88-11 WHITE - CITV CIERK
PINK - FINANCE G I TY O F SA I NT PA U L Council � //
CANARV - DEPARTMENT
BLUE - MAVOR File NO. �
�'ou il esolution
w , �
✓
Presented By
Referre Committee: Date
Out of Committee By Date
RESOLVED, that the Council of the Cit of Saint Paul hereby approves and
ratifies the attached Agreement between In ependent School District ��625 and
the United Association Plumbers Local ��34.
COUNCILMEIV Requested by Department of:
Yeas � Nays
.
�1°"' ��'T�. In Favor
Rettman
Scheibei
Sonnen __ Ageinst
.��+w.s l�lNl��hP
wilson
JAN �6 �_ Form pprov d by i torney
Adopted by Council: Date �
Certified Ya s ouncil Se ar BY
B}�
Approve by vor: at _ �-�$ Approv ayor f S ' n to Council
.
By B
Pi.lBItSNED v^rv l � t98�
r ; ���e�
PERSONNEL-LABOR RELE�TI014S �r �EPARTM�NT N� _ O818G
JAMES LOMBARDI CONTACT
298-4221 - PHONE :
DECEMBER 1 � 1987 - DATE e►e� ,, Q
�
ASSIGN NUP�BE.R FOR ROUTING ORDER Cl i Al l Locatio s for. Si nature : . .
/� Department Director � Director of'Management/Mayor
Finance and Management Services Director � 4 City Clerk
Budget Dir�ctor .
/� City Attorney , -
WHAT WILL BE ACHI�EVED BY TAKING ACTION ON THE ATT CHEO TERIALS? (Purpose/
Rational e) :
TkI:CS RESOLUTION APPROVES A THREE-YEAR CONTRACT B WEEN INDEP�NDENT SCHOOL DISTRICT ��625
AND THE UNIT�D ASSQCIATION PLUMBERS LOCAL 34. T CONTRACT PERIOD IS MAY 1; 1987: THROUG�I
APRIL 30, 1990. ATTACHED IS A SUrIl�iARY OF THE PE INENT FACTS REGARDING THIS AGREEMENT, .
�=; �';'��J ! .
COST BENEFIT BUDGETARY AND PERSONNEL IMPACTS ANT CIPAT�D: ` � �
o�c o �� ��a7� �
NONE. j
�+%.�-..:,1b+ �� i'e� "��'�.�e"Z�J �JE°�"tVG .
D_� � � j� ��
P�Y���-� ��F�E �
FINANCING SOURCE AND BUDGET ACTIVITY NU{�ER CHIARG D OR CREOITED: (Mayor's signa-
ture not re-
Total Amount. of "Transaction: quired if under
� �10,000)
Funding Source:
Activity Number: •
ATTACHMENTS (List and Number All Attachments) :
1 - RESOLUTION
, - �oNT��T - RECEIV��
1 - COPY CI�Y CLERK
� DEC 31987
_ �
_ . CITY pTl`C�����.`��
DEPARTMENT REVIEW CITY ATTORNEY REVIEW
�Yes No Council Resolution Required? � Resolution Required? Yes No
Yes �No Insurance Required? Insurance Sufficient? Yes No
Yes x No Insurance Attached:
� (SEE •REVERSE SIDE FOR IN TRUCTIONS)
Revised 12/84
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=' t'.:.. HOW TO jJ$E THE GREEN SHELT
The GREEN SHEET has several PURPOSES: � � �
l. to assiat in routing documents and in securinq requi�Ced signatures
2. to brief the revi�evr�rs of documents on the impacts of approval
3. to help ensure that necessary supporting materials are prepared, and, if
- required, attached. �
Providing complete informa'tion under the listed headings enables reviewers to make
decisions on the documents and eliminates follow-up contacts that may delay execution.
The COST/BENEFIT, BUDGETARY AND PERSONNEL IMPACTS heading provides space to explain
� the cost/benefit aspects of the decision. Costs and benefits related both to City
budget (General Fund and/or Special Funds) and to broader financial impacts (cos.t
to users, homeowners or other groups affected by the action) . The personnel impact
is a description of chanqe or shift of Full-Time Equivalent (FTE) positi�ns. �
If a CONTRACT amount is less than 510,000, the Mayor's signature is not required, ,
if the department director signs. A contract must always be first signed by the
outside aqency before routing through City offices. �
Below is the preferred ROUTING for the five most frequent types of documents:
. CONTRP,CTS (assumes authorized budget exists) �
� 1. Outside Agency 4. Mayor
_ 2. Initiating Department 5. Finance Director
3. City Attorney 6. Finance Accounting �.
ADMINISTRATIVE ORDER (Budget Revision) ADMINISTRATIVE ORDERS (all. others)
� 1. Activity Manager 1. Initiating Department
2. Department Accountant 2. City Attorney
3. Department Director 3. Director of Manaqement/Mayor
4. Budget Director 4. City Clerk '
5. City Clerk �
6. Chief Accountant, F&MS
COUNCIL RESOT,iITION (Amend. Bdgts./Accept. Grants) COUNCIL RESOLUTION (all others)
1. Department Director 1. Znitiating Department
2. Budget Director 2. City Attorney
3. City Attorney 3. Dir�ctor of Management/M�yor
4. Director of Management/Mayor 4. City Clerk
5. Chair, Finance, Mngmt. & Personnel Com. 5. City Council
6. City Clerk
7. City Council
8. Chief Accountant, E'&MS ��
S[7pPORTING MATERIALS. In the ATTACHMENTS section, identify all attachments. If the
Green Sheet is well done, no letter of transmittal need be included (unless signinq
such a letter is one of the requested actions) .
Note: If an aqreement requires eviderice of insurance/co-insurance, a Certificate of
Insurance should be one of the attachments at time of routinq.
Note: Actions which require City Council Resolutions include: �
1. Contractual relationship with another governmental unit. ��
2.. Collective barqaining contracts. • �`
3. Purchase, sale or lease of'land.
4. Issuance of bonds by City. ,
5. Eminent domain.
6. Asswaption of liabi,lity by City, or qrantinq by City of indemnifica�tion. :
7. Aqreenrents with State or Federal Gaverrnnent under which they are providing �
funding�
8. Budget atnendments. :
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INDEPENDENT SCHOOL ISTRICT N625
BOARD OF EDU TION
SAINT PAUL PUBL C SCHOOLS
DATE: October 6, 1987
TOPIC: A roval of an em lo ent a reeme t with United Association Plumbers
Local 34
A. PERTINENT FACTS:
1) New Agreement is for the��e-ye r period May 1, 1987 through April 30,
1990.
2) Contract changes are as follows:
- The titles of Water Meter erviceman and Inspector
classifications have been eleted from this new Agreement since
the District has no employ es in these classifications.
- Holidays: New language pr vides that participating employees .
working on holidays shall e recompensed as follows:
. straight-time pay for work on the four minor holidays
. double time pay for w rk on five ma,jor holidays. Provisions
for work done on Labo Day remain unchanged.
- Legal Services: Expanded anguage.
- Appendix C - Wa es: Total package increase of 40C per hour for
1987 and 1988, 32C per hou in 1989. Wage increases scheduled in
May 1 and November 1 each ear. This is based on the prevailing
rates settlement.
- Appendix D - Frin�e Be efits: Effective August 1, 1987,
increase in contributions made to the Health and Welfare Fund;
base wage rate decreased a cordingly at that time.
3) The District has five employees in this bargaining unit.
4) The estimated cost impact of th s new Agreement has been calculated by
the Payroll Department as follo s:
- in the 1986-87 budget year $ 1,271.
- in the 1987-88 budget year $ 3,222.
- in the 1988-89 budget year $ 2,851.
- in the 1989-90 budget year $ 2,415.
S) Requested by Phyllis E. Byers, egotiator.
B. RECOI�IENDATION: That the Board of E ucation of Independent School District
No. 625 approve and adopt the Agreem nt concerning the terms and conditions
of employment of those employees in this school district for whom United
Association Plumbers Local 3� is the exclusive representative.
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I N D E X
ARTICLE TITLE PAGE
Preamble iii
I Purpose 1
II Recognition 1
III Employer Rights 1
IV Union Rights Z
V Scope of the Agreemen 2
VI Probationary Periods 3
VII Philosophy of Employm nt and Compensation 3
� VIII Hours of Work 4
IX Overtime 5
X Call Back S
XI Work Location 6
XII Wages �
XIII Fringe Benefits 11
XIV Selection of Foreman nd General Foreman 11
XV Retirement 11
• XVI Holidays 12
XVII Disciplinary Procedu s 14
XVIII Absences from Work 14
XIX Seniority 15
XX Jurisdiction 16
XXI Separation 16
XXII Tools 16
XXIII Grievance Procedure 17
XXIV Right of Subcontract 19
XXV Non-discrimination 19
XXVI Severability 19
, XXVII Waiver 20
XXVIII Mileage-Independent chool District No. 625 20
XXIX Safety 21
, XXX Legal Services 22
XXXI Duration and Pledge 23
Appendix A A1
Appendix B gl
Appendix C C1-2
Appendix D D1
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P R E A M B L E �
This AGREEMENT is entered into between Independent School District No.
625, hereinafter referred to as the EMPLOYER, and the United Association
Plumbers Local 34, hereinafter referred to as the UNION.
The EMPLOYER and the UNION concur that this AGREEMENT has as its
objective the promotion of the responsibilities of the City of Saint Paul
for the benefit of the general public through effective labor-management
cooperation.
The EMPLOYER and the UNION both realize that this goal depends not •
only on the words in the AGREEMENT but rather primarily on attitudes
between people at all levels of responsibility. Constructive attitudes of
the EMPLOYER, the UIvTION, and the individual employees will best serve the '
needs of the general public.
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ARTICLE I - PURPOSE
� 1. 1 The EMPLOYER and the UNION agr e that • the purpose for entering into
this AGREEMENT is to:
1. 11 Achieve orderly and peace ul relations, thereby establishing a
system of uninterrupted perations and the highest level of
employee performance that is consistent with the safety and
well-being of all concerne ;
1. 12 Set forth rates of pay, h urs of work, and other conditions of
employment as have been greed upon by the EMPLOYER and the
UNION;
' 1. 13 Establish procedures to o derly and peacefully resolve disputes
as to the application or i terpretation of this AGREEMENT without
loss of manpower productiv ty.
1.2 The EMPLOYER and the UNION a ree that this AGREEMENT serves as a
supplement to legislation that creates and directs the EMPLOYER. If
any part of this AGREEMENT is n conflict with such legislation, the
latter shall prevail. The p rties, on written notice, agree to
negotiate that part in conflict so that it conforms to the statute as
provided by Article 26 (SEVERAB LITY).
ARTICLE II - RECOGNITION
•
2. 1 The EMPLOYER recognizes the UN ON as the exclusive representative for
collective bargaining purposes for all personnel having an employment
status of regular, probationary, provisional, temporary, and emergency
employed in the classes of po itions defined in 2.2 as certified by
the Bureau of Mediation Se vices in accordance with Case No.
73-PR-527-A dated May 11, 1973.
2.2 The classes of positions reco ized as being exclusively represented
by the UNION are as listed in pendix A.
ARTICLE III - EMPLOYER RIGHTS
, 3. 1 The EMPLOYER retains the righ to operate and manage all manpower,
facilities, and equipment; to stablish functions and programs; to set
and amend budgets; to determ ne the utilization of technology; to
establish and modify the organ'zational structure; to select, direct,
and determine the number of ersonnel; and to perform any inherent
managerial function not specif cally limited by this AGREEMENT.
3.2 Any "term or condition of employment" not established by this
AGREEMENT shall remain with the EMPLOYER to eliminate, modify or
. establish following written no ification to the UNION.
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ARTZCLE IV - UNION RIGHTS
4.1 The EMPLOYER shall deduct from the wages of employees who authorize �
such a deduction in writing an amount necessary to cover monthly UNION
dues. Such monies deducted shall be remitted as directed by the
UNION.
4. 11 The EMPLOYER shall not deduct dues from the wages of employees
covered by this AGREEMENT for any other labor organization.
4.12 The UNION shall indemnify and save harmless the EMPLOYER from any
and all claims or charges made against the EMPLOYER as a result
of the implementation of this ARTICLE.
4.2 The UNION may designate one (1) employee from the bargaining unit to '
act as a Steward and shall inform the EMPLOYER in writing of such
designation. Such employee shall have the right and responsibilities
as designated �n �rticle 23 (GRIEVANCE PROCEDURE). '
4.3 Upon notification to a designated EMPLOYER supervisor, the Business
Manager of the UNION or his designated representative shall be
permitted to enter the facilities of the EMPLOYER where employees
covered by this AGREEMENT are working.
ARTICLE V - SCOPE OF THE AGREEMENT
5. 1 This AGREEMENT establishes the "terms and conditions of employment" •
defined by M. S. 179.63, Subdivision 18, for all employees exclusively
represented by the UNION. This AGREEMENT shall supersede such "terms
and conditions of employment" established by Civil Service Rule,
Council Ordinance, and Council Resolution.
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ARTICLE VI - PROBATIONARY PERIODS
� 6. 1 All personnel, originally hired or rehired following separation, in a
regular employment status shal serve a six (6) months' probationary
period during which time the em loyee's fitness and ability to perfo"rm
the class of positions' du ies and responsibilities shall be
evaluated.
6.11 At any time during the p obationary period an employee may be
terrsinated at the discret on of the EMPLOYER without appeal to
the provisions of Article 3 (GRIEVANCE PROCEDURE).
6.12 An employee terminated uring the probationary period shall
receive a written notice o the reason(s) for such termination, a
' copy of which shall be se to the UNION.
6.2 All personnel promoted to a h gher class of positions shall serve a
� six (6) months' promotional pr bationary period during which time the
employee's fitness and abilit to perform the class of positions'
duties and responsibilities sh 11 be evaluated.
6.21 At any time during th promotional probationary period an
employee may be demoted o the employee's previously-held class
of positions at the discr tion of the EMPLOYER without appeal to
the provisions of Article 23 (GRIEVANCE PROCEDURE).
6.22 An employee demoted duri g the promotional probationary period
� shall be returned to th employee's previously-held class of
positions and shall rece' e a written notice of the reasons for
demotion, a copy of which shall be sent to the UNION.
ARTICLE VII - PHILOSOPHY OF EMPLOYM NT AND COMPENSATION
7.1 The EMPLOYER and the UNION ar in full agreement that the philosophy
of employment and compensati n shall be a "cash" hourly wage and
"industry" fringe benefit syst m.
7.2 The EMPLOYER shall compensat� employees for all hours worked at the
, basic hourly wage rate and ourly fringe benefit rate as found in
Articles 12 (WAGES) and 13 (F NGE BENEFITS) .
_ 7.3 No otl:er compensation or frin e benefit shall be accumulated or earned
by an employee except as spec fically provided for in this AGREEMENT;
except those employees wh have individually optioned to be
"grandfathered" as provided b 12.2.
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ARTICLE VIII - HOURS OF WORK
8. 1 The normal work day shall be eight (8) consecutive hours per day, �
excluding a thirty- (30) minute unpaid lunch period, between 7:00 a.m.
and 5:30 p.m. '
8.2 The normal work week shall be five (S) consecutive normal work days
Monday through Friday.
8.3 If, during the term of this AGREEMENT, it is necessary in the
EMPLOYER'S judgment to establish second and third shifts or a work
week of other than Monday through Friday, the UNION agrees to enter
into negotiations immediately to establish the conditions of such
shifts and/or work weeks.
8.4 This section shall not be construed as, and is not a guarantee of, any
hours of work per normal work day or per normal work week.
8.5 All employees shall be at the location designated by their supervisor,
ready for work, at the established starting time and shall remain at
an assigned work location until the end of the established work day
unless otherwise directed by their supervisor.
8.6 All. employees are subject to call-back by the EMPLOYER as provided by
Article 10 (CALL BACK) .
8.7 Employees reporting for work at the established starting time and for
whom no work is available shall receive pay for two (2) hours, at the �
basic hourly rar.e, unless notification has been given not to report
for work prior to leaving home, or during the previous work day.
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ARTICLE IX - OVERTIME
� 9.1 Time on the payroll in excess of the normal hours set forth above
shall be "overtime work" and s all be done only by order of the head
of the department. An employee shall be recompensed for work done in
excess of the normal hours by being granted compensatory time on a
time-and-one-half basis or by b ing paid on a time-and-one-half basis
for such overtime work. The asis on which such overtime shall be
paid shall be determined solely by the EMPLOYER.
9.2 The rate of one and one-half ( 2) the basic hourly rate shall be the
overtime rate for work performe under the following circumstances:
9.21 Time worked in excess of ight (8) hours in any one normal work
- day, and
9.22 Time worked in excess of 4 hours in a seven (7) day period.
9.3 For the pur�ose of calculating overtime compensation, overtime hours
worked shall not be "pyramided" compounded or paid twice for the same
hours worked.
9.4 Overtime hours worked as provi ed by this ARTICLE shall be paid in
cash or compensatory time as de ermined by the Employer.
ARTICLE X - CALL BACK
� �
10. 1 The EMPLOYER retains the rig t to call back employees before an
employee has started a normal ork day or normal work week and after
an employee has completed a no al work day or normal work week.
10.2 Employees called back shall re eive a minimum of four (4) hours' pay
at the basic hourly rate.
10.3 The hours worked based on a call-back shall be compensated in
accordance with Article 9 (OVER IME) , when applicable, and subject to
the minimum established by 10.2 above.
. 10.4 Employees called back four (4) hours or less prior to their normal
work day shall complete the no al work day and be compensated only
for the overtime hours worked i accordance with Article 9 (OVERTIME) .
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ARTICLE XI - WORK LOCATION
11.1 Employees shall report to work location as assigned by a designated �
EMPLOYER supervisor. During the normal work day, employees may be .
assigned to other work locations at the discretion of the EMPLOYER.
11.2 Employees assigned to work locations during the normal work day other
than their original assignment, and who are required to furnish their
own transportation, shall be compensated for mileage.
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ARTICLE XII - WAGES
. 12. 1 The basic hourly wage rates as stablished by Appendix C shall be paid
for all hours worked by an empl yee. ,
12.2 Employees who are covered by he fringe benefits listed below shall
continue to be covered by such enefits. They shall be subject to all
other provisions of the AGRE NT, but shall not have hourly fringe
benefit contributions and/or deductions made on their behalf as
provided for by Article 13 (FRI GE BENEFITS) .
12.21 Insurance benefits as es ablished by City of Saint Paul
Resolutions.
� 12.22 Sick leave as establishe by Resolution No. 3250, Section 20.
12.23 Vacation as established n Section 1 H of the Salary Plan and
Rates of Compensation Re olution (6446); however, employees in
this bargaining unit, co ered by this vacation provision, shall
be granted vacation at t e rate of 160 hours in each calendar
year.
12.24 Ten (10) legal holidays s established by Resolution No. 6446,
Section 1, Subdivision I.
12.25 Severance benefits as es ablished by the School District's
Severance Pay Plan with maximum payment of $4,000. or as
� established by Section 1 .26 of this Article.
12.26 Severance Pa : Provisio s effective Ma 1, 1984. The Employer
shall provide a severan pay program as set forth in this
Section:
12.26.1 To be eligible r the severance pay program, an
employee must m t the following requirements:
12.26. 11 The e loyee must be 58 years of age or older
or mu t be eligible for pension under the
"rule of 85" or the "rule of 90" provisions
of he Public Employees Retirement
. Assoc"ation (PERA). The "rule of 85" or
"rule of 90" criteria shall also apply to
emplo ees covered by a public pension plan
. other than PERA.
12.26. 12 The mployee must be voluntarily separated
from chool District employment or have been
sub�e t to separation by layoff or compulsory
retir ment. Those employees who are dis-
charg d for cause, misconduct, inefficiency,
incom etency or any other disciplinary reason
are n t eligible for this severance pay
� progr m.
Article XII - Wages (continued)
12.26. 13 The employee must have at least ten (10) �
years of consecutive service under the
classified or unclassified Civil Service at
the time of separation. For the purpose of
this Article, employment in either the City
of Saint Paul or in Independent School
District No. 625 may be used in meeting this
ten- (10) year service requirement.
12.26. 14 The employee must file a waiver of
re-employment with the Director of Personnel,
which will clearly indicate that by
requesting severance pay, the employee waives
all claims to reinstatement or re-employment
(of any type) with the City of Saint Paul or
with Independent School District No. 625.
12.26.15 The employee must have accumulated a minimum
of sixty (60) days of sick leave credits at
the time of his separation from service.
12.26.2 If an employee requests severance pay and if the employee
meets the eligibility requirements set forth above, he or
she will be granted severance pay in an amount equal to
one-half of the daily rate of pay for the position held by
the employee on the date of separation for each day of �
accrued sick leave subject to a maximum of 200 accrued sick
leave days.
12.26.3 The maximum amount of money that any employee may obtain
through this severance pay program is $6,500.
12.26.4 For the purpose of this severance pay program, a death of an
employee shall be considered as separation of employment
and, if the employee would have met all of the requirements
set forth above at the time of his or her death, payment of
the severance pay may be made to the employee's estate or
spouse. _
12.26.5 For the purpose of this severance pay program, a transfer
from Independent School District No. 625 employment to City
of Saint Paul employment is not considered a separation of .
employment, and such transferee shall not be eligible for
this severance program.
12.26.6 The manner of payment of such severance pay shall be made in
accordance with the provisions of the School District
Severance Pay Plan already in existence.
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Article XII - Wages (continued)
• 12.26.7 This severa e pay program shall be subject to and
governed by the provisions of the original School
District Se erance Pay Plan (which allows $4,000
maximum pay ent) except in those cases where the
specific pr visions of this section conflict with
said Severa ce Pay Plan and in such cases, the
provisions f this section shall control.
12.26.8 Any employe hired prior to April 30, 1984 may, in
any event, nd upon meeting the qualifications of
this sectio or the original School District Basic
Severance P y Plan (which allows $4,000 maximum
� payment) , raw severance pay. However, an
election by the employee to draw severance pay
under eith r this section or the basic School
� District Se erance Pay Plan shall constitute a bar
to receivin severance pay from the other. Any
employee h red after April 30, 1984 shall be
entitled on y to the benefits of this section upon
meeting the qualifications herein.
12.26.9 An employee of Independent School District No. 625
shall not be eligible for the severance pay
provision o this section if such employee is also
eligible a d a recipient of Early Retirement
• Incentive payment under the Memorandum of
Agreement th the exclusive representative dated
October 4, 983.
12.27 The EMPLOYER will for th period of this AGREEMENT provide for
employees who are eligib e for Employer's Health and Welfare
benefits and who have re ired since September 1, 1974, and
until such employees rea h sixty-five (65) years of age such
health and life insuranc benefits as were provided by the
EMPLOYER at the time suc employees retired.
12.28 In order to be eligible or the benefits under the provision of
12.27 the employee must:
� 12.28.1 Be receiving be fits from a public employee retiree
act at the time f retirement.
12.28.2 Have severed hi relationship with the City of Saint
Paul and Indepe dent School District No. 625 under one
of the early re iree plans.
12.28.3 Inform the Pers nnel Office of the City of Saint Paul
in writing w thin 60 days of employee's early
retirement date that he or she wishes to be eligible
for early retir e insurance benefits.
�
Article XII - WAGES (continued)
12.3 Regular employees not covered by the fringe benefits listed in Article •
12.2 shall be considered, for the purposes of this AGREEMENT, .
participating employees and shall be compensated in accordance with
Article 12. 1 (WAGES) and have fringe benefit contributions and/or
deductions made on their behalf as provided for by Article 13 (FRINGE
BENEFITS) .
12.4 Provisional, temgorary, and emergency employees shall be considered,
for the purposes of this AGREEMENT, participating employees and shall
be compensated in accordance with Article 12.1 (WAGES) and have fringe
benefit contributions and/or deductions made in their behalf as
provided for by Article 13 (FRINGE BENEFITS) .
12.5 Al1 regular employees employed after February 15, 1974, shall be
considered, for the purpose of this AGREEMENT, participating employees
and shall be compensated in accordance with Article 12.1 (WAGES) and
have fringe benefit contributions and/or deductions made on their
behalf as provided for by Article 13 (FRINGE BENEFITS) .
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ARTICLE XIII - FRINGE BENEFITS
S13.1 The EMPLOYER shall make cont ibutions on behalf of and/or make
deductions from the wages of e ployees covered by this AGREEMENT in
accordance with Appendix D for 11 hours worked. �
13.2 Effective � 1, 1985, pro isional, probationary, and regular
participating employees shall b eligible for a paid holiday for Labor
Day, the first Monday in Septem er, in accordance with the Saint Paul
Salary Plan and Rates of Compen ation.
ARTICLE XIV - SELECTION OF FOREMAN D GENERAL FOREMAN
14. 1 The selection of personnel for the class of position Plumber Foreman
shall remain solely with the E LOYER.
14.2 The class of position Plumber F reman shall be filled by employees of
the bargaining unit on a "tempo ary assignment".
14.3 All "temporary assignments" sha 1 be made only at the direction of a
designated EMPLOYER supervisor.
14.4 Such "temporary assignments" s all be made only in cases where the
class of positions is vacant fo more than one (1) normal work day.
• ARTICLE XV - RETIREMENT
15. 1 All employees shall retire from employment with the EMPLOYER no later
than the last calendar day of he month in which an employee becomes
seventy (70) years old.
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ARTICLE XVI - HOLIDAYS
16. 1 The following ten (10) days shall be designated as holidays: �
New Year's Day January 1
Martin Luther King Day Third Monday In January (effective 1986) �
Presidents' Day Third Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Columbus Day Second Monday in October
Veterans' Day November 11
Thanksgiving Day Fourth Thursday in November
Christmas Day December 25.
16.2 When New Year's Day, Independence Day or Christmas Day falls on a •
Sunday, the following Monday shall be considered the designated
holiday. When any of these three (3) holidays falls on a Saturday,
the preceding Fr�day shall he considered the designated holiday. "
16.3 The ten (10) riolidays shall be considered non-work days.
16.4 If, in the judgment of the EMPLOYER, personnel are necessary for
operating or emergency reasons, employees may be scheduled or "called
back" in accordance with Article X (CALL BACK).
16.5 Participating employees as defined in Articles 12.3, 12.4, and 12.5
working on the holidays listed below shall be paid on a straight-time
basis: •
Martin Luther King Day
Presidents' Day
Columbus Day
Veterans' Day.
16.6 Participating employees as defined in Articles 12.3, 12.4, and 12.5
working on the holidays listed below shall be paid at the rate of two
(2) times the basic hourly rate for all hours worked:
New Year's Day
Memorial Day �
Independence Day
Thanksgiving Day
Christmas Day.
16.7 Participating employees as defined in Articles 12.3, 12.4, and 12.5
working on Labor Day shall be recompensed for work done on this day by
being granted compensatory time on a time and one-half basis or by
being paid on a time and one-half basis for such hours worked, in
addition to his regular pay.
�
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��- �-i�
Article XVI - Holidays (continued)
� 16.8 - If an empioyee other than participating employee entitled to a
holiday is required to wor on Martin Luther King Day (effective
1986) , Presidents' Day, C ristopher Columbus Day or Veterans'
Day, he shall be granted a ther day off with pay in lieu thereof
as soon thereafter as the onvenience of the department permits,
or he shall be paid on straight-time basis for such hours
worked in addition to his r gular pay.
- If an employee other than a participating employee entitled to a
holiday is required to wo k on New Year's Day, Memorial Day,
Independence Day, Labor Da , Thanksgiving Day or Christmas Day,
he shall be recompensed or work done on this day by being
granted compensatory time on a time and one-half basis or by
' being paid on a time and on -half basis for such hours worked, in
addition to his regular pay
Eligibility for holiday pay sh 11 be determined in accordance with
Section I, Subsection I of the Saint Paul Salary Plan and Rates of
Compensation.
16.9 In the case of Board of Educat'on employees, if Martin Luther King
Day, Presidents' Day, Columbus ay or Veterans` Day falls on a day
when school is in session, th employees shall work that day at
straight time and another day shall be designated as the holiday.
This designated holiday shall e a day on which school is not in
session and shall be determined y agreement between the employee and
• his supervisor.
�
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ARTICLE XVII - DISCIPLINARY PROCEDURES
17.1 The EMPLOYER shall have the right to impose disciplinary actions on �
employees for just cause.
17.2 Disciplinary actions by the EMPLOYER shall include only the following
actions:
17.21 Oral reprimand;
17.22 Written reprimand;
17.23 Suspension;
17.24 Demotion;
17.25 Discharge.
17.3 Employees who are suspended, demoted or discharged shall have the �
right to request that such actions be reviewed by the Civil Service
Commission or a designated Board of Review. The Civil Service
Commission or a designated Board of Review shall be the sole and
exclusive means of reviewing a suspension, demotion or discharge. No
appeal of a suspension, demotion or discharge shall be considered a
"grievance" for the purpose of processing through the provisions of
Article 23 (GRIEVANCE PROCEDURE).
ARTICLE XVIII - ABSENCES FROM WORK
18. 1 Employees who are unable to report for their normal work day have the �
responsibility to notify their supervisor of such absence as soon as
possible, but in no event later than the beginning of such work day.
18.2 Failure to make such notification may be grounds for discipline as
provided in Article 17 (DISCIPLINARY PROCEDURES).
18.3 Failure to report for work without notification for three (3)
consecutive normal work days may be considered a "quit" by the
EMPLOYER on the part of the employee.
•
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�--��-�i
ARTICLE XIX - SENIORITY
� 19. 1 Seniority, for the purposes of this AGREEMENT, shall be defined as
follows:
19. 11 "Master Seniority" - The length of continuous regular and
probationary service wit the EMPLOYER from the last date of
employment in any and al class titles covered by this
AGREEMENT.
19. 12 "Class Seniority" - The ength of continuous regular and
probationary service wit the EMPLOYER from the date an
employee was first appoi ted to a class title covered by this
AGREEMENT.
19.2 Seniority shall not accumulat during an unpaid leave of absence,
except when such a leave is gr nted for a period of less than thirty
� (30) calendar days; is grant d because of illness or injury; is
granted to allow an employe to accept an appointment to the
unclassifie3 service of the PLOYER or to an elected or appointed
full-time position with the UNI N.
19.3 Seniority shall terminate whe an employee retires, resigns or is
discharged.
19.4 In the event it is determined the EMPLOYER that it is necessary to
reduce the work force, emplo es will be laid off by class title
� within each Department based o inverse length of "Class Seniority".
Employees laid off shall hav the right to reinstatement in any
lower-paid class title previ usly held in this bargaining unit,
provided employee has greater "Class Seniority" than the employee
being displaced.
R
19.5 The selection of vacation peri ds shall be made by class title based
on length of "Class Seniori y", subject to the approval of the
EMPLOYER.
.
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ARTICLE XX - JURISDICTION
20.1 Disputes concerning work jurisdiction between and among unions is �
recognized as an appropriate subject to determination by the various .
unions representing employees of the EMPLOYER.
20.2 The II�iPLOYER agrees to be guided in the assignment of work
jurisdiction by any mutual agreements between the unions involved.
20.3 In the event of a dispute concerning the performance or assignment of
work, the unians involved and the EMPLOYER shall meet as soon as
mutually possible to resolve the dispute. Nothing in the foregoing
shall restrict the right of the EMPLOYER to accomplish the work as
originally assigned pending resolution of the dispute or to restrict
the EMPLOYER'S basic right to assign work. �
20.4 Any employee refusing to perform work assigned by the EMPLOYER and as .
clarified by Sections 20.2 and 20.3 above shall be subject to
disciplinary action as provided in Article 17 (DISCIPLINARY
PROCEDURES) .
20.5 There shall be no work stoppage, slow down or any disruption of work
resulting from a work assignment.
ARTICLE XXI - SEPARATION
21. 1 Employees having a probationary or regular employment status shall be �
considered separated from employment based on the following actions:
21. 11 Resignation. Employees resigning from employment shall give •
written notice fourteen (14) calendar days prior
to the effective date of the resignation.
21.12 Retirement. As provided in Article 15.
21.13 Discharge. As provided in Article 17.
21.14 Failure to Report for Duty. As provided in Article 18.
21.2 Employees having an emergency, temporary or provisional employment
status may be terminated at the discretion of the EMPLOYER before the
completion of a normal work day. �
ARTICLE XXII - TOOLS
22. 1 All employees shall personally provide themselves with the tools of
the trade as listed in Appendix B.
i
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���-�/
ARTICLE XXIII - GRIEVANCE PROCEDURE
� 23. 1 The EMPLOYER shall recognize tewards selected in accordance with
UNION rules and regulations as the grievance representative of the
bargaining unit. The UNION sh 11 notify the EMPLOYER in writing of
the names of the Stewards and o their successors when so named,
23.2 It is recognized and accepted b the EMPLOYER and the UNION that the
processing of grievances as her inafter provided is limited by the job
duties and responsibilities of the employees and shall therefore be
accomplished during working h urs only when consistent with such
employee duties and responsib lities. The Steward involved and a
grieving employee shall suffer no loss in pay when a grievance is
processed during working hours, provided the Steward and the employee
' have notified and received th approval of their supervisor to be
absent to process a grievance and that such absence would not be
detrimental to the work program of the EMPLOYER.
23.3 The procedure established by this ARTICLE shall be the sole and
exclusive procedure, except fo the appeal of disciplinary action as
provided by 17.3, for the proc ssing of grievances, which are defined
as an alleged violation of the erms and conditions of this AGREEMENT.
23.4 Grievances shall be resolved in conformance with the following
procedure:
Step 1. Upon the occurrence o an alleged violation of this
. AGREEMENT, the emplo ee involved shall attempt to resolve
the matter on an informal basis ' with the employee's
supervisor. If the tter is not resolved to the employee's
satisfaction by the nformal discussion, it may be reduced
to writing and refer d to Step 2 by the UNION. The written
grievance shall set orth the nature of the grievance, the
facts on which it i based, the alleged section(s) of the
AGREEMENT violated, nd the relief requested. Any alleged
violation of the AG EEMENT not reduced to writing by the
UNION within seven ( ) calendar days of the first occurrence
of the event giving ise to the grievance or within the use
of reasonable dilig nce should have had knowledge of the
first occurrence of he event giving rise to the grievance,
shall be considered aived.
Step 2. Within seven (7) cal ndar days after receiving the written
. grievance, a designa ed Employer Supervisor shall meet with
the Union Steward an attempt to resolve the grievance. If,
as a result of his meeting, the grievance remains
unresolved, the EMPL YER shall reply in writing to the UNION
within three (3) cal ndar days following this meeting. The
UNION may refer the grievance in writing to Step 3 within
seven (7) calendar ys following receipt of the EMPLOYER'S
written answer. An grievance not referred in writing by
the UNION within se en (7) calendar days following receipt
• of the EMPLOYER'S an wer shall be considered waived.
- 7 -
Article XXIII - Grievance Procedure (continued)
Step 3. Within seven (7) calendar days following receipt of a �
grievance referred from Step 2, a designated Employer
Supervisor shall meet with the Union Business Manager or his
designated representative and attempt to resolve the
grievance. Within seven (7) calendar days following this
meeting, the EMPLOYER shall reply in writing to the UNION
stating the EMPLOYER'S answer concerning the grievance. If,
as a result of the written response, the grievance remains
unresolved, the UNION may refer the grievance to Step 4.
Any grievance not referred in writing by the UNION to Step 4
within seven (7) calendar days following receipt of the
EMPLOYER'S answer shall be considered waived.
Step 4. If the grievance remains unresolved, the UNION may within
seven (7) calendar days after the response of the EMPLOYER
in Step 3, by written notice to the EMPLOYER, request
arbitration of the grievance. The arbitration proceedings
shall be conducted by an arbitrator to be selected by mutual
agreement of the EMPLOYER and the UNION within seven (7)
calendar days after notice has been given. If the parties
fail to mutually agree upon an arbitrator within the said
seven- (7) day period, either party may request the Public
Employment Relations Board to submit a panel of five (5)
arbitrators. Both the EMPLOYER and the UNION shall have the
right to strike two (2) names from the panel. The UNION
shall strike the first (lst) name; the EMPLOYER shall then •
strike one (1) name. The process will be� repeated and the
remaining person shall be the arbitrator.
23.5 The arbitrator shall have no right to amend, modify, nullify, ignore,
add to or subtract from the provisions of this AGREEMENT. The
arbitrator shall consider and decide only the specific issue submitted
in writing by the EMPLOYER and the UNION and shall have no authority
to make a decision on any other issue not so submitted. The
arbitrator shall be without gower to make decisions contrary to or
inconsistent with or modifying or varying in any way the application
of laws, rules or regulations having the force and effect of law. The
arbitrator's decision shall be submitted in writing within thirty (30)
days following close of the hearing or the submission of briefs by the
parties, whichever be later, unless the parties agree to an extension.
The decision shall be based solely on the arbitrator's interpretation
or application of the express terms of this AGREEMENT and to the facts .
of the grievance presented. The decision of the arbitrator shall be
final and binding on the EMPLOYER, the UNION, and the employees.
23.6 The fees and expenses for the arbitrator's services and proceedings
shall be borne equally by the EMPLOYER and the UNION, provided that
each party shall be responsible for compensating its own
representative 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. •
23.7 The time limits in each step of this procedure may be extended by
mutual agreement of the EMPLOYER and the UNION.
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�-���
ARTICLE XXIV - RIGHT OF SUBCONTRACT
� 24. 1 The EMPLOYER may, at any time uring the duration of this AGREEMENT,
contract out work done by the e ployees covered by this AGREEMENT. In
the event that such contracti g would result in a reduction of the
work force covered by this A REEMENT, the EMPLOYER shall give the
UNION a ninety (90) calend r day notice of the intention to
subcontract.
24.2 The subcontracting of work d ne by the employees covered by this
AGREEMENT shall in all cases b made only to employers who qualify in
accordance with Ordinance No. 1 013.
' ARTICLE XXV - NON-DISCRIMINATION
25. 1 The terms and conditions of this AGREEMENT will be applied to
employees equally without rega d to or discrimination for or against,
any individual because of race color, creed, sex, age or because of
membership or non-membership i the UNION.
25.2 Employees will perform thei duties and responsibilities in a
non-discriminatory manner as s ch duties and responsibilities involve
other employees and the genera public.
• ARTICLE XXVI - SEVERABILITY
26. 1 In the event that any provisio (s) of this AGREEMENT is declared to be
contrary to law by proper 1 gislative, administrative or judicial
authority from whose finding, determination or decree no appeal is
taken, such provision(s) shall be voided. All other provisions shall
continue in full force and eff ct.
26.2 The parties agree to, upon wri ten notice, enter into negotiations to
place the voided provisions o the AGREEMENT in compliance with the
legislative, administrative or judicial determination.
.
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ARTICLE XXVII - WAIVER
27.1 The EMPLOYER and the UNION acknowledge that during the meeting and �
negotiating which resulted in this AGREEMENT, each had the right and .
opportunity to make proposals with respect to any sub�ect concerning
the terms and conditions of employment. The agreements and
understandings reached by the parties after the exercise of this right
are fully and completely set forth in this AGREEMENT.
27.2 Therefore, the EMPLOYER and the UNION for the duration of this
AGREEMENT agree that the other party shall not be obligated to meet
and negotiate over any term or condition of employment whether
specifically covered or not specifically covered by this AGREEMENT.
The UNION and EMPLOYER may, however, mutually agree to modify any
provision of this AGREEMENT. �
27.3 Any and all prior ordinances, agreements, resolutions, practices, _
policies, and rules or regulations regarding the terms and conditions
of employment, to the extent they are inconsistent with this
AGREEMENT, are hereby superseded.
ARTICLE XXVIII - MILEAGE - INDEPENDENT SCHOOL DISTRICT N0. 625
28. 1 Employees of the School District under policy adopted by the Board of
Education may be reimbursed for the use of their automobiles for •
school business. To be eligible for such reimbursement, employees
must receive authorization from the District Mileage Committee
utilizing one of the following plans: •
PLAN "A" is reim�ursed a*_ the rate of 23C per mile. In addition,
a maximum amount which can be paid per month is established by an
estimate furnished by the employee and the employee's supervisor.
Another consideration for establishing the maximum amount can be
the experience of another working in the same or similar
position.
Under this plan, it is necessary for the employee to keep a
record of each trip made. .
PLAN "C" provides for reimbursement based on a per month "lump
sum" amount. This amount is determined by the employee's driving �
experience under Plan "A" for a period of 3 to 6 months. Those
employees receiving an auto allowance under this plan must report
monthly the number of days the car was available during the
month. A deduction must be made from the lump sum amount for
each day the employee is on vacation. A deduction need not be
made for an occasional day of illness or for holiday.
•
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����
ARTICLE XXIX - SAFETY
� 29. 1 Accident and injury-free operat ons shall be the goal of the EMPLOYER
and EMPLOYEES. To this end, th EMPLOYER and EMPLOYEES will, to the
best of their ability, abide by and live up to the requirements of the
several state and federal Const ction Safety Codes and Regulations.
29.2 To this end, the EMPLOYER sha 1 from time to time issue rules or
notices to his EMPLOYEES rega ding on-the-job safety requirements.
Any EMPLOYEE violating such r les or notices shall be subject to
disciplinary action. No EMPLO EE may be discharged for refusing to
work under unsafe conditions.
29.3 Such safety equipment as requir d by governmental regulations shall be
' provided without cost to the EM LOYEE. At the EMPLOYER'S option, the
EMPLOYEES may be required to s gn for safety equipment and shall be
obligated to return same upo discharge, layoff, quit or other
terminatiun in comparable c dition as when issued, providing
reasonable wear and tear. T e EMPLOYER shall have the right to
withhold the cost of such safet equipment if not returned.
29.4 The EMPLOYER agrees to pay $1 .00 toward the cost of each pair of
safety shoes purchased by an E LOYEE who is a member of this unit.
The EMPLOYER shall contribute or the cost of two pair of shoes per
year and shall not be respons ble for any additional cost for any
additional shoes thereafter. T is reimbursement of $10.00 per pair of
shoes shall be made only aft r investigation and approval by the
• immediate supervisor of that em loyee. This $10.00 per pair of shoes
contribution to be made by the MPLOYER shall apply to those employees
who must wear protective shoes r boots for their employment.
•
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ARTICLE XXX - LEGAL SERVICES
30. 1 Except in cases of �alfeasance in office or willful or wanton neglect •
of duty, or indifference to rights of others, the EMPLOYER shall •
defend, save harmless, and indemnify an employee against tort claim or
demand, whether groundless or otherwise, arising out of alleged acts
or omission occurring in the performance or scope of the employee's
duties.
30.2 Notwithstanding the provisions of Section 30. 1, the EMPLOYER shall not
be required to defend or indemnify any employee against personal
liability or damages, costs or expense
(a) resulting from a claim, suit, verdict, finding, determination or
judgment that the employee has committed an intentional tort or
torts, including but not limited to slander, libel, and/or other
defamatory harms; or
(b) arising out of cross claims, counterclaims, affirmative defenses •
and/or separate actions brought against such employee in response
to or resulting from claims, allegations, demands or actions
(whether or not litigation was actually commenced) brought, made
or instituted by such employee.
30.3 Notwithstanding zhe provisions of Section 30. 1 or 30.2, the EMPLOYER
may at its sole discretion defend an employee against allegations,
claims, demands or actions wholly or in part based on or arising out
of claimed intentional torts, and in such cases, the employee consents
to the extent lawfully permitted to such representation without regard .
to actual or potential conflicts of interest.
30.4 Each employee, within twenty days after receiving notice of
(1) a tort claim or demand, action, suit or proceeding against him or
her,
(2) a judgment, verdict, finding or determination, either of which
arises out of alleged or found acts or omissions occurring in the
performance or scope of the employee's duties, shall notify the
EMPLOYER by giving written notice thereof to the EMPLOYER'S
General Counsel.
•
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����
ARTICLE XXXI - DURATION AND PLEDGE
� 31. 1 This AGREEMENT shall become e fective as of the date of signing,
except as specifically provided otherwise in this Agreement and shall
remain in effect through the 30 h day of April, 1990, and continue in
effect from year to year ther after unless notice to change or to
terminate is given in the manne provided in 31.2.
31.2 If either party desires to terminate or modify this AGREEMEI�'T
effective as of the date of exp ration, the party wishing to modify or
terminate the AGREEMENT shall g ve written notice to the other party,
not more than ninety (90) or le s than sixty (60) calendar days prior
to the expiration date, provi d that the AGREEMENT may only be so
terminated or modified effectiv as of the expiration date.
� 31.3 In consideration of the terms a d conditions of employment established
by this AGREEMENT and the rec gnition that the GRIEVANCE PROCEDURE
. herein established is the mea s by which grievances concerning its
application or interpretation y be peacefully resolved, the parties
hereby pledge that during the t rm of the AGREII�fENT:
31.3.1 The UNION and the emp oyees will not engage in, instigate or
condone any concert d action in which employees fail to
report for duty, will ully absent themselves from work, stop
work, slow down thei work or absent themselves in whole or
part from the full, aithful performance of their duties of
employment.
• 31.3.2 The EMPLOYER will not engage in, instigate or condone any
lockout of employees.
31.3.3 This constitutes a t tative AGREEMENT between the parties
which will be reco ended by the School Board Negotiator,
but is subject to e approval of the School Board, the
Administration of he City, and is also subject to
ratification by the ION.
AGREED to this ��. day of � �t , 1987, and attested to as the full
and complete understanding of the arties for the period of time herein
specified by the signature of t e following representatives for the
EMPLOYER and the UNION:
WITNESSES:
INDEPENDENT SCHOOL DI.STRICT N0. 625 UNITED ASSOCIATION PLUMBERS
LOCAL 34
4
',��;��� �
, ,�
Schoo Board Negotiat u iness a ager
• GG i�2l�'
Chairman, Board of Education
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��-��
APPENDIX A
` The classes of positions re ognized by the EMPLOYER as being
exclusively represented by the UNION are as follows:
Plumber-Foreman
Apprentice
Plumber
and other classes of positions tha may be established by the EMPLOYER
where the duties and responsibilitie assigned come within the jurisdiction
• of the UNION.
•
•
- 1 -
�-�-��
APPENDIX C
� The basic hourly wage rate f r provisional, regular, and probationary
employees appointed to the following classes of positions and not receiving the
fringe benefits listed in Article 12 2 shall be:
Eff. Eff. Eff. Eff. Eff. Eff. Eff.
4-25-87 8-1-87 11-7-87 5-7-88 11-5-88 5-6-89 11-4-89
Plumber. . . . . . $18. 14* $18.05* $18. 14* $18.34* $18.53* $18.72* $18.84*
Plumber-Foreman. . 19.59* 19.49* 19.59* 19.78* 19.97* 20. 16* 20.28*
The basic hourly wage rate for temporary and emergency employees appointed
to the following classes of position shall be:
Eff. Eff. Eff. Eff. Eff. Eff. Eff.
4-25-87 8-1-87 11-7-87 5-7-88 11-5-88 5-6-89 11-4-89
Plumber. . . . . . $18.87* $18.77* $18.87* $19.07* $19.27* $19.47* $19.59*
Plumber-Foreman. . 20.37* 20.27* 20.37* 20.57* 20.77* 20.97* 21.09*
Apprentice
0 - 6 months. . . . . . . . . . . . . . . . 50% of Plumber rate
7 - 12 months. . . . . . . . . . . . . . . . 55y of Plumber rate
13 - 18 months. . . . . . . . . . . . . . . . 60% of Plumber rate
� 19 _ 24 months. : : : : : : : : : : : : : : : 65% of Plumber rate
25 30 months. 70X of Plumber rate
31 - 36 months. . . . . . . . . . . . . . . . 75% of Plumber rate
37 - 42 months. . . . . . . . . . . . . . . . 80y of Plumber rate
43 - 48 months. . . . . . . . . . . . . . . . 85� of Plumber rate
49 - 54 months. . . . . . . . . . . . . . . . 90% of Plumber rate
55 - 60 months. . . . . . . . . . . . . . . . 95y of Plumber rate
The basic hourly wage rate for egular employees appointed to the following
classes of positions who are recei ing the fringe benefits listed in Article
12.2 shall be:
Eff. Eff. Eff. Eff. Eff. Eff.
4-25-87 11-7- 7 5-7-88 11-5-88 5-6-89 11-4-89
' Plumber. . . . . . $18.79 $18.8 ** ** *** ***
Plumber-Foreman. . 20.04 20. 1 ** ** *** ***
If the Union elects to have the contributions listed in Appendix D
increased or decreased, the Employe may adjust the above applicable rates for
participating employees in such a w y that the total cost of the package (wage
rate plus contributions) remains con tant.
*This rate includes the $1.57 taxabl vacation contribution.
•
- C -
Appendix C (continued)
**The May 7, 1988 and November 5, 1988 hourly rates in this contract �
shall be the rates as shown below less the cost of sick leave usage for -
1987 and less the cost of holiday, pension, and vacation for 1988 and less
the cost of health and life insurance for the period May, 1987 through
April, 1988 incurred by the Employer for employees in this bargaining unit.
May 7, 1988 November 5, 1988
Plumber . . . . . . . . . . . $ 23.62 $ 23.82
Plumber Foreman . . . . . . . 25. 12 25.32
.
***The May 6, 1989 and November 4, 1989 hourly rates in this contract
shall be the rates as shown below less the cost of sick leave usage for -
1988 and less the cost of holiday, pension, and vacation for 1989 and less
the cost of health and life insurance for the period May, 1988 through
April, 1989 incurred by the Employer for employees in this bargaining unit.
May 6, 1989 November 4, 1989
Plumber . . . . . . . . . . . $ 24.02 $ 24.14
Plumber Foreman . . . . . . . 25.52 25.64
�
The total compensation (wages and fringes) received by employees
covered by this Agreement shall be equivalent in money to the total package
paid by the Employer to employees in comparable classifications in the
Agreement between Local 34 and 7tain Cities Piping Industry Association.
The total package cost shall exclude any costs of payments made for
industry promotion and/or advertisement or any other purposes not directly
and clearly benefic:ial to the public employer.
In the event Local 34 and any plumbing contractor affiliated or not
affiliated with Twin Cities Piping Industry Association and doing business
in the seven-county metropolitan area agree to a total commercial package
different from the above total commercial package, such differences shall .
be immediately applicable to the total compensation paid to employees
covered by this Agreement.
•
- C2 -
1 V � �l
APPENDIX D
�
Effective May 1, 1987, the EMPL YER shall: '
(1) contribute $1.57 per our from which payroll deductions have
been made for all hou s worked by participating employees as
defined in Articles 1 .3, 12.4, and 12.5 of this AGREEMEtdT,
to a UNION-designated Credit Union.
(2) contribute $1.53 per our for all hours worked by
participating employe s as defined in Articles 12.3, 12.4,
and 12.5 of this AGRE ENT, to the Health and Welfare Fund.
_ Effective Au ust 1, 1 87, this contribution shall be $1.63
• per hour.
` (3) contribute $2.78 p r hour for all hours worked by
participating employe s as defined in Articles 12.3, 12.4,
and 12.5 of this AGRE MENT, to the Pension Fund.
(4) contribute $ .11 p r hour for all hours worked by
participating employe s as defined in Articles 12.3, 17.4,
and 12.5 of this AGREEMENT to the Journeyman and
A renticeshi Traini Fund.
(5) contribute $.03 pe hour for all hours worked by
• participating employe s as defined in Articles 12.3, 12.4,
and 12.5 of this AGRE ENT to the General Benefit Fund.
All contributions made in acc rdance with this Appendix shall be
forwarded te the Ttain Cit Pi e Trad rs Service Association.
The EMPLOYER shall establish W rkers' Compensation and Unemployment
Compensation programs as required by innesota statutes.
The EMPLOYER'S fringe benefit obligation to participating employees as
defined in Articles 12.3, 12.4, and 12.5 is limited to the contributions
and/or deductions established by t is AGREEMENT. The actual level of
benefits provided to employees shall be the responsibility of the Trustees
of the various funds to which the EMPLOYER has forwarded contributions
� and/or deductions.
•
- D1 -
_______________________________
- ---------- = AGENDA ITEMS ________________________________ (,!E �/1
ID#: 87-[558 ] DATE REC: [12/15/87] AGENDA DATE: [00/00/UO] ITEM #: [ ]
SUBJECT: [APPROVE CONTRACT BET. ISD #625 & UNITED ASSN PLUMBERS LOCAL 34 ]
C.R. STAFF: [N/A ] SIG:[WILSON ] OUT-[X] C�ERK�r067�7D�0'7 /Z�j�
ORIGINATOR:[PERSONNEL/LABOR RELATIONS ] CONTACT:[LOMBARDI - 4221 ]
ACTION:[ ]
[ ]
C.F.# [ ] ORD.# [ ] G.S. RETURNED [00/00/00] FILE CLOSED [ ]
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FILE INFO: [RESOLUTION/AGREEMENT ]
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