88-483 WHITE - CITV CIERK
PIYK - FINAN�E G I TY O SA I NT PA LT L Council y/�` =
C4NARV - DEPARTMENT File NO. �v '���
BLUE - MAVOR
. ounc� Resolution
�
Presented By
Referred To Committee: Date
Out of Committee By Date
RESOLVED, that the Council of th City of Saint Paul hereby approves and
ratifies the attached Agreement betwe n the City of Saint Paul and The City
Attorney' s Professional Association.
COUNCILMEN Requested by Department of:
Yeas Drew Nays
Nicosia �
Rettman -f- �n Favor
Scheibel �
s�,,,,e� -- Against BY
Tedeseo
Wilson
APR 7 tgpp Form prove by Attor ey
Adopted by Council: Date
Certified Passed ou � Secre BY !
By- D p
Approved b 'Navor. D te _ �� n 1 D Appr ed by Mayor for Submis ion to Council
By _ — r
�l�$11�H��i ; ,, :: ;_ _ �y88
,,,,.-_ _ _ _ __ __ __ ___ _ ._ _.�..
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PERSONNEL-LABOR RELATIONS DEPARTMEN � Cy �� � ,r ~�tt�� ����t�r N� 08192
J�s c�. LOMBARDI ,T� CONTACT �HK �� � - U`����
298-4221 PHONE : .
MARCx q, 1988 DATE ��� Q Qr
SIGN NUNBER FOR ROUTING ORDER Cli All. Loca ions for Si nature : . �
Department Director 3 Director of Management/Mayor '�/�P���
Finance and Management Services Director � 4 ty le k _ �`
Budget Director , �
2 City Attor.ney
HAT WILL BE�ACHIEVED BY TAK�NG ACTION ON THE TTACHED M14TERIALS? (Purpose/
Rationale) :
This resolution approves a one-year contract etween the City and the City Attorney's �
Professional Association. The contract perio is January 2, 1988 through December 31,, 1988.
R���_,�f�,�
�'��AR 1 �i i:�g .
�
OST BENEFIT BUDGETARY AND PERSONNEL IMPACTS TICIPATED: �A�°0��` �,;.;.r�`�
COST: $18,613
This figure reflects a 2% general wage increa e for 1988. Twenty-four employees are
affected. -
There w@re no significant changes from last y ar's contract..other than wages. There were no
increases in the City's contributions for hea th insurance. '
FINANCII�G SOURCE AND BUDGET ACTIVITY NUMBER CH GED OR CREDITED: (Mayor's signa-
� , ture not re-
Total Amount of `Transaction: quired if under . :
� �10,000) .
Fu�di.ng Source;
Activity Number: �
ATTACHMENTS (List and Number All Attachm�nts) :
1 - Council Resolution C�+ ,
- .. ,T �� Gi�ty G].erk �RGI��E�VE�
MA� 101988
- Y
` QEPARTMENT REVIEW CITY ATTQRNEY REVI�I�I �..
x Yes No Council Resolution Required? ' Resolution Required? . � Yes No '
Yes x No Insurance Required? Ynsurance Sufficient? Yes No
Yes x No Insurance Attached:
� (SEE •REVERSE SIDE FOR INSTRUCTIONS)
Revised 12/84 -
. �� ` ��
19 8
COLLECTIVE BARG INING AGREEMENT
- bet een -
TFIE CITY OF SAINT PAUL
- a d -
THE CITY ATTORNEYS PR FESSIONAL ASSOCIATION
. l��`��3
I EX
ARTICLE TITLE PAGE
Preamble iii
I Recognition 1
II Severance Pay 2
III Management Right 4
IV Residence 5
V Check Off and Se vice Fee 6
VI Maternity Leave 8
VII Discipline 9
VIII Strikes, Lockout , Work Interference 10
IR Grievance Proced re 11
X Wages 16
RI Saving Clause 17
%II Insurance 18
XIII Vacation 22
%IV Holidays 23
XV Leaves of Absenc 24
XVI Duration and Effe tive Date 25
Appendix A A1
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PRE LE
This AGREEMENT entered into be ween the City of Saint Paul, hereinafter
referred to as either the "EMPLOYER' or the "CITR", and the City Attorneys
Professional Association, hereinaft r referred to as "C.A.P.A." or the
"ASSOCIATION", for the purpose of fo tering and promoting harmonious relations
between the CITY and the ASSOCIATION in order that a high level of public
service can be provided to the citiz ns of the CITY.
This AGREEMENT attempts to acco plish this purpose by providing a fuller
and more complete understanding on t e part of both the CITY and the
ASSOCIATION of their respective righ s and responsibilities.
The provisions of this AGREEME shall not abrogate the rights and/or
duties of the EMPLOYER, the ASSOCIAT ON, or the employees as established under
the provisions of the Public Employe Labor Relations Act of 1984, as amended.
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� ������
ARTICLE I - RECOGNITION -
1.1 The CITY recognizes C.A.P.A. as he exclusive representative for the City
Attorneys Professional Associati n, as certified by the State of
Minnesota Bureau of Mediation Se ices, dated September 20, 1979, Case
No. 75-PR-764-A. This unit abov consists of the following:
Attorney I Attorney VII
Attorney II Attorney VIII
Attorney III Law Clerk
Attorney IV Legal Assistant I
Attorney V Legal Assistant II
Attorney VI Legal Assistant III
1.2 Employees employed in the above lass titles and assigned to confidential
and/or supervisory positions are not included in this Agreement.
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ARTICLE II - SEVERANCE PAY f
2.1 The employer shall provide a severance pay program as set forth
in this Article.
2.2 To be eligible for the severance pay program, an employee must meet
the following requirements:
2.21 The employee must be 58 years of age or older or must be
eligible for pension under the "rule of 90" provisions of the
Public Employees Retirement Association (PERA) . The "rule of 85"
or the "rule of 90" criteria shall also apply to employees covered
by a public pension plan other than PERA.
2.22 The employee must be voluntarily separated from City employment
or have been subject to separation by layoff or compulsory
retirement. Those employees who are discharged for cause,
misconduct, inefficiency, incompetency, or any other disciplinary
reason are not eligible for the City severance pay program.
2.23 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, emploq-
ment in either the City or in the Independent School District
No. 625 may be used in meeting this ten (10) year service re-
requirement.
2.24 The employee must file a waiver of reemployment with the
Director of Personnel, which will clearly indicate that by
requesting severance pay, the employee waives all claims to
reinstatement or reemployment (of any type) , with the City
or with Independent School District No. 625.
2.25 The employee must have accumulated a minimum of sixty (60)
days of sick leave credits at the time of his separation
from service.
2.3 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
paq for the position held by the employee on the date of separation
for each day of accrued sick leave sub�ect to a maximum of $6,500.
2.4 The provisions of this Article II shall apply only to employees retiring
on or after December 30, 1985.
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� ARTICLE II SEVERANCE PAY (cont.)
2.5 For the Purpose of this everance program, a death of an employee
shall be considered as s paration of employment, and if the employee
would have met all of th requirements set forth above, at the time
of his or her death, pa ent of the severance pay will be made to
the employee's estate or spouse.
2.6 For the purpose of this s verance program, a transfer from the
City of Saint Paul emplo ent to Independent School District No. 625
employment is not conside ed a separation of employment, and such
transferee shall not be e igible for the City severance program.
2.7 The manner of payment of uch severance pay shall be made in
accordance with the provi ions of City Ordinance No. 11490.
2.8 This severance pay program shall be sub�ect to and governed by the
provisions of City Ordinan e No. 11490 except in those cases where
the specific provisions of this article conflict with said ordinance
and in such cases, the pro isions of this article shall control.
2.9 The provisions of this art cle shall be effective as of December 24, 1983.
2.10 Any emploqee hired prior t December 31, 1983 may, in any event, and
upon meeting the qualificat ons of this article or City Ordinance
No. 11490, as amended by Ci y Ordinance No. 16303, section 1, section 6,
draw severance pay. Howeve , an election by the employee to draw
severance pay under either his article or the ordinance shall constitute
a bar to receiving severanc pay from the other. Any employee hired
after December 31, 1983 sha 1 only be entitled to the benefits of this
article upon meeting the qua ifications herein.
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ARTICLE III - MANAGEMENT RIGHTS
3.1 The ASSOCIATION recognizes the right of the EMPLOYER to operate and
manage its affairs in all respects in accordance with applicable laws and
regulations of appropriate authorities. The rights and authority which
the EMPLOYER has not officially abridged, delegated, or modified by this
AGREEMENT are retained by the EMPLOYER.
3.2 A public employer is not required to meet and negotiate on matters of
inherent managerial policy, which include, but are not limited to, such
areas of discretion or policy as the functions and programs of the
EMPLOYER, its overall budget, utilization of technology, and
organizational structure and selection and direction and number of
personnel.
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ARTICLE V - CHECR OFF AND SERVICE FEE '
5.1 The EMPLOYER agrees to deduct the ASSOCIATION membership initiation fee
assessments and once each month dues from the pay of those employees who
individually request in writing that such deductions be made. The
amounts to be deducted shall be certified to the EMPLOYER by a represent-
ative of the ASSOCIATION and the aggregate deductions of all employees
shall be remitted together with an itemized statement to the
representative by the first of the succeeding month after such deductions
are made or as soon thereafter as is possible.
5.2 Any present or future employee who is not an ASSOCIATION member shall be
required to contribute a fair share fee for services rendered by the
ASSOCIATION. Upon notification by the ASSOCIATION, the II�LOYER shall
check off said fee from the earnings of the employee and transmit the
same to the ASSOCIATION. In no instance shall the required contribution
exceed a pro rata share of the specific expenses incurred for services
rendered by the representative in relationship to negotiations and
administration of grievance procedures. It is also understood that in
the event the CITY shall make an improper fair share deduction from the
earnings of an employee, the ASSOCIATION shall be obligated to make the
CITY whole to the extent that the CITY shall be required to reimburse
such employee for any amount improperly withheld. This provision shall
remain operative only so long as specifically provided by Minnesota law,
and as otherwise legal.
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ARTICLE V - CHECR OFF AND SERVIC FEE (continued)
� 5.3 The ASSOCIATION agrees to i emnify and hold the EMPLOYER harmless against
any and all claims, suits, o der or judgments brought or issued against
the CITY as a result of any ction taken or not taken by the CITY under
the provisions of this Artic e.
5.4 The ASSOCIATION agrees that service fee of twenty-five cents ($0.25)
per member, per month shall e deducted by the City of St. Paul from the
amount withheld for dues or airshare prior to remittance of dues or
fairshare to the ASSOCIATION. �
ARTICLE VI - MATERNITY LEAVE
6.1 Maternity Leave. Maternity is defined as the physical state of pregnancy
of an employee, commencing eight (8) months before the estimated date of
childbirth, as determined by a physician, and ending six (6) months after
the date of such birth. In the event of an employee's pregnancy, the
employee may apply for leave without pay at any time during the period
stated above and the employer may approve such leave at its option, and
such leave may be no longer than one (1) year.
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� ��-��-�
� ARTICLE VII - DISCIPLINE
7.1 Discharges will be preceded by a five (5) day preliminary suspension
without pay. During said peri d the employee and/or ASSOCIATION may
request, and shall be entitled to a meeting with the EMPLOYER
representative who initiated t e suspenston with intent to discharge.
During the five (5) day period, the EMPLOYER may affirm the suspension
and discharge in accordance wit Civil Service Rules or may modify, or
withdraw same.
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ARTICLE VIII - STRIRES, LOCKOUTS, WORK INTERFERENCE -
8.1 The ASSOCIATION and the EMPLOYER agree that there shall be no strikes,
work stoppages, slow-downs, sitdown, stay-in, or other concerted
interference with the EMPLOYER'S business or affairs by said ASSOCIATION
and/or members thereof, and there shall be no bannering during the
existance of this AGREEMENT without first using all possible means of
peaceful settlement of any controversy which may arise. Employees
engaging in same shall be liable for disciplinary action.
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: ��-��'.�
' ARTICLE IX - GRIEVANCE PROCEDURE
9.1 A grievance is defined as a di pute or disagreement as to the interpret-
ation or application of the sp cific terms and conditions of this
AGREEMENT.
9.2 The EMPLOYER will recognize re resentatives designated by the ASSOCIATION
as the grievance representativ s of the bargaining unit having the duties
and responsibilities establish d by this Article. The ASSOCIATION shall
notify the EMPLOYER in writing of the names of such Association
Representatives and of their s cessors when designated. The EMPLOYER
shall notify the ASSOCIATION in writing as to its designated
representatives.
9.3 It is recognized and accepted b the ASSOCIATION and the EMPLOYER that
the processing of grievances as hereinafter provided is limited by the
job duties and responsibilities of the employees and shall therefore be
accomplished during normal work ng hours when consistent with such
employee duties and responsibil ties. The aggrieved employee and an
Association Representative shal be allowed a reasonable amount of time
without loss of pay when a grie ance is investigated and presented to the
EMPLOYER during normal working h urs provided that the employee and
Association Representative have otified and received the approval of
designated supervisor and provid d that such absence is reasonable and '
would not be detrimental to the ork programs of the EMPLOYER. It is
understood that the EMPLOYER sha 1 not use the above limitation to hamper
the processing of grievances.
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ARTICLE IX - GRIEVANCE PROCEDURE (continued)
9.4 Grievances, as defined by Section 9.1, shall be resolved in conformance
with the following procedure:
Step 1. An employee claiming a violation concerning the interpretation
or application of this AGREEMENT shall, within twenty-one (21)
calendar days after such alleged violation has occurred,
present such grievance to the employee's supervisor as
designated by the EMPLOYER. The Employer-designated
representative will discuss and give an answer to such Step 1
grievance within ten (10) calendar days after receipt. A
grievance not resolved in Step 1 and appealed to Step 2 shall
be placed in writing setting forth the nature of the grievance,
the facts on which it is based, the provision or provisions of
the AGREEMENT allegedly violated, the remedy requested, and
shall be appealed to Step 2 by the ASSOCIATION within fifteen
(15) calendar days after the Employer-designated representative's
final answer in Step 1. Any grievance not appealed in writing to
Step 2 by the ASSOCIATION within fifteen (15) calendar days shall be
- considered waived.
Step 2. If appealed, the written grievance shall be presented by the
ASSOCIATION and discussed with the Employer-designated Step 2
representative. The Employer-designated representative shall
give the Association Employer's Step 2 answer in writing within
ten (10) calendar days following the Employer-designated
representative's final Step 2 answer. Any grievance not
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ARTICLE IX - GRIEVANCE PROCEDURE ( ontinued)
appealed in writing to Step 3 by the ASSOCIATION within ten
(10) calendar days hall be considered waived.
Step 3. If appealed, the wr tten grievance shall be presented by the
Association and dis ussed with the Employer-designated Step 3
representative. The Employer-designated representative shall
give the ASSOCIATIO the Employer's answer in writing within ten
(10) calendar days a ter receipt of such Step 3 grievance. A
grievance not resolv d in Step 3 may be appealed to Step 4
within ten (10) cale dar days following the Employer-designated
representative's fin 1 answer in Step 3. Any grievance not
appealed in writing o Step 4 by the ASSOCIATION within ten
(10) calendar days s all be considered waived.
Step 4. A grievance unresolv in Step 3 and appealed to Step 4 by the
ASSOCIATION shall be ubmitted to arbitration sub�ect to the
provisions of the Pub ic Employment Labor Relations Act of
1971, as amended. If a mutually acceptable arbitrator cannot
be agreed upon, the s lection of an arbitrator shall be made in
accordance with the " ules Governing the Arbitration of
Grievances" as establ shed by the Public Employment Relations
Board.
Step 5. The arbitrator shall h ve no right to amend, modify, nullify,
ignore the terms and c nditions of this AGREEMENT. The
arbitrator shall consi er and decide only the specific issue(s)
submitted in writing b the EMPLOYER and the ASSOCIATION, and
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ARTICLE IX - GRIEVANCE PROCEDURE (continued)
shall have no authority to ma.ke a decision on any other issue
not so submitted. The arbitrator shall be without power 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, copies to
both parties and the Bureau of Mediation Service within thirty
(30) days following the 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 binding
on both the EMPLOYER and the ASSOCIATION and 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.
9.5 The fees and expenses for the arbitrator's services and proceedings shall
be borne equally bq the EMPLOYER and the ASSOCIATION provided that each
party shall be responsible for compensating its own representatives and
witnesses. If either party desires a verbatim record of the proceedings,
it may cause such a record to be made, providing it pays for the record.
If both parties desire a verbatim record of the proceedings the cost
shall be shared equally.
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ARTICLE I% - GRIEVANCE PROCEDURE (c tinued)
9.6 If a grievance is not presented within the time limits set forth above,
it shall be considered "waived". If a grievance is not appealed to the
next step within the specified ime limit or any agreed extension
thereof, it shall be considered settled on the basis of the H�LOYER'S
last answer. If the EMPLOYER do s not answer a grievance or an appeal
thereof within the specified ti e limits, the ASSOCIATION may elect to
treat the grievance to the next step. The time limit in each step may be
extended by mutual written agre ment of the EMPLOYER and the ASSOCIATION
in each step.
9.7 It is understood bq the ASSOCIA ION and the EMPLOYER that a grievance may
be determined by either the gri vance procedure of this contract or by
the provisions of the Civil Se ice Rules of the City of Saint Paul. If
an issue is determined by this rievance procedure it shall not again be
submitted for arbitration under the Civil Service Rules. If an issue is
determined by the provision of he Civil Service Rules it shall not again
be submitted for arbitration un er this grievance procedure.
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ARTICLE R - WAGES '
10.1 Effectuve January 2, 1988 all salary rates in Steps A through 15 yr. shall
be increased two (2.0) percent. Where applicable the 20 year step and the
25 year step shall remain $9.50 bi-weekly greater than the preceding step.
10.2 Any retroactive ealary adjustments shall be applicable only to employees who
were on the employer's payroll on February 19, 1988.
10.3 The wage schedule is attached for purposes of reference only and is not a
part of this contract.
10.4 Notwithstanding 10.1 and 10.2, salary rates shall be reduced in the
amounts neceseary to equalize payment to individual employees and City
employees who receive different pension benefits.
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• ��i���
ARTICLE %I - SAVING CLAUSE
11.1 This AGREEMENT is sub�ect to he laws of the United States, the State of
Minnesota. In the event any rovisions of this AGREEMENT shall be held
to be contrary to law by a co rt of competent jurisdiction from whose
final �udgment or decree no a peal has been taken within the time
provided, such provisions sha 1 be voided. All other provisions shall
continue in full force and ef ect. The voided provision may be
renegotiated at the written r uest of either party. All other
provisions of this AGREEMENT s all continue in full force and effect.
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ARTICLE %II - INSURANCE -
12.1 The EMPLOYER will continue for the period of this AGREEMENT to provide
for employees such health and life insurance contributions as are provided
�y EMPLOYER at the time of execution of this AGREEMENT.
12.2 The EMPLOYER will for the period of this AGREEMENT provide for full-time
employees who retire after the time of execution of this AGREEMENT and until
such employees reach sixty-five (65) years of age such health insurance
contributions and life insurance contributions as are provided by the EMPLOYER
for active employees under this Agreement.
12.3 The Employer will for the period of this Agreement provide for half-time
employees who retire after the time of execution of this Agreement and until
such employees reach sixty-five (65) years of age fifty percent (50�) of such
health insurance contributions and life insurance contributions as are provided
by the Employer for full-time employees who retire under this Agreement.
12.4 Not withstanding Article 12.2, the Employer will for the period of this
Agreement contribute for full-time employees who retire after December 31, 1985
and who select an Indemnity Insurance Plan provided by the Employer and
_ until such retirees reach sixty-five (65) years of age, the cost of such
retiree coverage or �106.32 per month whichever is less. For such retirees
selecting family coverage the Employer will contribute the cost of such family
coverage or $284.I2 per month, whichever is less.
For half-time employees who retire after December 31, 1985 and who select
an Indemnity Insurance Plan provided by the Employer and unitl such retirees
reach sixty-five (65) years of age, the Employer will contribute fifty percent
(50') of such health insurance contributions as are provided by this Article
12.4 for full-time employees who retire.
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� ARTICLE %II - INSURANCE
12.5 Employees who retire after exec tion of this Agreement must meet the following
conditions at the time of retir ent to be eligible for the City contributions
to health insurance set forth i Articles 12.2 and 12.3. __
12.51 Be receiving benefits from a public employee retiree act at the
time of retirement.
AND
12.52 Have severed his rela ionship with the City of St. Paul under one
of the early retiree lans.
12.6 Effective January 1, 1987, in a dition to meeting the eligibility requirements
stated in 12.51 and 12.52 above retiring employees must also meet the
following condition in order to be eligible for the early retiree insurance
benefits set forth in Articles 2.2, 12.3 and 12.4
12.61 Must be at least 58 y ars of age and have completed 25 years of
employment with the C ty of St. Paul
OR
The combination of th ir age and their years of service must equal
eighty-five (85) or m re.
OR
Must have completed a least thirty (30) years of service.
12.7 Effective January 1, 1987, full time employees who retire and who meet the
conditions set forth in 12.51 a d 12.52 but who meet none of the conditions set
forth in 12.61, shall be eligib e for the following percentages of the amount
contributed by the Emploqer tow rd health insurance for active employees in the
same health plan. Such retiree shall be eligible for such contribution until
they reach sixty-five (65) year of age.
Combination of Age Contribution For Contribution For
and Years of Service Single Coverage Family Coverage
84 90� 90�
83 807 80�
82 70� 70�
81 60� 607
80 507 507
12.8 A Retiree maq not carry his/her spouse as a dependent if such spouse is also a
a City retiree or City employee and eligible for and is enrolled in the City
health insurance program.
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ARTICLE %II - INSURANCE �
12.9 For each eligible employee covered by this Agreement who is employed full-time
and who selects employee insurance coverage, the Employer agrees to contribute
the cost of such coverage or �75.00 per month, whichever is less. For each -
full-time employee who selects family coverage, the Emploqer will contribute
the cost of such family coverage or �185.00 per month, whichever is less.
12.10 For the purpose of this Article, full-time employment is defined as appearing
on the payroll at least 32 hours per week or at least 64 hours per pay period
excluding overtime hours.
12.11 For each eligible employee covered by this Agreement who is employed half-time
who aelects employee insurance coverage, the Employer agrees to contribute
fifty percent (50x) of the amount contributed for full-time employees
selecting employee coverage in the same insurance plan. For each half-time
employee who selects family insurance coverage, the Employer will contribute
fifty percent (50�) of the amount contributed for full-time emploqees
selecting family coverage in the same insurance plan.
12.12 For the purpose of this Article, half-time employment is defined as appearing
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 hours.
12.13 For each eligible employee the Employer agrees to contribute the cost of
$5,000 of life insurance coverage or $1.32 per month whichever amount is less.
Any increase in this Life insurance premium shall be paid by the employee.
12.14 The contributions indicated in this Article 12 shall be paid to the Employer's
Group Health and Welfare Plan.
12.15 Any cost of any premium for any City-offered employee or family insurance
coverage in excess of the dollar amounts stated in this Article 12 shall be
paid by the employee.
12.16 For the purpose of this Article 12 an early retiree is a retiree who is less
than sixty-five (65) years of age.
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� ��'���
' ARTICLE %III - VACATION
13.1 Vacation credits shall accumul te at the rates shown below for each full
hour on the payroll, excludin overtime.
Years of Service Hours of Vacation
lst year thru 8th year .0577
9th year thru 15th year .0770
16th year and thereafter .0962
13.2 The head of the department may ermit an employee to carry over into the
"vacation year" beginning Decem er 7, 1985 and each "vacation year" thereafter
up to eighty (80) hours of vaca ion.
For the purpose of this article the "vacation year" shall be the fiscal
year (IRS payroll reporting yea ) .
13.3 The above provisions of vacatio shall be subject to the Saint Paul Salary
Plan and Rates of Compensation, Section I, Sub. H.
13.4 If an employee has an accumulat on of sick leave credits in excess of one
hundred and eighty days, he may convert any part of such excess of vacation
at the rate of one-half day's v cation for each day of sick leave credit.
No employee may convert more th n ten (10) days of sick leave in each calendar
year under this provision.
21 -
ARTICLE %IV - HOLIDAYS �
14.1 Holidays recognized and observed. The following days shall be recognized
and observed as paid holidays.
New Year's Day Columbus Day
Martin Luther King Day Veterans' Day
Presidents' Day Thanksgiving Day
Memorial Day Christmas Day
Independence Day T�ao floating holidays
Labor Day
Eligible employees shall receive pay for each of the holidays listed
above, on which they perform no work. Whenever any of the holidays
listed above shall fall on Saturday, the preceding Friday shall be
observed as the holiday. Whenever any of the holidays listed above shall
fall on Sunday, the succeeding Monday shall be observed as the holiday.
14.2 The floating holidays set forth in Section 14.1 above maq be taken at any
time during the contract year, sub�ect to the approval of the Department
Head of any employee.
14.3 Eligibility Requirements. In order to be eligible for a holiday with
pay, an employee's name must appear on the payroll on any six working
days of the nine working days preceding the holiday; or an employee's
name must appear on the payroll the last working day before the holiday
and on three other working days of the nine working days preceding the
holiday. In neither case shall the holiday be counted as a working day
for the purposes of this section. It is further understood that neither
temporary, emergency nor other employees not heretofore eligible shall
receive holiday pay.
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v
� ARTICLE RV - LEAVES OF ABSENCE
15.1 Any employee who has accumulat d sick leave credits as provided above
shall be granted leave with pa , for such period of time as the head of
the department deems necessary on account of sickness or in�ury of the
employee, quarantine establish d and declared by the Buresu of Health,
death of the employee`s mother f�ther, spouse, child, brother, sister,
mother-in-law, father-in-law, r other person who is a member of the
household; and may be granted eave with pay for such time as is actually
necessary for office visits to a doctor, dentist, optometrist, etc. ,
or in the case of sudden sickn ss or disability of a member of his
household, making arrangements for the care of such sick or disabled
persons up to a maximum of eig t hours sick leave.
15.2 Any employee who has accumulate sick leave credits, as provided in
the Civil Service Rules, shall e granted one day of such leave to
attend the funeral of the emplo ee's grandparent or grandchild.
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ARTICLE XVI - NON-DISCRIMINATION •
16.1 The terms and conditions of this AGREEMENT will be applied to employees
equally without regard to, or discrimination for or against, any
individual because of race, color, creed, sex, age, or because of
membership or non-membership in the UNION.
16.2 Employees will perform their duties and responsbilities in a
non-discriminatory manner as such duties and responsibilities involve
other employees and the general public.
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� ���'���
ARTICLE XVII - DURATION AND EFFECT VE DATE
17.1 Com lete A reement With Waive of Bar ainin . This AGREEMENT shall
represent the complete AGR NT between the ASSOCIATION and the
EMPLOYER. The parties acknow edge that during the negotiations which
resulted in this AGREEMENT, e ch had the unlimited right and opportunity
to make requests and proposal with respect to any sub�ect or matter not
removed by law from the area f collective bargaining, and that the
complete understandings and a reements arrived at by the parties after
the exercise of that right an opportunity are set forth in this
AGREEMENT. Therefore, the LOYER and the ASSOCIATION, for the life of
this AGREEMENT, each voluntar ly and unqualifiedly waives the right, and
each agrees that the other sh 11 not be obligated to bargain collectively
with respect to any subject o matter referred to or covered in this
AGREEMENT.
17.2 Except as herein provided this AGREEMENT shall be effective as of January 1,
1988 and shall continue in fuI force and effect thru December 31, 1988, and
thereafter until modified or a ended by mutual agreement of the parties.
Either party desiring to amend or modify this AGREEMENT shall notify the other
in writing so as to comply wit the provisions of the Public Employment Labor
Relations Act of 1984.
25 -
ARTICLE XVII - DURATION AND EFFECTIVE DATE (continued) �
17.3 This constitutes a tentative agreement between the parties which will be
recommended by the City Negotiator, but is subject to the approval of the
Administration of the City, the City Council and is also subject to the
ratification by the ASSOCIATION.
WITNESSES
CITY F SAINT PAUL CITY ATTORNEYS PROFESSIONAL ASSOCIATION
.
�
, �
at on Mana r resident
. .
Pe nel irector
�
DATED: February 26, 1988
- 26 -
�r�-���
� APPENDIX A
Law Cler
F,ffective A B C D E F 10-yr. 15-yr. 20-yr. 25-yr.
1-02-88 813.71 $42.27 874.02 908. 14 942.26 977.16 999.38 1023. 19 1032.69 1042.19
Legal Assist nt I
1-02-88 1023.98 1066.04 1109.68 1154.10 1202.52 1252.52 1281.87 1312.02 1321.52 1331.02
Legal Assist nt II
1-02-88 1129.49 1172.36 1222.36 1271.55 1325.51 1379.46 1415.95 1450.86 1460.36 1469.86
Legal Assist nt III
A B C D E F G 10-yr. 15-yr.
1-02-88 1446.00 1504.84 1563.71 1641 88 1724.45 1791.02 1900.16 1958.15 2015.24
PROFESSIONAL/ADMINZ TRATIVE TITLES
Attorney
Effective A B C E F G 10-yr. 15-yr.
1-02-88 1127.93 1167.60 1208.08 126 .23 1315.98 1373.90 1434.21 1469.91 1510.39
Attorney I
1-02-88 1218.39 1261.23 1305.67 136 .79 1423.09 1486.58 1554.02 1595.29 1636.55
Attorney II
1-02-88 1388.20 1437.38 1488.17 155 .63 1624.57 1698.44 1776.21 1822.23 1872.22
Attorney V
1-02-88 1462.79 1515.93 1569.11 163 .72 1714.30 1792.85 1873.01 1925.39 1976.95
Attorney �
1-02-88 1748.42 1811.90 1877.77 196 .47 2053.92 2148.35 2247.54 2311.03 2373.70
Attorney I
1-02-88 1895.23 1964.67 2037.27 213 .89 2230.08 2333.23 244I.93 2510.96 2579.22
ATTORNEY II
1-02-88 2001.55 2116.04 2150.72 225 .50 2356.24 2466.53 2582.37 2653.80 2726.01
ATTORNEY III
1-02-88 2059.71 2134.89 2213.35 231 .15 2425.03 2538.64 2657.95 2731.51 2805.90
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