90-1238 Council File # �Li7.3 �
o� � � � NA�
Green Sheet # 2147
RESOLUTION -�-�
CITY OF SAINT PAUL, MINNESOTA "'
� � �
Presented Sy �i
�
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 Saint Paul Professional Employees Association.
as Nays Absent Requeeted by Department of:
w �' Office of Perso 1 Labor Relations
e e "'�'_
u e �—
o � BY•
a
. Adopted by Council: Date J;UL 3 1 1990 Form pp oved y City Attorney
Adoption Certified by Council Secretary By: � •
By' Approved by Mayor for Submissio to
ncil
Approved by Mayor: Date ' / D 3 � ��
By: .��.2
By: a���o�
�UBI�SNED AU G � �. 1990
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This resolution approves a two year contract between the City and the Saint Paul � '"
Professional Employees Association. ' ,
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Current contract expired on December 31, 1989.
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Attachment to Green Sheet
I. Financial Information
A. Number of employees affected: 305
B. Approximate cost of insurance and wages for 1989: $12,824,880
C. Increased cost of insurance and wages for 1990: $520,799
D. Approximate cost of insurance and wages for 1990: $13,345,679
E. Increased cost of insurance and wages for 1991: $557,003
F. Approximate cost of insurance and wages for 1991: $13,902,682
G. Overall increase in costs of insurance and wages for 1990
and 1991: $1,077,802
These figures reflect a 4$ increase in wages for 1990 and 4� increase for
1991. Insurance increases are $20 per employee per month for 1990 and $25
per employee per month for 1991. The approximate total package increase will
be 4.06� in 1990 and 4.17$ in 1991. The approximate 1990-1991 total package
costs reflect a 8.40� 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. New language was added defining full time employees as those working
at least 32 hours a week, and half time as those working at least 20
hours a week.
3. Effective January, 1990 the employer will contribute $210 a month for
full time, and $105 a month for half time employees for insurance
coverage under the Cafeteria plan.
4. Effective January l, 1991 the employer will contribute $235 a month
for full time, and $117.50 a month for half time employees for
insurance coverage under the Cafeteria plan.
5. 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.
� . ; ���,1,�3 �
, Attachment to Green Sheet (continued)
For employees appointed on or after January 1, 1990 and who retire
prior to reaching age sixty-five and who meet the above conditions,
the Employer will contribute the cost of single coverage health
insurance or $85.00 per month, whichever is less. For family
coverage the Employer will contribute the cost of the monthly premium
or $180.00 per month, whichever is less.
In addtion, employees appointed on or after January 1, 1990 must have
completed 15 years of service with the City to be eligible for the
City contribution toward health insurance after the age of
sixty-five.
B. Article XIV - Holidays
New language was added alZowing 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 XXI - Sick Leave
Up to 40 hours of sick leave may now be granted to employees for the
care of sick or disabled household members.
D. Article XIX - Parental Leave
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.
E. Article XXII - Duration
2 year agreement
F. Wages
4� increase across the board retroactive to December 30, 1989.
4� increase across the board effective December 29, 1990.
LR.MISC
attachment.06
. �'�o-��d3�
� INDEX
ARTICLE TITLE PAGE
Preamble iii
I Recognition 1
II Severance Pay 2
III Management Rights 6
IV Maintenance of Standards 7
V Check Off and Service Fee 8
VI Hours of Work and Overtime 10
VII Seniority 12
VIII Working Out of Classification 13
IX Discipline 14
X Legal Services 15
XI Grievance Procedure 16
XII Wages 19 _
- XIII Saving Clause 20 -
XIV Insurance 21
XV Vacation 26 .
- XVI Holidays 27
XVII City Mileage 28
XVIII Nondiscrimination 29
XIX Parental Leave 30
XX No Strike, No Lockout 31
XXI Sick Leave 32
XXII Duration and Effective Date 34
Appendix A A1
- ii -
' 0-/�3�',
PREAMBLE ��
� This AGREEMENT entered into between the City of Saint Paul, hereinafter
referred to as either the "EMPIAYER" or the "CITY", and the City of Saint Paul
Professional Employees Association, Inc. , hereinafter referred to as the
"ASSOCIATION", for the purpose of fostering and promoting harmonious relations
between the CITY and the ASSOCIATION in order that a high level of public
service can be provided to the citizens of the CITY.
This AGREEMENT attempts to accomplish this purpose by providing a fuller
and more compl.ete understanding on the part of both the CITY and the
ASSOCIATION of their respective rights and responsibilities.
The provisions of this AGREEMENT shall not abrogate the rights and/or
duties of the EMPLOYER, the ASSOCIATION, or the employees as established under
the provisions of the Public Employee Labor Relations Act of 1971, as amended.
- iii -
� ARTICLE I - RECOGNITION �/��/���
• 1.2 The CIT�' recognizes the ASSOCIATION as the exclusive representative for
the Classified Professional Employees Group� as certified by the State of
Minnesota Bureau of Mediation Services, dated November 5� 1985� Case No.
85-PR-775-A.
Employees included in this certification shall be in accordance with the
Minnesota State Labor Relations Act of 1984 as amended.
- 1 -
ARTICLE II - SEVERANCE PAY
2.1 The Employer shall provide a severance pay program as set forth in '
this Article.
2.2 To be eligible for the severance pay program, an employee must meet
the following requirements:
2.2.1 The employee must be 58 years of age or must be eligible for a
non-reduced pension under the provisions of the Public Employees
Retirement Association (PERA) . For City employees covered by a
pension plan other than PERA, such employees must be eligible for
a non-reduced pension under the provisions of that particular
pension plan.
2.2. 2 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.
- 2.2.3 The employee must have at least ten (10) years of consecutive -
service under the classified or unclassified Civil Service at
the time of separation. For the purpose of this Article, �
- employment in either the City or in the Independent School
� District No. 625 may be used in meeting this ten (10) year service
requirement.
2.?_.4 The employee must file a waiver of re-employment with the
Director of Personnel� which will clearly indicate that by
requesting severance pay, the employee waives all claims to
reinstatement or reemployment (of any type) � with the City
or with Independent School District No. 625.
2.2.5 The employee must have accumulated a minimum of sixty (60)
days of sick leave credits at the time of his separation
from service.
2.3 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 equai to one-half of the daily rate of
pay for the position held by the employee on the date of separation
for each day of accrued sick leave subject to a maximum of 200 accrued
sick leave days.
2.4 The maximum amount of money that any employee may obtain through this
severance pay program is $6,500.
- 2 -
. C��o_��3�'
ARTICLE II - SEVERANCE PAY (continued)
' 2.5 For the purpose of this severance program, a death of an employee
shall be considered as separation of employment, and if the employee
would have met all of the requirements set forth above, at the time
of his or her death, payment of the severance pay shall be made to
the employee's estate or spouse.
2.6 For the purpose of this severance program, a transfer from the
City of Saint Paul employment to Independent School District No. 625
employment is not considered a separation of employment, and such
transferee shall not be eligible for the City severance program.
2.7 The manner of payment of such severance pay shall be made in
_ accordance with the provisions of City Ordinance No. 11490. _-
2.8 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.
2.9 Any employee hired prior to December 31, 1983 may, in any event, and upon
meeting qualifications of this Article 2.1 through 2.8, draw severance
pay. However, an election by the employee to draw a severance pay under
either this article or City Ordinance N�. 11490 shall constitute a bar to
receiving severance pay from the other. Any Employee hired after December 31,
1983 and prior to the signing of this agreement shall only be entitled to
the benefits of this article upon meeting the qualifications of Articles
2.1 through 2.8. .
2.10 The provisions of the above Articles 2.1 through 2.9 shall apply only
to employees hired prior to the date of the signing of this agreement.
2.11 For employees hired on or after the date of the signing of this agreement
the Severance Pay provided in the following Articles 2.12 through 2.18 shall
apply.
- 3 -
ARTICLE II - SEVERANCE PAY (continued) �
2.12 Eff.ective on the date of signing of this agreement the employer shall provide .
a severance pay program as set forth in Articles 2.13 through 2.18.
2.13 To be eligible for the severance pay program, an employee must meet the
following requirements:
2.13.1 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.
2.13.2 The employee must file a waiver of reemployment with the Personnel
_ Director, which will clearly indicate that by requesting severance -
pay, the employee waives all claims to reinstatement or reemploy ment
_ (of any type) , with the City or with Independent School District
No. 625.
2.13.3 The employee must have an accumulated balance of at least eighty
(80) days of sick leave credits at the time of his separation from
service.
2.14 If ar. 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.
Years of Service Maximum
With the City Severance Pay
�4t ieast 20 $4,000
21 4,600
22 5,200
. 23 5,800
24 6,400
25 7,000
- 4 -
' ARTICLE II - SEVERANCE PAY (continued) �`�-�O���
' 2.15 For the purpose of this severance program, a death of an employee shall
be considered as separation of employment, and if the employee would
have met all of the requirements set forth above, at the time of his
or her death, payment of the severance pay may be made to the employee's
estate or spouse. .
2.16 For the purpose of this severance program, a transfer from the City of
Saint Paul employment to Independent School District No. 625 employment
is not considered a separation of employment, and such transferee shall
not be eligible for the City severance program.
- 2.17 The manner of payment of such severance pay shall be made in accordance _�
with the provisions of City Ordinance No. 11490.
2.18 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.
� - 5 -
ARTICLE III - MANAGEMENT RIGHTS f
3.1 The ASSOCIATION recognizes the right of the EMPIAYER to operate and '
manage its affairs in all respects in accordance with applicable laws and
regulations of appropriate authorities. The rights and authority which
the EMPLOYER has not officially abridged, delegated, or modified by this
AGREEMENT are retained by the EMPLOYER.
3.2 A public employer is not required to meet and negotiate on matters of
inherent managerial policy, which include, but are not limited to, such
�reas of discretion or policy as the functions and pro�rams of the
EMPIAYER, its overall budget� utilization of technology, and
organizational structure and selection and direction and number of
personnel. ^
- 6 -
ARTI CLE IV - MAINTENANCE OF STANDARDS `%� ���/���
� 4.1 The parties agree that all conditions of employment relating to wages,
hours of work� vacations, and all other general working conditions except
as modified by this agreement shall be maintained at not less than the
highest minimum standard as set forth in the Civil Service Rules of the
City of Saint Paul, (Resolution No. 3250) and the Saint Paul Salary Plan
and Rates of Compensation at the time of the signing of this AGREEMENT,
and the conditions of employment shall be improved wherever specific
provisions for improvement are made elsewhere in this AGREEMENT.
- 7 -
ARTICLE V - CHECK OFF AND SERVICE FEE
5.1 T'he F�:PLOYER agrees to deduct"the ASSOCIATION membership initiation fee
assessments and once each month dues from the pay of those employees who
individually request in writing that such deductions be made. The
amounts to be deducted shall be certified to the EMPLOYER by a represent-
ative of the ASSOCIATION and the aggregate deductions of all employees
shall be remitted together with an itemized statement to the representative
by the first of the succeeding month after such deductions are made or as
soon thereafter as is possible.
5.2 Any present or future employee who is not an ASSOCIATION member shall be
_ required to contribute a fair share fee for services rendered by the -
ASSOCIATION. Upon notification by the ASSOCIATION, the EMPIAYER shall
_ check off said fee from the earnings of the employee and transmit the
same to the ASSOCIATION. In no event shall the fair share fee
exceed 858 of the regular membership dues. It is also understood that in
the event the EMPLOYER shall make an improper fair share deduction from
the earnings of an employee, the ASSOCIATION shall be obligated to make
the EMPIAYER whole to the extent that the EMPIAYER shall be required to
reimburse such employee for any amount improperly withheld. This
provision shall remain operative only so long as specifically provided by
Minnesota law, and as otherwise legal.
5.3 The ASSOCIATION agrees to indemnify and hold the EMPLOYER harmless
against any and aII claims, suits, ordera or j udgments brought or issued
against the EMPLOYER as a result of any action taken or not taken by the
:.::x:.."-�:.n u��dCr the provisions of this Article.
- 8 -
ARTICLE V - CHECK OFF AND SERVICE FEE (continued) ��y�"��.3�
� 5.4 The ASSOCIATION agrees that a�service fee of fifty cents ($0.50) per
member, per month shall be deducted by the EMPIAYER from the amount
withheld for dues or fair share prior to remittance of dues or fair share
to the ASSOCIATION.
- 9 -
ARTICT.E VI - HOURS OF WORK AND OVERTIME
6.1 The normal hours of work for the employees shall be a minimum of seven
and three-fourths (7 3/4) hours in any twenty-four (24) hour period and
thirty-eight and three-fourths (38 3/4) hours in a seven (7) day period.
For employees on a shift basis this shall be construed to mean a minimum
average of thirty-eight and three-fourths (38 3/4) hours a week.
6.2 Employees who work more than seven and three-fourths (7 3/4) hours in any
24 hour period or more than thirty-eight and three-fourths (38 3/4) hours
in any 7 day period shall receive pay for such additional work as stated
in 6.4 below.
= 6.3 It is understood by the parties that Section 28H - OVERTIME COMPENSATION _
of Resolution No. 3250 shall not apply to this unit. .
6.4 In unusual circumstances, employees who work more than seven and three-fourths
(7 3/4) hours in any twenty-four (24) hour period or more than thirty-eight and
three-fourths (38 3/4) hours in any particular 7 day period shall
receive compensatory time or pay on a straight time basis for the
extra hours worked. The method of this compensation shall be determined
solely by the Employer.
6.5 For employees who wish to share a position, the employer will attempt to
provide options for implementing a sharing arrangement. Such an
arrangement must be mutually agreed upon by the Employer and the
employees involved. Vacation, holiday and sick leave benefits for
employees•who share a position shall be pro-rated based upon the percent
of hours worked. Health insurance benefits shall be administered in
accordance with the provisions of Article 14 of this Agreement, In the
- 10 -
- �,,�yo -��3�'
ARTICLE VI - Hours of Work and Overtime (continued)
event that one of the employees participating in the shared position is
terminated or terminates employment� the Employer shall post the job
sharing vacancy for a period of ten (10) days. If, at the end of ten
(10) days, such vacancy cannot be filled, the Employer shall have the
option of increasing the remaining employee's work hours.
6.6 Article 6.5 shall not be sub�ect to the provisions of Article 11 of this
Agreement.
- 11 -
ARTICLE VII - SENIORITY
7.i Sei:iority, for the purpose of this AGREEMENT, shall be defined as
follows: The length of continuous� regular and probationary service with
the EMPLOYER from the date an employee was first certified and Bppointed
to a class title covered by this AGREEMENT, it being further understood
that seniority is confined to the current class assignment held by an
employee. In cases where two or more employees are appointed to the same
class title on the same date, the seniority shall be determined by the
employee's rank on the eligible list from which certification was made.
7.2 Seniority shall terminate when an employee retires, resigns, or is discharged.
- 7.3 In the event it is determined by the EMPLOYER that it is necessary to -
reduce the work force� employees will be laid off by class title .within
each Department based on inverse length of seniority as defined above.
7.4 In cases where there are promotional series, such as Engineer I, II, III,
etc. , when the number of employees in the higher titles is to be reduced,
employees who have held lower titles will be offered reductions to the
highest title to which class seniority would keep them from being laid
off, before layoffs are made by any class title in any department.
7.5 Recall from layoff shall be in inverse order of layoff, except that
recall rights shall expire after two years of layoff. It is understood
that such employees will pick up their former seniority date in any class
of positions that they previously held.
7.6 To the extent possible, vacation period shall be assigned on the basis of
seniority. It is however, understood that vacation assignment shall be
• subject to the ability of the employer to maintain operations.
- 12 -
. �� yo-.��3 �'
ARTICLE VIII - WORKING OUT OF CLASSIFICATION
8.1 EMPLOYER shall avoid, whenever possible, working an employee on an
out-of-class assignment for a prolonged period of time. Any employee
working an out-of-class assignment for a period in excess of fifteen (15)
consecutive working days shall receive the rate of pay for the
out-of-class assignment in a higher classification not later than the
sixteenth (16th) day of such assignment. For purposes of this article,
an out-of-class assignment is defined as an assignment of an employee to
perform� on a full time basis, all of the significant duties and
responsibilities of a position different from the employee's regular
position, and which is in a classification higher than the classification
_ held by such employee. The rate of pay for an approved out-of-class -
assignment shall be the same rate the employee would receive if such
employee received a regular appointment to the higher classification.
- 13 -
ARTICLE IX - DISCIPLINE
9.1 The Pmployer will discipline employees for �ust cause only. �
Discipline will be in the form of:
9.1.1 Oral Reprimand
9.1.2 Written Reprimand
9.1.3 Suspension
9.1.4 Reduction
9.1.5 Discharge
The listing above of 9.1.1 through 9.1.5 does not indicate that such forms
of discipline must be progressive and in such order for any one employee.
9.2 Suspensions, reductions and discharges will be in written form.
9.3 Employees and the ASSOCIATION will receive copies of written
_ - reprimands and notices of suspension and discharge. _-
9.4 Employees may examine information in their Employees personnel fi'les.
Files may be examined at reasonable times under supervision of the employer.
9.5 Discharges will be preceded by a five (5) day preliminary suspension
without pay. During said period, the employee and/or ASSOCIATION
may request, and shall be entitled to a meeting with the EMPIAYER
representative who initiated the suspension with intent to discharge.
During said five (5) day period, the EMPIAYER may affirm the sus-
pension and discharge in accordance with Civil Service Rules or may
modify, or withdraw same.
9.6 An employee to be questioned concerning an investigation of disciplinary
action shall have the right to request that a ASSOCIATION repre-
sentative be present.
- 14 -
ARTICLE X - LEGAL SERVICES Ci� �D�I�3�
� 10.1 Except in cases of malfeasance in office or willful or wanton neglect
of duty, the EMPLOYER shall defend, save harmless and indemnify an
EMPIAYEE, 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.
10.2 Notwithstanding Article 10.1, 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.
- 15 -
ARTICLE XI - GRIEVANCE PROCEDURE
11.1 The EMPIAYER shall recognize 'stewards selected in accordance with •
the ASSOCIATION rules and regulations as the grievance representative
of the bargaining unit. The ASSOCIATION shall notify the EMPLAYER
in writing of the names of the stewards and of their successors
when so named. -
11.2 It is recognized and accepted by the EMPLOYER and the ASSOCIATION
that the processing of grievances as hereinafter provided is limited
by the job duties and responsibilities of the employees and shall
therefore be accomplished during working hours only when consistent
with such employee duties and responsibilities. The steward involved
and a grieving employee shall suffer no loss in pay when a grievance
is processed during working hours� provided, the steward and the �
employee have notified and received the approval of their supervisor
to be absent to process a grievance and that such absence would not be
detrimental to the work programs of the EMPLOYER.
11.3 For the purposes of this Article XI, a grievance is defined as an alleged
violation of the terms and conditions of this Agreement.
11.4 A grievance shall be resolved in conformance with the following
procedures:
Stev 1.A. Upon the occurrence of an alleged violation of this AGREEMENT�
the employee involved with or without the steward shall attempt to
resolve the matter on an informal basis with the employee's supervisor.
If the matter is not resolved to the employee's satisfaction by the
informal discussion it may be advanced to Step 1.B.
Step 1.B. The grievance may be reduced to writing and referred to Step 2
b� the l�SSOCIATION. The written grievance shall set forth the nature of
the grievance, the facts on which it is based, the alleged section(s) of
the AGREEMENT violated, and the relief requested.
. Any alleged violation of the AGREEMENT not reduced to writing by the
ASSOCIATION within fourteen (14) work days of the first occurrence of the
event giving rise to the grievance shall be considered waived.
- 16 -
. ���D-/�3 �
ARTICLE RI - GRIEVANCE PROCEDURE (continued)
S�tg�i Within seven (7) work days after receiving the written grievance
a designated EMPIAYER supervisor shall meet with the ASSOCIATION steward
and attempt to resolve the grievance. In the event the EMPIAYER refuses
to meet with the ASSOCIATION, the ASSOCIATION may refer the grievance to
Step 3. If, as a result of this meeting, the grievance remains
unresolved, the EMPIAYER shall reply in writing to the ASSOCIATION within
seven (7) work days following this meeting. The ASSOCIATION may refer
the grievance in writing to Step 3 within seven (7) work days following
receipt of the EMPIAYER'S written answer or the date upon which such
answer should have been received. Any grievance not referred in writing
by the ASSOCIATION within seven (7) work days following receipt of the
EMPLOYER'S answer shall be considered waived.
Step 3. . Within seven (7) work days following receipt of a grievance
referred from Step 2 a designated EMPIAYER supervisor shall meet with the
ASSOCIATION'S representative or his designated representative� the
Employee and the Steward and attempt to resolve the grievance. If the
EMPLOYER does not set up a meeting within seven (7) days the ASSOCIATION
may advance the grievance to Step 4. Within sevea (7) work days
_ following this meeting the EMPLOYER shall reply in writing to the -
_ ASSOCIATION stating the EMPLOYER'S answer concerning the grievance. If, -
as a result of the written response the grievance remains unresolved or
if the ASSOCIATION does not receive a response within seven (7) work days
- following the meeting, the ASSOCIATION may refer the grievance to Step 4.
Any grievance not referred in writing by the ASSOCIATION to Step 4 within
seven (7) work days following receipt of the EMPLOYER'S answer shall be
considered waived.
Step 4. If the grievance remains unresolved, the ASSOCIATION may within
fotirteen (14) work days after the response of the EMPIAYER in Step 3 or
within fourteen (14) days after such a response should have been
received, by written notice to the EMPLOYER, request arbitration of the
grievance. The arbitration proceedings shall be conducted by an
arbitrator to be selected by mutual agreement of the EMPLOYER and the
ASSOCIATION within seven (7) work days after notice has been given. If
the parties fail to mutually agree upon an arbitrator within the said
seven (7) day period, either party may request the Public Employment
Relations Board to submit a panel of five (5) arbitrators. Both the
EMPLOYER and the ASSOCIATION shall have the right to strike two (2) names
from the panel. The ASSOCIATION shall strike the first (lst) name; the
EMPLOYER shall then strike one (1) name. The process will be repeated
and the remaining person shall be the arbitrator.
11.5 The arbitrator shall have no right to amend, modify, nullify, ignore,
add to, or subtract from the provisions of this AGREEMENT. The
a��itrator shall consider and decide only the specific issue sub-
mitted in writing by the EMPLOYER and the ASSOCIATION and shall have
no authority to make a decision on any other issue not so submitted.
The arbitrator shall be without power to make decisions contrary to
- 17 -
ARTICLE XI - GRIEVANCE PROCEDURE (continued)
or inconsistent with or modifying or varying in any way the application
of laws, rules� or regulations having the force and effect of law.
The arbitrator's decision shall be submitted in writing within
thirty (30) days following close of the hearing or the submission of
briefs by the parties, whichever be later, unless the parties agree
to an extension. The decision shall be based solely on the arbitrator's
interpretation or applicatioa of the express terms of this AGREEMENT
and to the facts of the grievance presented. The decision of the
arbitrator shall be final and binding on the EMPIAYER, the ASSOCIATION,
and the employees.
11.6 The fees and expenses for the arbitrator's services and proceedings '
shall be borne equally by the EMPLOYER and the ASSOCIATION� provided
that each party shall be responsible for compensating its own
representatives and witnesses. If either party desires a verbatim
record of the proceedings, it may cause such a record to be made,
providing it pays for the record.
11.7 The time limits in each step of this procedure may be extended by
mutual agreement of the EMPIAYER and the ASSOCIATION.
11.8 It is understood by the ASSOCIATION and the EMPIAYER that a grievance
ma,y be determined by either the grievance procedure of this contract
or by the provisions af t�ee CiviT �ervice Rules of the City of St. Paul.
If an issue is determined by this grievance procedure it shall not
again be submitted for arbitration under the Civil Service Rules. If
�;. :�s�e �s determined by the provisions of the Civil Service Rules
it shall not again be submitted for arbitration under this grievance
procedure.
- 18 -
� (J,,�9a-i.�3�'
ARTICLE XII - WAGES
12.1 Effective December 30, 1989, all salary rates applicable to titles in
tHis bargaining unit shall be increased four percent (4.08) .
12.2 Effective December 29, 1990, all salary rates applicable to titles in
this bargaining unit shall be increased four percent (4.0$) .
12.3 The wage schedule, Appendix "A", is attached for purposes of re�erence only
and is not a part of this contract.
12.4 Employees appointed to any of the titles listed below after July 7, 1988
shall be paid based on the results of a classification study conducted by
the Personnel Office.
Community Development Grant Assistant I
Health Educator II
12.6 Retroactive wage ad�ustments shall only apply to employees who were
employed by the City as of the date of signing this Agreement. �
12.7 The Employer will� within 90 days of receipt of the appropriate
documentation, complete classification and compensation studies of the
Manpower Planner I and Community Development Grant Assistant II
positions. Recommendations which result from these studies shall be
retroactive in accordance with the 1988-1989 Agreement.
12.8 As per the 1988-1989 Agreement the class of Environmental Health
Specialist was studied. The result of the study was a recommendation to
upgrade the class. This regrading, to grade 11, will be retroactive to
January 2, 1988 for employees currently employed in such title.
- 19 -
ARTICLE kIII - SAVING CLAUSE
13.1 This AGkEEMENT is sub,ject to�the laws of the United States, the State of
Minnesota. In the event any provisions 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. All other
provisions of this AGREEMENT shall continue in full force and effect.
- 2 0 -
� _ �� a—/a?3�
ARTICLE XIV INSURANCE /
' 14.1 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.
14.2 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.
14.3 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.
14.4 Effective January 1, 1990 the Employer agrees to contribute for
full-time employees $210.00 per month toward the cost of the employee
selected insurance coverages under the "Cafeteria Plan".
14.5 Effective January 1, 1991 the Employer agrees to contribute $235.00 per
month toward the cost of the employee selected insurance coverages under ,
the "Cafeteria Plan".
14.6 Effective January 1, 1990 the Employer agrees to contribute for
half-time employees $105.00 per month toward the cost of the employee
selected insurance coverages under the "Cafeteria Plan".
Effective January 1, 1991 the Employer agrees to contribute for
� half-time employees $117.50 per month toward the cost of the employee
selected insurance coverages under the "Cafeteria Plan".
- 21 -
ARTICLE XIV - INSURANCE (continued)
14.7 Notwithstanding Article 14.6, an employee covered by this Agreement who �
was employed half-time during the month of December 1988 shall receive
the same contributions as a full-time employee. This Article 14.7 shall
continue to apply only as long as such employee remains continuously
employed half-time.
14.8 Under the "Cafeteria Plan" full-time and part-time employees must select
at least single coverage hospital-medical insurance and employee life
insurance in an amount equal to the employee's annual salary to the
nearest full thousand dollars.
_- 14.9 Effective January 1, 1990 employees who retire on or before December 31, -
1991 and who have not reached the age of sixty-five (65) must meet the
following conditions in order to be eligible for Employer contributions
as provided in Article 14.10 or Article 14.12 of this Agreement:
14.9.1 Be receiving benefits from a public employee retirement
act covering employees of the City of Saint Paul at the
time of retirement. •
AND
14.9.2 Have severed his/her relationship with the City of
Saint Paul under one of the pre-age 65 retiree plans.
AND
14.9.3 Have completed at least 25 years of service with the City
of Saint Paul.
14.10 Effective January 1, 1990 full-time eligible employees who were
regularly appointed prior to January 1, 1990 and who retire before
reaching the age of sixty-five (65) and who select single coverage under
a hospital-medical insurance plan offered by the Employer for such
retirees, the Employer agrees to contribute the cost of the monthly
premium or $106.32 per month, whichever is less. For such retirees who
. select family coverage the Employer agrees to contribute the cost of the
monthly premium or $318.41 per month, whichever is less.
- 2 2 - �
� ��yp-��3�
ARTICLE XIV - INSURANCE (continued)
Upon such retiree reaching the age of sixty-five (65) such Employer
contributions toward such coverages shall terminate. The Employer will
also contribute the cost for $5,000 of life insurance coverage for such
early retiree until the early retiree reaches age sixty-five (65) at
which time the life insurance coverage shall terminate.
14.11 Full-time employees who were regularly appointed prior to January 1, 1990
and who retire before reaching the age of sixty-five (65) and who meet the
conditions set forth in 14.9.1 and 14.9.2 above but who do not meet the
conditions set forth in 14.9.3 shall be eligible for the following
percentages of the amounts contributed by the Employer toward health _
insurance as stated in Article 14.10 above.
Such retirees shall be eligible for such contributions until they reach
sixty-five (65) years of age.
Combination of Age Contribution for Contribution for
and Years of Service �in�le Coverage Familv Coveragg
84 90$ 908
83 858 85$
82 80$ 80$
81 758 75$
80 70$ 70$
14.12 Effective January 1, 1990 for full-time employees who were regularly
appointed on or after January 1, 1990 and who retire prior to their
reaching sixty-five (65) years of age and who select the single coverage
insurance plan as offered by the Employer for such retirees the Employer
shall contribute the cost of such single coverage or $85.00 per month
whichever is less. For such retirees selecting the family coverage
insurance plan as offered by the Employer, the Employer agrees to
contribute the cost of such family coverage or $180.00 per month
- 23 -
ARTICLE XIV - INSURANCE (continued)
whichever is less. The Employer will also contribute the cost for �
$5,000 of life insurance for such early retiree until the early retiree
reaches age sixty-five (65) at which time the life insurance coverage
will terminate.
14.13 For employees who were hired prior to September 11, 1984 and who retire
at age sixty-five (65) or older, the Employer will provide health
insurance contributions toward employee health insurance plans as are
provided for by the Employer for retirees sixty-five (65) years of age
or older as approved by City Council Resolution.
_.- 14.14 For Employees hired on or after September 11, 1984, but prior to -
January 1� 1990, who retire at the age of sixty-five (65) or older, or for
eligible early retirees who had been hired on or after September 11, 1984
upon reaching age sixty-five (65), and who have completed at least ten
(10) years of service at the time of their retirement, the Employer will
provide health insurance contributions toward employee health insurance
plans as are provided by the Employer for retirees sixty-five (65) years
of age or older as approved by City Council Resolution. For such retiring
employees or for such early retirees who have not completed at least ten
(10) years of service, the Employer will discontinue providing any health
insurance contributions.
14.15 For employees hired on or after January 1, 1990 who retire at the age of
sixty-fiv� (65) or older, or for eligible early retirees upon reaching
age sixty-five (65) and who have completed at least fifteen (15) years
or service at the time of their retirement, the Employer will provide
• health insurance contributions toward employee health insurance plans as
are provided by the Employer for retirees sixty-five (65) years of age
- 2 4 -
. ����/�.��`
ARTICLE XIV - INSURANCE (continued)
or older as approved by City Council Resolution. For such retiring
employees or for such early retirees who have not completed at least
fifteen (15) years of service, the Employer will discontinue providing
any health insurance contributions.
14.16 A retiree may not carry his/her spouse as a dependent if such spouse is
also a City retiree or City employee and eligible for and is enrolled in
the City health insurance program.
14.17 The contributions indicated in this Article 14 shall be paid to the
Employer's third party administrator, .
14.18 c.mployees covered by this Agreement shall be eligible to participate in
- the Flexible Spending Account as offered by the Employer. The �service
fee charged to participating employees shall be paid by the employee.
14.19 Employees covered by this Agreement shall be eligible to participate in
the Dependent Care Reimbursement Account offered by the Employer. The
service fee charged to participating employees shall be paid by the
Employer.
- 25 -
ARTICLE XV - VACATION
15.1 In each calendar year, each full-time employee shall be granted vacation
according to the following schedule:
�ears of Service Vacation Granted
Less than 8 years 15 days
After 8 years thru 15 years 20 days -
After 15 years and thereafter 25 days
Employees who work less than full-time shall be granted vacation on a pro
rata basis.
15.2 The head of the department may permit an employee to carry over into the
_ following year up to fifteen (15) days' vacation. _
15.3 The above provisions of vacation shall be subject to the Saint Paul Salary
Plan nd Rates of Compensation, Section I, Subdivision H.
15.4 If an employee has an accumulation of sick Ieave 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 calendar year euader this provision.
- 26 -
� �%�y���?��'
ARTICLE - HOLIDAYS
' 16.1 Holidays recognized and observed. The following days shall be recognized
and observed as paid holidays:
New Year's Day Labor Day
Martin Luther King Day (1986) Columbus Day
Presidents' Day Veterans' Day
Memorial Day Thanksgiving Day
Independence Day Christmas Day
T�ao floating holidays
Eligible employees shall receive pay for each of the holidays listed
above, on which they perform no work. Whenever any of the holidays
listed above shall fall on Saturday, the preceding Friday shall be
observed as the holiday. Whenever any of the holidays listed above shall
fall on Sunday, the succeeding Monday shall be observed as the holiday.
_. 16.2 The floating holidays set forth in Section 16.1 above may be taken at any -
time during the contract year, sub�ect to the approval of the Department
Head of any employee.
16.3 Eligibility Requirements. In order to be eligible for a holiday with
pay� an employee's name must appear on the payroll on any six working
days of the nine working days preceding the holiday; or an employee's
name must appear on the payroll the last working day before the holiday
and on three other working days of the nine working days preceding the
holiday. In neither case shall the holiday be counted as a working day
for the purposes of this section. It is further understood that neither
temporary, emergency nor other employees not heretofore eligible shall
receive holiday pay.
16.4 Employees required to work on a holiday shall be compensated in accordance
with Section I.I of the Saint Paul Salary Plan and Rates of Compensation.
16.5 Notwithstanding Article 16.1, the Employer may at anytime during the life
of this Agreement designate the day after Thanksgiving as a paid holiday.
In the event of such designation, the Columbus Day holiday shall be
deleted from the paid holidays list as set forth in Article 16.1.
- 27 -
ARTICLE XVII - CITY MILEAGE
17.1 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.
17.2 Method of Computation: To be eligible for such reimbursement, ell officers
and employees must receive written authorization from the Department Head.
�1 If an employee is required to use his/her own automobile OCCASIONALLY
during employment, the employee shall be reimbursed at the rate of $3.00 per
day for each day the employee's vehicle is actually used in performing the
duties of the employee's position. In addition, the employee shall be
reimbursed $.15 per mile for each mile actually driven.
If such employee is required to drive an automobile during employtnent and the
department head or designated representative deter�ines that an employer
vehicle is available for the employee's use but the employee desires to use
his/her own sutomobile, then the employee shall be reimbursed at the rate
of $.15 per mile driven and shall not be eligible for any per diem.
- T e 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 sutomobile, then the employee shall be reimbursed at the rate
of $.15 per mile driven and shall not be eligible for any per diem.
17.3 The City will provide parking at the Civic Center Parking Ramp for City
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,
17.4 Aules 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,jury, and $25,d00 for property damage, or liability insurance
in amounts not less tlhan $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.
- 28 -
� ��J�-��3�
ARTICLE XVIII - NONDISCRIMINATION
18.1 The terms and conditions of this AGREEMENT will be applied to
employees equally without regard to, or discrimination for or
against� any individual because of race, color, creed� sex� age�
or because of inembership or nonmembership in the ASSOCIATION.
18.2 Employees will perform their duties and responsibilities in a
nondiscriminatory manner as such duties and responsibilities
involve other employees and the general public.
18.3 Employees covered by this contract will be covered by the City policy
regarding nondiscrimination and sexual harassment, as well as
_ applicable local, state and federal laws. -
- 29 -
ARTICLE XIX- PARENTAL LEAVE •
19.1 A twelve (12) month Parental� leave of absence without pay shall be �
granted to a natural parent or an adoptive parent, who requests such
leave in con�unction with the birth or adoption of a child. Such
leave 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 11 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 3ust
prior to the beginning of their leave.
19.2 Leave of absence for the adoption of a child or for paternity le�ave
shall be in accordance with applicable laws.
- 30 -
� �y�-,�3 �
ARTICLE XX - NO STRIKE, NO IACKOUT
20.1 The ASSOCIATION and the EMPLOYER agree that there shall be no strikes,
work stoppages� slow-downs, sitdown, stay-in, or other concerted
interference with the Employer's business or affairs by any of .said
Association and/or members thereof, and there shall be no bannering
during existence of this Agreement without first using all possible
means of peaceful settlement of any controversy which may arise.
Employees engaging in same shall be liable for disciplinary action.
- 31 -
ARTICLE XXI - SICK LEAVE
21.1 Sick Ieave shall be earned and granted in accordance with the
Civil Service Rules.
21.2 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 ta 40 hours per incident.
21.3 Any employee who has accwmulated 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. �
21.4 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.
21.5 The head of the Department or the Personnel Director may require a
physician's certificate or additional certificates at any time during an
employee's use of sick leave for �he purposes stated in 21.2 above. All
such certificates shall be forwarded by the appointing officer to the
Personnel Office.
If an employee is absent because of the provisions of Article 21.2
above for three or fewer calendar days he/she shall submit to the head
of the Department a certificate signed by the employee stating the
- 32 -
. �y�-��3�
ARTICLE XXI - SICK LEAVE (continued)
� nature of the child, parent, or household member's sickness. If the
sickness continues for more than three calendar days, no further sick
leave shall be granted unless or until a physician is consulted. The
sick leave may be continued from and include the day of consultation,
but only if a certificate signed by the physician certifying to the
nature and period of the person's sickness is submitted and approved by
the head of the department and forwarded to the Personnel Office.
21.6 No sick leave shall be granted for the above reasons unless the employee
reports to his/her department head the necessity for the absence not
later than one•half hour after his/her regularly scheduled time to _
report for work, unless he/she can show to the satisfaction of the
_ department head that the failure to report was excusable. '
21.7 An employee shall be paid under the provisions of this paragraph only
for the number of days or hours for which he/she would normally have
been paid if he/she had not been on sick leave.
- 33 -
ARTICLE XXII - DURATION AND EFFECTIVE DATE
22.1 Except as herein provided this AGREEMENT shall be effective as of January 1,
1990 and shall continue in full force and effect thru December 31� 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 Public Employment Labor
Relations Act of 1971.
22.2 This constitutes a te.ntative agreement between the parties which will be
recommended by the City Negotiator, but is sub3ect to the approval of the
Administration of the City, the City Council and is also subject to the
ratification by the ASSOCIATION. _
WITNESSES:
CITY OF SAINT PAUL CITY OF SAINT PAUL PROFESSIONAL
EMPLOYEES ASSOCIATION, INC.
����1�• ���� ' 6 ��.
• � � , ��
�„_,�,
ames C. Lombardi President
or e Man er
. . �e4�
Rafae scasillas
Person e� Director
DATED: v v�� I� ! 9�O
- 3 4 - �
. ��yo ��3�'
APPENDIX "A"
VOLUNTEER COORDINATOR
Effective A B C D E F G 10-yr. 15-yr.
12-30-89 834.44 867.98 903.39 947.14 994.66 1045.88 1096.16 1130.65 1162.28
12-29-90 867.82 902.70 939.53 985.03 1034.45 1087.72 1140.01 1175.68 1208.77
LIBRARY SPECIALIST
12-30-89 885.68 921.08 957.39 1005.83 1055.16 1109.21 1164.17 1199.52 1233.07
12-29-90 921.11 957.92 995.69 1046.06 1097.37 1153.58 1210.74 1247.50 1282.39
*LIBRARY SPECIALIST I
*SUBSTITUTE LIBRARY SPECIALIST
CITY PIANNER I
CONSERVATORY EDUCATION OFFICER
MANAGEMENT ASSISTANT I
MANPOWER COORDINATOR I
- MANPOWER PLANNER I _�
12-30-89 940.63 977.89 1015.14 1068.18 1120.35 1176.24 1233.99 1271.23 1307.55
12-29-90 978.26 1017.01 1055.75 1110.91 1165.16 1223.29 1283.35 1322.08 1359.85
*RECREATION DIRECTOR I
COMMUNITY DEV GRANT ASSIST I
ECONOMIC DEVIMT SPECIALIST I
GRAPHIC ARTIST I
12-30-89 967.62 1006.76 1046.79 1099.88 1154.85 1211.63 1271.23 1310.35 1347.60
12-29-90 1006.32 1047.03 1088.66 1143.88 1201.04 1260.10 1322.08 1362.76 1401.50
*LIBRARY SPECIALIST II
ACCOUNTANT I
HEALTH EDUCATOR I
MUNICIPAL EQUIPMENT COORDINATR
NUTRITIONIST I
PROJECT MANAGER I
PUBLIC HEALTH NURSE I
PUBLIC INFO SPECIALIST I
RESEARCH ANALYST I
RESEARCH LIBRARIAN
SOCIAL WORKER
12-30-89 995.56 1035.61 1078.48 1131.52 1189.30 1248.92 1310.35 1349.47 1388.59
12-29-90 1035.38 1077.03 1121.62 1176.78 1236.87 1298.88 1362.76 1403.45 1444.13
- A1 - .
APPENDIX "A" (continued)
� BUSINESS ASSIST SPECIALIST
HEALTH � FITNESS SPECIALIST
LIBRARIAN I
VIDEO PRODUCTION SPECIALIST
Effective A B C D E F G 10-yr. 15-yr.
12-30-89 1026.30 1068.18 1111.04 1166.02 1222.80 1285.22 1349.39 1390.45 1430.48
12-29-90 1067.35 1110.91 1155.48 1212.66 1271.71 1336.63 1403.37 1446.07 1487.70
CITY PLANNER II
COMMUNITY DEV GRANT ASSIST II
CRIMINALIST I
GRAPHIC ARTIST II
LANDSCAPE ARCHITECT I
MANAGEMENT ASSISTANT II
MANPOWER COORDINATOR II
MANPOWER PLANNER II
WATER CHEMIST I
_ 12-30-89 1056.11 1099.88 1143.65 1200.48 1261.00 1324.35 1390.45 1430.48 1472.39
12-29-90 1098.35 1143.88 1189,40 1248.50 1311.44 1377.32 1446.07 1487.70 1531.29
- **GRAPHIC ARTIST II
*PROJECT ASSISTANT II
ARBORIST
CITIZEN SERVICE SENIOR ANALYST
ECONOMIC DEVIMT SPECIALIST II
EQUAL EMPIAYMENT OPPORTY SPEC
HEALTH STATISTICIAN
MEDICAL RECORDS ADMINISTRATOR
PROJECT MANAGER II
PUBLIC HEALTH NURSE II (apptd. after 7-7-88)
RESEARCH ANALYST II
12-30-89 1089.64 1131.52 1176.24 1235.84 1298.24 1363.44 1430.48 1474.26 1518.05
12-29-90 1133.23 1176.78 1223.29 1285.27 1350.17 1417.98 1487.70 1533.23 1578.77
*OFFICE SERVICES ADMIN-SUPERV
ACCOUNTANT II
ARCHITECT I
CIVIL ENGINEER I
CIVIL ENGINEER I--WATER DEPT
• COUNCIL RESEARCH ANALYST
EDP SPECIALIST--LIBRARY
ENVIRONMENTAL HEALTH SPECIALIST
ENVIRONMENTAL HEALTH SUPERVISOR
12-30-89 1121.31 1166.93 1213.49 1274.02 1337.36 1405.37 1474.26 1515.23 1563.68
12•29-90 1166.16 1213.61 1262.03 1324.98 1390.85 1461.58 1533.23 1575.84 1626.23
- A2 -
. ���,�3�
��
APPENDIX "A" (continued)
. EDP SYSTEMS ANALYST I
HUMAN RIGHTS SPECIALIST
NURSE PRACTITIONER-OB GYN
RECREATION DIRECTOR II
VALUE ANALYST I
Effective A B C D E F G 10-yr. 15-yr.
12-30-89 1155.74 1201.39 1249.81 1311.29 1377.41 1446.33 1518.05 1565.53 1610.26
12-29-90 1201.97 1249.45 1299.80 1363.74 1432.ST 1504.18 1578.77 1628.15 1674.67
CITY PLANNER III
COMMUNITY DEV GRANT ASSIST III
ECONOMIC DEVIMT SPECIALIST III
ENVIRONMENTAL HEALTH ANALYST
HEALTH EDUCATOR II
LANDSCAPE ARCHITECT II
LEAD VIDEO PRODUCTION SPEC
MANAGEMENT ASSISTANT III
MANPOWER COORDINATOR III
- MANPOWER PLANNER III
- MEDICAL TECHNOLOGIST "
NUTRITIONIST II
OCCUP SAFETY & HEALTH ANALYST
PUBLIC INFO SPECIALIST II �
SAFETY OFFICER
� WATER CHEMIST II
12-30•89 1190.21 1236.79 1287.08 1352.27 1417.45 1489.18 1565.53 1611.18 1656.78
12-29-9G 1237.82 1286.26 1338.56 1406.36 1474.15 1548.75 1628.15 1675.63 1723.05
ADMIN ASSISTANT--CITY PIANNING
CITIZEN PARTICIPATION COORD
GRAPHIC ARTIST III
LIBRARIAN II
PUBI.IC HEALTH NURSE II (apptd. on/before 7-7-88)
RESEARCH ANALYST III
12-30-89 1225.61 1274.02 1325.25 1391.40 1462.17 1533.89 1611.18 1658.66 1708.04
12-29-90 1274.63 1324.98 1378.26 1447.06 1520.66 1595.25 1675.63 1725.01 1776.36
**LANDSCAPE ARCHITECT II
ACCOUNTANT III
ARCHITECT II �
ASSISTANT CHIEF SURVEYOR
CIVIL ENGINEER II
CIVIL ENGINEER II--WATER DEPT
CRIMINALIST II
HEALTH ANALYST
12-30-89 1262.86 1314.08 1365.31 1432,37 1504.99 1579.51 1658.66 1709.90 1760.20
12-29-90 1313.37 1366.64 1419.92 1489.66 1565.19 1642.69 1725.01 1778.30 1830.61
- A3 - .
APPENDIX "A" (continued)
" ADMIN ASSISTANT--FIRE DEPT .
� ARTS DEVEIAPMENT MANAGER
DEVEIAPMENT FINANCE SPEC III
EDP DATABASE COORDINATOR
EDP SYSTEMS ANALYST II
MANAGEMENT ANALYST
PHYSICAL FITNESS COORDINATOR
PROGRAM COORDINATOR
PROJECT MANAGER III -
VALUE ANALYST II
Effective A B C D E F G 10-yr. 15-yr.
12-30-89 1301.04 1353.22 1406.30 1477.08 1550.64 1627.93 1709.90 1760.20 1811.41
12-29-90 1353.08 1407.35 1462.55 1536.16 1612.67 1693.05 1778.30 1830.61 1883.87
CHILD CARE COORDINATOR
12-30-89 1340.15 1393.26 1449.12 1519.92 1595.33 1676.38 1760.20 1814.19 1868.24
12-29-90 1393.76 1448.99 1507.08 1580,72 1659.14 1743.44 1830.61 1886.76 1942.97
EPIDEMIOIAGIST
LANDSCAPE ARCHITECT III �
_ LIBRARIAN III (apptd, after �7-7-88)
12-30-89 1380.23 1434.20 1491.04 1567.37 1644.71 1728.52 1814.19 1869.14 1921.31
12-29-90 1435.44 1491.57 1550.68 1630.06 1710.50 1797.66 1886.76 1943.91 1998.16
HUMAN RIGHTS PROGRAM ANALYST
12-30-89 1422.11 1477.98 1535.72 1613.04 1694.06 1778.82 1869.14 1922.21 1979.95
12-29-90 1478.99 1537.10 1597.15 1677.56 1761.82 1849.97 1943.91 1999.10 2059.15
ARCHITECT III
CITY PLANNER IV
CIVIL ENGINEER III
CIVIL ENGINEER III--WATER DEPT
COMMUNITY DEV GRANT ASSIST IV
ECONOMIC DEVLMT SPECIALIST IV
ECONOMIC PLANNER
EDP SYSTEMS ANALYST III
ELECTRICAL ENGINEER III
LIBRARIAN III (apptd. on/before 7-7-88)
MECHANICAL ENGINEER III
RESEARCH ANALYST IV
STRUCTURAL ENGINEER
I2-30-89 1464.05 1522.70 1583.23 1662.40 1745.28 1832.81 1924.12 1980.90 2039.59
12-29-90 1522.61 1583.61 1646.56 1728.90 1815.09 1906.12 2001.08 2060.14 2121.17
- A4 -
. ��c��'�a3�
APPENDIX "A" (continued)
. . � DEVEIAPMENT FINANCE SPEC IV
PROJECT MANAGER IV
PROJECT MANAGER IV--PUBLIC WKS
VALUE ANALYST III
Effective A B C D E F G 10-yr. 15-yr.
12-30-89 1552.50 1613.96 1679.16 1762.97 1851.45 1943.64 2040.49 2101.98 2163.44
12-29-90 1614.60 1678.52 1746.33 1833.49 1925.51 2021.39 2122.11 2186.06 2249.98
*These titles have been abolished except as to the present incumbents.
The above 12-30-89 rates represent a 4.08 increase over the 12-31-88 rates.
The above 12-29-90 rates represent a 4.08 increase over the 12-30-89 rates.
- AS -