.51 Reduction in rank for periods up to but no more than 30
consecutive calendar days will be by platoon seniority.
10.52 Reduction in rank for more than 30 consecutiv� calendar
days shall be in accordance with the Personnel Rules as
of June 30, 1973. .
10.53 There will be a minimum of 3.6 regular Fire Captains
appointed for each engine, squad and ladder company.
10.54 There will be a minimum of 3.6 regular Fire Equipment
Operators - Fire Engineers appointed for each engine,
squad and ladder company. This minimum number s�all
include the starred men in this positian until they
are phased out by normal attrition.
10.55 When promotion positions (Fire Captain - Fire Equipment
Operator) fall below minimum requirements (3.6 per position) ,
the Chief of the Fire Department will use existing eligibility
lists to fill vacancies within 15 calendar days.
- 14 -
. �f�p'//4�.5
ARTICLE X - SENIORITY (Continued)
10.56 Short Term Demotion:
1. The man demoted goes to the last rank held and is assigned
to the pool.
2. Vacation selections will not be affected by short term demotion
(i.e. , Fire Captain demoted for short term to Fire Fighter will
retain his vacation selection in the Fire Captain rank.)
10.57 All promoted personnel will be designated a platoon regardless of
assignment. Such platoon assignment will determine their seniority
to be followed in cases of reduction in accordance with Section 10.51.
10.6 Job Transfer by Bid System
The EMPLOYER and the UNION recognize the principal of seniority. In the event
of a job opening due to the promotion, transfer� demotion, retirement or
demise of an employee, which the employer determines should be filled by a
lateral transfer, such transfer shall be made in accordance with the follow-
ing provisions.
10.61 Al1 positions to be filled by lateral transfer shall be
announced by bulletin, which shall be posted for a period of
thirty (30) days prior to the date service is to commence in
the vacant position. Such positions shall be considered open
for written bid for the thirty (30) day period.
10.62 For the convenience of the employer� temporary assignment to a
vacant position may be made during the thirty (30) day period
for which the position is open for bid, Any such temporary
assignment, however, shall not be of a duration in excess of
two (2) days beyond the expiration of the thirty (30) day bid period.
10.63 Employees who desire bulletined positions shall file written
applications therefor not later than 2400 hours on the date of
expiration of the bid period. Such applications shall be filed
by delivery to the employee's Union officer of the original and
one copy of the application, both of which shall be time stamped
when received. The Union officer shall be responsible for deli-
vering the original application to the employer and all such
applications shall be so delivered not later than 1630 hours on
the day following the close of the bid period.
10.64 Assignment to positions for which bids have been received shall
be made not later than the second day following the close of the
bid peziod.
10.65 In the event one or more employees submit bids for tlte same
position, the posit+.on shall be fillad in accord with the foilawing:
- 15 -
ARTICLE X - SENIORITY (Continued)
a) Except in those cases contemplated by subparagraph (b) �
below, the bidding employee with the greatest seniority
shall be transferred to fill the position. Provided,
however� that in the event that the employer determines
that transfer of the most senior applicant or
less senior applicant(s) is not in the best interest of
the Department� another employee may be transferred to
fill the position. In every such case, however� the
employer shall provide to the most senior bidder and
any other unsuccessful less senior bidder(s) a written
statement of the reasons and factual basis on which the
decision not to transfer him to fill the position was
based.
b) In cases where the position to be filled by lateral
transfer is such that a paramedic who bid therefor
would, if transferred to fill the position� be enabled
to make use of his paramedic skills and training, the em-
ployer may transfer the most senior paramedic who bid to
fill t�e position without regard to the seniority of other
applicants.
10.66 In the event no bid is received for a posted position, the
employer may offer the position to any employee or transfer
the most junior employee on the seniority roster to fill the
position, or relist on subsequent bulletin.
10.67 When an employee bids for and is awarded a bulletined position
and in the event the employer determines that the employee's
former position is to be fille@ by lateral transfer� the employee's
former position shall be filled in accordance with the terms set
forth above.
10.68 Employees who have bid for and been awarded a bulletined position
shall not be permitted to bid for the vacancy created by their
transfer until that vacancy has been filled at least once in
the manner set forth herein.
10.69 Assignment to positions on the rescue sqvdads shall be made in the
following manner:
a) When a vacancy for Captain occurs, the position shall be posted
with the other normal vacancies. The Employer shall fill the
position with any Captain that has bid for the position without
regard to seniority. . .
' b) When a vacancy for Fire Equipment Operator occurs, the normal bid
procedure shall be used.
c) Three Firefighter positions will be assigned on each �escue
squad. Each Firefighter assigned to one of these positions will
remain for a maximwn of five years. When a vacancy for
� Firefighter is filled, the position shall be posted with the
other normal vacancies. The Employer shall fill the position
with any Firefighter that has bid for the position without
regard to seniority.
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C�9�'�i�s
ARTICLE X - SENIORITY (continued)
10.7 In the event that an employee bidding on a vacancy in a Hazardous
Materials Response Unit does not have the required Hazardous Material
certification at the time of assignment, he/she shall obtain such
certification by satisfactorily completing the next available training
session offering such certification.
- 17 -
ARTICLE XI - OVERTIME
11.1 Et�:?LGYEES required to work hours in excess of their assigned tour of duty �
will be compensated at the rate of one and one-half (1.5) times the
EMPLOYEE'S normal rate in cash or in compensatory time at the option of
the Employer.
11.2 (a) EMPLOYEES working a forty (40) hour work week may accumulate up to a
maximum of forty (40) hours of compensatory time.
(b) It is also agreed that FIRE PREVENTION EMPIAYEES may accumulate up to a
maximum of fifty-six (56) hours of compensatory time. It is understood
that compensatory time shall be scheduled only with the prior approval of
management, and that such time shall not be scheduled so as to interfere
with operations. Such time shall normally be scheduled in eight (8)-hour
segments, except that FIRE PREVENTION EMPIAYEES may, with the approval of
the Fire Chief, take time off in four (4)-hour segments.
- 18 -
. _ �v,�yo-i��5
ARTICLE XII - CALL BACK
12.1 EMPLOYEES required to report for work by the EMPIAYER during scheduled
off-duty time will be compensated at the rate of one and one-half (1.5)
times the EMPIAYEE'S normal hourly 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.
12.2 Employees required to appear in court during scheduled off-duty time will
be compensated at the rate of one and one-half (1-1/2) times the
employee's normal hourly rate for hours worked with a minimum of four (4)
hours at the employee's normal hourly rate.
The minimum of four (4) hours shall not apply when such court time is an
extension of or an early report to a scheduled shift.
12.3 Employees required to stand-by for court appearance during scheduled
off-duty time will be compensated for a minimum of two (2) hours based on
the employee's normal hourly rate for each day he is required to
stand-by, but such compensation shall not apply where the employee is
called to court for an appearance on the case sub3ect to the stand-by
request or for any other case.
The two hour minimum compensation for stand-by shall not apply if
notification is given that the stand-by is cancelled prior to 6:00 p.m.
of the preceding day.
Unless notified to the contrary� stand-by status shall continue for a
maximua: of two consecutive days, at which time the employee shall be
required to contact the City or County trial lawyer or his secretary in
- 19 -
<
ARTICLE XII - CALL BACK (continued)
charge of scheduling by 1600 hours the day following initiation or
stand-by status� who will then continue or cancel stand-by status as
required and maintain an appropriate record of such notification.
12.4 The normal hourly rate for purposes of call back or stand-by compensation
shall be based upon the provisions of Article 2 of this Agreement.
- 20 - .
/ ��D.�/!��
1 A-
� V�
ARTICLE XIII - MILITARY LEAVE OF ABSENCE
13.1 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 hereinafter
organized or constituted under state or federal law, or who shall be a
member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the
Naval Reserve, the Marine Corps Reserve or any other reserve component of
the military or naval force of the United States, now or hereafter
organized or constituted under federal law, shall be entitled to leave
of absence from employment without loss of pay, seniority status,
efficiency rating, vacation, sick leave or other benefits for all the
time when such EMPLOYEE is engaged with such organization or component
in training or active service ordered or suthorized by proper authority
pursuant to law, whether for state or federal purposes� provided that
such leave shall not exceed a total of fifteen (15) days in any calendar
year and further provided that such leave shall be allowed only in case
the required military or naval service is satisfactorily performed, which
shall be preswned 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 service and not later than the
expiration of the time herein limited for such leave, or (2) is prevented
from so returning by physical or mental disability or other cause not due
to such EMPLOYEE'S own fault, or (3) is required by proper authority to
continue in such military or naval service beyond the time herein limited
for such leave.
- 21 -
ARTTGLE XIII - MILITARY LEAVE OF ABSENCE (Continued)
13.2 Leave Without Pay
Any EMPIAYEE who engages in active service in time of war or other
emergency declared by proper authority 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 subject to such conditions as are imposed by law.
13.3 Such leaves of absence as are granted under Article XIII 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.
- 22 -
. C�9�'����
ARTICLE XIV - INSURANCE
' 14.1 The insurance plans, premiwns 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.
14.2 Effective January 1, 1990 for each eligible employee covered by this
Agreement selecting a health insurance program offered by the Employer, the
Employer will pay the full cost of such coverage, or $131.67 per month,
whichever is less. For each eligible employee selecting family coverage,
the Employer will pay the full cost of such family coverage or $210.00 per
month, whichever is less.
14.3 Effective for the insurance coverage beginning the first day of the
first month following the effective day of the resolution approving this
Agreement the Employer agrees to implement a "Cafeteria Plan" through
which a variety of insurance coverages can be paid for by Employer and
employee contributions. The Employer will discontinue making any
contributions towards the cost of the employees selected insurance
coverages when the "Cafeteria Plan" is implemented. In lieu of any
Employer's insurance contributions the Employer agrees to increase the
full-time employee's base salary by $93.33 biweekly. This increase
shall be effective on July 14, 1990.
14.4 Under the "Cafeteria Plan" full-time employees must select, at least, single
coverage hospital-medical insurance and $5,000 of life insurance. It is
understood that these mandatory coverages may not be waived.
14.5 Under the "Cafeteria Plan"� employees covered by this Agreement will be
eligible to participate in the Flexible Spending Accounts offered by the
Employer. The service fee charged for employees participating in the
Dependent Care Account will be paid by the Employer.
The service fee charged for employees participating in the Medical Expense
Account will be paid by the employee.
14.6 Effective November 17� 1990 the Employer agrees to increase the full-time
employee's base salary by $17.44 biweekly in lieu of an increase in the
Employer's insurance contribution for 1991.
14.7 Notwithstanding Articles 14.3 and 14.5. 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
EmpZoyee's base rate 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 coverages under the "Cafeteria Plan".
- 23 -
ARTICLE XIV - INSURANCE (continued)
14.8 Effective January 1, 1990, employees who retire and who have not reached the
age of sixty-five (65) must meet the following conditions in order to be
eligible for Employer contributions listed in Articles 14.9 and 14.10 below
toward a retiree hospital-medical insurance plan offered by the Employer:
14.8.1 Be receiving benefits from a public employee retirement
act covering employees of the City of Saint Paul at the
time of retirement.
AND
14.8.2 Have severed his/her relationship with the City of Saint
Paul under one of the pre-age 65 retiree plans.
AND
14.8.3 Have completed at least 20 years of service with the City
of Saint Paul.
14.9 Effective January 1� 1990 for eligible employees who were regularly
appointed prior to January 1, 1990 and who retire and who are eligible for
esrly retiree benefits under the terms set forth in Article 14.8 above and
who select the Indemnity Health Insurance Plan provided by the Employer and
until such retirees reach sixty-five (65) years of age, the cost of such
retiree coverage or $106.32 per month, whichever is less. For such retirees
selecting family coverage the Employer will contribute the cost of such
family coverage or $318.41 per month, whichever is less.
14.10 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 14.8 above and
wno select the Health Maintenance Organization Plan (HMO) provided by the
E;mployer and until such retirees reach sixty-five (65) years of age, the
cost of such retiree coverage or $84.42 per month� whichever is less. For
such retirees selecting family coverage the Employer will contribute the
cost of such family coverage or $211.09 per month, whichever is less.
14.11 Effective January 1� 1990, for eligible employees who were regularly
appointed on or after January 1, 1990 and �o retire and who are
eligible for early retiree benefits under the terms set forth in Article
14.8 above and who select a hospital-medical insurance plan offered by
the Employer� the Employer agrees to contribute the cost of such single
coverage or $70.00, whichever is less. For such retirees selecting
family coverage� the Employer shall pay the cost of such family coverage
or $160.00 per month� whichever is less. Upon such retirees reaching
the age of sixty-five (65) , such Employer's contributions shall
�erminate.
14.12 Effective January 1, 1990, for employees who retire at the age of
sixty-five (65) or older or for early retirees u�an reaching age
sixty-five (65) , and who have completed at least twenty (20) years of
�c�va�c with the City of Saint Paul at the time of their retirement, or
who are on disability pension under a pension plan to which the City of
St. Paul contributes� the Employer agrees to make contributions toward
the hospital-medical insurance plans provided by the Employer for
- 24 -
���0'��4�s
ARTICLE XIV - INSURANCE (continued)
retirees sixty-five (65) years of age or older as approved by City
Council Resolution. For employees who retire at the age of sixty-five
(65) or older and who have not completed at least twenty (20) years of
City service at the time of their retirement� or who are not on
disability pension under a pension plan to which the City of Saint Paul
contributes, the Employer will not make any hospital-medical insurance
contributions. For early retirees who had not completed twenty (20)
years of service at the time of their retirement� or who are not on
disability pension under a pension plan to which the City of Saint Paul
contributes, the Employer will discontinue making any hospital-medical
insurance contributions upon their reaching age sixty-five (65) .
14.13 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 to the
current hospitalization and medical benefits, including such
improvements as may be made from time to time, which said dependents
previously had, at the premium applicable to early retirees. It is
further understood that coverage shall cease in the event of:
14.13.1 Subsequent remarriage of the surviving spouse of the
deceased employee or retiree.
14.13.2 The employment of the surviving spouse where
hospitalization and medical insurance coverage is
obtained through a group program provided by said
EMPLOYER. It is further understood, however, that in
said event, the surviving spouse shall have the right
to maintain City hospitalization and medical insurance
coverage for the first ninety (90) days of said
employment.
14.14 The contributions indicated in this Article 14 shall be paid to the
Employer's third party administrator.
- 25 - .
ARTICLE XV - EXCHANGE OF TOURS OF DUTY
15.1 Voluntary exchanges of tours of duty shall be granted only after approval �
by the department head or his designated representative.
15.2 No EMPLOYEE shall be entitled to working out of classification pay under
Article IX as a result of any voluntary exchange of tours of duty.
- 26 -
. _ �ya����s
ARTICLE XVI - VACATION
16.1 EMPIAYEES shall be granted in each calendar year vacation at the rate of
two (2) times the number of hours designated as the work week. After
five (5) years of continuous employment in EMPLOYER'S fire department�
EMPIAYEES 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 EMPIAYER'S fire department, EMPIAYEES 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 EMPIAYER'S fire department,
EMPIAYEES shall be granted vacation at the rate of four and four-tenths
(4.4) times the number of hours designated as the work week.
Effective December 17, 1988, vacation shall be granted as follows: EMPLAYEES
shall be granted in each calendar year vacation at the rate of two and
two-tenths (2.2) times the nwnber of hours designated as the work week.
After five (5) years of continuous employment in EMPIAYER'S fire department,
EMPIAYEES shall be granted vacation at the rate of three and two-tenths (3.2)
times the number of hours designated as the work week. After fifteen (15)
years of continuous employment in EMPLAYER'S fire department� EMPIAYEES shall
be granted vacation at the rate of four-tenths (4.4) times the number of hours
designated as the work week. After twenty-five (25) years of continuous
employment in EMPLOYER'S fire department, EMPIAYEES shall be granted vacation
at the rate of four and six-tenths (4.6) times the number of hours designated
as the work week.
16.2 The department head may permit EMPLOYEES to carry over into the following
calendar year vacation time equivalent to two work weeks. Vacation
schedules snall be fixed by the department head. An EMPLOYEE not workir�g
full-time shall be granted vacation on a pro-rata basis.
- 27 - �
ARTICI.E XVI - VACATION (Continued)
16.3 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. EMPIAYEES
granted more vacation time than earned at the time of separation from
employment shall pay the EMPIAYER for such unearned vacation.
16.4 This article shall not apply to temporary or emergency employees.
- 28 -
. . �-yo-���..s
ARTICLE XVII - HOLIDAYS
� 17.1 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 ntunber of
hours designated as the work week.
17.2 Effective 1986 and in addition to 17.1 above, add one additional holiday
(Martin Luther King Day) to the vacation schedule by increasing vacation
by .2 (two-tenths) times the number of hours designated as the work week.
17.3 In addition to what is provided in Section 17.1 and 17.2 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
e�ployee: . (1) Be added to the employee's vacation schedule or (2) the employee
may chnose 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 duty 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 regularly scheduled pay day of that calendar year.
Effective January 1, 1989, this Article 17.3 is deleted from the contract and
is no longer applicable in any way. .
17.4 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.
17.5 Notwithstanding Article 17.1 above, the Employer may at anytime during
the life of this Agreement designate the Day after Thanksgiving as a paid
i�oliday. in the event of such designation, the Columbus Day holiday
shail be deleted fram the paid holiday list as set forth in Saint Paul
Ordinance b4�6.
- 29 -
ARTICLE XVIII - INCAPACITATION
18.1 EM�LGYEES injured during the course of employment and thereby rendered
incapable of performing Job duties and responsibilities shall receive
iull wages during the period of incapacity, not to 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.
18.2 EMPLOYEES disabled through injury or sickness other than specified in
Section 18.1 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
�hall. be available only in those years where the last available
Annual Report of the City Civil Service office shall show average
sick leave used per Fire Department Employee (based on the 1972
Annual Report method of calculating same), of eight (8) days or less.
18.3 EMPLOYEES in�ured or incapacitated by illnesses 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
xesuming their ,job.
18.4 Except as specifically provided in this Article, all illness and 3ncapacity
r�•?P� an� policies previously in effect shall continue.
- 30 -
, . ��y�,���..s
ARTICLE XIX - RESIDENCE
19.1 The residency requirements as passed by the City Council on�December 30�
1982 under Council File No. 279643 shall apply to all employees covered
by this AGREEMENT.
19.2 In the event the City of Saint Paul repeals or is prohibited by a
superior governmental suthority from imposing residency requirements
for its employees, the provisions in this contract regarding
residency shall be of no force and effect.
- 31 -
ARTICLE XX - SICK LEAVE AND PARENTAL LEAVE
20.1 As provided in City of Saint Paul Civil Service Rules Section 20. It
addition to the relatives listed in Section 20.B of the Civil Service
Rules, accumulated sick leave credits may be granted in the event of the
death of the employee's stepparent or stepchild.
20.2 If an employee has an accumulation of sick leave credits in excess of
one-hundred and eighty days� he 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 fiscal year under this provision.
20.3 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.
20.4 Any employee who has accumulated sick leave credits, as provided in the Civil
Service Rules, may be granted one day of sick leave to attend the funeral of
the employee's grandparent or grandchild.
20.5 �iaternit�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 or any duties assigned
by the Employer. �
- 32 -
. _ �;�yo,,��.�
ARTICLE XX - SICK LEAVE AND PARENTAL LEAVE (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 subject to the
provisions of Article 6 of this Agreement.
Employees who return following such leaves of abse�fce shall be placed in
a position of equivalent salary and tenure as the one held just prior to
the beginning of their leave.
- 33 -
ARTICLE XXI - FIRE FIGHTING EQUIPMENT
21.1 Ths EMPLOYER will provide the following fire fighting equipment for
individual EMPLOYEES; such as:
Coats
Boots
Helmets
Choppers
Liners
,
- 34 -
. . ��yo ,
-i��
ARTICLE XXII - STATION SUPPLIES
� 22,I The EMPLOYER will provide station supplies such as:
Refrigerators
Stoves
Tables
Chairs
Soap
Brass Polish
Cleaning Rags
Light Bulbs
Chamois
- 35 -
,
ARTICLE XXIII - TELEPHONES
23.i 7r.e EMPLOYER will provide a public telephone as a back-up to the alarm
system.
23.2 Telephones installed for individual EMPLOYEES or groups of EMPIAYEES will
be at the EMPIAYEES' expense. All such telephones must be approved prior
to installation by the department head or his designated representative.
- 36 -
. �y�-�'��
ARTIC;.E XXIV - WAGE SCHEDULE
24.1 The wage schedule for the purpose of this Agreement shall be Appendix A
attached hereto.
24.2 Forty (40) hour work week EMPLOYEES regularly assigned to night duty (e.g. -
dispatcher, inspectors and fire prevention employees) will receive night
differential in accordance with existing City rules and policies.
Notwithstanding Section III B of the Saint Paul Salary Plan and Rates of
Compensation, employees working in the title of Fire Alarm Dispatcher I or Fire
Alarm Dispatcher II assigned to a twelve (12) hour shift shall be eligible for
the night differential in accordance with Section III B of the Saint Paul
Salary Plan and Rates of Compensation.
24.3 Any employee in any title in this bargaining unit who is appointed to any
of the title listed below on or after February 1, 1988 shall be paid according
to the salary range as shown in Appendix "A" for appointments to such title
on or after January 1, 1988 or on or after February 1, 1988 whichever applies.
Fire Alarm Dispatcher I
Fire Alarm Dispatcher II
Fire Inspector
Fire Investigator
- 37 -
ARTICLE XXV - UI3IFORM ALIAWANCE
25.1 �he 1972 base of One Hundred 1�enty Dollars (S120 00) as a clothing allowance
on a voucher system will be increased Januar� 1 1974 and each year thereafter
on the basis of a,�►early study of the increased cost of the defined uniform.
The 1972 base cost of the uniform is stipulated and attached as Appendix 8.
25.2 It is further understood that Fire Prevention Employees shall receive a cloth-
ing allowance which is Thirty ($30.00) Dollars greater than that provided herein
for other employees.
- 38 -
��y�'����.�
ARTICLE XXVI - LEGAL SERVICES
26.1 Except in cases of malfeasance in office or willful or wanton neglect
of duty, the EMPIAYER 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.
26.2 Notwithstanding Article 26.1, the employer shall not be responsible for
paying any legal service fPe or for providing any legal service arising
from any legal action where the employee is the Plaintiff.
- 39 -
ARTICLE XXVII - SEVERANCE PAY
27.1 Effective January 1, 1988 the employer shall provide a severance pay
program as set forth in this Article 27.
27.2 To be eligible for the severance pay program, an employee must meet the
following requirements:
27.21 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.
27.22 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. �
27.23 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.
27.3 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 in the Fire Department.
Years of Service x m
[;ith the Citv Sevezance Pay
At Least 20 $ 5,000
• 21 6,000
22 7,000
23 8,000
24 9,000
25 10,000 ,
- 40 -
. . ��yo -�����
ARTICLE XXVII - SEVERANCE PAY (Continued)
27.4 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.
27.5 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.
27.6 The manner of payment of such severance pay shall be made in accordance
with the provisions of City Ordinance No. 11490.
27.7 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.
- 41 -
ARTICLE XXVIII - PHYSICAL INCAPACITATION
28.1 Any physical incapacitated EMPLOYEE unable to perform normal work duties
may be assigned at the direction of the department head to perform the
duties of Fire Alarm Dispatcher I, Fire Alarm Dispatcher II, Fire Inspector�
Fire Investigator or Fire Training Assistant. EMPLOYEES so assigned by the
department head will receive their regular rate of pay for a period not to
exceed one hundred and eighty (180) days. After one hundred and eighty (180)
days, EMPLOYEES so assigned will receive their regular pay rate or the
Fire Alarm Dispatcher II pay rate, whichever is lower.
2$.2 Notwithstanding Article 28.1, any physically incapacitated employee
appointed to a title covered by this Agreement prior to January 1, 1990
who is unable to perform normal work duties may be assigned at the
direction of the department head to perform the duties of Fire Alarm
Dispatcher I� Fire Alarm Dispatcher II, Fire Inspector, Fire Investigator
or. Fir.e Training Assistant. Employees so assigned by the department head
will receive their regular rate of pay for the period of such assignment.
- 4 2 -
. . �;�y°'���`�-
ARTICLE XXIX - CITY MILEAGE
29.1 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.
29.2 �Iethod of Computation: To be eligible for such reimbursement, all
officers and employees must receive written authorization from the
Department Head.
�,yQe 1• If an employee is required to use his/her own sutomobile
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 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 automobile, then the employee shall be reim-
bursed at the rate of $.15 per mile driven and shall not be eligible
for any per diem. �
Type 2• If an employee is required to use his/her own sutomobile
REGULARLY during employment, the employee shall be reimbursed at the
rate of $3.00 per day for each day of work. In addition, the employee
shall be reimbursed $.15 per mile for each mile actually driven.
If 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.
29.3 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.
29.4 Rules and Re�ulations: The Mayor shall adopt rules and regulations
governing the procedures for sutomobile reimbursement, which regulations
and rules shall contain the requirement that recipients shall file daily
reports indicating miles driven and shall file monthly affidavits stating
the number of days worked and the number of miles driven, �and further
require that they maintain automobile liability insurance in amounts of
not less than $100,000/$300,000 for personal in�ury, and $25�000 for
property damage, or liability insurance in amounts not less than $300,000
single limit coverage, with the City of Saint Paul named as an additional
insured. These rules and regulations, together with the amendment thereto�
shall be maintained on file with the City Clerk.
- 4 3 -
ARTICLE XXX - PAID TIME OFF FOR NEGOTIATIONS
30.1 Employees elected to office in Local 21 shall be granted reasonable time
off to meet with City officials for contract negotiations without loss
of pay. The number of employees permitted to attend such negotiations
shall be limited to two at any one meeting and such employee shall give
prior reasonable notice for such absence and receive approval of the
employee's designated supervisor.
- 44 -
. . ��=90-j���, _
ARTICLE XXXI - MAINTENANCE OF STANDARDS
31.1 The parties agree that all conditions of employment relating specifically
to wages, hours of work, vacations� holidays and sick leave except as
modified by this agreement shall be maintained at not less than the
minimum standard as set forth in the Civil Service Rules of the City of
Saint Paul, (Resolution No. 3250) and Resolution No. 6446 at the time of
the signing of this AGREEMENT, and these conditions of employment shall
be improved wherever specific provisions for improvement are made
elsewhere in this AGREEMENT. It is specifically agreed that the Civil
Service Rules set forth above are not a part of this contract and that
these rules shall only be amended by the present legislative process by
the Civil Service Commission and the City Council.
- 4 S -
1 . I
ARTICLE XXXII - PREMIUM PAY FOR PARAMEDIC AND EMTA ASSIGNMENTS
32.1 The premium pays as defined in this Article 32 shall be limited to
employees covered by this agreement who have at least three (3) years of
service with the Department. The Employer reserves the right to pay such
premiums to employees with less than three years of service in the
Department providing such employee holds the required certification.
32.2 �remium Pay for Paramedic. Any employee who is assigned to an advanced
life support unit as a Paramedic shall be paid a differential of ten
percent (10$) of his/her regular base rate.
Only employees who have satisfactorily completed all required Paramedic
training shall be eligible for such assignment and pay differential.
32.3 Premium Pav for EMT. All employees in all titles will be required to
become certified as an EMT and to maintain such certification as a term
and condition of employment. However, any employee originally appointed
to a title covered by this Agreement prior to January 1, 1980 who is not
certified as an EMT shall not be required to become certified. Such
employees may choose to become certified. Once certified such employee
must maintain their EMT certification as a term and condition of
employment.
Any employee who was originally appointed prior to January 1, 1980 to a
title covered by this Agreement who is certified as an EMT must maintain
their certification as a term and condition of employment.
q�.� PTni�yee who is assigned to an advanced life support unit or a basic
life support unit as an Emergency Medical Technician-Assigned (EMTA)
. shall be paid a differential of six percent (6$) of his/her regular base
rate.
- 46 -
� ya,���5,
, ARTICLE XY.XII - PREMIUM PAY FOR PARAMEDIC AND EMTA ASSIGNMENTS (continued)
Employees certified as an EMT but who are not assigned to an ambulance
unit shall receive a differential of three percent (3$) of his/her
regular base rate.
Only employees who have satisfactorily completed all required EMT
training shall be eligible for such assignment and pay differential.
Any employee who is assigned to a unit as an EMT-I/D shall be paid a
differential of eight percent (88) of his/her regular base rate.
32.4 Premium Pay for Hazardous Materials. Any employee who is assigned to a
designated hazardous materials response unit shall be paid a differential
of eight percent (8$) of his/her regular base rate.
32.5 The above new premium pay amounts shall be retroactive to May 5� 1990.
32.6 Qualified Pool personnel shall be eligible for the EMT and Paramedic
premium pay on the same basis as qualified assigned personnel.
32.7 It is understood that no premium pay shall be applied on any other
premium pay.
- 47 -
. �
ARTICLE XXXIII - DRUG AND ALCOHOL TESTING
33.1 Policy: The Fire Department recognizes illegal drug and alcohol usage
as a threat to the public welfare and the employees of the department.
Thus, the Fire Department will take the necessary steps, including drug
and alcohol testing, to eliminate illegal usage. It is the goal of this
policy to prevent and rehabilitate rather than terminate the employment
of workers who are abusing drugs or alcohol. No member of the Fire
Department shall be discharged for illegal drug or alcohol use without
first having been offered the opportunity to discontinue use either
through personal choice or by treatment for chemical dependency, if such
treatment is needed.
33.2 Informing Employees About Drug and Alcohol Testing: All employees will
be fully informed of the Fire Department's drug testing policy before
testing is administered. Employees will be provided with information
cnncer.ning the impact of the use of drugs or alcohol on �ob performance.
In addition, the employer shall inform the employees of how the tests
are conducted, how well the tests perform, when the tests will be
conducted, what the tests can determine, and the consequences of testing
positive for drug or alcohol use. All newly hired employees will be
provided with this iriformation on their initial date of hire. No
employee shall be tested until this information is provided to him.
33.3 Employee Testing: No employee will be tested for drug or alcohol abuse
unless there exists probable cause to believe that t�e fire fighter to
be tested is under the influence of illegal drugs or alcohol. Random or
mass testing is prohibited. No such testing may be conducted without
the written approval of the officer in charge of the unit. The officer
in charge must document in writing who is to be tested and why the
- 48 -
.
ARTICLE XXXIII - DRUG AND ALCOHOL TESTING (continued) �� �D ��/��
_ testing was ordered. Failure to follow any of these procedures shall
result in the elimination of the test results as if no test had been
administered. The test results shall be destroyed and no discipline
shall be levied against the employee.
33.4 Urine collection shall be conducted in a manner which results in a
legally acceptable sample as well as providing a high degree of security
for the sample, freedom from adulteration of the sample� the highest
possible accuracy of the clinical results while at the same time
preserving the dignity of the employee. Administrative procedures shall
be such as to prevent the submission of fraudulent tests. When
appropriate, biologic testing of the samples may be included as part of
such administrative procedures. In testing which could result in
employee discipline, if the test result is positive, a split sample
shall be reserved for independent analysis which shall be performed at
the request of the affected employee. Upon request, an employee shall
be entitled to the presence of a union representative before testing is
administered.
33.5 Testing Procedures: All samples shall be tested for Chemical
Adulteration, Narcotics, Cannabis, PCP, Cocaine� Amphetamines� Alcohol
- 49 -
ARTICLE XXXIII - DRUG AND ALCOHOL TESTING (continued) ,
and Sedatives. The testing shall be done by a Selected Laboratory and
the following standards shall be used:
Drug Testine Standards
Alcohol .10 concentration as shown by an analysis of urine
Drug or Initial Test GC/MS
�rue Grouv metabolite detected levei ng/ml Confirmation
Amphetamine Amphetamine 1,000 ng/ml 500 ng/ml
Methamphetamine 1,000 ng/ml 500 ng/ml
Cocaine metabolites Benzoylecgonine 300 ng/ml 150 ng/ml
Marijuana metabolites delta-9-THC-9-COOH 100 ng/ml 15 ng/ml
Opiate metabolites Codeine 300 ng/ml 300 ng/ml
Total Morphine 300 ng/ml 300 ng/ml
Phencyclidine PCP 25 ng/ml 25 ng/ml
Barbiturates Secobarbital 300 ng/ml 1,000 ng/ml �-
Yentobarbital 1,000 ng/ml 1,000 ng/ml
Phenobarbital 3,000 ng/ml 1,000 ng/ml �
Butabarbital 1,000 ng/ml 1,000 ng/ml
Benzodiazepine Oxazepam 300 ng/ml 300 ng/ml -
metabolites
Methadone Methadone 300 ng/ml 300 ng/ml
Methaqualone Methaqualone 300 ng/ml 300 ng/ml
Propoxyphene Propoxyphene 300 ng/ml 300 ng/ml
Norpropoxyphene 300 ng/ml 300 ng/ml
Any sample which has been adulterated or is shown to be a substance other than
urine shall be reported as such. All samples which test positive on a screening
test shall be confirmed by gas chromatography-mass spectrophotometry, and no
records of unconfirmed positive tests shall be released or retained by the
laboratory.
Testing shall be conducted in a manner to insure that an employee's legal drug
use does not effect the test results.
- 5 0 -
� � ARTICLE XXXIII - DRUG AND ALCOHOL TESTING (continued)
��=90'��y��
- All results shall be evaluated by a suitably trained occupational physician or
occupational nurse prior to being reported.
Test results shall be treated with the same confidentiality as other employee
medical records. The test results shall not be reported outside the Fire
Department.
33.6 Chemical Dependency Program: Each person whose urine tests positive for illicit
drugs shall be medically evaluated, counseled and treated for rehabilitation, if
required. In addition, at any time an employee may voluntarily enter the
chemical dependency program without fear of disciplinary actions against him.
This Program is designated to provide care and treatment to employees who are in
need of rehabilitation. Details concerning treatment any employee receives at
this Program shall remain confidential and shall not be released to the public.
The employee shall be responsible for the cost of treatment.
No employee shall be relieved or transferred to other than his usual duties on
the basis of one test result although the employee may be re-evaluated for his
duty assignment. When undergoing treatment and evaluation employees shall
receive the usual compensation and fringe benefits provided at their assigned
position.
33.7 Right of Appeal: Each employee has the right to challenge the results of drug or
alcohol testing in the same manner that he may grieve any managerial action.
33.8 Duty Assignment After Treatment: Once an employee successfully completes
rehabilitation, he. shall be returned to his regular duty assignment. Employee
reassignment during treatment shall be based on each individual's circumstances.
If follow-up care is prescribed after treatment, this may be a condition of
employment. Once treatment and any follow-up care is completed, at the end of
- 51 -
ARTICLE XXXIII - DRUG AND ALCOHOL TESTING (continued)
two years the records of treatment and positive drug or alcohol test results '
shall be retired to a closed medical record. The employee shall be given a fresh
start with a clean administrative record.
33.9 Right of Union Participation: At any time� the Union, upon request, will have
the right to inspect and observe any aspect of the drug and alcohol testing
program with the exception of individual test results. The Union may inspect
individual test results if the release of this information is authorized by the
employee involved.
33.10 Union Held Harmless: This drug and alcohol testing program is solely initiated
at the behest of the employer. The Fire Department shall be solely liable for
any legal obligations and costs arising out of the provisions and/or application
of this collective bargaining agreement relating to drug or alcohol testing. The
Union shall be held harmless for the violation of any worker rights arising from
the administration of the drug or alcohol testing program.
33.11 Conflict with Other Laws: This Article is in no way intended to supersede or
waive an employee's federal or state constitutional rights.
- 52 -
, ��l��'//�,s/
ARTICLE XXXIV - DURATION OF AGREEMENT
� 34.2 Except as herein provided� this AGREEMENT shall be effective as of January l.
1990 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 AGREEKENT
shall notify�the other in writing eo as to comply with the provisions of the
Minnesota Public Employment Labor Relations Act of 1984.
WITNESSES:
CITY OF SAINT PAUL INTERNATIONAL ASSOCIATION OF
FIRE FIGHTERS� IACAL N0. 21
B ' BY:
s Ma ger President
sY�s.m.w.��� � 1 � .
Persoi irector Secretary
BY:
Treasurer
BY:
Dated at Saint Paul, Minnesota
June 8, 1990
- 53 -
2 ��,yo-,��s
APPENDIX "A"
' BIWEEKLY RATES
FIRE ALARM DISPATCHER I (apptd, on/after 1-1-88)
FIRE FIGHTER
FIRE INSPECTOR
EFFECTIVE A B C D E F 10-YR. 15-YR.
12-30-89 1123.41 1179.57 1238.56 1288.54 1354.43 1409.34 1482.54 1519.16
07-14-90 1216.74 1272.90 1331.89 1381.87 1447.76 1502.67 1575.87 1612.49
11-17-90 1234.18 1290.34 1349.33 1399.31 1465.20 1520.11 1593.31 1629.93
12-29-90 1283.55 1341.95 1403.30 1455.28 1523.81 1580.91 1657.04 1695.13
FIRE ALARM DISPATCHER II (apptd. on/after 1-1-88)
12-30-89 1157.10 1214.96 1275.72 1327.20 1395.07 1451.61 1527.01 1564.78
07-14-90 1250.43 1308.29 1369.05 1420.53 1488.40 1544.94 1620.34 1658.11
11-17-90 1267.87 1325.73 1386.49 1437.97 1505.84 1562.38 1637.78 1675.55
12-29-90 1318.58 1378.76 1441.95 1495.49 1566.07 1624.88 1703.29 1742.57
*FIRE ENGINEER
FIRE ALARM DISPATCHER I (apptd. prior to 1-1-88)
FIRE EQUIPMENT OPERATOR
12-30-89 1213.28 1273.94 1337.65 1391.62 1462.79 1522.08 1601.14 1640.69
07-14-90 1306.61 1367.27 1430.98 1484.95 1556.12 1615.41 1694.47 1734.02
11-17-90 1324.05 1384.71 1448.42 1502.39 1573.56 1632.85 1711.91 1751.46
12-29-90 1377.01 1440.10 1506.36 1562.49 1636.50 1698.16 1780.39 1821.52
FIRE AI.ARM DISPATCHER II (apptd. prior to 1-1-88)
FIRE CAPTAIN
FIRE PREVENTION CAPTAIN
FIRE TRAINING ASSISTANT
12-30-89 1325.63 1391.89 1461.51 1520.48 1598.24 1663.01 1749.39 1792.61
07-14-90 1418.96 1485.22 1554.84 1613.81 1691.57 1756.34 1842.72 1885.94
11-17-90 1436.40 1502.66 1572.28 1631.25 1709.01 1773.78 1860.16 1903.38
12-29-90 1493.86 1562.77 1635.17 1696.50 1777.37 1844.73 1934.57 1979.52
FIRE/ARSON INVESTIGATOR
12-30-89 1411.70 1482.28 1556.40 1619.28 1702.02 1770.95 1862.87 1908.88
07-14-90 1505.03 1575.61 1649.73 1712.61 1795.35 1864.28 1956.20 2002.21
11-17-90 1522.47 1593.05 1667.17 1730.05 1812.79 1881.72 1973.64 2019.65
12-29-90 1583.37 1656.77 1733.86 1799.25 1885.30 1956.99 2052.59 2100.44
The above 12-30-89 rates represent a 48 increase over the 1-1-89 rates. '
The 07-14-90 rates represent an increase of $93.33 biweekly over the 12-30-89
rates. This is in lieu of the Employer making any contribution toward the
employee's insurance costs.
The 11-17-90 rates represent an increase of $17.44 biweekly over the 07-14-90
rates. This is in lieu of an increase in the Employer's insurance contribution
for 1991.
The above 12-29-90 rates represent a 4$ increase over the 11-17-90 rates.
- A1 -
, �. yo ,��s
APPENDIX "B"
� Unit Price
Regulation "West Point" long sleeve police shirt. . . . . . . . . . . . . $ 7.00
Regulation "West Point" short sleeve police shirt . . . . . . . . . . . . $ 6.45
Ranking Officer's white uniform shirt, long sleeve, West Point 7500C. . . $ 6.50
Ranking Officer's white uniform shirt, short sleeve, West Point 7500C . . $ 6.00
Jersey type long sleeve sweat shirt, navy blue - Wilson 8632. . . . . . $ 3.30
Jersey type 3/4 sleeve sweat shirt, navy blue - Wilson 8632 . . . . . . . $ 3.30
Fechheimer Bros. navy blue trousers 32200 . . . . . . . . . . . . . . . . $ 8.75
Fechr,eimer Bros. navy blue trousers 32250 . . . . . . . . . . . . . . . . $ 8.25
Jacket - Light weight, waist style Fechheimer #32100. . . . . . . . . . . $10.00
Surcoat - Energy 100FD - Sizes 48-50 add 108, - longs add 108 . . . . . . $30.75
Parka - Navy - Butwin 111SP
Regular sizes 34-46. . . . . . . . . . . . . . . . . . . . . . . . . $39.00
Extra sizes 48 . . . . . . . . . . . . . . . . . . . . . . . . . . $42.90
50 . . . . . . . . . . . . . . . . . . . . . . . . . . . $44.85
52 . . . . . . . . . . . . . . . . . . . . . . . . . . . $49.00
Long . . . . . . . . . . . . . . . . . . . . . . . . . . $42.90
Liners for summer uniform fire fighter ,jacket - Fechheimer Bros. 32704. . $ 5.60
SEWING COSTS: No cost when ordered with �acket otherwise. . . . . . $ 1.00
Caps
Trooper Cap . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.95
Chiefs Navy-Style Midwest-N.W. . . . . . . . . . . . . . . . . . . . $ 6.25
8 pt. Midwest-N.W. . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.25
Belts - leather - black - 1.5 inch. . . . . . . . . . . . . . . . . . . . $ 1.45
Shoes
Wedge style oxford - Red Wing shoe #101. . . . . . . . . . . . . . . $ 4.95
Slip on style oxford - FIAAT-AWAYS #J5347. . . . . . . . . . . . . . $15.50
Slip on style oxford - FLOAT-AWAYS #J5318. . . . . . . . . . . . . . $14.50
Lace style oxford - FLOAT-AWAYS Z5096. . . . . . . . . . . . . . . . $14.50
Slip on style oxford Weinbrenner 1635. . . . . . . . . . . . . . . . $15.95
Slip on style oxford Weinbrenner 1435. . . . . . . . . . . . . . . $12.00
Lace style oxford T5152 Mocc toe . . . . . . . . . . . . . . . . . . $16.50
Lace style oxford Weinbrenner 1225 . . . . . . . . . . . . . . . . . $16.50
Lace style oxford Weinbrenner 1250 . . . . . . . . . . . . . . . . . $16.50
Socks
Munsingwear #40. . . . . . . . . . . . . . . . . . . . . . . . . . . $ .65
Munsingwear #415 - stretch style . . . . . . . . . . . . . . . . . . $ .65
Ties - black, 4-in-hand, or snap-on style . . . . . . . . . . . . . . . . $1.00
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