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89-1490 WHITE - C�TV CLERK � PINK - FINANCE GI Y OF SAINT PAUL Council /J /� CANARV - DEPARTMENT (/J ��j�y// BLUE -MAVOR File NO. • I , • •� � Co ncil Resolution . � Presented By Referred To Committee: Date Out of Committee By Date RESOLVED, That the Co ncil of the City of Saint Paul hereby approves and ratifies the attached emorandum of Agreement between the City of Saint Paul and the Profess onal Employees Association. a COUNCIL MEMBERS Requested by Department of: Yeas Nays Dimond OFFICE F PERSONNEL D BO RELATIONS �� ' [ Favor Goswitz Rettman � scheibet _ A a i n s t BY Sonnen Wilson �� Adopted by Council: Date �UG � 919 9 Form pprove by Attorney Certified Pass d ouncil By ' , sy �+^ - •- �9 App by Mayor for Sub s o to Council Appro by 14avor: Date ' l}---�--�. PUBIR.� S L P - 9 -- - � �?��q� DEPARTMENT�FFlCElCOUNCIL DATE INRIA D Personnel and Labor Relations 08-09 89 GREEN SHEET NO. 942 OONTACT PERSON 6 PHONE N� ItJITIAUDATE OEPARTMENT DIRECTOR �CITY OOUNqL J ame s C. L omb a r d i 2 9 2-7 301 � CITY ATiORNEY �cirv c�aic MU3T BE ON COUNqL ACiENDA BY(DAT� ROlITINO BUDOET DIRECTOR O FlN.d MOT.SERVICES DIF1. MAYOR(OR A8818TANT) � TOTAL M OF SIGNATURE PAGES � (CLIP AL LO ATIONS FOR SIQNATUR� ACTION REOUESTED: This resolution approves the attached em randum of Agreement between the City of Saint Paul and Professional Employees ss ciation representing professional, non-supervisory employees. REC� RECOMMENDATIONS:Approve(/q a Reject(Fq COUNqI REPORT OPTIONAL _PLANNIN(3 CWAMISSION _qVIL SERVICE COMMIBSION ��Y� �i� 11198 P��I _q8 COMMITTEE _ � � _8TAFF _ C�MEN : _�� _ Yoas oFFicE A U G 1 01989 BUPPORTB WHICH OOUNqI OBJECTIVE7 INITIATINO PF108LEM,ISSUE,OPPORTUNITY(Who,Whet,Whsn,Where,Wh�: This resolution implements the provis'on of Council File 88-1652, Section 4 regarding negotiated personnel policies meeting th child care needs of City Employees. ADVANTAQES IF APPF�VED: See attached 018ADVANTA(�E8 IF APP�VED: None DISADVANTAOES IF NOT APPROVED: Such would be counter to the provis'lon of the Chi1d Care Ordinance. Council Research Center I i AUG 1 � 19$9 I TOTAL AMOUNT OF TRANSACTION = none �pgT/REVENUH BUDOETED(dF�LE ONE� 1fE8 NO FUNDING SOURCE various � ACTIVITY NUMBER FlNANpAL INFORMATION:(IXPWI� I , ' , • , . NOTE: COMPLETE DIRECTIONS ARE INCLUDED IN THE CiREEN SHEET INSTRUCTIONAL MANUAL AVAILABLE IN THE PURCHASIN(3 OFFICE(PHONE NO.298-4225). ROUTING ORDER: Below are preferced routings for the five most frequent rypes of documeMs: CONTRACTS (assumes authorized COUNCIL RESOLUTION (Amend, Bdgts./ budget exists) Accept. GraMs) 1. Outside Agency 1. DepartmeM Director 2. Initiating Department 2. Budget Director 3. City Attorney 3. City Attorney 4. Mayor '-4. '�MayoNAssistant 5. Finance&Mgmt Svcs. Director 5. �City"Council 6. Finance Accounting 6. Chief AccouMaM, Fn&Mgmt Svcs. ADMINISTRATIVE ORDER (Budget COUNCIL RESOLUTION (all others) Revision) and ORDINANCE 1. Activiry Manager 1••. Initiatinp Department Director 2. Department Accountant 2. Ciry Attorney 3. Department Director 3. Mayor/Assistant 4. Budget Di�ector 4. Gty Council 5. City Clerk 6. Chief AccouMant, Fln 8�Mgmt Svcs. ADMINISTRATIVE ORDERS (all others) 1. Initiating Department 2. City Attorney 3. MayoNAssistant 4. City Clerk TOTAL NUMBER OF SIGNATURE PAGES Indicate the#of pages on which signatures are required and reli each of these�ges. ACTION REQUESTED Deacribe what the project/request aeeks to axompifsh in either chronologi- cal order or oMer of importance,whichever is moat appropriate for the issue. Do not write complete sentences. Begin each item in your Iist with a verb. RECOMMENDATIONS Complete if the issue in question has been presented before any body, public or private. SUPPORTS WHICH COUNqL OBJECTIVE? Indicate which Councll objecUve(s)your project/request eu�orts by IlsUng the key word(s)(HOUSINCi, RECREATION, NEtCiHBORHOOD3, ECONOMIC DEVELOPMENT, BUD(�ET, SEWER SEPARATION). (SEE COMPLETE L13T IN INSTRUCTIONAL MANUAL.) COUNCIL COMMITTEE/RESEARCH REPORT-OPTIONAL AS REQUESTED BY COUNCIL INITIATING PROBLEM, ISSUE,OPPORTUNI7Y Explain the situation or conditiona that created a need for your project or request. ADVANTAGES IF APPROVED Indicate whether this is simply an annual budget prxedure required by Iaw/ charter or whether there are specific ways in which the City of Saint Paul and its citizens will benefit from this pro�ecUaction. DISADVANTAGES IF APPROVED What negative effects or major changes to existing or past prxesses might this proJecUrequest produce if it is passed(e.g.,traffic delays, noise, tax increases or assessments)?To WhomT When? For how long? DISADVANTAGES IF NOT APPROVED What will be the negative consequences if the promised acHon is not approved?Inability to deliver aervice?Continued high traffic, noise, accident rate? Loss of revenue? FINANCIAL IMPACT Although you must tailor the information you provide here to the issue you are addressing, in general you must answer two questions: How much is it going to cost?Who is going to pay7 . ., . . ��-�� , 989 MEMORANDU OF AGREEMENT This Memorandum of Agreement is by a d between the City of Saint Paul and the Saint Paul Professional EmploXee Association. In full settlement of negotiations, the parties hereto hav agreed as follows: 1. Except as herein modified, th 1988-1989 Agreement executed on August 10, 1988 between the p rties shall be the basis of the forthcoming labor agreement. 2. The following Articles attac ed hereto shall be a part hereof and become effective upon execut on of this Memorandum: A. Articles 6.5 and 6.6 reg rding hours of work shall be added to the current Article VI. B. Article 16.5 regarding h lidays shall be added to the current Article XVI. C. Article XIX is changed f om "Maternity Leave" to "Parental Leave" . Article 19.1 shall repl e the current Article 19.1. D. Article 21.2 regarding ick leave shall replace the current Article 21.2. ; E. Articles 21.4 thru 21.7 regarding sick leave for dependent care shall be added to the c rrent Article XXI. It is understood that the above se tlement shall be recommended by the City Negotiator, but is subject to appr val by the City Administration and adoption by the City Council. . . . ��=i��'� � IN WITNESS WHEREOF, the parties here have affixed their signatures this 7th day of August, 1989. S PAUL PROFESSIONAL CITY OF SAINT PAUL PL YEE ASSOCI ION . . Labor Relations Man r Negotiator I � ` (. ` ,�✓.'(Ul/� �/1.� _�J � ��-�` �' ( �r� Personnel Director � A � � President •�7� � -2- . .- . . ��_�y9� 6.5 For employees who wish to share a po ition, the employer will attempt to provide options for implementirig sharing arrangement. Such an arrangement must be mutual3�y agreed pon by the Employer and the employees involved. Vacation, holi ay and sick leave benefits for employees who share a position shal be pro-rated based upon the percent of hours worked. Health i urance benefits shall be administered in accordance with th provisions of Article 14 of this Agreement. In the event that one f the employees participating in the shared position is terminated r terminates employment, the Employer shall post the job shari g vacancy for a period of ten (10) days. If, at the end of ten (10) days, such vacancy cannot be filled, the Employer shall have t e 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. . . . . ��j'_�cl9 0 16.5 Notwithstanding Article 16.1, the Empl yer may at anytime during the life of this Agreement designa.te the c� y after Thanksgiving as a paid holiday. In the event of such design ion, the Columbus Day holiday shall be deleted from the paid holida s list as set forth in Article 16.1. � �� -�y�� Article XIX - Parental Leave 19.1 A twelve (12} month Parental leave o xbsence without pay shall be granted to a natural parent or an a ptive parent, who requests such leave in conjunction with the birth or adoption of a child. Such leave may be extended an additional twelve (12) months by mutual agreement between the employee and he Employer. Refusal on the part of the Employer to grant an extens'on of such leave shall not be subject to the provisions of Artic e 11 of this Agreement. Employees who return following,'su leaves of absence shall be placed in a position of equivalent salar and tenure as the one held just prior to the beginning of thei:r ave. � �� - �� 21.2 In the case of a serious illness or d'sability of an employee's child, parent or household member, th head of the department shall grant leave with pay in order for the employee to care for or make arrangements for the care of such sic or disabled persons. Such paid leave shall be drawn from the e loyee's accumulated sick leave credits. Use of such sick leave sha 1 be limited to 40 hours per incident. � . . . . �c-�j=/��,� � 21.4 Pregnant employees of the City f Saint Paul shall be eligible for the use of paid sick leave and npaid leave of absence in the same manner as any other disabled o ill City employee. Such paid sick leave eligibility shall begin pon certification by the employee's attending physician that the e ployee is disabled in terms of her ability to perform the duties f her position. 21.5 The head of the Department or he Personnel Director may require a physician's certificate or ad itional certificates at any time during an employee's use of sick lea e for the purposes stated in 21.2 above. All such certificates shall be forwarded by the appointing officer to the Personnel Offi e. If an employee is absent bec se of the provisions of Article 21.2 above for three or fewer cal dar days he/she shall submit to the head of the Department a cer ificate signed by the employee stating the nature of the child, par nt, or household member's sickness. If the sickness continues for m re than three calendar days, no further sick leave shall be granted nless or until a physician is consulted. The sick leave may be conti ed from and include the day of consultation, but only if a certificate signed by the physician certifying to the nature an period of the person's sickness is submitted and approved by t e head of the department and forwarded to the Personnel Office. 21.6 No sick leave shall be gra ed for the above reasons unless the employee reports to his/he department head the necessity for the absence not later than one half hour after his/her regularly scheduled time to report f r work, unless he/she can show to the satisfaction of the depart ent head that the failure to report was excusable. 21.7 An employee shall be paid nder the provisions of this paragraph only for the number of days or hours for which he/she would normally have been paid if he/she had n t been on sick leave. WMITE - UTY CLERK � COIIRCII PINK - FINANCE (�j I TY OF SA I NT PAU L File NO. �—�� GANARY - DEPARTMENT BLUE - MAVOR CITY CLERK Council R solution Presented By Referred To Committee: Date Out of Committee By Date RESOLVED, That the Council of th City of Saint Paul hereby approves and ratifies the attached Memorandum f Agreement between the City of Saint Paul and the Professional Empl yees Association. � COUNCIL MEMBERS Requested by Department of: ye� Nays Dimond OFFICE OF PERSOIVNEL AND LABOR RELATIONS �� In avor Goswitz Rettman Ag inst By Sc6eibel Sonnen Wilson Form Approved by City Attorney Adopted by Council: Date Certified Passed by Council Secretary By gy, Approved by Mayor for Submission to Council Approved by Ylavor: Date By By � ATTACHME PEA Memorandum af Agreement Summarg; 1. Flexible Working Arrangements Employees may now, through mutual agreement with the Employer, work flexible schedules and share �obs. 2. Holidavs The Employer may designate the y after Thanksgiving as a paid holiday. In the event such desi nation takes place, the Columbus Day holiday would be d eted from the list of paid holidays. 3. Guaranteed One-Year Leave of Ab ence A 12 month unpaid leave of abs ce will now be granted to a natural parent or an adoptive arent who requests same in conjunction with the birth or doption of a child. Such leave may be extended for an additio al 12 months by mutual agreement between the Employer and the e ployee. 4. Use of Sick Leave for De e�de t Care An employee may now use up to 40 hours of sick leave, per incident, to care for or mak arrangements for the care of a sick or disabled parent, chi d or household member. . - . . . . �'�,- l�j� , 19 MEMORANDUM 0 AGREEMENT This Memorandum of Agreement is by and etween the City of Saint Paul and the Saint Paul Professional Employees A sociation. In full settlement of negotiations, the parties hereto have reed as follows: 1. Except as herein modified, the 988-1989 Agreement executed on August 10, 1988 between the par ies shall be the basis of the forthcoming labor agreement. 2. The following Articles attache hereto shall be a part hereof and become effective upon executio of this Memorandum: A. Articles 6.5 and 6.6 regar ing hours of work shall be added to the current Article VI. B. Article 16.5 regarding ho idays shall be added to the current Article XVI. C. Article XIX is changed fr m "Maternity Leave" to "Parental Leave" . Article 19.1 shall replac the current Article 19.1. D. Article 21.2 regarding s'ck leave shall replace the current Article 21.2. E. Articles 21.4 thru 21.7 egarding sick leave for dependent care shall be added to the c rent Article XXI. It is understood that the above se tlement shall be recommended by the City Negotiator, but is subject to appr val by the City Administration and adoption by the City Council. ` IN WITNESS WHEREOF, the parties here h e affixed their signatures this 7th day of August, 1989. S PAUL PROFESSIONAL CITY OF SAINT PAUL PL YEE ASSOCI ION . Labor Relations Man r Negotiator . � � t , • �� ,l � ; � ,i-.,F.�vl U►,�� J �=��-' -' � �`--_ Personnel Director �� President �•A�l; -2- 6.5 For employees who wish to share position, the employer will attempt to provide options for implement ng a sharing arrangement. Such an arrangement must be mutually agr ed upon by the Employer and the employees involved. Vacation, h liday and sick leave benefits for employees who share a position all be pro-rated based upon the percent of hours worked. Healt insurance benefits shall be administered in accordance with the provisions of Article 14 of this Agreement. In the event that o e of the employees participating in the shared position is termina d or terminates employment, the Employer shall post the job sh ring vacancy for a period of ten (10) days. If, at the end of ten ( 0) days, such vacancy cannot be filled, the Employer shall hav the option of increasing the remaining employee's work hour . 6.6 Article 6.5 shall not be subj ct to the provisions of Article 11 of this Agreement. 16.5 Notwithstanding Article 16.1, the Emp oyer may at anytime during the life of this Agreement designate the ay after Thanksgiving as a paid holiday. In the event of such desig tion, the Columbus Day holiday shall be deleted from the paid holid s list as set. forth in Article 16.1. Article XIX - Parental Leave 19.1 A twelve (12) month Parental leave f absence without pay shall be granted to a natural parent or an doptive parent, who requests such leave in con�unction with the birt or adoption of a child. Such leave may be extended an additiona twelve (12) months by mutual agreement between the employee and the Employer. Refusal on the part of the Employer to grant an extens on of such leave shall not be subject to the provisions of Arti e 11 of this Agreement. Employees who return following su leaves of absence shall be placed in a position of equivalent salar and tenure as the one held just prior to the beginning of their 1 ave. 21.2 In the case of a serious illness or d' ability of an employee's child, parent or household member, th head of the department shall grant leave with pay in order for the employee to care for or make arrangements for the care of such si or disabled persons. Such paid leave shall be drawn from the e ployee's accumulated sick leave credits. Use of such sick leave sha 1 be limited to 40 hours per incident. 21.4 Pregnant employees of the City of S int Paul shall be eligible for the use of paid sick leave and unpa d leave of absence in the same manner as any other disabled or il City employee. Such paid sick leave eligibilaty shall begin upan certification by the employee's attending physician that the emplo ee is disabled in terms of her ability to perform the duties of r position. 21.5 The head of the Department or the Personnel Director may require a physician's certificate or additi nal certificates at any time during an employee's use of sick leave f r the purposes stated in 21.2 above. Al1 such certificates sh 11 be forwarded by the appointing officer to the Personnel Office. If an employee is absent becaus of the provisions of Article 21.2 above for three or fewer calend r days he/she shall submit to the head of the Department a certif cate signed by the employee stating the nature of the child, parent or household member's sickness. If the sickness continues for mor than three calendar days, no further sick leave shall be granted un ess or until a physician is consulted. The sick leave may be continue from and include the day of consultation, but only if a ce tificate signed by the physician certifying to the nature and riod of the person's sickness is submitted and approved by the ead of the department and forwarded to the Personnel Office. 21.6 No sick leave shall be grant for the above reasons unless the employee reports to his/h�r epartment head the necessity for the absence not later than one-h lf hour after his/her regularly scheduled time to report for work, unless he/she can show to the satisfaction of the depaxtm t head that the failure to report was excusable. 21.7 An employee shall be paid der the provisions of this paragraph only for the number of days or ours for which he/she would normally have been paid if he/she had no been on sick leave. _ ; - . . ��q� ATT HMENT PEA Memorandum of Agreement Summ ry 1. Flexible Workin Arran em nt Employees may now, through tual agreement with the Employer, work flexible schedules and hare jobs. 2. Holidavs The Employer may designate he day after Thanksgiving as a paid holiday. In the event such designation takes place, the Columbus Day holiday would e deleted from the list of paid holidays. 3. Guaranteed One-Year Lea e f Absence A 12 month unpaid leave of absence will now be granted to a natural parent or an adopt ve parent who requests same in conjunction with the birt or adoption of a child. Such leave may be extended for an ad itional 12 months by mutual agreement between the Employer and he employee. 4. Use of Sick Leave for e ndent Care An employee may now use to 40 hours of sick leave, per incident, to care for or ake arrangements for the care of a sick or disabled parent, child or household member. WNITE -* CITV CLERK PINK ��-;INANCE GITY OF AINT PAITL Council Cq,NARV - DEPARTMENT BLUE - MAVOR File NO• �� Co ncil esolution 33 Presented By � � � Referred T � Committee: Date ��°1'�—�� Out of Committee By Date An administrative Resolution stablishing, in the Salary Plan and Rates of Compensation, a rocess by which Ci,ty employees may transfer their vacation cred s to other City employees. WHEREAS, Employees of the City o Saint Paul receive vacation as part of their compensation; and WHEREAS, in special or unique ci cumstances employees may wish to donate or transfer a portion or all of their va ation to another employee; and WHEREAS, in such special cases i may be to the benefit of the City as well as the employees to allow such t ansfer of vacation, subject to certain conditions; now, therefore be it RESOLVED, That the Saint Paul S lary Plan and Rates of Compensation resolution be hereby amended by addi g the following to Section I, Salaries Payable, Subsection H. Vacation: Em lo ees ma exchan e or trans er their vacation credits from one em lo ee to another under the followin onditions: 1. Such transfers can be made onl after the showin of uni ue or s ecial circumstances and nl u on a roval of the Personnel Director. 2. Before such transfer will e a roved the ro osed reci ient of the transfer must have us d all of his/her accrued or useable vacation and all of his/her com en ator time. 3. Such transfer shall be on a dollar for dollar basis. The worth of the vacation shall be d'usted to the a level of the donor. COUNCIL MEMBERS Requested by Department of: Yeas Nays Dimoud �� [n Fav r Goswitz Rettman B Scheibel _ A gai n s Y Sonnen Wilson Form Approved by City Attorney Adopted by Council: Date �� , iG� Certified Passed by Council Secretary BY��— � 7 �9 gy, � Appr Nlavor: Date Approved by Mayor for Submission to Council � By BY WHITE - C�7V CLERK COURCII PINK -�FINANCE G I TY OF A I NT PAU L CANARV - DEPARTMENT BLUE - MAYOR . F�le NO. �' / / �� Council Resolution Presented By Referred To Committee: Date Out of Committee By Date -2- Therefore, if the salar o the donor is reater than the donee, one da of vacation of the don r shall result in more than one full da to the donee. Conversel , if the salar of the donor is less than the ne the one da of vacat on of the donor shall result in less than one full da to the donee. 4. Vacation transfer shall b limited to 10 work da s unless the donor has actuall accrue more than 10 work da s of vacation. If the donor has accrued more th n the 10 da s then the vacation transfer will be limited to the am unt of vacation da s actuall accrued b said donor. 5. Requests for such transf of vacation must be submitted to the Personnel Director, in w 'tin , b the reci ient em lo ee or b the reci ient em lo ee's su rvisor with the consent of the reci ient employee. 6. When such a request is r ceived, the Personnel Director ma , if he/she a roves such a r uest, ive notice to Cit em lo ees of the re uest for such transfe . 7. When a donor volunteers such transfer, he/she must first execute a release document for uch transfer and such document will be ke t on file in the Office of P rsonnel and Labor Relations. 8. When a transfer has bee finalized in accordance with these rules and a roved b the Per onnel Director, the Director shall so notify the De artment of Fina e and Mana ement Services and the necessar accountin action shal be taken to reflect such transfer. COUNCIL MEMBERS Requested by Department of: Yeas Nays Dimond ��B I[1 3V0[ Goswitz Rettman B �he1�� _ Aga nst Y Sonnen Wilson Form Approved by City Attorney Adopted by Councii: Date Certified Passed by Council Secretary By ��"�� L%��"—" —��'' �� gy, Approved by Wlavor. Date _ Approved by Mayor for Submission to Council gy By WHITE - C�TV CLERK PINK y'FINANCE GITY OF SAINT PALTL Council /� C�NARV - DEPARTMEN7 � (l� BLUE - MAVOR File NO. 7 - y Counci Resolution Presented By Referred To Committee: Date Out of Committee By Date -3- 9. An unused ortion of suc donated vacation shall be returned to the 0 o donors. The man r of such return should be similar to that defined �n Section C of t is resolution onl in the reverse order of transfer. 10. This transfer rocedure i established on a trial basis onl and shall ex ire three ears ollowin its establishment unless made ermanent b Cit Council action. COUNCIL MEMBERS Reques ent of: Yeas Nays Dimond FICE OF PERSONNEL A BOR RELATIONS I.o� [n F vor Goswitz Rettman ,�"r� Scheibel Agai st � soaee� �'��°° �P 2 ! � ^� Form Approved by City Attorney Adopted by Council: Date C Certified Pa: d by Council Secretar By �/Cl��1.� �` L%��l.�G� ��7'B� gy � ��-4 � � n App o e by 1�lavor: D _� SEP 2 Approved or for Sub ' n Council � By �.� s EP � o �s s . ' G��-�� P1IRTMENT/OFFlCE/COUNpL DA• IN ATED , ' � Personnzl & Labor Relations 8- 8-89 REEN SHEET NO. 943 OONTACT PERSON d PHONE II�ITUIU DATE INITIAUDATE ARTMENT DIRECTOR �CtTY COUNpI John Shockley 292-7301 N � arr�rroRN�r �cmc�er�c MUST BE ON OOUNqL AOENDA BY(DA7� �B DIHECTOR �FlN.d MOT.SERVICE8 DIR. c?S SO011 83 possible �Y��R�18T� ❑ TOTAL#�OF SIGNATURE PAGES � (C P A L LOCATIONB FOR SIQNATUR� AC710N REGUESTED: This resolution approve:: the esta?�.l sh ent, in the Sa1ar_�� Plan and Rates of Compensation, of a nror_ess by which City employee m �� transfer vacation credits to other City empleyees. REOOMMENDA7ION8:MP►�W a�'�(� C NC COMM�REPORT OPTIONAL _PLANNINO OOMMISSION _qVIL SERVICE COMMI8810N �� PHONE NO. ' _GB COMMIT�EE _ _STAFF _ MEN S: _DI8TAICT OOURT _ SUPPORTS WHICH COUNCIL OBJECTIVE9 INIilAT1PK�PR�LEM�188UE�OPPORTUNITY(Who,Wha4 N�hsn.�Nhe►e, In special cases where an employee as exhausted all sick leave and vacation time other employees may wish to donate vacati n ime to that employee. Currently there is no process available to accomplish suc t ansfers or donations. ADVANTAOES IF APPROVED: This process can be beneficial in t at it is a vehicle for humanitarian action. pSADVANTAGE3 IF APPROVED: � None i � � 018ADVANTAOES IF NOT APPROVED: There is no process by which employe s an donate vacation time to employees who find themselves in special circumstances. I TOTAL AMOUNT OF TRANBACTION none ��y�UE 8tlOOETED(CIRCI.E ON� YE8 NO FUNDINO SOURCE var i ou s ACTIVITY NUMBER FlNANCIAL INFORMATION:(IXPWI� . .= • , ' . ,,,i ! NOTE: COMPLETE DIRECTIONS ARE INCLUDED IN THE GREEN SHEET INSTRUCTIONAL ' MANUAL AVAILABLE IN THE PURCHASING OFFICE(PHONE NO.298-4225). ROUTING ORDER: Below are preferred routings for the flve most frequent types of documents: CONTRACTS (assumes authorized COUNGIL RESOLUTION (Amend, Bdgts./ budget exists) Accept. Grants) 1. Outside Agency 1. Department Director 2. Initiating Department 2. Budget Director 3. City Attomey 3. City Attorney 4. Mayor 4. MayoHAssistant 5. Finance&Mgmt Svcs. Director 5. Ciry Council 6. Finance Accounting 6. Chief AccouMant, Fn 8 Mgmt Svcs. ADMINISTRATIVE ORDER (Budget COUNCIL RESOLUTION (all others) Revision) end ORDINANCE 1. Activity Manager 1. Initiating Department Director 2. DepaRment Accountant 2• �Y Ano��Y 3. Department Director 3• �Ya��^t 4. Budget Director 4. Cly Council 5. Ciry Cierk 6. Chief Accountant, Fin&Mgmt Svcs. ADMINISTRATIVE ORDERS (all others) 1. Initiating Department 2. City Attomey 3. Mayor/AssistaM 4. Ciry Clerk TOTAL NUMBER OF SIGNATURE PAGES Indicate the#of pages on which signatures are required and paperciip each of these pages. ACTION REGIUESTED Describe what the projecUrequest seeks to acxomplish in either chronologi- cal order or order of impoRance,whichever is most eppropriate for the issue. Do not write camplete sentences. Begin each item in�nour list with a verb. RECOMMENDATIONS Complete if the issue in question has been presented before any body, public or private. SUPPORTS WHICH COUNCIL OBJECTIVE? Indicate which Council objective(s)your project/request supports by listing the key word(s)(HOUSING, RECREATION, NEIGHBORHOODS, ECONOMIC DEVELOPMENT, BUDGET, SEWER SEPARATION). (SEE COMPLETE LIST IN INSTRUCTIONAL MANUAL.) COUNCIL COMMITTEEIRESEARCH REPORT-OPTIONAL AS REGIUESTED BY�UNCIL INITIATING PROBLEM, ISSUE,OPPORTUNITY Explain the sRuation or conditions that created a need for your project or request. ADVANTAGES IF APPROVED Indicate whether this is simply an annual budget procedure required by law/ charter or whether there are apeciflc wa in which the City of Saint Paul and its citizens will beneflt from this pro�ict/action. DISADVANTAGES IF APPROVED What negative effects or major changes to existing or past processes might this projecUrequest produce if it is passed(e.g.,traffic delays, noise, tax increases or assessments)?To Whom?When?For how long? DISADVANTAGES IF NOT APPROVED What will be the negative consequences if the promised action is not approved? Inability to deliver seroice? Continued high traffic, noise, accident rate? Loas of revenue? FINANCIAL IMPACT Although you must tailor the information you provide here to the issue you are addressing, in general you must answer two questions: How much is it going to cost?Who is going to pay? � . ��-�� OEPARTMENT/OFFICFJ(,Ol{NGL • DATE IN IATEO Personnel & Labor Relations 08 08-89 REEN SHEET NO. � � �� CONTACT PERSON t PFIONE INRWJ DATE INITIAUDATE ARTMENT DIRECTOR �GTY OOUNqI John Shockley 292-7301 � � CITYATfORNEY �cxiva.E�uc MUST BE ON COUNpL�►pENpA BY(DAT� pQUTI �B ET DIRECTOR �FIN.d MOT.BERVICE3 DIR. a s s oon a s po s s ib 1 e tiu►voR�oR,�ss�sr�rm � . TOTAL N OF SIG�lATURE PAGES � (CLIP L LOCATIONS FOR SIGNATUR� ACT10N REQUESTED: This resolution approves the establish ent, in the Salary Plan and Rates of Compensation, of a process by which City employees m y transfer vacation credits to other City employees. RECOMMENOATIONB:Approw W u►R�l�ct(i� COUN COMMITTEE/RESEARCH REPORT OPTIONAL _PIANNINO COMMISSION _pVIL SERVICE COMMISSION ��Y PHONE NO. _p8 OOMMITfEE _ _y.T� COMME . —DISTRICT COURT _ SUPPORTS WHICH OpUNpI OBJECTIVE7 INfT1ATIN0 PR08l.EM.ISSUE.OPPORTUNITY(Who.What.WMn,YVhsn.WhYI. In special cases where an employee has exhausted all sick leave and vacation time other employees may wish to donate vacation ime to that employee. Currently there is no process available to accomplish such t ansfers or donations. ADVANTAQES IF APPF10VEp: This process can be beneficial in that it is a vehicle for humanitarian 'action. i DISADVANTA(iES IP APPppVEp: ` - None DISADVANTAOE8IF NOT APPqOVED: There is no process by which employees an donate vacation time to employees who find themselves in special circumstances. TOTAL AMOUNT OF THANSACTION = none �gT/REVENUE 9UDGETED(qRCLE ON� YEg Np �Na�� various ACTIVITY NUMBER FlNANpAL INFORMATIptr:(D(pWl� � � � . . � �� -�i-l�gl � � *, � � . . . INT'A L ��`�. o.�' CITY OF SA U o � OFFICE OF PERSONNEL AND LABOR RELATIONS � iili�i i�ii � �� A� RAFAEL A. VISCASILLAS, DIREC?OR ,... 265 City Hall,Saint Paul,Minnesota 55102 612-298-4221 GEORGE LATIMER MAYOR August 8, 1989 Council President James Scheibel and Councilmembers City Hall/Courthouse Building Saint Paul, MN 55102 Dear Council President Scheibel and ouncilmembers: As a member of the City Council you ave probably wished that just once you would get a letter from Labor and/o Management that was �ust a friendly note about. cooperation and mutual t st. Well, your waiting days are over. . An exciting concept in Labor Relati s has been implemented in the City of Saint Paul. A labor-management committee was fo ed this spring consisting of - representatives from four bargainin units, AFSCME Clerical, AFSCME Technical, PEA and SPSO; and three epresentatives from management. It was agreed to sit down together, in rou d table discussions, to see if we could improve the quality of work life fo City employees. We call our group the Labor-Managem nt Steering Committee. Mary Kearney of the State Bureau of Mediation Servi es acts as our facilitator and we have been meeting twice a month since Ma ch of this year. Thus far, we have adopted a mission statement and sta ding rules for our committee. We have also developed an extensive list of issues for discussion. From that list we have chosen three items, two sho t term and one long term, on which to work. Our first short term project deals with the donation of vacation time to employees who are in specia situations where their vacation time has been exhausted. Our other shor term project revolves around getting City employees who need or want to se the employee assistance program to become aware of its features and to use its services. For the long term project we have decided to focus on the establishment of a Citywide flexible working arrangement policy The following mission statement sho ld give you an understanding as to what this committee is all about: The Labor-Management Steering ommittee exists to provide a new way for labor and management t communicate in an environment of openness, with a view toward f stering mutual respect and trust, developing a working partnersh p in the organization and . generating pride in our work p oduct. The Committee also exists to address the concerns expres ed by all members of our work force. . � -. . . . , , . . . ��-��' Council President Scheibel and Councilmembers Page T�ao August 8, 1989 We feel that through the consensus p ocess we will be able to assist the Council and the Administration in ex anding the kinds and ways quality of work life issues are offered to all ity employees. Sincerely, � ' � Mary Ha es Robert Sandquist President Administrative Manager AFSCME District Council 14, Local 25 8 Department of Community Services �� Sharyle Knutson es Snyder President Representative AFSCME District Council 14, Local 18 2 Saint Paul Supe isors Organization ��Z� . I��.��C� Fo �-� � � '� Catherine Nelson Ra ael A. Viscasillas - President ' Director Professional Employees Association' Office of Personnel and Labor Relations ��i�2- ��elt.� �� Jane McPeak Deputy City Attorn�y City of Saint Paul W�i1TE e S�TV G�ERK PIN�'` - FINANCE, � G�TY F SA . CANARV -OEPARTMENT BLUE -MAVOR ` � � ' • CITY CLERK �jQU Zl Res�L�. Presented By Referred To Committee: _ Out of Committee By Date An administrative Resolut on establishing, in the Salary Plan and Rates of Compensation a process by which City employees may transfer their vacation c edits to other City employees. WI3EREAS, Employees of the Cit of Saint Paul receive vacation as part of � their compensation; and WHEREAS, in special or unique ircumstances employees may wish to donate or transfer a portion or all of their acation to another employee; and WHEREAS, in such special caees it may be to the benefit of the City as well as the employees to allow such transfer of vacation, sub�ect to certain conditions; now, therefore be it RESOLVED, That the Saint Paul S lary Plan and Rates of Compensation resolution be hereby amended by addi g the following to Section I, Salaries Payabl:e, Subsection H. Vacation: Em lo ees ma exchan e or trans er their vacation credits from one em lo ee to another under the followin onditions: 1. Such transfers can be made nl after the showin of uni ue or s ecial circumstances and o 1 u on a roval of the Personnel Director. 2. Before such transfer will b a roved the ro osed reci ient of the transfer must have used all of his/her accrued or useable vacation and all of his/her com ensa r time. 3. Such transfer shall be on a ollar for dollar basis. The worth of the vacation shall be ad sted to the a level of the donor. COUNCIL MEMBERS Yeas Nays Requested by Department of: Dlmond ��s [n Favor Goswitz Rettman ��j�� Against BY sonnen VV�ISOO Form Approved by City Attorney Adopted by Council: Date � . .�� Certified Passed by Council Secretary By 1/�- � �9 By Approved by Mavor: Date Approved by Mayor for Submission to Council By By