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89-2145 WHITE - C�TV CLERK PINK - FINANCE GITY OF AINT PAUL Council �J . CANARV - DEPARTMEN7 1 ��( BLUE - MAVOR Flte NO• _`�� / - � � , Co ncil Resolution �� J � Presented By � . Referre ' �' Committee: Date �"{ � � �� Out of Committee By Date RESOLVED, That the Council of the City of Saint Paul hereby approves and ratifies the attached agreement betwee the City of Saint Paul and the Saint Paul Supervisors' Organization. COUNCIL MEMBERS Requeste nt of: Yeas Nays �� Dimond FFICE OF PE ONNEL N LABOR RELATIONS �� In Favor r-�6em+tz Rettman Q s�6e;net _ Against �� wilson �� ? 8 � Form proved Ci Attorney Adopted by Council: Date Certified Pas Council Se tar BY ' By- A►pprov b �Vlavor. Date �E6• 2 9 � p►pprove by May r for bmi ion to Council By BY p��Ep J A N 6 199Q_ �.�]��` ��-�� P�E�'�Tp�� Labor DATE INITIATE // 0£fice of Personnel & Relations 11-16 89 GREEN SHEET NO. 946A� OONTACT PERSON 3 PFIONE �PARTMEN'f DIRECTO�i �GTY COUNdL James C. Lombardi 292-7301 �� crrv�rror�Nev �GTYCLERK MUST BE ON OOUNp�AOENDA BY(DAl'� ROlfi1N0 �BUO(�ET DIRECTOR �FIN.d MOT.SERVICE8 DIR. �MAYOR(OR AS8ISTMII] � TOTAL#�OF SIGNATURE PAQES � (CLIP ALL L TIONS FOR SIGINATIlR� ACTION REWEBTED: This resolution approves a two year cont ct between the City and the Saint Paul Supervisors' Organiz�tion. The contract eriod is January 1 , 1990 through December 31 , 1991 . RECOA�IMENDATIONS:MPrwe(W a Rs�sCt(F� COUNCIL REPORT OPTIONA� _PLANNINQ COMMIS310N _CIVIL SERVICE COMMISSION ��v�� .�.� P�� _d8 COAAMIITEE _ H F _STAFF _ COMMENTB: —o�� — �''�=-!1 `' �°�`� r!�`� i 7 i989 SUPPORT8 WHICH COUNpL OBJECTIVE? �.......,.,,: f,�+it t �„�,.,"' r-'F INRUITINO PR08lEM,ISSUE,OPPOR7UNITY(Who,Whet,When,Whsrs,Why): Current contract expires on December 31 , 989. RF��►�FA NOV29�g8g CITY C�fRK ADVANTAOES IF APPROVED: See attachment � D18ADVANTR(iE8 IF APPROVED: , None D18ADVANTAOEB IF NOT APPRONED: Possible arbitration (:ouncil I�esearch Genter NOV 2 71989 TOTAL AMOUNT OF TRAI�CTION = 6 5 2.9 01 cos�rt�NUe suoo�o�cuux�ow� ,� No FUNDMKi SOURCE var i us p�rym/N�p FlNANpAL INFORMATION:(EXPWN) See attachment �� . � ' � l.�"" ��`'� Attachment to Green Sheet I. Financial Information A. Number of employees affected: 13 B. Approximate cost of insurance and wages for 1989: $7,701,557 C. Increased cost of insurance and w ges for 1990: $331,576 D. Approximate cost of insurance and wages for 1990: $8,033,133 E. Increased cost of insurance and w ges for 1991: $321,325 F. Approximate cost of insurance and wages for 1991: $8,354,458 G. Overall increase in costs of insu ance and wages for 1990 and 1991: $652,901 These figures reflect a 4$ increase n salary for 1990 and 1991 and a $20.00 per month increase in the Cit 's contribution toward insurance for 1990. The approximate total package increases will be 4.3� in 1990 and 4� in 1991. The approximate 1990 and 1 91 total package costs reflect an 8.5� increase over the 1989 total pa kage cost. II. Contract Summarv A. Duration This is a two year contract cover ng 1990 and 1991. B. Wages ' Effective December 30, 1989 there will be a 4.0� increase in wages. Effective December 29, 1990 there will be a 4.0� increase in wages. Effective January 1, 1990 there w 11 be lower pay grades for new hires in the following classifications: Cable Communications Officer Dentist Director of Medical Services Fireman Mechanic General For man Library Public Services Mana er Safety Coordinator Valuation and Assessment Eng neer C. Insurance 1. New language was added stating that the insurance plans, premiums for coverages and benefits con ained in the insurance plans offered by the Employer shall be solel controlled by the contracts negotiated by the Employer and the benefit providers. • Y� .� /�./�-��j� „ :; Attachment to Green Sheet Page Two 2. Effective January 1, 1990 the E ployer's contribution toward the Cafeteria Plan for a full-time mployee was decreased to $165.00 while an amount equal to $85.00 per month was placed on such employee's base salary. 3. Effective January l, 1991 the ployer will discontinue making any contributions toward the Cafet ria Plan. In lieu of such contributions the full-time em loyee's base salary will be increased by an amount equal to $165.00 er month. 4. Effective January 1, 1990 the ligibility requirements for early retiree health insurance contr butions will be changed. In order to be eligible an employee must b retired under a public employee retirement act covering City e ployees, must have severed his/her employment relationship with t e City and must have completed at least 25 years of service with the City. 5. Effective January 1, 1991 full time eligible employees who were regularly appointed on or afte January 1, 1979 and who retire before reaching the age of 65 ill receive $70.00 per month for single health insurance covera e and $180.00 per month for family coverage instead of the curren $106.32 per month for single health insurance coverage and $318.41 for family coverage. Full-time eligible employees o were regularly appointed prior to January 1, 1979 and who retir before reaching age 65 will continue to receive the $106.32 per mo th for single health insurance coverage and $318.41 for fami coverage. 6. The eligibility requirements or the Medicare supplement insurance offered to retirees at the ag of 65 will be increased from 10 to 15 years of service. wHITE - GTV CLERK /�� PINK - FINANCE CO1�11C11 �� . / CANARV - OEPARTMENT GITY OF AINT PALTL r; /7.7 BLUE - MAVOR File NO• - CITY CLERR Council esolution Presented By Referred To Committee: Date Out of Committee By - Date RESOLVED, That the Council of the City of Saint Paul hereby approves and ratifies the attached agreement betwee the City of Saint Paul and the Saint Paul Supervisors' Organization. COUNCIL MEMBERS Requested by Depart�nent of: y� Nays Dimond OFFICE OF PERSONNEL AND LABOR RELATIONS [.ong In Favo coswitz Rettman scheibei A gai ns t By Sonnen �Ison Form Approved by City Attorney Adopted by Council: Date Certified Yassed by Council Secretary BY gy. Approved by 1�favor: Date Approved by Mayor for Submission to Council By By DEPARTMENTIOFFICE/COUNpL Labor ��D Office of Personnel & Relations 11-16- 9 GREEN SHEET NO. 9�4�A� CONTACT PERSON l PHONE D�ARTMENT pRECTOR �CT'COUNpI James C. Lombardi 292-7301 �� CITYATfORNEY �crrrc�wc MU3T BE ON COUNpL A(�ENDA 8Y(DAT� ROU1NKi BUO(�ET DIi�CTOR �Fp�l•i MOT•8ERVICEB DIR. MAYOR(OR ASSIBTMIT) � TOTAL*OF 81GNATURE PAGES � (CLIP ALL LOC TION8 FOR 813NATUR� ACTION REOUESTEO: This resolution approves a two year contra t between the City and the Saint Paul Supervisors' Organization. The contract p riod is January l , 1990 through December 31 , 1991 . RECOMMENDATIONS:Approve(A)a Rejset(R) COUN('I,L(',OMM REPORT OPTIONAL _PLANNINO COMMI3810N _qViL SERVICE OOAAMISSION ��Y� PMOP�E NO. _q8 COMMITTEE _ COMMENTB: _STAFF _ _D18TRICT COURT _ SUPPORTS WHICH COUNqL OBJECTIVE4 INITIATIN(3 PROBLEM�ISSUE�OPPORTUNITY(Who�MRyt.MRMn�Whs►��Mfh1�. Current contract expires on December 31 , 1 9. ADVANTACiES IF APPROVED: See attachment DISADVANTACiEB IF APPROVED: None DISADVANTAOES IF NOT APPROVED: Possible arbitration � TOTAL AMOUNT OF TRANSACTION -� 652.901 cosr�ue suooeree�anc�oN� � No �p�Np gp�p� v a i o s ACTIVITY NUMBER FMI/ddpAL INFORMATION:(EXPWN) See attachment � � C�d�-�/�� Attachment to reen Sheet I. Financial Information A. Number of employees affected: 138 B. Approximate cost of insurance and ages for 1989: $7,701,557 C. Increased cost of insurance and w ges for 1990: $331,576 D. Approximate cost of insurance and wages for 1990: $8,033,133 E. Increased cost of insurance and w ges for 1991: $321,325 F. Approximate cost of insurance and wages for 1991: $8,354,458 G. Overall increase in costs of insu ance and wages for 1990 and 1991: $652,901 These figures reflect a 4� increase n salary for 1990 and 1991 and a $20.00 per month increase in the Cit 's contribution toward insurance for 1990. The approximate total package increases will be 4.3$ in 1990 and 4$ in 1991. The approximate 1990 and 1 91 total package costs reflect an 8.5$ increase over the 1989 total pa kage cost. II. Contract Summarv A. Duration This is a two year contract cove ing 1990 and 1991. B. Wages �ffective December 30, 1989 tt�er will be a 4.0$ increase in wages. Effective December 29, 1990 ther will be a 4.0� increase in wages. Effective January 1, 1990 there ill be lower pay grades for new hires in the following classifications Cable Communications Office Dentist Director of Medical Service Fireman Mechanic General Fo eman Library Public Services Man ger Safety Coordinator Valuation and Assessment En ineer C. Insurance 1. New language was added statin that the insurance plans, premiums for coverages and benefits co tained in the insurance plans offered by the Employer shall be sole y controlled by the contracts negotiated by the Employer a the benefit providers. � ��f�I- �/�/,r Attachment to Green Sheet Page Two 2. Ef£c:ctive January 1, 1990 the 'mployer's contribution toward the Cafeteria Plan for a full-time employee was decreased to $165.00 while an amount equal to $85.0 per month was placed on such employee's base salary. 3. Effective January l, 1991 the mployer will discontinue making any contributions toward the Cafet ria Plan. In lieu of such contributions the full-time em loyee's base salary will be increased by an amount equal to $165.00 er month. 4. Effective January 1, 1990 the ligibility requirements for early retiree health insurance contr butions will be changed. In order to be eligible an employee must b retired under a public employee retirement act covering City eiployees , must have severed his/her employment relationship with t e City and must have completed at least 25 years of service with the City. 5. Effective January 1, 1991 full time eligible employees who were regularly appointed on or afte January 1, 1979 and who retire before reaching the age of 65 ill receive $70.00 per month for single health insurance covera e and $180.00 per month for family coverage instead of the curren $106.32 per month for single health insurance coverage and $318.41 for family coverage. Full-time eligible employees w o were regularly appointed prior to January 1, 1979 and who retire before reaching age 65 will continue to receive the $106.32 per mon h for single health insurance coverage and $318.41 for famil coverage. 6. The eligibility requirements f r the Medicare supplement insurance offered to retirees at the age of 65 will be increased from 10 to 15 years of service. . l/'� O /"�`7"' . , 1990 1991 COLLECTIVE BARG INING AGREEMENT - bet en - THE CITY 0 SAINT PAUL - an - SAINT PAUL SUPERVI ORS' ORGANIZATION �� , . INDEX ARTICLE TITLE PAGE Preamble iii I Recognition 1 II Savings Clause 2 III Management Rights 3 IV Maintenance of Standar s 4 V Check Off and Administ ative Service Fee 5 VI Hours of Work and Over ime 6 VII Seniority 7 VIII Non-Discrimination 8 IX Discipline 9 X Legal Services 10 XI Grievance Procedure 11 XII Wages 15 XIII Parental Leave 16 XIV Insurance 17 XV Vacation 23 XVI Holidays 24 XVII Severance Pay 25 XVIII Sick Leave 29 XIX Mileage 31 XX Duration and Effectiv Date 32 Appendix A A1 - ii - � ��3, P E A M This AGREEMENT, entered into between he City of Saint Paul� hereinafter referred to as either the "EMPLOYER" or t "CITY", and the Saint Paul Supervisors' Organization, hereinafter re erred to as the "ORGANIZATION" , for the purpose of fostering and promotin harmonious relations between the EMPLOYER and the ORGANIZATION in order th t a high level of public service can be provided to the citizens of the CI . This AGREEMENT attempts to accompli this purpose by providing a fuller and more complete understanding on the p rt of both the EMPLOYER and the ORGANIZATION of their respective rights nd responsibilities. The provisions of this AGREEMENT sh 11 not abrogate the rights and/or duties of the EMPLOYER, the ORGANIZATIO , or the employees as established under the provisions of the Public Empl yee Labor Relations Act of 1984, as amended. - ii - � _ c��f'°Z/`�5�- ARTICLE I - RECOGNITION 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 Un lassified Supervisory Employees, as certified by the State of Minnesota Bureau of Mediation Services, dated December 11, 1973, Case No. 74-P -207A and as revised by Unit Clarification Hearing of Bargaining Un t� April 16, 1974, Case No. 74-PR-414-A. and as revised by Certifi ation of Exclusive Representative� December 7, 1977, Case No. 78•PR-500-A 1.2 The parties agree that any new classif'cations which are covered by the certification as stated in Article 1.1 above shall be recognized as part of this bargaining unit. - 1 ARTICLE II - 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 shall be held to be contrary to law by a court 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 full force and effect. The voided provision may be renegotiated at the written request of either party. All other provisions of this AGREEMENT shall continue in full force and effect. - 2 - . _ G��_��y3_ ARTICLE III - MANAGEMENT RIGHTS 3.1 The ORGANIZATION recognizes the right the EMPIAYER to operate and manage its affairs in all respects in cordance with epplicable laws and regulations of appropriate authori ies. The rights and authority which the EMPLOYER has not officially ridged, delegated, or modified by this AGREEMENT are retained by the PLOYER. 3.2 A public employer is not required to m et and negotiate on matters of inherent managerial policy, which incl de, but are not limited to, such areas of discretion or policy as the f ctions and programs of the EMPLOYER, its overall budget, utilizat on of technology, and organiza- tional structure and selection and dir ction and number of personnel. - 3 - ARTICLE IV - MAINTENANCE OF STANDARDS 4.1 The parties agree that all conditions of employment relating to wages, hours of work, vacations, and all other general working conditions except as modified by this AGREEMENT shall be maintained at not less than the highest minimum standard as set forth in the Civil Service Rules of the City of Saint Paul (Council File No. 273022, June 2, 1979 as amended) and the Saint Paul 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. - 4 - - _ ��-a��s_ ARTICLE V - CHECK OFF AND ADMINISTRATIVE S ICE FEE S.1 The EMPIAYER agrees to deduct the ORG IZATION membership initiation fee assessments and once each month dues f om the pay of those employees who individually request in writing that s ch deductions be made. The amounts to be deducted shall be certified to the PLOYER by a representative of the ORGANIZATION and the aggregate deducti ns 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 ot an ORGANIZATION member shall be required to contribute a fair share fe for services rendered by the ORGANI- ZATION. Upon notification by the ORG IZATION, the EMPIAYER shall check off said fee from the earnings of the emp oyee and transmit the same to the ORGANIZATION. In no instance shall t e fair share fee exceed 85$ of regular membership dues. It is also nderstood that in the event the EMPLOYER shall make an improper fair share ded ction from the earnings of the employee, the ORGANIZATION shall be obligated t make the EMPIAYER whole to the extent that the EMPLOYER shall be required t reimburse such employee for any amount improperly withheld. This provision hall remain operative only so long as specifically provided by Minnesota la , and as otherwise legal. 5.3 Administrative Service Fee. The ORG IZATION agrees that an administrative fee of one dollar ($1.00) per member, per month shall be deducted by the EMPLOYER from the amount withhel for dues or fair share prior to remittance of dues or fair share to e ORGANIZATION. 5.4 The ORGANIZATION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or judgments brought or issued against the EMPLOYER as a result of any action t ken or not taken by the EMPLOYER under the provisions of this article. ARTICLE VI - HOURS OF WORK AND OVERTIME 6.1 The normal hours of work for the employees shall be seven and three- fourths (7 3/4) hours in any 24 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 such 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 7 3/4 hours in any 24 hour period or more than 38 3/4 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 arrangement must be mutually agreed upon by the Employer and the employees involved. Vacation� holiday and sick leave benefits for employees who share a position shall be pro-rated based upon the percent of hours worked. Health insurance benefits shall be administered in accordance with the provisions of Article 14 of this Agreement. In the 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 shall 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. - 6 - . ��_� �, ARTICLE VII - SENIORITY 7.1 Seniority, for the purposes of this GREEMENT, shall be defined as follows: The length of continuous, egular and probationary service _ with the EMPIAYER from the date an e ployee was first certified and appointed to a class title covered b this AGREEMENT, it being further understood that seniority is confine to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same ate, the seniority shall be deter- mined by the employee's rank on the ligible list from which the certification was made. • 7.2 Seniority shall terminate when an e loyee retires, resigns, or is discharged. 7.3 In the event it is determined by th EMPIAYER that it is necessary to reduce the work force, employees wi 1 be laid off by class title within each department based on inverse le gth of seniority as defined above. 7.4 In cases where there are promotiona series, such as Engineer I, II, III, etc. � when the number of employees n the higher titles is to be reduced, employees who have held lower title will be offered reductions to the highest title to which class senior ty would keep them from being laid off, before layoffs are made by any class title in any department. 7.5 Recall from layoff shall be in inve se order of layoff, except that recall rights shall expire after tw years of layoff. It is understood that such employees will pick up th ir former seniority date in any class of positions that they previo sly held. 7.6 To the extent possible, vacation p iods shall be assigned on the basis of seniority. It is, howeve , understood that vacation assignment shall be subject to the ability of the EMPLOYER to maintain operations. ARTICLE VIII - NON-DISCRIMINATION 8.1 The provisions of this Agreement shall be applied equally by the Employer and the Organization to all employees covered by this Agreement in accordance with applicable city, state and federal law. - 8 - . ��y� ARTICLE IX - DISCIPLINE 9.1 Discharges will be preceded by a five (5) day preliminary suspension without pay. During said period the mployee and/or ORGANIZATION may request, and shall be entitled to a m eting with the EMPIAYER representative who initiated the susp nsion with intent to discharge. During the five (5) day period, the PLOYER may affirm the suspension and discharge in accordance with the ivil Service Rules or may modify, or withdraw same. 9.2 A suspended employee may file a griev nce action under the provisions of the Civil Service Rules. 9.3 The EMPIAYER will discipline the empl yees for �ust cause only. Discipline may be in any of the forms listed below. Oral reprimand; Written reprimand; Suspension; Reduction; Discharge; 9.4 Suspensions, reductions and discharge will be in written form. 9.5 Employees and the ORGANIZATION will r ceive copies of written reprimands and notices of suspension, discharge nd reductions. 9.6 Employees may examine all information in their EMPLOYER personnel files. Files may be examined at reasonable t es. 9.7 An employee to be questioned concerni g an investigation of disciplinary action shall have the right to reques that an ORGANIZATION representative be present. ARTICLE X - LEGAL SERVICES 10.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, EMPLOYER shall defend, hold harmless and indemnify employee against any tort claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of employee's duties. 10.2 Notwithstanding Article 10.1, the EMPLOYER shall not be responsible for paying any legal service fee or for providing any legal service arising from any legal action where the employee is the Plaintiff. - 10 - � _ �G�y o?is�� ARTICLE XI - GRIEVANCE PROCEDURE 11.1 A grievance is defined as a dispute or isagreement as to the interpretation or application of the sp cific terms and conditions of this AGREEMENT. 11.2 The EMPLOYER will recognize representat ves designated by the ORGANIZATION as the grievance representatives of the bargaining unit having the duties and responsibilities established by thi Article. The ORGANIZATION shall notify the EMPLOYER in writing of the es of such Organization Represen- tatives and of their successors when d ignated. The EMPLOYER shall notify the ORGANIZATION in writing as to its esignated representatives. 11.3 It is recognized and accepted by the 0 GANIZATION and the EMPIAYER that the processing of grievances as hereinafte provided is limited by the 3ob duties and responsibilities of the employees nd shall therefore be accomplished during normal working hours when consi tent with such employee duties and responsibilities. The aggrieved emplo ee and an ORGANIZATION representative shall be allowed a reasonable amount time without loss of pay when a grievance is investigated and present d to the EMPLOYER during normal working hours provided that the employee and he ORGANIZATION Representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and w uld not be detrimental to the work program of the EMPIAYER. It is under tood that the EMPLOYER shall not use the above limitation to hamper the pr cessing of grievances. 11.4 Grievances� as defined by Paragraph 1 .1, shall be resolved in conformance with the following procedure: - 11 - ARTICLE XI - GRIEVANCE PROCEDURE (Continued) te 1. An employee claiming a violation concerning the interpretation or application of this AGREEMENT shall� within twenty-one (21) calendar days after such alleged violation has occurred� present such grievance to the Employee's supervisor as designated by the EMPIAYER. The Employer- designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing 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 by the ORGANIZATION within fifteen (15) calendar days after the Employer-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the ORGANIZATION within fifteen (15) calendar days shall be considered waived. te 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. te 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 (10) calendar days following the Employer-designated representative's - 12 - . �G�'i-��y.�'� ARTICLE XI - GRIEVANCE PROCEDURE (Continu d) final answer in Step 3. Any grievan e not appealed in writing to Step 4 by the ORGANIZATION within ten (10) cal ndar days shall be considered waived. Ste� 4. A grievance unresolved in S ep 3 and appealed to Step 4 by the ORGANIZATION shall be submitted to a bitration subject to the provisions of the Public Employment Labor Relat ons Act of 1971, as amended. If a mutually acceptable arbitrator canno be agreed upon� the selection of an arbitrator shall be made in acco nce with the "Rules Governing the Arbitration of Grievances" as estab ished by the Public Employment Relations Board. The arbitrator shall have no right o amend, modify, nullify, ignore the terms and conditions of this AGREEM T. The arbitrator shall consider and decide only the specific issue(s) s bmitted in writing by the EMPIAYER and the ORGANIZATION, and shall have no authority to make a decision on any other issue not so submitted. The arbitrator shall be without pow r to make decisions contrary to, or inconsistent with, or modifying or arying in any way the application of laws, rules� or regulations having he force and effect of law. The arbitrator's decision shall be sub tted in writing, with copies to both parties and the Bureau of Mediatio Services within thirty (30) days following close of the hearing or e submission of briefs by the parties, whichever be later� unless the par ies agree to an extension. The decision shall be binding on both the EMPLO ER and the ORGANIZATiON and shall be based solely on the arbitrator's interpr tation or application of the express terms of this AGREEMENT and to the facts of the grievance presented. 11.5 The fees and expenses for the arbi rator's services and proceedings shall be borne equally by the EMPLOYER and he ORGANIZATION provided that each party - 3 - ARTICLE XI - GRIEVANCE PROCEDURE (Continued) shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made� providing it pays for the record. If both parties desire a verbatim racord of the proceedings the cost shall be shared equally. 11.6 If a grievance is not presented within the time limits set forth above, it shall be considered "waived". If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shall be considered settled on the basis of the EMPIAYER'S last answer. If the EMPLOYER does not answer a grievance or an appeal thereof within the specified time limits, the ORGANIZATION may elect to take the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the EMPLOYER and the ORGANIZATION in each step. 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 determined by this grievance procedure it shall not again be submitted for arbitration under the Civil Service Rules. If an issue is determined by the provisions of the Civil Service Rules it shall not , again be submitted for arbitration under this grievance procedure. - 14 - ��_a 'ys- ARTICLE XII - WAGES 12.1 The wage schedule for the purpose o this contract shall be Appendix A. The rates shown in Appendix A refle t the following: Effective December 30, 1989 or the date of signing, whichever is later: 4.08 increase across t e board. Effective December 29, 1990: .0$ increase across the board. Appendix A shall reflect a low r salary grade for employees appointed on or after January � 1990 than for employees appointed prior to January 1, 1990 to th titles listed below. Cable Communications Offi er Dentist Director of Medical Servi es Fireman-Mechanic General oreman Library Public Services M nager Safety Coordinator Valuation and Assessment ngineer - 15 - ARTICLE XIII - PARENTAL LEAVE 13.1 A twelve (12) month Parental leave of absence without pay shall be granted to a natural or an adoptive parent, who requests such leave in con�unction with the birth or adoption of a child. Such leave may be extended an additional twelve (12) months by mutual agreement between the employee and the Employer. Refusal on the part of the Employer to grant an extension of such leave shall not be sub�ect to the provisions of Article 11 of this Agreement. Employees who return following such leaves of absence shall be placed in a position of equivalent salary and tenure as the one they held prior to the beginning 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. - 16 - � . �y -a��.� ARTICLE XIV - INSURANCE 14.1 The insurance plans, premiums for c verages and benefits contained in the insurance plans offered by the ployer shall be solely controlled by the contracts negotiated by the mployer and the benefit providers. The Employer will attempt to preven any changes in the benefits offered by the benefit providers. However, the employees selecting the offered plans agree to accept any changes i benefits which a specific provider implements. 14.2 For the purpose of this Article� fu 1-time employment is defined as appearing on the payroll at least 3 hours per week or at least 64 hours per pay period excluding overtime h urs. 14.3 For the purpose of this Article� ha f-time employment is defined as appearing on the payroll at least 2 hours per week or at least 40 hours per pay period excluding overtime h urs. 14.4 Effective January 1� 1990 the Emplo er agrees to contribute for full-time employees $165.00 per mon h toward the cost of the employee selected insurance coverages under he "Cafeteria Plan" . Effective December 30, 1989 the Employer agre s to increase the full-time employee's base salary by an amount equal to $ 5.00 per month ($39.08 biweekly) . Such salary increase is based on th Employer's insurance contribution being reduced to $165.00 per month. Under the "Cafeteria Plan" the employee's contribution toward sele ted insurance coverages will be made on a pre-tax basis. - 7 - ARTICLE XIV - INSURANCE (Continued) 14.5 Effective January 1� 1990 the Employer agrees to contribute for half-time employees $82.50 per month toward the cost of the employee selected insurance coverages under the "Cafeteria Plan". 14.6 Notwithstanding Article 14.5 employees covered by this Agreement and employed half-time prior to January 1, 1990 shall receive the same insurance contributions as a full-time employee. This Article 14.6 applies only to employees who were employed half-time during the month of December� 1989 and shall continue to apply only as long as such employee remains continuously employed half-time. 14.7 Effective January 1, 1991 the Employer shall discontinue making any contributions toward the cost of the employee selected insurance coverages under the "Cafeteria Plan". In lieu of such contributions� effective December 29, 1990 the Employer agrees to increase the full-time employee's wages by an amount equal to $165.00 per month ($75.86 biweekly) . 14.8 Under the "Cafeteria Plan" full-time and part-time employees must select at least single coverage hospital-medical insurance� dental insurance and employee life insurance in an amount equal to the employee's annual salary to the nearest full thousand dollars. 14.9 Notwithstanding Articles 14.4 and 14.7, if legislation negating the pre-tax status of employee contributions toward selected insurance coverages under the "Cafeteria Plan" becomes effective, the Employer will reduce the full-time employee's wages by an amount equal to $250.00 per month ($114.94 biweekly) . The Employer will then contribute $250.00 per month toward the cost of employee selected insurance coverages under the "Cafeteria Plan". For - 18 - ��-��s' ARTICLE XIV - INSURANCE (Continued) half-time employees, the Employer wi 1 contribute $125.00 per month toward the cost of such coverages. The provis ns of Article 14.6 shall continue to apply to eligible half-time employe . 14.10 Effective January 1, 1990 employees ho retire on or before December 31� 1991 and who have not reached the a of sixty-five (65) must meet the following conditions in order to be ligible for Employer contributions as provided in Article 14.11 or Art le 14.15 of this Agreement. 14.10.1 Be receiving benefits from public employee retirement act covering employees of t City of Saint Paul at the time of retirement. AND 14.10.2 Have severed his/her relati ship with the City of Saint Paul under one of the re-age 65 retiree plans. AND 14.10.3 Have completed at least 25 ars of service with the City of Saint Paul. 14.11 The Employer will for the period of this Agreement provide for employees who retire after December 31, 1989 d prior to January 1, 1991 and who select a health insurance plan prov ed by the Employer and until such retirees reach sixty-five (65) year of age, the cost of such early retiree coverage or $106.32 per mon whichever is less. For such early retirees selecting family coverage e Employer will contribute until such retiree reaches age sixty-five (65) the cost of such family coverage or $318.41 per month, whic ever is less. The Employer will also contribute the cost for $5,000 of life insurance coverage for such early retiree until the early retir e reaches age sixty-five (65) at which time the life insurance cover ge shall terminate. - 9 - ARTICLE XIV - INSURANCE (Continued) 14.12 Ftiill-time employees who retire and who seet the conditions set forth in 14.10.1 and 14.10.2 but who do not meet the conditions set forth in 14.10.3 and who select single or family coverage under a hospital•medical insurance plan offered by the Employer shall be eligible for the following percentages of the amount contributed by the Employer toward health insurance as stated in Article 14.11: If Years of Contribution for Contribution for Service Equal Single Covera� Family Coverage 24 908 90$ 23 808 80$ 22 70$ 70$ 21 60$ 60$ 20 50$ 50$ The Employer contributions listed above shall terminate upon such retiree reaching the age of sixty-five (65) . The Employer also agrees to contribute the cost of $5,000 of life insurance coverage for such retiree until such retiree reaches the age of sixty-five (65) , at such time such life insurance contributions shall terminate. 14.13 Half•time employees who retire and who meet the conditions set forth in 14.10.1 and 14.10.2 but who do not meet the conditions set forth in 14.10.3 and who select single or family coverage under a hospital-medical insurance plan offered by the Employer shall be eligible for fifty percent (50$) of monthly contributions provided by Article 14.12 above for persons with the same number of years of service. - 20 - C��`�S� ARTICLE XIV - INSURANCE (Continued) These Employer contributions shall te inate upon such retiree reaching the age of sixty-five (65) . The Emplo er also agrees to contribute the cost of $5,000 of life insurance c verage for such retiree until such retiree reaches the age of sixty-five 65) , at such time such life insurance contributions shall terminate. 14.14 Effective January 1, 1991 �rticles 14. 1, 14.12 and 14.13 above shall apply only to employees wl�o were appoi ted before January 1, 1979. 14.15 Effective January 1, 1991 full-time el gible employees who were regularly appointed on or after Janua 1, 1979 and who retire prior to their reaching sixty-five (65) years f age and who select single coverage under a hospital-medical ins rance plan offered by the Employer for such retirees, the Employer agree to contribute the cost of the monthly premium or $70.00 per month, hichever is less. For such retirees who select family coverage t e Employer agrees to contribute the cost of the monthly premium or $1 0.00 per month, whichever is less. For such half-time eligible employees who retire prior to reaching age sixty-five (65) and who select single or family hospital-medical insurance coverage the Employer's con ribution toward such selected coverage will be 50$ of the Employer' contribution for such full-time eligible employees. Upon such retiree reaching the age o sixty-five (65) such Employer contributions toward such coverages all terminate. The Employer will also contribute the cost for $5�000 f life insurance coverage for such early retiree until the early retire reaches age sixty-five (65) at which time the life insurance covera e shall terminate. - 2 - ARTICLE XIV - INSURANCE (Continued) 14.16 For Employees who retire at the age of 65 or older or for early retirees upon reaching age 65, and who have completed at least fifteen (15) years of service at the time of their retirement, the Employer will provide health insurance contributions toward employee health insurance plans as are provided by the Employer for retirees 65 years of age or older as approved by City Council Resolution. For such employees or early retirees who have not completed at least fifteen (15) years of service at the time of their retirement� the Employer will discontinue providing any health insurance contributions upon their retirement or in the case of early retirees upon their reaching age 65. 14.17 The contributions indicated in this Article 14 shall be paid to the Employer's third party administrator. - 22 - Cd�c�y-�/�5� ARTICLE XV - VACATION 15.1 In each calendar year, each full-tim employee shall be granted vacation according to the following schedule: Years of Service Vacation Granted Less than 8 years 15 days After 8 years thru 15 years 20 days After 15 years and thereafte 25 days Employees who work less than full-ti e shall be granted vacation on a pro rata basis. 15.2 The head of the department may permi an employee to carry over into the following year up to fifteen days' v cation. 15.3 The time of vacation shall be approv d by the head of the department in which the employee is employed. If an emp oyee 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 Cit for such unearned vacation. If an employee is separated from the servi e by reason of resignation, he shall be granted such vacation pay as he m y have earned and not used up to the time of such separation, provided t t 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 v cation pay as he may have earned and not used up to the time of such separati n. The provisions of this Section shall not apply to temporary or emergency mployees. 15.4 If an employee has an accumulation o sick leave credits in excess of one hundred and eighty days, he may conv rt any part of such excess to vacation at the rate of one-half day's vacati n for each day of sick leave credit. No employee may convert more than te (10) days of sick leave in each calendar year under this provision. - 23 - ARTICLE XVI - HOLIDAYS 16.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Year's Day Labor Day Martin Luther King Day (1986) Columbus Day Presidents Day Veterans' Day Memorial Day Thanksgiving Day Independence Day Christmas Day Ttao floating holidays � Eligible employees shall receive pay for each of the holidays listed above on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday� the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the holiday. 16.2 The floating holidays set forth in Section 16.1 above may be taken at any time during the contract year, 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 on any six working days of the nine working days preceding the holiday; or an employee's name must appear on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore .eligible shall receive holiday pay. 16.4 Notwithstanding Article 16.1, the Employer may at anytime during the life of this Agreement designate the day after Thanksgiving as a paid holiday. In the event of such designation, the Columbus Day holiday shall be deleted from the paid holidays list as set forth in Article 16.1. - 24 - ��-a�� ARTICLE XVII - SEVERANCE PAY 17.1 The Employer shall provide a severa ce pay program as set forth in this Article. 17.2 To be eligible for the severance pa program, an employee must meet the following requirements: 17.2.1 The employee must be 58 yea s of age or older or must be eligible for pension under the "rule of 90" or the "rule of 85" provisions of the Public Employees Ret rement Association (PERA) . 17.2.2 The employee must be volunt rily separated from City employment or have been sub�ect to sep ration by lay-off or compulsory retirement. Those employee who are discharged for cause, misconduct, inefficiency, i competency� or any other disciplinary reason are not eligible for the City severance pay program. 17.2.3 The employee must have at 1 ast ten (10) years of service under the classified or unclassi ed Civil Service at the time of separation. 17.2.4 The employee must file a w iver of re-employment with the Personnel Director� which ill clearly indicate that by requesting severance pay, e employee waives all claims to reinstatement or re-emplo ent (of any type) , with the City or with Independent School Di trict No. 625. 17.2.5 The employee must have acc ulated a minimum of sixty (60) days of sick leave credits at t e time of his separation from service. 17.3 If an employee requests severance ay and if the employee meets the eligibility requirements set forth above, he or she will be granted severance pay in an amount equal t one-half of the daily rate of pay for the position held by the emplo ee on the date of separation for each day of accrued sick leave sub ect to a maximum of 200 accrued sick leave days. . 17.4 The maximum amount of money that a y employee may obtain through this severance pay program is $6,500. 17.5 For the purpose of this severance rogram� a death of an employee shall be considered as separation of emp oyment, and if the employee would have - 2 5 - ARTICLE XVII - SEVERANCE PAY (Continued) met all of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. 17.6 For the purpose of this severance program, a transfer from the City of Saint PauZ employment to Independent School District No. 625 employment is not considered a separation of employment, and such transferee shall not be eligible for the City severance program. 17.7 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 17.8 This severance pay program shall be subject to and governed by the pro- visions of City Ordinance No. 11490 except in those cases where the specific provisions of this article conflict with said ordinance and in such cases, the provisions of this article shall control. 17.9 The provisions of this article shall not be effective until December 31� 1982, and until such date, the provisions of Ordinance No. 11490, as amended, shall apply in their entirety. 17.10 Any employee hired prior to December 31, 1982, may, in any event, and upon meeting the qualifications of this article or City Ordinance No. 11490, as amended by City Ordinance No. 16303, section 1, section 6� draw severance pay. However, an election by the employee to draw severance pay under either this article or the ordinance shall constitute a bar to receiving severance pay from the other. Any employee hired after December 31, 1982, shall only be entitled to the benefits of this article upon meeting the qualifications herein. - 2 6 - . �� ARTICLE XVII - SEVERANCE PAY (Continued) 17.11 For employees appointed to a title cov red by this Agreement on or after October 29, 1988, the Employer shall p ovide only the severance pay program as set forth in 17.12 through 17.17. 17.12 To be eligible for the severance pay ogram, an employee must meet the following requirements: 17.12.1 The employee must be volunta ily separated from City employment or have been subject to sepa ation by lay-off or compulsory retirement. Those employees ho are discharged for cause, misconduct, inefficiency, in ompetency� or any other disciplinary reason are not eligible for he City severance pay program. 17.12.2 The employee must file a wai er of re-employment with the Personnel Director, which wi 1 clearly indicate that by requesting severance pay, th employee waives all claims to reinstatement or re-employme t (of any type) , with the City or with Independent School Dist ict No. 625. 17.12.3 The employee must have an ac umulated balance of at least eighty (80) days of sick lea e credits at the time of his separation from service. 17.13 If an employee requests severance pay and if the employee meets the eligibility requirements set forth ab ve, he or she will be granted severance pay in an amount equal to o e-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 subjec to a maximum as shown below based on the number of years of servi e in the City. �ears of Service with the City �Iax�mum Severance Pay �t Least 20 $4,000 21 4,600 . 22 5,200 23 5,800 24 6,400 25 7,000 - 27 ARTICLE XVII - SEVERANCE PAY (Continued) 17.14 For the purpose of this severance program, a death of an employee shall � be considered as separation of employment� and if the employee would have met all of the requirement set forth above, at the time of his or her death, payment of the severance pay shall be made to the employee's estate or spouse. 17.15 For the purpose of this severance program, a transfer from the City of Saint Paul employment to Independent School District No. 625 employanent is not considered a separatfon of employment� and such transferee shall not be eligible for the City severance program. 17.16 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 17.17 This severance pay program shall be subject to and governed by the pro- visions of City Ordinance No. 11490 except in those cases where the specific provisions of this article conflict with said ordinance and in such cases� the provisions of this article shall control. 17.18 Notwithstanding Article 17.11, employees appointed to a title covered by this Agreement prior to October 29, 1988, who meet the qualifications as defined in 17.12 through 17.13� may elect to draw severance pay under the provisions set forth in 17.13 through 17.17. However, an election by an employee to draw severance pay under 17.13 through 17.17 shall constitute a bar to drawing severance pay under any other provisions set forth in this Article 17. - 2 8 - . �� y� ARTICLE XVIII - SICK LEAVE 18.1 Employees shall accumulate sick leav credits at the rate of .0576 of a working hour for each full hour on the payroll excluding overtime. Sick leave shall be grant d in accordance with the Civil Service Rules. 18.2 In the case of a serious illness or disability of an employee's child, parent or household member, the head of th department shall grant leave with pay in order for the employee to care for make arrangements for the care of such sick or disabled persons. Such pai leave shall be drawn from the employee's accumulated sick leave credits. Use of such sick leave shall be limited to 40 hours per incident. 18.3 Pregnant employees of the City of Sa nt Paul shall be eligible for the use of paid sick leave and unpaid leave of bsence 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 that the employee is disabled in terms of her ability to perform the duties of her position. 18.4 The head of the department or the Pe sonnel Director may require a physician's certificate at any time during an em loyee's use of sick leave for the purposes stated in 18.2 above. All uch certificates shall be forwarded by the appointing officer to the Person el Office. If an employee is absent because of e provisions of Article 18.2 above for three or fewer calendar days he/she all submit to the head of the Department a certificate signed by t employee stating the nature of the child, parent, or household member's ickness. If the sickness continues for - 9 - ARTICLE XVIII - SICK LEAVE (Continued) more than three calendar days, no further sick leave shall be granted unless or until a physician is consulted. The sick leave may be continued from and include the day of consultation, but only if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the head of the department and forwarded to the Personnel Office. 18.5 No sick leave shall be granted for the above reasons unless the employee reports to his/her department head the necessity for the absence not later than one-half hour after his/her regularly scheduled time to report for work, unless he/she can show to the satisfaction of the department head that the failure to report was excusable. 18.6 An employee shall be paid under the provisions of this paragraph only for the number of days or hours for which he/she would normally have 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. - 30 - � �'�9-�i��' ARTICLE XIX - CITY MILEAGE 19.1 Automobile Reimbursement Authorized: rsuant to Chapter 33 of the Saint Paul Administrative Code, as ame ded, pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the f llowing provisions are adopted. 19.2 Method of Computation: To be eligible for such reimbursement� all officers and employees must receive wr tten authorization from the Department Head. Type 1 If an employee is required to nse his/her own automobile OCCASIONALLY during employment, the e loyee shall be reimbursed at the rate of $3.00 per day for each day the employee's vehicle is actually used in performing the duties of the employee`s position. In addition, the employee shall be rei bursed 15 per mile for each mile actually driven. If such employee is required to drive n sutomobile during employment and the department head or designated repr sentative determines that an employer vehicle is available for the mployee's use but the employee desires to use his/her own automobile, then the employee shall be reim- bursed at the rate of 15 per mile driv n and shall not be eligible for any per diem. �ype 2. If an employee is required to use his/her own sutomobile REGULARLY during employment� the emplo ee shall be reimbursed at the rate of $3.00 per day for each day of ork. In addition, the employee shall be reimbursed 15 per mile for ea h mile actually driven. If such employee is required to drive n automobile during employment and the department head or designated epresentative determines that an employer vehicle is available for t e employee's use but the employee desires to use his/her own automobile, then the employee shall be reim- bursed at the rate of 15 per mile driv n and shall not be eligible for any per diem. 19.3 The City will provide parking at the C vic Center Parking Ramp for City employees on either of the above menti ned types of reimbursement plans who are required to have their persona 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 av ilable. 19.4 �tules and ReAUlations: The Mayor shal adopt rules and regulations governing the procedures for automobil reimbursement, which regulations and rules shall contain the requireme that recipients •shall file daily reports indicating miles driven and sh 11 file monthly affidavits stating the number of days worked and the numb r of miles driven, and further require that they maintain automobile iability insurance in amounts of not less than $100,000/$300,000 for pe sonal injury, and $25,000 for property damage, or liability insuranc in amounts not less than $300,000 single limit coverage, with the City Saint Paul named as an additional insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the ty clerk. -� - 31 - ARTICLE XXI - DURATION AND EFFECTIVE DATE 21.1 Complete Agreement with Waiver of Bargainine. This AGREEMENT shall re- present the complete AGREEMENT between the ORGANIZATION and the EMPIAYER. The parties acknowledge that during the negotiations which resulted in this AGREEMENT, each had the unlimited right and opportunity to make re- quests and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the complete under- standings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this AGREEMENT. Therefore, the EMPIAYER and the ORGANIZATION� 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 respect 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, 1991� and thereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend, or modify this AGREEMENT shall notify the other in writing so as to comply with the provisions of the Public Employment Labor Relations Act of 1984� as amended. - 32 - ��iys ARTICLE XXI - DURATION AND EFFECTIVE DATE ( ontinued) 21.3 This constitutes a tentative AGREEMENT between the parties which will be recommended by the City Negotiator� but is subject to the approval of the Administration of the City, and is also subject to ratification by the ORGANIZATION. WITNESSES: CITY OF SAINT PAUL SAINT PAUL SUPERVISORS' ORGANIZATAION . � James C. Lombardi esi ent Labor Relations Manager =�q«_.�� Ra A. Viscasillas Perso e irector Dated: November 2, 1989 � - 33 - - �-�y��.� ' ° APPEND X A TITLES AND AIARIES STOREROOM MAN GER A B C D E F G 10-yr. 15-yr. EFFECTIVE: 12-30-89 1069.08 1111.03 1154.15 1209.15 1 66.24 1328.70 1393.22 1434.32 1474.44 12-29-90 1190.74 1234.37 1279.21 1336.41 1 95.78 1460.74 1527.64 1570.59 1612.31 FIREMAN-MECHANIC GENERAL FOREMAN (Appo nted on or after January 1� 1990) 12-30-89 1099.05 1142.78 1186.81 1243.79 1 04.45 1368.02 1434.27 1474.44 1516.59 12-29-90 1221.91 1267.39 1313.18 1372.44 1 35.52 1501.64 1570.54 1612.31 1656.15 BUILDING SUP INTENDENT OFFICE MANAGE 12-30-89 1132.62 1174.64 1219.42 1279.30 1 41.84 1407.28 1474.44 1518.40 1562.25 12-29-90 1256.82 1300.52 1347.09 1409.37 1 74.41 1542.47 1612.31 1658.03 1703.63 ASSISTANT CI CLERK GOLF PRO/MANA ER SUPERVISING D NTAL HYGIENIST 12-30-89 1164.31 1210.12 1256.73 1317.57 1 81.00 1449.42 1518.40 1559.53 1607.88 12-29-90 1289.78 1337.42 1385.89 1449.17 1 15.13 1586.29 1658.03 1700.81 1751.09 BUSINESS ASSI TANCE PROGRAM SUPERVISOR COMPUTER OP TIONS SUPERVISOR SUPERVISOR OF CUSTOMER SERVICES--WATER DEPARTMENT 12-30-89 1233.44 1280.26 1330.64 1395.30 1 61.39 1533.36 1609.84 1655.62 1701.49 12-29-90 1361.67 1410.36 1462.76 1530.01 1 98.74 1673.59 1753.13 1800.74 1848.44 RECORDER OF C UNCIL PROCEEDINGS RECREATION CO RDINATOR-SPECIAL PROGRAMS 12-30-89 1268.96 1317.57 1368.98 1435.25 1 06.10 1578.14 1655.62 1703.38 1752.65 12-29-90 1398.61 1449.17 1502.63 1571.55 1 45.24 1720.16 1800.74 1850.41 1901.65 ASSISTANT DIR CTOR OF HUMAN RIGHTS PUBLIC WORKS ECHNICIAN IV SUPERVISOR OF SIDEWALK CONSTRUCTION *WATER DEPAR ENT TECHNICIAN IV 12-30-89 1306.32 1357.61 1409.17 1476.40 1 49.13 1623.90 1703.38 1754.66 1805.10 12-29-90 1437.47 1490.81 1544.43 1614.35 1 89.99 1767.75 1850.41 1903.74 1956.20 - A1 APPENDIX A (Continued) ADMINISTRATIVE ASSISTANT ` " ADMINISTRATIVE ASSISTANT--COrII�iUNITY SERVICES ARBORIST SUPERVISOR FIREMAN-MECHANIC GENERAL FOREMAN (Appointed prior to January 1, 1990) HOUSING INFORMATION COORDINATOR SAFETY COORDINATOR (Appointed on or after January 1� 1990) A B C D E F G 10-yr. 15-yr. EFFECTIVE: 12-30-89 1344.60 1396.90 1450.17 1521.14 1594.93 1672.42 1754.66 1805.10 1856,48 12-29-90 1477.28 1531.67 1587.07 1660.88 1737.62 1818.21 1903.74 1956.20 2009.63 ASSESSMENTS SUPERVISOR CABLE COMMUNICATIONS OFFICER (Appointed on or after January 1� 1990) NUTRITIONIST III PUBLIC HEALTH NURSE III RECREATION DIRECTOR III SUPERVISOR OF TRAFFIC MAINTENANCE WATER CHEMIST III 12-30-89 1383.75 1437.03 1493.11 1564.14 1639.83 1721.04 1805.10 1859.24 1913.36 12-29-90 1517.99 1573.41 1631.73 1705.60 1784.32 1868.78 1956.20 2012.50 2068.79 CONTRACT COMPLIANCE SUPERVISOR ENVIRONMENTAL HEALTH PROGRAM SUPERVISOR MEDICAL TECHNOIAGIST SUPERVISOR SUYERVISOR OF INVESTIGATION--HUMAN RIGHTS DEPARTMENT 12-30-89 1423.94 1478.16 1535.25 1611.70 1689.23 1773.35 1859.24 1914.37 1966.69 12-29-90 1559.79 1616.18 1675.55 1755.06 1835.69 1923.18 2012.50 2069.84 2124.25 ACCOUNTANT IV BUILDING DESIGN CONTRACT ADMINISTRATOR COMPUTER SERVICES MANAGER CONSERVATORY SUPERVISOR FORESTRY MANAGER JOB CREATION � TRAINING PROGRAM MANAGER SAFETY COORDINATOR (Appointed prior to January 1� 1990) ZONING I�IANAGER 12-30-89 1508.01 1566.88 1627.59 1707.01 1790.08 1877.94 1969.43 2026.48 2085.39 12-29-90 1647.22 1708.45 1771.59 1854.18 1940.58 2031.95 2127.10 2186.43 2247.70 CHIEF SURVEYOR MAINTENANCE & CONSERVATION INSPECTION SUPERVISOR REAL ESTATE MANAGER RIGHT-OF-WAY ENGINEER 12-30-89 1551.06 1612.64 1674.31 1756.52 1842.46 1933.86 2026.48 2086.24 2146.97 12-29-90 1692.00 1756.04 1820.18 1905.68 1995.05 2090.11 2186.43 2248.58 2311.74 - A2 - �� a,�s_ APPENDIX A (Continued) � � DENTIST (A ointed on or after January 1. 1990) PARKING AD INISTRATOR SUPERVISOR F BUILDING DESIGN � PIAN REVIEW WATER REV E SUPERINTENDENT WATER TREA ENT SUPERVISOR A B C E F G 10-yr. 15-yr. EFFECTIVE: 12-30-89 1596.86 1658.55 1723.90 1807.90 1896.55 1989.04 2086.24 2147.91 2209.55 12-29-90 1739.63 1803.79 1871.75 1959.11 2051.31 2147.50 2248.58 2312.72 2376.83 ACCOUNTANT CABLE COMMUNICATIONS OFFICER Appointed prior to January 1� 1990) PARKS � REC TION MANAGER SUPERVISOR F REHABILITATION 12-30-89 1644.43 1707.96 1775.21 1861.08 1951.68 2048.85 2147.91 2212.38 2275.85 12-29-90 1789.10 1855.17 1925.11 2014.42 2108.64 2209.70 2312.72 2379.77 2445.78 EDP SYSTEMS AND PROGRAMMING SUPERVISOR ENVIRONMENT L HEALTH DIRECTOR HEALTH ADMI ISTRATION MANAGER LIBRARIAN I LIBRARY PUBLIC SERVICES MANAGER (Ap ointed on or after January 1, 1990) NUTRITIONIS IV PUBLIC HEAL H NURSING SUPERVISOR 12-30-89 1691.11 1757.45 1825.61 1916.22 2009.56 2107.83 2212.38 2275.85 2340.21 12-29-90 1837.65 1906.64 1977.53 2071.76 2168.84 2271.04 2379.77 2445.78 2512.71 ACCOUNTING AGER CIVIL ENGIN ER IV CIVIL ENGIN ER IV•-WATER DEPARTMENT DENTIST (Ap ointed prior to January 1� 1990) MUNICIPAL G GE SUPERVISOR SUPERVISOR F TECHNICAL SERVICES 12-30-89 1740.70 1810.71 1880.73 1972.22 2067.62 2169.42 2275.85 2344.01 2410.31 12-29-90 1889.22 1962.03 2034.85 2130.00 2229.22 2335.09 2445.78 2516.66 2585.62 BUILDING & USING INSPECTION'SUPERVISOR PRINCIPAL D IGNER PROGRAM ADMI ISTRATOR SUPERINTEND OF MAINTENANCE--PARKS 6 RECREATION Z00 DIRECTO 12-30-89 1792.93 1862.01 1936.72 2028.41 130.08 2234.69 2344.01 2413.05 2481.28 12-29-90 1943.54 2015,38 2093.08 2188.44 294.18 2402.97 2516.66 2588.47 2659.43 - A - APPENDIX A {Continued) . , LIBRARY PUBLIC SERVICES NANAGER (Appointed prior to January 1, 1990) LICENSE AND PERMIT IlANAGER PRINCIPAL PLANNER SENIOR PRINCIPAL PLANNER TECHNICAL SERVICES MANAGER A B C D E F G 10-yr. 15-yr. EFFECTIVE: 12-30-89 1644.30 1917.15 1991.88 2089.98 2191.78 2300.11 2413.05 2483.20 2555.07 12-29-90 1996.97 2072.73 2150.45 2252.47 2358.35 2471.01 2588.47 2661.42 2736.17 *PUBLIC WORKS MAINTENANCE SERVICES ENGINEER SUPERINTENDENT OF PROGRAI�IING SUPERINTENDENT OF S�TATER SUPPLY VALUATION � ASSESSMENT ENGINEER (Appointed on or after January 1� 1990) 12-30-89 1899.36 1973.16 2050.73 2151.58 2258.05 2366.45 2483.20 2557.84 2630.71 12-29-90 2054.23 2130.98 2211.65 2316.54 2427.27 2540.00 2661.42 2739.05 2814.83 LIBRARY SERVICES MANAGER PURCHASING SYSTEMS lSANAGER TREASURY MANAGER 12-30-89 1955.37 2031.13 2111.39 2214.25 2322.64 2438.30 2557.84 2632.51 2708.24 12-29-90 2112.48 2191.27 2274.74 2381.71 2494,44 2614.73 2739.05 2816.70 2895.46 ASSISTANT CITY ENGINEER FIELD DIVISION MANAGER--WATER UTILITY MANAGER OF DATA PROCESSING *SEWER ENGINEER 12-30-89 2012.44 2091.75 2173.96 2279.63 2390.73 2509.42�2632.55 2708.24 2789.39 12-29-90 2171.83 2254.31 2339.81 2449.71 2565.25 2688.69 2816.75 2895.46 2979.86 DEPUTY DIRECTOR-COMMUNITY DEVELOPMENT DEPUTY DIRECTOR-DOWNTOWN DEVEIAPMENT DEPUTY DIRECTOR-HOUSING DEPUTY DIRECTOR-NEIGHBORHOOD DEVELOPMENT DEPUTY DIRECTOR-PIANNING DIRECTOR OF HUMAN RIGHTS � DIRECTOR OF MEDICAL SERVICES (Appointed on or after January 1, 1990) 12•30-89 2072.20 2152.50 2237.50 2347.68 2462.66 2583.09 2710.17 2790.48 2870.77 12-29-90 2233.98 2317.49 2405.89 2520.48 2640.06 2765.31 2897.47 2980.99 3064.50 - A4 - . ��-��.s� APPENDIX A (Continued) ' ' BUILDING C DE OFFICER LIBRARY AD INISTRATOR PUBLIC HEA TH DIVISION KANAGER SUPERINTEN ENT OF PARKS b RECREATION A B C E F G 10-yr. 15-yr. EFFECTIVE: 12-30-89 2132.95 2215.18 2302.03 2416.7 2535.48 2660.62 2790.48 2673.69 2954.65 12-29-90 2297.16 2382.68 2473.01 2592.3 2715.79 2845.94 2980.99 3067.53 3151.94 ASSISTANT ENERAL MANAGER--WATER UTILITY ASSOCIATE ITY ENGINEER CHIEF ACCO ANT PUBLIC H TH SERVICES MANAGER VALUATION � ASSESSMENT ENGINEER (Appointed prior to January 1, 1990) 12-30-89 2195.54 2270.98 2370.12 2487.8 2610.21 2739.88 2873.69 2958.53 3043.61 12-29-90 2362.26 2440.71 2543.82 2666.2 2793.51 2928.37 3067.53 3155.77 3244.25 DIRECTOR OF MEDICAL SERVICES (Appointed prior to January 1� 1990) 12-30-89 2613.03 2715.74 2823.20 2962.3 3108.03 3263.08 3423.70 3524.34 3626.45 12-29-90 2796.45 2903.26 3015.02 3159.6 3311.25 3472.50 3639.54 3744.21 3850.40 A5 - ��°�/� 17. Resolution 89-2052 - changing th rate of pay for Fire Approved Communications Chief to Grade 46 Section ID6 of Fire Supervisory Standard Ranges. (R ferred from Council November 21, laid over December ) 18. Resolution 89-2111 - adjusting t e rates of pay for Approved Special Employment titles as lis ed in Section IIB of the Salary Plan and Rates of Com ensation Resolution. (Referred from Council December ) 19. Resolution 89-2146 - establishin rate of pay for Approved Selection and Validation Special st in Grade 14, Section I03 of the Professional mployees Non- Supervisory Standard Ranges in t e Salary Plan and Rates of Compensation Resolution (Referred from Council December 7) 20. Resolution 89-2178 - changing th rate of pay for Approved Employment Programs Manager from Grade 20 to Grade 23, Section ID4 of the Professional mployees Supervisor Standard Ranges in the Salary Pl n and Rates of Compensation Resoiution. (Refer ed from Courcil Oecemd�r 14�,_ ._.n..... .. . �._......._�.,._ __.. .._., w._.__�. ,. _... _._ . .. _ .... .. . 21. Resolution 89-2145 - approving a d ratifying agreement Approved� with St. Paul Supervisor's Organization. (Referred from Council December 7) �� '`�ss