98-96Council File # 9� 9�
ORIGlNAt
Presented b}
Referted Ta
1
2
3
Committee Date
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
1997 - 1998 Collective Bazgaining Agreement between the City of Saint Paul and the St. Paul Supervisors
Organization.
Requested by Department oL
Office of Labor Relarions
By: �/�' `� "— I _
Adoption Certified by Council Secretary
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RESOLUTION
CITY OF SAINT PAUL, MINNESOTA
Green Sheet # 40123
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Adopted by Council: Date ��. 1 g
Form Appr ed b orney
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DEPARTMENT/OFF[CElCQUNCIL,: DATE QQIT[ATED GREEN SHEET No.• 40123
LABOR RELATTONS January 21, 1998 '
COA"CACT PERSQ\ & PHONE: � tNlT1AINATE I1�7TlALpp7'£
'rULIE �`4US 266-6513 pSSIGNI 7 DEPAR'17JIbNt DIR KfC 4 CIIY COiJ]3CIL
NUMBER 2 CI7Y ATTORNEY ✓ CTCY CLERK
MUST BE ON COIINCIL AGEh BY (}TATE) FOR B1IDGEI' DIR. FIN. & MGT. SERVICE DIIL -
ROUTING 3 MAYOR (OR ASST.)�i�Z -�
ORDER
TOTAL # OF SIGNAT6RE PAGES_i (CLIP ALL LOCATIONS FOR SIGNATURE)
acrtox�QUES�ren: This resolurion approves the attached January 1, 1997 - December 31, 1998 Agreement between
the City of Saint Paul and the St. Paul Supervisors Organization.
RECOMMENDAITONS: Approve (A) or Reject (R) PERSONAL SERVICE CONTRACTS MUST ANSWER THE FOLLOWING
QUESTIQNS:
,PLANNING COMMISSION _CML SERVICE COMMISSION 1. Has this pe=son/fim� evu worked under a convact for this department?
CIB COMMITIEE Yes No
STAFF 2. Has this penon/fim� ever been a city employee?
�DISTRICTCOURT yes No
SUPPORTS WHICH COi7NCIL OBJECTNE? 3. Does this persoNSrtn possess a skill not nomtally possessed by any current ciry employee?
Yes No
Explaio al! yes eoswers oo separate sheet and attach to green sAeet
INITIATING PROBGEM, ISSUE, OPPORTUN;Tl (lYhu, What, When, Where, Why):
����Q��.�'
nnvnxrncES iF wrrxovEn: An Agreement in place through December 31, 1948. � A� '� ���3�3�
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DLSADVANTAGESIFAPPROVED:
�S�€',�f�E� x > _ ,:�= 4 : r.�
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DISADVAnTAGES IF NOT AYPROYED:
J•�P� 2 1��8
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TOTAL AMOUNT OF'I'RANSACTiON: COSTlREVENUE BUDGETED:
F[SNDING SOURCE: ACTIVITY I3UMBER:
FINANCIAL INFORDIATION: (EXPLAII�
NOTE: COMPLETE DIRECTIONS ARE INCLUDED IN THE GREEN SHEET INSTRUCTIONAL MANUAL AVATI,ABLE IN THE
PURCHASING OFFICE (PHONE NO. 266-8900).
ROi7TING ORDER:
Below are corzect routings for the six most frequent rypes of documenu:
CONTRACTS (assumes authorized budget exists) COiINCII. RESOLUTION (Amend Budgets/Accept. Grants)
t. Outside Agency
2. Depattment Director
3. City Attomey
4. Mayor/Assistant (for contrac[s over $25,000)
5. Human Rights (for contracts over $SQ000)
6. Office of Financial Servias-Accounring
ADMINISTRATIVE ORDERS (Budget Revision)
I. Activity Manager or Department Accountant
2. DepartrnentDirectoc
3. Office of Financiat Services Director
4. City Clerk
5. Office of Financial Services-Accounting
ADMINIS'IRATIVE ORDERS (all others)
1. Department Director
2. Ciry Attomey
3. Office ofFinancial Services Director
4. Ciry Cierk
1. Depar[ment Director
2. Office of Financial Services Director
3. City A2tomey
4. MayodAssistant
5. City Council
6. Office ofFinancial Services-Accounting
COUNCII. RESOLUTION (all others, and Ordinances)
I. Depaztment Director
2. Ciry Attorney
3. Mayor /Assistant
4. City Council
EXECUTIVE ORDER
I. Department Direc[or
2. City Attomey
3. Mayor/Assistant
4. Ciry Clerk
TOTAL NUMBER OF SIGNATURE PAGES �
Indicate the # of pages on which signatures are reqvired and paperclip or flag each of these pages.
ACTFON REQUESTED
Describe what the projecUrequest seeks to accomplish in either chronologieai order or order of importance, whichever is most appropriate for
the issue. Do not write complete sentences. Begin each item in your list with a verb.
RECO?vIMENDATIONS
Complete if the issue in questio� has been presented before any body, public or private.
PERSONAL SERVICE CONTRACTS:
This information will be used to determine the city's liabiliry for workers compensation daims, taYes and proper civil service hiring rules.
INITTATING PROBLEM, ISSUE, OPPORTUNTTY
Explain the situation or conditions that created a need for yow project or reques[.
ADVANTAGESIFAPPROVED
Indicate whether this is simply an annual budget procedure required by law/charter or whether there aze specific ways in which the Ciry of
Saint Paul and its citizens will benefit from this projecUacfion.
DISADVANTAGES IF APPROVED
What negative effects or major changes to existing or past processes migM this projectheques[ produce if it is passed(e.g., uaffic delays, noise,
tax increases or assessmenuj? To Whom? When? For how long?
DISADVANTAGES IF NOT APPROVED
What will be the negative consequences if the pmmised action is not approved? Inabiliry ro deliver service? Continue high hzffic, noise,
accident rate? Loss of revenue?
FINANCIAL IMPACT
Although you mus[ tailor the informaTion yo� provide here to the issue you are addressing, in generat you mus[ answer ttvo questions. How
much is it going fn cost? Who is going to pay?
P.�FORMS\GRNBACK WP
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COI.LEGT� BA�tGA�TIAi� AGREEN�ENT ;
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ARTICLE TITLE PAGE
Preamble ........................................ri
i Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
2 Savings Clause . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
3 Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
4 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
5 Check Off and Administrative Service Fee . . . . . . . . . . . . . . . . . . . 2
6 Hours of Work and Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
7 Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
8 Non-Discrimination .................................5
9 Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
10 Legal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
11 Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
12 Wages .........................................10
13 Parental Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
• 14 Insurance ......................... ........ . . . . . . 11
15 Vacation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
16 Holidays ........................................16
17 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
18 Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
19 Mileage ........................................ 19
20 Safety Shoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
21 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
AppendixA .................................... A1
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PREAMBLE
This Agreement, entered into between the City of Saint Paul, hereinafter
referred to as either the "Employer" or the "City," and the Saint Paul Supervisors'
Organization, hereinafter referred to as the "Organization," for the purpose of fostering
and promoting harmonious relations between the Employer and ffie Organization 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
rnore complete understanding on the part of both the Employer and the Organization of
their respective rights and responsibilities.
The provisions of this Agreement shall not abrogate the rights and/or duties of
• the Bmployer, the Organization, or the employees as established under the provisions
of the Public Employee Labor Relations Act of 1984, as amended.
• II
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ARTICLE 1 - RECOGI�ITION
• 1.1 The Employer recognizes the Saint Paul Supervisors' Organization as the exclusive
representative for the White Collar Supervisory Employees of the Professional Group,
and certain Unclassified Supervisory Employees, as certified by the State of Minnesota,
Bureau of Mediation Services, dated December il, 1973, Case No. 74PR-207A and as
revised by Unit Ci�cadon Heazing of Bargaining Unit, April 16, 1974, Case No.
74-PR�14-A. and as revised by Certification of Exclusive Representative, December
7, 1977, Case No. 78-PR-500-A.
1.2 The parties agree that any new classifications which are covered by the certification as
stated in Article i.l above shall be recognized as part of this bazgaining unit.
ARTICLE 2 - SAVINGS CLAUSE
2.1 This Agreement is subject to the laws of the United States and the State of Minnesota.
In the event any provision of this Agreement shali be held to be conuary to law by a
coun of competent jurisdiction from whose final judgment or decree no appeal has been
taken within the time provided, such provisions shall be voided. All other provisions
shall continue in fuil force and effect. The voided provision may be renegotiated at the
• written request of either party. Al] other provisions of this Agreement shall continue in
full force and effect.
ARTICLE 3 - MANAGEMENT RIGHTS
3.1 The Organization recognizes the right of the Employer 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 o�cially 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 areas of discretion or
policy as the functions and programs of the Employer, its overall budget, utilization of
technology, and organizational structure and selection and d'uection and number of
personnel.
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ARTICLE 4- 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 modifie@ by ihis
Agreement shall be maintained at not less than the highest minimum standard as set
forth in the Civil Service Rules of the City of Saini Paul (Council File No. 273022,
June 2, 1979 as amended) and the Saint Paui Salary Plan and Rates of Compensation
(Council File No. 277198, August 8, 1981 as amended) 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.
ARTICLE 5- CHECK OFF AND ADMIlVISTRATIVE SERVICE FEE
5.1 The Employer agrees to deduct the Organizauon membership uritiation fee assessments
and once each month dues from the pay of those employees who individuaIly request in
writing that such deductions be made. The amounts to be dedncted shall be certified to
the Employer by a represenrative of the Organization 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.
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5.2 Any present or future employee who is not an Organization member shali be required •
to conuibute a fair share fee for services rendered by the Organization. Upon
notification by the Organization, the Employer shall check off said fee from the
earnings of the employee and uansmit the same to the Orgauization. In no instance
shatl the fair share fee exceed 85 % of reguIar memberslup dues. It is also understood
that in the event the Employer shall make an improper fair share deduction from the
earnings of the employee, the Organization sha11 be obligated to make the Employer
whole to the extent zhat the Employer shall be required to reimburse such employee for
any amount improperly withhel@. Tfris provision shall remain operative only so loag as
specifically provided by Minnesota law, and as otherwise legal.
5.3 Adminisuative Service Fee. The Organization agrees that an administrative fee of fifry
cents ($0.50) per member, per month shall be deducted by the Employer from the
amount withheld for dues or fair share prior to remittance of dues or fair share to the
Organization.
5.4 The Organization agrees to indemnify and hold the Employer harmless against any and
all cIauns, suiu, orders or judgments brought or issued against the Empioyer as a result
of any action taken or not taken by the Employer under the provisions of this article.
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. ARTICLE 6- HOURS OF WORK AND OVERTIlVIE
6.1 The normal hours of work for the employees shall be seven and three-fourths (7 3/4)
hours in any 2A hour period and 38 3/4 hours in a 7 day period. For employees on a
shift basis this shall be construed to mean an average of 38 3/4 hours a week.
6.2 Employees who work more than 7 3/4 hours in any 24 hour period or more than 38 3!4
hours in any 7 day period shall not receive pay for sucfi additional work.
6.3 It is understood by the parties that Section 28H - Overtime Compensation of the Civil
Service Rules (Council File No. 273022, June 2, 1979 as amended} shall not apply to
this unit.
6.4 Employees who work more than ? 3/4 hours in any 24 hour period or more than 38 314
hours in any particular 7 day period may be granted compensatory time with the
approval of their department head.
6.5 For employees who wish to share a position, the Employer will attempt to provide
options for implementing a sharing arrangement. Such an anangement 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 benefiu shall be administered in
accordance with the provisions of Article 14 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, after ten (10) days, such vacancy cannot be filled, the Employer shail have
the option of increasing the remaining employee's work hours.
6.6 Article 6.5 shall not be subject to the provisions of Article 11 of this Agreement.
ARTICLE 7 - SENIORITY
7.1 Seniority, for the purposes of this Agreement, shall be defined as follows: The length
of continuous, regular and probationary service with the Empioyer from the date an
emp]oyee was fust certified and appointed to a class title covered by this Agreement, it
being further understood that seniority is conf"med to the current class assignment heid
by an employee. In cases where two or more employees aze 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 the certification was made.
7.2 Seniority shall terminate when an employee retires, resigns, or is discharged
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ARTICLE 7 - SE1vIORITY (Continued)
7.3 In the event it is deternuned by the Employer that it is necessary io reduce the work
force, employees wil] be laid off by class tide within each department based on inverse
length of seniority as defined above. The O�ce of Human Resources will identify such
Ieast senior employee in the titte in which there is to be a lay-off in the department
reducing positions, and shall notify said employee of his/her reducuon from the
department. If there are any vacancies in that tiUe in any other City department, the
O�ce of Human Resources shall place the affected empioyee in such vacancy. If two
or more vacant positions are available, the Office of Human Resources shall decide
which vacant position the affected employee shall fill. If no vacancy exists in such tifle,
then the least senior employee in the City in such tide shall be identified, and if the
employee affected by the original departmental reduction is more senior, he/she
shall have the right to claim that position and the leasi senior employee in the City, in
that tide, shall be laid off. For the purpose of this article, the Board of Education is
not considered a City department nor is a Boazd of Education employee considered a
city emptoyee.
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7.4 If the employee to be laid off as a result of Article 7.3 above is in a ritie in a
promotional series and has held lower tifles in the series in this or any other bargaining
unit, such empioyee will be offered a reduction to the highest of these titles within the
department to which ciass�cation seniority as defined in Article 7.1 above would keep •
them from being laid off. Ttris Article 7.4 shall not be effective until and unless the St.
Paul Professionai Employees Association, AFSCME Clericai Loca12508, and
AFSCME Technical Local 1842 col2ecrive bargaining agreements have corresponding
language. Unal such corresponding language is included in such bargaining
agreemenu, the provisions of this Article 7.4 shall be applicable only to the extent that
such reductions may be offered oniy to previousIy held lower titIes within the
department in the series which are in this bargauring unit.
7.5 Recall from layoff shali be in inverse order of layoff, except that recall righu 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 Lhat they previously held.
7.6 To the extent possible, vacation periods shall be assigned on the basis of seniority. It
is, however, understood that vacation assignment shall be sabject to the abi2iry of the
Employer to maintain operations.
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� ARTICLE 8 - NON-DISCRIMINATION
8.1 The provisions of tius Agreement shall be applied equally by the Employer and the
Organization to all empioyees covered by this Agreement in accordance wi8i applicable
city, state and federal law.
ARTICLE 9 - DISCIPLINE
4.1 Discharges will be preceded by a five (5) working day preliminary suspension without
pay. During said period the employee and/or Organization may request, and shall be
entitled to a meeting with the Employer representative who initiated the suspension with
intent to discharge. During said five (5) working day period, the Employer may
a�rm, modify or withdraw the suspension and discharge.
9.2 The Employer will discipline the employees for just cause only. Discipline may be in
any of the forms listed below.
Oral reprunand;
Written reprimand;
Suspension;
Reduction;
Discharge;
� 9.3 Suspensions, reductions and discharges will be in written form.
9.4 Employees and the Organization will receive copies of written reprimands and notices
of suspension, discharge and reductions.
9.5 Empioyees may examine all information in their Employer personnel files. Files may
be examined at reasonable tirnes.
9.6 An employee to be questioned conceming an investigation of discipiinary action shall
have the right to request that an Organization representative be present.
ARTICLE 10 - LEGAL SERVICES
10.1 Except in cases of malfeasance in office or wiliful or wanton neglect of duty, Empioyer
shall defend, hold harmless and indemnify employee against any tort claun or demand,
whether groundless or otherwise, arising out of an alleged act or omission occuning in
the performance and scope of employee's duties.
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ARTICLE 10 - LEGAL SERVICES (Continued)
10.2 Notwithstanding Article 10.1, the Employer shall not be responsible for paying any
IegaI service fee or for providing any Iegal service arising from any legal action where
the employee is the Plaintiff.
10.3 Each employee, within 20 days after receiving notice of (i) a tort claim or demand,
action, suit or proceeding against him or her, (2) a judgtnent, verdici, fiading or
determination, either of wluch arises out of alteged or found acu or omissions
occuning in the performance or scope of the empioyee's duties, shall notify the City by
giving written notice thereof to the Office of the City Clerk.
ARTICLE 11- GRIEVANCE PROCEDURE
11.1 A grievance is defined as a dispute or disagreement as to the interpretation or
application of the specific terms and conditions of this Agreement. The procedure
estabIished by this Article shalI be the sofe and exciusive procedure for the processing
of grievances arising from this Agreement or arising from terms and conditions of
emptoyment in the City of St. Pau1 Civit Service Rules and Salary PTan and Rates of
Compensation.
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11.2 The Emgloyer will recognize representauves designated by the Organization as the �
grievance representatives of the bargaining unit having the duties and responsibilities
established by this Articie. The Organization shall notify the Employer in writing of
the names of such Organization Representatives and of their successors when
designated. The Employer shall notify the Organization in writing as to its designated
representatives.
11.3 It is recognized and accepted by the Organization and the Employer that the processing
of grievances as hereinafrer provided is limited by the job duties and responsibitities of
the empioyees and shall therefore be accomplished during normal working hours when
consistent with such employee dudes and responsibilities. The aggrieved employee and
an Organization representative shail be ailowed a reasonable amount of time without
loss of pay when a grievance is investigated and presented to the Employer during
normal working hours provided that the employee and the Organization Representative
have notified and received the approval of designated supervisor and provided that such
absence is reasonable and would not be detrimental to the work program of the
Employer. It is understood that the Empioyer shaii not use the above limitation to
hamper the processin$ of grievances.
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ARTICLE 11- GRIEVANCE PROCEDURE (Continued)
• 11.4 Grievances, as defined by Paragraph ll.l, shall be resolved in conformance with the
following procedure:
Step 1. An employee claiming a violation conceming the interpretation or
applicarion of this Agreement shall, within twenty-one (21) calendaz days
afcer such alleged violation has occurred, present such grievance to the
Employee's supervisor as designated by the Employer. The
Employer-designated representative will discuss and give an answer to
such Step i grievance within ten (10) calendar days after receipt. A
grievance not resolved in Step 1 and appealed to Step 2 shall be placed in
writing setting forth the nature of the grievance, the facts on which it is
based, the provision or provisions of the Agreement allegedly violated,
the remedy requested, and shall be appealed to Step 2 hy the
Organization within fifteen (15) calendaz days afrer the Employer-
designated representative's finai answer in Step i. Any grievance not
appealed in writing to Step 2 by the Organization within fifteen (15)
calendar days shall be considered waived.
Step 2. If appealed, the written grievance shall be presented by the Organization
and discussed with the Employer-designated Step 2 representative. The
• Employer-designated representative shall give the Organization the
Employer's Step 2 answer in writing within ten (10) calendar days
following the Employer-designated representative's final Step 2 answer.
Any grievance not appealed in writing to Step 3 by the Organization
within ten (10) calendar days shall be considered waived.
Step 3. If appealed, the written grievance shall be presented by the Organization
and discussed with the Employer-designated Step 3 representative. The
Employer-designated representative shall give the Organization the
employer's answer in writing within ten (10) calendar days after receipt
of such Step 3 grievance. A grievance not resolved in Step 3 may be
appealed to Step 4 within ten (l0) calendar days following the
Employer-designated representative's final answer in Step 3. Any
grievance not appeaied in writing to Steg 4 by the Organization within
ten (10) calendar days shall be considered waived.
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ARTICLE 11- GRIEVANCE PROCEDURE (Cantinuedj
Optional Mediation Step
If the grievance fias not been satisfactorily resolved at Step 3, either the
Organization or the Employer may, within ten (10) calendar days, request
mediation. If the parties agree that tfie grievance is suitable for mediation, the
Parties shall submit a joint request to the Minnesota Bureau of Mediarion
Services for tlie assignment of a mediator. Grievance mediation shall be
completed within thirty (30) days of the assignment unless the parties
mutuaIly agree to lengthen the time Iimit.
2. Grievance mediation is an optional and voluntary part of the grievance
resolution process. It is a supplement to, not a substitute for, grievance
arbitration. When grievance mediation is invoked, the conuactual time limit for
moving the grievance to arbitration shall be delayed for the period mediation.
The grievance mediation process shall be informal. Rules of evidence shall
not apply, and no record shall be made of the proceeding. Both sides shall be
provided ample opportunity to present the evidence and argument to support
their case. The mediator may meet with the parties in joint session or in
separate caucuses.
4. At the request of both parties, the mediator may issue an oral recommendation
for settlement. Either party may request that the mediator assess how an
arbitrator might rule in this case.
The grievant shall be present at the grievance mediauan proceeding. If the
grievance is resolved, the grievant shall sign a statement agreeing to accept
the outcome. Unless the parties agree otherwise, the outcome shall not be
precedential.
If the grievance is not resolved and is subsequendy moved to azbitration, such
proceeding shall be de novo. Nothing said or done by the parties or the
mediator during grievance mediation with respect to their positions concerning
resolution or offers of settlement may be used or referred to during arbitration.
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ARTICLE 11 - GRIEVANCE PROCEDURE (Continued)
• Step 4. If the grievance remains unresolved, the Organization may within
fourteen (14) work days after the response of the Employer in Step 3, by
written notice to the Employer, request arbitration of the grievance. The
arbitration proceedings shailbe conducted by an arbitrator to be elected
from a permanent panel of five (5) arbitrators. Arbitrators shall be
selected by lot within twenty (20) work days after notice has been given.
The permanent panel of azbitrators shall be mutually agreed to by the
Empioyer and the Organization no later than sixty (60) days after the
signing of this Agreement.
In the event the Employer and the Association cannot mutualiy agree to
five (5) arbitrators for the permanent panel, the parties will pedtion the
Director of Mediation Services for a list af ten {10) arbivators for each
panel member for which the parties did not mutualiy agree. The parties
shall alternately strike names from such list(s), the Employer striking
first, until one (1) name remains.
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Vacancies occurring on the permanent panel during the life of this
Agreement shall be filled by mutual agreement of the parties. If the
parties cannot mutually agree, the vacancy shall be filled by the process
noted in the preceding paragraph.
This arbitrator selection process shal] be effective only for the duration
of this Agreement unless both parties agree to extend such provisions.
At any tizne prior to the opening of an arbitration hearing, the parties
may mutually agree to utilize the assistance of the Bureau of Mediation
Services to attempt to mediate a resolution of ihe dispute.
11.5 The fees and expenses for the azbitrator's services and proceedings shall be bome
equaily by the fimployer and the Organization provided that each party shall be
responsibie for compensating its own representatives and witnesses.
If either party desires a verbatim record of the proceedings, it may cause such a record
to be made, providing it pays for the record. If both parties desire a verbatim record of
the proceedings the cost shall be shared equally.
• 9
ARTICLE 11- GRIEVANCE PROCEDURE (Continued)
11.6 If a grievance is not presented within the time limiu set forth above, it shail be
considered "waived. " If a grievance is not appealed to the next step within tfie
specified time lunit or any agreed extension thereof, it shall be considered settled on the
basis of the Employer's tast answer.
If the Employer does not answer a grievance or an appeal thereof wiihin the specified
time limits, the Organization may etect to take the grievance to the next step. The time
limit in each step may be extended by mutual written agreement of ihe Employer and
the Organization in each scep.
11.7 It is understood by the Organization and the Employer that a grievance may be initiated
by the Organization using 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
deternuned 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.
ARTICLE 12 - WAGES
12.1 The wage schedule for the purpose of this contract shall be Appendix A.
The rates shown in Appendix A reflect the following:
Effective December 21, 1996:
Effective July 19, 1997:
Effective December 20, 1997:
Effective February 28, 1998:
Effective September 26, 1998:
2.0� increase across the board
0.5 % increase across the board
0.2% increase across the board
2.0% increase across the boazd
0.8 % increase across the board
Appendix A shall reflect a lower salary grade for employees appointed on or afrer
January 1, 1990 than for employees appointed prior to 3anuary 1, 1990 to the titles listed
below.
Cabie Communications Officer
Dentist
D'uector of Medical Services
Library Public Services Manager
Safety Coordinator
Valuation and Assessment Engineer
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ARTICLE 13 - PARENTAL LEAVE
• 13.1 A twelve (12) month Parentalleave of absence without pay shall be granted to a natural
or an adoptive pazent, who requests such leave in conjuncrion with the birth or adoption
of a child. S�ch 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 elctension of such leave shall not be subject to the provisions of
Article i l 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 they held prior to
the begim�ing of their leave.
13.2 Leave of absence for the adoption of a child or for paternity leave shall be in
accordance with applicable laws.
ARTICLE 14 - 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 imglements.
14.2 Effective January 1, 1997, the Employer shall contribute $191.40 per month toward the
cost of the single health insurance premium.
EfFective January 1, 1997, ffie Employer shall contribute $280 plus 50% of the
premium increase per month toward the cost of the family health insurance premium.
Effective January 1,1998, the Employer agrees to contribute the actual cost of the
single health insurance premium.
Effective January 199$, the Employer shall contribute the 1997 rate plus 50% of the
premium increase per month toward the cost of the family health insurance premium.
14.3 For each eligible employee who has elected health insurance coverage, the Employer
agrees, effective the first payroll period of 1998, to provide life insurance in an amount
equal to the employee's annual salary, or $50,000, whichever is greater. Employees
who waive participation in the health insurance plan shall not be eligible for this life
insurance, nor shall they be eligible to participate in any optional coverages or fle�bie
spending accounts.
� -11-
ARTICLE 14 - INSURANCE (Continued)
14.4 Employees who retire must meet the following conditions at the tune of retirement in
order to be eIigible for the Employer contributions, Iisted in Sections 14.5 through 14.8
below, toward a health insurance plan offered by the Employer:
14.4(1) Be receiving benefits from a Public Employee Retirement Act at the time
of retirement; an@
14.4(2) Have severed his/her relationship with the City of Saint Paul for reasons
other than misconduct; and
14.4(3) Employment with Independent School District #625 will not be counted
toward the service requirement for employees }rired after 10/Oi/97
toward the yeazs of service for retiree health eligibility.
Early Retirees
14.5 This Section applies to employees who:
14.5(1)
14.5(2)
14.5(3)
14.5(4)
14.5(5)
14.5(6)
Retire on or after January 1, 1996, and
Have completed 2Q years Fult-time with the Ciry of Saint Paal, and
Were appointed before January 1, 1990, and
Have not attained age 65 at retirement, and
Meet the terms set forth in Section 14.4 above, and
Select a health insurance plan offered by the Employer.
Until such employees reach sixty-five (65} years of age, the Employer agrees to
contribute a maximum of $350.00 per month toward the cost of single or family health
insurance coverage. Any unused portion shall not be paid to tfie retiree. In addition,
the Empioyer will contribute the cost for $5,000 life inc„rance coverage until the retiree
attains the age of 65.
When such early retiree attains age 65, the provisions of Section 14.7 shall apply.
�
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14.b This Section shall apply to employees who:
ARTICLE 14 - INSURANCE (Continued)
14.6(i)
Regular Retirees (Age 65 and over)
14.6(2)
14.6(3)
14.6(4)
14.6(5)
Until such employees reach sixty-five (65) years of age, the Employer agrees to
contribute a maximum of $300.00 per month toward the cost of single or family health
insurance coverage. Any unused portion shall not be paid to the retiree. In addition,
the Employer will conuibute the cost for $S,OOO life insurance up till the retiree attains
the age of 65.
When such early retiree attains age 65, the provisions of Section 14.8 shall apply.
Retire on or after January 1, 1996, and have comp2eted 20 yeazs fuli-
time with the City of Saint Paul, and
Were appointed on or after January 1, 1990, and
Aave not attained age 65 at retirement, and
Meet ti�e conditions of Section 14.4 above, and
Select a health insurance pian offered by the Employer.
14.7 This Section shall apply to Full-time employees who:
14
14
14
14
14
14
7(1)
7(2)
7(3)
7(4)
7(5)
7(6)
Retire on or after January 1, 1996, and
Were appointed prior to January 1, 1990, and
Have completed 20 years Full-time with the City of Saint Paui, and
Have attained age 65 at retirement, and
Meet the conditions of Section 14.4 above, and
Select a health insurance plan offered by the Employer.
The Employer agrees to contribute up to a maximum of $550.00 per month towazd the
cost of single or family health insurance coverage. Any unused portion shall not be
paid to the retiree. No life insurance coverage wiil be provided.
� -13-
ARTICLE 14 - INSURANCE (Continued)
14.8 This Section shall apply to Full-time employees who:
14.8(1)
14.8(2)
14.8(3)
14.8(4)
ia.s(5>
14.8(6)
Ret'ue on or after January 1,l996, and
Were appointed on or after January i, 1990, and
Have completed 20 yeazs Full-time with the City of Saint Paul, and
Have attained age 65 at retirement, and
Meet the conditions of Section 14.4 above, and
Seleci a health insurance plan offered by the Emptoyer.
The Employer agrees to contribute up to a maacimum of $300.00 per month toward the
cost of single or family health insurance coverage. Any unused portion shall not be
paid to the retiree. No life insurance coverage will be provided.
Survivor Insurance
14.9 The surviving spouse of an employee carrying fanuly coverage at the tune of his/her
death due to a job connected injury or Illness which was determined to have arisen out
of and in the course of his/her employment under worker's compensation law sha1I
continue to be eligible for city contribution in the same proportions as is provided for
retired employees.
In the event of the death of an early retiree or a regular retiree, the dependents of the
retiree shall have the option, within thirty (30) days, to continue the current
hospitalization and medical benefits which said dependents previously had, at the
premium and Empioyer contribution accotded to the eligible deceased retiree.
Ft is further nnderstood that coverage shall cease in the event of:
14.9(1) Subsequent remarriage of the surviving spouse of the deceased employee
or retiree.
14.9(2) The employment of the surviving spouse of dependent where health
insurance is obtained through a group program provided by said
Employer. In this event, however, the surviving spouse or dependent
shall have the right to maintain city health insurance for the first ninety
(90) days of said employment.
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ARTICLE 14 - INSURANCE (Continued)
14.10 A retiree may not carry his/her spouse as a dependent if such spouse is also a Ciry
retiree or Ciry employee and eligible for and is enrolled in the Ciry health insurance
program.
14.11 The contributions indicated in this Article 14 shall be paid to the Bmployer's
third parry administrator.
14.12 Employees 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.
14.13 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.
ARTICLE 15 - VACATION
15.1 In each calendar year, each full-time employee shall be granted vacation according to
the following schedule:
Years of Service
Less than 8 years
After 8 years thru 15 years
After 15 yeazs and thereafrer
Vacation Granted
15 days
20 days
25 days
Employees who work less ffian full-time shall be granted vacation on a pro rata basis.
•
15.2 The head of the department may permit an empioyee to carry over into the foliowing
year up to fifteen days' vacation.
-15-
ARTICLE 15 - VACATION (Continued)
15.3 The time of vacation shall be approved by the head of the department in which the
employee is empioyed. If an employee has been granted more vacation than he has
earned up to the time of his separation from the City service, the employee shall
reimburse the City for such unearned vacation. If an employee is separated from the
service by reason of resignation, he shail be granted such vacation pay as he may have
earned and not used up to the time of such separation, provided that he has notified the
department head in writing at least fifteen calendar days prior to the date of his
resignation. If an employee is separated from the service by reason of discharge,
retirement or death, he shall be granted such vacation pay as he may have earned and
not used up to the time of such separation. The provisions of this Section shaIl not
apply to temporary or emergency empIoyees.
15.4 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 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 Ieave in each calendar year under t�is provision.
15.5 In addition to the provisions of the above Article 15.4 of this Agreement, an employee,
with the approval of the department head, may convert another ten (10) days of
accumulated sick leave credit in excess of one hundred eighry (180) days to vacadon at
a rate of one-half (1/2) day of vacation for one (i) day of sick leave credit.
ARTICLE 16 - HOLIDAYS
16.1 Holidays recognized and observed. The following days shall be recognized and
observed as paid holidays:
New Year's Day
Martin Luther King Day
Presidents Day
Memorial Day
Independence Day
Two floating holidays
Izbor Day
Day After Thanksgiving
Veterans' Day
Thanksgiving Day
Christcnas Day
Eligible employees shall receive pay for each of the holidays listed above on wlrich they
perform no work. LVhenever 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.
However, for those employees assigned to a work week which includes a Saturday or
Sunday, the holiday shall be observed on its calendar date.
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• ARTICLE 16 - HOLIDAYS (Continued)
16.2 The floating holidays set forth in Secrion 16.1 above may be taken at any time during
the contract year, subject 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 the last working day before the holiday
and the first working day after the holiday. It is further understood that neither
temporary nor other employees not heretofore eligible shall receive holiday pay.
ARTICLE 17 - SEVERANCE PAY
17.1 The Employer shall provide a severance pay program as set forth in this Article.
17.2 To be eligible for the severance pay program, an empioyee must meet the following
requirements:
17.2(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 Ciry severance pay program.
17.2(2) The employee must have at least fifteen (15) years of consecutive service
under the classified or unclassified Civil Service at the time of
separation. For the purpose of this Article empioyment with the
Independent School District #625 will not be counted toward the service
requirement for employees hired after 10/Ol/97 toward the years of
service for severance eligibility.
17.2(3) The empioyee must file a waiver of re-employment with the Director of
Human Resources, which will clearly indicate that by requesting
severance pay, the employee waives all rights to claim reinstatement or
re-employment (of any type), with the City.
17,2(4) The employee must have accumulated a minimum of eighty (SO) days of
sick leave credits at the time of lus separation from service.
� -17-
ARTICLE 17 - SEVERANCE PAY (Continued)
17.3 If an employee requests severance pay and if the employee meets the eligibility •
requirements set for[h above, he or she will be granted severance pay in an aznount
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.
17.4 The malcunum amount of money that any employee may obtain through tius severance
pay program is $10,000.
17.5 For the purpose of this severance program, a death of an employee who meets all of the
requiremenu set forth above, at the time of his/her death, payment of the severance pay
shall be made to the employee's estate or spouse.
17.6 The manner of payment of such severance pay shall be made in accordance with the
provisions of City Ordinance No. 16303.
ARTICLE 18 - SICK LEAVE
18.1 Employees shall accumulate sick leave crediu at the rate of .0576 of a working hour for
each full hour on the payroll excluding overtime, Sick leave shall be granted in
accordance with the Civil Service Rules.
18.2 In the case of a serious illness or disability of an employee's cluld, parent or household •
member, the head of the department shall grant leave with pay in order for the
employee to caze 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 shail be limited to 40 hours per incident.
18.3 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.
18.4 The head of rhe department or the Human Resources Director may require a physician's
certificate at any time during an employee's use of sick leave for the purposes stated in
18.2 above. All such certificates shall be forwazded by the appointing officer to the
Human Resources Office. If an employee is absent because of the provisions of Articie
18.2 above for three or fewer calendaz days he/she shail submit to the head of the
Depariment a certificate sigaed by the emgloyee staiiag the nature of the cl�td, pazent,
or household member's sickness.
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ARTICLE 18 - SICK LEAVE (Continued)
�S
� 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 nariue and period of the person's sickness is submitted and
approved by the head of the department and forwarded to the Human Resources Office.
18.5 No sick leave shall be granted for the above reasons unless the employee reports to
his/her department head ffie necessity for the absence not later than one-half hour afrer
histher regulariy 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.
18.6 An employee shall be paid under the provisions of this paragraph only for the number
of days or hours for which helshe would normally have bee paid if he/she had not been
on sick leave.
18.7 Any employee who has accumulated sick leave credits, as provided in the Civil Service
Rules, may be granted one day of such leave to attend the funeral of the employee's
grandparent or grandchild.
ARTICLE 19 - CITY MILEAGE
� 19.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul
Administrative Code, as amended, pertaining to reimbursement of City o�cers and
employees for the use of their own automobiles in the performance of their duties, the
following provisions are adopted.
19.2 Method of Computation: To be eligible for such reimbursement, all officers and
employees must receive written authorization from the Department Head.
Type 1. If an employee is required to use his(her own automobile
OCCASIONALLY dur'sng employment, the employee shall be
reimbursed at the rate of $4.00 per day for each day the employee's
vehicie is actually used in performing the duties of the employee's
position.
In addition, the employee shall be reimbursed $.20 per mile for each
mile actually driven.
• -19-
ARTICLE 19 - CITY MII.EAGE (Continued)
If such employee is required to drive an automobile during employment �
and the department head or designated representadve detemunes 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
reunbursed at ihe nte of $.20 per mile driven and shall not be eligible
for any per diem.
Type 2. If an employee is required to use hislher own automobile REGiII.ARLY
during employment, the employee shall be reimbursed at the rate of
$4.00 per day for each day of work. In addition, the employee shall be
reimbursed $.20 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 automob�e, then the employee shall be
reimbursed at the rate of $.20 per mile driven and shaA not be eligible
for any per diem.
193 The City will provide parking at the Civic Center Parking Ramp for City employees on
either of the above mentioned types of rennbursement 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 availabie. •
14.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing ihe
procedures for automobile reimbursement, which regulations and rules shall contain the
requireznent ihat recipienis 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 properry 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.
ARTICLE 20 - SAFETY SHOES
20.1 For those employees required, by the Employer, to weaz safety shces or boots, the
Employer agrees to contribute $30.00 per year towazd the purchase of such shoes or
boots.
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ARTICLE 21 - DURATION AND EFFECTIVE DATE
a�-q�
21.1 Complete Agreement with Waiver of Bargaining. This Agreement shall represent
the complete Agreement between the Organization and the Employer. The parties
acl�owledge that during the negotiations which resulted in this Agreement, each had
the unlimited right and opportunity to make requests and proposals with respect to any
subject or matter not removed by law from the area of collective bargaining, and that
the complete understandings and agreements arrived at by the parties after the exercise
of that right and opportunity are set forth in this Agreement. Therefore, the Employer
and the Organizauon, for the life of this Agreement, each voluntarIly and unqualifiedly
waives the right, and each agrees that the other shall not be obligated to bargain
collectively with respecC to any sub}ect or matter referred to or covered in this
Agreement.
21.2 Except as herein provided this Agreement shall be effective as of the date it is executed
by the parties and shall continue in full force and effect through December 31, 1998
and thereafter until modified or amended by mutual agreement of the parties. Either
parry desiring to amend, or modify this Agreement shall noufy the other in writing so
as to comply with the provisions of the Public Employment Labor Relations Act of
1984, as amended.
21.3 This constitutes a tentative Agreement between Yhe parties which will be recommended
by the Director of Labor Relations, but is subject to the approval of the Administration
of the City, and is also subject to ratification by the Organization.
WITNESSES:
CITY OF SATNT PAUL
SAINT PAUL SUPERVISORS'
ORGAIVIZATION
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Ma H. Kearney
Labor Relations Director
i-art-58'
Date
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J es O'I,eary
esident
/�Z��F�
Date
• -21-
APPENDIX A � �� �
TITLES AND SALARIES
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436A EQUIPMENT SERVICES MANAGER (Appt. on/after i/1/90)
A B C D E F G 10-yr. 15-yr.
(i) (2) (3) (4) (5) (6) ��) �8) �9)
12-21-96 1325.91 1375.27 1424.95 1489.25 1557.70 1629.45 1704.22 1753.91 1801.60
07-19-97 1332.54 1382.15 1432.07 1496.70 1565.49 1637.60 1712.74 1762.68 1810.61
12-20-97 1335.21 1384.91 1434.93 1499.69 1568.62 1640.88 1716.17 1766.21 1814.23
02-28-98 1361.91 1412.61 1463.63 1529.68 1599.99 1673.70 1750.49 1801.53 1850.51
09-26-98 1372.81 1423.91 1475.34 1541.92 1612.79 1687.09 1764.49 1815.94 1865.31
GRADE O10
371A BUILD SUPERINTENDENT
260A OFFICE MANAGER
316A STOREROOM MANAGER
606A IMPOUND LOT SUPERVISOR (Eff. 12/7/97)
12-21-96 1363.79 1411.22 1461.75 1529.32 1599.89 1673.75 1749.53 1803.66 1853.27
• 07-19-97 1370.61 1418.28 1469.06 1536.97 1607.89 1682.12 1758.28 1812.68 1862.54
12-20-97 1373.35 1421.12 1472.00 1540.04 1611.11 1685.48 1761.80 1816.31 1866.27
02-28-98 1400.82 1449.54 1501.44 1570.84 1643.33 1719.19 1797.04 1852.64 1903.60
09-26-98 1412.03 1461.14 1513.45 1583.41 1656.48 1732.94 1811.42 1867.46 1918.83
GRADE Ol l
396A GOLF PRO/MANAGER
568 SUPERVISING DENTAL HYGIENIST
12-21-96 1399.56 1451.26 1503.85 1572.51 1644.09 1721.30 1799.16 1850.19 1904.89
07-19-97 1406.56 1458.52 1511.37 1580.37 1652.31 1729.91 1808.16 1859.44 1914.41
12-20-97 1409.37 1461.44 1514.39 1583.53 1655.61 1733.37 1811.78 1863.16 1918.24
02-28-98 1437.56 1490.67 1544.68 1615.20 1688.72 1768.04 1848.02 1900.42 1956.60
09-26-98 1449.06 1502.60 1557.04 1628.12 1702.23 1782.18 1862.80 1915.62 1972.25
• -Al-
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GRADE 012
205A ASSISTANT CITY CLERK
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (�) ($) (9)
12-21-96 1438.62 1490.29 1544.97 1614.63 1689.46 1767.49 1848.65 1907.10 1957.85
07-19-97 1445.81 1497.74 1552.69 1622.70 1697.91 1776.33 1857.89 1916.64 1967.64
12-20-97 1448.70 1500.74 1555.80 1625.95 1701.31 1779.88 1861.61 1920.47 1971.58
02-28-98 1477.67 1530.75 1586.92 1658.47 1735.34 1815.48 1898.84 1958.88 2011.01
09-26-98 1489.49 1543.00 1599.62 1671.74 1749.22 1830.00 1914.03 1974.55 2027.10
GRADE 013
307A BUSINESS ASSIST PROGRAM SUPV
554 PUBLIC SERVICES MANAGER�LTntil 10/21/97; then grade 017)
12-21-96 1477.56 1530.39 1587.25 1660.22 1734.83 1816.04 1902.35 1958.90 2010.79
07-19-97 1484.95 1538.04 1595.19 1668.52 1743.50 1825.12 1911.86 1968.69 2020.84
12-20-97 1487.92 1541.12 1598.38 1671.86 1746.99 1828.77 1915.68 1972.63 2024.88
02-28-98 1517.68 1571.94 1630.35 1705.30 1781.93 186535 1953.99 2012.08 2065.38
• 09-26-98 1529.82 1584.52 1643.39 1718.94 1796.19 1880.27 1969.62 2028.18 2081.90
GRADE 014
872 LOANS Si3PERVISOR
381 RECORDER OF COUNCIL PROCEEDING
595A DUPLICATING SHOP MANAGER (Eff. 8l18/97)
12-21-96 i517.66 1572.51 1630.54 1705.31 1785.28 1866.56 1954.01 2012.92 2068.68
07-19-97 1525.25 1580.37 1638.69 1713.84 1794.21 1875.89 1963.78 2022,98 2079.02
12-20-97 1528.30 1583.53 1641.97 1�17.27 1797.80 1879.64 1967.71 2027.03 2083.18
02-28-98 1558.87 1615.20 1674.81 1751.62 1833.76 1917.23 2007.06 20b7.57 2124.84
09-26-98 1571.34 1628.12 1688.21 1765.63 1848.43 1932.57 2023.12 2084.11 2141.84
•
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GRADE 015
! 259 *PUBLIC WORKS TECHNICIAN IV
469 *SUPV OF SIDEWALK CONST
757 ASSISTANT DIIi OF HUMAN RIGHTS
428A ENGINEERING TECHNICIAN SUPVR
A B C D E F G 10-yr. 15-yr.
( (2) (3) ( (5) (6) (�) (8) (9)
12-21-96 1559.81 1617.70 1675.87 1751.74 1833.84 1918.21 2007.90 2070.94 2128.01
07-19-97 1567.61 1625.79 1684.25 1760.50 1843.01 1927.80 2017.94 2081.29 2138.65
12-20-97 1570.75 1629.04 1687.62 1764.02 1846.70 1931.b6 2021.98 2085.45 2142.93
02-28-98 1602.17 1661.62 1721.37 179930 1883.63 1970.29 2062.42 2127.16 2185.79
09-26-98 1614.99 1674.91 1735.14 1813.69 1898.70 1986.05 2078.92 2144.18 2203.28
GRADE 016
�� � �
245A ADMIN ASSISTANT
383A ADMIN ASSISTANT
674 ADMINISTRATTVE ASSISTANT
566 ARBORIST SUPERVISOR
191 EQUIPMENT SERVICES MANAGER(Appt. prior to 1/1/90)
048A HOUSING INFORMATION COORD
• 438A SAFETY COORDINATOR(Appt.onlafter 1/1l90)
12-21-96 1603.01 1662.04 1722.15 1802.24 1885.52 1972.96 2065.78 2128.01 2186.13
07-19-97 1611.03 1670.35 1730.76 1811.25 1894.95 1982.82 2076.11 2138.65 2197.06
12-20-97 1614.25 1673.69 1734.22 1814.87 1898.74 1986.79 2080.26 2142.93 2201.45
02-28-98 1646.54 1707.16 1768.90 1851.17 1936.71 2026.53 2121.87 2185.79 2245.48
09-26-98 1659.71 1720.82 1783.05 1865.98 1952.20 2042.74 2138.84 2203.28 2263.44
•
-A3-
GRADE Q17
433A CABLE COMMITIVICATIONS OFFICER
. 822 NUTRITIONIST III
644 RECREATION DIRECTOR III
364 SEIJIOR PUBLIC HEALTH NURSE
912 SUPV OF TRAFFIC MAINTENANCE
522 WATER QUALITY SPECIALIST III
554 PUBLIC SERVICES MANAGER (Eff. 10/22/97)
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (�) (g) (9)
12-21-96 1647.20 1707.32 1770.62 1850.78 1936.18 2027.83 2122.70 2189.26 2250.48
07-19-97 1655.44 1715.86 1779.47 1860.03 1945.86 2037.97 2133.31 2200.21 2261.73
12-20-97 1658.75 1719.29 1783.03 1863.75 1949.75 2042.05 2137.58 2204.61 2266.25
02-2&98 1691.93 1753.68 1818.69 1901.03 1988.75 2082.89 2180.33 2248.70 2311.58
09-26-98 1705.47 1767.71 1833.24 1916.24 2004.66 2099.55 2197.77 2266.69 2330.07
• � 1
290A CONTRACT COMPLIANCE SUPERVISOR
258A Ei3VIItONMEI3TAL HEALTH PROG SUPV
449A LIBRARIAN III (Appt. after 7/7l88)
325A MEDICAL TECHNOLOGIST SUPERVISR
• 196A SUPV OF INVESTIGATION--HUM RTS
12-21-96 1692.55 1753.74 1818.17 1904.44 1991.94 2086.86 2183.80 2251.62 2310.81
07-19-97 1701.01 17b2.51 182�.26 1913.96 2001.90 2097.29 2194.72 2262.88 2322.36
12-20-97 1704.41 1766.04 1830.91 1917.79 2005.90 2101.48 2199.11 2267.41 2327.00
02-28-98 1738.50 1801.36 1867.53 1956.15 2046.02 2143.51 2243.09 2312.76 2373.54
09-26-48 1752.41 1815.77 1882.47 1971.80 20b2.39 2160.66 2261.03 2331.26 2392.53
•
a� -��
�
GRADE 020
601 ACCOLTNTANT IV
! 031A BUII,D DESIGN CONTRACT ADMIN
131A COMPUTER OPERATIONS SUPERVISOR
211A COMPUTER SERVICES MANAGER
588 CONSERVATORY MANAGER
617 FORESTRY MANAGER
448A LIBRARIAN III(Apgt. on(Uefore 7!7/88)
521A LICENSE MANAGER
059A SAFETY COORDINATOR(Appt. prior to 111/90)
350A ZONR�TG MANAGER
A B C D E F G 10-yr. 15-yr.
(1) �2) (3) �4) (5) (6) ��) (8) (9)
12-21-96 1787.42 1853.86 1922.38 2011.99 2105.76 2204.89 2308.15 23�8.46 2445.11
07-19-97 1796.36 1863.13 1931.99 2022.05 2116.29 2215.91 2319.69 2390.35 2457.34
12-20-97 1799.95 1866.86 1935.85 2Q26.09 2120.52 2220.34 2324.33 2395.13 2462.25
02-28-98 1835.95 1904.20 1974.57 2066.61 2162.93 2264.75 2370.82 2443.03 2511.50
09-26-98 1850.64 1919.43 1990.37 2083.14 2180.23 2282.87 2389.79 2462.57 2531.59
GRADE 021
� 569 ASSESSMENTS SUPERVISOR
098 CHIEF SURVEYOR
124A AOUSING CODE INSPECTION SUPER
275A REAL ESTATE MANAGER (Unti103/27/97; then grade 025)
335A RIGHT-OF-WAY ENGINEER
12-21-96 1836.01 1905.50 1975.10 2067.89 2164.85 2268.00 2372.52 2446.06 2514.78
07-19-97 1845.19 1915.03 1984.98 2078.23 2175.67 2279.34 2384.38 2458.29 2527.35
12-20-97 1848.88 1918.86 1988.95 2082.39 2180.02 2283.90 2389.15 2463.21 2532.40
02-28-98 1885.86 1957.24 2028.73 2124.04 2223.62 2329.58 2436.93 2512.47 2583.05
09-26-98 1900.95 1972.90 2044.96 2141.03 2241.41 2348.22 2456.43 2532.57 2603.71
•
�����
�
GRADE 022
434A DENTIST (Appt. on/after 1/1/90)
� 877 PARKING ADMINISTRATOR
895 SUPV BLDG DESIGN & PLAN REVIEW
132A WATER TREATMENT SUPERVISOR
A B C D E F G 10-yr. 15-yr,
(1) (Z) (3) ( (5) (6) (�) (8) (9)
12-21-96 1887.70 1957.32 2031.05 2125.85 2225.91 2330.28 2439.96 2515.84 2585.59
07-19-97 1897.14 1967.11 2041.21 2136.48 2237.04 2341.93 2452.16 2528.42 2598.52
12-20-97 1900.93 1971.04 2045.29 2140.75 2241.51 2346.61 2457.06 2533.48 2603.72
02-28-98 1938.95 2010.46 2086.20 2183.57 2286.34 2393.54 2506.20 2584.15 2655.79
09-26-98 1954.46 2026.54 2102.89 2201.04 2304.63 2412.69 2526.25 2604.82 2677.04
GRADE 023
496 ACCOUNTANT V
287A PARKS & RECREATION MANAGER
881 SUPV OF REHABILITATION
222A ZOO DIRECTOR
12-21-96 1941.38 2013.07 2088.95 2185.88 2288.12 2397.78 2509.57 2588.79 2660.58
07-19-97 1951.09 2023.14 2099.39 2196.81 2299.56 2409.77 2522.12 2601.73 2673.88
� 12-20-97 1954.99 2027.19 2103.59 2201.20 2304.16 2414.59 2527.16 2606.93 2679.23
2-28-98 1994.09 2067.73 2145.66 2245.22 2350.24 2462.88 2577.70 2659.07 2732.81
09-26-98 2010.04 2084.27 2162.83 2263.18 2369.04 2482.58 2598.32 2680.34 2754.67
GRADE 024
219A *LIBRARIAN IV
460A EDP TECHNICAL SERVICES SUPV
228A EMPLOYMENT PROGRAMS MANAGER
217A ENVIRONMENTAL HEALTH DII2ECTOR
954 HEALTH AAMINISTRATION MANAGER
980 INFORMATION SERVICE MANAGER-WU
180A NUTRITIONIST IV
446 PUBLIC HEALTH NURSING SUPR
12-21-96 1994.07 2068.93 2145.85 224&.09 2353.45 2464.34 25&2.33 2660.58 2733.40
07-19-97 2004.04 2079.27 2156.58 2259.33 2365.22 2476.66 2595.24 2673.88 2747.07
12-20-97 2008.05 2083.A�3 2160.89 2263.85 2369.95 2481.612600.43 2679.23 2752.56
02-28-98 2048.21 2125.10 2204.11 2309.13 2417.35 2531.24 2652.44 2732.81 2807.61
09-26-98 2064.60 2142.iQ 2221.74 2327.60 2436.69 2551.49 2673.66 2754.67 2830.Q7
�
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-A6-
.e�:���»
539 ACCOUNTING MANAGER
• 406 CIVIL ENGINEER IV
411 CIVII. ENGINEER IV-VJATER UTIL
149 DENTIST(Appt. grior to 1/1/90)
449 MUNICIPAL GARAGE SUPERVISOR
882 SUPV OF TECFINICAL SERVICES
275A REAL ESTATE MANAGER (Eff. 3/28/97)
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) �5) �6) (7) ($) (9)
12-21-96 2050.02 2129.03 2208.05 2311.28 2418.96 2533.83 2653.95 2737.69 2812.71
07-19-97 2060.27 2139.68 2219.09 2322.84 2431.05 2546.50 2667.22 2751.38 2826.77
12-20-97 2064.39 2143.96 2223.53 2327.49 2435.91 2551.59 2672.55 2756.88 2832.42
02-28-98 2105.68 2186.84 2268.00 2374.04 2484.63 2602.62 2726.00 2812.02 2889.07
09-26-98 2122.53 220A.33 2286.14 2393.03 2504.51 2623.44 2747.81 2834.52 2912.18
.l 1 .
283 BUILD AND AOLISING INSP SUPV
575A POLICE RESEARCA & GRANTS MANAGER
878 PRINCIPAL DESIGNER
100A PROGRAM ADMINISTRATOR
• 594A DEPUTY LIEP DIR.-CUSTOMER SERV. (Eff. 12/3/97)
593A DEPUTY LIEP DIR.- CONSTRUCTION (Eff. 12/3/97)
12-21-96 2108.97 2186.92 2271.22 2374.69 2489.44 2b07.50 2730.87 2815.79 2893.00
07-19-97 2119.51 219'7.85 2282.58 2386.56 2501.89 2620.54 2744.52 2829.87 2907.47
12-20-97 2123.75 2202.25 2287.15 2391.33 2506.89 2625.78 2750.01 2835.53 2913.28
02-28-98 2166.23 2246.30 2332.89 2439.16 2557.03 2678.30 2805.01 2892.24 2971.55
09-2b-98 2183.56 2264.27 2351.55 2458.67 2577.49 2699.73 2827.45 291538 299532
GRADE 027
!♦ i
,
251A LIBRAItY PUBLIC SERVICES MGR. (Appt. prior to 1/1/90)
736 LICENSE AND PERMIT MANACsER
936 PRINCIPAL PLANNER
922 SENIOR PRINCIPAL PLANNER
178A TECHNICAL & SUPPORT SRVS MGR
12-21-96 2166.94 2249.14 2333.47 2444.18 2559.07 2681.33 2808.77 2895.16 2976.49
07-19-97 2177.77 2260.34 2345.14 2456.40 2571.87 2694.74 2822.81 2909.64 2991.37
12-20-97 2182.13 2264.91 2349.83 2461.31 2577.01 2700.13 2828.46 2915.46 2997.35
02-28-98 2225.77 2310.21 2396.83 2510.54 2628.55 2754.13 2885.03 2973.77 3057.30
• 09-26-98 2243.58 2328.69 2416.00 2530.62 2649.58 2776.16 2908.11 2997.56 3081.76
-A7-
... .:
464A ADMIN MANAGER--PUBLIC WORKS
• 708C ATTORNEY V
439A VALUATION & ASSFSSMENT ENG(Appt. on/after 1/1/90)
A B C D E F G 10-yr. IS-yr.
( (2) �3) ( (5) (6) ��) (8) (9)
12-21-96 2229.08 2312.35 2399.90 2513.72 2633.86 2756.18 2887.94 2974.59 3062.05
07-19-97 2240.23 2323.91 2411.90 2526.29 2647.03 2769.96 2902.38 2994.49 3077.36
12-20-97 2244.71 2328.56 2416.72 2531.34 2652.32 2775.50 2908.18 3000.48 3083.51
02-28-98 2289.60 2375.13 2465.05 2581.97 270537 2831.01 2966.34 3060.49 3145.18
09-26-98 2307.92 2394.13 2484.77 2602.63 2727.01 2853.66 2990.07 3084.97 317034
GRADE 029
773 LIBRARY SERVICES MANAGER
322A PURCHASING SYSTEM5 MANAGER
914 TREASURY MANAGER
12-21-96 2292.28 23'77.77 2468.35 2584.44 2706.74 2837.28 2972.17 3064.08 3149.75
0'7-19-97 2303.74 2389.66 2480.69 2597.36 2720.27 2851.47 2987.03 3079.40 3165.50
12-20-97 2308.35 2394.44 2485.65 2602.55 2725.71 2857.17 2993.00 3085.56 3171.83
02-28-48 2354.52 2442.33 2535.36 2654.60 2780.22 2914.31 3052.86 3147.27 3235.27
.09-26-98 2373.36 2461.87 2555.64 2675.84 2802.46 2937.62 3077.28 3172.45 3261.15
GRADE 030
143A ASSISTANT CITY ENGINEER
347A DIVISION MGR--WATER UTILITY
803 MANAGER OF DATA PROCESSING
12-21-96 2356.68 2446.18 2538.96 2658.21 2783.58 2917.54 3056.49 3149.75 3241.58
07-19-97 2368.46 2458.41 2551.65 2671.50 2797.50 2932.13 3071.77 3165.50 3257.79
12-20-97 2373.20 2463.33 2556.75 2676.84 2803.10 2937.99 3077.91 3171.83 3264.31
02-28-98 2420.66 2512.60 2607.89 273038 2859.16 2996.75 3139.47 3235.27 3329.60
09-26-98 2440.63 2532.70 2628.75 2752.22 2882.03 3020.72 3164.59 3261.15 3356.24
C ,
J
qg�q�
�F:�
1
GRADE 031
272A DEPUTY DIIZ-ECONOMIC DEVELOP
• 096A DEPUTY DIR-NEIGHBORHOOD & HSG
095A DEPUTY DIR-PLANNING & DESIGN
435A DIItECTOR OF MEDICAL SERVICES
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (�) (g) (9)
12-21-96 2424.12 2514.74 2610.67 2735.00 2864.75 3000.68 3144.07 3242.80 3333.65
07-19-97 2436.24 252731 2623.72 2748.68 2879.07 3015.68 3159.79 3259.01 3350.32
12-20-97 2441.11 2532.36 2628.97 2754.18 2884.83 3021.71 3166.11 3265.53 3357.02
02-28-98 2489.93 2583.01 2681.55 2809.26 2942.53 3082.14 3229.43 3330.84 3424.16
09-26-98 2509.85 2603.67 2703.00 2831.73 2966.07 3106.80 3255.27 3357.49 3451.55
GRADE 032
221A BUILD CODE OFFICER
12-21-96 2492.68 2585.49 2683.50 2813.00 2946.94 3088.16 3234.72 3336.95 3428.76
07-19-97 2505.14 2598.42 2696.92 2827.07 2961.67 3103.6Q 3250.89 3353.63 3445.9�
12-20-97 2510.15 2603.62 2702.31 2832.72 2967.59 3109.81 3257.39 3360.34 3452.79
02-28-98 2560.35 2655.69 2756.36 2889.37 3026.94 3172.01 3322.54 3427.55 3521.85
09-26-98 2580.83 2b76.94 2778.41 2912.48 3051.16 3197.39 3349.12 3454.97 3550.02
• GRADE 033
183A ASSISTANT GEN MGR--WATER UTY
145A ASSOCIATE CITY ENGINEER
085 CHIEF ACCOUNTANT
513 VALUATION & ASSESS ENGINEER(Appt. prior to 1/1/90)
12-21-96 2563.32 2648.45 2760.33 2893.22 3031.28 3177.62 3328.63 3432.93 3529.18
0?-19-97 2576.14 2661.69 2774.13 2907.69 3046.44 3193.51 3345.27 3450.09 3546.83
12-20-97 2581.29 2667.01 2779.68 2913.51 3052.53 3199.90 3351.96 3456.99 3553.92
02-28-98 2632.92 2720.35 2835.27 2971.78 3113.58 3263.90 3419.00 3526.13 3625.00
09-26-98 2653.98 2742.11 2857.95 2995.55 3138.49 3290.01 3446.35 3554.34 3654.00
•
��-�`'"
-A9-
GRADE 034
232C ATTQRNEY VLII
• A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (3) (6) ('n (g) (9}
12-21-96 2636.02 2735.00 2839.43 2976.41 3118.72 3267.36 3424.37 3531.34 3632.64
07-19-97 2649.20 2748.68 2853.63 2991.29 3134.31 3283.70 3441.49 3549.Q0 3650.80
12-20-97 2654.50 2754.18 2859.34 2997.27 3140.58 3290.27 3448.37 3556.10 3658.10
02-28-98 2707.59 2809.26 2916.53 3057.22 320339 3356.08 3517.34 3627.22 3731.26
09-26-98 2729.25 2831.73 2939.86 3081.68 3229.02 3382.93 3545.48 3656.24 3761.11
GRADE 035
737 DEPUTY CITY ATTORNEY
�B ���
12-21-96 2711.87 2814.04 2921.68 3062.87 3207.27 3361.21 3522.54 3634.75 3736.33
07-19-97 2725.43 2828.11 2936.29 3078.18 3223.31 3378.02 3540.15 3652.92 3755.01
12-20-97 2730.88 2833.77 2942.16 3084.34 3229.76 3384.78 3547.23 3660.23 3762.52
02-28-98 2785.50 2890.45 3001.00 3146.03 3294.36 3452.48 3618.17 3733.43 3837.77
09-26-98 2807.78 2913.57 3025.01 3171.20 3320.71 3480.10 3647.12 3763.30 38b8.47
GRADE 039
. 042 DII2ECTOR OF MEDICAL SERVICES (Appt. prior to 1/1/90)
12-21-96 3034.46 3150.36 3271.64 3428.63 3593.07 3768.06 3949.32 4073.05 4188.56
07-19-97 3049.63 3166.11 3288.00 3445.77 3611.04 3786.90 3969.07 4093.42 4209.50
12-20-97 3055.73 3172.44 3294.58 3452.66 3618.26 3794.47 3977.01 4101.61 4217.92
02-28-98 3116.84 3235.89 3360.47 3521.71 3690.63 3870.36 4056.55 4183.64 4302.28
09-26-98 3141.77 3261.78 3387.35 3549.88 3720.16 3901.32 4089.00 4217.114336.70
•
-A10-
i� �,
ATTACfINIENT TO GREEN SHEET
Saint Paul Supervisor's Organization (SPSO)
Duration
This contract will be effective January 1, 1997 through December 31, 1998.
Wages:
SPSO agreed to the same salary increases as AFSCME Clerical and Technical for the two
years of their contract.
O1J01197 2.0% 03/Ol/98 2.0°l0
08/Ol/97 0.5% 10/Ol/98 0.8%
12/31 97 0.2%
1997 2.7% 1998 2.8%
Health Insurance:
1996 - Current 1997 1998
Single $180.61 Single $191.40 (actual cost) Single $178.95 (actual cost)
Family $280.00 Family $293.44 (represents Family $293.44 (represents 50%
50% of the premium increase) of the premium increase)
Life Insurance
For each eligible employee who has elected health insurance coverage, the Employer agrees, effective
the first payroll period of 1998, to provide life insurance in an amount equal to the employee's annual
salary, or $50,000, whichever is greater.
Retiree Health Insurance
Employment with Independent School District #625 will not be counted towazd the service requirement
for employees hired after 10/Ol/97 toward the years of service for retiree health eligibility.
Severance Pay
Employment with Independent School District #625 will not be counted towazd the service requirement
for employees hired after 10/O1/97 toward the years of service for severance eligibility.
Check Off and Administrative Service Fee
Decrease the administrative service fee from $1.00 to $0.50.
Titles and Salaries (Clarification only)
Revise to incorporate any changes (tide change, abolished, starred or created) in titles as approved by the
City Council.
Classification Upgrades
Duplicating Shop Manager, grade 14 (BMS Unit Clarification)
Real Estate Manager, from grade 23 to grade 25 Effective March 28, 1997
Public Services Manager, from grade 13 to grade 17 EfFective October 22, 1997
F:U.,ABREL\CONTRACTISPSO\1997 98�.9TTACH97
Council File # 9� 9�
ORIGlNAt
Presented b}
Referted Ta
1
2
3
Committee Date
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
1997 - 1998 Collective Bazgaining Agreement between the City of Saint Paul and the St. Paul Supervisors
Organization.
Requested by Department oL
Office of Labor Relarions
By: �/�' `� "— I _
Adoption Certified by Council Secretary
�
App�
�
RESOLUTION
CITY OF SAINT PAUL, MINNESOTA
Green Sheet # 40123
S �
Adopted by Council: Date ��. 1 g
Form Appr ed b orney
sy: —��-�/�'-`� t ��t �
9R A/
. .. , ,�
DEPARTMENT/OFF[CElCQUNCIL,: DATE QQIT[ATED GREEN SHEET No.• 40123
LABOR RELATTONS January 21, 1998 '
COA"CACT PERSQ\ & PHONE: � tNlT1AINATE I1�7TlALpp7'£
'rULIE �`4US 266-6513 pSSIGNI 7 DEPAR'17JIbNt DIR KfC 4 CIIY COiJ]3CIL
NUMBER 2 CI7Y ATTORNEY ✓ CTCY CLERK
MUST BE ON COIINCIL AGEh BY (}TATE) FOR B1IDGEI' DIR. FIN. & MGT. SERVICE DIIL -
ROUTING 3 MAYOR (OR ASST.)�i�Z -�
ORDER
TOTAL # OF SIGNAT6RE PAGES_i (CLIP ALL LOCATIONS FOR SIGNATURE)
acrtox�QUES�ren: This resolurion approves the attached January 1, 1997 - December 31, 1998 Agreement between
the City of Saint Paul and the St. Paul Supervisors Organization.
RECOMMENDAITONS: Approve (A) or Reject (R) PERSONAL SERVICE CONTRACTS MUST ANSWER THE FOLLOWING
QUESTIQNS:
,PLANNING COMMISSION _CML SERVICE COMMISSION 1. Has this pe=son/fim� evu worked under a convact for this department?
CIB COMMITIEE Yes No
STAFF 2. Has this penon/fim� ever been a city employee?
�DISTRICTCOURT yes No
SUPPORTS WHICH COi7NCIL OBJECTNE? 3. Does this persoNSrtn possess a skill not nomtally possessed by any current ciry employee?
Yes No
Explaio al! yes eoswers oo separate sheet and attach to green sAeet
INITIATING PROBGEM, ISSUE, OPPORTUN;Tl (lYhu, What, When, Where, Why):
����Q��.�'
nnvnxrncES iF wrrxovEn: An Agreement in place through December 31, 1948. � A� '� ���3�3�
��� � ��f��
DLSADVANTAGESIFAPPROVED:
�S�€',�f�E� x > _ ,:�= 4 : r.�
� :.�'��,; � : �:: �
DISADVAnTAGES IF NOT AYPROYED:
J•�P� 2 1��8
�������� ������ � � , .. � s: � ,y �
_ �. . �._mu:�..._�:�.�
TOTAL AMOUNT OF'I'RANSACTiON: COSTlREVENUE BUDGETED:
F[SNDING SOURCE: ACTIVITY I3UMBER:
FINANCIAL INFORDIATION: (EXPLAII�
NOTE: COMPLETE DIRECTIONS ARE INCLUDED IN THE GREEN SHEET INSTRUCTIONAL MANUAL AVATI,ABLE IN THE
PURCHASING OFFICE (PHONE NO. 266-8900).
ROi7TING ORDER:
Below are corzect routings for the six most frequent rypes of documenu:
CONTRACTS (assumes authorized budget exists) COiINCII. RESOLUTION (Amend Budgets/Accept. Grants)
t. Outside Agency
2. Depattment Director
3. City Attomey
4. Mayor/Assistant (for contrac[s over $25,000)
5. Human Rights (for contracts over $SQ000)
6. Office of Financial Servias-Accounring
ADMINISTRATIVE ORDERS (Budget Revision)
I. Activity Manager or Department Accountant
2. DepartrnentDirectoc
3. Office of Financiat Services Director
4. City Clerk
5. Office of Financial Services-Accounting
ADMINIS'IRATIVE ORDERS (all others)
1. Department Director
2. Ciry Attomey
3. Office ofFinancial Services Director
4. Ciry Cierk
1. Depar[ment Director
2. Office of Financial Services Director
3. City A2tomey
4. MayodAssistant
5. City Council
6. Office ofFinancial Services-Accounting
COUNCII. RESOLUTION (all others, and Ordinances)
I. Depaztment Director
2. Ciry Attorney
3. Mayor /Assistant
4. City Council
EXECUTIVE ORDER
I. Department Direc[or
2. City Attomey
3. Mayor/Assistant
4. Ciry Clerk
TOTAL NUMBER OF SIGNATURE PAGES �
Indicate the # of pages on which signatures are reqvired and paperclip or flag each of these pages.
ACTFON REQUESTED
Describe what the projecUrequest seeks to accomplish in either chronologieai order or order of importance, whichever is most appropriate for
the issue. Do not write complete sentences. Begin each item in your list with a verb.
RECO?vIMENDATIONS
Complete if the issue in questio� has been presented before any body, public or private.
PERSONAL SERVICE CONTRACTS:
This information will be used to determine the city's liabiliry for workers compensation daims, taYes and proper civil service hiring rules.
INITTATING PROBLEM, ISSUE, OPPORTUNTTY
Explain the situation or conditions that created a need for yow project or reques[.
ADVANTAGESIFAPPROVED
Indicate whether this is simply an annual budget procedure required by law/charter or whether there aze specific ways in which the Ciry of
Saint Paul and its citizens will benefit from this projecUacfion.
DISADVANTAGES IF APPROVED
What negative effects or major changes to existing or past processes migM this projectheques[ produce if it is passed(e.g., uaffic delays, noise,
tax increases or assessmenuj? To Whom? When? For how long?
DISADVANTAGES IF NOT APPROVED
What will be the negative consequences if the pmmised action is not approved? Inabiliry ro deliver service? Continue high hzffic, noise,
accident rate? Loss of revenue?
FINANCIAL IMPACT
Although you mus[ tailor the informaTion yo� provide here to the issue you are addressing, in generat you mus[ answer ttvo questions. How
much is it going fn cost? Who is going to pay?
P.�FORMS\GRNBACK WP
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COI.LEGT� BA�tGA�TIAi� AGREEN�ENT ;
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ARTICLE TITLE PAGE
Preamble ........................................ri
i Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
2 Savings Clause . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
3 Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
4 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
5 Check Off and Administrative Service Fee . . . . . . . . . . . . . . . . . . . 2
6 Hours of Work and Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
7 Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
8 Non-Discrimination .................................5
9 Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
10 Legal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
11 Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
12 Wages .........................................10
13 Parental Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
• 14 Insurance ......................... ........ . . . . . . 11
15 Vacation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
16 Holidays ........................................16
17 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
18 Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
19 Mileage ........................................ 19
20 Safety Shoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
21 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
AppendixA .................................... A1
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PREAMBLE
This Agreement, entered into between the City of Saint Paul, hereinafter
referred to as either the "Employer" or the "City," and the Saint Paul Supervisors'
Organization, hereinafter referred to as the "Organization," for the purpose of fostering
and promoting harmonious relations between the Employer and ffie Organization 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
rnore complete understanding on the part of both the Employer and the Organization of
their respective rights and responsibilities.
The provisions of this Agreement shall not abrogate the rights and/or duties of
• the Bmployer, the Organization, or the employees as established under the provisions
of the Public Employee Labor Relations Act of 1984, as amended.
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ARTICLE 1 - RECOGI�ITION
• 1.1 The Employer recognizes the Saint Paul Supervisors' Organization as the exclusive
representative for the White Collar Supervisory Employees of the Professional Group,
and certain Unclassified Supervisory Employees, as certified by the State of Minnesota,
Bureau of Mediation Services, dated December il, 1973, Case No. 74PR-207A and as
revised by Unit Ci�cadon Heazing of Bargaining Unit, April 16, 1974, Case No.
74-PR�14-A. and as revised by Certification of Exclusive Representative, December
7, 1977, Case No. 78-PR-500-A.
1.2 The parties agree that any new classifications which are covered by the certification as
stated in Article i.l above shall be recognized as part of this bazgaining unit.
ARTICLE 2 - SAVINGS CLAUSE
2.1 This Agreement is subject to the laws of the United States and the State of Minnesota.
In the event any provision of this Agreement shali be held to be conuary to law by a
coun of competent jurisdiction from whose final judgment or decree no appeal has been
taken within the time provided, such provisions shall be voided. All other provisions
shall continue in fuil force and effect. The voided provision may be renegotiated at the
• written request of either party. Al] other provisions of this Agreement shall continue in
full force and effect.
ARTICLE 3 - MANAGEMENT RIGHTS
3.1 The Organization recognizes the right of the Employer 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 o�cially 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 areas of discretion or
policy as the functions and programs of the Employer, its overall budget, utilization of
technology, and organizational structure and selection and d'uection and number of
personnel.
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ARTICLE 4- 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 modifie@ by ihis
Agreement shall be maintained at not less than the highest minimum standard as set
forth in the Civil Service Rules of the City of Saini Paul (Council File No. 273022,
June 2, 1979 as amended) and the Saint Paui Salary Plan and Rates of Compensation
(Council File No. 277198, August 8, 1981 as amended) 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.
ARTICLE 5- CHECK OFF AND ADMIlVISTRATIVE SERVICE FEE
5.1 The Employer agrees to deduct the Organizauon membership uritiation fee assessments
and once each month dues from the pay of those employees who individuaIly request in
writing that such deductions be made. The amounts to be dedncted shall be certified to
the Employer by a represenrative of the Organization 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.
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5.2 Any present or future employee who is not an Organization member shali be required •
to conuibute a fair share fee for services rendered by the Organization. Upon
notification by the Organization, the Employer shall check off said fee from the
earnings of the employee and uansmit the same to the Orgauization. In no instance
shatl the fair share fee exceed 85 % of reguIar memberslup dues. It is also understood
that in the event the Employer shall make an improper fair share deduction from the
earnings of the employee, the Organization sha11 be obligated to make the Employer
whole to the extent zhat the Employer shall be required to reimburse such employee for
any amount improperly withhel@. Tfris provision shall remain operative only so loag as
specifically provided by Minnesota law, and as otherwise legal.
5.3 Adminisuative Service Fee. The Organization agrees that an administrative fee of fifry
cents ($0.50) per member, per month shall be deducted by the Employer from the
amount withheld for dues or fair share prior to remittance of dues or fair share to the
Organization.
5.4 The Organization agrees to indemnify and hold the Employer harmless against any and
all cIauns, suiu, orders or judgments brought or issued against the Empioyer as a result
of any action taken or not taken by the Employer under the provisions of this article.
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. ARTICLE 6- HOURS OF WORK AND OVERTIlVIE
6.1 The normal hours of work for the employees shall be seven and three-fourths (7 3/4)
hours in any 2A hour period and 38 3/4 hours in a 7 day period. For employees on a
shift basis this shall be construed to mean an average of 38 3/4 hours a week.
6.2 Employees who work more than 7 3/4 hours in any 24 hour period or more than 38 3!4
hours in any 7 day period shall not receive pay for sucfi additional work.
6.3 It is understood by the parties that Section 28H - Overtime Compensation of the Civil
Service Rules (Council File No. 273022, June 2, 1979 as amended} shall not apply to
this unit.
6.4 Employees who work more than ? 3/4 hours in any 24 hour period or more than 38 314
hours in any particular 7 day period may be granted compensatory time with the
approval of their department head.
6.5 For employees who wish to share a position, the Employer will attempt to provide
options for implementing a sharing arrangement. Such an anangement 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 benefiu shall be administered in
accordance with the provisions of Article 14 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, after ten (10) days, such vacancy cannot be filled, the Employer shail have
the option of increasing the remaining employee's work hours.
6.6 Article 6.5 shall not be subject to the provisions of Article 11 of this Agreement.
ARTICLE 7 - SENIORITY
7.1 Seniority, for the purposes of this Agreement, shall be defined as follows: The length
of continuous, regular and probationary service with the Empioyer from the date an
emp]oyee was fust certified and appointed to a class title covered by this Agreement, it
being further understood that seniority is conf"med to the current class assignment heid
by an employee. In cases where two or more employees aze 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 the certification was made.
7.2 Seniority shall terminate when an employee retires, resigns, or is discharged
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ARTICLE 7 - SE1vIORITY (Continued)
7.3 In the event it is deternuned by the Employer that it is necessary io reduce the work
force, employees wil] be laid off by class tide within each department based on inverse
length of seniority as defined above. The O�ce of Human Resources will identify such
Ieast senior employee in the titte in which there is to be a lay-off in the department
reducing positions, and shall notify said employee of his/her reducuon from the
department. If there are any vacancies in that tiUe in any other City department, the
O�ce of Human Resources shall place the affected empioyee in such vacancy. If two
or more vacant positions are available, the Office of Human Resources shall decide
which vacant position the affected employee shall fill. If no vacancy exists in such tifle,
then the least senior employee in the City in such tide shall be identified, and if the
employee affected by the original departmental reduction is more senior, he/she
shall have the right to claim that position and the leasi senior employee in the City, in
that tide, shall be laid off. For the purpose of this article, the Board of Education is
not considered a City department nor is a Boazd of Education employee considered a
city emptoyee.
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7.4 If the employee to be laid off as a result of Article 7.3 above is in a ritie in a
promotional series and has held lower tifles in the series in this or any other bargaining
unit, such empioyee will be offered a reduction to the highest of these titles within the
department to which ciass�cation seniority as defined in Article 7.1 above would keep •
them from being laid off. Ttris Article 7.4 shall not be effective until and unless the St.
Paul Professionai Employees Association, AFSCME Clericai Loca12508, and
AFSCME Technical Local 1842 col2ecrive bargaining agreements have corresponding
language. Unal such corresponding language is included in such bargaining
agreemenu, the provisions of this Article 7.4 shall be applicable only to the extent that
such reductions may be offered oniy to previousIy held lower titIes within the
department in the series which are in this bargauring unit.
7.5 Recall from layoff shali be in inverse order of layoff, except that recall righu 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 Lhat they previously held.
7.6 To the extent possible, vacation periods shall be assigned on the basis of seniority. It
is, however, understood that vacation assignment shall be sabject to the abi2iry of the
Employer to maintain operations.
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� ARTICLE 8 - NON-DISCRIMINATION
8.1 The provisions of tius Agreement shall be applied equally by the Employer and the
Organization to all empioyees covered by this Agreement in accordance wi8i applicable
city, state and federal law.
ARTICLE 9 - DISCIPLINE
4.1 Discharges will be preceded by a five (5) working day preliminary suspension without
pay. During said period the employee and/or Organization may request, and shall be
entitled to a meeting with the Employer representative who initiated the suspension with
intent to discharge. During said five (5) working day period, the Employer may
a�rm, modify or withdraw the suspension and discharge.
9.2 The Employer will discipline the employees for just cause only. Discipline may be in
any of the forms listed below.
Oral reprunand;
Written reprimand;
Suspension;
Reduction;
Discharge;
� 9.3 Suspensions, reductions and discharges will be in written form.
9.4 Employees and the Organization will receive copies of written reprimands and notices
of suspension, discharge and reductions.
9.5 Empioyees may examine all information in their Employer personnel files. Files may
be examined at reasonable tirnes.
9.6 An employee to be questioned conceming an investigation of discipiinary action shall
have the right to request that an Organization representative be present.
ARTICLE 10 - LEGAL SERVICES
10.1 Except in cases of malfeasance in office or wiliful or wanton neglect of duty, Empioyer
shall defend, hold harmless and indemnify employee against any tort claun or demand,
whether groundless or otherwise, arising out of an alleged act or omission occuning in
the performance and scope of employee's duties.
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ARTICLE 10 - LEGAL SERVICES (Continued)
10.2 Notwithstanding Article 10.1, the Employer shall not be responsible for paying any
IegaI service fee or for providing any Iegal service arising from any legal action where
the employee is the Plaintiff.
10.3 Each employee, within 20 days after receiving notice of (i) a tort claim or demand,
action, suit or proceeding against him or her, (2) a judgtnent, verdici, fiading or
determination, either of wluch arises out of alteged or found acu or omissions
occuning in the performance or scope of the empioyee's duties, shall notify the City by
giving written notice thereof to the Office of the City Clerk.
ARTICLE 11- GRIEVANCE PROCEDURE
11.1 A grievance is defined as a dispute or disagreement as to the interpretation or
application of the specific terms and conditions of this Agreement. The procedure
estabIished by this Article shalI be the sofe and exciusive procedure for the processing
of grievances arising from this Agreement or arising from terms and conditions of
emptoyment in the City of St. Pau1 Civit Service Rules and Salary PTan and Rates of
Compensation.
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11.2 The Emgloyer will recognize representauves designated by the Organization as the �
grievance representatives of the bargaining unit having the duties and responsibilities
established by this Articie. The Organization shall notify the Employer in writing of
the names of such Organization Representatives and of their successors when
designated. The Employer shall notify the Organization in writing as to its designated
representatives.
11.3 It is recognized and accepted by the Organization and the Employer that the processing
of grievances as hereinafrer provided is limited by the job duties and responsibitities of
the empioyees and shall therefore be accomplished during normal working hours when
consistent with such employee dudes and responsibilities. The aggrieved employee and
an Organization representative shail be ailowed a reasonable amount of time without
loss of pay when a grievance is investigated and presented to the Employer during
normal working hours provided that the employee and the Organization Representative
have notified and received the approval of designated supervisor and provided that such
absence is reasonable and would not be detrimental to the work program of the
Employer. It is understood that the Empioyer shaii not use the above limitation to
hamper the processin$ of grievances.
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ARTICLE 11- GRIEVANCE PROCEDURE (Continued)
• 11.4 Grievances, as defined by Paragraph ll.l, shall be resolved in conformance with the
following procedure:
Step 1. An employee claiming a violation conceming the interpretation or
applicarion of this Agreement shall, within twenty-one (21) calendaz days
afcer such alleged violation has occurred, present such grievance to the
Employee's supervisor as designated by the Employer. The
Employer-designated representative will discuss and give an answer to
such Step i grievance within ten (10) calendar days after receipt. A
grievance not resolved in Step 1 and appealed to Step 2 shall be placed in
writing setting forth the nature of the grievance, the facts on which it is
based, the provision or provisions of the Agreement allegedly violated,
the remedy requested, and shall be appealed to Step 2 hy the
Organization within fifteen (15) calendaz days afrer the Employer-
designated representative's finai answer in Step i. Any grievance not
appealed in writing to Step 2 by the Organization within fifteen (15)
calendar days shall be considered waived.
Step 2. If appealed, the written grievance shall be presented by the Organization
and discussed with the Employer-designated Step 2 representative. The
• Employer-designated representative shall give the Organization the
Employer's Step 2 answer in writing within ten (10) calendar days
following the Employer-designated representative's final Step 2 answer.
Any grievance not appealed in writing to Step 3 by the Organization
within ten (10) calendar days shall be considered waived.
Step 3. If appealed, the written grievance shall be presented by the Organization
and discussed with the Employer-designated Step 3 representative. The
Employer-designated representative shall give the Organization the
employer's answer in writing within ten (10) calendar days after receipt
of such Step 3 grievance. A grievance not resolved in Step 3 may be
appealed to Step 4 within ten (l0) calendar days following the
Employer-designated representative's final answer in Step 3. Any
grievance not appeaied in writing to Steg 4 by the Organization within
ten (10) calendar days shall be considered waived.
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ARTICLE 11- GRIEVANCE PROCEDURE (Cantinuedj
Optional Mediation Step
If the grievance fias not been satisfactorily resolved at Step 3, either the
Organization or the Employer may, within ten (10) calendar days, request
mediation. If the parties agree that tfie grievance is suitable for mediation, the
Parties shall submit a joint request to the Minnesota Bureau of Mediarion
Services for tlie assignment of a mediator. Grievance mediation shall be
completed within thirty (30) days of the assignment unless the parties
mutuaIly agree to lengthen the time Iimit.
2. Grievance mediation is an optional and voluntary part of the grievance
resolution process. It is a supplement to, not a substitute for, grievance
arbitration. When grievance mediation is invoked, the conuactual time limit for
moving the grievance to arbitration shall be delayed for the period mediation.
The grievance mediation process shall be informal. Rules of evidence shall
not apply, and no record shall be made of the proceeding. Both sides shall be
provided ample opportunity to present the evidence and argument to support
their case. The mediator may meet with the parties in joint session or in
separate caucuses.
4. At the request of both parties, the mediator may issue an oral recommendation
for settlement. Either party may request that the mediator assess how an
arbitrator might rule in this case.
The grievant shall be present at the grievance mediauan proceeding. If the
grievance is resolved, the grievant shall sign a statement agreeing to accept
the outcome. Unless the parties agree otherwise, the outcome shall not be
precedential.
If the grievance is not resolved and is subsequendy moved to azbitration, such
proceeding shall be de novo. Nothing said or done by the parties or the
mediator during grievance mediation with respect to their positions concerning
resolution or offers of settlement may be used or referred to during arbitration.
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ARTICLE 11 - GRIEVANCE PROCEDURE (Continued)
• Step 4. If the grievance remains unresolved, the Organization may within
fourteen (14) work days after the response of the Employer in Step 3, by
written notice to the Employer, request arbitration of the grievance. The
arbitration proceedings shailbe conducted by an arbitrator to be elected
from a permanent panel of five (5) arbitrators. Arbitrators shall be
selected by lot within twenty (20) work days after notice has been given.
The permanent panel of azbitrators shall be mutually agreed to by the
Empioyer and the Organization no later than sixty (60) days after the
signing of this Agreement.
In the event the Employer and the Association cannot mutualiy agree to
five (5) arbitrators for the permanent panel, the parties will pedtion the
Director of Mediation Services for a list af ten {10) arbivators for each
panel member for which the parties did not mutualiy agree. The parties
shall alternately strike names from such list(s), the Employer striking
first, until one (1) name remains.
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Vacancies occurring on the permanent panel during the life of this
Agreement shall be filled by mutual agreement of the parties. If the
parties cannot mutually agree, the vacancy shall be filled by the process
noted in the preceding paragraph.
This arbitrator selection process shal] be effective only for the duration
of this Agreement unless both parties agree to extend such provisions.
At any tizne prior to the opening of an arbitration hearing, the parties
may mutually agree to utilize the assistance of the Bureau of Mediation
Services to attempt to mediate a resolution of ihe dispute.
11.5 The fees and expenses for the azbitrator's services and proceedings shall be bome
equaily by the fimployer and the Organization provided that each party shall be
responsibie for compensating its own representatives and witnesses.
If either party desires a verbatim record of the proceedings, it may cause such a record
to be made, providing it pays for the record. If both parties desire a verbatim record of
the proceedings the cost shall be shared equally.
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ARTICLE 11- GRIEVANCE PROCEDURE (Continued)
11.6 If a grievance is not presented within the time limiu set forth above, it shail be
considered "waived. " If a grievance is not appealed to the next step within tfie
specified time lunit or any agreed extension thereof, it shall be considered settled on the
basis of the Employer's tast answer.
If the Employer does not answer a grievance or an appeal thereof wiihin the specified
time limits, the Organization may etect to take the grievance to the next step. The time
limit in each step may be extended by mutual written agreement of ihe Employer and
the Organization in each scep.
11.7 It is understood by the Organization and the Employer that a grievance may be initiated
by the Organization using 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
deternuned 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.
ARTICLE 12 - WAGES
12.1 The wage schedule for the purpose of this contract shall be Appendix A.
The rates shown in Appendix A reflect the following:
Effective December 21, 1996:
Effective July 19, 1997:
Effective December 20, 1997:
Effective February 28, 1998:
Effective September 26, 1998:
2.0� increase across the board
0.5 % increase across the board
0.2% increase across the board
2.0% increase across the boazd
0.8 % increase across the board
Appendix A shall reflect a lower salary grade for employees appointed on or afrer
January 1, 1990 than for employees appointed prior to 3anuary 1, 1990 to the titles listed
below.
Cabie Communications Officer
Dentist
D'uector of Medical Services
Library Public Services Manager
Safety Coordinator
Valuation and Assessment Engineer
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ARTICLE 13 - PARENTAL LEAVE
• 13.1 A twelve (12) month Parentalleave of absence without pay shall be granted to a natural
or an adoptive pazent, who requests such leave in conjuncrion with the birth or adoption
of a child. S�ch 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 elctension of such leave shall not be subject to the provisions of
Article i l 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 they held prior to
the begim�ing of their leave.
13.2 Leave of absence for the adoption of a child or for paternity leave shall be in
accordance with applicable laws.
ARTICLE 14 - 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 imglements.
14.2 Effective January 1, 1997, the Employer shall contribute $191.40 per month toward the
cost of the single health insurance premium.
EfFective January 1, 1997, ffie Employer shall contribute $280 plus 50% of the
premium increase per month toward the cost of the family health insurance premium.
Effective January 1,1998, the Employer agrees to contribute the actual cost of the
single health insurance premium.
Effective January 199$, the Employer shall contribute the 1997 rate plus 50% of the
premium increase per month toward the cost of the family health insurance premium.
14.3 For each eligible employee who has elected health insurance coverage, the Employer
agrees, effective the first payroll period of 1998, to provide life insurance in an amount
equal to the employee's annual salary, or $50,000, whichever is greater. Employees
who waive participation in the health insurance plan shall not be eligible for this life
insurance, nor shall they be eligible to participate in any optional coverages or fle�bie
spending accounts.
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ARTICLE 14 - INSURANCE (Continued)
14.4 Employees who retire must meet the following conditions at the tune of retirement in
order to be eIigible for the Employer contributions, Iisted in Sections 14.5 through 14.8
below, toward a health insurance plan offered by the Employer:
14.4(1) Be receiving benefits from a Public Employee Retirement Act at the time
of retirement; an@
14.4(2) Have severed his/her relationship with the City of Saint Paul for reasons
other than misconduct; and
14.4(3) Employment with Independent School District #625 will not be counted
toward the service requirement for employees }rired after 10/Oi/97
toward the yeazs of service for retiree health eligibility.
Early Retirees
14.5 This Section applies to employees who:
14.5(1)
14.5(2)
14.5(3)
14.5(4)
14.5(5)
14.5(6)
Retire on or after January 1, 1996, and
Have completed 2Q years Fult-time with the Ciry of Saint Paal, and
Were appointed before January 1, 1990, and
Have not attained age 65 at retirement, and
Meet the terms set forth in Section 14.4 above, and
Select a health insurance plan offered by the Employer.
Until such employees reach sixty-five (65} years of age, the Employer agrees to
contribute a maximum of $350.00 per month toward the cost of single or family health
insurance coverage. Any unused portion shall not be paid to tfie retiree. In addition,
the Empioyer will contribute the cost for $5,000 life inc„rance coverage until the retiree
attains the age of 65.
When such early retiree attains age 65, the provisions of Section 14.7 shall apply.
�
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14.b This Section shall apply to employees who:
ARTICLE 14 - INSURANCE (Continued)
14.6(i)
Regular Retirees (Age 65 and over)
14.6(2)
14.6(3)
14.6(4)
14.6(5)
Until such employees reach sixty-five (65) years of age, the Employer agrees to
contribute a maximum of $300.00 per month toward the cost of single or family health
insurance coverage. Any unused portion shall not be paid to the retiree. In addition,
the Employer will conuibute the cost for $S,OOO life insurance up till the retiree attains
the age of 65.
When such early retiree attains age 65, the provisions of Section 14.8 shall apply.
Retire on or after January 1, 1996, and have comp2eted 20 yeazs fuli-
time with the City of Saint Paul, and
Were appointed on or after January 1, 1990, and
Aave not attained age 65 at retirement, and
Meet ti�e conditions of Section 14.4 above, and
Select a health insurance pian offered by the Employer.
14.7 This Section shall apply to Full-time employees who:
14
14
14
14
14
14
7(1)
7(2)
7(3)
7(4)
7(5)
7(6)
Retire on or after January 1, 1996, and
Were appointed prior to January 1, 1990, and
Have completed 20 years Full-time with the City of Saint Paui, and
Have attained age 65 at retirement, and
Meet the conditions of Section 14.4 above, and
Select a health insurance plan offered by the Employer.
The Employer agrees to contribute up to a maximum of $550.00 per month towazd the
cost of single or family health insurance coverage. Any unused portion shall not be
paid to the retiree. No life insurance coverage wiil be provided.
� -13-
ARTICLE 14 - INSURANCE (Continued)
14.8 This Section shall apply to Full-time employees who:
14.8(1)
14.8(2)
14.8(3)
14.8(4)
ia.s(5>
14.8(6)
Ret'ue on or after January 1,l996, and
Were appointed on or after January i, 1990, and
Have completed 20 yeazs Full-time with the City of Saint Paul, and
Have attained age 65 at retirement, and
Meet the conditions of Section 14.4 above, and
Seleci a health insurance plan offered by the Emptoyer.
The Employer agrees to contribute up to a maacimum of $300.00 per month toward the
cost of single or family health insurance coverage. Any unused portion shall not be
paid to the retiree. No life insurance coverage will be provided.
Survivor Insurance
14.9 The surviving spouse of an employee carrying fanuly coverage at the tune of his/her
death due to a job connected injury or Illness which was determined to have arisen out
of and in the course of his/her employment under worker's compensation law sha1I
continue to be eligible for city contribution in the same proportions as is provided for
retired employees.
In the event of the death of an early retiree or a regular retiree, the dependents of the
retiree shall have the option, within thirty (30) days, to continue the current
hospitalization and medical benefits which said dependents previously had, at the
premium and Empioyer contribution accotded to the eligible deceased retiree.
Ft is further nnderstood that coverage shall cease in the event of:
14.9(1) Subsequent remarriage of the surviving spouse of the deceased employee
or retiree.
14.9(2) The employment of the surviving spouse of dependent where health
insurance is obtained through a group program provided by said
Employer. In this event, however, the surviving spouse or dependent
shall have the right to maintain city health insurance for the first ninety
(90) days of said employment.
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ARTICLE 14 - INSURANCE (Continued)
14.10 A retiree may not carry his/her spouse as a dependent if such spouse is also a Ciry
retiree or Ciry employee and eligible for and is enrolled in the Ciry health insurance
program.
14.11 The contributions indicated in this Article 14 shall be paid to the Bmployer's
third parry administrator.
14.12 Employees 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.
14.13 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.
ARTICLE 15 - VACATION
15.1 In each calendar year, each full-time employee shall be granted vacation according to
the following schedule:
Years of Service
Less than 8 years
After 8 years thru 15 years
After 15 yeazs and thereafrer
Vacation Granted
15 days
20 days
25 days
Employees who work less ffian full-time shall be granted vacation on a pro rata basis.
•
15.2 The head of the department may permit an empioyee to carry over into the foliowing
year up to fifteen days' vacation.
-15-
ARTICLE 15 - VACATION (Continued)
15.3 The time of vacation shall be approved by the head of the department in which the
employee is empioyed. If an employee has been granted more vacation than he has
earned up to the time of his separation from the City service, the employee shall
reimburse the City for such unearned vacation. If an employee is separated from the
service by reason of resignation, he shail be granted such vacation pay as he may have
earned and not used up to the time of such separation, provided that he has notified the
department head in writing at least fifteen calendar days prior to the date of his
resignation. If an employee is separated from the service by reason of discharge,
retirement or death, he shall be granted such vacation pay as he may have earned and
not used up to the time of such separation. The provisions of this Section shaIl not
apply to temporary or emergency empIoyees.
15.4 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 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 Ieave in each calendar year under t�is provision.
15.5 In addition to the provisions of the above Article 15.4 of this Agreement, an employee,
with the approval of the department head, may convert another ten (10) days of
accumulated sick leave credit in excess of one hundred eighry (180) days to vacadon at
a rate of one-half (1/2) day of vacation for one (i) day of sick leave credit.
ARTICLE 16 - HOLIDAYS
16.1 Holidays recognized and observed. The following days shall be recognized and
observed as paid holidays:
New Year's Day
Martin Luther King Day
Presidents Day
Memorial Day
Independence Day
Two floating holidays
Izbor Day
Day After Thanksgiving
Veterans' Day
Thanksgiving Day
Christcnas Day
Eligible employees shall receive pay for each of the holidays listed above on wlrich they
perform no work. LVhenever 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.
However, for those employees assigned to a work week which includes a Saturday or
Sunday, the holiday shall be observed on its calendar date.
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• ARTICLE 16 - HOLIDAYS (Continued)
16.2 The floating holidays set forth in Secrion 16.1 above may be taken at any time during
the contract year, subject 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 the last working day before the holiday
and the first working day after the holiday. It is further understood that neither
temporary nor other employees not heretofore eligible shall receive holiday pay.
ARTICLE 17 - SEVERANCE PAY
17.1 The Employer shall provide a severance pay program as set forth in this Article.
17.2 To be eligible for the severance pay program, an empioyee must meet the following
requirements:
17.2(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 Ciry severance pay program.
17.2(2) The employee must have at least fifteen (15) years of consecutive service
under the classified or unclassified Civil Service at the time of
separation. For the purpose of this Article empioyment with the
Independent School District #625 will not be counted toward the service
requirement for employees hired after 10/Ol/97 toward the years of
service for severance eligibility.
17.2(3) The empioyee must file a waiver of re-employment with the Director of
Human Resources, which will clearly indicate that by requesting
severance pay, the employee waives all rights to claim reinstatement or
re-employment (of any type), with the City.
17,2(4) The employee must have accumulated a minimum of eighty (SO) days of
sick leave credits at the time of lus separation from service.
� -17-
ARTICLE 17 - SEVERANCE PAY (Continued)
17.3 If an employee requests severance pay and if the employee meets the eligibility •
requirements set for[h above, he or she will be granted severance pay in an aznount
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.
17.4 The malcunum amount of money that any employee may obtain through tius severance
pay program is $10,000.
17.5 For the purpose of this severance program, a death of an employee who meets all of the
requiremenu set forth above, at the time of his/her death, payment of the severance pay
shall be made to the employee's estate or spouse.
17.6 The manner of payment of such severance pay shall be made in accordance with the
provisions of City Ordinance No. 16303.
ARTICLE 18 - SICK LEAVE
18.1 Employees shall accumulate sick leave crediu at the rate of .0576 of a working hour for
each full hour on the payroll excluding overtime, Sick leave shall be granted in
accordance with the Civil Service Rules.
18.2 In the case of a serious illness or disability of an employee's cluld, parent or household •
member, the head of the department shall grant leave with pay in order for the
employee to caze 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 shail be limited to 40 hours per incident.
18.3 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.
18.4 The head of rhe department or the Human Resources Director may require a physician's
certificate at any time during an employee's use of sick leave for the purposes stated in
18.2 above. All such certificates shall be forwazded by the appointing officer to the
Human Resources Office. If an employee is absent because of the provisions of Articie
18.2 above for three or fewer calendaz days he/she shail submit to the head of the
Depariment a certificate sigaed by the emgloyee staiiag the nature of the cl�td, pazent,
or household member's sickness.
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ARTICLE 18 - SICK LEAVE (Continued)
�S
� 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 nariue and period of the person's sickness is submitted and
approved by the head of the department and forwarded to the Human Resources Office.
18.5 No sick leave shall be granted for the above reasons unless the employee reports to
his/her department head ffie necessity for the absence not later than one-half hour afrer
histher regulariy 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.
18.6 An employee shall be paid under the provisions of this paragraph only for the number
of days or hours for which helshe would normally have bee paid if he/she had not been
on sick leave.
18.7 Any employee who has accumulated sick leave credits, as provided in the Civil Service
Rules, may be granted one day of such leave to attend the funeral of the employee's
grandparent or grandchild.
ARTICLE 19 - CITY MILEAGE
� 19.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul
Administrative Code, as amended, pertaining to reimbursement of City o�cers and
employees for the use of their own automobiles in the performance of their duties, the
following provisions are adopted.
19.2 Method of Computation: To be eligible for such reimbursement, all officers and
employees must receive written authorization from the Department Head.
Type 1. If an employee is required to use his(her own automobile
OCCASIONALLY dur'sng employment, the employee shall be
reimbursed at the rate of $4.00 per day for each day the employee's
vehicie is actually used in performing the duties of the employee's
position.
In addition, the employee shall be reimbursed $.20 per mile for each
mile actually driven.
• -19-
ARTICLE 19 - CITY MII.EAGE (Continued)
If such employee is required to drive an automobile during employment �
and the department head or designated representadve detemunes 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
reunbursed at ihe nte of $.20 per mile driven and shall not be eligible
for any per diem.
Type 2. If an employee is required to use hislher own automobile REGiII.ARLY
during employment, the employee shall be reimbursed at the rate of
$4.00 per day for each day of work. In addition, the employee shall be
reimbursed $.20 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 automob�e, then the employee shall be
reimbursed at the rate of $.20 per mile driven and shaA not be eligible
for any per diem.
193 The City will provide parking at the Civic Center Parking Ramp for City employees on
either of the above mentioned types of rennbursement 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 availabie. •
14.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing ihe
procedures for automobile reimbursement, which regulations and rules shall contain the
requireznent ihat recipienis 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 properry 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.
ARTICLE 20 - SAFETY SHOES
20.1 For those employees required, by the Employer, to weaz safety shces or boots, the
Employer agrees to contribute $30.00 per year towazd the purchase of such shoes or
boots.
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ARTICLE 21 - DURATION AND EFFECTIVE DATE
a�-q�
21.1 Complete Agreement with Waiver of Bargaining. This Agreement shall represent
the complete Agreement between the Organization and the Employer. The parties
acl�owledge that during the negotiations which resulted in this Agreement, each had
the unlimited right and opportunity to make requests and proposals with respect to any
subject or matter not removed by law from the area of collective bargaining, and that
the complete understandings and agreements arrived at by the parties after the exercise
of that right and opportunity are set forth in this Agreement. Therefore, the Employer
and the Organizauon, for the life of this Agreement, each voluntarIly and unqualifiedly
waives the right, and each agrees that the other shall not be obligated to bargain
collectively with respecC to any sub}ect or matter referred to or covered in this
Agreement.
21.2 Except as herein provided this Agreement shall be effective as of the date it is executed
by the parties and shall continue in full force and effect through December 31, 1998
and thereafter until modified or amended by mutual agreement of the parties. Either
parry desiring to amend, or modify this Agreement shall noufy the other in writing so
as to comply with the provisions of the Public Employment Labor Relations Act of
1984, as amended.
21.3 This constitutes a tentative Agreement between Yhe parties which will be recommended
by the Director of Labor Relations, but is subject to the approval of the Administration
of the City, and is also subject to ratification by the Organization.
WITNESSES:
CITY OF SATNT PAUL
SAINT PAUL SUPERVISORS'
ORGAIVIZATION
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Ma H. Kearney
Labor Relations Director
i-art-58'
Date
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J es O'I,eary
esident
/�Z��F�
Date
• -21-
APPENDIX A � �� �
TITLES AND SALARIES
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436A EQUIPMENT SERVICES MANAGER (Appt. on/after i/1/90)
A B C D E F G 10-yr. 15-yr.
(i) (2) (3) (4) (5) (6) ��) �8) �9)
12-21-96 1325.91 1375.27 1424.95 1489.25 1557.70 1629.45 1704.22 1753.91 1801.60
07-19-97 1332.54 1382.15 1432.07 1496.70 1565.49 1637.60 1712.74 1762.68 1810.61
12-20-97 1335.21 1384.91 1434.93 1499.69 1568.62 1640.88 1716.17 1766.21 1814.23
02-28-98 1361.91 1412.61 1463.63 1529.68 1599.99 1673.70 1750.49 1801.53 1850.51
09-26-98 1372.81 1423.91 1475.34 1541.92 1612.79 1687.09 1764.49 1815.94 1865.31
GRADE O10
371A BUILD SUPERINTENDENT
260A OFFICE MANAGER
316A STOREROOM MANAGER
606A IMPOUND LOT SUPERVISOR (Eff. 12/7/97)
12-21-96 1363.79 1411.22 1461.75 1529.32 1599.89 1673.75 1749.53 1803.66 1853.27
• 07-19-97 1370.61 1418.28 1469.06 1536.97 1607.89 1682.12 1758.28 1812.68 1862.54
12-20-97 1373.35 1421.12 1472.00 1540.04 1611.11 1685.48 1761.80 1816.31 1866.27
02-28-98 1400.82 1449.54 1501.44 1570.84 1643.33 1719.19 1797.04 1852.64 1903.60
09-26-98 1412.03 1461.14 1513.45 1583.41 1656.48 1732.94 1811.42 1867.46 1918.83
GRADE Ol l
396A GOLF PRO/MANAGER
568 SUPERVISING DENTAL HYGIENIST
12-21-96 1399.56 1451.26 1503.85 1572.51 1644.09 1721.30 1799.16 1850.19 1904.89
07-19-97 1406.56 1458.52 1511.37 1580.37 1652.31 1729.91 1808.16 1859.44 1914.41
12-20-97 1409.37 1461.44 1514.39 1583.53 1655.61 1733.37 1811.78 1863.16 1918.24
02-28-98 1437.56 1490.67 1544.68 1615.20 1688.72 1768.04 1848.02 1900.42 1956.60
09-26-98 1449.06 1502.60 1557.04 1628.12 1702.23 1782.18 1862.80 1915.62 1972.25
• -Al-
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GRADE 012
205A ASSISTANT CITY CLERK
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (�) ($) (9)
12-21-96 1438.62 1490.29 1544.97 1614.63 1689.46 1767.49 1848.65 1907.10 1957.85
07-19-97 1445.81 1497.74 1552.69 1622.70 1697.91 1776.33 1857.89 1916.64 1967.64
12-20-97 1448.70 1500.74 1555.80 1625.95 1701.31 1779.88 1861.61 1920.47 1971.58
02-28-98 1477.67 1530.75 1586.92 1658.47 1735.34 1815.48 1898.84 1958.88 2011.01
09-26-98 1489.49 1543.00 1599.62 1671.74 1749.22 1830.00 1914.03 1974.55 2027.10
GRADE 013
307A BUSINESS ASSIST PROGRAM SUPV
554 PUBLIC SERVICES MANAGER�LTntil 10/21/97; then grade 017)
12-21-96 1477.56 1530.39 1587.25 1660.22 1734.83 1816.04 1902.35 1958.90 2010.79
07-19-97 1484.95 1538.04 1595.19 1668.52 1743.50 1825.12 1911.86 1968.69 2020.84
12-20-97 1487.92 1541.12 1598.38 1671.86 1746.99 1828.77 1915.68 1972.63 2024.88
02-28-98 1517.68 1571.94 1630.35 1705.30 1781.93 186535 1953.99 2012.08 2065.38
• 09-26-98 1529.82 1584.52 1643.39 1718.94 1796.19 1880.27 1969.62 2028.18 2081.90
GRADE 014
872 LOANS Si3PERVISOR
381 RECORDER OF COUNCIL PROCEEDING
595A DUPLICATING SHOP MANAGER (Eff. 8l18/97)
12-21-96 i517.66 1572.51 1630.54 1705.31 1785.28 1866.56 1954.01 2012.92 2068.68
07-19-97 1525.25 1580.37 1638.69 1713.84 1794.21 1875.89 1963.78 2022,98 2079.02
12-20-97 1528.30 1583.53 1641.97 1�17.27 1797.80 1879.64 1967.71 2027.03 2083.18
02-28-98 1558.87 1615.20 1674.81 1751.62 1833.76 1917.23 2007.06 20b7.57 2124.84
09-26-98 1571.34 1628.12 1688.21 1765.63 1848.43 1932.57 2023.12 2084.11 2141.84
•
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GRADE 015
! 259 *PUBLIC WORKS TECHNICIAN IV
469 *SUPV OF SIDEWALK CONST
757 ASSISTANT DIIi OF HUMAN RIGHTS
428A ENGINEERING TECHNICIAN SUPVR
A B C D E F G 10-yr. 15-yr.
( (2) (3) ( (5) (6) (�) (8) (9)
12-21-96 1559.81 1617.70 1675.87 1751.74 1833.84 1918.21 2007.90 2070.94 2128.01
07-19-97 1567.61 1625.79 1684.25 1760.50 1843.01 1927.80 2017.94 2081.29 2138.65
12-20-97 1570.75 1629.04 1687.62 1764.02 1846.70 1931.b6 2021.98 2085.45 2142.93
02-28-98 1602.17 1661.62 1721.37 179930 1883.63 1970.29 2062.42 2127.16 2185.79
09-26-98 1614.99 1674.91 1735.14 1813.69 1898.70 1986.05 2078.92 2144.18 2203.28
GRADE 016
�� � �
245A ADMIN ASSISTANT
383A ADMIN ASSISTANT
674 ADMINISTRATTVE ASSISTANT
566 ARBORIST SUPERVISOR
191 EQUIPMENT SERVICES MANAGER(Appt. prior to 1/1/90)
048A HOUSING INFORMATION COORD
• 438A SAFETY COORDINATOR(Appt.onlafter 1/1l90)
12-21-96 1603.01 1662.04 1722.15 1802.24 1885.52 1972.96 2065.78 2128.01 2186.13
07-19-97 1611.03 1670.35 1730.76 1811.25 1894.95 1982.82 2076.11 2138.65 2197.06
12-20-97 1614.25 1673.69 1734.22 1814.87 1898.74 1986.79 2080.26 2142.93 2201.45
02-28-98 1646.54 1707.16 1768.90 1851.17 1936.71 2026.53 2121.87 2185.79 2245.48
09-26-98 1659.71 1720.82 1783.05 1865.98 1952.20 2042.74 2138.84 2203.28 2263.44
•
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GRADE Q17
433A CABLE COMMITIVICATIONS OFFICER
. 822 NUTRITIONIST III
644 RECREATION DIRECTOR III
364 SEIJIOR PUBLIC HEALTH NURSE
912 SUPV OF TRAFFIC MAINTENANCE
522 WATER QUALITY SPECIALIST III
554 PUBLIC SERVICES MANAGER (Eff. 10/22/97)
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (�) (g) (9)
12-21-96 1647.20 1707.32 1770.62 1850.78 1936.18 2027.83 2122.70 2189.26 2250.48
07-19-97 1655.44 1715.86 1779.47 1860.03 1945.86 2037.97 2133.31 2200.21 2261.73
12-20-97 1658.75 1719.29 1783.03 1863.75 1949.75 2042.05 2137.58 2204.61 2266.25
02-2&98 1691.93 1753.68 1818.69 1901.03 1988.75 2082.89 2180.33 2248.70 2311.58
09-26-98 1705.47 1767.71 1833.24 1916.24 2004.66 2099.55 2197.77 2266.69 2330.07
• � 1
290A CONTRACT COMPLIANCE SUPERVISOR
258A Ei3VIItONMEI3TAL HEALTH PROG SUPV
449A LIBRARIAN III (Appt. after 7/7l88)
325A MEDICAL TECHNOLOGIST SUPERVISR
• 196A SUPV OF INVESTIGATION--HUM RTS
12-21-96 1692.55 1753.74 1818.17 1904.44 1991.94 2086.86 2183.80 2251.62 2310.81
07-19-97 1701.01 17b2.51 182�.26 1913.96 2001.90 2097.29 2194.72 2262.88 2322.36
12-20-97 1704.41 1766.04 1830.91 1917.79 2005.90 2101.48 2199.11 2267.41 2327.00
02-28-98 1738.50 1801.36 1867.53 1956.15 2046.02 2143.51 2243.09 2312.76 2373.54
09-26-48 1752.41 1815.77 1882.47 1971.80 20b2.39 2160.66 2261.03 2331.26 2392.53
•
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GRADE 020
601 ACCOLTNTANT IV
! 031A BUII,D DESIGN CONTRACT ADMIN
131A COMPUTER OPERATIONS SUPERVISOR
211A COMPUTER SERVICES MANAGER
588 CONSERVATORY MANAGER
617 FORESTRY MANAGER
448A LIBRARIAN III(Apgt. on(Uefore 7!7/88)
521A LICENSE MANAGER
059A SAFETY COORDINATOR(Appt. prior to 111/90)
350A ZONR�TG MANAGER
A B C D E F G 10-yr. 15-yr.
(1) �2) (3) �4) (5) (6) ��) (8) (9)
12-21-96 1787.42 1853.86 1922.38 2011.99 2105.76 2204.89 2308.15 23�8.46 2445.11
07-19-97 1796.36 1863.13 1931.99 2022.05 2116.29 2215.91 2319.69 2390.35 2457.34
12-20-97 1799.95 1866.86 1935.85 2Q26.09 2120.52 2220.34 2324.33 2395.13 2462.25
02-28-98 1835.95 1904.20 1974.57 2066.61 2162.93 2264.75 2370.82 2443.03 2511.50
09-26-98 1850.64 1919.43 1990.37 2083.14 2180.23 2282.87 2389.79 2462.57 2531.59
GRADE 021
� 569 ASSESSMENTS SUPERVISOR
098 CHIEF SURVEYOR
124A AOUSING CODE INSPECTION SUPER
275A REAL ESTATE MANAGER (Unti103/27/97; then grade 025)
335A RIGHT-OF-WAY ENGINEER
12-21-96 1836.01 1905.50 1975.10 2067.89 2164.85 2268.00 2372.52 2446.06 2514.78
07-19-97 1845.19 1915.03 1984.98 2078.23 2175.67 2279.34 2384.38 2458.29 2527.35
12-20-97 1848.88 1918.86 1988.95 2082.39 2180.02 2283.90 2389.15 2463.21 2532.40
02-28-98 1885.86 1957.24 2028.73 2124.04 2223.62 2329.58 2436.93 2512.47 2583.05
09-26-98 1900.95 1972.90 2044.96 2141.03 2241.41 2348.22 2456.43 2532.57 2603.71
•
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GRADE 022
434A DENTIST (Appt. on/after 1/1/90)
� 877 PARKING ADMINISTRATOR
895 SUPV BLDG DESIGN & PLAN REVIEW
132A WATER TREATMENT SUPERVISOR
A B C D E F G 10-yr. 15-yr,
(1) (Z) (3) ( (5) (6) (�) (8) (9)
12-21-96 1887.70 1957.32 2031.05 2125.85 2225.91 2330.28 2439.96 2515.84 2585.59
07-19-97 1897.14 1967.11 2041.21 2136.48 2237.04 2341.93 2452.16 2528.42 2598.52
12-20-97 1900.93 1971.04 2045.29 2140.75 2241.51 2346.61 2457.06 2533.48 2603.72
02-28-98 1938.95 2010.46 2086.20 2183.57 2286.34 2393.54 2506.20 2584.15 2655.79
09-26-98 1954.46 2026.54 2102.89 2201.04 2304.63 2412.69 2526.25 2604.82 2677.04
GRADE 023
496 ACCOUNTANT V
287A PARKS & RECREATION MANAGER
881 SUPV OF REHABILITATION
222A ZOO DIRECTOR
12-21-96 1941.38 2013.07 2088.95 2185.88 2288.12 2397.78 2509.57 2588.79 2660.58
07-19-97 1951.09 2023.14 2099.39 2196.81 2299.56 2409.77 2522.12 2601.73 2673.88
� 12-20-97 1954.99 2027.19 2103.59 2201.20 2304.16 2414.59 2527.16 2606.93 2679.23
2-28-98 1994.09 2067.73 2145.66 2245.22 2350.24 2462.88 2577.70 2659.07 2732.81
09-26-98 2010.04 2084.27 2162.83 2263.18 2369.04 2482.58 2598.32 2680.34 2754.67
GRADE 024
219A *LIBRARIAN IV
460A EDP TECHNICAL SERVICES SUPV
228A EMPLOYMENT PROGRAMS MANAGER
217A ENVIRONMENTAL HEALTH DII2ECTOR
954 HEALTH AAMINISTRATION MANAGER
980 INFORMATION SERVICE MANAGER-WU
180A NUTRITIONIST IV
446 PUBLIC HEALTH NURSING SUPR
12-21-96 1994.07 2068.93 2145.85 224&.09 2353.45 2464.34 25&2.33 2660.58 2733.40
07-19-97 2004.04 2079.27 2156.58 2259.33 2365.22 2476.66 2595.24 2673.88 2747.07
12-20-97 2008.05 2083.A�3 2160.89 2263.85 2369.95 2481.612600.43 2679.23 2752.56
02-28-98 2048.21 2125.10 2204.11 2309.13 2417.35 2531.24 2652.44 2732.81 2807.61
09-26-98 2064.60 2142.iQ 2221.74 2327.60 2436.69 2551.49 2673.66 2754.67 2830.Q7
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-A6-
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539 ACCOUNTING MANAGER
• 406 CIVIL ENGINEER IV
411 CIVII. ENGINEER IV-VJATER UTIL
149 DENTIST(Appt. grior to 1/1/90)
449 MUNICIPAL GARAGE SUPERVISOR
882 SUPV OF TECFINICAL SERVICES
275A REAL ESTATE MANAGER (Eff. 3/28/97)
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) �5) �6) (7) ($) (9)
12-21-96 2050.02 2129.03 2208.05 2311.28 2418.96 2533.83 2653.95 2737.69 2812.71
07-19-97 2060.27 2139.68 2219.09 2322.84 2431.05 2546.50 2667.22 2751.38 2826.77
12-20-97 2064.39 2143.96 2223.53 2327.49 2435.91 2551.59 2672.55 2756.88 2832.42
02-28-98 2105.68 2186.84 2268.00 2374.04 2484.63 2602.62 2726.00 2812.02 2889.07
09-26-98 2122.53 220A.33 2286.14 2393.03 2504.51 2623.44 2747.81 2834.52 2912.18
.l 1 .
283 BUILD AND AOLISING INSP SUPV
575A POLICE RESEARCA & GRANTS MANAGER
878 PRINCIPAL DESIGNER
100A PROGRAM ADMINISTRATOR
• 594A DEPUTY LIEP DIR.-CUSTOMER SERV. (Eff. 12/3/97)
593A DEPUTY LIEP DIR.- CONSTRUCTION (Eff. 12/3/97)
12-21-96 2108.97 2186.92 2271.22 2374.69 2489.44 2b07.50 2730.87 2815.79 2893.00
07-19-97 2119.51 219'7.85 2282.58 2386.56 2501.89 2620.54 2744.52 2829.87 2907.47
12-20-97 2123.75 2202.25 2287.15 2391.33 2506.89 2625.78 2750.01 2835.53 2913.28
02-28-98 2166.23 2246.30 2332.89 2439.16 2557.03 2678.30 2805.01 2892.24 2971.55
09-2b-98 2183.56 2264.27 2351.55 2458.67 2577.49 2699.73 2827.45 291538 299532
GRADE 027
!♦ i
,
251A LIBRAItY PUBLIC SERVICES MGR. (Appt. prior to 1/1/90)
736 LICENSE AND PERMIT MANACsER
936 PRINCIPAL PLANNER
922 SENIOR PRINCIPAL PLANNER
178A TECHNICAL & SUPPORT SRVS MGR
12-21-96 2166.94 2249.14 2333.47 2444.18 2559.07 2681.33 2808.77 2895.16 2976.49
07-19-97 2177.77 2260.34 2345.14 2456.40 2571.87 2694.74 2822.81 2909.64 2991.37
12-20-97 2182.13 2264.91 2349.83 2461.31 2577.01 2700.13 2828.46 2915.46 2997.35
02-28-98 2225.77 2310.21 2396.83 2510.54 2628.55 2754.13 2885.03 2973.77 3057.30
• 09-26-98 2243.58 2328.69 2416.00 2530.62 2649.58 2776.16 2908.11 2997.56 3081.76
-A7-
... .:
464A ADMIN MANAGER--PUBLIC WORKS
• 708C ATTORNEY V
439A VALUATION & ASSFSSMENT ENG(Appt. on/after 1/1/90)
A B C D E F G 10-yr. IS-yr.
( (2) �3) ( (5) (6) ��) (8) (9)
12-21-96 2229.08 2312.35 2399.90 2513.72 2633.86 2756.18 2887.94 2974.59 3062.05
07-19-97 2240.23 2323.91 2411.90 2526.29 2647.03 2769.96 2902.38 2994.49 3077.36
12-20-97 2244.71 2328.56 2416.72 2531.34 2652.32 2775.50 2908.18 3000.48 3083.51
02-28-98 2289.60 2375.13 2465.05 2581.97 270537 2831.01 2966.34 3060.49 3145.18
09-26-98 2307.92 2394.13 2484.77 2602.63 2727.01 2853.66 2990.07 3084.97 317034
GRADE 029
773 LIBRARY SERVICES MANAGER
322A PURCHASING SYSTEM5 MANAGER
914 TREASURY MANAGER
12-21-96 2292.28 23'77.77 2468.35 2584.44 2706.74 2837.28 2972.17 3064.08 3149.75
0'7-19-97 2303.74 2389.66 2480.69 2597.36 2720.27 2851.47 2987.03 3079.40 3165.50
12-20-97 2308.35 2394.44 2485.65 2602.55 2725.71 2857.17 2993.00 3085.56 3171.83
02-28-48 2354.52 2442.33 2535.36 2654.60 2780.22 2914.31 3052.86 3147.27 3235.27
.09-26-98 2373.36 2461.87 2555.64 2675.84 2802.46 2937.62 3077.28 3172.45 3261.15
GRADE 030
143A ASSISTANT CITY ENGINEER
347A DIVISION MGR--WATER UTILITY
803 MANAGER OF DATA PROCESSING
12-21-96 2356.68 2446.18 2538.96 2658.21 2783.58 2917.54 3056.49 3149.75 3241.58
07-19-97 2368.46 2458.41 2551.65 2671.50 2797.50 2932.13 3071.77 3165.50 3257.79
12-20-97 2373.20 2463.33 2556.75 2676.84 2803.10 2937.99 3077.91 3171.83 3264.31
02-28-98 2420.66 2512.60 2607.89 273038 2859.16 2996.75 3139.47 3235.27 3329.60
09-26-98 2440.63 2532.70 2628.75 2752.22 2882.03 3020.72 3164.59 3261.15 3356.24
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GRADE 031
272A DEPUTY DIIZ-ECONOMIC DEVELOP
• 096A DEPUTY DIR-NEIGHBORHOOD & HSG
095A DEPUTY DIR-PLANNING & DESIGN
435A DIItECTOR OF MEDICAL SERVICES
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (�) (g) (9)
12-21-96 2424.12 2514.74 2610.67 2735.00 2864.75 3000.68 3144.07 3242.80 3333.65
07-19-97 2436.24 252731 2623.72 2748.68 2879.07 3015.68 3159.79 3259.01 3350.32
12-20-97 2441.11 2532.36 2628.97 2754.18 2884.83 3021.71 3166.11 3265.53 3357.02
02-28-98 2489.93 2583.01 2681.55 2809.26 2942.53 3082.14 3229.43 3330.84 3424.16
09-26-98 2509.85 2603.67 2703.00 2831.73 2966.07 3106.80 3255.27 3357.49 3451.55
GRADE 032
221A BUILD CODE OFFICER
12-21-96 2492.68 2585.49 2683.50 2813.00 2946.94 3088.16 3234.72 3336.95 3428.76
07-19-97 2505.14 2598.42 2696.92 2827.07 2961.67 3103.6Q 3250.89 3353.63 3445.9�
12-20-97 2510.15 2603.62 2702.31 2832.72 2967.59 3109.81 3257.39 3360.34 3452.79
02-28-98 2560.35 2655.69 2756.36 2889.37 3026.94 3172.01 3322.54 3427.55 3521.85
09-26-98 2580.83 2b76.94 2778.41 2912.48 3051.16 3197.39 3349.12 3454.97 3550.02
• GRADE 033
183A ASSISTANT GEN MGR--WATER UTY
145A ASSOCIATE CITY ENGINEER
085 CHIEF ACCOUNTANT
513 VALUATION & ASSESS ENGINEER(Appt. prior to 1/1/90)
12-21-96 2563.32 2648.45 2760.33 2893.22 3031.28 3177.62 3328.63 3432.93 3529.18
0?-19-97 2576.14 2661.69 2774.13 2907.69 3046.44 3193.51 3345.27 3450.09 3546.83
12-20-97 2581.29 2667.01 2779.68 2913.51 3052.53 3199.90 3351.96 3456.99 3553.92
02-28-98 2632.92 2720.35 2835.27 2971.78 3113.58 3263.90 3419.00 3526.13 3625.00
09-26-98 2653.98 2742.11 2857.95 2995.55 3138.49 3290.01 3446.35 3554.34 3654.00
•
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-A9-
GRADE 034
232C ATTQRNEY VLII
• A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (3) (6) ('n (g) (9}
12-21-96 2636.02 2735.00 2839.43 2976.41 3118.72 3267.36 3424.37 3531.34 3632.64
07-19-97 2649.20 2748.68 2853.63 2991.29 3134.31 3283.70 3441.49 3549.Q0 3650.80
12-20-97 2654.50 2754.18 2859.34 2997.27 3140.58 3290.27 3448.37 3556.10 3658.10
02-28-98 2707.59 2809.26 2916.53 3057.22 320339 3356.08 3517.34 3627.22 3731.26
09-26-98 2729.25 2831.73 2939.86 3081.68 3229.02 3382.93 3545.48 3656.24 3761.11
GRADE 035
737 DEPUTY CITY ATTORNEY
�B ���
12-21-96 2711.87 2814.04 2921.68 3062.87 3207.27 3361.21 3522.54 3634.75 3736.33
07-19-97 2725.43 2828.11 2936.29 3078.18 3223.31 3378.02 3540.15 3652.92 3755.01
12-20-97 2730.88 2833.77 2942.16 3084.34 3229.76 3384.78 3547.23 3660.23 3762.52
02-28-98 2785.50 2890.45 3001.00 3146.03 3294.36 3452.48 3618.17 3733.43 3837.77
09-26-98 2807.78 2913.57 3025.01 3171.20 3320.71 3480.10 3647.12 3763.30 38b8.47
GRADE 039
. 042 DII2ECTOR OF MEDICAL SERVICES (Appt. prior to 1/1/90)
12-21-96 3034.46 3150.36 3271.64 3428.63 3593.07 3768.06 3949.32 4073.05 4188.56
07-19-97 3049.63 3166.11 3288.00 3445.77 3611.04 3786.90 3969.07 4093.42 4209.50
12-20-97 3055.73 3172.44 3294.58 3452.66 3618.26 3794.47 3977.01 4101.61 4217.92
02-28-98 3116.84 3235.89 3360.47 3521.71 3690.63 3870.36 4056.55 4183.64 4302.28
09-26-98 3141.77 3261.78 3387.35 3549.88 3720.16 3901.32 4089.00 4217.114336.70
•
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i� �,
ATTACfINIENT TO GREEN SHEET
Saint Paul Supervisor's Organization (SPSO)
Duration
This contract will be effective January 1, 1997 through December 31, 1998.
Wages:
SPSO agreed to the same salary increases as AFSCME Clerical and Technical for the two
years of their contract.
O1J01197 2.0% 03/Ol/98 2.0°l0
08/Ol/97 0.5% 10/Ol/98 0.8%
12/31 97 0.2%
1997 2.7% 1998 2.8%
Health Insurance:
1996 - Current 1997 1998
Single $180.61 Single $191.40 (actual cost) Single $178.95 (actual cost)
Family $280.00 Family $293.44 (represents Family $293.44 (represents 50%
50% of the premium increase) of the premium increase)
Life Insurance
For each eligible employee who has elected health insurance coverage, the Employer agrees, effective
the first payroll period of 1998, to provide life insurance in an amount equal to the employee's annual
salary, or $50,000, whichever is greater.
Retiree Health Insurance
Employment with Independent School District #625 will not be counted towazd the service requirement
for employees hired after 10/Ol/97 toward the years of service for retiree health eligibility.
Severance Pay
Employment with Independent School District #625 will not be counted towazd the service requirement
for employees hired after 10/O1/97 toward the years of service for severance eligibility.
Check Off and Administrative Service Fee
Decrease the administrative service fee from $1.00 to $0.50.
Titles and Salaries (Clarification only)
Revise to incorporate any changes (tide change, abolished, starred or created) in titles as approved by the
City Council.
Classification Upgrades
Duplicating Shop Manager, grade 14 (BMS Unit Clarification)
Real Estate Manager, from grade 23 to grade 25 Effective March 28, 1997
Public Services Manager, from grade 13 to grade 17 EfFective October 22, 1997
F:U.,ABREL\CONTRACTISPSO\1997 98�.9TTACH97
Council File # 9� 9�
ORIGlNAt
Presented b}
Referted Ta
1
2
3
Committee Date
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
1997 - 1998 Collective Bazgaining Agreement between the City of Saint Paul and the St. Paul Supervisors
Organization.
Requested by Department oL
Office of Labor Relarions
By: �/�' `� "— I _
Adoption Certified by Council Secretary
�
App�
�
RESOLUTION
CITY OF SAINT PAUL, MINNESOTA
Green Sheet # 40123
S �
Adopted by Council: Date ��. 1 g
Form Appr ed b orney
sy: —��-�/�'-`� t ��t �
9R A/
. .. , ,�
DEPARTMENT/OFF[CElCQUNCIL,: DATE QQIT[ATED GREEN SHEET No.• 40123
LABOR RELATTONS January 21, 1998 '
COA"CACT PERSQ\ & PHONE: � tNlT1AINATE I1�7TlALpp7'£
'rULIE �`4US 266-6513 pSSIGNI 7 DEPAR'17JIbNt DIR KfC 4 CIIY COiJ]3CIL
NUMBER 2 CI7Y ATTORNEY ✓ CTCY CLERK
MUST BE ON COIINCIL AGEh BY (}TATE) FOR B1IDGEI' DIR. FIN. & MGT. SERVICE DIIL -
ROUTING 3 MAYOR (OR ASST.)�i�Z -�
ORDER
TOTAL # OF SIGNAT6RE PAGES_i (CLIP ALL LOCATIONS FOR SIGNATURE)
acrtox�QUES�ren: This resolurion approves the attached January 1, 1997 - December 31, 1998 Agreement between
the City of Saint Paul and the St. Paul Supervisors Organization.
RECOMMENDAITONS: Approve (A) or Reject (R) PERSONAL SERVICE CONTRACTS MUST ANSWER THE FOLLOWING
QUESTIQNS:
,PLANNING COMMISSION _CML SERVICE COMMISSION 1. Has this pe=son/fim� evu worked under a convact for this department?
CIB COMMITIEE Yes No
STAFF 2. Has this penon/fim� ever been a city employee?
�DISTRICTCOURT yes No
SUPPORTS WHICH COi7NCIL OBJECTNE? 3. Does this persoNSrtn possess a skill not nomtally possessed by any current ciry employee?
Yes No
Explaio al! yes eoswers oo separate sheet and attach to green sAeet
INITIATING PROBGEM, ISSUE, OPPORTUN;Tl (lYhu, What, When, Where, Why):
����Q��.�'
nnvnxrncES iF wrrxovEn: An Agreement in place through December 31, 1948. � A� '� ���3�3�
��� � ��f��
DLSADVANTAGESIFAPPROVED:
�S�€',�f�E� x > _ ,:�= 4 : r.�
� :.�'��,; � : �:: �
DISADVAnTAGES IF NOT AYPROYED:
J•�P� 2 1��8
�������� ������ � � , .. � s: � ,y �
_ �. . �._mu:�..._�:�.�
TOTAL AMOUNT OF'I'RANSACTiON: COSTlREVENUE BUDGETED:
F[SNDING SOURCE: ACTIVITY I3UMBER:
FINANCIAL INFORDIATION: (EXPLAII�
NOTE: COMPLETE DIRECTIONS ARE INCLUDED IN THE GREEN SHEET INSTRUCTIONAL MANUAL AVATI,ABLE IN THE
PURCHASING OFFICE (PHONE NO. 266-8900).
ROi7TING ORDER:
Below are corzect routings for the six most frequent rypes of documenu:
CONTRACTS (assumes authorized budget exists) COiINCII. RESOLUTION (Amend Budgets/Accept. Grants)
t. Outside Agency
2. Depattment Director
3. City Attomey
4. Mayor/Assistant (for contrac[s over $25,000)
5. Human Rights (for contracts over $SQ000)
6. Office of Financial Servias-Accounring
ADMINISTRATIVE ORDERS (Budget Revision)
I. Activity Manager or Department Accountant
2. DepartrnentDirectoc
3. Office of Financiat Services Director
4. City Clerk
5. Office of Financial Services-Accounting
ADMINIS'IRATIVE ORDERS (all others)
1. Department Director
2. Ciry Attomey
3. Office ofFinancial Services Director
4. Ciry Cierk
1. Depar[ment Director
2. Office of Financial Services Director
3. City A2tomey
4. MayodAssistant
5. City Council
6. Office ofFinancial Services-Accounting
COUNCII. RESOLUTION (all others, and Ordinances)
I. Depaztment Director
2. Ciry Attorney
3. Mayor /Assistant
4. City Council
EXECUTIVE ORDER
I. Department Direc[or
2. City Attomey
3. Mayor/Assistant
4. Ciry Clerk
TOTAL NUMBER OF SIGNATURE PAGES �
Indicate the # of pages on which signatures are reqvired and paperclip or flag each of these pages.
ACTFON REQUESTED
Describe what the projecUrequest seeks to accomplish in either chronologieai order or order of importance, whichever is most appropriate for
the issue. Do not write complete sentences. Begin each item in your list with a verb.
RECO?vIMENDATIONS
Complete if the issue in questio� has been presented before any body, public or private.
PERSONAL SERVICE CONTRACTS:
This information will be used to determine the city's liabiliry for workers compensation daims, taYes and proper civil service hiring rules.
INITTATING PROBLEM, ISSUE, OPPORTUNTTY
Explain the situation or conditions that created a need for yow project or reques[.
ADVANTAGESIFAPPROVED
Indicate whether this is simply an annual budget procedure required by law/charter or whether there aze specific ways in which the Ciry of
Saint Paul and its citizens will benefit from this projecUacfion.
DISADVANTAGES IF APPROVED
What negative effects or major changes to existing or past processes migM this projectheques[ produce if it is passed(e.g., uaffic delays, noise,
tax increases or assessmenuj? To Whom? When? For how long?
DISADVANTAGES IF NOT APPROVED
What will be the negative consequences if the pmmised action is not approved? Inabiliry ro deliver service? Continue high hzffic, noise,
accident rate? Loss of revenue?
FINANCIAL IMPACT
Although you mus[ tailor the informaTion yo� provide here to the issue you are addressing, in generat you mus[ answer ttvo questions. How
much is it going fn cost? Who is going to pay?
P.�FORMS\GRNBACK WP
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ARTICLE TITLE PAGE
Preamble ........................................ri
i Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
2 Savings Clause . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
3 Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
4 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
5 Check Off and Administrative Service Fee . . . . . . . . . . . . . . . . . . . 2
6 Hours of Work and Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
7 Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
8 Non-Discrimination .................................5
9 Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
10 Legal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
11 Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
12 Wages .........................................10
13 Parental Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
• 14 Insurance ......................... ........ . . . . . . 11
15 Vacation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
16 Holidays ........................................16
17 Severance Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
18 Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
19 Mileage ........................................ 19
20 Safety Shoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
21 Duration and Effective Date . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
AppendixA .................................... A1
•
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PREAMBLE
This Agreement, entered into between the City of Saint Paul, hereinafter
referred to as either the "Employer" or the "City," and the Saint Paul Supervisors'
Organization, hereinafter referred to as the "Organization," for the purpose of fostering
and promoting harmonious relations between the Employer and ffie Organization 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
rnore complete understanding on the part of both the Employer and the Organization of
their respective rights and responsibilities.
The provisions of this Agreement shall not abrogate the rights and/or duties of
• the Bmployer, the Organization, or the employees as established under the provisions
of the Public Employee Labor Relations Act of 1984, as amended.
• II
i� /
ARTICLE 1 - RECOGI�ITION
• 1.1 The Employer recognizes the Saint Paul Supervisors' Organization as the exclusive
representative for the White Collar Supervisory Employees of the Professional Group,
and certain Unclassified Supervisory Employees, as certified by the State of Minnesota,
Bureau of Mediation Services, dated December il, 1973, Case No. 74PR-207A and as
revised by Unit Ci�cadon Heazing of Bargaining Unit, April 16, 1974, Case No.
74-PR�14-A. and as revised by Certification of Exclusive Representative, December
7, 1977, Case No. 78-PR-500-A.
1.2 The parties agree that any new classifications which are covered by the certification as
stated in Article i.l above shall be recognized as part of this bazgaining unit.
ARTICLE 2 - SAVINGS CLAUSE
2.1 This Agreement is subject to the laws of the United States and the State of Minnesota.
In the event any provision of this Agreement shali be held to be conuary to law by a
coun of competent jurisdiction from whose final judgment or decree no appeal has been
taken within the time provided, such provisions shall be voided. All other provisions
shall continue in fuil force and effect. The voided provision may be renegotiated at the
• written request of either party. Al] other provisions of this Agreement shall continue in
full force and effect.
ARTICLE 3 - MANAGEMENT RIGHTS
3.1 The Organization recognizes the right of the Employer 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 o�cially 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 areas of discretion or
policy as the functions and programs of the Employer, its overall budget, utilization of
technology, and organizational structure and selection and d'uection and number of
personnel.
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ARTICLE 4- 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 modifie@ by ihis
Agreement shall be maintained at not less than the highest minimum standard as set
forth in the Civil Service Rules of the City of Saini Paul (Council File No. 273022,
June 2, 1979 as amended) and the Saint Paui Salary Plan and Rates of Compensation
(Council File No. 277198, August 8, 1981 as amended) 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.
ARTICLE 5- CHECK OFF AND ADMIlVISTRATIVE SERVICE FEE
5.1 The Employer agrees to deduct the Organizauon membership uritiation fee assessments
and once each month dues from the pay of those employees who individuaIly request in
writing that such deductions be made. The amounts to be dedncted shall be certified to
the Employer by a represenrative of the Organization 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 Organization member shali be required •
to conuibute a fair share fee for services rendered by the Organization. Upon
notification by the Organization, the Employer shall check off said fee from the
earnings of the employee and uansmit the same to the Orgauization. In no instance
shatl the fair share fee exceed 85 % of reguIar memberslup dues. It is also understood
that in the event the Employer shall make an improper fair share deduction from the
earnings of the employee, the Organization sha11 be obligated to make the Employer
whole to the extent zhat the Employer shall be required to reimburse such employee for
any amount improperly withhel@. Tfris provision shall remain operative only so loag as
specifically provided by Minnesota law, and as otherwise legal.
5.3 Adminisuative Service Fee. The Organization agrees that an administrative fee of fifry
cents ($0.50) per member, per month shall be deducted by the Employer from the
amount withheld for dues or fair share prior to remittance of dues or fair share to the
Organization.
5.4 The Organization agrees to indemnify and hold the Employer harmless against any and
all cIauns, suiu, orders or judgments brought or issued against the Empioyer as a result
of any action taken or not taken by the Employer under the provisions of this article.
_2_ �
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. ARTICLE 6- HOURS OF WORK AND OVERTIlVIE
6.1 The normal hours of work for the employees shall be seven and three-fourths (7 3/4)
hours in any 2A hour period and 38 3/4 hours in a 7 day period. For employees on a
shift basis this shall be construed to mean an average of 38 3/4 hours a week.
6.2 Employees who work more than 7 3/4 hours in any 24 hour period or more than 38 3!4
hours in any 7 day period shall not receive pay for sucfi additional work.
6.3 It is understood by the parties that Section 28H - Overtime Compensation of the Civil
Service Rules (Council File No. 273022, June 2, 1979 as amended} shall not apply to
this unit.
6.4 Employees who work more than ? 3/4 hours in any 24 hour period or more than 38 314
hours in any particular 7 day period may be granted compensatory time with the
approval of their department head.
6.5 For employees who wish to share a position, the Employer will attempt to provide
options for implementing a sharing arrangement. Such an anangement 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 benefiu shall be administered in
accordance with the provisions of Article 14 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, after ten (10) days, such vacancy cannot be filled, the Employer shail have
the option of increasing the remaining employee's work hours.
6.6 Article 6.5 shall not be subject to the provisions of Article 11 of this Agreement.
ARTICLE 7 - SENIORITY
7.1 Seniority, for the purposes of this Agreement, shall be defined as follows: The length
of continuous, regular and probationary service with the Empioyer from the date an
emp]oyee was fust certified and appointed to a class title covered by this Agreement, it
being further understood that seniority is conf"med to the current class assignment heid
by an employee. In cases where two or more employees aze 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 the certification was made.
7.2 Seniority shall terminate when an employee retires, resigns, or is discharged
� -3-
ARTICLE 7 - SE1vIORITY (Continued)
7.3 In the event it is deternuned by the Employer that it is necessary io reduce the work
force, employees wil] be laid off by class tide within each department based on inverse
length of seniority as defined above. The O�ce of Human Resources will identify such
Ieast senior employee in the titte in which there is to be a lay-off in the department
reducing positions, and shall notify said employee of his/her reducuon from the
department. If there are any vacancies in that tiUe in any other City department, the
O�ce of Human Resources shall place the affected empioyee in such vacancy. If two
or more vacant positions are available, the Office of Human Resources shall decide
which vacant position the affected employee shall fill. If no vacancy exists in such tifle,
then the least senior employee in the City in such tide shall be identified, and if the
employee affected by the original departmental reduction is more senior, he/she
shall have the right to claim that position and the leasi senior employee in the City, in
that tide, shall be laid off. For the purpose of this article, the Board of Education is
not considered a City department nor is a Boazd of Education employee considered a
city emptoyee.
�
7.4 If the employee to be laid off as a result of Article 7.3 above is in a ritie in a
promotional series and has held lower tifles in the series in this or any other bargaining
unit, such empioyee will be offered a reduction to the highest of these titles within the
department to which ciass�cation seniority as defined in Article 7.1 above would keep •
them from being laid off. Ttris Article 7.4 shall not be effective until and unless the St.
Paul Professionai Employees Association, AFSCME Clericai Loca12508, and
AFSCME Technical Local 1842 col2ecrive bargaining agreements have corresponding
language. Unal such corresponding language is included in such bargaining
agreemenu, the provisions of this Article 7.4 shall be applicable only to the extent that
such reductions may be offered oniy to previousIy held lower titIes within the
department in the series which are in this bargauring unit.
7.5 Recall from layoff shali be in inverse order of layoff, except that recall righu 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 Lhat they previously held.
7.6 To the extent possible, vacation periods shall be assigned on the basis of seniority. It
is, however, understood that vacation assignment shall be sabject to the abi2iry of the
Employer to maintain operations.
.
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� ARTICLE 8 - NON-DISCRIMINATION
8.1 The provisions of tius Agreement shall be applied equally by the Employer and the
Organization to all empioyees covered by this Agreement in accordance wi8i applicable
city, state and federal law.
ARTICLE 9 - DISCIPLINE
4.1 Discharges will be preceded by a five (5) working day preliminary suspension without
pay. During said period the employee and/or Organization may request, and shall be
entitled to a meeting with the Employer representative who initiated the suspension with
intent to discharge. During said five (5) working day period, the Employer may
a�rm, modify or withdraw the suspension and discharge.
9.2 The Employer will discipline the employees for just cause only. Discipline may be in
any of the forms listed below.
Oral reprunand;
Written reprimand;
Suspension;
Reduction;
Discharge;
� 9.3 Suspensions, reductions and discharges will be in written form.
9.4 Employees and the Organization will receive copies of written reprimands and notices
of suspension, discharge and reductions.
9.5 Empioyees may examine all information in their Employer personnel files. Files may
be examined at reasonable tirnes.
9.6 An employee to be questioned conceming an investigation of discipiinary action shall
have the right to request that an Organization representative be present.
ARTICLE 10 - LEGAL SERVICES
10.1 Except in cases of malfeasance in office or wiliful or wanton neglect of duty, Empioyer
shall defend, hold harmless and indemnify employee against any tort claun or demand,
whether groundless or otherwise, arising out of an alleged act or omission occuning in
the performance and scope of employee's duties.
� -5
ARTICLE 10 - LEGAL SERVICES (Continued)
10.2 Notwithstanding Article 10.1, the Employer shall not be responsible for paying any
IegaI service fee or for providing any Iegal service arising from any legal action where
the employee is the Plaintiff.
10.3 Each employee, within 20 days after receiving notice of (i) a tort claim or demand,
action, suit or proceeding against him or her, (2) a judgtnent, verdici, fiading or
determination, either of wluch arises out of alteged or found acu or omissions
occuning in the performance or scope of the empioyee's duties, shall notify the City by
giving written notice thereof to the Office of the City Clerk.
ARTICLE 11- GRIEVANCE PROCEDURE
11.1 A grievance is defined as a dispute or disagreement as to the interpretation or
application of the specific terms and conditions of this Agreement. The procedure
estabIished by this Article shalI be the sofe and exciusive procedure for the processing
of grievances arising from this Agreement or arising from terms and conditions of
emptoyment in the City of St. Pau1 Civit Service Rules and Salary PTan and Rates of
Compensation.
�
11.2 The Emgloyer will recognize representauves designated by the Organization as the �
grievance representatives of the bargaining unit having the duties and responsibilities
established by this Articie. The Organization shall notify the Employer in writing of
the names of such Organization Representatives and of their successors when
designated. The Employer shall notify the Organization in writing as to its designated
representatives.
11.3 It is recognized and accepted by the Organization and the Employer that the processing
of grievances as hereinafrer provided is limited by the job duties and responsibitities of
the empioyees and shall therefore be accomplished during normal working hours when
consistent with such employee dudes and responsibilities. The aggrieved employee and
an Organization representative shail be ailowed a reasonable amount of time without
loss of pay when a grievance is investigated and presented to the Employer during
normal working hours provided that the employee and the Organization Representative
have notified and received the approval of designated supervisor and provided that such
absence is reasonable and would not be detrimental to the work program of the
Employer. It is understood that the Empioyer shaii not use the above limitation to
hamper the processin$ of grievances.
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ARTICLE 11- GRIEVANCE PROCEDURE (Continued)
• 11.4 Grievances, as defined by Paragraph ll.l, shall be resolved in conformance with the
following procedure:
Step 1. An employee claiming a violation conceming the interpretation or
applicarion of this Agreement shall, within twenty-one (21) calendaz days
afcer such alleged violation has occurred, present such grievance to the
Employee's supervisor as designated by the Employer. The
Employer-designated representative will discuss and give an answer to
such Step i grievance within ten (10) calendar days after receipt. A
grievance not resolved in Step 1 and appealed to Step 2 shall be placed in
writing setting forth the nature of the grievance, the facts on which it is
based, the provision or provisions of the Agreement allegedly violated,
the remedy requested, and shall be appealed to Step 2 hy the
Organization within fifteen (15) calendaz days afrer the Employer-
designated representative's finai answer in Step i. Any grievance not
appealed in writing to Step 2 by the Organization within fifteen (15)
calendar days shall be considered waived.
Step 2. If appealed, the written grievance shall be presented by the Organization
and discussed with the Employer-designated Step 2 representative. The
• Employer-designated representative shall give the Organization the
Employer's Step 2 answer in writing within ten (10) calendar days
following the Employer-designated representative's final Step 2 answer.
Any grievance not appealed in writing to Step 3 by the Organization
within ten (10) calendar days shall be considered waived.
Step 3. If appealed, the written grievance shall be presented by the Organization
and discussed with the Employer-designated Step 3 representative. The
Employer-designated representative shall give the Organization the
employer's answer in writing within ten (10) calendar days after receipt
of such Step 3 grievance. A grievance not resolved in Step 3 may be
appealed to Step 4 within ten (l0) calendar days following the
Employer-designated representative's final answer in Step 3. Any
grievance not appeaied in writing to Steg 4 by the Organization within
ten (10) calendar days shall be considered waived.
• -7
ARTICLE 11- GRIEVANCE PROCEDURE (Cantinuedj
Optional Mediation Step
If the grievance fias not been satisfactorily resolved at Step 3, either the
Organization or the Employer may, within ten (10) calendar days, request
mediation. If the parties agree that tfie grievance is suitable for mediation, the
Parties shall submit a joint request to the Minnesota Bureau of Mediarion
Services for tlie assignment of a mediator. Grievance mediation shall be
completed within thirty (30) days of the assignment unless the parties
mutuaIly agree to lengthen the time Iimit.
2. Grievance mediation is an optional and voluntary part of the grievance
resolution process. It is a supplement to, not a substitute for, grievance
arbitration. When grievance mediation is invoked, the conuactual time limit for
moving the grievance to arbitration shall be delayed for the period mediation.
The grievance mediation process shall be informal. Rules of evidence shall
not apply, and no record shall be made of the proceeding. Both sides shall be
provided ample opportunity to present the evidence and argument to support
their case. The mediator may meet with the parties in joint session or in
separate caucuses.
4. At the request of both parties, the mediator may issue an oral recommendation
for settlement. Either party may request that the mediator assess how an
arbitrator might rule in this case.
The grievant shall be present at the grievance mediauan proceeding. If the
grievance is resolved, the grievant shall sign a statement agreeing to accept
the outcome. Unless the parties agree otherwise, the outcome shall not be
precedential.
If the grievance is not resolved and is subsequendy moved to azbitration, such
proceeding shall be de novo. Nothing said or done by the parties or the
mediator during grievance mediation with respect to their positions concerning
resolution or offers of settlement may be used or referred to during arbitration.
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ARTICLE 11 - GRIEVANCE PROCEDURE (Continued)
• Step 4. If the grievance remains unresolved, the Organization may within
fourteen (14) work days after the response of the Employer in Step 3, by
written notice to the Employer, request arbitration of the grievance. The
arbitration proceedings shailbe conducted by an arbitrator to be elected
from a permanent panel of five (5) arbitrators. Arbitrators shall be
selected by lot within twenty (20) work days after notice has been given.
The permanent panel of azbitrators shall be mutually agreed to by the
Empioyer and the Organization no later than sixty (60) days after the
signing of this Agreement.
In the event the Employer and the Association cannot mutualiy agree to
five (5) arbitrators for the permanent panel, the parties will pedtion the
Director of Mediation Services for a list af ten {10) arbivators for each
panel member for which the parties did not mutualiy agree. The parties
shall alternately strike names from such list(s), the Employer striking
first, until one (1) name remains.
•
Vacancies occurring on the permanent panel during the life of this
Agreement shall be filled by mutual agreement of the parties. If the
parties cannot mutually agree, the vacancy shall be filled by the process
noted in the preceding paragraph.
This arbitrator selection process shal] be effective only for the duration
of this Agreement unless both parties agree to extend such provisions.
At any tizne prior to the opening of an arbitration hearing, the parties
may mutually agree to utilize the assistance of the Bureau of Mediation
Services to attempt to mediate a resolution of ihe dispute.
11.5 The fees and expenses for the azbitrator's services and proceedings shall be bome
equaily by the fimployer and the Organization provided that each party shall be
responsibie for compensating its own representatives and witnesses.
If either party desires a verbatim record of the proceedings, it may cause such a record
to be made, providing it pays for the record. If both parties desire a verbatim record of
the proceedings the cost shall be shared equally.
• 9
ARTICLE 11- GRIEVANCE PROCEDURE (Continued)
11.6 If a grievance is not presented within the time limiu set forth above, it shail be
considered "waived. " If a grievance is not appealed to the next step within tfie
specified time lunit or any agreed extension thereof, it shall be considered settled on the
basis of the Employer's tast answer.
If the Employer does not answer a grievance or an appeal thereof wiihin the specified
time limits, the Organization may etect to take the grievance to the next step. The time
limit in each step may be extended by mutual written agreement of ihe Employer and
the Organization in each scep.
11.7 It is understood by the Organization and the Employer that a grievance may be initiated
by the Organization using 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
deternuned 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.
ARTICLE 12 - WAGES
12.1 The wage schedule for the purpose of this contract shall be Appendix A.
The rates shown in Appendix A reflect the following:
Effective December 21, 1996:
Effective July 19, 1997:
Effective December 20, 1997:
Effective February 28, 1998:
Effective September 26, 1998:
2.0� increase across the board
0.5 % increase across the board
0.2% increase across the board
2.0% increase across the boazd
0.8 % increase across the board
Appendix A shall reflect a lower salary grade for employees appointed on or afrer
January 1, 1990 than for employees appointed prior to 3anuary 1, 1990 to the titles listed
below.
Cabie Communications Officer
Dentist
D'uector of Medical Services
Library Public Services Manager
Safety Coordinator
Valuation and Assessment Engineer
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ARTICLE 13 - PARENTAL LEAVE
• 13.1 A twelve (12) month Parentalleave of absence without pay shall be granted to a natural
or an adoptive pazent, who requests such leave in conjuncrion with the birth or adoption
of a child. S�ch 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 elctension of such leave shall not be subject to the provisions of
Article i l 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 they held prior to
the begim�ing of their leave.
13.2 Leave of absence for the adoption of a child or for paternity leave shall be in
accordance with applicable laws.
ARTICLE 14 - 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 imglements.
14.2 Effective January 1, 1997, the Employer shall contribute $191.40 per month toward the
cost of the single health insurance premium.
EfFective January 1, 1997, ffie Employer shall contribute $280 plus 50% of the
premium increase per month toward the cost of the family health insurance premium.
Effective January 1,1998, the Employer agrees to contribute the actual cost of the
single health insurance premium.
Effective January 199$, the Employer shall contribute the 1997 rate plus 50% of the
premium increase per month toward the cost of the family health insurance premium.
14.3 For each eligible employee who has elected health insurance coverage, the Employer
agrees, effective the first payroll period of 1998, to provide life insurance in an amount
equal to the employee's annual salary, or $50,000, whichever is greater. Employees
who waive participation in the health insurance plan shall not be eligible for this life
insurance, nor shall they be eligible to participate in any optional coverages or fle�bie
spending accounts.
� -11-
ARTICLE 14 - INSURANCE (Continued)
14.4 Employees who retire must meet the following conditions at the tune of retirement in
order to be eIigible for the Employer contributions, Iisted in Sections 14.5 through 14.8
below, toward a health insurance plan offered by the Employer:
14.4(1) Be receiving benefits from a Public Employee Retirement Act at the time
of retirement; an@
14.4(2) Have severed his/her relationship with the City of Saint Paul for reasons
other than misconduct; and
14.4(3) Employment with Independent School District #625 will not be counted
toward the service requirement for employees }rired after 10/Oi/97
toward the yeazs of service for retiree health eligibility.
Early Retirees
14.5 This Section applies to employees who:
14.5(1)
14.5(2)
14.5(3)
14.5(4)
14.5(5)
14.5(6)
Retire on or after January 1, 1996, and
Have completed 2Q years Fult-time with the Ciry of Saint Paal, and
Were appointed before January 1, 1990, and
Have not attained age 65 at retirement, and
Meet the terms set forth in Section 14.4 above, and
Select a health insurance plan offered by the Employer.
Until such employees reach sixty-five (65} years of age, the Employer agrees to
contribute a maximum of $350.00 per month toward the cost of single or family health
insurance coverage. Any unused portion shall not be paid to tfie retiree. In addition,
the Empioyer will contribute the cost for $5,000 life inc„rance coverage until the retiree
attains the age of 65.
When such early retiree attains age 65, the provisions of Section 14.7 shall apply.
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14.b This Section shall apply to employees who:
ARTICLE 14 - INSURANCE (Continued)
14.6(i)
Regular Retirees (Age 65 and over)
14.6(2)
14.6(3)
14.6(4)
14.6(5)
Until such employees reach sixty-five (65) years of age, the Employer agrees to
contribute a maximum of $300.00 per month toward the cost of single or family health
insurance coverage. Any unused portion shall not be paid to the retiree. In addition,
the Employer will conuibute the cost for $S,OOO life insurance up till the retiree attains
the age of 65.
When such early retiree attains age 65, the provisions of Section 14.8 shall apply.
Retire on or after January 1, 1996, and have comp2eted 20 yeazs fuli-
time with the City of Saint Paul, and
Were appointed on or after January 1, 1990, and
Aave not attained age 65 at retirement, and
Meet ti�e conditions of Section 14.4 above, and
Select a health insurance pian offered by the Employer.
14.7 This Section shall apply to Full-time employees who:
14
14
14
14
14
14
7(1)
7(2)
7(3)
7(4)
7(5)
7(6)
Retire on or after January 1, 1996, and
Were appointed prior to January 1, 1990, and
Have completed 20 years Full-time with the City of Saint Paui, and
Have attained age 65 at retirement, and
Meet the conditions of Section 14.4 above, and
Select a health insurance plan offered by the Employer.
The Employer agrees to contribute up to a maximum of $550.00 per month towazd the
cost of single or family health insurance coverage. Any unused portion shall not be
paid to the retiree. No life insurance coverage wiil be provided.
� -13-
ARTICLE 14 - INSURANCE (Continued)
14.8 This Section shall apply to Full-time employees who:
14.8(1)
14.8(2)
14.8(3)
14.8(4)
ia.s(5>
14.8(6)
Ret'ue on or after January 1,l996, and
Were appointed on or after January i, 1990, and
Have completed 20 yeazs Full-time with the City of Saint Paul, and
Have attained age 65 at retirement, and
Meet the conditions of Section 14.4 above, and
Seleci a health insurance plan offered by the Emptoyer.
The Employer agrees to contribute up to a maacimum of $300.00 per month toward the
cost of single or family health insurance coverage. Any unused portion shall not be
paid to the retiree. No life insurance coverage will be provided.
Survivor Insurance
14.9 The surviving spouse of an employee carrying fanuly coverage at the tune of his/her
death due to a job connected injury or Illness which was determined to have arisen out
of and in the course of his/her employment under worker's compensation law sha1I
continue to be eligible for city contribution in the same proportions as is provided for
retired employees.
In the event of the death of an early retiree or a regular retiree, the dependents of the
retiree shall have the option, within thirty (30) days, to continue the current
hospitalization and medical benefits which said dependents previously had, at the
premium and Empioyer contribution accotded to the eligible deceased retiree.
Ft is further nnderstood that coverage shall cease in the event of:
14.9(1) Subsequent remarriage of the surviving spouse of the deceased employee
or retiree.
14.9(2) The employment of the surviving spouse of dependent where health
insurance is obtained through a group program provided by said
Employer. In this event, however, the surviving spouse or dependent
shall have the right to maintain city health insurance for the first ninety
(90) days of said employment.
�
•
-14- •
��`��
�
L�
ARTICLE 14 - INSURANCE (Continued)
14.10 A retiree may not carry his/her spouse as a dependent if such spouse is also a Ciry
retiree or Ciry employee and eligible for and is enrolled in the Ciry health insurance
program.
14.11 The contributions indicated in this Article 14 shall be paid to the Bmployer's
third parry administrator.
14.12 Employees 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.
14.13 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.
ARTICLE 15 - VACATION
15.1 In each calendar year, each full-time employee shall be granted vacation according to
the following schedule:
Years of Service
Less than 8 years
After 8 years thru 15 years
After 15 yeazs and thereafrer
Vacation Granted
15 days
20 days
25 days
Employees who work less ffian full-time shall be granted vacation on a pro rata basis.
•
15.2 The head of the department may permit an empioyee to carry over into the foliowing
year up to fifteen days' vacation.
-15-
ARTICLE 15 - VACATION (Continued)
15.3 The time of vacation shall be approved by the head of the department in which the
employee is empioyed. If an employee has been granted more vacation than he has
earned up to the time of his separation from the City service, the employee shall
reimburse the City for such unearned vacation. If an employee is separated from the
service by reason of resignation, he shail be granted such vacation pay as he may have
earned and not used up to the time of such separation, provided that he has notified the
department head in writing at least fifteen calendar days prior to the date of his
resignation. If an employee is separated from the service by reason of discharge,
retirement or death, he shall be granted such vacation pay as he may have earned and
not used up to the time of such separation. The provisions of this Section shaIl not
apply to temporary or emergency empIoyees.
15.4 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 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 Ieave in each calendar year under t�is provision.
15.5 In addition to the provisions of the above Article 15.4 of this Agreement, an employee,
with the approval of the department head, may convert another ten (10) days of
accumulated sick leave credit in excess of one hundred eighry (180) days to vacadon at
a rate of one-half (1/2) day of vacation for one (i) day of sick leave credit.
ARTICLE 16 - HOLIDAYS
16.1 Holidays recognized and observed. The following days shall be recognized and
observed as paid holidays:
New Year's Day
Martin Luther King Day
Presidents Day
Memorial Day
Independence Day
Two floating holidays
Izbor Day
Day After Thanksgiving
Veterans' Day
Thanksgiving Day
Christcnas Day
Eligible employees shall receive pay for each of the holidays listed above on wlrich they
perform no work. LVhenever 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.
However, for those employees assigned to a work week which includes a Saturday or
Sunday, the holiday shall be observed on its calendar date.
�
.
C�
-16-
�� I
• ARTICLE 16 - HOLIDAYS (Continued)
16.2 The floating holidays set forth in Secrion 16.1 above may be taken at any time during
the contract year, subject 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 the last working day before the holiday
and the first working day after the holiday. It is further understood that neither
temporary nor other employees not heretofore eligible shall receive holiday pay.
ARTICLE 17 - SEVERANCE PAY
17.1 The Employer shall provide a severance pay program as set forth in this Article.
17.2 To be eligible for the severance pay program, an empioyee must meet the following
requirements:
17.2(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 Ciry severance pay program.
17.2(2) The employee must have at least fifteen (15) years of consecutive service
under the classified or unclassified Civil Service at the time of
separation. For the purpose of this Article empioyment with the
Independent School District #625 will not be counted toward the service
requirement for employees hired after 10/Ol/97 toward the years of
service for severance eligibility.
17.2(3) The empioyee must file a waiver of re-employment with the Director of
Human Resources, which will clearly indicate that by requesting
severance pay, the employee waives all rights to claim reinstatement or
re-employment (of any type), with the City.
17,2(4) The employee must have accumulated a minimum of eighty (SO) days of
sick leave credits at the time of lus separation from service.
� -17-
ARTICLE 17 - SEVERANCE PAY (Continued)
17.3 If an employee requests severance pay and if the employee meets the eligibility •
requirements set for[h above, he or she will be granted severance pay in an aznount
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.
17.4 The malcunum amount of money that any employee may obtain through tius severance
pay program is $10,000.
17.5 For the purpose of this severance program, a death of an employee who meets all of the
requiremenu set forth above, at the time of his/her death, payment of the severance pay
shall be made to the employee's estate or spouse.
17.6 The manner of payment of such severance pay shall be made in accordance with the
provisions of City Ordinance No. 16303.
ARTICLE 18 - SICK LEAVE
18.1 Employees shall accumulate sick leave crediu at the rate of .0576 of a working hour for
each full hour on the payroll excluding overtime, Sick leave shall be granted in
accordance with the Civil Service Rules.
18.2 In the case of a serious illness or disability of an employee's cluld, parent or household •
member, the head of the department shall grant leave with pay in order for the
employee to caze 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 shail be limited to 40 hours per incident.
18.3 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.
18.4 The head of rhe department or the Human Resources Director may require a physician's
certificate at any time during an employee's use of sick leave for the purposes stated in
18.2 above. All such certificates shall be forwazded by the appointing officer to the
Human Resources Office. If an employee is absent because of the provisions of Articie
18.2 above for three or fewer calendaz days he/she shail submit to the head of the
Depariment a certificate sigaed by the emgloyee staiiag the nature of the cl�td, pazent,
or household member's sickness.
�
U
-18-
ARTICLE 18 - SICK LEAVE (Continued)
�S
� 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 nariue and period of the person's sickness is submitted and
approved by the head of the department and forwarded to the Human Resources Office.
18.5 No sick leave shall be granted for the above reasons unless the employee reports to
his/her department head ffie necessity for the absence not later than one-half hour afrer
histher regulariy 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.
18.6 An employee shall be paid under the provisions of this paragraph only for the number
of days or hours for which helshe would normally have bee paid if he/she had not been
on sick leave.
18.7 Any employee who has accumulated sick leave credits, as provided in the Civil Service
Rules, may be granted one day of such leave to attend the funeral of the employee's
grandparent or grandchild.
ARTICLE 19 - CITY MILEAGE
� 19.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul
Administrative Code, as amended, pertaining to reimbursement of City o�cers and
employees for the use of their own automobiles in the performance of their duties, the
following provisions are adopted.
19.2 Method of Computation: To be eligible for such reimbursement, all officers and
employees must receive written authorization from the Department Head.
Type 1. If an employee is required to use his(her own automobile
OCCASIONALLY dur'sng employment, the employee shall be
reimbursed at the rate of $4.00 per day for each day the employee's
vehicie is actually used in performing the duties of the employee's
position.
In addition, the employee shall be reimbursed $.20 per mile for each
mile actually driven.
• -19-
ARTICLE 19 - CITY MII.EAGE (Continued)
If such employee is required to drive an automobile during employment �
and the department head or designated representadve detemunes 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
reunbursed at ihe nte of $.20 per mile driven and shall not be eligible
for any per diem.
Type 2. If an employee is required to use hislher own automobile REGiII.ARLY
during employment, the employee shall be reimbursed at the rate of
$4.00 per day for each day of work. In addition, the employee shall be
reimbursed $.20 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 automob�e, then the employee shall be
reimbursed at the rate of $.20 per mile driven and shaA not be eligible
for any per diem.
193 The City will provide parking at the Civic Center Parking Ramp for City employees on
either of the above mentioned types of rennbursement 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 availabie. •
14.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing ihe
procedures for automobile reimbursement, which regulations and rules shall contain the
requireznent ihat recipienis 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 properry 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.
ARTICLE 20 - SAFETY SHOES
20.1 For those employees required, by the Employer, to weaz safety shces or boots, the
Employer agrees to contribute $30.00 per year towazd the purchase of such shoes or
boots.
•
-20-
•
C�
ARTICLE 21 - DURATION AND EFFECTIVE DATE
a�-q�
21.1 Complete Agreement with Waiver of Bargaining. This Agreement shall represent
the complete Agreement between the Organization and the Employer. The parties
acl�owledge that during the negotiations which resulted in this Agreement, each had
the unlimited right and opportunity to make requests and proposals with respect to any
subject or matter not removed by law from the area of collective bargaining, and that
the complete understandings and agreements arrived at by the parties after the exercise
of that right and opportunity are set forth in this Agreement. Therefore, the Employer
and the Organizauon, for the life of this Agreement, each voluntarIly and unqualifiedly
waives the right, and each agrees that the other shall not be obligated to bargain
collectively with respecC to any sub}ect or matter referred to or covered in this
Agreement.
21.2 Except as herein provided this Agreement shall be effective as of the date it is executed
by the parties and shall continue in full force and effect through December 31, 1998
and thereafter until modified or amended by mutual agreement of the parties. Either
parry desiring to amend, or modify this Agreement shall noufy the other in writing so
as to comply with the provisions of the Public Employment Labor Relations Act of
1984, as amended.
21.3 This constitutes a tentative Agreement between Yhe parties which will be recommended
by the Director of Labor Relations, but is subject to the approval of the Administration
of the City, and is also subject to ratification by the Organization.
WITNESSES:
CITY OF SATNT PAUL
SAINT PAUL SUPERVISORS'
ORGAIVIZATION
��- ,
Ma H. Kearney
Labor Relations Director
i-art-58'
Date
�
J es O'I,eary
esident
/�Z��F�
Date
• -21-
APPENDIX A � �� �
TITLES AND SALARIES
�
� � ���
436A EQUIPMENT SERVICES MANAGER (Appt. on/after i/1/90)
A B C D E F G 10-yr. 15-yr.
(i) (2) (3) (4) (5) (6) ��) �8) �9)
12-21-96 1325.91 1375.27 1424.95 1489.25 1557.70 1629.45 1704.22 1753.91 1801.60
07-19-97 1332.54 1382.15 1432.07 1496.70 1565.49 1637.60 1712.74 1762.68 1810.61
12-20-97 1335.21 1384.91 1434.93 1499.69 1568.62 1640.88 1716.17 1766.21 1814.23
02-28-98 1361.91 1412.61 1463.63 1529.68 1599.99 1673.70 1750.49 1801.53 1850.51
09-26-98 1372.81 1423.91 1475.34 1541.92 1612.79 1687.09 1764.49 1815.94 1865.31
GRADE O10
371A BUILD SUPERINTENDENT
260A OFFICE MANAGER
316A STOREROOM MANAGER
606A IMPOUND LOT SUPERVISOR (Eff. 12/7/97)
12-21-96 1363.79 1411.22 1461.75 1529.32 1599.89 1673.75 1749.53 1803.66 1853.27
• 07-19-97 1370.61 1418.28 1469.06 1536.97 1607.89 1682.12 1758.28 1812.68 1862.54
12-20-97 1373.35 1421.12 1472.00 1540.04 1611.11 1685.48 1761.80 1816.31 1866.27
02-28-98 1400.82 1449.54 1501.44 1570.84 1643.33 1719.19 1797.04 1852.64 1903.60
09-26-98 1412.03 1461.14 1513.45 1583.41 1656.48 1732.94 1811.42 1867.46 1918.83
GRADE Ol l
396A GOLF PRO/MANAGER
568 SUPERVISING DENTAL HYGIENIST
12-21-96 1399.56 1451.26 1503.85 1572.51 1644.09 1721.30 1799.16 1850.19 1904.89
07-19-97 1406.56 1458.52 1511.37 1580.37 1652.31 1729.91 1808.16 1859.44 1914.41
12-20-97 1409.37 1461.44 1514.39 1583.53 1655.61 1733.37 1811.78 1863.16 1918.24
02-28-98 1437.56 1490.67 1544.68 1615.20 1688.72 1768.04 1848.02 1900.42 1956.60
09-26-98 1449.06 1502.60 1557.04 1628.12 1702.23 1782.18 1862.80 1915.62 1972.25
• -Al-
��`��
•
GRADE 012
205A ASSISTANT CITY CLERK
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (�) ($) (9)
12-21-96 1438.62 1490.29 1544.97 1614.63 1689.46 1767.49 1848.65 1907.10 1957.85
07-19-97 1445.81 1497.74 1552.69 1622.70 1697.91 1776.33 1857.89 1916.64 1967.64
12-20-97 1448.70 1500.74 1555.80 1625.95 1701.31 1779.88 1861.61 1920.47 1971.58
02-28-98 1477.67 1530.75 1586.92 1658.47 1735.34 1815.48 1898.84 1958.88 2011.01
09-26-98 1489.49 1543.00 1599.62 1671.74 1749.22 1830.00 1914.03 1974.55 2027.10
GRADE 013
307A BUSINESS ASSIST PROGRAM SUPV
554 PUBLIC SERVICES MANAGER�LTntil 10/21/97; then grade 017)
12-21-96 1477.56 1530.39 1587.25 1660.22 1734.83 1816.04 1902.35 1958.90 2010.79
07-19-97 1484.95 1538.04 1595.19 1668.52 1743.50 1825.12 1911.86 1968.69 2020.84
12-20-97 1487.92 1541.12 1598.38 1671.86 1746.99 1828.77 1915.68 1972.63 2024.88
02-28-98 1517.68 1571.94 1630.35 1705.30 1781.93 186535 1953.99 2012.08 2065.38
• 09-26-98 1529.82 1584.52 1643.39 1718.94 1796.19 1880.27 1969.62 2028.18 2081.90
GRADE 014
872 LOANS Si3PERVISOR
381 RECORDER OF COUNCIL PROCEEDING
595A DUPLICATING SHOP MANAGER (Eff. 8l18/97)
12-21-96 i517.66 1572.51 1630.54 1705.31 1785.28 1866.56 1954.01 2012.92 2068.68
07-19-97 1525.25 1580.37 1638.69 1713.84 1794.21 1875.89 1963.78 2022,98 2079.02
12-20-97 1528.30 1583.53 1641.97 1�17.27 1797.80 1879.64 1967.71 2027.03 2083.18
02-28-98 1558.87 1615.20 1674.81 1751.62 1833.76 1917.23 2007.06 20b7.57 2124.84
09-26-98 1571.34 1628.12 1688.21 1765.63 1848.43 1932.57 2023.12 2084.11 2141.84
•
�`�
GRADE 015
! 259 *PUBLIC WORKS TECHNICIAN IV
469 *SUPV OF SIDEWALK CONST
757 ASSISTANT DIIi OF HUMAN RIGHTS
428A ENGINEERING TECHNICIAN SUPVR
A B C D E F G 10-yr. 15-yr.
( (2) (3) ( (5) (6) (�) (8) (9)
12-21-96 1559.81 1617.70 1675.87 1751.74 1833.84 1918.21 2007.90 2070.94 2128.01
07-19-97 1567.61 1625.79 1684.25 1760.50 1843.01 1927.80 2017.94 2081.29 2138.65
12-20-97 1570.75 1629.04 1687.62 1764.02 1846.70 1931.b6 2021.98 2085.45 2142.93
02-28-98 1602.17 1661.62 1721.37 179930 1883.63 1970.29 2062.42 2127.16 2185.79
09-26-98 1614.99 1674.91 1735.14 1813.69 1898.70 1986.05 2078.92 2144.18 2203.28
GRADE 016
�� � �
245A ADMIN ASSISTANT
383A ADMIN ASSISTANT
674 ADMINISTRATTVE ASSISTANT
566 ARBORIST SUPERVISOR
191 EQUIPMENT SERVICES MANAGER(Appt. prior to 1/1/90)
048A HOUSING INFORMATION COORD
• 438A SAFETY COORDINATOR(Appt.onlafter 1/1l90)
12-21-96 1603.01 1662.04 1722.15 1802.24 1885.52 1972.96 2065.78 2128.01 2186.13
07-19-97 1611.03 1670.35 1730.76 1811.25 1894.95 1982.82 2076.11 2138.65 2197.06
12-20-97 1614.25 1673.69 1734.22 1814.87 1898.74 1986.79 2080.26 2142.93 2201.45
02-28-98 1646.54 1707.16 1768.90 1851.17 1936.71 2026.53 2121.87 2185.79 2245.48
09-26-98 1659.71 1720.82 1783.05 1865.98 1952.20 2042.74 2138.84 2203.28 2263.44
•
-A3-
GRADE Q17
433A CABLE COMMITIVICATIONS OFFICER
. 822 NUTRITIONIST III
644 RECREATION DIRECTOR III
364 SEIJIOR PUBLIC HEALTH NURSE
912 SUPV OF TRAFFIC MAINTENANCE
522 WATER QUALITY SPECIALIST III
554 PUBLIC SERVICES MANAGER (Eff. 10/22/97)
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (�) (g) (9)
12-21-96 1647.20 1707.32 1770.62 1850.78 1936.18 2027.83 2122.70 2189.26 2250.48
07-19-97 1655.44 1715.86 1779.47 1860.03 1945.86 2037.97 2133.31 2200.21 2261.73
12-20-97 1658.75 1719.29 1783.03 1863.75 1949.75 2042.05 2137.58 2204.61 2266.25
02-2&98 1691.93 1753.68 1818.69 1901.03 1988.75 2082.89 2180.33 2248.70 2311.58
09-26-98 1705.47 1767.71 1833.24 1916.24 2004.66 2099.55 2197.77 2266.69 2330.07
• � 1
290A CONTRACT COMPLIANCE SUPERVISOR
258A Ei3VIItONMEI3TAL HEALTH PROG SUPV
449A LIBRARIAN III (Appt. after 7/7l88)
325A MEDICAL TECHNOLOGIST SUPERVISR
• 196A SUPV OF INVESTIGATION--HUM RTS
12-21-96 1692.55 1753.74 1818.17 1904.44 1991.94 2086.86 2183.80 2251.62 2310.81
07-19-97 1701.01 17b2.51 182�.26 1913.96 2001.90 2097.29 2194.72 2262.88 2322.36
12-20-97 1704.41 1766.04 1830.91 1917.79 2005.90 2101.48 2199.11 2267.41 2327.00
02-28-98 1738.50 1801.36 1867.53 1956.15 2046.02 2143.51 2243.09 2312.76 2373.54
09-26-48 1752.41 1815.77 1882.47 1971.80 20b2.39 2160.66 2261.03 2331.26 2392.53
•
a� -��
�
GRADE 020
601 ACCOLTNTANT IV
! 031A BUII,D DESIGN CONTRACT ADMIN
131A COMPUTER OPERATIONS SUPERVISOR
211A COMPUTER SERVICES MANAGER
588 CONSERVATORY MANAGER
617 FORESTRY MANAGER
448A LIBRARIAN III(Apgt. on(Uefore 7!7/88)
521A LICENSE MANAGER
059A SAFETY COORDINATOR(Appt. prior to 111/90)
350A ZONR�TG MANAGER
A B C D E F G 10-yr. 15-yr.
(1) �2) (3) �4) (5) (6) ��) (8) (9)
12-21-96 1787.42 1853.86 1922.38 2011.99 2105.76 2204.89 2308.15 23�8.46 2445.11
07-19-97 1796.36 1863.13 1931.99 2022.05 2116.29 2215.91 2319.69 2390.35 2457.34
12-20-97 1799.95 1866.86 1935.85 2Q26.09 2120.52 2220.34 2324.33 2395.13 2462.25
02-28-98 1835.95 1904.20 1974.57 2066.61 2162.93 2264.75 2370.82 2443.03 2511.50
09-26-98 1850.64 1919.43 1990.37 2083.14 2180.23 2282.87 2389.79 2462.57 2531.59
GRADE 021
� 569 ASSESSMENTS SUPERVISOR
098 CHIEF SURVEYOR
124A AOUSING CODE INSPECTION SUPER
275A REAL ESTATE MANAGER (Unti103/27/97; then grade 025)
335A RIGHT-OF-WAY ENGINEER
12-21-96 1836.01 1905.50 1975.10 2067.89 2164.85 2268.00 2372.52 2446.06 2514.78
07-19-97 1845.19 1915.03 1984.98 2078.23 2175.67 2279.34 2384.38 2458.29 2527.35
12-20-97 1848.88 1918.86 1988.95 2082.39 2180.02 2283.90 2389.15 2463.21 2532.40
02-28-98 1885.86 1957.24 2028.73 2124.04 2223.62 2329.58 2436.93 2512.47 2583.05
09-26-98 1900.95 1972.90 2044.96 2141.03 2241.41 2348.22 2456.43 2532.57 2603.71
•
�����
�
GRADE 022
434A DENTIST (Appt. on/after 1/1/90)
� 877 PARKING ADMINISTRATOR
895 SUPV BLDG DESIGN & PLAN REVIEW
132A WATER TREATMENT SUPERVISOR
A B C D E F G 10-yr. 15-yr,
(1) (Z) (3) ( (5) (6) (�) (8) (9)
12-21-96 1887.70 1957.32 2031.05 2125.85 2225.91 2330.28 2439.96 2515.84 2585.59
07-19-97 1897.14 1967.11 2041.21 2136.48 2237.04 2341.93 2452.16 2528.42 2598.52
12-20-97 1900.93 1971.04 2045.29 2140.75 2241.51 2346.61 2457.06 2533.48 2603.72
02-28-98 1938.95 2010.46 2086.20 2183.57 2286.34 2393.54 2506.20 2584.15 2655.79
09-26-98 1954.46 2026.54 2102.89 2201.04 2304.63 2412.69 2526.25 2604.82 2677.04
GRADE 023
496 ACCOUNTANT V
287A PARKS & RECREATION MANAGER
881 SUPV OF REHABILITATION
222A ZOO DIRECTOR
12-21-96 1941.38 2013.07 2088.95 2185.88 2288.12 2397.78 2509.57 2588.79 2660.58
07-19-97 1951.09 2023.14 2099.39 2196.81 2299.56 2409.77 2522.12 2601.73 2673.88
� 12-20-97 1954.99 2027.19 2103.59 2201.20 2304.16 2414.59 2527.16 2606.93 2679.23
2-28-98 1994.09 2067.73 2145.66 2245.22 2350.24 2462.88 2577.70 2659.07 2732.81
09-26-98 2010.04 2084.27 2162.83 2263.18 2369.04 2482.58 2598.32 2680.34 2754.67
GRADE 024
219A *LIBRARIAN IV
460A EDP TECHNICAL SERVICES SUPV
228A EMPLOYMENT PROGRAMS MANAGER
217A ENVIRONMENTAL HEALTH DII2ECTOR
954 HEALTH AAMINISTRATION MANAGER
980 INFORMATION SERVICE MANAGER-WU
180A NUTRITIONIST IV
446 PUBLIC HEALTH NURSING SUPR
12-21-96 1994.07 2068.93 2145.85 224&.09 2353.45 2464.34 25&2.33 2660.58 2733.40
07-19-97 2004.04 2079.27 2156.58 2259.33 2365.22 2476.66 2595.24 2673.88 2747.07
12-20-97 2008.05 2083.A�3 2160.89 2263.85 2369.95 2481.612600.43 2679.23 2752.56
02-28-98 2048.21 2125.10 2204.11 2309.13 2417.35 2531.24 2652.44 2732.81 2807.61
09-26-98 2064.60 2142.iQ 2221.74 2327.60 2436.69 2551.49 2673.66 2754.67 2830.Q7
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539 ACCOUNTING MANAGER
• 406 CIVIL ENGINEER IV
411 CIVII. ENGINEER IV-VJATER UTIL
149 DENTIST(Appt. grior to 1/1/90)
449 MUNICIPAL GARAGE SUPERVISOR
882 SUPV OF TECFINICAL SERVICES
275A REAL ESTATE MANAGER (Eff. 3/28/97)
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) �5) �6) (7) ($) (9)
12-21-96 2050.02 2129.03 2208.05 2311.28 2418.96 2533.83 2653.95 2737.69 2812.71
07-19-97 2060.27 2139.68 2219.09 2322.84 2431.05 2546.50 2667.22 2751.38 2826.77
12-20-97 2064.39 2143.96 2223.53 2327.49 2435.91 2551.59 2672.55 2756.88 2832.42
02-28-98 2105.68 2186.84 2268.00 2374.04 2484.63 2602.62 2726.00 2812.02 2889.07
09-26-98 2122.53 220A.33 2286.14 2393.03 2504.51 2623.44 2747.81 2834.52 2912.18
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283 BUILD AND AOLISING INSP SUPV
575A POLICE RESEARCA & GRANTS MANAGER
878 PRINCIPAL DESIGNER
100A PROGRAM ADMINISTRATOR
• 594A DEPUTY LIEP DIR.-CUSTOMER SERV. (Eff. 12/3/97)
593A DEPUTY LIEP DIR.- CONSTRUCTION (Eff. 12/3/97)
12-21-96 2108.97 2186.92 2271.22 2374.69 2489.44 2b07.50 2730.87 2815.79 2893.00
07-19-97 2119.51 219'7.85 2282.58 2386.56 2501.89 2620.54 2744.52 2829.87 2907.47
12-20-97 2123.75 2202.25 2287.15 2391.33 2506.89 2625.78 2750.01 2835.53 2913.28
02-28-98 2166.23 2246.30 2332.89 2439.16 2557.03 2678.30 2805.01 2892.24 2971.55
09-2b-98 2183.56 2264.27 2351.55 2458.67 2577.49 2699.73 2827.45 291538 299532
GRADE 027
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251A LIBRAItY PUBLIC SERVICES MGR. (Appt. prior to 1/1/90)
736 LICENSE AND PERMIT MANACsER
936 PRINCIPAL PLANNER
922 SENIOR PRINCIPAL PLANNER
178A TECHNICAL & SUPPORT SRVS MGR
12-21-96 2166.94 2249.14 2333.47 2444.18 2559.07 2681.33 2808.77 2895.16 2976.49
07-19-97 2177.77 2260.34 2345.14 2456.40 2571.87 2694.74 2822.81 2909.64 2991.37
12-20-97 2182.13 2264.91 2349.83 2461.31 2577.01 2700.13 2828.46 2915.46 2997.35
02-28-98 2225.77 2310.21 2396.83 2510.54 2628.55 2754.13 2885.03 2973.77 3057.30
• 09-26-98 2243.58 2328.69 2416.00 2530.62 2649.58 2776.16 2908.11 2997.56 3081.76
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464A ADMIN MANAGER--PUBLIC WORKS
• 708C ATTORNEY V
439A VALUATION & ASSFSSMENT ENG(Appt. on/after 1/1/90)
A B C D E F G 10-yr. IS-yr.
( (2) �3) ( (5) (6) ��) (8) (9)
12-21-96 2229.08 2312.35 2399.90 2513.72 2633.86 2756.18 2887.94 2974.59 3062.05
07-19-97 2240.23 2323.91 2411.90 2526.29 2647.03 2769.96 2902.38 2994.49 3077.36
12-20-97 2244.71 2328.56 2416.72 2531.34 2652.32 2775.50 2908.18 3000.48 3083.51
02-28-98 2289.60 2375.13 2465.05 2581.97 270537 2831.01 2966.34 3060.49 3145.18
09-26-98 2307.92 2394.13 2484.77 2602.63 2727.01 2853.66 2990.07 3084.97 317034
GRADE 029
773 LIBRARY SERVICES MANAGER
322A PURCHASING SYSTEM5 MANAGER
914 TREASURY MANAGER
12-21-96 2292.28 23'77.77 2468.35 2584.44 2706.74 2837.28 2972.17 3064.08 3149.75
0'7-19-97 2303.74 2389.66 2480.69 2597.36 2720.27 2851.47 2987.03 3079.40 3165.50
12-20-97 2308.35 2394.44 2485.65 2602.55 2725.71 2857.17 2993.00 3085.56 3171.83
02-28-48 2354.52 2442.33 2535.36 2654.60 2780.22 2914.31 3052.86 3147.27 3235.27
.09-26-98 2373.36 2461.87 2555.64 2675.84 2802.46 2937.62 3077.28 3172.45 3261.15
GRADE 030
143A ASSISTANT CITY ENGINEER
347A DIVISION MGR--WATER UTILITY
803 MANAGER OF DATA PROCESSING
12-21-96 2356.68 2446.18 2538.96 2658.21 2783.58 2917.54 3056.49 3149.75 3241.58
07-19-97 2368.46 2458.41 2551.65 2671.50 2797.50 2932.13 3071.77 3165.50 3257.79
12-20-97 2373.20 2463.33 2556.75 2676.84 2803.10 2937.99 3077.91 3171.83 3264.31
02-28-98 2420.66 2512.60 2607.89 273038 2859.16 2996.75 3139.47 3235.27 3329.60
09-26-98 2440.63 2532.70 2628.75 2752.22 2882.03 3020.72 3164.59 3261.15 3356.24
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GRADE 031
272A DEPUTY DIIZ-ECONOMIC DEVELOP
• 096A DEPUTY DIR-NEIGHBORHOOD & HSG
095A DEPUTY DIR-PLANNING & DESIGN
435A DIItECTOR OF MEDICAL SERVICES
A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (5) (6) (�) (g) (9)
12-21-96 2424.12 2514.74 2610.67 2735.00 2864.75 3000.68 3144.07 3242.80 3333.65
07-19-97 2436.24 252731 2623.72 2748.68 2879.07 3015.68 3159.79 3259.01 3350.32
12-20-97 2441.11 2532.36 2628.97 2754.18 2884.83 3021.71 3166.11 3265.53 3357.02
02-28-98 2489.93 2583.01 2681.55 2809.26 2942.53 3082.14 3229.43 3330.84 3424.16
09-26-98 2509.85 2603.67 2703.00 2831.73 2966.07 3106.80 3255.27 3357.49 3451.55
GRADE 032
221A BUILD CODE OFFICER
12-21-96 2492.68 2585.49 2683.50 2813.00 2946.94 3088.16 3234.72 3336.95 3428.76
07-19-97 2505.14 2598.42 2696.92 2827.07 2961.67 3103.6Q 3250.89 3353.63 3445.9�
12-20-97 2510.15 2603.62 2702.31 2832.72 2967.59 3109.81 3257.39 3360.34 3452.79
02-28-98 2560.35 2655.69 2756.36 2889.37 3026.94 3172.01 3322.54 3427.55 3521.85
09-26-98 2580.83 2b76.94 2778.41 2912.48 3051.16 3197.39 3349.12 3454.97 3550.02
• GRADE 033
183A ASSISTANT GEN MGR--WATER UTY
145A ASSOCIATE CITY ENGINEER
085 CHIEF ACCOUNTANT
513 VALUATION & ASSESS ENGINEER(Appt. prior to 1/1/90)
12-21-96 2563.32 2648.45 2760.33 2893.22 3031.28 3177.62 3328.63 3432.93 3529.18
0?-19-97 2576.14 2661.69 2774.13 2907.69 3046.44 3193.51 3345.27 3450.09 3546.83
12-20-97 2581.29 2667.01 2779.68 2913.51 3052.53 3199.90 3351.96 3456.99 3553.92
02-28-98 2632.92 2720.35 2835.27 2971.78 3113.58 3263.90 3419.00 3526.13 3625.00
09-26-98 2653.98 2742.11 2857.95 2995.55 3138.49 3290.01 3446.35 3554.34 3654.00
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GRADE 034
232C ATTQRNEY VLII
• A B C D E F G 10-yr. 15-yr.
(1) (2) (3) (4) (3) (6) ('n (g) (9}
12-21-96 2636.02 2735.00 2839.43 2976.41 3118.72 3267.36 3424.37 3531.34 3632.64
07-19-97 2649.20 2748.68 2853.63 2991.29 3134.31 3283.70 3441.49 3549.Q0 3650.80
12-20-97 2654.50 2754.18 2859.34 2997.27 3140.58 3290.27 3448.37 3556.10 3658.10
02-28-98 2707.59 2809.26 2916.53 3057.22 320339 3356.08 3517.34 3627.22 3731.26
09-26-98 2729.25 2831.73 2939.86 3081.68 3229.02 3382.93 3545.48 3656.24 3761.11
GRADE 035
737 DEPUTY CITY ATTORNEY
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12-21-96 2711.87 2814.04 2921.68 3062.87 3207.27 3361.21 3522.54 3634.75 3736.33
07-19-97 2725.43 2828.11 2936.29 3078.18 3223.31 3378.02 3540.15 3652.92 3755.01
12-20-97 2730.88 2833.77 2942.16 3084.34 3229.76 3384.78 3547.23 3660.23 3762.52
02-28-98 2785.50 2890.45 3001.00 3146.03 3294.36 3452.48 3618.17 3733.43 3837.77
09-26-98 2807.78 2913.57 3025.01 3171.20 3320.71 3480.10 3647.12 3763.30 38b8.47
GRADE 039
. 042 DII2ECTOR OF MEDICAL SERVICES (Appt. prior to 1/1/90)
12-21-96 3034.46 3150.36 3271.64 3428.63 3593.07 3768.06 3949.32 4073.05 4188.56
07-19-97 3049.63 3166.11 3288.00 3445.77 3611.04 3786.90 3969.07 4093.42 4209.50
12-20-97 3055.73 3172.44 3294.58 3452.66 3618.26 3794.47 3977.01 4101.61 4217.92
02-28-98 3116.84 3235.89 3360.47 3521.71 3690.63 3870.36 4056.55 4183.64 4302.28
09-26-98 3141.77 3261.78 3387.35 3549.88 3720.16 3901.32 4089.00 4217.114336.70
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ATTACfINIENT TO GREEN SHEET
Saint Paul Supervisor's Organization (SPSO)
Duration
This contract will be effective January 1, 1997 through December 31, 1998.
Wages:
SPSO agreed to the same salary increases as AFSCME Clerical and Technical for the two
years of their contract.
O1J01197 2.0% 03/Ol/98 2.0°l0
08/Ol/97 0.5% 10/Ol/98 0.8%
12/31 97 0.2%
1997 2.7% 1998 2.8%
Health Insurance:
1996 - Current 1997 1998
Single $180.61 Single $191.40 (actual cost) Single $178.95 (actual cost)
Family $280.00 Family $293.44 (represents Family $293.44 (represents 50%
50% of the premium increase) of the premium increase)
Life Insurance
For each eligible employee who has elected health insurance coverage, the Employer agrees, effective
the first payroll period of 1998, to provide life insurance in an amount equal to the employee's annual
salary, or $50,000, whichever is greater.
Retiree Health Insurance
Employment with Independent School District #625 will not be counted towazd the service requirement
for employees hired after 10/Ol/97 toward the years of service for retiree health eligibility.
Severance Pay
Employment with Independent School District #625 will not be counted towazd the service requirement
for employees hired after 10/O1/97 toward the years of service for severance eligibility.
Check Off and Administrative Service Fee
Decrease the administrative service fee from $1.00 to $0.50.
Titles and Salaries (Clarification only)
Revise to incorporate any changes (tide change, abolished, starred or created) in titles as approved by the
City Council.
Classification Upgrades
Duplicating Shop Manager, grade 14 (BMS Unit Clarification)
Real Estate Manager, from grade 23 to grade 25 Effective March 28, 1997
Public Services Manager, from grade 13 to grade 17 EfFective October 22, 1997
F:U.,ABREL\CONTRACTISPSO\1997 98�.9TTACH97