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88-589 wHITE - CiTV CLERK ' PINK - FINANCE G I TY OF SA I NT PA U L Council CANARV - OEPARTMENT File NO. � S� BLUE - MAVOR Co nci �Ze olution :� � Presented By Referred To I I�I � Committee: Date �" ` Out of Committee By Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached Agreement betwee the City of Saint Paul and the Fire Fighters Local 21 . COUNC[LMEN Requested by Department of: Yeas p�eW Nays � Nicosia PERSONNEL Rettman In Favo Scheibel � � �� __ Against BY redes�o /;,p�V. Wilson APR '� c� � V � , � Form �pprove by :�y Attorney Adopted by Council: Date \1 �l Certified Pass b ouncil Se tar BY 4 � `-'`I ` g}, , � ,�, r� � Approved by M or. a _ �ti L � �� Appr d by Mayor for Submis ion to Council � • By " � .fi ,� B `�t�i se!�� ,;�;, '� 1 � Councii Re�ea��Center N°� 08193 PERS4NNEL-LABOR RELATIONS DEPART ENT _ _ • .r�s c;{aLOMBARDI �� coNrac MAR 25 �9�$ � � � 298-42,�. PHONE � �� - ��,xc�T 1.5, 1988 DATE I� Q, Q �. , . SiGN NUhBER FWt RQUTING ORDER C1 i Al] L cations for Si nature : O�'"�z,1�5� Depa�rtment Di'rector 3 Oirector of Management/Mayor � �� F'�nance and Mana ement Services Directo - 4 Cit Clerk 9 Y � Budget Director . ?,� City Attarney . WHAT WILL BE ACHIEVED BY TAKING ACT�ON ON T E ATTACHED MATERIALS? (Purpose/ Rationale) : THIS RESOLUTION APPRUVES A TI�REE YEAR AGRE NT BETWEEN THE CITY OF ST. PAUL A14D FIRE FIGHTERS L�CAL. 21 . THE THREE YEAR PE IOD IS 1987, 1988 and 1989. THE CHANGES IN THE CONTRACT ARE LISTED ON E ATTACHED SHEET. RECElV cD `� ST BENEFIT BU�GETARY AND PERSONNEL IMPACT ANTICIPATED: 1�11�R � � jg�8 F�� 1987 1988 ��'��'� QF��CE r.h�� 1989 � � •Comparable Worth Adjustments $ 396,90 $253, 192 $264,880 General°Wage Increases 730,78 . 424,234 409,017 , TOTALS: $1 , 127,69 $677,426 $673,897 FINANCING SOURCE AND BUDGET ACTIVITY NU(�ER ARGED OR CREDITED: (Mayor's signa- - � ture not re- Total Amo�nt of"Transaction: quired if under , � �10,000) Fu�ding Source: Activity Number: • ry:' � :,�' A�- �� NTS List and Number All Attachments : 1 - ATTACHMENT � 1 - COUN�IL RESOLUTION 1 - CO�Y CITY CLERK RECEI �/GD . � MAR 18 1988 DEPARTMENT REVIEW CITY ATTORNEY REVIEW x Yes No Council Resolution Required? ' Resoiution Required? Yes No Yes x No Insurance Required? Insurance Suf�ficient? Yes No Yes �No Insurance Attached: � (SEE •REVERSE SIOE INSTRUCTIONS) . � � Revised 12/84 � . �` �j ` �-�/-�✓ �f—'r 4 0 ♦ . FI E FIGHTER�S LOCAL 21 CONTRACT SUMMARY (3-15-88) 1. DURATION This is a three year ontract covering 1987, 1988 and 1989. 2. LEGAL SERVICES New Legal Service lan 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. 3. 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 be frozen at the current levels of $70 for single and $180 for family c verage through 1989. C. Effective January , 1989 the City's health insurance contributions for arly retires 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 be frozen at the current lev ls 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 ious requirements the early retiree must have completed 20 ears of service. F. This contract esta lishes the eligibility requirements for the Medicare supplement insurance offered to retirees at the age of 65. This benefit will not be available in the future to retirees with less han 20 years of service. G. New language has be n added stating that the health insurance plans offered by th employer shall consist of the benefits and conditions esta lished through the contracts between the employer and the se ected insurance carriers. y � +> ��'� . . Fire Fighter's Local 21 Contract Summary March 15, 1988 Page Two 4. 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 at t e time of separation, an employee must have at least 80 days. The maximum amount of severance pay has been increased from $6, 00 to $7,000 based on a sliding scale from 20 years of service to 5 years of service. 5. ARTICLE XVII — HOLIDAYS A 24 Hour Tour of Duty oliday has been replaced with an 11.2 hour additional vacation day. 6. WAGES The wage proposal inclu es Comparable Worth ad3ustments and General Wage Increases. The Comparable Worth adjustments represents 100� of Comp rable Worth over the three years. The Comparable Worth ad ustments range from 3.77 over three years to 87 over three years. The average Comparable Worth adjustment amounts to 6.87. The General Wage Incre ses range from 9.527 over three years to 17.81' over three years. The average General Wage Increase amounts to 10.97 over ree years. These increases apply o current incumbents. Future appointments to the titles of Fire larm Dispatcher I, Fire Alarm Dispatcher II, Fire Inspector, Fi e Investigator and Fire Training Assistant will be at lower rates. GRNSHTFF MISC . G1�-�,5� 19 7-1988-1989 REEMENT - etween - THE CITY OF SAINT PAUL - and - THE INTERNATIONAL AS OCIATION OF FIRE FIGHTERS AFL-CI LOCAL 21 � . INDF.X ��`�O 27 a / ARTICLE TITLE PAGE Preamble iii I Purpose 1 II Definitions 2 III Recognition 4 IV Security 5 V Employer Authority � VI Employee Rights G ievance Procedure 7 VII Saving Clause 11 VIII Position Openings 12 IX Working Out of Cla sification 13 X Seniority 14 XI Overtime 1� XII Call Back 18 XIII Military Leave of bsence 19 XIV Insurance 21 XV Exchange of Tours of Duty 24 XVI Vacation 25 XVII Holidays 2� XVIII Incapacitation 28 XIX Residence 29 XX Sick Leave 30 XXI Fire-Fighting Equ pment 31 XXII Station Supplies 32 XXIII Telephones 33 XXIV Wage Schedule 34 XXV Uniform Allowance 36 XXVI Legal Service 37 RRVII Severance Pay 38 XXVIII Physical Incapaci ation 39 . XXIR City Mileage � 40 XXX Paid Time Off For Negotiations 41 XXXI Maintenance of St ndards 42 XXXII Premium Pay for P ramedic and EMTA Assignments 43 XXXIII Duration of Agree ent 44 Appendix A A1 Appendix A A2 Appendix B B1 -ii- ' ��`�,0 , P R E A M B L E This AGREEMENT between he City of Saint Paul, hereinafter referred to as the EMPLOYER, and he International Association of Fire Fighters AFL-CIO Local 21, herein fter referred to as the UNION. The ENIPLOYER and the UNION concur that this AGREEMENT has as its basic objective the promotion of the mut al interests of the City of Saint Paul and its employees to provide he highest Ievel of services by methods which will best serve the eeds of the general public. -iii- ARTICLE I - PURPOSE 1.1 The EMPLOYER and the UNION agree that the purpose of entering into this AGREEMENT is to: 1.11 Achieve orderly and peaceful relations. 1.12 Establish the full understanding of the parties concerning terms and conditions of this AGREEMENT. 1.13 Establish procedures to orderly and peacefully resolve disputes as to the application or interpretation of this AGREEMENT. 1.14 Place in written form the parties' agreement upon terms and con- ditions of employment for the duration of this AGREEMENT. -1- � ARTICLE II - DEFINITIONS ��"/ 2.1 UNION: International Asso iation of Fire Fighters AFL-CIO Local 21. 2.2 EMPLOYER: The City of Saint aul. 2.3 UNION MEMBER: A member of t e International Association of Fire Fighters AFL-CIO Local 21. 2.4 EMPLOYEE: A member of the ex lusively recognized bargaining unit. 2.5 VACANCY: As determined by t department head, a funded position opening in a class specified in Artic e 3.2. 2.6 POSITION: Any specific office employment or job in the Fire Department in a class specified in Artic e 3.2. 2.7 TOUR OF DUTY: A. For a fifty-six (56) hour work week employee: The performance of job du ies and acceptance of the responsi- bilities of a position fo a consecutive and uninterrupted twenty-four (24) hour per od from 8:00 a.m. on a calendar day to 8:00 a.m. on the follo ing calendar day. B. For a forty (40) hour wor week emgloyee: The performance of 3ob du ies and acceptance of the responsi- bilities of a position fo a consecutive and uninterrupted eight (8) hour period wit in a calendar day. 2.8 SENIORITY: An EMPLOYEE'S leng h of continuous employment in the II�IPLOYER'S Fire Department. 2.9 DEPARTMENT: The fire departme t of the City of Saint Paul as established and amended from time to time purs ant to Section 9.01 of the City Charter. 2.10 OVERTIME: Work performed by a EMPLOYEE in excess of the EMPLOYEE'S tour of duty by order of the II�LOYER. -2- i ARTICLE II - DEFINITIONS (Continued) - • 2.1I OVERTIME PAY: Onertime pay for the purposes of Articles RI and RII will be based on a forty (40) hour work week. 2.12 WORR WEEK: The work week for EMPLOYEES working twenty-four (24) hour tours of duty will be an averaged fifty-six (56) hour per calendar week. The work week for EMPLOYEES working eight (8) hour tours of duty will be forty (40) hours per calendar week. 2.13 CALL BACK: A call to report for work by the EMPLOYER during an EMPLOYEE'S scheduled off time. -3- - ARTICLE III - RECOGNITION ��`� 3.1 The EMPLOYER recognizes the ION as the exclusive representative for the purpose of ineeting and negoti ting the terms and conditions of employment for all eligible personnel un er Minnesota Statutes. 3.2 Job classes which are within he bargaining unit and covered by this AGREEMENT are as follows: Emergency Prep redness Coordinator Fire Captain Fire Equipment Operator ' Fire Engineer Fire Fighter Fire Investiga or Fire Preventio Inspector Fire Training ssistant Fire Alarm Dis atcher I Fire Alarm Dis atcher II 3.3 In the event the EMPLOYER an the UNION are unable to agree as to the inclusion or exclusion of a w or modified job position, the issue shall be submitted to the Bureau o Mediation Services for determination. -4- ARTICLE IV - SECURITY . 4.1 The EMPLOYER shall deduct from the wages of EMPLOYEES who authorize such a deduction in writing an amount necessary to cover monthly UNION dues and assessments. Such monies shall be remitted as directed by the UNION. 4.2 The UNION may designate EMPLOYEES from the bargaining unit to act as stewards and shall inform the E1�'LOYER in writing of such choice. 4.3 The EhIl'LOYER shall make space available on bulletin boards for posting UNION notice(s) and announcement(s) . 4.4 The UNION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or �udgments 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. 4.5 The UNION agrees that an administrative service fee of fifty cents (�0.50) per member per month shall be deducted by the City of Saint Paul from the amount withheld for dues or fairshare prior to remittance of dues or fairshare to the UNION. -5- � ARTICLE V - II�LOYER AUTHORITY ��•S�/ 5.1 The UNION recognizes the ri ht of the EMPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate uthorities. The rights and authority which the EMPLOYER has not offici lly abridged, delegated or modified by this AGREEMENT are retained by t e EMPLOYER. i -6- � ARTICLE VI - EMPLOYEE RIGIiTS - GRIEVANCE PROCEDURE 6.1 Definition of Grievance A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific terms and conditions of this AGREEMENT. It is specifically understood that any matters governed by civil service rules or statutory provisions shall not be considered grievances and sub�ect to the grievance procedure hereinafter set forth. No disciplinary action which may be appealed to a civil service authority will be considered a grievance and subject to the grievance procedure herein. 6.2 Union Representatives The EMPLOYER will recognize EMPLOYEE REPRESENTATIVES designated by the UNION as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The UNION shall notify the EMPLOYER in writing of the names of such UNION REPRESENTATIVES and of their successors when so designated. The EMPLOYER shall notify the UNION in writing of the name or names of the EMPLOYER'S grievance repre- sentatives and of their successors when so designated. 6.3 Processing of Grievances It is recognized and accepted by the UNION and the EMPLOYER that the processing of grievances as hereinafter provided is limited by the �ob duties and responsibilities of the EMPLOYEES and shall therefore be accomplished during normal working hours only when consistent with such EMPLOYEE duties and responsibilities. The aggrieved EMPLOYEE and the UNION shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the EMPLOYER during normal working hours provided the EMPLOYEE and the UNION 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 programs of the EMPLOYER. -7- - ARTICLE VI - �LOYEE RIGHTS - IEVANCE PROCEDURE (Continued) �� 6.4 Procedure Grievances, as defined by S ction 6.1, shall be resolved in conformance with the following procedure: , Step 1: An EMPLOYEE laiming a violation concerning the interpretation or appl ation of this AGREEMENT shall within twenty-one (21) calenda days after such alleged violation has occured present suc grievance to the II�LOYEE'S super- visor as designated by he EMPLOYER. The EMPLOYER-designated representative will dis uss and give an answer to such Step 1 grievance within ten (1 ) calendar days after receipt. A grievance not resolved n Step 1 and appealed to Step 2 shall be placed in writing by the UNION setting forth the nature of the grievance, the fact on which it is based, the provision or provisions of the AG EMENT allegedly violated, the remedy requested, and shall be ppealed to Step 2 within ten (10) calendar days after the LOYERdesignated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the UNION w thin ten (10) calendar days shall be considered waived. Step 2: If appealed, t e written grievance shall be presented to and discussed with th EI�LOYER-designated Step 2 representa- tive. The EMPLOYER-desi nated representative shall give the UNION the EMPLOYER'S Step 2 an er in writing within ten (10) calendar days after the receipt o such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 by the UNION within ten (10) calendar days fo lowing the EMPLOYER designated repre- sentative's final Step 2 nswer. Any grievance not appealed in writing to Step 3 by the ION within ten (10) calendar days shall be considered waived. - 8 - , . ' ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) Step 3. A grievance unresolved in Step 2 and appealed to Step 3 shall be submitted to arbitration by the UNION subject to the pro- visions of the Public Employment Labor Relations Act of 1971 as amended. 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. 6.5 Arbitrator's Authority A. The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the terms and conditions of the AGREEMENT. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the IIKPLOYER and the UNION, and shall have no authority to make a decision on any other issue not so submitted. B. 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 Iaw. The arbitrator's decision shall be submitted in writing within thirty (30) days following close of the hearing or the submission of briefs by the parties, whichever is later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of the AGREEMENT and to the facts of the grievance presented. C. The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EMPLOYER and the UNION provided that each party shall be responsible for compensating its own 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. -9- � �,��'S�� ARTICLE VI - II�LOYEE RIGIiTS - GR EVANCE PROCEDURE (Continued) 6.6 Waiver If a grievance is not presen ed within the time limits set forth above, it shall be considered "waiv d". If a grievance is not appealed to the next step within the specifie time limit or any agreed extension thereof, it shall be considered settle on the basis of the EMPLOYER'S last answer. If the EMPLOYER does not answ r a grievance or an appeal thereof within the specified time limits, th UNION may elect to treat the grievance as denied at the step and imm diately appeal the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the EMPLOYER and the UNION in each step. -10- ARfiIC�.E VII - SAVINGS CLAUSE � 7.1 In the event any provision of this AGREEMENT shall be held to be contrary to law bq a court of competent jurisdiction from whose final �udgment or decree no appeal has been taken withiu the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provisions may be renegotiated at the request of either party. -11- ARTICLE VIII - POSITION OPENINGS �� 8.1 To expedite the filling of acancies under civil service procedures, the head of the department or d signated representative will: 8.11 Make requisition for c rtification of eligibles to fill a vacancy within fifteen (15) days after determining that a vacancy exists. 8.12 Within fifteen (15) da after the department head has met with the certified elig bles, he will fill a vacancy. 8.13 If no eligibility list s in effect when a vacancy occurs, the department head sha 1 within fifteen (15) days request the appropriate civil s rvice officials to conduct an exam- ination for the purpose of establishing an eligibility list. -12- ARTICLE IR - WORRING OUT OF CLASSIFICATION 9.1 Any EriPLOYEE required by the EMPLOYER to perform the work duties and accept the responsibilities of a higher class, will receive the rate of pay for that class beginning with the tour of duty, provided that he shall work a full tour of duty. It is understood that the higher rate shall not apply when an EMPLOYEE works in the higher class for less than a full tour of duty. -13- ' ARTICLE % - SENIORITY ,��/�-�'� ��, �r��, 10.1 Department Seniority. For the purposes of this A EEMENT department seniority shall be defined as the length of continuous and un nterrupted employment in the fire department. 10.2 Seniority Lists. The department shall mainta n at all times during this AGREEMENT seniority lists by department. 10.3 Loss of De artment Seniorit . An EMPLOYEE will lose acqui ed department seniority in the following instances: 10.31 Resignation 10.32 Discharge 10.33 Retirement 10.4 Work Force Reduction. In the event of a reduction in the department work force, such reduction shall occur on the basis of senio ity in the department. 10.5 Reduction in Rank. Reduction in rank shall be i accordance with the Civil Service Rules as of June 30, 1973. (Except as in icated below) 10.51 Reduction in rank or periods up to but no more than 30 consecutive calend r days will be by platoon seniority. 10.52 Reduction in rank or more than 30 consecutive calendar days shall be in a cordance with the Personnel Rules as of June 30, 1973. 10.53 There will be a mi imum of 3.6 regular Fire Captains appointed for each engine, squad and ladder company. 10.54 There will be a mi imum of 3.6 regular Fire Equipment Operators Fire En ineers appointed for each engine, squad and ladder c pany. This minimum number shall include the starre men in this position. until they are phased out by rmal attrition. 10.55 When promotion posi ions (Fire Captain - Fire Equipment Ope�ator) fall belo minimum requirements (3.6 per position) , the Chief of the Fi e Department will use existing eligibility lists to fill vacan ies within 15 calendar days. - 14 - ARTICLE X - SENIORITY (Continued) 10.56 Short Term Demotion: 1. The man demoted goes to the last rank held and is assigned to the pool. 2. Vacation selections will not be affected by short term demotion � (i.e. , Fire Captain demoted for short term to Fire Fighter will retain his vacation selection in the Fire Captain rank.) 10.57 All promoted personnel will be designated a platoon regardless of assignment. Such platoon assignment will determine their seniority to be followed in cases of reduction in accordance with Section 10.51. 10.6 Job Transfer by Bid System The EMPLOYER and the UNION recognize the principal of seniority. In the event of a �ob opening due to the promotion, transfer, demotion, retirement or demise of an employee, which the employer determines should be filled by a lateral transfer, such transfer shall be made in accordance with the follow- ing provisions. 10.61 All positions to be filled by lateral transfer shall be announced by bulletin, which shall be posted for a period of thirty (30) days prior to the date service is to commence in the vacant position. Such positions shall be considered open for written bid for the thirty (30) day period. 10.62 For the convenience of the employer, temporary assig�ent to a vacant position may be made during the thirty (30) day period for which the position is open for bid. Any such temporary assignment, however, shall not be of a duration in excess of two (2) days beyond the expiration of the thirty (30) day bid period. 10.63 Employees who desire bulletined positions shall file written applications therefor not later than 2400 hours on the date of expiration of the bid period. Such applications shall be filed by delivery to the employee`s Union officer of the original and one copy of the application, both of which shall be time stamped when received. The Union officer shall be responsible for deli- vering the original application to the employer and all such applications shall be so delivered not later than 1630 hours on the day following the close of the bid period. 10.64 Assignment to positions for which bids have been received shall be made not later than the second day following the close of the bid period. 10.65 In the event one or more employees submit bids for the same position, the position shall be filled in accord with the following: - 15 - , ' �46'� ARTICLE R - SENIORITY �Continued) a) Except in those ases contemplated by subparagraph (b) , below, the biddi g employee with the greatest seniority shall be transfe red to fill the position. Provided, however, that in the event that the employer determines that transfer of the most senior applicant or less senior appl cant(s) is not in the best interest of the Department, nother employee may be transferred to fill the positio . In every such case, however, the employer shall p ovide to the most senior bidder and any other unsucc ssful less senior bidder(s) a written statement of the reasons and factual basis on which the decision not to ransfer him to fill the position was based. b) In cases where t e position to be filled by lateral transfer is such that a paramedic who bid therefor would, if transf rred to fill the position, be enabled to make use of h s paramedic skills and training, the em- ployer may trans er the most senior paramedic who bid to fill the positio without regard to the seniority of other applicants. 10.66 In the event no bid is received for a posted position, the employer may offer he position to any employee or transfer the most �unior emp oyee on the seniority roster to fill the position, or relist on subsequent bulletin. 10.67 When an employee bi s for and is awarded a bulletined position and in the event th employer determines that the employee's former position is o be filled by lateral transfer, the employee's former position sha 1 be filled in accordance with the terms set forth above. 10.68 Employees who have id for and been awarded a bulletined position shall not be permit ed to bid for the vacancy created by their transfer until that vacancy has been filled at least once in the manner set fort herein. 10.69 Assignment to posit ons on the rescue squads shall be made in the following manner: a) When a vacancy f r Captain occurs, the position shall be posted with the other n rmal vacancies. The Employer shall fill the position with an Captain that has bid for the position without regard to senior ty. b) When a vacancy f r Fire Equipment Operator occurs, the normal bid procedure shall e used. c) Three Firefighte positions will be assigned on each rescue squad. Each Firefighter assigned to one of these positions will remain for a maximum of three years. When a vacancy for Firefighter is to be filled, th position shall be posted with the other normal vacancies. The mploqer shall fill the position with any Fire Fighter that has bid for the position without regard to seniority. - 16 - ARTICLE RI - OVERTIME � 11.1 EMPLOYEES required to work hours in excess of their assigned tour of duty will be compensated at the rate of one and one-i�alf (1}) times the EMPLOYEE'S normal rate in cash or in compensatorp time at the option of the Employer. 11.2 (a) EMPLOYEES working a forty (40) hour work week may accumulate up to a maximum of forty (40) hours of compensatory time. (b) It is also agreed that FIRE PREVENTION EMPLOYEES may accumulate up to a maximum of fifty-six (56) hours of compensatory time. It is understood that compensatory time shall be scheduled only with the prior approval of management, and that such time shall not be scheduled eo as to interfere with operations. Such time shall normally be scheduled in eight (8)hour segments, except that FIRE PREVENTION EMPLOYEES may, with the approval of the Fire Chief, take time off in four (4)hour segments. - 17 - ` � ARTICLE XII - CALL BACR ' ,�,r-�i_�9 (� 12.1 EMPLOYEES required to repor for work by the EMPLOYER during scheduled off-duty time will be compe sated at the rate of one and one-half (1}) times the EMPLOYEE'S normal hourly rate. The minimum payment under this Article will be four ( ) times the II�LOYEE'S hourly rate. An early report of two (2) hou s or less or an extension of a normally scheduled tour of duty shall not qualify an EMPLOYEE for this minimum payment. 18 - ARTICLE RIII - MILITARY LEAVE OF ABSENCE 13.1 Pay Allowance Any �LOYEE who shall be a member of the National Guard, the Naval Militia or any other component of the militia of the state, now or hereinafter organized or constituted under state or federal law, or who shall be a member of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organized or constituted under federal law, shall be entitled to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the time when such II�LOYEE is engaged with such organization or component in training or active service ordered or suthorized by proper authority pursuant to law, whether 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 such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the EMPLOYEE (1) returns to his position immediately upon being relieved from such military service and not later than the expiration of the time herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such EMPLOYEE'S own fault, or (3) is required bq proper authority to continue in such military or naval service beyond the time herein limited for such leave. - 19 - ARTICLE RIII - MILITARY LEAVE OF BSENCE (Continued) ��v�� 13.2 Leave Without Pay Any II�iPLOYEE who engages in ctive service in time of war or other emergency declared by proper uthority of any of the military or naval forces of the state or of the United States for which leave is not otherwise allowed by law shal be entitled to leave of absence from employment without pay during such service with right of reinstatement and sub�ect to such condition as are imposed by law. 13.3 Such leaves of absence as are granted under Article %III shall conform to Minnesota Statutes, Sectio 192, as amended from time to time and shall confer no additional be efits other than those granted by said statute. - 0 - • ARTICL� RIV - INSURANCE 14.1 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 AGREEMENT. 14.2 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. 14.3 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. 14.4 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 least 40 hours but less than 64 hours per pay period excluding overtime hours. An employee receiving full-time compensation in such form as sick leave pay, worker's compensation or in3ury on duty paq shall be considered a full-time employee. 14.5 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: 14.5.1 Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 14.5.2 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. 14.6 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 14 and who selects employee insurance coverage, the II�LOYER agrees to contribute the cost of such coverage or $106.32 per month, whichever is less. For each such eligible earlq retiree who selects family insurance coverage, the II�LOYER will contribute the cost of such family's coverage or �318.41, whichever is less. . - 21 - � � ARTICLE RIV - INSURANCE (Conti ed) ��9 14.7 Effective January 1, 1989, the Employer will for the period of this Agreement contribute for full-time e ployees who retire and who select the Indemnity Health Insurance Plan prov ded by the Employer and until such retirees reach sixty-five (65) years of a e, the cost of such retiree coverage of $106.32 per month whichever is les . For such retirees selecting family coverage or $318.41 per month, whic ever is less. 14.8 Effective January 1, 1989, the Employer will for the period of this Agreement contribute for employees w o re+-;.re and who select the Health Maintenance Organization Plan (HMO) pr vide� by the Employer and until such retirees reach sixty-five (65) year of �.:,.;e, the cost of such retiree coverage or $84.42 per month whichever is less. For such retirees selecting family coverage the Employer will contribute the cost of such family coverage or $211.09 per month, whicheve is less. 14.9 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 (50�) of such health insurance contr butions as are provided by the Employer for full-time employees who ret re under this Agreement selecting the same coverage. 14.10 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 (20) 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 employees or early retirees who have not completed at least twenty (2 ) years of service at the time of their retirement, the Employer wil discontinue providing any health insurance contributions upon their ret rement or in the case of early retirees upon their reaching age 65. For he purpose of this Article 14.10 employees receiving a �ob related disa ility pension before completing twenty (20) years of service with the City sha 1 be considered as having completed twenty (20) years of service. 14.11 Employees who retire after e ecution of this Agreement must meet the following conditions at the ime of retirement to be eligible for the City contributions to health insu ance set forth in Articles 14.6 through 14.8. 14.11.1 Be receiving benefi s from a public employee retiree act covering employees of the Ci y of St. Paul at the time of retirement. AND 14.11.2 Have severed his rel tionship with the City of St. Paul under one of the early retiree plans. 14.12 Effective January 1, 1989 in ddition to meeting the eligibility requirements stated in 14.11.1 and 14.11.2 above, retiring employees must also meet the following condition in order o be eligible for the early retiree insurance benefits set forth in Article 14.6 through 14.8. - 22 - ARTICL� %IV - INSURANCE (Continued) 14.12.1 Must have completed at least twenty (20) years of service. For the purpose of this Article 14.12, employees becoming totally disabled and therefore receiving a disability pension from a pension plan to which the city contributes before completing twenty (20) years of service with the City shall be considered as having completed twenty (20) qears of service. 14.13 The health insurance plan(s) offered by the Employer shall coasist of benefits and conditions as established by the contract(s) between the employer and the selected insurance carrier(s) . 14.14 The contributions indicated in this Article 14 shall be paid to the Employer's Group Health and Welfare Plan. 14.15 Any cost of any premium for any City-offered employee or family insurance coverage in excess of the dollar amounts stated in this Article 14 shall be paid by the employee. 14.16 For the purposes of this Article 14 an early retiree is a retiree who is less than sixty-five (65) years of age. 14.17 For each employee who is eligible for such coverage, the employer agrees to contribute the cost of $5,000 of life insurance. 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) . - 23 - . ARTICLE RV - E%CHANGE OF TOURS OF UTY `-�4Q J� 15.1 Voluntary exchanges of tours of duty shall be granted only after approval by the department head or his designated representative. 15.2 No EMPLOYEE shall be entitle to working out of classification pay under Article IR as a result of an voluntary exchange of tours of duty. - 24 - ARTICLE XVI - VACATION � " � 16.1 EMPLOYEES shall be granted in each calendar year vacation at the rate of two (2) times the number of hours designated as the work week. After five (5) years of continuous employment in EMPLOYER'S fire department, EMPLOYEES shall be granted vacation at the rate of three (3) times the number of hours designated as the work week. After fifteen (15) qears of continuous employment in EMPLOYER'S fire department, II�LOYEES shall be granted vacation at the rate of four and two-tenths (4.2) times the number of hours designated as the work week. After twenty-five (25) years of continuous employment in EMPLOYER'S fire department, II�LOYEES shall be granted vacation at the rate of four and four-tenths (4.4) times the number of hours designated as the work week. Effective December 17, 1988, vacation shall be granted as follows: II�PLOYEES shall be granted in each calendar year vacation at the rate of two and two-tenths (2.2) times the number of hours designated as the work week. After five (5) years of continuous employment in EMPLOYER'S fire department, EMPLOYEES shall be granted vacation at the rate of three and two-tenths (3.2) times the number of hours designated as the work week. After fifteen (15) years of continuous employment in II�IPLOYER'S fire department, EMPLOYEES shall be granted vacation at the rate of four-tenths (4.4) times the number of hours designated as the work week. After twenty-five (25) years of continuous employment in EMPLOYER'S fire department, EMPLOYEES shall be granted vacation at the rate of four and six-tenths (4.6) times the number of hours designated as the work week. 16.2 The department head may permit EMPLOYEES to carry over into the following calendar year vacation time equivalent to two work weeks. Vacation schedules shall be fixed by the department head. An EMPLOYEE not working full-time shall be granted vacation on a pro-rata basis. - 25 - ' li'` �i� aa ARTICLE XVI - VACATION (Continued) 16.3 EMPLOYEES separated from emp oyment by reason of resignation shall be granted such vacation pay as as been earned and remains unused at the time of separation, provided otification of resignation has been sent to the department head, in writ g, at least fifteen (15) calendar days prior to the date of resignation. LOYEES separated from employment by reason of discharge, retirement or d ath shall be granted such vacation pay as has been earned and remains u used at the time of separation. EMPLOYEES granted more vacation time th n earned at the time of separation from employment shall pay the EMPL YER for such unearned vacation. 16.4 This article shall not apply o temporary or emergency employees. - 26 - . ARTICLE RVII - AOLIDAYS 17.1 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. 17.2 Effective 1986 and in addition to 17.1 above, add one additional holiday (Martin Luther King Day) to the vacation schedule by increasing vacation by .2 (two-tenths) times the number of hours designated as the work week. 17.3 In addition to what is provided in Section 17.1 and 17.2 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 duty 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 daq of that calendar year. Effective January 1, 1989, this Article 17.3 is deleted from the contract and is no Ionger applicable in anq way. 17.4 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. - 27 - , � ARTICLE XVIII - INCAPACITATION C/� "" c�/ 18.1 E1�LOYEES in3ured during the course of employment and thereby rendered incapable of performing job uties and responsibilities shall receive full wages during the period of incapacity, not to exceed the period equal to twelve (12) months lus accumulated sick leave. It is under- stood that in such cases, th twelve (12) month period shall first be utilized and only when same s exhausted shall accumulated sick leave be applicable. 18.2 EMPLOYEES disabled through i jury or sickness other than specified in Section 18.1 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 only in t ose years where the last available Annual Report of the City Ci il Service office shall show average sick leave used per Fire Dep tment Employee (based on the 1972 Annual Report method of calc ating same) , of eight (8) days or less. 18.3 EMPLOYEES injured or incapaci ated by illnesses 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. 18.4 Except as specifically provid d in this Article, all illness and incapacity rules and policies previously in effect shall continue. - 28 - ARTICLE RIR - RESIDENCE 19.1 The residency requirements as passed by the City Council on December 30, 1982 under Council File No. 279643 shall apply to all employees covered by this AGREEMENT. 19.2 In the event the City of Saint Paul repeals or is prohibited by a superior governmental authority from imposing residency requirements for its employees, the provisions in this contract regarding residency shall be of no force and effect. - 29 - � � ARTICLE XX - SICR LEAVE �� " 20.1 As provided in City of Saint Paul Civil Service Rules Section 20. 20.2 If an employee has an accumu ation of sick leave credits in excess of one-hundred and eighty days, he may convert any part of such egcess to vacation at the rate of one- alf day's vacation for each day of sick leave credit. No employee may con ert more than ten (10) days of sick leave in each calendar year under thi provision. —30— ARTIC�,E RXI — FIRE FIGHTING EQUIPMENT � 21.1 The EMPLOYER will provide the following fire fighting equipment for individual II�LOYEES; such as: Coats Boots Helmets Choppers Liners — 31 — ARTICLE XRII - STATION SUPPLIES (/' �� 22.1 The EMPLOYER will provide st tion supplies such as: Refrigerators Stoves Tables Chairs Soap Brass Polish Cleaning Rags Light Bulbs Chamois - 3 - ARTICLE XXIII - TELEPHONES � 23.1 The EMPLOYER will provide a public telephone as a back-up to the alarm system. 23.2 Telephones installed for individual EMPLOYEES or groups of EI�LOYEES will be at the II�LOYEES' expense. All such telephones must be approved prior to installation by the department head or his designated representative. - 33 - ' ARTICLE RXIV - WAGE SCIiEDULE L�� `''" ' 24.1 The wage schedule for the p rpose of this Agreement shall be Appendix A attached hereto. • 24.2 Forty (40) hour work week LOYEES regularly assigned to night duty (e.g. - dispatcher, inspectors and fire prevention employees) will receive night differential in accordance th existing City rules and policies. 24.3 Any employee in any title in this bargaining unit who is appointed to any of the title listed beluw on or after February 1, 1988 shall be paid according to the salary range as shoyrn in Appendix "A" for appointments to such title on or after January 1, 1988 r on or after February 1, 1988 whichever applies. Fire Alarm Dispat her I Fire Alarm Dispat her II Fire Prevention I spector Fire Investigator Fire Training Ass stant 24.4 Notwithstanding Article 24.3 any Fire Alarm Dispatcher I appointed to such title prior to January 1, 19 8 who is appointed to the title of Fire Alarm Dispatcher II on or after Ja uary 1, 1988 shall be paid according to the salary range as shown in Appendix " " for appointments to Fire Alarm Dispatcher II prior to January 1, 1988. 24.5 For the purpose of this Arti �e an employee who is on light-duty assignment and was assigned prior to Fe ruary 1, 1988 to perform the duties of a title listed in 24.3 above which i different from the title to which he/she is appointed and who works in s ch assig�ent continuously until such employee is appointed to such title s all be considered as having been appointed to such title prior to February 1, 1988. - 34 - ARTICLE RXIV - WAGE SCHEDULE (Continued) � 24.6 The rates in the wage schedule in Appendix "A" include a Comparable Worth ad�ustment which implements 100� of the Comparable Worth increases recommended by the City's Comparable Worth study. The total Comparable Worth ad�ustments are spread over the life of this contract as shown below: 1987 1988 1989 Firefighter 4.0 2.0 2.0 *Fire Engineer 1.0 1.35 1.35 Fire Equipment Operator 1.0 1.35 1.35 Fire Captain 3.63 2.0 2.0 Fire Prevention Captain 3.63 2.0 � 2.0 - 35 - ry ��i� _ ARTICLE %XV - UNIFORM ALLOWANCE 25.1 The 1972 base of One Hundred Twent Dollars ($120.00) as a clothin allowance on a voucher a stem will be ncreased Januar 1, 1974, and each ear thereafter on the basis of a earl stu of the increased cost of the defined uniform. The 1972 base cost of the un form is stipulated and attached as Appendix B. 25.2 It is further understood tha Fire Prevention Employees shall receive a cloth- ing allowance which is Thirt ($30.00) Dollars greater than that provided herein for other employees. 36 - ARTICLE XXVI - LEGAL SERVICES � ' 26.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the EMPLOYER shall defend, save harmless and indemnify an EMPLOYEE, and/or his estate, against any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of the EMPLOYEE'S duties. 26.2 Notwithstanding Article 26.1, the employer shall not be responsible for paying any legal service fee or for providing any legal service arising from any legal action where the employee is the Plaintiff. - 37 - ��.`.7 Q / � " ARTICLE RXVII - SEVERANCE PAY 27.1 Effective January 1, 1988 th employer shall provide a severance pay program as set forth in this Article 27. 27.2 To be eligible for the sever nce pay program, an employee must meet the following requirements: 27.21 The employee must be oluntarily separated from City employment or have been subject o separation by lay-off or compulsory retirement. Those e loyees who are discharged for cause, misconduct, inefficie cy, incompetency, or any other disciplinary reason are not eligib e for the City severance pay program. 27.22 The employee must fil a waiver of re-employment with the Personnel Director, ich will clearly indicate that by requesting severance ay, the employee waives all claims to reinstatement or re-e ployment (of any type) , with the City or with Independent Sch 1 District No. 625. 27.23 The employee must ha an accumulated balance of at least eighty (80) days of sick le e credits at the time of his separation from service. 27.3 If an employee requests sev rance pay and if the employee meets the eligibility requirements se forth above, he or she will be granted severance pay in an amount qual to one-half of the daily rate of pay for the position held by th employee on the date of separation for each day of accrued sick leave s bject to a maximum as shown below based on the number of qears of service n the Fire Department. Years of Servic Maximum With the City Severance Pay At Least 20 $4,000 • 21 4,600 22 5,200 23 5,800 24 6,400 25 7,000 - 38 - : ARTICLE XRVII - SEVERANCE PAY (Continued) 27.4 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. 27.5 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. 27.6 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 27.7 This severance pay program shall be sub�ect 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. - 38 - • �� , . ARTICLE XXVIII - PHYSICAL INCAPAC TATION 28.1 Any physical incapacitated LOYEE unable to perform normal work duties may be assigned at the direc ion of the department head to perform the duties of Fire Dispatcher, F re Inspector, Fire Investigator or Fire Training Assistant. E1�L0 ES so assigned by the department head will receive their regular rate o pay for a period not to exceed one hundred and eighty (180) days. Afte one hundred and eighty (180) days, II�LOYEES so assigned will receive the r regular pay rate or the Dispatcher II pay rate-- whichever is lower. 39 - ARTICLE XXIR - CITY MILEAGE 29.1 Automobile Reimbursement Authorized: 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 duties, the following provisioas are adopted. 29.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Department Head. Type 1. If an employee is required to use his/her own automobi�.e OCCASIONALLY during employment, the employee shall be reimbnxse� at the rate of $3.00 per day for each day the employee's v�ehicle is actually used in performing the duties of the employee's position. In addition, the employee shall be reimbursed 15C per mile for each mile actually driven. . If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use bcet the employee desires to use his/her own automobile, then the emp�oyree shall be reim- bursed at the rate of 15C per mile driven and shall not be eligible for any per diem. Type 2. If an employee is required to use his/her own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $3.00 per day for each day of work. In addition, the employee shall be reimbursed 15C per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reim- bursed at the rate of 15C per mile driven and shall not be eligible for any per diem. 29.3 The City will provide parking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personal car available for City business. Such parking will be provided only for the days the employee is required to have his or her own personal car available. 29.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for sutomobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and further require that they maintain automobile liability insurance in amounts of not less than $100,000/$300,000 for personal in�ury, and $25,000 for property damage, or liability insurance in amounts not less than $300,000 single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the city clerk. - 40 - � �� ARTICLE XXX - PAID TIME OFF FOR GOTIATIONS �� 30.1 Employees elected to office in Local 21 shall be granted reasonable time off to meet with City offic als for contract negotiations without loss of pay. The number of empl yees permitted to attend such negotiations shall be limited to two at y one meeting and such employee shall give prior reasonable notice for such absence and receive approval of the employee's designated supe isor. 41 — f ARTICLE XX7CI - MAINTENANCE OF STANDARDS 31.1 The parties agree that all conditions of employment relating specifically to wages, hours of work, vacations, holidays and sick leave except as modified by this agreement shall be maintained at not less than the minimum standard as set forth in the Civil Service Rules of the City of Saint Paul, (Resolution No. 3250) and Resolution No. 6446 at the time of the signing of this AGREEMENT, and these conditions of employment shall be improved wherever specific provisions for improvement are made elsewhere in this AGREEMENT. It is specifically agreed that the Civil Service Rules set forth above are not a part of this contract and that these rules shall only be amended by the present legislative process by the Civil Service Commission and the City Council. - 42 - , �� ARTICLE XXXII - PREMIUM PAY FOR P IC AND EMTA ASSIGNMENTS 32.1 Any employee who is assigned o an advanced life support unit as a Paramedic shall be paid a dif erential of six percent (6�) of his/her regular base rate. Only employees who have satis actorily completed all required Paramedic training shall be e igible for such assig�ent and pay differential. 32.2 Any employee who is assigned o an advanced life support unit or a basic life aupport unit as an Emergency Medical Technician-Assigned (EMTA) shall be paid a differ ntial of three percent (3�) of his/her regular base rate. Only employees who have satis actorily completed all required EMT training shall be eligible fo such assignment and pay differential. � 32.3 Any employee who is assigned o a designated hazardous materials response unit shall be paid a differen ial of three percent (3�) of his/her regular base rate. 43 - ARTICLE XXXIII - DIIRATION OF AGREEMENT 33.1 Except as herein provided, this AGREEMENT shall be effective as of January 3, 1987 and shall contin�e in full force and effect through the �lst 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 as amended. WITNESSES: CITY OF SAINT PAUL INTERNATIONAL ASSOCIATION OF FIRE FIGFiTERS, LOCAL N0. 21 BY: �� BY: , el ions Manager President � - J ' BY: � e Director Secretary-Tr asu r BY: � � Recording Secretary ' l - BY: Dated at St. Paul, Minnesota MARCH 11 . 1988 - 44 - , " n n l%�- �J0 / APP ND�R A BI-WE Y RATES FIRE FIGHTER EFFECTIVE A B C D E F 10 yr. 15 yr. 1-3-87 987.99 1037.36 1089.24 1133. 2 1191.16 1239.44 1303.81 1336.02 1-2-88 1033.68 1085.36 1139.64 1185. 3 1246.26 1296.77 1364.13 1397.82 1-1-89 1080.20 1134.20 1190.92 1238. 8 1302.34 1355.13 1425.52 1460.73 * IRE ENGINEER FIRE QUIPMENT OPERATOR FIRE ALARM DISPATCHER I APPOINTED PRIOR TO JANUARY 1, 1988) FIRE INSPECTOR (APP INTED PRIOR TO JANUARY 1, 1988) 1-3-87 1067.03 1120.35 1176.38 1223.8 1286.45 1338.59 1408.11 1442.90 1-2-88 1116.37 1172.19 1230.81 1280.4 1345.96 1400.51 1473.26 1509.65 1-1-89 1166.62 1224.94 1286.19 1338.1 1406.53 1463.54 1539.56 1577.59 IRE CAPTAIN FIRE REVENTION CAPTAIN FIRE ALARM DISPATCHER II (APPOINTED PRIOR TO JANUARY 1, 1988) FIRE INVESTIGATOR (AP OINTED PRIOR TO JANUARY 1, 1988) FIRE TRAINING ASSISTANT APPOINTED PRIOR TO FEBRUARY 1, 1988) 1-3-87 1161.67 1219.73 1280.74 1332.4 1400.57 1457.33 1533.02 1570.90 1-2-88 1219.74 1280.72 1344.78 1399.0 I�:'v.59 1530.19 1609.67 1649.43 1-1-89 1274.64 1338.36 1405.29 1462.0 15"� �fi 1599.05 1682.11 1723.66 FIRE DISPATCHER I F RE INSPECTOR (APPOINTED ON OR AFTER JANUARY 1, 1988) 1-1-88 1033.68 1085.36 1139.64 1185.6 1246.26 1296.77 1364.13 1397.82 1-1-89 1080.20 1134.20 1190.92 1238.9 1302.34 1355.13 1425.52 1460.73 FIRE A ARM DISPATCIiER II (APPOINTED ON OR AFTER JANUARY 1, 1988) 1-1-88 1064.69 1117.92 1173.83 1221.2 1283.65 1335.67 1405.05 1439.81 1-1-89 1112.60 1168.23 1226.64 1276.1 1341.41 1395.78 1468.28 1504.55 A1 - � , FIRE INVESTIGATOR � (APPOINTED ON OR AFTER JANUARY 1, 1988) EFFECTIVE A B C D E F 10 yr. 15 yr. 1-1-88 1085.36 1139.63 1196.62 1244.91 1308.57 1361.61 1432.34 1467.71 1-1-89 1134.21 1190.91 1250.46 1300.93 1367.46 1422.89 1496.80 1533.77 FIRE TRAINING ASSISTANT (APPOINTED ON OR AFTER FEBRUARY 1, 1988) 1-1-88 1116.37 1172.19 1230.81 1280.48 1345.96 1400.51 1473.26 1509.65 1-1-89 1166.62 1224.94 1286.19 1338.10 1406.53 1463.54 1539.56 1577.59 - A2 - . . �� APPENDI ��Bn � Unit Price Regulation "West Point" long sleeve polic shirt. . . . . . . . . . . . . $ 7.00 Regulation "West Point" short sleeve poli e shirt . . . . . . . . . . . . � 6.45 Ranking Officer's white uniform shirt, lo g sleeve, West Point 7500C. . . � 6.50 Ranking Officer's white uniform shirt, sh rt sleeve, West Point 7500C . . $ 6.00 Jersey type long sleeve sweat shirt, navy blue - Wilson 8632. . . . . . $ 3.30 Jersey type 3/4 sleeve sweat shirt, navy lue - Wilson 8632 . . . . . . . $ 3.30 Fechheimer Bros. navy blue trousers 32200 . . . . . . . . . . . . . . . . � 8.75 Fechheimer Bros. navy blue trousers 32250 . . . . . . . . . . . . . . . . $ 8.25 Jacket - Light weight, waist style Fechhe mer �32100. . . . . . . . . . . �10.00 Surcoat - Energy 100FD - Sizes 48-50 add 0�, - longs add lOZ . . . . . . �30.75 Parka - Navy Butwin 111SP Regular sizes 34-46. . . . . . . . . . . . . . . . . . . . . . . . $39.00 Extra sizes 48 . . . . . . . . . . . . . . . . . . . . . . . . . . �42.90 50 . . . . . . . . . . . . . . . . . . . . . . . . . . �44.85 52 . . . . . . . . . . . . . . . . . . . . . . . . . . 549.00 Long . . . . . . . . . . . . . . . . . . . . . . . . . �42.90 Liners for summer uniform fire fighter ja et - Fechheimer Bros. 32704. . $ 5.60 SEWING COSTS: No cost when ordered ith jacket otherwise. . . . . . � 1.00 Caps Trooper Cap . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.95 Chiefs Navy-Style Midwest-N.W. . . . . . . . . . . . . . . . . . . $ 6.25 8 pt. Midwest-N.W. . . . . . . . . . . . . . . . . . . . . . . . . $ 4.25 Belts - leather - black - 1} inch . . . . . . . . . . . . . . . . . . . . $ 1.45 Shoes Wedge style oxford - Red Wing shoe �1 1. . . . . . . . . . . . . . . $ 4.95 Slip on style oxford - FLOAT-AWAYS �J 347. . . . . . . . . . . . . . $15.50 Slip on style oxford - FLOAT-AWAYS �J 318. . . . . . . . . . . . . . $14.50 Lace style oxford - FLOAT-AWAYS Z5096 . . . . . . . . . . . . . . . $14.50 Slip on style oxford Weinbrenner 1635 . . . . . . . . . . . . . . . $15.95 Slip on style oxford Weinbrenner 1435 . . . . . . . . . . . . . . . $12.00 Lace style oxford T5152 Mocc toe . . . . . . . . . . . . . . . . . $16.50 Lace style oxford Weinbrenner 1225 . . . . . . . . . . . . . . . . $16.50 Lace style oxford Weinbrenner 1250 . . . . . . . . . . . . . . . . �16.50 Socks Munsingwear �40. . . . . . . . . . . . . . . . . . . . . . . . . . � .65 Munsingwear �415 - stretch style . . . . . . . . . . . . . . . . $ .65 Ties - black, 4-in-hand, or snap-on style . . . . . . . . . . . . . . . $1.00 - B1 -�. . . C��9 r� � ' CITY O SAINT P.A.UL ��' �. � . �1p ��i� :s 3� i�i�� OFFIC� TFIE CITY COIINCIL R ..._ . c, r�'r . �`ct `�� , �� Co ttee Report �'�� :� � F_:' an.ce Mana eme t & Personnel Co ' � mmlttee. pril 18, 1988 1 . Approval or minutes of Aprii 4th and April llth AppROVEU meetings. PERSONNEL 1 :30 2. ` ' � � tif in 9 Jim ardi �: '�nd the � . �� +' � , ��I�� l...,�,�� : �� .. � �� 1 :40 3. Resolution amending 5ectio 8 of tne Civil Service Sheryl Le Rules concerning reailocati n.. (Referred from Council April 7) LAID OVER T0 4/28 1 :50 4. Resolution changing the rat of p�y for Assistant Sheryi Le General Manager-Water Utili y in Grade 31 , Section ID4 to Grade 33 of the Prof ssional Emp}oyees Supervisory Standard Ranges in tf�e Salary Plan and Rates of Compensation Resol tion. LI�D OVIIt T0 4/28 (Refe�-red frorn Counc i 1 Apr i 1 7) 2:00 5. Resol�tion adjusting the ra e of ray for Ground- Sheryl Le crew Member and deleting Gr undskeaper in Section , IIB of the Salary Pian ancl ates c= Compensation � Resolution. (Re�erred from Councii April 7) LAID OVER TO 4/2$ 2: 1C1 6. Resolution amending the Civ 1 Service Rules by adding Sheryl Le Section 8.A.2.a and amendin Section 8.0 pertaining to the�.St. Paui �Pol ice Fede ation. LAID OVER TOS19 (Referred from Council Marc 29, laid over in committee April 11 ) L'TY �� SEVENTH F OOR SAINZ'PAUL,MINNESOTA SSi02 .�,ss . r..:�.+.9rraa�+.�..,�.., , . --— —