90-1687 . A
�ouncil File # -� �p0 /
�� � �, � +'�� � Green Sheet # 4987
RESOLUTION
SAINT PAUL, MINNESOTA
�i
Presented By
Referred To Committee: Date
RESOLVED, T t the Council of the City of Saint Paul hiereby approves
and ratifies the ttached 1990-1992 agreement between the City of Saint Paul
and International Union of Operating Engineers, Local 70.
s Nays Absent Requested by Deipartment of:
m
o w -�-- Office of Personnel nd Labor Relations
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i son BY� ,,�`�' ,_
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_ Adopted by Council: ate SEP 2 7 1990 Form oved by City Attorney
Adoption Certified by Council Secretary By:
By' �`'�"'� Approved by Mayor for Submission to
Approved by ayor: ate 19� Council
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By: y:
�'UBL�S�fi�D 0 C T °- � � _
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DEPARTMENT/OFFlCE/COUNqL O f f 1 - p f DATE INITIATED
Personnel and Labor Re ations 8-13-90 GREEN SHE T �,�(� � � �� 4i�i�7� ��
OONTACT PER30N 6 PH�IE �DEPARTMENT DIRECTOR Q CITY COUNqL
James C. Lombardi 292 7301 � GTYAITORNEY o.
Nur�� � ���^ .. f,�
MUST 8E ON COUNCIL ACiENDA BY(DAT� ROU71N0 �8UD(�ET DIRECTOR . �T!BE�iVICE8 DIR.
�MAYOR(OR ASSIST �
TOTAL N OF SKiNATURE PAOE8 (CLIP ALL LOCATIONS FOR SIQNATURE�
ACT10N REOUESTED: `�
This resolution a roves a three year contract between the ity ac� �he9�(j ��
International Uni of Operating Engineers, Local 70. `���d , j�'J �
;�:� ; 9
RECOMMENDATIONS:Approw(q a Ryect(Fq COUNCIL COM TTEE/RESEARCFI REPORT AL , '
_PUWNINO O�AMISSION _qVIL ERVICE COMMISSION ��YST PHONE NO.
_GB COMMITTEE _
_8TAFF _ COMMENT3:
g��$���u�►��a�E�� C�TY ATTa��`��EY
INITIATINQ PROBLEM,ISSUE,OPPORTUNITY ,What,Whsn,Whsro,Why):
Current contract e pired December 31 , 1989.
ADVANTAOES IF APPROVED:
See attachment.
DIBADVANTAQEB IF APPROVED:
None.
DISADVANTAGES IF NOT APPROVED:
Possible strike or arbitration.
RECEIVED C uncil Research Center,
SEP131990 �,u� 3 ����o
CITY CLERK "�^
TOTAL AMOUNT OF TRANSACTION ��g 3�9 C08T/REVENUE BUDOETEG(CI E ONE) YE8 NO
FUNDING SOURCE various ACTIVITY NUM�R
FlNANqAL INFORMATION:(EXPLAIN)
See attachment • �w
�lc l a-�G�'7
ATTACHMENT TO GREEN SHEET
I. Financial Info mation:
1. Number of mployees affected: 137
2. Approximat cost of wages and insurance for 1989: $3,671,006
3. Increase c st of wages and insurance for 1990: $213,383
4. Total Cost for 1990: $3,884,389
5. Increase c st of Wages and Insurance for 1991: $182,337
6. Total Cost for 1991: $4,006,726
7. Increase c st of wages and insurance for 1992: $212,599
8. Total cost for 1992: $4,279,325
These figures repre ent a four percent (4�) wage increase for 1990 and 1991 and
a four and one-half percent (4.5�) for 1992. In addition, th�e employer's
contribution for 19 0 is increased from $75.00 to $113.00 per month for single
coverage. For fami y coverage the contribution is increased from $185.00 to
$240.00 per month. In 1991 and 1992 the employer will pay up to the full cost
of the least expens've single coverage and will increase its family
contribution by an mount equal to fifty percent (50$) of the largest premium
increase for family. The total package increases are 1990 - 5.8�, 1991 - 4.7�,
and 1992 - 5.2$.
II. Contract Summa
1. Article VI - Hours Premium Pa
Language a ded amending the rules for shift differential.
Language a so added providing for job sharing, use of sick leave for
child care and unpaid parental leave.
2. Article XI - Severance Pa
Language r designing the severance pay plan to be based on years of
service wi h a graduated pay schedule from $5,000 to $10,000.
3. Article XV - Insurance
New insura ce language which sets caps at the lowest priced plan and
establishe a 20 year service requirement for post 65 insurance
coverage. Life insurance coverage is increased frocn $10,000 to
$15,000.
4. Article XV I - Holida
Language a ded allowing the employer to replace the Columbus Day
holiday wi h the day after Thanksgiving.
5. Article XX II - Safet Shoes
Language a ded allowing a $30.00 payment toward the cost of safety
shoes.
6. Wages:
1990: 4.0�
1991: 4.0�
1992: 4.5�
Comparable adjustments also granted to six titles which were below the
comparable worth corridor.
������7
I N D E X
RT C TIT AG
Prea le iii
I Reco ition 1
II Defi itions 2
III Dues - Fairshare � 3
IV Unio Rights 4
V Seni rity 6
VI Mana ment Rights 7
VII Hours, Premium Pay 8
VIII Leave of Absence 11
IX Milit ry Leave of Absence 13
X Jury uty 15
XI Sever nce Pay 16
XII Mile ge 20
XIII Resi ncy 21
XIV Worki g Out of Classification 22
XV Disci line , 23
XVI Insur nce i� 24
I
XVII Holi ays ! 2g
XVIII Vacation ' 30
XIX Grie ance Procedure , 31
XX Wage Schedule ' 35
�
XXI Stri es, Lockouts, Work Interference ' 36
XXII Non- iscrimination ' 37
XXIII Safe Shoes ' 38
XXIV Terms of Agreement 39
Appe dix A - Wages A1
;
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, P R E A M B L E
THIS AGRE ENT, BY AND BETWEEN THE CITY OF SAINT PAUL AND LOCAL
UNIONS N0. 70 INTE ATIONAL UNION OF OPERATING ENGINEERS, AFL•CIO.
.
This AGRE ENT has been entered into between the Cit� of Saint Paul,
hereafter referred o as the EMPLOYER, and Local Union No. 70, International
Union of Operating ngineers, AFL-CIO, hereafter referred to �s the UNION.
This AGREEMENT has s its purpose, the promotion of harmonious relations
relations between t e EMPLOYER and the UNION, the establishment of an equitable and
peaceful procedure or the resolution of differences and the establishment
of rates of pay, be efits, hours of work, and other conditions of employment.
The parties hereto ledge that they shall pursue the above objectives in full
compliance with the requirements of the Public Employment Labor Relations Act
of the State of Min esota of 1984, as amended.
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ARTICLE I - RECOGNI ION
1.1 The EMPLOYER r cognizes the UNION as the sole and exclusive bargaining
agent for the p rposes of establishing wages, benefits, hours and other
conditions of e ployment for all of its employees as outlined in the
certification b the State of Minnesota, Bureau of Mediat�on Servi&es,
under Case No. 73-PR-449-A, as amended, to read as follows:
All regula , probationary, and provisional engineering
and buildi maintenance personnel who are employed by
the City o St. Paul or who have their "terms and cort-
ditions of mployment" established by the governing
body of the City of St. Paul, and whose employment
service exc eds the lesser of 14 hours per week or 35
percent of he normal work week and more than 67 work
days per ye r in the following classifications:
Building Ma'ntenance Engineer, Chief Operating Engineer- -
Civic Cente , Custodial Worker, Custodian, Custodian
Engineer I, Custodian Engineer I--Library, Custodian
Engineer I- Public Safety, Custodian- Engineer II,
Custodian E gineer II--Library, Custodian Engineer II`I,
Custodian E gineer III----Library, Filter Plant Operator I,
Filter Plan Operator II, Custodian (Light Duty) ,
House Custo ian II, Instrument Repairer (Filter Plant) ,
Maintenance Worker, Operating Engineer I, Operating
Engineer II, Operating Engineer--Civic Center, Park Ranger,
Pumping Eng neer I, Pumping Engineer II, Pumping Engineer III ,
Security Of icer, Sewer Pumping Station Operator, Stadium
Supervisor, Supervising Stationary Engineer, Watchman--
Water Depar ment, Water Plant Aide, Trainee (Custodian
Engineer) ; xcluding supervisory, managerial, clerical
confidentia , temporary and emergency employees,
.�hose exclu ively represented by other labor or emplo�ee
organizatio s, and all other employees.
1.2 The parties agr e that any new classifications which are an expansion
of the above bar aining unit or which derive from the classifications
set forth in thi AGREEMENT shall be recognized as a part bf this
bargaining unit, and the parties shall take all steps requ�red under
the Public Emplo ent Relations Act to accomplish said objective.
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ARTICLE II - DEFINITIONS
2.1 Collective Bar ag ining. The EMPLOYER will bargain collectively with
the UNION and with respect to rates of pay, hours and other conditions
pertaining to employment for all of the employees in the unit herein-
before set forrh. .
2.2 Maintenance of Standards. The EMPLOYER agrees that all conditions of
employment relating to wages, hours of work, overtime differentials,
vacations, and general working conditions shall be maintained at not
less than the highest minimum standard as set forth in the Civil Service
Rules of the City of Saint Paul, (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.
2.3 Discrimination. The EMPLOYER will not interfere with, restrain or
coerce the employees covered by this AGREEMENT because of inembership in
ar activity on behalf of the UNION. The EMPLOYER will not discriminate
in respect to hire, tenure of employment or any term or condition of
employment against any employee covered by this AGREEMENT because of
membership in or activity on behalf of the UNION, nor will it discourage
or attempt to discourage membership in the UNION, or attempt to encourage
membership in another UNION.
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. ��-�o-'���
ARTICLE III - DUES FAIRSHARE
3.1 ues. The EMP YER agrees to deduct the UNION membership initiation fee
assessments an once each month dues from the pay to those employees who
individually r quest in writing that such deductions be made. The amounts
to be deducted shall be certified to the EMPLOYER by a r�presenta�ive of
the UNION and e aggregate deductions of all employees �hall be remitted
together with itemized statement to the representative by the first
of the succeedi g month after such deductions are made o�+ as soon there-
after as is pos ible. I
3.2 Fairshare. Any present or future employee who is not a UNION member
shall be requir d to contribute a fair share fee for seruices rendered
by the UNION. pon notification by the UNION, the EMPLOY�ER shall check
off said fee fr m the earnings of the employee and transmit the same to
the UNION. In o instance shall the required contribution exceed a pro
rate share of t e specific expenses incurred for services rendered by the
representative n relationship to negotiation and admini5tration of
grievance proce ures. This provision shall remain operative only so long
as specifically provided by Minnesota law, and as otherwise legal.
3.3 The UNION wi1l ndemnify, defend and hold the EMPLOYER harmless against
any claims made and against any suits instituted against the City, its
officers or emp oyees, by reason of negligence of the UNION in requesting
or receiving de uctions under this Article. The City wil!1 indemnify,
defend and hold the UNION harmless against any claims mad�e and against
any suits insti uted against the UNION, its officers or employees by
reason of negli ence on the part of the EMPLOYER in making or forwarding
deductions unde this Article.
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ARTICLE IV - UNION RIGHTS
4.1 The UNION may designate employees within the bargaining unit to serve '
as Union Stewards and shall be required to administer this AGREEMENT.
4,2 The UNION shall furnish the EMPIAYER and appropriate Department Heads
and Labor Relations Director with a list of Stewards and alternate5,
and, shall, as soon as possible, notify said appropriate City officials
in writing of any changes thereto. Only those who are Officers and "
Stewards shall be recognized by the EMPIAYER for the purpose of ineetings.
4.3 There shall be no deduction from the pay of a Steward when directly
involved in meetings with management relating to the administration of
this AGREEMENT during working hours.
4.4 Designated Union Representatives shall be permitted to visit employees
on �ob sites and at department buildings during working hours for the
purpose of the administration of this contract.
4.5 ,S�ov Steward. One shop steward from each department will be allowed to
accompany an employee's authorized representative during regular working
hours for the purpose of wage, salary, or fringe benefit discussions or
other problems of their particular concern involving employees of the
City of St. Paul under the following conditions:
4.51 That only one employee from any one department be allowed
to leave his work.
4.52 That the steward be expected to attend these meetings on his
own time when they are held outside of his regular working hours.
4.53 That adequate notice is given to the department heads so that
permission may be obtained.
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, ARTICLE IV - UNION IGHTS (Continued) C/' ��'�` a�
4.54 That the teward has officially been designated as such by
the UNION that he represents.
4.55 Union Con entions. Duly elected UNION delegates sh$11 be
granted t' e off without pay for one week to attend such
conventio . Vacation or compensatory time may be used for `
this purpo e. The UNION shall give at least ten wor�Cing days
advance no ice of the employees who will be particip�ting in
such conve tions.
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ARTiCLE V - SENIORITY
5.1 Seniority, for the purpose of this AGREEMENT, shall be defined as follows:
The length of continuous, regular and probationary service with the EMPLOYER
from the date an employee was first appointed to a class title �
covered by this AGREEMENT, it being further understood that seniQrity 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.
5.2 Seniority shall terminate when an employee retires, resigns, or is
discharged.
5.3 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.
5.4 In cases where there are promotional series, such as Custodian Engineer I,
II, III, etc. , when the number of employees in the higher titles is to be
reduced, employees who have held lower titles in the bargaining unit 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.
5.5 Recall from layoff shall be in inverse order of layoff, except that recall
rights shall expire after two years of layoff.
5.6 It is understood that such emplayees will pick up their former seniority
date in any class of positions that they previously held.
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i
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ARTICLE VI - MANAGEM NT RIGHTS
6.1 The UNION recog izes the right of the EMPLOYER to operate and manage its
affairs in all espects in accordance with applicable laws and regulations
of appropriate uthorities. The rights and authority which the EMPIAYER
has not officia ly abridged, delegated, or modified by this AGREEMENT
are retained by the EMPLOYER.
6.2 A public EMPLOY R is not required to meet and negotiate on matters of
inherent manage ial policy, which include, but are not limited to, such
areas of discre ion of policy as the functions and programs of the
EMPLOYER, its o erall budget, utilization of technology, and organizational
structure and s lection and direction and number of personnel.
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ARTICLE VII - HOURS, PREMIUM PAY
7.1 Hours of Emplovment. The normal work day and the normal work week shall '
be 8 consecutive hours in any 24-hour period and 40 hours in any 7-day
period. (For employees on a shift basis, this shall be construed to mean
an average of forty hours a week.) The normal work week shall consist of
.
5 consecutive normal work days. Within the Division of Libraries, the normal
work week shall consist of 5 consecutive normal work days followed by two
(2) consecutive days off.
7.2 Call-in-Pay. When an employee is called to work he shall receive two
hours' pay if not put to work. If he is called to work and commences
work, he shall be guaranteed four straight time hours' pay. These pro-
visions, however, shall not be effective when work is unable to proceed
because of adverse weather conditions; nor shall these provisions apply to
temporary or emergency employees nor to employees employed under any of
the titles listed in Section 3.M of the Civil Service Rules under the
heading "Special Employments" ; nor to any person whose regular scheduled
workday is less than four hours.
7.3 Overtime. Time on the payroll in excess of the normal hours set forth
above shall be "overtime work" and shall be done only by the order of the
head�of the department. An Employee shall be recompensed for work done in
excess of the normal hours by being granted compensatory time on a time and
one-half basis or by being paid on a time and one-half basis for such over-
time work. The basis on which such overtime shall be paid shall be determined
solely by the Employer. The overtime rate of one and one-half shall be
computed on the basis of 1/80th of the bi-weekly rate.
7.4 Premium Pav. To any employee who works on a regularly assigned shift,
beginning earlier than 6 a.m. or ending later than 6 p.m. provided that
at least five hours of the shift are worked between the hours of 6 p.m.
and 6 a.m. , there shall be paid a night differential for the entire shift.
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ARTICLE VII - HOURS, PREMIUM PAY (Continued)
To any employee who works on a regularly assigned shift, beginning
earlier than 6 .m. or ending later than 6 p.m. , but less than five
hours of the sh ft are worked between the hours of 6 p.m. and 6 a.m. ,
there shall be aid a night differential for the hours warked between
the hours of 6 .m. and 6 a.m.
Notwithstanding Section III B of the Saint Paul Salary Plan and Rates of
Compensation, e ployees working at the Water Utility's Filtration Plant and who
are regularly a signed to a shift which begins at 2:30 p.m. shall be eligible
for the night d fferential as stated in Section III B for the entire shift.
7.5 The night diffe ential shall be 58 of the base rate, and shall be
paid only for t ose night shifts actually worked; provided, however,
that the provis ons of this subsection shall not apply to emergency or
temporary emplo ees in the Auditorium, or to employees holding titles
listed in Secti n II of the Saint Paul Salary Plan and Rates of
Compensation un er the heading "Special Employments" in this bargaining
unit.
7.6 A premium pay o twenty-five cents (25) per hour shall be paid for all
swing stage wor , such as any work performed from a boatswain's chair
or a swing scaff ld, fifty (50) feet or more above the ground. All
standard safety aws shall be complied with.
7.7 Notwithstanding rticle 7.1, employees may through mutual agreement with the
Employer, wa�k s hedules other than schedules limited by the normal work day
and work week as set €orth in Article 7.1. Overtime compensation for employees
working under su h agreements shall be subject to the provisions, for same, as
set forth by the Fair Labor Standards Act.
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ARTICLE VII - HOURS, PREMIUM PAY (continued)
7.8 For employees who wish to share a position, the Employer will attempt to �
provide options for implementing a sharing arrangement. Such an arrangement
must be mutually agreed upon by the Employer and the employees involved.
Vacation, holiday, and sick leave benefits for employees who share a position
shall be pro-rated based upon the percent of hours worked. Health insurance
benefits shall be administered in accordance with the provisions of Article 10
of this Agreement. In the event that one of the employees participating in the
shared position is terminated or terminates employment, the Employer shall post
the job sharing vacancy for a period of ten (10) days. If, at the end of ten
(10) days, such vacancy cannot be filled, the Employer shall have the option of
increasing the remaining employee's work hours.
7.9 Articles 7.7, and 7.8 shall not be subject to the provisions of Article 19 of
this Agreement.
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. �,��a'/���
ARTICLE VIII - LEAV S OF ABSENCE
� 8.1 ave o bsen e After three month's employment, an employee may make
application fo a leave of absence not to exceed one yea�. A leave of
absence shall e granted on the basis established in the Civil Service
Rules (Resolut'on No. 3250) .
8.2 Sick Leave. S ck leave shall accumulate at the rate of ;0576 of a
working hour f r each full hour on the payroll, excludin� overtime.
Sick leave acc ulation is unlimited. To be eligible fo� sick leave
the employee m st report to his supervisor no later than one-half hour
past his regul scheduled starting time. The granting of sick leave
shall be subject to the terms and provisions of Resolution No. 3250 of
the City of Sai t Paul.
8.3 Any employee wh has accumulated sick leave credits as provided above
shall be grante leave with pay, for such period of time as the head of
the department eems necessary, on account of sickness or injury of the
employee, quara tine established by a public health enforcement agency,
death of the em loyee's mother, father, spouse, child, brother, sister,
mother-in-law, ather-in-law, or other person who is a member of the
household; and ay be granted leave with pay for such time as is actually
necessary for o fice visits to a doctor, dentist, optometrist, etc. ,
8.4 In the case of serious illness or disability of an employee's child, parent,
or household me ber, the head of the department shall grant leave with pay in
order for the e ployee to care for or make arrangements for the care of such
sick or disable persons. Such paid leave shall be drawn from the employees
accumulated sic leave credits. Use of such sick leave shall be limited to 40
hours per incid nt.
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ARTICLE VIII - LEAVES OF ABSENCE (continued)
8.5 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 employees' grandparent or grandchild.
8.6 Maternity and Parental Leave Pregnant employees of the City of Saint Paul
shall be eligible for the use of paid sick leave and unpaid leave` of a�sence
in the same manner as any other disabled or ill City employee. Such paid sick
leave eligibility shall begin upon certification by the employee's attending
physician that the employee is disabled in terms of her ability to perform the
duties of her position.
A twelve (12) month Parental leave of absence without pay shall be granted to a
natural parent or an adoptive parent, who requests such leave in con�unction
with the birth or adoption of a child. Such leave 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 provision of Article 6 of this Agreement.
Employees who return following such leaves of absence shall be placed in a
position of equivalent salary and tenure as the one held just prior to the
beginning of their leave.
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i ��
, ��9�"��
ARTICLE IX - MILIT Y LEAVE OF ABSENCE
9.1 Pay Allowance. Any employee who shall be a member of the National Guard,
the Naval Mili ia or any other component of the militia c�f the state,
now or hereaft r organized or constituted under state or federal law,
or who shall be a member of the Officer's Reserve Corps, the Enli�ted
Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other
reserve compone t of the military or naval force of the United States,
now or hereafte organized or constituted under Federal ]iaw, shall be
entitled to lea e of absence from employment without loss of pay,
seniority statu , efficiency rating, vacation, sick leave or other ben-
efits for all t e time when such employee is engaged with' such organization
or component in training or active service ordered or authorized by proper
authority pursu nt 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 a d, further provided that such leave shall be allowed
only in case th required military or naval service is sajtisfactorily
performed, whic shall be presumed unless the contrary is', established.
Such leave shal not be allowed unless the employee: (1) returns to his
posi_�ion immedi tely upon being relieved from such military or naval
service and not later than the expiration of time herein limited for such
leave, or (2) i prevented from so returning by physical or mental dis-
ability or othe cause not due to such employee's own fault, or (3) is
required by pro er authority to continue in such military or naval service
beyond the time s�ein limited for �eu��t leave.
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ARTICLE IX - MILITARY LEAVE OF ABSENCE (Continued)
9.2 Leave Without Pay. Any employee 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.
9.3 Such leave of absence as are granted under Article 9 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.
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ARTICLE X - JURY D
10.1 Any employee o is required to appear in court as a ,juror or witness
shall be paid is regular pay while he is so engaged, provided however,
that any fees hat the employee may receive from the court for such
service shall e paid to the EMPLOYER and be deposited writh the
Director of Fi ance and Management Services. Any employ�ee who is
scheduled to w rk a shift, other than the normal daytime' shift, shall
be rescheduled to work the normal daytime shift during such time as he
is required to appear in court as a juror or witness.
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ARTICLE XI - SEVERANCE PAY
11.1 The Employer shall provide a severance pay program as set
forth in this Article.
11.2 To be eligible for the severance pay program, an employee must meet
the following requirements:
11.2.1 The employse must be 58 years of age or older or must be '
eligible for pension under the "rule of 85" or the "rule of 90"
provisions of the Public Employees Retirement Association (PERA) .
The "rule of 85" or the "rule of 90" criteria shall also apply to
employees covered by a public pension plan other than PERA.
11.2.2 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.
11.2.3 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, employ-
ment in either the City or in the Independent School District
No. 625 may be used in meeting this ten (10) year service re-
quirement.
11.2.4 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.
11.2.5 The employee must have accumulated a minimum of sixty (60)
days of sick leave credits at the time of his separation
from service.
11.3 If an employee requests severance pay and if the employee meets the
eligibility requirements set forth above, he or she will be granted
severance pay in an amount equal to one-half of the daily rate of
pay for the position held by the employee on the date of separation
for each day of accrued sick leave subject to a maximum of 200 accrued sick
leave days.
11.4 The maximum amount of money that any employee may obtain through this
severance pay program is $6.500.
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���°-/��1
ARTICLE XI - SEVE CE PAY (Continued)
. 11.5 For the purp se 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 aboveN at the time --
of his or her death, payment of the severance pay may be made to the
employee's estate or spouse. ; `
11.6 For the purpo e of this severance program, a transfer $rom the
City of Saint Paul employment to Independent School Di�trict No. 625
employment is not considered a separation of employmen�, and such
transferee sh 11 not be eligible for the City severancei program.
11.7 The manner of paya►ent of such severance pay shall be made in
accordance wi h the provisions of City Ordinance No. 11490.
11.8 This severanc pay program shall be sub�ect to and gov�rned by the
provisions of City Ordinance No. 11490 except in those cases where
the specific rovisions of this article conflict with 5aid ordinance
and in such c ses, the provisions of this article shall control.
11.9 The provision of this article shall be effective as of December 24, 1983.
11.10 Ariy employee hired prior to December 31, 1983 may, in any event, and
upon meeting the qualifications of this article or City Ordinance
No. 11490, a amended by City Qrdinance No. 16303, section 1, section 6,
draw severan e pay. However, an election by the employee to draw
severance pa under either this article or the ordinance shall constitute
a bar to rec iving severance pay from the other. Any employee hired
after Decemb r 31, 1983 shall only be entitled to the �enefits of this
article upon meeting tfie qualifications herein.
- 17 -
ARTICLE XI - SEVERANCE PAY (continued)
11.11 Articles 11.12 through 11.18 shall apply only to employees appointed after .
June 26, 1990.
11.12 The Employer shall provide a severance pay program as set forth in Articles
11.13 through 11.20
11.13 To be eligible for the severance pay program, an employee must meet the
following requirements.
11.13.1 The employee must be voluntarily separated from the City employment
or have been sub�ect to separation by layoff or compulsory
retirement. Those employees who are discharged for cause,
misconduct, inefficiency, incompetency, or any other disciplinary
reason are not eligible for the city severance pay program.
11.13.2 The employee must file a waiver of reemployment with the Personnel
Director, which will clearly indicate that by requesting severance
pay, the employee waives all claims to reinstatement or reemployment
(of any type) , with the City or with Independent School District No.
625.
11.13.3 The employee must have an accumulated balance of at least eighty
(80) days of sick leave credits at the time of his separation from
the service.
11.14 If an employee requests severance pay and if the employee meets the
eligibility requirements set forth above, he or she will be granted
severance pay in an amount equal to one-half of the daily rate of pay for the
position held by the employee on the date of separation for each day of
accrued sick leave sub�ect to a maximum as shown below based on the number of
years of service in the City.
Years of Service with the City Maximum Severance Pay
(�t Least 20 $5,000
21 6,000
22 7,000
23 8,000
24 9,000
25 10,000
- 18 -
_ • �'�I°"����
ARTICLE XI - SEVE CE PAY (continued)
' 11.15 For the pur ose of this severance program, a death of an employee shall be
considered s separation of employment and if the employee would have met all
of the requ rements set forth above, at the time of his/her death, payment of
the severan e pay shall be made to the employee's estate or spouse.
11.16 For the pur ose of this severance program, a transfer! from the `City of
Saint Paul mployment to Independent School District No. 625 employment is
not conside ed a separation of employment, and such ttansferee shall not be
eligible fo the City severance program.
11.17 The manner f payment of such severance pay shall be made in accordance with
the provisi n of the City's Severance Pay Ordinance.
11.18 This severa ce pay program shall be subject to and governed by the provisions
of the City's Severance Pay Ordinance except in those cases where the
specific pr isions of this Article conflict with said Ordinance and in such
cases, the provisions of this Article shall control.
11.19 Notwithstan ing Article 11.11, employees appointed prior to June 26, 1990
to a title c vered by this Agreement who meet the qualifications as defined
by,the quali ications as defined in Articles 11.13 and 11.14 may elect to
draw severa e pay under the provisions of 11.14. However, an election by an
employee to raw severance pay under Article 11.14 shall constitute a bar to
drawing seve ance pay under any other provisions set forth in this
Article 11.
11.20 Employees ap ointed after June 26, 1990, to a title cavered by this
title covere by this Agreement shall not be eligible for any severance pay
plan other t an the provisions set forth in Articles 11.11 through 11.19.
- 19 -
ARTICLE XII - CITY MILEAGE
12.1 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.
12.2 Method of Computation: To be eligible for such reimbursement, all
officers and employees must receive written attthorization from tY�e
Department Head.
�ype 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 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 reim-
bursed at the rate of $.15 per mile driven and shall not be eligible
for any per diem.
Tvpe 2 If an employee is required to use his/her own automobile
REGULARLY during employment, the employee shall be reimbursed at the
rate of $3.00 per day for each day of work. In addition, the employee
shall be reimbursed $.15 per mile for each mile actually driven.
If such employee is required to drive an 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 reim-
bursed at the rate of $.15 per mile driven and shall not be eligible for
any per diem.
12.3 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.
12.4 Rules and Regulations: The Mayor shall adopt rules and regulations
governing the procedures for automobile reimbursement, which regulations
and rules shall contain the requirement that recipients shall file daily
reports indicating miles driven and shall file monthly affidavits stating
the number of days worked and the number of miles driven, and further
require that they maintain automobile liability insurance in amounts of
not less than $100,000/$300,000 for personal injury, and $25,000 for
property damage, or liability insurance in amounts not less than $300,000
single limit coverage, with the City of Saint Paul named as an additional
insured. These rules and regulations, together with the amendment thereto,
shall be maintained on file with the city clerk.
- 20 -
. ���o'���`l
ARTICLE XIII - RESI ENCY
. 13.1 The Residency esolution effective August 4, 1979, in Council File No. 273378
shall apply to all employees covered by this Agreement.
- 21 -
ARTICLE XIV - WORKING OUT OF CLASSIFICATION
14.1 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) 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 the purpose 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.
- 22 -
- �=��-i��
ARTICLE XV - DISCIPL NE
15.1 The EMPLOYER wi 1 discipline employees for 3ust cause only. Discipline
will be in the orm of:
15.1.1 Oral re rimand;
15.1.2 Written reprimand;
15.1.3 Suspens on; �
15.1.4 Reducti n;
15.1.5 Dischar e
�
15.2 A notice in wri ing of Suspensions, Reductions and Discha�rges shall be
sent to the emp oyee and the union seventy-two (72) hours� after such
action is taken.
15.3 Employees and t e UNION will receive copies of written reprimands and
notices of susp nsion and discharge.
15.4 Employees may e amine all information in the EMPIAYER personnel file
that concerns ork evaluations, commendations and/or dis�iplinary actions.
Files may be e amined at reasonable times under the direct supervision of
the EMPLOYER.
15.5 Discharges wil be preceded by a five (5) day preliminary suspension
without pay. uring said period, the employee and/or UNION may request,
and shall be e titled to a meeting with the EMPIAYER representative who
initiated the uspension with intent to discharge. During said five (5)
day period, th EMPLOYER may affirm the suspension and discharge in
accordance wit Civil Service Rules or may modify, or wiChdraw same.
15.6 An employee to be questioned concerning an investigation or disciplinary
action shall h ve the right to request that a UNION representative be present.
15.7 Grievances rel ting to this Article shall be processed i;n accordance with
existing Civil Service procedures, except that oral and �written reprimands
shall be taken up in the grievance procedure under Article XIX.
- 23 -
ARTICLE XVI - INSURANCE
16.1 The insurance plans, premiums for coverages and benefits contained in the
insurance plans offered by the Employer shall be solely controlled by the
contracts negotiated by the Employer and the benefit providers. The employer
will attempt to prevent any changes in the benefits offered by the benefit
providers. However, the employees selecting the offered plans agree to accept
any changes in benefits which a specific provider implements.
16.2 For the purpose of the 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.
16.3 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.
16.4 Effective January 1, 1990 for each eligible employee covered by this Agreement
who is employed full-time and who selects employee health insurance coverage,
the Employer agrees to contribute the cost of the least expensive employee
insurance offered by the Employer. For each eligible full-time employee who
selects family health insurance coverage, the Employer will contribute the
cost of such family coverage or $240.00 per month, whichever is less.
16.5 Effective January 1, 1991 the Employer's contribution toward family health
insurance coverage shown above in Article 16.4 shall be adjusted to reflect an
increase in an amount equal to fifty percent (50$) of the largest 1991 premium
increase for family insurance coverages provided by the Employer.
16.6 Effective January 1, 1992 the Employer's contribution toward family health
insurance coverage shown above in Article 16.4 shall be adjusted to reflect an
increase in an amount equal to fifty percent (508) of the largest 1992
premium increase for family insurance coverages provided by the Employer.
- 24 -
. ���-'I'���
ARTICLE XVI - INS CE (continued)
16.7 For each eli ible employee covered by this Agreement who is employed half-time
and who sele ts employee health insurance coverage, the Employer agrees to
contribute f fty percent (508) of the amount contributed for full-time
employees se ecting employee insurance coverage. For each half-time eligible
►
employee who selects family health coverage, the Emplo�yer will contribute
fifty percen (50$) of the amount contributed for fullj-time employees
i
selecting f ily health insurance coverage.
16.8 Notwithstand ng Article 16.7 eligible employees covered by this Agreement and
employed hal -time prior to January 1, 1986 shall receive the same insurance
contribution as a full-time employee. This Article, 16.8, applies only to
eligible emp oyees who were employed half-time during [he month of December,
1985 and sha 1 continue to apply only as long as such employee remains
continuously employed half-time.
16.9 Effective up n June 26, 1990, employees who retire on or before December
31, 1992 and who ha�e not reached the age of sixty-five (65) must meet
the followin conditions in order to be eligible for Effiployer contributions
a hospital-m dical insurance plan offered by the Employer.
16.9.1 Be r ceiving benefits from a public employee rl�tirement act covering
empl yees of the City of Saint Paul at the time of retirement.
- AND -
16.9.2 Have severed his/her relationship with the City of Saint Paul under
one f the pre-age 65 retiree plans.
- AND -
16.9.3 Have completed at least 25 years of service with the City of Saint
Paul and/or School District. However, this Article 16.9.3 shall not
appl to any employee who was hired as a regul�r employee prior to
Janu ry 1, 1978 and who has been employed continuously since such
hiri g. However, the conditions of Articles 16.9.1 and 16.9.2 above
must be met by any such employee.
- 25 -
ARTICLE XVI - INSURANCE (continued)
16.10 The Employer will for the period of this Agreement provide for full-time
employees who were regularly appointed prior to June 26, 1990, who retire
such health insurance and life insurance contributions as are provided by
the Employer for active employees under this Agreement. Such Employer
contributions shall be made only until the retiree reaches sixty five (65)
years of age.
Effective January 1, 1990, for half-time eligible employees who were regularly
appointed prior to the ratification date of this Agreement and who retire on
or before December 31, 1992 who have not reached the age of sixty-five (65)
who select a hospital-medical insurance plan offered by the Employer, the
Employer agrees to contribute fifty percent (508) of such health and life
insurance contributions as are provided for full time employees who were
regularly appointed prior to January 1, 1990 and who retire under this
Agreement.
16.11 For employees who were regularly appointed on or after June 26, 1990,
and who retire, and who select single health insurance coverage, the employer
shall pay the cost of such single health insurance or $75.00 per month,
whichever is lower. For such employees who retire and who select family
health insurance coverage, the Employer shall pay the cost of such family
health or $185.00.
16.12 For employees who retire at the age of sixty-five (65) or older or for retires
upon reaching age sixty-five (65) , and who have completed at least twenty (20)
years of service with the City of Saint Paul at the time of their retirement,
the Employer agrees to make contributions toward the hospital-medical
insurance plans provided by the Employer for retirees sixty-five (65) years of
age or older as approved by City Council Resolution. For employees who at the
age of sixty-five (65) or older and who have not completed at least twenty
(20) years of such service at the time of their retirement, the Employer will
not make any hospital-medical insurance contributions upon such retirement.
- 26 -
r \��a /��/
ARTICLE XVI - INSURAN E (continued)
For early retir es who had not completed twenty (20) years of such service at
the time of the r retirement, the Employer will discontinue making any
hospital-medica insurance contributions upon their reactting age sixty-five
(65) . However, this Article (16.12) shall not apply to �ny emplQyee who was
hired as a reg lar employee prior to January 1, 1978, an� who has been
employed conti uously since such hiring.
16.13 A retiree may ot carry his/her spouse as a dependent if� such spouse is also a
City retiree o City employee and eligible for and is en�olled in the City's
health insuran e program. '
16.14 For each eligi le employee the Employer agrees to contribute the cost $10,000
of life insura ce coverage. Effective on the first day �f the first month
;
following the ffective date of the resolution approvingi this agreement the
life insurance coverage will be increased to $15,000. T�is additional $5,000
of life insura ce shall be effective only in accordance kaith the provisions of
the insurance arrier.
16.15 Any cost of an premium for any City-offered employee or family insurance
coverage in ex ess of the dollar amounts stated in this Article 16 shall be
paid by the e loyee.
16.16 The contribut ons indicated in this Article 16 shall be paid to the Employer's
Third Party A inistrator.
- 27 -
ARTICLE XVII - HOLIDAYS
17.1 Holiday recognized and observed. The following days shall be recognized -
and observed as paid holidays:
New Years Day - January 1
Martin Luther King Day - 3rd Monday of January
President's Day - 3rd Monday of February
Memorial Day - The last Monday of May
Independence Day - July 4 `
Labor Day - lst Monday of September
Columbus Day - 2nd Monday of October
Veterans' Day - November 11
Thanksgiving Day - 4th Thursday of November
Christmas Day - December 25
Two 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.
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.
17.2 The floating holidays set forth in Section 17.1 above may be taken at any
time during the contract year, sub�ect to the approval of the Department
Head�of any employee.
17.3 Elig,ibility 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.
- 28 -
- ��y�/���
ARTICLE XVII - HOLI AYS (continued)
. 17.4 If an employee entitled to a holiday is required to work on Martin Luther King
Day, Washingto 's and Lincoln's Birthday, Christopher Columbus Day, or
Veterans' Day, he shall be granted another day off with pay in lieu thereof as
soon thereafte as the convenience of the department permits� or he shall be
paid on a stra ght time basis for such hours worked, in iaddition to his
regular holida pay. If an employee entitled to a holiday is required
to work on New Year's Day, Memorial Day, Independence Day, Labor Day,
Thanksgiving D y or Christmas Day, he shall be recompensed for work
done on this d y by being granted compensatory time on a time and one-
half basis or y being paid on a time and one-half basis for such hours
worked, in add tion to his regular holiday pay.
17.5 Notwithstandin Article 17.1, 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 esignation, the Columbus Day holiday shall be deleted from the
paid holidays ist as set forth in Article 17.1.
- 29 -
ARTICLE XVIII - VACATION
18.1 Vacation credits shall accumulate at the rates shown below for each full
hour on the payroll, excluding overtime.
Years of Service Hours of Vacation
lst year thru 4th year .0385 �
Sth year thru 9th year .0577
lOth year thru 15th year .0654
16th year thru 23rd year .0808
24th year and thereafter .1000
18.2 The head of the department may permit an employee to carry over into the
"vacation year" beginning December 7, 1985 and each "vacation year" thereafter
up to one-hundred twenty (120) hours of vacation.
For the purpose of this article the "vacation year" shall be the fiscal
year (IRS payroll reporting year) .
18.3 The above provisions of vacation shall be subject to the Saint Paul Salary
Plan and Rates of Compensation, Section I, Sub. H.
18.4 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 of vacation
at the rate of one-half day's vacation for each day of sick leave credit.
The maximum number of days' vacation allowed by the conversion of sick
leave credits shall be no more than five days in any one "vacation year" .
- 30 -
. �9a-����
ARTICLE XIX - GRIE ANCE PROCEDURE
19.1 The EMPIAYER hall recognize Stewards selected in accordance with UNION
rules and reg lations as the grievance representative of the bargaining
unit. The UN ON shall notify the EMPLOYER in writing of the names of
the Stewards nd of their successors when so named.
r
19.2 It is recogni ed and accepted by the EMPIAYER and the U�iION that the
processing of grievances as hereinafter provided is limited by the job
duties and re ponsibilities of the employees and shall �therefore be
accomplished uring working hours only when consistent with such employee
duties and re ponsibilities. The Steward involved and a grieving employee
shall suffer o loss in pay when a grievance is processed during working
hours, provid d, the Steward and the employee have notified and received
the approval f their supervisor to be absent to procese a grievance and
that such abs nce would not be detrimental to the work programs of the
EMPLOYER.
19.3 The procedure established by this Article shall be the �sole and exclusive
procedure, ex ept for the appeal of disciplinary action as provided by
Article VII, or the processing of grievances, which are defined as an
alleged viola ion ef the terms and conditions of this A�REEMENT. Grievance
shall be reso ved in conformance with the following procedure:
St . Upon the occurrence of an alleged violation of this
AGREEMEN , the employee involved shall attempt to resolve the
matter o an informal basis with the employee's supervisor. If
the matt r is not resolved to the employee's satisfaction by the
informal discussion it may be reduced to writing at�d referred to
Step 2 b the UNION. The written grievance shall �tet forth the
- 31 -
ARTICLE XIX - GRIEVANCE PROCEDURE (Continued)
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 UNION
within fourteen (14) calendar days of the first occurrence o� the event
giving rise to the grievance or within the use of reasonable diligence
should have had knowledge of the first occurrence of the event giving
rise to the grievance, shall be considered waived.
Ste�2. Within seven (7) calendar days after receiving the written
grievance a designated EMPLOYER supervisor shall meet with the UNION
Steward and attempt to resolve the grievance. If, as a result of
this meeting, the grievance remains unresolved, the EMPLOYER shall
reply in writing to the UNION within three (3) calendar days follow-
ing this meeting. The UNION may refer the grievance in writing to
Step 3 within seven (7) calendar days following receipt of the
EMPLOYER'S written answer. Any grievance not referred in writing by
the UNION within seven (7) calendar days following receipt of the
EMPLOYER'S answer shall be considered waived.
-. te 3. Within seven (7) calendar days following receipt of a
grievance referred from Step 2 a designated EMPLOYER supervisor shall
meet with the Union Business Manager or his designated representative
and attempt to resolve the grievance. Within seven (7) calendar days
following this meeting the EMPLOYER shall reply in writing to the
UNION stating the EMPLOYER'S answer concerning the grievance. If, as
a result of the written response the grievance remains unresolved,
the UNION may refer the grievance to Step 4. Any grievance not
referred to in writing by the UNION to Step 4 within seven (7) calendar
days following receipt of the EMPLOYER'S answer shall be considered
waived.
- 32 -
. �"�����7
ARTICLE XIX - GRIE ANCE PROCEDURE (Continued)
te 4. If the grievance remains unresolved, the �TNION may within
seven (7) calendar days after the response of the EMPLOYER in Step
3 by wri ten notice to the EMPLOYER, request arbitration of the
grievanc . The arbitration proceedings shall be c4►nducted by an
.
arbitrat r to be selected by mutual agreement of t13e EMPLOYER and
the UNIO within seven (7) calendar days after not�,ce has been given.
If the p ties fail to mutually agree upon an arbittrator within the
said seve (7) day period, either party may reques� the Public
Employmen Relation Board to submit a panel of five (5) arbitrators.
Both the PLOYER and the UNION shall have the right to strike two
(2) names from the panel. The UNION shall strike the first (lst)
name; the EMPLOYER shall then strike one (1) name. The process will
be repeat d and the remaining person shall be the a�rbitrator.
19.4 The arbitrator shall have no right to amend, modify, nullify, ignore, add
to, or subtrac from the provisions of this AGREEMENT. The arbitrator shall
consider and d cide only the specific issue submitted in writing by the
EMPLOYER and t e UNION and shall have no authority to ma'ke a decision on
any .other issu not so submitted. The arbitrator shall be without power
to make decisi ns 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 arties, whichever be later, unless the parties agree to an
extension. Th decision shall be based solely on the arbitrator's inter-
pretation or a plication of t�e express terms of this AGREEMENT and to the
facts of the g ievance presented. The decision of the a#bitrator shall be
final and bind'ng on the EMPLOYER, the UNION, and the em�loyees.
- 33 -
ARTICLE XIX - GRIEVANCE PROCEDURE (Continued)
19.5 The fees and expenses for the arbitrator's services and proceedings shall
be borne equally by the EMPIAYER and the UNION, 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 ,yiay cause
such a record to be made, providing it pays for the record.
19.6 The time limits in each step of this procedure may be extended by mutual
agreement of the EMPLOYER and the UNION.
19.7 It is understood by the UNION and the EMPLOYER that a grievance may be
determined by either the grievance procedure of this contract or by the
provisions of the Civil Service Rules of the City of Saint Paul. If an issue
is determined by this grievance procedure it shall not again be submitted
for arbitration under the Civil Service Rules. If an issue is determined
by the provisions of the Civil Service Rules it shall not again be submitted
for arbitration under this grievance procedure.
- 34 -
. �,�y����'
ARTICLE XX - WAGE S HEDULE
20.1 The wage sched le for purposes of this contract shall be Appendix A
attached hereto.
.
- 35 -
ARTICLE XXI - STRIKES, IACKOUTS, WORK INTERFERENCE
21.1 The UNION and the EMPIAYER 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
said UNION and/or the members thereof, and there shall be no .
bannering during the existence of this AGREEMENT without first
using all possible means of peaceful settlement of any controversy
which may arise.
- 36 -
�����7
ARTICLE XXII - NON DISCRIMINATION
' 22.1 The terms and conditions of this AGREEMENT will be applied to employees
equally witho t regard to, or discrimination for or against, any
individual be suse of race, color, creed, sex, age, or because of
membership or non-membership in the UNION.
r
22.2 Employees wil perform their duties and responsibilities in a
non-discrimin tory manner as such duties and responsibilities involve
other employe s and the general public.
- 37 -
ARTICLE XXIII - SAFETY SHOES
23.1 The Employer agrees to pay $30.00 toward the cost of a pair of safety shoes �
purchased by an employee who is a member of this unit. The Employer shall
contribute toward the cost of one pair of shoes per contract year and shall not
be responsible for any additional cost for any additional shoes thereafter.
.
This reimbursement of $30.00 shall be made only after investigation and
approval by the immediate supervisor of that employee. This $30.00 Employer
contribution shall apply only to those employees who are required to wear
protective shoes or boots by the Employer.
- 38 -
- ��° �/��7
ARTICLE XXIV - TERM OF AGREEMENT
24.1 om ete r ent and W ve of n . This AGREEMENT shall represent
the complete A EEMENT between the UNION and the EMPLOYER. The parties
acknowledge th t during the negotiations which resulted in this AGREEMENT,
each had the u limited right and opportunity to make req�nests and proposals
with respect t any sub�ect or matter not removed by law from the area of
collective bar aining, and that the complete understandimgs and agreements
arrived at by e parties after the exercise of that rigtht and opportunity
are set forth i this AGREEMENT. Therefore, the EMPLOYEI� and the UNION,
for the life o this AGREEMENT, each voluntarily and unqu�alifiedly waives
the right, and ach agrees that the other shall not be obligated to bargain
collectively with respect to any subject or matter referxed to or covered
in this AGREEM T.
24.2 Savin�s Clause. This AGREEMENT is subject to the laws of the United States,
the State of Mi nesota, and the City of Saint Paul. In the event any pro-
vision of this GREEMENT shall hold to be contrary to law by a court of
competent juris iction from whose final judgment or decree no appeal has
been taken with'n the time provided, such provision shal7, be voided. All
other provision shall continue in full force and effect.
24.3 erms of A reem nt Except has herein provided, this Agreement shall be
effective as of the date it is executed by the parties and shall
continue in ful force and effect thru the 31st day of December, 1992, and
thereafter unti modified or amended by mutual agreement of the parties.
Either party de iring to amend, or modify this Agreement shall noti£y tne
other in writin so as to comply with the provisions of the Public Em�+loyment
Labor Relations act of 1984. In witness thereof, the parties have caused this
Agreement to be executed this Sth day of August, 1990.
- 39 -
ARTICI.E XXIV • ?F,RilS OF AGREEMENT (Ccntinued)
24.4 ?his constitutes a t�nt�tive ACREEMENT b�tv�en the parties which vill '
be recomoended by the City Negotiator� but is sub�ect to the �pprov�l
of the Admiaistration of the City� the City Council, and is also
subject to ratification by the UNION.
.
�1ITNESSES:
CITY OF SAINT PAUL INTERNATIONAL UNION OF OPERATING
., ENGINEERS� IACAL N0. 70
.�� � ��j��,� `// ' ' / � � J/
i/ 7 '�' �y,� ( /
//(�� • %/(�[� ✓ �^�� �//�� j/ �/ n
"' " L��„�f� " - �ii/V V iV Q"
boz Relations Manager ausiness Manage Local 70
.'
i � �?
��0�2 �/�. V, � �`"�� x��
r'
Personnel Directoz Presiden
, -nc�� g �
�
... Recording Secretary
.2""-�` , /� ��.�
egotiator �-8-9�
Stew rd
• 4 0 -
, �y°"���7
APPENDIX A - WAGES
, The wage rates and salary ranges for classifications in this unit are
effective December 30, 1989, as follows:
First After
mos 6 mos
Building Maintenan e Engineer $15.52
Chief Operating En ineer--Civic Center 16.80 17.47
Custodian-Engineer -I 13.49 14.09 `
Custodian-Engineer I---Library 13.49 14.09
Custodian-Engineer I--Public Safety 13.49 ' 14.09
Custodian-Engineer II 13.79 14.58
Custodian-Engineer II---Library 13.79 14.58
Custodian-Engineer III 14.46 15.25
Custodian-Engineer III--Library 14.46 15.25
Filter Plant Opera or I 14.60 15.19
Filter Plant Opera or II 15.46 16.10
House Custodian II 10.23
Instrument Repaire (Filter Plant) 15.46 16.10
Maintenance Worker 14.60 15.19
Operating Engineer I--Civic Center 14.60 15.19
Operating Engineer II--Civic Center 15.46 16.10
Pwnping Engineer I 14.60 ' 15.19
Pumping Engineer I 15.46 16.10
Pumping Engineer I I 16.80 17.47
Sewer Pumping Stat on Operator 16.12 16.75
Supervisory Statio ary Engineer 15.33 15.95
Trainee (Custodian Engineer) 7.21
Water Plant Aide 13.50 14.12
After After After
tart 6 mos 1-yr. - rs
Custodian $11.77 $12.12 $12.32 $12.71
Custodial'Worker 10.46 10.78 11.01 11.40
Park Rangers
0 - 500 hrs SO1 - 1000 hrs 1001 - 1500 hrs �501+ hrs
$ 6.24 6.50 6.76 7.02
Custodian (Light Duty)
641.36 663.05 684.73 707.29 732.62 757.87 �74,16 791.28
Security Officer
729.42 759.31 786.86 816.77 848.98 884.59 902.93 925.93
- A1 -
APPENDIX A - WAGES (Continued)
Watchman-Water Department
802.28 828.47 855.64 884.87 916.40 951.43 975.61 997.55
Personnel hired for employment with the City after the date of the si�ning of
this agreement, to a class of positions listed in 1 above, shall be compensated
at the "0 - 6 months" hourly wage rate during their probationary period. After
completion of the probationary period the employee shall be paid at the "after
6 months" hourly wage rate. Employees promoted from any of the positions listed
in 1 above to any position listed in 1 above shall receive the "after 6 months"
hourly wage rate.
Temporary and emergency employees shall be paid the minimum rate indicated in
this appendix for the classification in which they are employed.
SALARY INCREASE: The above December 30, 1989, rates represent comparable worth
adjustments, where applicable, as well as a four percent (4$) increase over the
December 31, 1988 rates. The retroactivity shall apply only to employees who are
City employees on June 26, 1990. The following percentages are the comparable worth
rate adjustments which have been included in the December 30, 1989 rates:
Custodian Engineer II .5 8
Custodian Engineer II - Library .5 8
Custodian Engineer III 2.55 $
Custodian Engineer III- Library 2.55 $
Security Officer 8.55 $
Watchman Water Department 3.85 $
PARK RANGERS: The 1989 pay rates for the class of Park Ranger shall be determined
by an audit conducted by the Classification and Compensation Division and shall
replace those currently listed in Appendix A - Wages. The 1989 recommended pay
rates shall be retroactive to May 4, 1989, for employees hired in that
Classification as of that date.
- A2 -
� � la-i��?
APPENDIX A - WAGES (continued)
The 1989 rates sha 1 be increased by four percent (4.0$) for,,1990 (effective
December 30, 1989) The 1990 rates shall be increased four �►ercent (4.0$) for 1991
(effective Decembe 29, 1990) . The 1991 rates shall be increased four and one-half
percent (4.58) for 1992 (effective December 28, 1991) .
.
Park Rangers assig ed the duties of a Park Ranger Leadperson shall be paid $.50 per
hour above the reg lar rate of pay for the title of Park Ranger.
It is understood b both parties that the 10 hour day/four day week schedule which
has been assigned nd worked by Park Rangers has been by mut�al agreement and
therefore no backp y overtime is due to such employees who h�ve worked such
schedule.
The wage rates and salary ranges for classifications in this unit are
Effective December 29, 1990, as follows: '
First After
6 mos mos
Building Maintenanc Engineer $16.14
Chief Operating En ineer--Civic Center 17.47 18.17
Custodian-Engineer I 14.03 14.65
Custodian-Engineer I--Library 14.03 14.65
Custodian-Engineer I--Public Safety 14.03 14.65
Custodian-Engineer II 14.34 15.16
Custodian=Engineer II--Library 14.34 15.16
Custodian-Engineer III 15.42 16.27
Custodian-Engineer II--Library 15.42 16.27
Filter Plant Operat r I 15.18 15.80
Filter Plant Operat r II 16.08 16.74
House Custodian II 10.64
Instrument Repairer {Filter Plant ) 16.08 16.74
Maintenance Worker 15.18 15.80
Operating Engineer --Civic Center 15.18 � 15.80
Operating Engineer I--Civic Center 16.08 16.74
Pumping Engineer I 15.18 15.80
Pumping Engineer II 16.08 16.74
Pumping Engineer II 17.47 18.17
Sewer Pumping Stati n Operator 16.76 17.42
Supervisory Station ry Engineer 15.94 16.59
Trainee (Custodian- ngineer) 7.50
Water Plant Aide 14.04 14.68
- A3 -
APPENDIX A- WAGES (continued)
After After After
ta 6 mos• 1-vr. 2-yrs.
Custodian $12.24 $12.60 $12.81 $13.22
Custodial Worker 10.88 11.21 11.45 11.86
.
Park Ran�er
0 - 500 hrs 501 - 1000 hrs �001 - 1500 hrs 1501 +hrs
$ 6.49 6.76 7.03 7.30
�ustadian (Light Dut,�
667.01 689.57 712.12 735.58 761.92 788.18 805.13 822.93
Securitv Officer
823.46 857.20 888.30 922.07 958.43 998.63 1019.34 1045.30
Watchman-Water Denartment
866.50 894.78 924.13 955.70 989.75 1027.58 1053.70 1077.39
The above December 29, 1990, rates represent a four (4$) percent increase over the
December 30, 1989 rates. Such rates also include the following Comparable Worth
rate adjustments.
Custodian Engineer III 2.55 8
Custodian Engineer III - Library 2.55 $
Security Officer 8.55 8
Watchman - Water Department 3.85 $
- A4 -
. �a-i���
APPENDIX A - WAGES ( ontinued)
� The wage rates and s lary ranges for classifications in this unit are effective
December 28, 1991, a follows:
First After
mos 6 mos
Building Maintenance Engineer $16.87
Chief Operating Engi eer--Civic Center 18.26 18.99 `
Custodian - Engineer I 14.66 15.31
Custodian - Engineer I--Library 14.66 15.31
Custodian - Engineer I--Public Safety 14.66 15.3I1
Custodian - Engineer II 14.99 15.8i4
Custodian - Engineer II--Library 14.99 15.8i4
Custodian - Engineer III 16.11 17.d�!0
Custodian - Engineer III--Library 16.11 17.q0
Filter Plant Operato I 15.86 16.�'1
Filter Plant Operato II 16.80 17. ,9
House Custodian II 11.12 -
Instrument Repairer Filter Plant) 16.80 17.4�9
Maintenance Worker 15.86 16.5i1
Operating Engineer I -Civic Center 15.86 16.51
Operating Engineer I --Civic Center 16.80 17.49
Pumping Engineer I 15.86 16.51
Pwnping Engineer II 16.80 17.49
Pumping Engineer III 18.26 18.59
Sewer Pumping Statio Operator 17.51 18.�0
Supervisory Stationa y Engineer 16.66 17.�4
Trainee (Custodian- gineer) 7.84
Water Plant Aide 14.67 15.34
�
After After Aftter
tart 6 mos 1-vr - rs
Custodian $12.79 $13.17 $13.39 $1�.81
Custodial�worker 11.37 11.71 11.97 1�.39
Park Ran e�r
0 - 500 hrs 1 - 1000 hrs �001 - 1500 hrs �.501+ hrs
$ 6.78 7.06 7.35 7.63
Custodian (Light Duty)
697.03 720.60 744.17 768.68 796.21 823.65 84�1.36 859.96
- AS -
APPENDIX A - WAGES (continued)
�ecurity Officer �
860.52 895.77 928.27 963.56 1001.56 1043.57 1065.21 1092.34
Watchman-Water Department
905.49 935.05 965.72 998.71 1034.29 1073.82 1101.12 `125.89
The above December 28, 1991, rates represent a four and one-half percent (4.58)
increase over the December 29, 1990 rates.
- A6 -