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88-506 .' • WHITE - CITY CLERK PINK - FINANCE G I TY O SA I NT PAU L Council CANARV -OEPARTMENT X�j /p) BLUE - MAVOR Flle NO. r' �`�� ' ounc l Resolution �� Presente y Referred To Committee: Date �,'�r'1 �"�a Out of Committee By Date RESOLVED, that the Council of t e City of Saint Paul hereby approves and ratifies the attached Agreement betw en the City of Saint Paul and the Saint Paul Fire Supervisory Association. COUNC[LMEN Yeas ��"" Nays Re Department o • �� P�.R:30NNEL _�� ,t�,� In Favo Scheibel � Sonnen A gai n s t �edese�V/�0+�/'O Vl�iksw� Adopted by Council: Date „PR 1 '- 1�� Form pproved b City t n ! _ Certified Pas � ncil S etary BY gy, �- � � " Appro d by Mayor for Sub ' sion to Council A►pproved by avor: Date `` f By B PUBl1SHED ��'r� �� 988 � �� „ - z; .,�.: �c-e-;- .�^'�> k � .i i�' � �;✓ / t ,�� R � � '�� ( .�.�y. �� ;� �� .�'�,� �� ' � � ..�� yi .r 1 t ' y}e / �Z j � 1� ' t f I ".Z ��. 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"� 7 r �t e,- :F `� � .��'y r s d }' f��._ �i � � i r� � � $�� . ! -. - t - " � � � e � :� / r` �. �` � � `'' � � i` � _ t K�` � `r 3� -' x,�d� ,• �'y�� i b �. ' � ,y .,t i � � { } ' v. / �' � ��`� �� ,� �F„4 ' i q f 7 �.'n 'd t �yt�' _ .� '` v .. . . . :. _.n s'`, g.'�z�w._ .. , . . _a•4'e' . ,_ , .. e .. . ...i,,a. .,i,1 f,. ., ,. �.. . .�,.1-.... ��,�. �..,..Y i . ., �. ... _ .�:z wi_. .. ?-� i ;: PER ONNEL-LABOR RELATIONS I�PAF� E1�T _ �� ° _ 05945 J S E. LOMBARDI CONTAC • 298�4221 PHONE '_—r ��'�� FEB u DaTE � F�� ASSIG NUIrBER FOR ROUTING ORDER Cli All Lo ations .for Si nature : � J�� D�partment 'Director 3 Director` of `iManagement/Mayor �` F�nance and Management Services Director � 4 Ci Clerk B�dget Director 2 Ci�ty Attorney , WHAT ILL BE ACHIEVED BY TAKING ACTION ON TH ATTACHED T RIALS? (Rurpose/ Rationale) : This '�resolution �approyes a three-year cont act between the City andR�nt Paul Tire Supe�visory Association. The contract per od is January 3, 1987 through December 31, 1989. Atta¢hed is a summary of the pertinent fac s regarding this Agre��2 1988� i I I M/�YOR'S OFFICE ; - I . COST B NEFIT BUDGETARY AND PERSONNEL IMPACT ANTICIPATED: co�t jfor i9s�: $ s6, »5.�o Council Research C cofit �for �9ss: s4,2�a.40 enfet Cost for 19$9: 53,051 .60 NJ/�� '� i9�8 � TOTAL: $193,505.70 � These figures relect a 5.3� Comp. Worth adj stment plus a 2.5X general wage increase in 1987. . In 14 8, a 2.5X Comp. Worth adjustment and .Oy general wage increase are indic�Ced;- �4s to 198�`-, the C mp. Worth adjustment will be 2.3� and the eneral wa e increase will he 2'.OX. FINANC NG SOURCE AND BUDGET ACTIVITY NUNBER ARG� OR CRED�1'ED: (Mayor's signa- ture not re- Totajl Amount of "Transaction: $193,505. �o quired if under � �10,00Q) Fun i ng Sour�e: .. Activity Number:, • ATTACH NTS List and Number All Attactunents 1 - S int Paul Supervisory�Association Cont act Summary 1 - C uncil Resolution R��E'1/t°D 1 - G een Sheet V C � 1 - C py for City Clerk �EB I . I � � C 8 1988 � . . ITYATTC�RIV�V DEPARTM NT REVIEW CITY ATTORNEY REVIEW x Yes No Council Resolution Required? ' Resolution Required? Yes No Yes �No Insurance Required? Insurance Sufficient? Yes No Yes �No Insurance Attached: �� (SEE•REVERSE SIDE FO IMSTRUCTIONS) _ � Revisedll2/84 � - I , �e;c�v`�� , . . . CITY O SAINT PAUL ME�ERS: . ,i � . OFFICID O T�3� CITY COIINCIL �b Long, Chair � Janice Rettman • Tom Dimond � Co 'ttee Re ort I� ' P �inance Mana eme t & Personnel Commi�tee. rch 28, 1988 Est. Presenting Time Councilmernber/Staff l . Approval of minutes of March 7th meeting. Approved PERSONNEL 1 :30 2. Report from Deputy Mayor Lee Ann Turchin on status of city p�licy implementing Cat� Practices Act. Laid over to April 4 1 :45 3. Resolution establishing tfe rate of pay for Lead Video Fr•ed Haider Specialist in the Salary lan and Rates of Compensation Resolution for Grade 13, ectlon 1D3, Professional Employees Non-Supervisory Star�dard Ranges. Laid over to April 4 (Referred from Council March 17) 1 4 Resoiuttcm � ��^�� atifying � ��,r� Jam Lomb�ardi �i''J.+ U X p:.5 ftS' !�� (�'... .�� `"�r,t.�� 1.,, '�°t"': �� "�'F�"'�i`y A - FINANCE b BUOGET 2:00 5. Resolution distributing e ualiy to each Councilmember Bill Wilson a portion of City Gouncil budget in ob,ject codes 0200 and 030U to be used as th demands for committees and communities require and directing the Director of Council Research to revie Council budget and make recommendat.iori to ref)ect this change for final approval by City Counr_i1 wii:hin 30 days of passage of this resalution; and Pro��osed mendment. Laid over to April 4 t La i d over Marct�� 14) CITY HALL SEVENTH LOOR SAINT PAUL, MINNESOTA 55102 . �.is . ��-�� FINANCE 8 BUDGET 2: 15 6. Discussion of Finance Co ittee's Budget Work Plan. LICENSING 2:30 7. Resolution declaring a po icy and practice of the Bill Wilson Council to address licens violations by suspendinq, revoking or modifying ter s and canditions of license but shall not include lev ing a fine or charging additional fees other tha costs related to the t�earing process as a cond tion of adverse action ayainst a licenseholder. , Laid over to April 4 (Referred from Council Ma ch 17) 2:40 8. Resolution establishing a $100 application fee for Janet Odalen off-street parking modifi ation for businesses licensed to sell intoxica ing liquor and non-intoxi- cating malt liquor. (Ref rred from Council March 8) L,aid over to April 11 2:50 9. An ordinance amending Cha ters 409 and 310 of the Saint Bob Long/ Paul Legislative Code pro iding for use of hearing Jerry Segal � examiner in adverse heari gs and establishing pre- sumptive penalties for vi lations of liquor laws. (Laid over March 7) 409 - approved with amendment 3: 10 10. Discussion of Special Inv stigative Report to Mayor 310 - amended - sent regarding licensing. to City Clerk without _ recommendation Note: Agenda order is tentative a d may be ct�anged by the committee if circumstances dictate. Age da times are provided as a rough estimate so city staff involved in presentations can plan their work schedule to minimize t e time spent waiting for their agenda item. The committee may telephone any scheduled presentor and ask them to advance their presentation if the committee is running ahead of schedule. 7 �� SAINT PA SUPERVISORY ASSOCIATION CONTRACT SUNIMARY I. Duration This is a three year c ntract covering 1987, 1988 and 1989. II. Legal Services New Legal Service lang age has been added eliminating the employer's responsibil ty for providing legal services when the employee is the one in tiating the legal action. III. Insurance A. The word contribut ons has been substituted for the word benefits where ref rence is made to the Employer's insurance obligation for the contract period. B. The City's health nsurance contributions for active employees will remain at the current levels of $70 for single and $180 for family coverag through 1989. C. Effective January , 1989 the City's health insurance contributions for arly retirees selecting an HMO have been reduced from $106. 2 for single and $318.41 for family coverage to $84.42 for single and $211.09 for family coverage. D. The City's health nsurance contributions for early retirees selecting the Inde nity Health Insurance plan will remain at the current levels of $106.32 for single and $318.41 for family coverage th ough 1989. E. The eligibility re uirements for early retiree health insurance contribu ions have been increased for 1989. In addition to the pr vious requirements the early retiree must have completed 25 ears of service. F. This contract esta lishes the eligibility requirements for the Medicare supplemen insurance offered to retirees at the age of 65. This benefi will not be available in the future to retirees with less than 20 years of service. G. New language has b en added stating that the health insurance plans of ered by the employer shall consist of the benefits and condi ions established through the contracts between the employ r and the selected insurance carriers. IV. Severance Pay New eligibility require ents for severance pay have been added. Instead of an employee eing required to have at least 60 days of sick leave accrued a the time of separation, an employee must have at least 80 d ys. The maximum amount of severance pay has been increased fro $6,500 to $7,000. (� �� 1/ St. Paul Supervisory Associ tion Contract Language Page Two V. Wages A. The cost of the w ge adjustments over the 1986 wages for this unit are as follo s: 1. Total Cost = $193,505.70 2. 1987 = $86,175.70 (7.87) 3. 1988 = $54,278.40 (4.57) 4. 1989 = $53,051.60 (4.3�) B. The total wage adj stment over the three years of the contract amounts to a 17.6' increase over the 1986 wages when compounded. C. The wage ad�ustmen s over the life of the contract consist of 10.17 for Comparab e Worth implementation and 6.5' as a general wage incre se. The breakdown for each year of the contract is as fol ows: 1. 1987 Comp. Worth = .3' Gen. Wage = .57 2. 1988 Comp. Worth = .57 Gen. Wage = .07 3. 1989 Comp. Worth = .37 Gen. Wage = .07 SPSAContrSummary MISC I, 2 ` ��-6�� 1987 - 1988 - 1989 AG EEMENT - b tween - THE CITY F SAINT PAUL - and - THE SAINT PAUL FIRE SUPERVISORY ASSOCIATION � , C�� D� INDEX ARTICLE TITLE PAGE I Purpose 1 II Definitions 2 III Recognition 3 IV Security 4 V Employer Authority ,5 VI Grievance Procedure 6 VII Savings Clause 11 VIII Uniform Allowance ].2 IX Legal Services 13 X Seniority 14 XI Call Back 15 XII Insurance 16 XIII Vacation 19 XIV Holidays 2p XV Sick Leave and Mate ity Leave 21 XVI Severance Pay 22 XVII Wages 23 XVIII Residence 24 XIX Incapacitation 25 XX Duration and Effecti e Date 26 Appendix A A1 Appendix B B1 - i - \ �/ ��Y/ ARTICLE I - PURPOSE "� 1.1 The Employer and the Saint P ul Fire Supervisory Association (SPFSA) agree that the purpose of en ering into this AGREEMENT is to: 1.11 Achieve orderly and pea eful relations, thereby establishing a system of uninterrupted perations and the highest level of performance that is cons stent with the well being of all concerned. 1.12 Establish the fu11 and c mplete understanding of the parties concerning the terms and conditions of this AGREEMENT. 1.13 Establish procedures to rderly and peacefully resolve disputes as to the application of in erpretation of this AGREEMENT. 1.14 Place in written form th parties' agreement upon terms and conditions of employment for the duration of this AGREEMENT. - 1 - / ARTICLE II - DEFINITIONS 2.1 ASSOCIATION: Saint Paul Fire Supervisory Association (SPFSA) 2.2 EMPLOYER: The City of Saint Paul 2.3 ASSOCIATION MEMBER: A member of Saint Yaul Fire Supervisory Association (SPFSA) . 2.4 EMPLOYEE: A member of the exclusively recognized bargaining unit as certified by the State Bureau of Mediation Services in Case No. 78-PR-1056-A dated August 1, 1978. 2.5 VACANCY: As determined by the department head, a funded position opening in a class specified in Article 3.2. 2.6 POSITION: Any specific office, employment or job in the Fire Department in a class specified in Article 3.2. 2.7 TOUR OF DUTY: A. For a fifty-six (56) hour work week employee: The performance of job duties and acceptance of the responsibilities of a position for a consecutive and uninterrupted twenty-four (24) hour period from 8:00 a.m. on a calendar day to 8:00 a.m. on the following calendar day. B. For a forty (40) hour work week employee: The performance of �ob duties and acceptance of the responsibilities of a position for a consecutive and uninterruted eight (8) hour period within a calendar day. 2.8 DEPARTMENT: The fire department of the City of Saint Paul as established and amended from time to time pursuant to Section 9.01 of the City Charter. 2.9 OVERTIME: Work performed by an EMPLOYEE in excess of the EMPLOYEE'S tour of duty by order of the EMPLOYER. - 2 - . �� ARTICLE III - RECOGNITION 3.1 The EMPLOYER recognizes the SPFSA as the exclusive representative for the purpose of ineeting and nego iating the terms and conditions of employment for supervisory Fire Depart ent personnel. 3.2 Job classes which are withi the bargaining unit and covered by this AGREEMENT are as follows: Assistant Fire Marshal Deputy Fire Chief District Fire Chief Emergency Paramedical S rvices Chief Emergency Preparedness oordinator Fire Marshal Fire Training Officer Supervisor of Fire Comm nications 3.3 In the event the EMPLOYER an the ASSOCIATION are unable to agree as to the inclusion or exclusion of a ew or modifed job position, the issue shall be submitted to the Bureau of Me iation Services for determination. - 3 - '� ARTICLE IV - SECURITY 4.1 The EMPLOYER shall deduct from the wages of EMYLOYEES who authorize such I a deduction in writing an amount necessary to cover monthly ASSOCIATION dues I and assessments. Such monies shall be remitted as directed by the ASSOCIATION. I 4.2 The ASSOCIATION may designate �LOYEES from the bargaining unit to act as stewards and shall inform the EMPLOYER in writing of such choice. 4.3 The ASSOCIATION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or judgments brought or issued against the city as a result of any action taken or not taken by the city under the provisions of this article. 4.4 The ASSOCIATION agrees that an administrative service fee of fifty cents ($0.50) per member per month shall be deducted by the City of Saint Paul. - 4 - , � l��'�� ARTICLE V - �LOYER AUTAORITY 5.1 The SPFSA recognizes the pre ogatives of the EMPLOYER to operate and manage its affairs in all re pects in accordance with applicable laws and regulations of appropriate a thorities. The prerogatives and authority which the EMPLOYER has not official y abridged, delegated or modified by this AGREEMENT are retained by the EMPLOYER. 5.2 A public employer is not requ red to meet and negotiate on matters of inherent managerial policy, which incl de but are not limited to, such areas of discretion of policy as the f nctions and programs of the employer, its overall budget, utilization of techno ogy, and organizational structure and selection and direction and number of p sonnel. - 5 - � , � , ARTICLE VI - GRIEVANCE PROCEDURE 6.1 DEFINITION OF GRIEVANCE A grievance is defined as a dispute or disagreement as to the inter- pretation or application of the specific terms and conditions of the AGREEMENT. It is specifically understood that any matters governed by civil service rules or statutory provisions shall not be considered grievances and subject to the grievance procedure hereinafter set forth. No disciplinary action which may be appealed to a civil service or merit system authority will be considered a grievance and subject to the grievance procedure herein. 6.2 SPFSA REPRESENTATIVES The EMPLOYER will recognize representatives designated by the SPFSA as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The SPFSA shall notify the EI�LOYER in writing of the names of such SPFSA representatives and of their ` successors when so designated. 6.3 PROCESSING OF GRIEVANCE It is recognized and accepted by the SPFSA and the EMPLOYER that the processing of grievances as hereinafter provided is limited by the �ob duties and responsibilities of the EMPLOYEE and shall therefore be accomplished during normal working hours only when consistent with such II�IPLOYEE duties and responsibilities. The aggrieved EMPLOYEE and the SPFSA shall be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the EMPLOYER during normal working hours provided the EMPLOYEE and the SPFSA representatives have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work program of the �LOYER. - 6 - � �� ARTICLE VI - GRIEVANCE PROCEDURE (continued) 6.4 PROCEDURE Grievances, as defined by Se tion 5.1 shall be resolved in conformance with the following procedure: Step 1. An EMPLOYEE c aiming a violation concerning the interpretation of ap�lication of the C ntract shall within twenty-one (21) calendar days after such alleged viol tion has occurred present such grievance to the EMPLOYEE'S supervisor a designated by the EMPLOYER. The EMPLOYER- designated representati e 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 a d appealed in Step 2 shall be placed in writing setting forth the nature of the grievance, the facts on which it is based, the provision or provisi ns of the Contract allegedly violated, the remedy requested, and shall be ppealed to Step 2 within ten (10) calendar days after the EMPLOYER-desig ated representative's final answer in Step 1. Any grievance not appeal d in writing to Step 2 by the SPFSA within ten (10) calendar days shall e considered waived. Step 2. If appealed, th written grievance shall be presented by the SPFSA, and discussed with the EMPLOYER-designated Step 2 representative. The EMPLOYER-designated r presentative shall give the SPFSA the EI�LOYER'S Step 2 answer in writing ithin ten (10) calendar days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 - 7 - � . , ARTICLE VI - GRIEVANCE PROCEDURE (continued) 6.4 PROCEDURE-Step 2 (continued) may be appealed to Step 3 within ten (10) calendar days followin the EMPLOYER-desi nated re resentative's Ste 2 g 8 P P answer. Any grievance not appealed in writing to Step 3 by the SPFSA within ten (10) calendar days shall be considered waived. Step 3. If appealed, the written grievance shall be presented by the SPFSA to, and discussed with the EMPLOYER-designated Step 3 representative. The EMPLOYER-designated representative shall give the SPFSA the E1�LOYER'S answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed by the SPFSA to • Step 4 within ten (10) calendar days following the EMPLOYER-designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the SPFSA within ten (10) calendar days shall be considered waived. Step 4. A grievance unresolved in Step 3 and appealed to Step 4 shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971. The selection of an arbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as established by the Public Employment Relations Board. - 8 - . /��G�� ARTICLE VI - GRIEVANCE PROCEDURE (continued) � 6.5 ARBITRATOR'S AUTHORITY The arbitrator shall have n right to amend, modify, nullify, ignore, add to, or subtract from th terms and conditions of the AGREEMENT. The arbitratar shall conside and decide only the specific issue(s) submitted in writing by the LOYER and the SPFSA, and sha11 have no authority to make a decis on on any other issue not so submitted. 6.6 The arbitrator shall be with ut power to make decisions contrary to or inconsistent with or modi ying or varying in any way the 33 cation of laws, rules or reg lations having the force and effect of Iaw. The arbitrator's decis on shall be submitted in writing within thirty (30) days following t e close of the hearing or the submission of briefs by the parties, wh chever is later, unless the parties agree to an extension. The decisi n shall be based solely on the arbitrator's interpretation or applicatio of the express terms of this AGREEMENT and to the facts of the grie nce presented. 6.7 The fees and expenses for the arbitrators' services and proceedings shall be borne equally by the II�LOYER and the SPFSA, provided that each party shall be responsib e for compensating its own representatives and witnesses. If either par y desires a verbatim record of the pro- ceedings, it may cause such a record to be made, providing it pays for the record. If both part es desire a verbatim record of the proceedings, the cost shall b shared equally. - 9 - i / . ARTICLE VI - GRIEVANCE PROCEDURE (continued) , 6.8 WAIVER If a grievance is not presented within the time limits set forth above, it shall be considered "waived". If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shall be considered settled on the basis of the EMPLOYER'S last answer. If the EMPLOYER does not answer a grievance or an appeal thereof within the specified time limits, the SPFSA may elect to treat the grievance as denied at that step and immediately appeal the grievance to the next step. The time limit on each step may be extended by mutual written agreement of the employer and the SPFSA in each step. 6.9 RECORDS All documents, communications and records dealing with a grievance shall be filed separately from the personnel files of the involved employee(s) . - 10 - , . C�,�--�� ARTICLE VII - SAVINGS CLAUSE 7.1 This AGREEMENT is sub�ect t the laws of the United States, the State of Minnesota and the City o Saint Paul. In the event any provision ___ of this AGREEMENT shall be ld to be contrary to law by a court of competent jurisdiction from hose final �udgment or decree no appeal has been taken within the ti e provided, such provisions shall be voided. All other provision shall continue in full force and effect. The voided provision may be enegotiated at the written request of either party. 11 - ARTICLE VIII - UNIFORM ALLOWANCE 8.1 The 1972 base of One Hundred 1�aenty Dollars ($120.00) as a clothing allowance on a voucher system will be increased January 1, 1974, and each year thereafter on the basis of a yearly study of the increased cost of the defined uniform. The 1972 base cost of the uniform is stipulated and attached as Appendix A. 8.2 It is further understood that Fire Prevention Employees shall receive a clothing allowance which is Thirty ($30.00) dollars greater than that provided herein for other employees. • - 12 - . ' �� ARTICLE IX - LEGAL SERVICES 9.1 Except in cases of malfeasan e in office or willful or wanton neglect of duty, the EMPLOYER shall efend, save harmless and indemnify an EMPLOYEE, and/or his estate, against any claim or demand, whether groundless or otherwise, ari ing out of an alleged act or omission occurring in the performance and scope of the EMPLOYEE'S duties. 9.2 Notwithstanding Article 9.1, the employer shall not be responsible for paying any legal service fee or for providing any legal service arising from any legal actio where the employee is the Plaintiff. - 3 - . ARTICLE X - SENIORITY 10.1 Department Seniority For the purposes of this AGREEMENT seniority shall be defined as the length of continuous and uninterrupted employment in the fire department. 10.2 Loss of Department Seniority An EMPLOYEE will lose acquired department seniority in the following instances: 10.31 Resignation 10.32 Discharge 10.33 Retirement 10.3 Work Force Reduction In the event of a reduction in the department work force, such reduction shall occur in accordance with Section 22 of the Civil Service Rules as of the date of the signing of this AGREEMENT. 10.4 Reduction in Rank Reduction in rank shall be in accordance with the Civil Service Rules as of the date of the signing of this AGREEMENT. (Except as indicated below) 10.41 Reduction in rank for periods up to but no more than 30 consecutive calendar days will be by platoon seniority. 10.42 Reduction in rank for more than 30 consecutive calendar days shall be in accordance with the Civil Service Rules as of the date of the signing of this AGREEMENT. - 14 - . l�� ARTICLE %I - CALL BACK 11.1 EMPLOYEES required to report for work by the EMPLOYER during scheduled off-duty time will be compen ated the straight time rate. The minimum payment under this Article w 11 be four (4) times the EMPLOYEE'S hourly rate. An early repor of two (2) hours or less or an extension of a normally scheduled tour of duty shall not qualify an EMPLOYEE for this minimum payment. - 5 - ARTICLE XII - 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 by EMPLOYER at the time of execution of this AGREII�NT. 12.2 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 $70.00 per month, whichever is less. For each full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $180.00 per month, whichever is less. 12.3 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. 12.4 For each eligible employee covered by this Agreement who is employed half-time who selects insurance coverage, the Employer agrees to contribute fifty percent (50�) of the amount contributed for full-time employees selecting the same coverage. 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 Ieast 40 hours but less than 64 hours per pay period excluding overtime hours. 12.5 In the event of the death of an active employee or an early retiree the dependents of such employee or retiree shall have the option, within thirty (30) days, to continue the current hospitalization and medical benefits, including such changes as may be made from time to time, which said dependents previously had, at the premium applicable to early retirees. It is further understood that the coverage shall cease in the event of: 12.51 Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 12.52 The employment of the surviving spouse where hospitalization and . medical insurance coverage is obtained through a group program provided by said EMPLOYER. It is further understood however, that in said event, the surviving spouse shall have the right to maintain City hospitalization and medical insurance coverage for the first ninety (90) days of said employment. 12.6 Effective January 1, 1987, for each employee who retires during the period January 1, 1987 through December 31, 1988 and is eligible for early retiree benefits under the terms set forth in this Article 12 and who selects employee insurance coverage, the EMPLOYER agrees to contribute the cost of such coverage or $106.32 per month, whichever is less. For each such eligible early retiree who selects family insurance coverage, the EMPLOYER will contribute the cost of such family's coverage or $318.41, whichever is less. - 16 - . �=�� 12.7 Effective January 1, 1989, he Employer will for the period of this Agreement contribute for full-time em loyees who retire and who select the Indemnity Health Insurance Plan provi ed by the Employer and until such retirees reach sixty-five (65) years of ag , the cost of such retiree coverage of $106.32 per month whichever is less For such retirees selecting family coverage or $318.41 per month, which ver is less. 12.8 Effective January 1, 1989, he Employer will for the period of this Agreement contribute for employees wh retire and who select the Health Maintenance Organization Plan (HMO) pro ided by the Employer and until such retirees reach sixty-five (65) years of age, the cost of such retiree coverage or $84.42 per month whichever s less. For such retirees selecting family coverage the Employer will ontribute the cost of such family coverage or $211.09 per month, whicheve is less. 12.9 The Employer will for the p riod of this Agreement provide for half-time employees who retire after he time of execution of this Agreement and until such retirees reach sixty-f ve (65) years of age fifty percent (50x) of such health insurance contributi ns as are provided by the Employer for full-time employees who retire under his Agreement selecting the same coverage. 12.10 For Employees who retire at the age of 65 or older or for early retirees upon reaching age 65, and w o have completed at least twenty years of service at the time of thei retirement, the Employer will provide health insurance contributions tow rd employee health insurance plans as are provided by the Employer for retiree 65 years of age or older as approved by City Council Resolution. For su h employees or early retirees who have not completed at least twenty (20) years f service at the time of their retirement, the Employer will discontinue p oviding any health insurance contributions upon their retirement or in the case o early retirees upon their reaching age 65. 12.11 Employees who retire after xecution of this Agreement must meet the following conditions at the time of r tirement to be eligible for the City contributions to health insurance set for h in Articles 12.6 through 12.8. • 12.11.1 Be receiving benef ts from a public employee retiree act covering employees of the C ty of St. Paul at the time of retirement. AND 12.11.2 Have severed his r lationship with the City of St. Paul under one of the early retir e plans. 12.12 Effective January 1, 1989 i addition to meeting the eligibility requirements stated in 12.11.1 and 12.11 2 above, retiring employees must also meet the following condition in orde to be eligible for the early retiree insurance benefits set forth in Artic es 12.6 through 12.8. 12.12.1 Must have complete at least twenty-five (25) years of service. 12.13 The health insurance plan(s offered by the Employer shall consist of benefits and conditions as stablished by the contract(s) between the employer and the selected i surance carrier(s) . 12.14 The contributions indicated in this Article 12 shall be paid to the Employer's Group Health and Welfare P1 n. - 17 - 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 purposes of this Article 12 an early retiree is a retiree who is less than sixty-five (65) years of age. 12.17 For each employee who is eligible for such coverage, the employer agrees to contribute the cost of $5,000 of life insurance or �2.07 per month, whichever is less. This life insurance shall continue to be provided by the employer after an employee becomes an early retiree, but such coverage shall terminate when such early retiree reaches age sixty-five (65) . - 18 - , . �--�''c5� � ARTICLE RIII - VACATION 13.1 EMPLOYEES shall be granted i each calendar year vacation at the rate of two (2) times the number f hours designated as the work week. After five (5) years of continuous employment in EMPLOYER'S fire department, II�IPLOYEES sha.12 be granted v cation at the rate of three (3) times the number of hours designated a the work week. After fifteen (15) years of continuous employment in LOYER'S fire department, EMPLOYEES shall be granted vacation at the r te of four and two-tenths (4.2) times the number of hours designated a the work week. After twenty-five (25) years of continuous employme t in EMPLOYER'S fire department, EMPLOYEES shall be granted vacation at the rate of four and four-tenths (4.4) times the number of hours de ignated as the work week. 13.2 The department head may perm t EMPLOYEES to carry over into the follow- ing calendar year vacation t me equivalent to two work weeks. Vacation schedules shall be fixed by he department head. An EMPLOYEE not working full-time shall be g anted vacation on a pro-rata basis. 13.3 EI�LOYEES separated from emp oyment by reason of resignation shall be granted such vacation pay as has been earned and remains unused at the time of separation, provided notification of resignation has been sent to the department head, in iting, at least fifteen (15) calendar days prior to the date of re ignation. EMPLOYEES separated from employment by reason of disc arge, retirement or death shall be granted such vacation pay as has bee earned and remains unused at the time of separation. EMPLOYEES grant d more vacation time than earned at the time of separation from empl yment shall pay the EI�LOYER for such unearned vacation. 19 - , ARTICLE XIV - HOLIDAYS � 14.1 In addition to what is provided in Saint Paul Ordinance No. 6446, add one additional floating holiday which is to be added to the vacation schedule by increasing vacation by .2 (two-tenths) times the number of hours designated as the work week. 14.2 Effective 1986 and in addition to 14.1 above, add one additional holiday (Martin Luther Ring Day) to the vacation schedule by in- creasing vacation by .2 (two-tenth) times the number of hours designated as the work week. 14.3 In addition to what is provided in Section 14.1 and 14.2 above and the St. Paul Ordinance No. 6446, add one additional tour of duty holiday. In each year of this agreement, this tour of duty Holiday may, at the option of the employee: (1) Be added to the employee's vacation schedule or (2) the employee may choose to receive payment at his regular rate of pay in lieu of taking time off on the additional tour of duty Holiday provided herein. If the Employer has not received and approved an employee's request for his/her additional tour of day Holiday time off by November 15 of each calendar year, such employee can only receive payment at the regular rate of pay and can no longer elect to take time off for that calendar year. Such payment shall be made no later than the last regularly scheduled pay day of that calendar year. 14.4 For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendar date of the holiday. 14.5 Eligibility for Holiday Pay and Floating Holidays shall be in accordance with Section 1 (one) Subsection I of the Salary Plan and Rates of Compensation Resolution. � - 20 - , � ��-� � ARTICLE XV - SICK LEAVE AND MATE ITY LEAVE 15.1 Sick leave shall be granted n accordance with the Civil Service Rules. 15.2 If an employee has an accumu ation of sick leave credits in excess of one hundred and eightg da. s, he may convert any part of such excess to vacation at the ra e of one-half day's vacation for each day of sick leave credit. N employee may convert more than ten (10) days of sick leave in each c lendar year under this provision. 15.3 Maternity Leave. Maternity s defined as the physical state of pregnancy of an employee, co encing eight (8) months before the estimated date of childbirth as determined .by a physician, and ending six (6) months after he date of such birth. In the event of an employee's pregnancy, he employee may apply for leave without pay at any time during the p riod stated above and the employer may approve such leave at its op ion, and such leave may be no longer than one (1) year. 21 - ARTICLE XVI - SEVERANCE PAY 16.1 The employer shall provide a severance pay program as set forth in this Article 16. 16.2 To be eligible for the severance pay program, an employee must meet the following requirements: 16.21 The employee must be voluntarily separated from City employment or have been sub�ect 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. 16.22 The employee must file a waiver of re-employment with the Personnel Director, which will clearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type) , with the City or with Independent School District No. 625. 16.23 The employee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his separation from service. 16.3 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 pay for the position held by the employee on the date of separation for each day of accrued sick leave sub�ect to a maximum as shown below based on the number of years of service with the Employer. Years of Service Maximum With the Employer Severance Pay At Least 20 $4,000 21 4,600 22 5,200 23 5,800 24 6,400 25 7,000 16.4 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. 16.5 For the purpose of this severance program, a transfer from the City of Saint Paul employment to Independent School District No. 625 employment is not considered a separation of employment, and such transferee shall not be eligible for the City severance program. 16.6 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 16.7 This severance pay program shall be subject to and governed by the provisions of City Ordinance No. 11490 except in those cases where the specific provisions of this article conflict with said ordinance and in such cases, the provisions of this article shall control. - 22 - I � �� ARTICLE XVII - WAGES 17.1 The wage schedule for the pu ose of this AGREEMENT shall be Appendix B attached hereto. - 23 - ARTICLE XVIII - RESIDENCE 18.1 The residency requirements as passed by the City Council on December 30, 1983 under Council File No. 279643 shall apply to all employees covered by this AGREEMENT. � �I I II , I . � ; - 24 - , , �� ARTICLE XIX - INCAPACITATION 19.1 EMPLOYEES injured during th course of employment and thereby rendered incapable of performing job duties and responsibilities shall receive full wages during the perio of incapacity, not be exceed the period equal to twelve (12) months lus accumulated sick leave. It is under- stood that in such cases, t twelve (12) month period shall first be utilized and only when same s exhausted shall accumulated sick leave be applicable. 19.2 EMPLOYEES disabled through i �ury or sickness other than specified in Section 19.1 above shall rec ive full wages for a period equal to accumulated sick leave, plus six (6) months as provided herein. It is understood that in such case , accumulated sick leave shall first be utilized before the six (6) onths, or any part thereof, shall be applicable. It is further u derstood that the six (6) month period shall be available to member in this unit only in those years where the Iast available Ann 1 Report of the City Civil Service Office shall show average sic leave used per member of the Saint Paul Fire Department (b sed on the 1972 Annual Report method of calculating same) , of eigh (8) days or less. 19.3 EMPLOYEES in3ured on incapaci ated by illness in the line of duty shall be entitled to reinstatement t any time within five (5) years from the date of in�ury or incapacity rovided they are physically capable of resuming their job. 19.4 Except as specifically provid d in this Article, all illness and incapacity rules and policies previously in effect shall continue. - 25 - , J ARTICLE XX - DURATION OF AGREEMENT 20.1 Except as herein provided, this AGREEMENT shall be effective as of the date the A E GR EMENT is executed b the arties and shall cont y inue in full P force and effect through the 31st day of December, 1989, and thereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend or modify this AGREEMENT shall notify the other in writing so as to comply with the provisions of the Minnesota Public Employment Labor Relations Act of 1971. 20.2 The wage schedule attached hereto as Appendix "B" shall take force and effect at such time as is specified in the administrative resolution recognizing and approving this AGREEMENT in accordance with Section I2.09 of the St. Paul City Charter. Signed this 9th day of February, 1988. CITY OF SAINT PAUL SAINT PAUL FIRE SUPERVISORY ASSOCIATION . abor tions M ager eside . �e� , Per el Director - 26 - , . • �� AP ENDIX A Regulation "West Point" long slee e police shirt. . . . . . . . . . Regulation "West Point" short sle ve police shirt . . . . . . . . . Ranking Officer's white uniform s irt, long sleeve, West Point 7500C Ranking Officer's white uniform s irt, short sleeve, West Point 7500C Jersey type long sleeve sweat shi t, navy blue - Wilson 8632. . . . Jersey type 3/4 sleeve sweat shir , navy blue - Wilson 8632 . . . . Fechheimer Bros. navy blue trouse s 32200 . . . . . . . . . . . . . Fechheimer Bros. navy blue trouse s 32250 . . . . . . . . . . . . . Jacket - Light weight, waist styl Fechheimer 32100 . . . . . . . . Fur coat - Energy 100FD - Sizes 4 - 50 add 10� - longs add 10�. . . Jacket - California thermal chief - Horace Small. . . . . . . . . . Parka - Navy - Butwin lI1SP Regular sizes 34 - 46. . . . . . . . . . . . . . . . . . . . . Extra sizes 48 . . . . . . . . . . . . . . . . . . . . . . . 50 . . . . . . . . . . . . . . . . . . . . . . . . 52 . . . . . . . . . . . . . . . . . . . . . . . Long . . . . . . . . . . . . . . . . . . . . . . Liners for summer uniform fire fi hter 3acket - Fechheimer Bros. 32704 . . . . . . . . . . . . . . . . . . . . . . . . . . . Sewing Costs: No cost when rdered with jacket, otherwise . . Caps Trooper Cap . . . . . . . . . . . . . . . . . . . . . . . . Chiefs Navy-Stppe Midwest-N. . . . . . . . . . . . . . . . . 8 pt. Midwest-N.W. . . . . . . . . . . . . . . . . . . . . . Belts - leather - black - 1� inch . . . . . . . . . . . . . . . . Shoes Wedge style oxford - Red Wing shoe �101 . . . . . . . . . . . Slip on style oxford - FLOAT- WAYS �J5347. . . . . . . . . . . Slip on style oxford - FLOAT- WAYS �J5318. . . . . . . . . . . Lace style oxford - FLOAT-AWA S Z5096. . . . . . . . . . . . . Slip on style oxford Weinbren er 1635. . . . . . . . . . . . . Slip on style oxford Weinbren er 1435. -. . . . . . . . . . . . Lace style oxford T5152 Mocc oe . . . . . . . . . . . . . . . Lace style oxford Weinbrenner I225 . . . . . . . . . . . . . . Lace style oxford Weinbrenner 1250 . . . . . . . . . . . . . . Socks Munsingwear �40 . . . . . . . . . . . . . . . . . . . . . Munsingwear �415 - stretch st le . . . . . . . . . . . . . . . Ties - black, 4-in-hand, or snap-o style . . . . . . . . . . . . . - A1 - ' . i '.. . APPENDIX "B" I BI-WEEKLY RATES ISupervisor of Fire Communications , Effective ', Date A B C D E F 10-yr. 15-yr. 1-3-87 1203.91 1264.08 1327.28 1380.89 1451.52 1510.35 1588.78 1628.00 1-2-88 1227.99 1289.36 1353.83 1408..51 1480.55 1540.55 1620.56 1660.57 ' 2-27-88 1371.03 1439.59 1511.58 1572.59 1653.04 1720.05 1809.35 1854.06 12-31-88 1398.45 1468.38 1541.81 1604.04 1686.10 1754.45 1845.54 1891.14 I Assistant Fire Marshal 1-3-87 1348.08 1415.49 1486.28 1546.27 1625.37 1691.26 1779.07 1823.02 ' 1-2-88 1375.04 1443.80 1516.01 1577.20 1657.88 1725.09 1814.65 1859.48 12-31-88 1402.54 1472.68 1546.33 1608.74 1691.04 1759.59 1850.94 1896.67 Emergency Preparedness Coordinator 1-3-87 1367.75 1436.15 1507.97 1568.83 1649.09 1715.93 1805.03 1849.62 I-3-88 1405.36 1475.64 1549.44 1611.97 1 694.44 1763.12 1854.67 1900.48 12-31-88 1444.01 1516.22 1592.05 1656.30 1741.04 1811.61 1905.67 1952.74 � District Fire Chief Emergency Paramedical Services Chief Fire Training Officer 1-3-87 1421.91 1493.25 1568.18 1631.68 1715.40 1785.14 1878.09 1924.61 1-2-88 1486.12 1560.67 1643.97 1705.33 1792.82 1865.70 1962.83 2011.44 12-31-88 1553.22 1631.13 1712.95 1782.30 1873.72 1949.88 2051.38 2102.18 Deputy Fire Chief Fire Marshall 1-3-87 1584.91 1656.25 1731.18 1794.68 1878.40 1948.14 2041.09 2091.61 1-2-88 1649.12 1723.67 1806.97 1868.33 1955.82 2028.70 2125.83 2181.44 12-31-88 1716.22 1794.13 1875.95 1945.30 2036.72 2112.88 2214.38 2275.18 os6.204 CONTRI 32 - B1 -