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88-432 WHITE - GTV CLERK - P1�5K - FINANCE COUACIl '/ CASJARV - DEPARTMENT G I TY O SA I NT PAU L File NO. �� • �� BLUE - MAVOR Coun �Zesolution ��, Presented By Referred To Committee: Date Out of Committee By Date RESOLVED, that the Council of t e City of Saint Paul hereby approves :.nd ratifies the attached Agreement betw en the City of Saint Paul and the AFSCME District Council ��14, Local 1 42. COUNCILMEN Requested by Department of: Yeas �. Nays f '�"�a G�'�/�' �l� In Favor SONNEL Rettman Scheibel � Sonnen __ AgBitist BY .tar�acaa �j/y�p Wilson ,,�-"1 Form Appr ed by�° ' Attorney Adopted by Council: Date M�R � 9 1 �� . { � Certified Pas o ci Se r BY � s5� Approved by • vor: Date _ Approv y Mayor for Sub ' s' n to Council sy _ �� sy PUBtISHED A�� ; 198 � � �n�q ��st�NNEL-LABOR RELATIONS [)EPARTM NT _ �� _ ��'�O � JAMES C.�LOMBARDI CONTACT ��'�/� 298-4221 _ PHONE . . , MARCH 4, 1988 DATE �� . �r e ASSIGN NUNBER FOft ROUTING ORDER C1 i Al.l lo tions for Si nature : ��'q �� Department Director 3 Director of Management/Mayor 3� �_ Finance and Management Services Director � . 4 C Clerk � Budget Director d �'t� Zir�,J 2 City Attor�ey. _ __ WHAT WILL BE ACHIEVED BY TA�CING ACTION ON TH ATTACHE�D MATERIALS? {Purpose/ Rationale) : This resolution approves the contract betw en the City of Saint Paul and AFSC1� Ls�ca1 1842 representing the Technic 1 employees. � Center. The new agreement is a two year agreement, 1988 and 1989. The chan�9�4�� Research . the contract are shown on the attached she t. MAR 1 5 �98a OST BENEFIT BUDGETARY AND PERSONNEL IMPACT ANTICIPATED: FINANCIAL IMPACT: 1988: $264,454 R��(i� 1989: $267,728 . MAR � � i988_ �lIAYO�S OFFICE � FINANCING SOURCE AND BUDGET ACTIVITY NUNBER ARGED R CREDITED: (Mayor's signa- ture not re- ' Total Amount :of."Transaction: quired if under � $10,000) Fu�ndin,g Source: Activity Number: • ATTACHMENTS List and Number All Attacbnents : 1 - Council Resolution ' 1 - Green ,Sheet & Attachment pc^C.�VED . 1 - City. Clerk f�GtrG MAR 81988 _ _ . � AT1�Ot�rvEY DEPARTMENT REVIEW GITY ATTORNEY REYIEW x Yes No Council Resolution Required? ' Resolution Required? Yes No Yes �_No Insurance Required? Insurane� Sufficiertt? Yes No Yes x No Insurance Attached: , . � � (SEE •REVERSE SIDE R IMSTRUCTIONS) Revised 12/84 �. . � ` . �� TECHNICAL 1. Hours of Work: New language allowing more flexible work hours. 2. Insurance: New lan uage establishing minimum eligibility requirement for Cit paid insurance coverage for retirees 65 years of age or old r. 3. Leave of Absence: ew language allowing a wider use of sick leave to care for i l dependents. 4. Maternity Leave: E panded language to allow parental leave for childbirths and adoptions. 5. Legal Services: Ex anded language which will prevent the Employer from havin to pay employee's legal fees in cases where the employee s the Plaintiff. 6. Wages: 27 across t e Board each year and, 17 lump-sum payment each year. 7. Comparable Worth: Five titles not pre iously adjusted were reviewed. These five classes will be res udied by the Personnel Office and any increases will be r troactive to January 2, 1988. . ��-��3� 988 - 1989 AGR EMENT BETWEEN THE CI OF SAINT PAUL � AND LOCAL UNION 1 42, DISTRICT COUNCIL 14, OF THE AMERI AN FEDERATION OF STATE, COUNTY AND ICIPAL EMPLOYEES, AFL-CIO . �� INDEX ARTICLE TITLE PAGE Preamble iii I Recognition 1 II Check Off 3 III Hours of Work 4 IV Work Breaks 5 V Holidays 6 VI Grievance Procedures 7 VII City Mileage 11 VIII Residence 12 IR Vacation 13 % Insurance 14 XI Working Out of Classific tion 18 RII Seniority 19 XIII Employee Records 22 RIV Bulletin Boards 23 XV Wages 24 RVI Maintenance of Standards 25 RVII Leave of Absence 26 XVIII Military Leave of Absenc 28 RI% Management Rights 29 RX Discipline 30 RXI Vacancies 31 XRII Legal Services 32 RXIII No Strike-No Lockout 33 XXIV Severance Pay 34 XXV Emergency and Temporary mployees 36 XXVI Non-Discrimination 37 IIXVII Terms of Agreement 38 Appendix A A1 Appendix B B1 - ii - - . ��y� ..� P E A M B L E This AGREEMENT entered into by the CITY of Saint Paul, hereinafter referred to as the EMPLOYER, and Lo al UNION 1842, affiliated with Council 14, and the American Federation of tate, County and Municipal Employees, AFL-CIO, hereinafter referred to as the UNION, has as its purpose the promotion of harmonious relations b tween the EMPLOYER and the UNION, the establishment of rates of pay, hour of work, and other conditions of employment. - iii - �� "`� � ARTICLE I - RECOGNITION 1.1 The EMPLOYER recognizes �the ION as the sole and exclusive bargaining agent for the purpose of establishi g salaries, wages, hours and other conditions of employment for all of its emp oyees as outlined in the certification by the State of Minnesota, Bureau of ediation Services, dated July 12, 1973, in Case No. 74-PR-7-A and as amended nd as set forth in Section 1.2 below. 1.2 The bargaining unit covered b this AGREEMENT shall consist of the following: All technical personnel who a e employed by the City of St. Paul or who have their "terms and conditions o employment" established by the governing body of the City of St. Paul, and hose employment service exceeds the lesser of 14 hours per week or 35 perce t of the normal work week and more than 67 work days per year, in the classif cation of: Accounting Technician I Engineering Aide I Accounting Technician II Engineering Aide II Accounting Technician III Engineering Assistant Accounting Technician IV Environmental Health Aide Adaptive Recreation Assistant Enviro�ental Health Technician Adaptive Recreation Director Enviro�ental Health Technician Supervisor Affirmative Action Investigator Field Representative I Field Representative II *Affirmative Action Technician Fire Aide Architectural Draftsman I *Fire Aide I Architectural Draftsman II *Fire Aide II Business Relocation Specialist Fire Communications Operator I Child Development Technician Fire Communications Operator II Clinic Nurse Fire Prevention Inspector I City Planning Aide Fire Prevention Inspector II City Planning Technician *Fire Technician I Comm. Education/Rec. Coordinator Graphic Arts Technician--City Planning *Contract Compliance Spec. HRD Health Education Assistant Dental Assistant Health Laboratory Technician I Dental Hygienist Health Laboratory Technician II Deputy License Inspector I Housing Counselor Deputy License Inspector II *Housing and Rehabilitation Advisor Deputy License Inspector Trainee Housing Rehabilitation Advisor I Duplicating Shop Manager Housing Rehabilitation Advisor II EDP Lead Programmer EDP Program Analyst IDP Programmer - 1 - �� , ARTICLE I - RECOGNITION (Continued) *Housing Technician II *Traffic Technician II Instructor of Arts and Crafts Valuation and Assessment Aide I *Instrumentman Valuation and Assessment Aide II Library Assistant Valuation and Assessment Technician I *Library Assistant II Valuation and Assessment Technician II License Enforcement Auditor Valuation and Assessment Technician III Loan & Grant Assistant I Water Department Technician I Losn & Grant Assistant II Water Department Technician II Loan Specialist I Water Department Technician III Loan and Grant Specialist II Water Laboratory Aide Manpower Employment Counselor X-Ray Technologist Medical Assistant Medical Records Practitioner Nutrition Assistant I Nutrition Assistant II Occupational Therapy Assistant Physical Therapist Assistant *Title abolished except as to Plan Examiner I present incumbents. Plan Examiner II *Plan Examiner III *Planning Aide II Planning Technician I Planning Technician II Practical Nurse Pro�ect Management Technician Public Buildings Technician II Public Works Technician I Public Works Technician II Public Works Technician III Real Estate Specialist I Real Estate Specialist II Recreation Center Director Rehabilitation Supervisor *Sanitation Inspector II Senior Plan Examiner Service Worker III Supervisor of Loans and Grants Surveyor Swimming Manager - lA - ��3� • ARTICLE I - RECOGNITION (Continued) 1.3 Any present or future employee who is not a UNION member shall be required to contribute a fair share fee for services rendered by the UNION, and upon notification by the UNION, th EMPLOYER shall check off said fee from the earnings of the employee and ransmit the same to the UNION. In no instance shall the required contributi exceed a pro rata share of the specific expenses incurred for service rendered by the representative in relationship to negotiations and administr tion of grievance procedures. This provision shall remain operative only s long as specifically provided bq Minnesota law, and as otherwise legal. 1.4 The UNION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or udgments brought or issue against the EI�LOYER as a result of any action tak n or not taken by the EMPLOYER under the provisions of Section 1.3 of this Articl . - 2 - , � �: ,�.(/(�J `L� vs � ARTICLE II - CAECK OFF . 2.1 The EMPLOYER agrees to deduct the UNION membership initiation fee assessments and once each onth dues from the pay of those emploqees who individually re est in writing that such deductions be made. The amounts to be d ducted shall be certified to the EMPLOYER by a representative f the UNION and the aggregate deductions of all employees s all be remitted together with an itemized statement to the epresentative by the first of the succeeding month after su h deductions are made or as soon thereafter as is possible. 2.2 The UNION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, s its, orders or judgments brought or issued against the CITY as a result of any action taken or not taken by the CITY under the p ovisions of this Article. - 3 - v/j��/�� ARTICLE III - HOURS OF WORK 3.1 The normal work day shall be s ven and three/fourths (7-3/4) consecutive hours per day, excluding a forty-fiv (45) minute lunch period, 15 (fifteen) minutes of which shall be paid. 3.2 The normal work week shall be ive (5) consecutive normal work days in any seven (7) day period. 3.3 For employees on a shift basis this shall be construed to mean an average of thirty-eight and three-fourths (38-3/4) hours per week. 3.4 This section shall not be cons rued as, and is not a guarantee of, any hours of work per normal work day or per normal work week. 3.5 Time on the payroll in excess f the normal hours set forth above in this Ar- ticle shall be "overtime work" and shall be done only by order of the head of the department. 3.6 All employees in this bargaini g unit shall be recompensed for work done in excess of the normal hours est blished above in this Article by being granted compensatory time on a time an one-half basis or by being paid on a time and one-half basis for such overti e work. The overtime rate of one and one-half ehall be computed on the basis of 1/80th of the bi-weekly rate. 3.7 Normal work schedule showing t e employee's shifts, work days and hours shall be posted on all department bu letin boards at all times. It is also under- stood that deviation from post d work schedules shall be permissible due to emergencies, acts of God, and vertime may be required. 3.8 Notwithstanding Articles 3.1, .2 and 3.3, a work week consisting of four (4) ten (10) hour days may be arra ged by mutual agreement between an employee and the employee's supervisor. The hours in excess of eight (8) in a work day under such mutual agreement sh 11 not be considered "overtime work" and shall be paid at the straight time b sis. This Article 3.8 shall not be ub�ect to the provisions of Article 6 of this Agreement. . ��,�'�'- `�,;�' ARTICLE IV - WORK BREAKS 4.1 Rest Periods. All employees w rk schedules shall provide for a fifteen (15) minute rest period during each one-half shift. The rest period shall be sched- uled by management at approxim tely the middle of each one-half shift whenever this is feasible. 4.2 If an employee is scheduled to work a full half shift beyond his regular quit- ting time, he shall be entitle to the rest period that occurs during said half shif t. ,�� t �q,. �5� � �'``-��- . ARTICLE V - HOLIDAYS � 5.1 Aolidays recognized and observ d. The following days shall be recognized and observed as paid holidays: New Year's Day Columbus Day Martin Luther King D y Veterans' Day Presidents' Day Thanksgiving Day Memorial Day Christmas Day Independence Day Two floating holidays Labor Day Eligible employees shall recei e pay for each of the holidays listed above, on which they perform no work. enever any of the holidays listed above shall fall on Saturday, the precedin Friday shall be observed as the holiday. When- ever any of the holidays liste above shall fall on Sunday, the succeeding Monday shall be observed as th holiday. For those employees assigned to a work week other than Monday th ough Friday, the holiday shall be observed on the calendar date of the holid y. 5.2 The floating holidays set fort in Section 5.1 above may be taken at any time during the contract year, subj ct to approval of the Department Head of any employee. ' 5.3 Eligibility Requirements. In rder 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 hol day; or an employee's name must appear on the payroll the last working day b fore the holiday and on three other working days of the nine working days receding the holiday. In neither case shall the holiday be counted as a workin day for the purposes of this section. It is further understood that neithe temporary, emergency nor other employee not heretofore eligible shall rece ve holiday paq. 5.4 Not withstanding Article 5.3, ffective April 1, 1984 a temporary employee shall be eligible for holiday ay only after such employee has been employed as a temporary employee for s ty-seven (67) consecutive work days. No temporary employee shall be el gible for any floating holidays. - 6 - � (�(/ � a�� , ARTICLE VI - GRIEVANCE PROCEDURES ; 6.1 The EMPLOYER shall recognize s ewards selected in accordance with UNION rules and regulations as the grievan e representatives of the bargaining unit. The UNION shall notify the EMPLOYE in writing of the names of the stewards and of their successors when so na ed. 6.2 It is recognized and accepted y the EMPLOYER and the UNION that the processing of grievances as hereinafter p ovided is limited by the 3ob duties and respon- sibilities of the employees an shall therefore be accomplished during working hours only when consistent wit such employee duties and responsibilities. The steward involved and a gri ving employee shall suffer no loss in pay when a grievance is processed durin working hours, provided, the eteward and the employee have notified and rec ived the approval of the supervisor to be ab- sent to process a grievance an that such absence would not be detrimental to the work programs of the EMPLO ER. 6.3 The procedure established by t is Article shall be the sole and exclusive pro- cedure, except for the appeal f disciplinary action as provided by Article XX for the processing of grievanc , which are defined as an alleged violation of the terms and conditions of th s AGREEMENT. 6.4 Grievance shall be resolved in conformance with the following procedure: Step 1. Upon the occurr nce of an alleged violation of this AGREEMENT, the employee i volved with or without the steward shall attempt to resolve he matter on an informal basis with the employee's supervisor. If the matter is not resolved to the employee's satisfaction b the informal discussion it may be reduced to writing and re erred to Step 2 by the UNION. The written grievance shall s t forth the nature of the grievance, the facts on which it is ased, the alleged section(s) of the AGREEMENT violated, and t e relief requested. Any alleged - 7 - C�/�= � �� - ARTICLE VI - GRIEVANCE PROCEDURES ( ontinued) ' violation of the AGREEME not reduced to writing by the UNION within seven (7) work day of the first occurrence of the event giving rise to the grieva ce, shall be considered waived. Step 2. Within seven (7) work days after receiving the written grievance a designated LOYER supervisor shall meet with the UNION Steward and attempt to re olve the grievance. If, as a result of this meeting, the grievan e remains unsolved, the EMPLOYER shall reply in writing to the UNION w thin three (3) work days following this meeting. The UNION may r fer the grievance in writing to Step 3 within seven (7) work day following receipt of the �LOYER'S written answer. Any grie ance not referred in writing by the UNION within seven (7) wo k days following receipt of the EMPLOYER'S answer shall be considere waived. � Step 3. Within seven (7) work days following receipt of a grievance referred from Step 2 a de ignated EMPLOYER supervisor shall meet with the UNION Business Manage or his designated representative, the employee and the steward nd attempt to resolve the grievance. Within seven (7) work days follo ing this meeting the EMPLOYER shall reply in writing to the UNION s ating the II�LOYER'S answer concerning the grievance. If, as a resu t of the written response the grievance remains unsolved, the UNI N may refer the grievance to Step 4. Any grievance not referred to in writing by the UNION to Step 4 within seven (7) work days follo ing receipt of the EI�LOYER'S answer shall be considered waived. Step 4. If the grievance remains unresolved, the UNION may within seven (7) work days after the response of the EMPLOYER in Step 3 by written notice to the LOYER, request arbitration of the grievance. The arbitrati n proceedings shall be conducted by - 8 - ��3� ARTICLE VI - GRIEVANCE PROCEDURES ( ontinued) , an arbitrator to be selec ed by mutual agreement of the EMPLOYER and the UNION within sev n (7) work days after notice has been given. If the parties fail to mu ually agree upon an arbitrator within the said seven (7) day period either party may request the Public Employ- ment Relation Board to su mit a panel of five (5) arbitrators. Both the EI�LOYER and the UNIO shall have the right to strike two (2) names from the panel. Th UNION shall strike the first (lst) name; the EMPLOYER shall hen strike one (1) name. The process will be repeated and the emaining person shall be the arbitrator. 6.5 The arbitrator shall have no r ght to amend, modify, nullify, ignore, add to, or subtract from the p ovisions of this AGREEMENT. The arbitrator shall consider and decide only the specific issue eubmitted in writing by the EMPLOYER and the UNION nd shall have no suthority to make a decision on any other issue no so submitted. The arbitrator shall be without power to make decision contrary to or inconsistent with or modifying or varying in any wa the application of laws, rules or regulations having the force a d effect of law. The arbitrator's decision shall be submitted i writing within thirty (30) days following close of the hearing of the submission of briefs by the parties, whichever be later, less the parties agree to an extension. The decision shall be based s ely on the arbitrator's interpretation or application of the express terms of this AGREEMENT and to the facts of the grievance presented. e decision of the arbitrator shall be final and binding on the II�L R, the UNION, and the employees. - 9 - ��-� �� y� � � � ARTICLE VI - GRIEVANCE PROCEDURES ( ontinued) ' 6.6 The fees and expenses for the rbitrator's services and proceedings shall be borne equally by the E1�LOY R and the UNION, provided that each party shall be responsible for compe sating its own representatives and witnesses. If either party desires a verb tim record of the proceedings, it may cause such a record to be made, prov ding it pays for the record. 6.7 The time limits in each step o this procedure may be extended by mutual agreement of the EMPLOYER and he UNION. 6.8 It is understood by the UNION nd the E1�LOYER that a grievance may �e determined by either the griev nce procedure of this contract or by the provisions of the Civi1 Servic Rules of the City of Saint Paul. If an issued is determined by this g ievance procedure it shall not again be submitted for arbitration unde the Civil Service Rules. If an issue is determined by the provision of the Civil Service Rules it shall not again be submitted for arbitra ion under this grievance procedure. 6.9 The provisions of this Article shall not apply to Article 3.8 of this Agreement. - 10 - _ _._--- _. _ . �l�d"d" ��L ' ARTICLE VII - CITY MILEAGE : 7.1 Automobile Reimbursement Autho ized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance of their dutie , the following provisions are adopted. 7.2 Method of Computation: To be ligible for such reimbursement, all officers and employees must re eive written authorization from the Department Head. Type 1. If an employee is req ired to use his/her own automobile OCCASIONALLY during employment the employee shall be reimbursed at the rate of $3.00 per day for ach day the employee's vehicle is actually used in performing th duties of the employee's position. In addition, the employee shal be reimbursed 15� per mile for each mile actually driven. If such employee is required t drive an automobile during employment and the department head or designa ed representative determines that an employer vehicle is available or the employee's use but the employee desires to use his/her own aut mobile, then the employee shall be reim- bursed at the rate of 15C per ile driven and shall not be eligible for any per diem. Type 2. If an employee is req ired to use his/her own automobile REGULARLY during employment, t e employee shall be reimbursed at th"e rate of $3.00 per day for each day of work. In addition, the employee shall be reimbursed 15C per mi e for each mile actually driven. If such employee is required t drive an automobile during employment and the department head or des gnated representative determines that an employer vehicle is availab e for the employee's use but the employee desires to use his/her own sut mobile, then the employee shall be reim- bursed at the rate of 15C per ile driven and shall not be eligible for any per diem. 7.3 The City will provide parking t the Civic Center Parking Ramp for City employees on either of the abo e mentioned types of reimbursement plans who are required to have their personal car available for City business. Such parking will be provided nly for the days the employee is required to have his or her own persona car available. 7.4 Rules and Regulations: The Ma or shall adopt rules and regulations governing the procedures for a tomobile reimbursement, which regulations and rules shall contain the re irement that recipients shall file daily reports indicating miles drive and shall file monthly affidavits stating the number of days worked and e number of miles driven, and further require that they maintain aut obile liability insurance in amounts of not less than �100,000/$300,00 for personal injury, and $25,000 for property damage, or liability i surance in amounts not less than $300,000 single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regul tions, together with the amendment thereto, shall be maintained on file wit the city clerk. - 11 - �,�'�-��`- ARTICLE VIII - RESIDENCE 8.1 The resolution pertaining to r sidence approved July 26, 1979, under Council File No. 273378 shall pply to all employees covered by this agreement. - 12 - � d� -(�� ARTICLE IR - VACATION - 9.1 Vacation credits shall accumu ate at the rates shown below for each full hour on the payroll, excludin overtime. Years of Service Hours of Vacation lst year thru 4th year .0385 Sth year thru 9th year .0577 lOth year thru 15th year .0654 16th year thru 23rd year .0808 24th year and thereafter .1000 9.2 The head of the department may permit an employee to carry over into the calendar year of 1986 up to on hundred and sixty (160) hours of vacation. Into the "vacation year" begin ing December 6, 1986 and each "vacation year" thereafter the head of the dep rtment may permit an employee to carry over up to eighty (80) hours of vacati n. For the purpose of this articl the "vacation year" shall be the fiscal year (IRS payroll reporting ye r) . 9.3 The above provisions of vacati n shall be subject to the Saint Paul Salary Plan and Rates of Compensation Section I, Sub. H. - 13 - . �� - � �/• . ,� /� � ARTICLE R - INSIIRANCE 10.1 The EMPLOYER will continue fo the period of this AGREEMENT to provide for employees such health and life insurance benefits as are provided by EMPLOYER at the time of execution of this AGREEMENT. 10.2 The II�LOYER will for the peri d of this AGREEMENT provide for full-time employees who retire after the time of execution of this AGREEMENT and until such employees reach sixty-fiv (65) years of age such health insurance benefits and life insurance be efits as are provided by the EMPLOYER for active employees under thi Agreement. 10.3 The Employer will for the peri d of this Agreement provide for half-time employees who retire after the time of execution of this Agreement and until such employees reach sixty-fiv (65) years of age fifty percent (SOZ) of such health insurance contributions and life insurance contributions as are provided by the Employer for full-time mployees who retire under this Agreement. 10.4 Not withstanding Article 10.2, the Employer will for the period of this Agreement contribute for full- ime employees who retire after December 31, 1985 and who select the Physicians ealth Plan-COMBO Plan provided by the Employer and until such retirees reach sixt -five (65) years of age, the cost of such retiree coverage or $125.00 pe month whichever is less. For such retirees selecting family coverage the mployer will contribute the cost of such family coverage or $284.12 per month, hichever is less. For half-time employees who re ire after December 31, 1985 and who select the Physicians Health Plan-COMBO P n provided by the Employer and until such retirees reach sixty-five (65) years of ge, the Employer will contribute fifty percent (50x) of such health insurance ontributions as are provided by this Article 10.4 for full-time employees wh retire. - 14 - . � � �,=" �,��J � , ARTICLE R - INSURANCE 10.5 Emploqees who retire after ex cution of this Agreement must meet the following conditions at the time of ret rement to be eligible for the City contributions to health insurance set forth in Article 10.2, 10.3 and 10.4. 10.5.1 Be receiving benefi s from a public employee retiree act at the time of retirement. AND 10.5.2 Have severed his re ationship with the City of St. Paul under one of the early retire plans. 10.6 Effective January 1, 1987, in addition to meeting the eligibility requirements stated in 10.5.1 and 10.5.2 a ove, retiring employees must also meet the following condition in order be eligible for the early retiree insurance benefits set forth in Articles 10.2, 10.3 and 10.4. 10.6.1 Must be at least 58 ears of age and have completed 25 years of employment with the ity of St. Paul OR The combination of t eir age and their years of service must equal eighty-five (85) or ore. OR Must have completed t least thirty (30) years of service. 10.7 Effective January 1, 1987, ful -time employees who retire and who meet the conditions set forth in 10.5.1 and 10.5.2 but who meet none of the conditions set forth in 10.6.1, shall be elig ble for the following percentages of the amount contributed by the Employer to ard health insurance for active employees in the same health plan. Such retire s shall be eligible for such contribution until they reach sixty-five (65) yea s of age. Combination of Age Contribution For Contribution For and Years of Service Single Coverage Family Coverage 84 90� 90Z 83 80� 80� 82 707 70� 81 60� 60� 80 50� 50� 10.8 For Employees who retire at th age of 65 or older or for early retirees upon reaching age 65, and who have ompleted at least ten years of service with the City at the time of their reti ement, the Employer will provide health insurance contributions toward employee ealth insurance plans as are provided by the - 15 - �i' �-(/`3�i ARTICLE % - INSURANCE (Continued) 10.8 (cont.d) Employer for retire s 65 years of age or older as approved by City Council Resolution. For suc employees or early retirees who have not completed at least ten (10) years of s rvice with the City at the time of their retirement, the Employer will discontinu providing any health insurance contributions upon their retirement or in he case of early retirees upon their reaching age 65. This article 10.8 shall not pply to employers who were regularly appointed to City employment prior to he date of the signing of this Agreement. Employees who were regularly appointed to Citq employment prior to the signing of this agreement and subsequently, erminated shall be covered by this agreement in the event that they are regularl appointed at a later date. 10.9 A Retiree may not carry his/ er spouse as a dependent if such spouse is also a a City retiree or City emplo ee and eligible for and is enrolled in the City health insurance program. 10.10 For each eligible employee c ered by this Agreement who is employed full-time and who selects employee insu ance coverage, the Emploqer agrees to contribute the cost of such coverage or 85.00 per month, whichever is less. For each full-time employee who select family coverage, the Employer will contribute the cost of such family cover ge or �185.00 per month, whichever is less. 10.11 For the purpose of this Artic e, full-time employment is defined as appearing on the payroll at least 32 ho rs per week or at least 64 hours per pay period excluding overtime hours. 10.12 For each eligible employee co ered by this Agreement who is employed half-time who selects employee insuranc coverage, the Employer agrees to contribute fifty percent (50�) of the am unt contributed for full-time employees selecting - 16 - �� ✓` , ARTICLE X - INSURANCE (Continued) � employee coverage in the sam insurance plan. For each half-time employee who selects family insurance cov rage, the Employer will contribute fifty percent (SOZ) of the amount contribu ed for full-time employees selecting family coverage in the same insuran e plan. For the purpose of this Article, half-time employment is defined as app aring on the payroll at least 20 hours but less than 32 hours per week or at least 40 hours but less than 64 hours per pay period excluding overtime ho rs. 10.13 Not withstanding Article 10. 2, employees covered by this Agreement and employed half-time prior to anuary 1, 1986 shall receive the same insurance contributions as a full-time employee. This Article 10.13 applies only to employees who were employed alf-time during the month of December, 1985 and shall continue to apply only as long as such employee remains continuously employed half-time. 10.14 For each eligible employee t e Employer agrees to contribute the cost of $5,000 of life insurance cov rage. 10.15 The contributions indicated n this Article 10 shall be paid to the Employer`s Group Health and Welfare Pla . 10.16 Any cost of any premium for ny City-offered employee or family insurance coverage in excess of the do lar amounts stated in this Article 10 shall be paid by the employee. 10.17 Employees eligible for insur nce coverage may select either one of the following coverages: Group Health Physicians Health Plan-COMBO In the event•the Employer ma es available to employees, a health insurance plan not listed above, this greement may be reopened by mutual agreement of the Employer and Union to ad such plan to the above list in this Article 10.17. - 17 - �� ARTICLE XI - WORKING OUT OF CLASSIF CATION � 11.1 EMPLOYER shall avoid, whenever possible, working an employee on an out-of-class assignment for a rolonged period of time. Any employee working an out-of-class assign ent for a period in excess of fifteen (15) consecutive working days uring a year shall receive the rate of pay for the out-of-class assig ment in a higher classification not later than the sixteenth (16) ay of such assig�ent. For purposes of this Article, an out-of-class ssignment is defined as an assignment of an employee to perform, on full-time basis, all of the significant duties and responsibilities of a position different from the employee's regular position, and which is in a classification higher than the classification held by such em loyee. The rate of pay for an approved out-of-class assignment shall e the same rate the employee would receive if such employee received a re ular appointment to the higher classification. - 18 - , �`I Y L/r�.�T/ �`�� C� � / � ARTICLE RII - SENIORITY 12.1 Seniority, for the purpose of this AGREEMENT, shall be defined as follows: The length of continuous, reg lar and probationary service with the EMPLOYER from the date an employee was first certified and appointed to a class title covered by this AGREEMENT, it being further understood that seniority is con- fined to the current class as ignment held by an employee. In cases where two or more employees are appoint d to the same class title on the same date, the seniority shall be determined by employee's rank on the eligible list from which certification was made. 12.2 Seniority shall terminate whe an employee retires, resigns, or is discharged. 12.3 In the event it is determined y the II�LOYER that it is necessary to reduce the work force, employees will be laid off by class title within each depart- ment based on inverse length o seniority as defined above. However, when layoff occurs in any of the ti les listed below under Column A layoff shall be based on inverse length of otal seniority in all titles listed on the corresponding line under Colum B. Department will identify such east senior employee in the Department reducing positions, and shall notify sa d employee of his/her reduction from the depart- ment. If there are any vacanc es in any of the titles under Column B on which seniority was based, in any ot er City Department, the Personnel Department shall place the affected emplo ee in such vacancy. If two or more vacant positions are available the Pe sonnel Department ehall decide which vacant positions the affected employe shall fill. If no vacancy exists in such titles, then the least senior ity employee in such titles shall be identified, and if the employee affected b the original departmental reduction is more senior, he/she shall have the ight to claim that position and the least 19 - ��` d"d (�J`L— ARTICLE %II - SENIORITY (Continued) � senior City employee in such titles shall be the employee laid off. For the purposes of this article, he Board of Education is not included as a City department nor is a Board of Education employee included as a City employee. Column A olumn B Child Development Technician hild Development Technician, Special Student ttendant Deputy License Inspector I eputy License Inspector I, Deputy License nspector II Deputy License Inspector II eputy License Inspector I, Deputy License nspector II Engineering Aide I ngineering Aide I, Engineering Aide II, raffic Engineering Aide II, Engr. Draftsman Engineering Aide II ngineering Aide I, Engineering Aide II, Traffic ngineering Aide II, Engineering Draftsman Fire Aide I ire Aide I, Fire Aide II Fire Aide II ire Aide I, Fire Aide II Housing Aide I ousing Aide I, Housing Aide II, anitarian Aide I, Sanitarian Aide II Housing Aide II ousing Aide I, Housing Aide II, anitarian Aide I, Sanitarian Aide II Housing Rehab. Advisor I ousing Rehabilitation Trainee, Housing ehabilitation Advisor I Housing Rehab. Trainee ousing Rehabilitation Trainee, Housing ehabilitation Advisor I Library Assistant I ibrary Assistant I, Library Assistant II Library Assistant II ibrary Assistant I, Library Assistant II Operations Asst.Town Sq.Park ecreation Leader II, Recreation Leader III, ecreation Director I, Recreation Center Director Planning Aide I lanning Aide I, Planning Aide II, Planning ssistant I, Planning Assistant II Planning Aide II lanning Aide I, Planning Aide II, Planning ssistant I, Planning Assistant II Planning Assistant I lanning Aide I, Planning Aide II, Planning ssistant I, Planning Assistant II Planning Assistant II lanning Aide I, Planning Aide II, Planning ssistant I, Planning Assistant II Recreation Center Director ecreation Leader II, Recreation Leader III, ecreation Director I, Operations Assistant- own Square Park Recreation Leader II ecreation Leader II, Recreation Leader III, ecreation Director I, Operations Assistant- own Square Park Recreation Leader III ecreation Leader II, Recreation Leader III, ecreation Director I, Operations Assistant- own Square Park Sanitarian Aide I ousing Aide I, Housing Aide II, anitarian Aide I, Sanitarian Aide II - 20 - � � �d (�� ARTICLE RII - SENIORITY (Continued) Column A Column B Sanitarian Aide II Housing Aide I, Housing Aide II, Sanitarian Aide I, Sanitarian Aide II Special Student Attendent Child Development Technician, Special Student ttendant Traffic Engr. Aide II Engineering Aide I, Engineering Aide II, Traffic Engineering Aide II Val. & Assess. Aide I Valuation and Assessment Aide I, Valuation and Assessment Aide II Val. & Assess. Aide II aluation and Assessment Aide I, Valuation and Assessment Aide II 12.4 In cases where there are prom tional series, such as Technician I, II, III, etc., when the number of employees these higher titles is to be reduced, employees who have held lower titles wh ch are in this bargaining unit will be offered reductions to the highest of t ese titles to which class seniority would keep them from being laid off, bef e lay offs are made by any class title in any department. 12.5 It is understood that such emp oyees will pick up their former seniority date in any class of positions that they previously held. 12.6 Recall from lay off shall be i inverse order of lay off, except that recall rights shall expire after two ears of lay off. - 21 - �� r,� ��✓L dQ � ARTICLE %III - EN�LOYEE RECORDS 13.1 Any written reprimand made co cerning any member of this Bargaining Unit which is filed with the Personnel 0 fice or within any City department, shall be shown to the member before it is pl ced on file. Before the reprimand is placed on file, the City shall request rom the employee an acknowledgment, in writing, that the reprimand had been r d by said employee. 13.2 Any member of the bargaining it, may, during usual working hours, with the approval of the supervisor, re iew any material placed in the employee's per- sonnel file, after first givin proper notice to the supervisor in custody of such file. 13.3 Any member of the bargaining u it may f ile a grievance or a discrimination complaint and there shall be n retaliation by the City of Saint Paul for such action. - 22 - �� /�1_ ARTICLE XIV - BULLETIN BOARDS - 14.1 The EMPLOYER shall provide re sonable bulletin space for use by the UNION in posting notices of UNION busi ess and activities, said bulletin board space shall not be used by the UNIO for political purposes other than UNION elections. Use of this bulletin board is sub3ect to approval of the department head. - 23 - . ��,=�� _��.�- '-- ARTICLE XV - WAGES ' 15.1 The wage schedule, for purpos s of this contract, shall be Appendix A, attached hereto. Both partie agree that the inclusion of the classifi- cations and salary ranges in ppendix "A" does not preclude the employer from the following: 15.11 Reorganizing 15.12 Abolishing classificat ons 15.13 Establishing new class fications 15.14 Regrading classificati ns 15.15 Reclassifying position Both parties also agree that itles and grades in Appendix "A" refer to employees in the positions at the date of signing of the agreement. No employee in this bargaining u it shall suffer any reduction in salary because of a regrading or rec assification during the contract period in which such regrading or re lassification takes place. � 15.2 Notwithstanding section 15.1, salary rates in Appendix A shall be reduced in the amounts necessary to e alize payment to individual HRA employees and City employees who receiv different pension benefits. 15.3 In addition to the salary rate shown in Appendix "A", Employees who were City employees on February 8, 988 shall be eligible for the following payments: One percent (1.0�) of the empl yee's fiscal year 1987 gross earnings to be paid by October 1, 1988 and Oc ober 1, 1989. - 24 - , V' �" T �� ARTICLE XVI - MAINTENANCE OF STAND RDS 16.1 The parties agree that all co ditions of employment relating to wages, hours of work, overtime diffe entials, vacations and all other general working conditions shall be m intained at not less than the highest minimum standard set forth in the Civil Service Rules of the City of Saint Paul and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of this AGREEMENT, and the conditions of employment shall be improved herever specific provisions for improvement are made elsewhere in this AG EII�IENT. - 25 - � ��3� ARTICLE XVII - LEAVES OF ABSENCE f 17.1 Leave of Absence. After three month's employment, an employee may make appli- cation for a leave of absence ot to exceed one year. A leave of absence shall be granted on the basis establ shed in the Civil Service Rules (Resolution No. 3250) . 17.2 Sick Leave. Sick Leave shall ccumulate at the rate of .0576 of a working hour for each full hour on the payr 11, excluding overtime. Sick leave accumulation is unlimited. To be eligible or sick leave the employee must report to his supervisor no later than oneha f hour past his regular scheduled starting time. The granting of sick leave sha 1 be sub3ect to the terms and provisions of Resolution No. 3250 of the Cit of Saint Paul. 17.3 Any employee who has accumulat d sick leave credits as provided above shall be granted leave with pay, for su h period of time as the head of the department deems necessary, on account of sickness or injury of the employee, quarantine established and declared by th Bureau of Health, death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law, or other person who is a membe of the household; and may be granted leave with pay for such time as is a tually necessary for office visits to a doctor, dentist, optometrist, etc. , or n the case of serious sickness or disability of a parent or a member of his/her h�usehold, making arrangements for the care of such sick or disabled persons up to maximum of eight hours sick leave. For the purpose of this Article 17.3, king arrangements for the care of such sick or disabled persons shall include he caring for such sick or disabled persons. 17.4 Leave Without Pay. Any employe who engages in active service in time of war or other emergency declared by pro er authority of any of the military or naval forces of the State or of the U ited States for which leave is not otherwise al- lowed by law shall be entitled o leave of absence from employment without pay during such service with right f reinstatement and sub�ect to such conditions as are imposed by law. Such leave of absence as are granted under Article XVIII • - 26 - � ��-.��.�2- � ARTICLE RVII - LEAVES OF ABSENCE ( ontinued) shall conform to Minnesota S atutes Section 192, as amended from time to time and shall confer no addition 1 benefits other than those granted by said statute. 17.5 Jury Duty. Any employee who s required during his regular working hours to appear in court as a juror or itness except in his own behalf against the City, shall be paid his regular pay hile he is so engaged, provided however, that any fees that the employee may rec ive from the court for such service shall be paid to the City and be deposited th the City Finance Director. Any employee who is scheduled to work a shift, ther than the normal daytime shift, shall be re- scheduled to work the normal d ytime shift during such time as he is required to appear in court as a juror or itness. 17.6 Education Leave. Leave with p y may be granted for education purposes at the option of the employer. 17.7 Funeral Leave. Any employee w o has accumulated sick leave credits, as provided in the Civil Service Rules, sh 11 be granted one day of such leave to attend the funeral of the employee's gran parent or granchild. 17.8 An employee elected or appoint d to a full-time paid position by the exclusive representative may be granted leave of absence without pay for not more than one year for the purpose of co ducting the duties of the exclusive representative. 17.9 Maternity and Parental Leave. ternity is defined as the physical state of pregnancy of an employee, comme cing eight (8) months before the estimated date of childbirth, as determined b a physician, and ending six (6) months after the date of such birth. In the eve t of an employee's pregnancy, the employee may apply for leave without pay at any ti e during the period stated above and the employer may approve such leave at its o tion, and such leave may be no longer than one (1) year. Parental Leave s all be granted to employees for the birth or adoption of a child in accordan e with applicable State Laws. - 27 - . ��,��- ARTICLE RVIII - MILITARY LEAVE OF SENCE 18.1 Pay Allowance. Any employee ho shall be a member of the National Guard, the Naval Militia or any other co ponent of the militia of the state, now or here- after organized or constitute under state or federal law, or who shall be a member of the Officer's Reser e Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Res rve or any other reserve component of the military or naval force of the United tates, now or hereafter organized or constituted under Federal law, shall be e titled to leave of absence from employment without loss of pay, seniority status efficiency rating, vacation, sick leave or other benefits for all the time whe such employee is engaged with such organization or component in training or a tive service ordered or suthorized by proper authority pursuant to law, wh ther for state or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any calendar year and further provided that suc leave shall be allowed only in case the required military or naval service is atisfactorily performed, which shall be presumed unless the contrary is establ shed. Such leave shall not be allowed unless the employee (1) returns to his p sition immediately upon being relieved from such military or naval service and ot later than the expiration of time herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other ca se not due to euch Employee's own fault, or (3) is required by proper authori to continue in such military or naval service beyond the time herein limite for such leave. - 28 - � ��-�/��'. � ARTICLE %IR - MANAGEMENT RIGHTS 19.1 The UNION recognizes the right of the CITY to operate and manage its affairs in all respects in accordance wit applicable laws and regulations of appropriate authorities. All rights and a thority which the CITY has not officially a- bridged, delegated or modified by this AGREEMENT are retained by the CITY. 19.2 A public employer is not requi ed to meet and negotiate on matters of inherent managerial policy, which inclu e, but are not limited to, such areas of dis- cretion or policy as the funct ons and programs of the employer, and organiza- tional structure and selection and direction and number of personnel. - 29 - . � � �3� ARTICLE RX - DISCIPLINE 20.1 The EMPLOYER will discipline e ployees for just cause only. Discipline will be in the form of: 20.11 Oral reprimand; 20.12 Written reprimand; 20.13 Suspension; 20.14 Reduction; 20.15 Discharge. 20.2 Suspensions, reductions and di charges will be in written form. 20.3 Employees and the UNION will r ceive copies of written reprimands and notices of suspension and discharge. 20.4 Employees may examine all info ation in their EI�Il'LOYER personnel files that concerns work evaluations, co endations and/or disciplinary actions. Files may be examined at reasonable imes under the direct supervision of the EMPLOYER. 20.5 Discharges will be preceded by a five (5) day preliminary suspension without pay. During said period, the employ e and/or UNION may request, and shall be entitled to a meeting with the ENlPLOYER representative who initiated the suspension with intent to discharge. During s id five (5) day period, the EMPLOYER may affirm the suspension and discharge i accordance with the Civil Service Rules or may modify, or withdraw same. 20.6 An employee to be questioned c ncerning an investigation of disciplinary action shall have the right to reques that a UNION representative be present. 20.7 Grievance relating to this Art cle shall be processed in accordance with exist- ing Civil Service procedures o at the option of the employee may be taken up in the grievance procedure und r Article VI. If an issue is determined by the grievance procedure it sha 1 not again be submitted for arbitation under the Civil Service Rules. If a issue is determined by the provisions of the Civil Service Rules it shall n again be submitted for arbitration under the grievance procedure. 30 - � . ��3� ARTICLE XXI - VACANCIES • 21.1 The Personnel Office will info all departments that the department's time- keeper sha11 post notices of a 1 job vacancies in their department at least five days before submitting a equisition to the Personnel Office. - 31 - �� '��3� � ARTICLE XXII - LEGAL SERVICES 22.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the employer shall de end save harmless and indemnify employee against tort claim or demand w ether groundless or otherwise arising out of alleged acts or omissio occuring in the performance or scope of the employee's duties. 22.2 Notwithstanding Article 22.1, he employer shall not be responsible for paying any legal service fee o for providing any legal service arising from any legal action where th employee is the Plaintiff. - 32 - - ��3� ARTICLE XXIII - NO STRIRE - NO LO OUT 23.1 Neither the Union, its office s or agents, nor any of the employees covered by this Agreement wil engage in, encourage, sanction or support any strike, or the wi hholding in whole or in part of the full performance of their dut es during the life of this Agreement, except as specifically allowe by the Public Employment Labor Relations Act. In the event f a violation of this article, the Employer will warn employees f the consequences of their action and shall instruct them to i ediately return to their normal duties. Any employee who fails to ret rn to his full duties within twenty- four (24) hours of such warni may be sub�ect to the penalties provided in the Public Emplo nt Labor Relations Act. 23.2 No lockout, or refusal to allo employees to perform available work, shall be instituted by the Emp oyer and/or its appointing authorities during the life of this Agreem nt. 33 - � ��.�3.� ARTICLE RRIV - SEVERANCE PAY 24.1 The employer shall provide a everance pay program as set forth in this Article. 24.2 To be eligible for the severa ce pay program, an employee must meet the following requirements: 24.21 The employee must e 58 years of age or older or must be eligible for pens on under the "rule of 85" or the"rule of 90" provisions of the ublic Employees Retirement Association (PERA) . The "rule of 85" r the "rule of 90" criteria shall also apply to employees covered y a public pension plan other than PERA. 24.22 The employee must e voluntarily separated from City employment or have been sub�e t to separation by layoff or compulsory retirement. Those employees who are discharged for cause, misconduct, ineffi iency, incompetency, or any other disciplinary reason are not eli ible for the City severance pay program. 24.23 The employee must ave at least ten (10) years of consecutive service under the lassified or unclassified Civil Service at the time of separa ion. For the purpose of this Article, employ- ment in either the City or in the Independent School District No. 625 may be use in meeting this ten (10) year service re- requirement. 24.24 The employee must ile a waiver of re-employment with the Personnel Director which will clearly indicate that by requesting severan e pay, the employee waives all claims to reinstatement or r -employment (of any type) , with the City or with Independen School District No. 625. 24.25 The employee must ave accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 24.3 If an employee requests severa ce pay and if the employee meets the eligibility requirements set f rth above, he or she will be granted severance pay in an amount equ 1 to one-half of the daily rate of pay for the position held by t e employee on the date of separation for each day of accrued sick 1 ave subject to a maximum of 200 accrued sick leave days. 24.4 The maximum amount of money th t any employee may obtain through this severance pay program is $6,50 . - 34 - 1 � �� ; ARTICLE XXIV - SEVERANCE PAY (Cont nued) ; 24.5 For the Purpose of this severa ce program, a death of an employee shall be considered as separat on of employment, and if the employee would have met all of the requ rements set forth above, at the time of his or her death, payment o the severance pay will be made to the employee's estate or spous . 24.6 For the purpose of this severa ce program, a transfer from the City of Saint Paul employment o Independent School District No. 625 employment is not considered a separation of employment, and such transferee shall not be eligib e for the City severance program. 24.7 The manner of payment of such everance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 24.8 This severance pay program sha 1 be subject to and governed by the provisions of City Ordinance N . 11490 except in those cases where the specific provisions of thi article conflict with said ordinance and in such cases, the provisi s of this article shall control. 24.9 The provisions of this article shall be effective as of December 24, 1983. 24.10 Any employee hired prior to De ember 31, 1983 may, in any event, and upon meeting the qualificatio of this article or City Ordinance No. 11490, as amended by City rdinance No. 16303, Section 1, Section 6, draw severance pay. However, n election by the employee to draw severance pay under either thi article or the ordinance shall constitute a bar to receiving severance p y from the other. Any employee hired after December 31, 1983 shall nly be entitled to the benefits of this article upon meeting the quali ications herein. - 35 - � �� =�-�.3 .� ARTICLE XXV - EMERGENCY AND TEMPO Y II�IPLOYEES ' 25.1 It is recognized that Emergenc and Temporary employees are within the unit covered by this AGRE NT, however, except as specifically provided by this AGREEMENT, em rgency and temporary employees shall not have or acquire any rights or benefits other than specifically provided by the provisions of he Civil Service Rules and/or the St. Paul Salary Plan and Rates of Compensation. - 6 - ��J d� ARTICLE XXVI - NON-DISCRIMINATION 26.1 The terms and conditions of t is AGREEM�NT will be applied to employees equally without regard to, or iscrimination for or against, any individual because of race, color, creed, sex, age, or because of inembership or nonmembership in the UNION. 26.2 Employees will perform their d ties and responsibilities in a nondiscriminatory manner as such duties and resp nsibilities involve other employees and the general public. - 3 - ��i-(,J�- ' ARTICLE XXVII - TERMS OF AGREEMENT ' 27.1 Complete Agreement and Waiver of Bargaining. This AGREEMENT shall represent the complete AGREEMENT between the UNION and the EMPLOYER. The parties acknowledge that during the ne otiations which resulted in this AGREEMENT, each had the unlimited right and op ortunity to make requests and proposals with re- spect to any subject or matter not removed by law from the area of collective bargaining, and that the compl te understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this AGREEMENT. Therefore, th II�LOYER and the UNION, for the life of this AGREEMENT, each voluntarily an unqualifiedly waives the right, and each agrees that the other shall no be obligated to bargain collectively with respect to any sub�ect or matt r referred to or covered in this AGREEMENT. 27.2 Savings Clause. This AGREEME is sub�ect to the laws of the United States, the State of Minnesota, and the Ci y of Saint Paul. In the event any provision of this AGREEMENT shall hold to b contrary to law by a court of competent 3uris- diction from whose final �udgm nt or decrees no appeal has been taken within the time provided, such provis on shall be voided. All other provisions shall continue in full force and eff ct. 27.3 Terms of Agreement. This AGRE shall be in full force and effect from January 1, 1988 thru December 31, 1989, and shall be automatically renewed from year to year thereafter unless eithe party shall notify the other in writing by June 1, that it desires to modi y or terminate this AGREEMENT. In witness thereof, the parties have cause this AGREEMENT to be executed thie 29th day of February, 1988. - 38 - �� '��"�'" �' ARTICLE XXVII - TERMS OF AGREEMENT Continued) • 27.4 This constitutes a tentative A REEMENT between the parties which will be recommended by the City Negoti tor, but is sub�ect to the approval of the Administration of the City and the City Council and is also subject to ratification by the UNION. WITNESSES: CITY OF SAINT PAUL LOCAL UNION 1842, DISTRICT COUNCIL 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFLCIO � - BY: BY: a t s Manager Busin ss epr sent i e � c/ BY: BY: Personne rector BY: - 39 - ni � � �o L"J � �^ o � i � � � �n o� .� N O� O rr • u1 1� i-i 1� O ,'� . . I o0 CD o r� o+ • N f� N O� O 1� N O� O� • tr1 �O �M C� 1� f� 00 �--� �I� O . . 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W � rl 1-i O ti-I ,'a e-1 �O a,► a, � a► cd 3 +-� o a► ,-i m a+ eo m N a� a �o � � U W� pC r-I rl A O �1 �+ � ctl O M 1� .-� Q! i.i Cp p� td M O� R) O W t� M a+ t� �O ("r Cl �J 4+ D o0 N Gl P+ i�+ v1 �O G! M 1� I 1�+ 1-i 'Ci rl .G a) H • • � .i"'. rl P+ 1+ • • � p • • �.] • • Yi L� rl �-i p r--I ttl � N W I� M O rl r-I � �O �7 rl N M u'1 M M c�"1 W � 7 G! td .O .G e-I i� O� N U N a a P. �D G� 00 H � O M p.� N V1 W O r. �r�l �--I � 0J R) R1 N f'�1 U � � q .'7 M f� CS 'r'� N �t �7 A 1�1 1t1 d' * W W � W R+' 'J 3 �--� •-+ '�i P�1 A W v] � .-� W W tn .-� .-� (t7 �-r ..r v'1 1� 00 M M N M .-� 00 �O u'1 1� �O V1 •-� M AOu1 t� cn .t � o� oo N N M C�1 l��1 c�1 � � - •--� .-� ..a .--i � .--� � .� 00 f� �O Vl .-� 1� 1� f� I� �1 00 O� 00 v1 00 f� . . . UO� M �? O� I� M �tN 00 .-� 1�1 1� GO � O� N � N NN NM C�1 �t .-� .-� � .-� .-a .-a �--� .-� O� �!1 OC O� 00 N M N � 00 �0 �t �Y 1� �7 f� �t b . . . . 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M � M � � � H �� °• c�o u a+ C'+ O N �C a� rl d cti .--i I� f� U �--I �--I rl .-� .-� Gl N W �J �-i .0 a! rl W fp i-� � M O� 4+ W N W N �n • aJ D, E+ 00 .-a F+ a.� I 00 .-�O-i .-f�-i j' m ,.�,.i i � � n M � � 00 v1 � �00 � � � M �b0 v1 O � O W a0 O � N 1a u o � o .c . d � � ,� R � � � a�+ e� �, d �, � � .t � d • d m d V1 N � �M W ti�-1 a �o � a i +� �+ i +� en �c a► o u v� u v1 tt1 IJ N GJ 0! -� .--� cn a �+ a �+ .� a�0i w° ay► �r, �o o E+ �+ �+ �c o w � m a� w � oo m • a a+ a r� o d m a► eo a► �T �n a� N a� N a� �--� �-'� � i� tn W {.I eC 00 �+ a0 • .-� c� 00 1a o� H r-� �7 �/'1 00 f� 'J� •-� 'i� "ti O� 00 I I CJ P�l �O �t .-� O� O � o .'y O M .-r N .-i N �'S �7 �Y � f+l Yi r-1 .�r N w'Ly 'Ll L"+ "v,M W N � u N °' � � ►+ �a�i ►+ v . d �o r� � � D, u >, Q M M ►'�j � tf1 q �!1 L � �--i �j .-� � C! Ol d! H M o0 00 O .� .0 O .0 � �.+ 00 1 .c a+ a� .0 a+ u I � cd ctl W 41 NM � � G! a w o I d a� c� a► � � w .� � � o � � o a�+ � � �� APPENDIX �rB�� Guidelines to be followed in implem nting the 1988 Comparable Worth settlement. The City will conduct classificatio atudies of the classifications listed below. The purpose of the studies, is to p oduce a Comparable Worth recommendation for these classes based on the current uties of the positions in the classifications. IDP rogrammer Trainee Rea Estate Specialist II Env oumental Health Technician Supervisor Val tion and Assessment Technician III Sup isor of Loan and Grants In the event the studies result in y upgrading recommendations, such regradings shall be retroactive to January 2, 1 88. This shall not be construed as a change in Employer's policy that regradings or reclassifications are not retroactive. This retroactive provision in this agree nt shall not be considered as precedent setting, but only as a method to implement ap ropriate Comparable Worth ad�ustments. - B1 -