99-191Council File # 99 - Iq�
OR�G�NAL
Presented
Referred To
Green Sheet #_63931_
Committee Date
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RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
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1998 - 1999 Collective Bargaining Agreement between the City of Saint Paul and the International
Association of Fire Fighters, AFL-CIO Loca121.
Requested by Department of:
Office of Labor Relations
By: �r2C �r' �
Form A roved by Attorney
By: �����-�c�
Adopted by Council: Date — � '� \ ,�� � �r' . �,�� q
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Cer[ified by Council Secretary
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RESOLUTION
OF SAINT PAUL, MINNESOTA
Approv y'ayor for Submission to nuncil
BY� �yL SCl��? , ./�
DEPARTMENT/OFFICE/COUNCIL: DATE INTTIATED GREEN SHEET 1vo.: 53931 qq _'�,
LABOR RELATIONS Febr.uary 23, 1999
CONTACT PERSON & PHOn�E: � INI71ALlDAiE p�*('[7p(,/pp7'E
JIJLIE KRAUS 266-6513 �IG�, 1 DEPARTMENC DIR R4K ' 4 CITYCOUNCIL
NUMBER 2 CITY ATI'ORNEY�_ CITY CLERK
MUST BE ON COUtiCIL AGENDA BY (DATE) FOR BUDGEI DIR. = �_ J � �_�' 2 FIN. & MGT. SERVICE DIIL
ROi)TING 3 MAYOR (OR ASST.) �ih vl� y
��4r� � ORDER � _
TOTAL # OF SIGNAT[112E PAGES_3 (CLIP ALL LOCATIONS FOR SIGNATURE)
ncnox �QL�s�n: This resolntion approves the attached January 1, 1998 — December 31, 1999 Coliecti�=e
Bazgaiuing Agr.eement between the City of Saint Paul and the International Association of Fire Fighters,
AFL-CIO Loca121.
RECOT�IIvIENDATIONS: Approve (A) or Rejeet (A) PERSONAI. SERVICE CONTRACfS MUST ANSWER 1'AE FOLLOWING
' QUESTIONS:
_PLANNING COMMISSION _CIVIL SERVICE COMIvIISSION 1. Has this person/fitm ever worked under a contract for titis depaztmen[?
_CIB COMMIT7'EE Yu No
_STAFF 2. Has this person/fi�m ever been a city employee?
DISTffiCT COURT Yes No
SUPPORTS WI-DCH COUNCIL OBJECITVE? 3. Does this persoNfum possess a skitl not normally possessed by any ciurent ciry employee?
Yes No
Expiain all yes answers on separate sheet and attac6 to green sheet �
INTI7ATING PROBLEM, ISSUE, OPPORTUNTTY (Who, What, When, Where, Why):
nnvnxTncES �F arrxoven An Agreement in place through December 31, 1999.
DLSADVARTAGESIFAPPROVED.
None
DISADVANTAGES IF NOT APPROVED.
No settlement of issues. Parties would be subject to interest azbitration to settle disputes on terms of agreement.
TOTAL AMOiINT OF TRANSACTION: $ 1998� $583,20426 WST/REVE1VIlE BUDGETED:
1999: $59Q724 31
F[7NDING SOURCE: ACTIVITY N[JMBER:
FINANCIAL INFORMATION: (EXPLAII� ����'� ����"�nv� '*^ ��fi�r
��`.� S+ t� �pa���
q9 -191
ATTACHIvIENT TO 'THE GREEN SHEET
The Intemafional Associafion of Fire Fighters, AFL-CIO Loca121
Below is a suuunary of the changes in the Collective Bazgauring Agreement between the City
and the Intemational Association of Fire Fighters, AFL-CIO Loca121. The new contract is for
the period of January 1, 1998 through Aecember 31, 1999.
Wages:
1998: 2.6%
(Splits*: Ol/98 2.3%; 07/98 03%)
1999: 2.5°/a
(Splits: O1/99 2.0%; 07/99 0.5%)
*Wage implementation dates
Health Insurance:
1998: Single $285.00 per month
Family $378.82 per month
1999: Single $275.00 per month
Family $397.11 per month
The single contribution is reduced by $25.00 over 1998 and 1999. This means the unused
benefit dollar amount returned to employees at the end of the year has decreased, this helps
accomplish the City's goal of paying benefit dollars for benefits.
Regazding family coverage, other units have settled at $368.82 + 50%. Since premiums dropped
this means no increase for them. Since the International Association of Fire Fighters, AFL-CIO
loca121 lowered the single amount by $25.00 the City gave a dollaz amount of $10.00 to family
coverage.
The International Association of Fire Fighters, AFL-CIO Loca121 also agreed to a reduction in
the married couple rule. This rule applies only to Loca121 and Police. When both spouses are
employed by the City, one takes coverage, the other gets the full $30Q.o� pex month back at the
end of the year. Now the spouse with no coverage will receive back only the actual amount of
the single contribution, since the City would have to purchase this from the insurance company
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Attachxnent to the Crreen Sheet
The International Association of Fire Fighters, AFL-CIO Loca121
Page 2
Tour of Duty Holiday:
For 1998, The Internarional Association of Fire Fighters, AFL-CIO Loca121 and the City agreed
to an additional Tour of Duty Holiday for the employees in the classifications of Fire Equipment
Operator, Fire Alarm Dispatcher I, and II, Fire Captain, Fire Prevention Captain, Fire Training
Assistaut, and Fire/Arson Investigator.
In 1999, the employees in the above ciassifications, with 15 ox more yeazs of service, will receive
an additional one-half Tour of Duty Holiday after 1/1/99, and a second one-half Tour of Duty
available December of 1999.
Tuition Reimbursement:
For 1998, The International Association of Fire Fighters, AFL-CIO Loca121 and the City agreed
to an increase in the amount available for tuition reimbursement for Fire Fighter Cadets. In order
to reflect the rising cost of tuition, the available hution reimbursement amount was raised by
$200.00 to be used over the three yeazs of classes.
Elimination of Administrative Fee:
The International Association of Fire Fighters, AFL-CIO Loca121 and the City agreed to
eliminate the administrative fee of $0.50 per month.
Uniform Allowance:
The International Association of Fire Fighters, AFL-CIO Loca121 and the City agreed to
increase the uniform allowance with a one-time increase of $250.00 per Fire Fighter.
Costs:
Wages
Health Insurance
1998
$463,95814
1999
$426,084.01
- $2,100
Amend Married Couple Rule
Tour of Duty Holiday
Tuition Reimbursement
$107,751.12
$13,600.00
Elimination of Adm Fee
$30,261.46
- $7,984.20
$40,475.04
$2,388.00
Uniform Allowance $99.500.00
$583,209.26 $590,72431
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Attachment to the Crreen Sheet
The Intemational Association of Fire Fighters, AFL-CIO Loca121
Page 3
Language Changes (summary)
3. Drug and Alcohol Testing
Change "probable cause" to "reasonable suspicion."
5. Years of Service Retiree Health Insurance
14.6 (3)
Have completed at least twenty (20) yeazs of service with the City of St. Paul, excludine
service with Independent 5chool District 625 for emrolovees hired after September 1,
1� or be receiving a disability pension from the City of Saint Paul, ...
The contract includes other changes to contract language which are basically of a housekeeping
nature for clarification and clean up.
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_ t998 =1999 _
- � _ -, . �. _ AG�E�M�NT. . : : � � - - �� �"
` : - beiween - _ . . _
THE �ITY OF. SA�N'� RAUL
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,TI�E ,I�TERNA'i'�ONAI; �SSOCIATION QF FIRE FIGHTERS'
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, �F`i,=�CIO LOCAL 21 ;; =
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ARTICLE TTTLE
Preamble .......................
PAGE
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1 Purpose ....................................................1
2 Definitions .................................................1
3 Recognition ................................................3
4 Security ...................................................3
5 Employer Authority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . 4
7 Saving Clause ...............................................8
8 Position Openings ...........................................8
9 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
10 Seniority ...................................................9
11 Overtime .................................................13
12 CaliBack .................................................13
13 Military Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
14 Insurance .................................................IS
15 Exchange of Tours of Duty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
16 Vacation ..................................................20
17 Holidays ..................................................21
18 Residence .................................................22
19 Sick Leave and Pazental Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
20 Fire-Fighting Equipment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
21 Station Supplies ............................................24
22 Telephones ................................................24
23 Wage Schednle .............................................24
24 Um£orm Allowance .........................................25
25 LegalService ..............................................25
26 Severance Pay .............................................26
27 Incapacitation ..............................................28
28 City Mileage ...............................................29
29 Paid Time Off For Negotiations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
30 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
31 Premium Pay for Pazamedic and EMTA Assignments . . . . . . . . . . . . . . 31
32 Drug and AlcoholTesting ....................................32
33 Discipline .................................................36
34 Tuition Reimbursement ......................................36
35 Duration of Agreement ......................................37
Appendix A .............................................. A1
Appendix B .............................................. B1
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PREAMBLE
This Agreement between the City of Saint Paul, hereinafter referred to as the
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Employer, and the International Associarion of Fire Fighters AFL-CIO Loca121, hereinafter
refened to as the Union. The Employer and the Union concur that this Agreement has as its
basic objective the promofion of the mutual interests of the City of Saint Paul and its employees
to provide the highest level of services by methods which will best serve the needs of the generai
public.
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ARTICLE 1- PURPOSE
1.1 The Employer and the Union agree that the purpose of entering into this Agreement is to:
1.1(1) Achieve orderly and peaceful relations.
11(2) Establish the full understanding of the parties concerning terms and conditions of
this Agreement.
1.1(3) Establish procedures to orderly and peacefully resolve disputes as to the
application or interpretation of this Agreement.
1.1(4) Place in written form the parties' agreement upon terms and conditions of
employment for the duration of this Agreement.
ARTICLE 2 - DEFINITIONS
2.1
2.2
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2.4
2.5
2.6
2.7
Union: International Association of Fire Fighters AFL-CIO Loca121.
Employer: The City of Saint Paul.
Union Member: A member of the International Association of Fire Fighters AFL-CIO
Local 21.
Employee: A member of the exclusively recognized bazgaining unit.
Vacancy: As deternnined by the department head, a funded position opening in a class
specified in Article 3.2.
Position: Any specific office, employment or job in the Fire Department in a class
specified in Article 3.2.
Tour of Duty:
A. For a fifly-six (56) hour wark week employee:
The performance of job duties and acceptance of the responsibilities of a position
for a consecufive and uninterrupted twenty-four (24) hour period from 8:00 a.m.
on a calendar day to 8:00 am. on the following calendar day.
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� ARTICLE 2 - DEFINITIONS (Continued)
B. For a foriy (40) hour work week employee:
The performance of job duties and acceptance of the responsibilities of a position
foz a consecutive and uninterrupted eight (8) hour period within a calendar day.
For employees working under the title of Fire Alarm Dispatcher I or the tifle of
Fire Alann Dispatcher II the work period shall be as assigned by the employer,
and will include a 35 minute unpaid lunch break.
2.8 Seniority: An Employee's length of continuous employment in the Employer's Fire
Department.
2.9 Department: The fire depariment of the City of Saint Paul as established and amended
from time to time pursuant to Section 9.01 of the City Charter.
2.10 Overtime: Work performed by an Employee in excess of the Employee's tour of duty by
order of the Employer.
2.11 Overtime Pay: Overtime pay for the purposes of Articles 11 and 12 will be based on a
fifty-six (56) hour work week.
� 2.12 Work Week: The work week for employees working twenty-four (24) hour tours of duty
will be an aueraged fifty-six (56) hour per calendar week. The work week for employees
working twelve (12) or less hour tours of duty will be forry hours per calendar week.
2.13 Call Back: A call to report for work by the Employer during an Employee's scheduled
off time.
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• ARTICLE 3 - RECOGl�ITION
3.1 The Employer recognizes the Union as the exclusive representative for the purpose of
meeting and negotiating the terms and conditions of employment for all eligible
personnel under Minnesota Statutes.
3.2 Job classes which are within the bazgaiuiug unit and covered by this Agreement aze as
fallows:
Fire Alarm Dispatcher I
Fire Alann Dispatcher II
Fire Captain
Fire Equipment Operator
Fire Fighter
Fire Training Assistant
Fire/Arson Investigator
33 In the event the Employer and the Union aze unable to agree as to the inclusion or
exclusion of a new or modified job position, the issue shall be submitted to the Bureau of
Mediation Services for determination.
� ARTICLE 4 - SECURITY
4.1 The Employer sha11 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 bazgaining unit to act as stewards and
shall inform the Employer in writing of such choice.
4.3 The Employer sha11 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 hannless against any and a11
claims, suits, orders or judgments brought or issued against the ciry as a result of any
action taken or not taken by the city under the provisions of this article.
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• ARTICLE 4 - SECURITY (Continued)
4.5 The Union agrees that an admiuistrative 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
fairshaze prior to remittance of dues or fairshaze to the Union. Effective January 1, 1999,
this section will have no fiu•ther effect.
ARTICLE 5 - EMPLOYER AUTHORITY
51 The Union recognizes the right of the Employer to operate and manage its affairs in all
respects in accordance with applicable laws and regulations of appropriate authorities.
The rights and authority which the Employer has not officially abridged, delegated or
modified by this Agreement are retained by the Employer.
ARTICLE 6- EMPLOYEE RIGHTS - 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 sha11 not be considered
grievances and subject to tl�e 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 representatives and of their successors when so designated.
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• ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
(Continued)
63 Processing of Grievances
It is recognized and accepted by the Union and the Employer that the processing of
grievances as hereinafter provided is lixnited by the job 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 tune without loss of pay when a
grievance is investigated and presented to the Empioyer 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.
6.4 Procedure
Grievances, as defined by Section 6.1, shall be resolved in conformance with the
following procedure:
Step 1: An Employee claiming a violation concerning the interpretation or
application of this Agreement shall within twenty-one (21) calendar days
after such alleged violation has occurred present such grievance to the
• Employee's supervisor as designated by the Employer. The
Employer-designated representative will discuss and give an answer to
such Step 1 grievance within ten (10) calendar days after receipt.
A grievance not resolved in Step 1 and appealed to Step 2 shall be placed
in writing by the Union setting forth the nature of the grievance, the facts
on which it is based, the provision or provisions of the Agreement
allegedly violated, the remedy requested, and shall be appealed to Step 2
within ten (10) calendaz days after the Employer-designated
representative's final answer in Step 1. Any grievance not appealed in
writing to Step 2 by the Union within ten (10) calendar days shall be
considered waived.
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• ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDLJRE
(Continued)
Step 2: If appealed, the written grievance shall be presented to and discussed with
the Employer-desi�ated Step 2 representative. The Employer- designated
representative shall give the Union the Employer's Step 2 answer in
writing within ten (10) calendaz days after the receipt of 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 following the Employer
designated representarive's fmal Step 2 answer. Any grievance not
appealed in writing to Step 3 by the Union within ten (10) calendaz days
shall be considered waived.
Oational Mediation Ste�
If the grievance has not been satisfactorily resolved at Step 2, either the Union or
the Employer may, within ten (10) calendaz days, request mediation. If the parties
agree that the grievance is suitable for mediation, the parties shall submit a joint
request to the Minnesota Bureau of Mediation Services for the assignment of a
mediator. Grievance mediation shail be completed within thirty (30) days of the
asignment.
• 2. Grievance mediation is an optional and voluntary part of the grievance resolution
process. It is a supplement to, not a substitute for, grievance arbitration. When
grievance mediation is invoked, the contractual time limit for moving the
grievance to azbitration shall be delayed for the period of inediation.
3. The grievance mediation pzocess shall be informal. Rules of evidence shall not
apply, and no record shall be made of the proceeding. Both sides shall be
provided ample opportuniry to present the evidence and argument to support their
case. The mediator may meet with the parties in joint session or in sepazate
caucuses.
4. At the request of both parties, the mediator may issue an oral recommendation for
settlement. Either party may request that the mediator assess how an arbitrator
might rule in this case.
The grievant sha11 be present at the grievance mediation proceeding. If the
grievance is resolved, the grievant shail sign a statement agreeing to accept the
outcome. Unless the parties agree otherwise, the outcome shall not be
precedential.
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� ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
(Continued)
6. If the grievance is not resolved and is subsequently moved to azbitration, such
proceeding shall be de novo. Notlaing said ar done by the parties or the mediator
during grievance mediation with respect to their positions concerning resolution
or offers of settlement may be used or referred to during azbitration.
Step 3. A grievance unresoived in Step 2 and appealed to Step 3 shall be
submitted to arbitration by the Union subject to the provisions 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 Authonity
A. The azbitratar shall haue 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
� Employer and the Union, and sha11 have no authority to make a decision on any
other issue not so submitted.
B. The azbitrator shall be without power to make decisions contrary to or
inconsistent with or modifying or varying in any way the application of laws,
nxles, or regulations having the farce and effect of law. The arbitrator's decision
sha11 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
interpretarion or application of the express terms of the Agreement and to the facts
of the grievance presented.
C. The fees and expenses far the arbitrator's services and proceedings sha11 be borne
equally by the Employer and the Union provided that each parry shall be
responsible for compensating its own representatives and wimesses. If either
party desires a verbatim recard of the proceedings, it may cause such a record to
be made, providing it pays for the record. If both parties desire a verbatim record
of the proceedings, the cost shall be shared equally.
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• ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
(Continued)
6.6 Waiver
If a grievance is not presented within the time lunits set forth above, it sha11 be considered
"waived". If a grievance is not appealed to the next step witlun the specified time lixnit 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 Union may elect to treat the grievance as denied at the step and
immediately appeal the grievance to the nea�t step. The fime limit in each step may be
extended by mutual written agreement of the Employer and the Union in each step.
ARTICLE 7 - SAVINGS CLAUSE
7.1 In the event any provision of this Agreement sha11 be held to be contrary to law by a court
of competent jurisdiction from whose final judgment or decree no appeal has been taken
within 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.
� ARTICLE 8 - POSITION OPENINGS
81 To expedite the filling of vacancies under civil service procedures, the head of the
department or designated representative will:
8.1(1) Make requisition for certification of eligibles to fill a vacancy within fifteen (15)
days after determining that a vacancy exists.
81(2) Within fifteen (15) days after the department head has met with the certified
eligibles, he will fill a vacancy.
8.1(3) If no eligibil'aty list is in effect when a vacancy occurs, the department head sha11
within fifteen (15) days request the appropriate civil service officials to conduct
an examination for the purposes of estabiishing an eligibility list.
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ARTICLE 9- WORKING OUT OF CLASSIFICATION
9.1 Any Employee 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 for the entire
tour of duty, provided that the Employee performs these duties for at least twelve (12)
bours of the tour of duty. It is understood that the higher rate shall not apply when an
Employee works in the higher class for less than twelve (12) hours of the tour of duty.
ARTICLE 10 - SENIORITY
10.1 Department Seniorit_v.
For the purposes of this Agreement department seniority shall be defined as the length of
continuous and uninterrupted employment in the fire department.
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10.2 Seniority Lists.
The department shall maintain at all times during this Agreement seniority lists by
department.
103 Loss of De�artment Senioritv.
An Employee will lose acquired department seniority in the following instances:
10.3(1) Resignarion
103(2) Discharge
103(3) Retirement
10.4 Work Force Reduction
In the event of a reduction in the deparhnent work farce, such reduction shall occur on the
basis of seniorii7 in the deparhnent.
10.5 Reduction in Rank
Reduction in rank shall be in accordance with the Civil Service Rules as of June 30,
1973. (Except as indicated below)
10.5(1)
10.5(2)
10.5(3)
Reduction in rank for periods up to but no more than 30 consecutive
calendar days will be by platoon seniority.
Reduction in rank for more than 30 consecutive calendaz days sha11 be in
accordance with the Personnel Rules as of June 30, 1973.
There will be a minimum of 3.6 regulaz Fire Captains appointed for each
engine, squad and ladder company.
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i ARTICLE 10 - SEIVIORITY (Continued)
l OS(4) There will be a minimum of 3.6 regulaz Fire Equipment Operators - Fire
Engmeers appointed for each engine, squad and ladder company. This
min;mum number shall include the starred men in this position until they
aze phased out by normal attrition.
10.5(5) When promotion positions (Fire Captain - Fire Equipment Operator) fall
below minimum requirements (3.6 per position), the Chief of the Fire
Deparhnent will use existing eligibility lists to fill vacancies within 15
calendaz days.
10.5(6) Short Term Demotion:
1. The employee 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.)
• 10.5(7) All promoted personnel will be designated a platoon regardless of
assignxnent. 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 principle of seniority. In the event of a job
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 following provisions. Only employees with a minimum of
two (2) calendar years service with the St. Paul Fire Department may bid under this
section.
1Q.6(1) All positions to be filled by latexal 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.
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• ARTICLE 10 - SENIORITY (Continued)
10.6(2) For the convenience of the employer, temporary assignment to a vacant
position may be made during the thirry (30) day period for which the
position is open for bid. Any such temporary assignment, however, shall
not be of a durarion in excess of two (2) days beyond the eapiration of the
thirry (30) day bid period.
10.6(3) 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 far delivering the original application to the employer and all
such applicarions shall be so delivered not later than 1630 hours on the day
following the close of the bid period.
10.6(4) Assigrunent to positions for which bids have been received shall be made
not later than the second day following the close of the bid period
• 10.6(5) In the event one or more employees submit bids for the same position, the
position shall be filled in accord with the following:
a) Except in those cases contemplated by subparagraph (b), below, the
bidding employee with the greatest senioriry shall be transfened to fill the
position. Provided, however, that in the event that the employer
determines that transfer of the most senior applicant or less senior
applicant(s) is not in the best interest of the Department, another employee
may be transferred to fill the posifion. In every such case, however, the
employer sha11 provide to the most senior bidder and any other
unsuccessful less senior bidder(s) a written statement of the reasons and
factual basis on which the decision not to transfer him to fill the position
was based.
b) In cases where the position to be filled by lateral transfer is such that a
pazamedic who bid therefore would, if transferred to fill the posifion, be
enabled to make use of his pazamedic skills and training, the employer
may transfer the most senior paramedic who bid to fill the position without
regard to the seniority of other applicants.
• 11
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S ARTICLE 10 - SENIORITY (Continued)
10.6(6) In the event no bid is received for a posted position, the employer may
offer the posirion to any employee or transfer the most junior employee on
the seniority roster to fill the position, or relist on subsequent bulletin.
10.6(7) When an employee bids for and is awarded a bulletined position and in the
event the employer deternunes that the employee's former position is to be
filled by lateral transfer, the employee's former position shall be filled in
accordance with the terms set forth above.
10.6(8) Employees who have bid for and been awarded a bulletined position shall
not be permitted to bid for the vacancy created by their transfer until that
vacancy has been filled at least once in the manner set forth herein.
10.6(9) Assignment to positions on the rescue squads shall be made in the
following manner:
a) When a vacancy for Captain occurs, the position sha11 be posted with the
other normal vacancies. The Empioyer shall fill the posi6on with any
� Captain that has bid for the position without regard to seniority.
b) When a vacancy for Fire Equipment Operator occurs, the normal bid
procedure shall be used.
c) Three Firefighter positions will be assigned on each rescue squad. Each
Firefighter assigned to one of these positions will remain for a maximum
of five years. When a vacancy for Firefighter is filled, the posifion sha11
be posted with the other normal vacancies. The Employer shall fill the
position with any Firefighter that has bid for the position without regard to
seniority.
10.7 In the event that an employee bidding on a vacancy in a Hazardous Materials Response
Unit does not have the required Hazardous Material certification at the time of
assignment, he/she shall obtain such certification by satisfactorily completing the next
available training session offering such certification.
• 12
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. A.RTICLE 11- 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-half (1.5) times the Employee's normal rate in
cash or in compensatory time at the option of the Employer.
11.2 (a) Employees warking a foriy (40) hour work week may accumulate up to a
maximum of forry (40) hours of compensatory tune.
(b) It is also agreed that Fire Prevention Employees may accumulate up to a
maximum of fifly-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 so as to interfere with
operations. Such tnne sha11 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.
ARTICLE 12 - CALL BACK
12.1 Employees required to report for work by the Employer during scheduled off=duty time
• will be compensated at the rate of one and one-half (1.5) tSmes the Employee's normal
hourly rate. The minimum payment under this Article will be four (4) times the
Employee's hourly rate. An eazly report 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.
12.2 Employees required to appear in court during scheduled off-duty time will be
compensated at the rate of one and one-half (1-ll2) times the employee s normal hourly
rate for hours worked with a minimum of four (4) hours at the employee's normal hourly
rate. The minimum of four (4) hours shall not apply when such court time is an extension
of or an early report to a scheduled shift.
• 13
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•
ARTICLE 12 - CALL BACK (Conrinued)
12.3 Employees required to stand-by for court appeazance during scheduled off-duty time will
be compensated for a min;mum of two (2) hours based on the employee's normai hourly
rate for each day he is required to stand-by, but such compensation shall not apply where
the employee is called to court for an appearance on the case subject to the stand-by
request or for any other case. The two hour minunum compensation for stand-by shall
not apply if notification is given that the stand-by is canceled prior to 6:00 p.m. of the
preceding day. Unless notified to the contrary, stand-by status shall continue for a
maYimum of two consecutive days, at which time the employee shall be required to
contact the City or County trial lawyer or his secretary in chazge of scheduling by 1600
hours the day following initiation or stand-by status, who will then continue or cancel
stand-by status as required and maintain an appropriate record of such notification.
12.4 The normal houriy rate for purposes of call back or stand-by compensation shall be based
upon the provisions of Article 2 of this Agreement.
ARTICLE 13 - MILITARY LEAVE OF ABSENCE
131 P� Allowance
Any Employee 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 sha11 be a member of the Officer's Reserve Corps, the
Enlisted Reserve Corps, the Naual 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, sha11 be entitled to leaue of absence from
employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or
other benefits for all the time when such Employee is engaged with such organization or
component in training or active service ordered or authorized 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 yeaz and further provided that such
leave sha11 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 niental
disability or other cause not due to such Employee's own fault, or (3) is required by
proper authority to continue in such military or naval service beyond the time herein
limited for such leave.
14
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� ARTICLE 13 - MILITARY LEAVE OF ABSENCE (Continued)
13.2 Leave Without Pav
Any Employee who engages in active service in time of war or other emergency declated
by proper authority of any of the military or naval forces of the state or of the United
5tates for which leave is not otherwise allowed by law shall be entitled to leave of
absence from employment without pay during such service with right of reinstatement
and subject to such conditions as are imposed by law.
133 Such leaves of absence as aze granted under Article 13 shall conform to Minnesota
Statutes, Section 192, as amended from time to time and shall confer no additional
benefits other than those granted by said statute.
ARTICLE 14 - INSURANCE
14.1 Plans
The insurance plans, premiums for coverages and benefits contained in the insurance
plans offered by the Employer shall be solely controlied by the contracts negotiated by
• the Employer and the benefit providers. The Employer will attempt to prevent any
changes in the benefits offered by the benefit providers. However, the employees
selecting the offered plans agree to accept any changes in benefits which a specific
provider implements.
14.2 Definition of Full-Time
Eligibility for fuil-time benefits is defined as appearing on the payroll an average of at
least sixty-four (64) hours per biweekly pay period for the twelve (12) month period
preceding the annual open enrollment or special enrollments or the employment period
preceding initial eligibility.
143 Health Insurance Contribution, 199$
143(11 Effective for the January, 1998, insurance coverage, the Employer will
contribute $285.00 per month to eligible employees who select single
health insurance coverage.
143(2) The Employer will contribute $378.82 per month to eligible employees
who select family health insurance coverage.
• 15
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�
ARTICLE 14 - INSURANCE (Continued)
14.4 Health Insurance Contribution, 1999
14.4(1) Effective January, 1999 insurance coverage, the Employer will
contribute$275.00 per month to eligibie employees who select single
health insurance coverage.
14.4(2) The Employer will contribute $397
who select family health insurance.
14.5 Life Insurance Contribution
11 per month to eligible employees
14.5(1 Effective January, 1999, the Employer will contribute an additional $1.65
per month far life insurance, which under the cafeteria plan bumps the
Employee's total contribution to $276.65 per month for employees selecting
single covezage and $398.76 per month for empioyees selecting family coverage.
(Accordingly, the life insurance coverage in 1999 is $10,000.00.
•
14.6 Cafeteria Plan Requirements
Under the Cafeteria Plan, fuil-time, eligible employees must select at least single health
insurance coverage and $S,OOO life insurance coverage as of 1998, $10,000 as of 1999.
14.6(1) It is understood that these mandatory coverages may not be waived.
14.6(2) However, an employee whose spouse is also employed by the City of
Saint Paul, and is eligible to participate in the City's health insurance plan,
will not be required to select mandatory health insurance coverage as long
as one of the spouses is participating in the City's insurance pian with
family coverage. The mandatory life insurance continues to apply. In this
event, only the difference between the cost of the mandatory life insurance
and the employer contribution amount for single health insurance coverage
shall be eligible for payment as unused benefit dollars.
14.6(3) Effective January 1, 1999, the amount eligibie for payment as unused
benefit dollars shall be the actual cost of the single health insurance
premium, less the cost of the monthly life insurance premium. Any
unused portion of the Employer's contribution, for which an employee is
eligible, is defined as unused benefit dollars, not salary, and shall be paid
to the employee as taxable income. Such payment shall be made during
the month of December for the insurance year. For employees who
terminated their employment with the City of Saint Paul, such payxnent
shall be made within ninety (90) days following termination.
• 16
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� ARTICLE 14 - INSURANCE (Continued)
14.6 Fle�ble Spending Account
14.6(4) Under the Cafeteria Plan, employees covered by this agreement will be
eligible to participate in the F1e�ble Spending Accounts offered by the
Employer. The service fee chazged for employees participating in the
Dependent Caze Account will be paid by the Employer. The service fee
for employees participating in the Medical Expense Account will be paid
by the employee.
Survivor Insurance
14.7 In the event of the death of an active employee, the dependents of the employee sha11
have the option, within thirty (30) days, to continue the current hospitalization and
medical benefits, including such plan improvements as may be made from time to time,
which said dependents previously had, at the premium and Employer contribution
applicable to eligible early retirees. The date of death shatl be considered to be the date
of retirement.
In the event of the death of an eariy retiree or a regular retiree, the dependents of the
• retiree shall have the option, within thirty (30) days, to continue the current
hospitalization and medical benefits which said dependents previously had, at the
premium and Employer contribution accorded to the eligible deceased retiree.
In the event of the death of an employee killed in the line of duty, the Employer wili
contribute 100% of the premium for either single or family health insurance coverage for
eligible dependents. An eligible dependent who is not enrolled in the City's health
insurance program at the time of the employee's death wiil have an option to enroll at the
next annual open enrollment period.
It is further understood that coverage shall cease in the event of:
14.7(1) Subsequent remarriage of the surviving spouse of the deceased employee
or retiree.
1A�.7(2) The employment of the surviving spouse or dependent where health
insurance is obtained through a group program provided by said
Employer. In this event, however, the surviving spouse or dependent shall
have the right to maintain City health insurance for the first ninety (90)
days of said employment.
• 17
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�
ARTICLE 14 - INSiTRANCE (Continued)
Retiree Insurance
14.8 Employees who retire must meet the following conditions in ozder to be eligible for the
Employez contributions listed in Articles 14.7 through 14.10 below towazd a health
insurance plan offered by the Employer:
.
14.8(i)
14.8(2)
14.8(3)
14.8(4)
Earlv Retirees
Be receiving benefits from a public employee retirement act covering
employees of the City of Saint Paul at the tune of retirement, and
Have severed his/her relationship with the City of Saint Paul under one of
the retiree plans, and
Have completed at least twenty (20) years of service with the City of Saint
Paul excluding service with Independent School District 625 for
employees hired after September 1, 1995 or be receiving a disability
pension from the City of Saint Paul, and
Have severed hislher relationship with the City of Saint Paul for reasons
other than an involuntary terminafion for misconduct.
149 This Article shall apply to employees who:
14.9(1) Retire on or after January i, 1996, and
149(2) Were appointed on or before December 31, 1995, and
149(3) Have not attained age 65 at retirement, and
149(4) Meet the terms set forth in Article 14.6 above, and
149(5) Select a heatth insurance plan offered by the Employer.
Unfil such retirees reach sixty-five (65) years of age, the Employer agrees to contribute a
m�imum of $350.00 per month toward the premium for single or family health
insurance coverage. Any unused portion of the Employer's contribufion sha11 not be paid
to the retiree.
When such eazly retiree attains age 65, the provisions of Articie 14.11 shall apply.
S 18
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� ARTICLE 14 - INSiTRANCE (Continued)
14.10 This Article shali apply to employees who:
14.10(1)
14.10(2)
14.10(3)
14.10(4)
1410(5)
Retiree on or after January 1, 1996, and
Were appointed on or after January 1, 1996, and
Have not attained age 65 at retlrement, and
Meet the terms set forth in Article 14.6 above, and
Select a health insurance plan offered by the Employer_
Until such retirees reach si�ty-five years (65) of age, the Employer agrees to contribute a
m�imum of $300.00 per month toward the cost of single or family health insurance
coverage. Any unused portion of the Employer's contribution shall not be paid to the
retiree.
When such early retiree attains age 65, the provisions of Articie 1412 shall apply.
Regular Retirees (Age 65 and over)
14.11 This ArCicle shali apply to employees who:
� 14.11(1) Retire on or after January 1, 1996, and
1411(2) Were appainted prior to 3anuary 1, 1996, and
1411(3) Have attained age 65 at retirement, and
14.11(4) Meet the terms set forth in Article 14.6 above, and
14.11(5) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute a maacimum of $550.00 per month towazd the
premium for single ar family health insurance coverage offered to regulaz retirees and
their dependents. Any unused portion of the Employer's contribution shall not be paid to
the refiree.
This Articie shall also apply to early retirees who retired under the provisions of Article
14.8 when such early retiree attains age 65.
14.12 This Article shall apply to employees who:
14.12(1) Retire on or after Jauuary 1, 1996, and
1412(2) Were appointed on or after January 1, 1996, and
14.12(3) Have attained age 65 at refirement, and
1412(4) Meet the terms set forth in Article 14.6 above, and
14.12(5) Select a health insurance plan offered by the Employer.
S 19
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� ARTICLE 14 - INSURANCE (Continued)
The Employer agrees to contribute a maxiinum of $300.00 per month toward the
premium for single or family health insurance coverage offered to regulaz retirees and
their dependents. Any unused portion of the Employer's contribution shall not be paid to
the retiree.
This Article shail also apply to early retirees who retired under the provisions of Articie
14.9 when such eazly retiree attains age 65.
14.13 The contributions indicated in Article 14 shall be paid to the Employer's third party
administrator or designated representative.
ARTICLE 15 - EXCHANGE OF TOURS OF DUTY
15.1 Voluntary exchanges of tours of duty sha11 be granted only after approval by the
department head or his designated representative.
15.2 No Employee sha11 be entided to working out of classificadon pay under Article 9 as a
result of any voluntary exchange of tours of duty.
.
ARTICLE 16 - VACATION
16.1 Vacation shall be granted as follows: Employees shall be granted in each fiscal 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 wark week. After fifteen (15) yeazs of
continuous employment in Employer's fire department, Employees sha11 be granted
vacarion at the rate of four and 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 deparhnent, Employees shail 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 deparhnent head may permit Employees to carry over into the following fiscal year
vacation fime equivalent to two work weeks. Vacation schedules shall be fixed by the
department head. An Empioyee not working full-time shall be granted vacation on a
pro-rata basis.
� 20
• ARTICLE 16 - VACATION (Continued)
163 Employees sepazated from employment by reason of resignation shall be granted such
vacation pay as has been earned and remains unused at the time of sepazation, provided
notification of resignation has been sent to the department head, in writing, at least fifteen
(15) calendaz days prior to the date of resignation. Employees sepazated from
employment by reason of dischazge, retirement or death shall be granted such vacation
pay as has been earned and remains unused at the time of sepazation. Employees granted
more vacation time than eamed at the time of sepazafion from employment shall pay the
Employer for such uneamed vacation.
16.4 This article shall not apply to temporary or emergency employees.
ARTICLE 17 - HOLIDAYS
17.1 Tn 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 171 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.
173 Tour of Duty Holiday
173(1) One tour of duty holiday will be provided to Fire Alann Dispatcher II's,
Fire Equipment Operators, Fire Captains, Fire Training Assistants and
Arson Invesfigators.
17.3(2) On January 1, 1999, all employees in the titles listed in Article 173(1)
with a minimum of 15 yeazs of service will be provided an additional half
tour of duty holiday. These same employees will be provided another half
tour of duty holiday effective December 31, 1999.
173(3) A tour of duty holiday may, at the option of the employee: (1) be added to
his/her vacafion schedule, or (2) the employee may choose to receive
payment at his or her regulaz rate of pay for the tour of duty holiday.
The Employer must receive and have approved the employee's request for
the tour of duty day as vacarion time off by November 15 of each calendar
yeaz. If the request is not so received by the Employer, the Employee will
forfeit his or her option to add the day as vacation.
�
• 21
• ARTICLE 17 - HOLIDAYS (Continued)
For Employees who choose the payment option the Employer will make
the payment no later than the last regulazly scheduled pay day o£ the
calendaz yeaz.
17.4 Far those employees assigned to a work week other than Monday tlu�ough Friday, the
holiday shall be observed on the calendaz date of the holiday.
17.5 Notwithstanding Article 17.1 above, the Employer may at anytime during the life of this
Agreement designate the Day a8er Thanksgiving as a paid holiday. In the event of such
designation, the Columbus Day holiday shall be deleted from the paid holiday list as set
forth in Saint Paul Ordinance 6446.
ARTICLE 18 - RESIDENCE
18.1 The residency requirements as passed by the City Council on December 30, 1982 under
Council File No. 279643 shail apply to all employees covered by this Agreement.
1&.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 regazding residency shall be of no force and effect.
ARTICLE 19 - SICK LEAVE AND PARENTAL LEAVE
191 As provided in City of Saint Paul Civil Service Rules Section 20. In addition to the
relatives listed in Section 20.B of the Civil Service Rules, accumulated sick leave credits
may be granted in the event of the death of the employee's stepparent or stepchild.
19.2 If an employee has an accumulation of sick leave credits in excess of one-hundred and
eighty days, he may convert any part of such excess to vacation at the rate of one-half
day's vacation for each day of sick leave credit. No employee may convert more than ten
(10) days of sick leave in each fiscal year under this pzovision.
193 In the case of a serious illness or disability of an employee's child, parent or household
member, the head of the department shall grant leave with pay in order for the employee
to care for or make arrangements for the care of such sick or disabled persons. Such paid
leave shall be drawn from the employee's accumulated sick leave credits. Use of such
sick leave shall be limited to the number of hours designated to be the employee's work
week per ancident.
������
• 22
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. ARTICLE 19 - SICK LEAVE AND PARENTAL LEAVE (Continued)
19.4 Any employee who has accumulated sick leave credits, as provided in the Civil Service
Rules, may be granted one day of sick leave to attend the funeral of the employee's
grandpazent or grandchild.
19.5 Maternity and Parental Leave. Pregnant employees of the City of Saint Paul shall be
eligible for the use of paid sick leave and unpaid leave of absence in the same manner as
any other disabled or ill City employee. Such paid sick leave eligibility shall begin upon
certificafion by the employee's attending physician that the employee is disabled in terms
of her ability to perform the duties of her position or any duties assigned by the
Employer.
A twelve (12) month Parentat leave of absence without pay sha11 be granted to a natural
pazent or an adoptive parent, who requests such leave in conjunction with the birth or
adoption of a child. Such leave may be eactended an additional twelve (12) months by
mutual agreement between the employee and the Employer. Refusal on the part of the
Employer to grant an e�ension of such leave shall not be subject to the provisions of
Article 6 of this Agreement.
Employees who return following such leaves of absence shall be placed in a position of
• equivalent salary and tenure as the one held just prior to the beginning of their leave.
ARTICLE 20 - FIRE FIGHTING EQUIPMENT
20.1 The Employer will provide the following fire fighting equipment for individual
Employees; such as:
Coats
Boots
Helmets
Choppers
Liners
• 23
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• ARTICLE 21 - STATION SUPPLIES
21.1 The Employer will provide station supplies such as:
Refrigerators
Stoves
Tables
Chairs
Soap
Brass Polish
Cleaning Rags
Light Bulbs
Chamois
ARTICLE 22 - TELEPHONES
22.1 The Employer wi11 provide a public telephone as a back-up to the alarm system.
22.2 Telephones installed for individual Employees or groups of Employees will be at the
Employees' expense. All such telephones must be approved prior to installation by the
• department head or his designated representative.
ARTICLE 23 - WAGE SCHEDULE
23.1 The wage schedule for the purpose of this Agreement shali be Appendix A attached
hereto. For 1998, the wage schedule in Appendix A will be increased by 23% effective
January, 1998 and .3% effective July, 1998. For 1999, the wage schedule in Appendix A
will be increased by 2% effective January 1999, and by .5% effective July, 1999.
232 Forty (40) hour work week Employees regulazly assigned to night duty (e.g.-dispatcher,
inspectors and fire prevention employees) will receive night differential in accordance
with existing City rules and policies. Notwithstanding Section III B of the Saint Paul
Salary Plan and Rates of Compensation, employees working in the title of Fire Alarm
Dispatcher I or Fire Alarm Dispatcher II assigned to a twelve (12) hour shift sha11 be
eligible for the night differential in accordance with Section III B of the Saint Paul Salary
Plan and Rates of Compensation.
� 24
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i ARTICLE 23 - WAGE SCHEDULE (Continued)
233 Any employee in any tifle in this bargaining unit who is appointed to any of the tifle
listed below on or after Febrnary 1, 1988 shall be paid according to the salary range as
shown in Appendix "A" for appoinhnents to such title on or after January 1, 1988 or on or
after February 1, 1988 whichever applies.
Fire Alarm Dispatcher I
Fire Alazm Dispatcher II
ARTICLE 24 - UNIFORM ALLOWANCE AND UNIFORM ITEM LIST
241 The 1972 base of One Hundred Twenty Dollars ($120.00) as a clothing allowance on a
voucher system will be increased January 1, 1974, and each yeaz thereafter on the basis of
a yeazly study of the increased cost of the defined uniform. The 1972 base cost of the
uniform is stipulated and attached as Appendix B. For the year 1999 only, the Employer
will provide an additional payment of $250.00.
24.2 It is further understood that Fire Prevention Employees sha11 receive a clothing allowance
which is Thirty ($30.00) Dollars greater than that provided herein for other employees.
• 243 Changes to the deparhnent's list identifying uniform items allowable for purchase, will be
initiated by recommendations from the deparhnent and Loca121 Labor-Management
Comtnittee. The recommendations will be subject to the approval of the Fire Chief and
the Employer's Director of Labor Relations.
ARTICLE 25 - LEGAL SERVICES
25.1 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.
25.2 Notwithstanding Article 25.1, 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 Plainriff.
• 25
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•
ARTICLE 26 - SEVERANCE PAY
26.1
26.2
Effective January i, 1988 the employer shall provide a severance pay program as set forth
in this Article 26.
To be eligible for the severance pay program, an employee must meet the following
requirements:
26.2(1) The employee must be voluntarily separated from City employment ar
have been subject to separation by lay-off 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.
26.2(2) The employee must file a waiver of reemployment with the Human
Resources Director, which will cleazly indicate that by requesting
severance pay, the employee waives all claims to reinstatement or
reemployment (of any type), with the City or with Independent School
District No. 625.
26.2(3) The employee must have an accumulated balance of at least eighty (80)
days of sick leaue credits at the time of his sepazation from service.
26.3 If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he or she wi11 be granted severance pay in an amount equal
to one-half of the daily rate of pay for the position held by the employee on the date of
separation for each day of accrued sick leave subject to a maximum as shown below
based on the number of years of service in the Fire Department.
Years of Service
With the City
At Least 20
21
22
23
24
25
Masimum
Severance Pay
$ 5,000
6,000
7,000
8,000
9,000
10,000
• 26
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� ARTICLE 26 - SEVERANCE PAY (Continued)
However, any employee sepazated from City employment on or after June 30, 1992 who
has an accumulated balance of at least one thousand eight hundred fifty (1,850) hours
of sick leave crediis and at least 25 years of service at the rime of his/her
separation from service shall be granted severance pay in the amount of thirty thousand
dollars ($30,000).
Employee with twenty (20) or more yeazs of service who is ruled disabled and is
receiving a disability pension and who has 1850 hours of accumulated sick leave shall be
ailowed the m�imum severance benefit of $30,000.
The manner of payment of such severance pay shall be made in three consecutive annual
payments of ten thousand dollazs ($10,000) each. The annual payments shall be made in
February of each yeaz. The first payment shall be made during the month of February in
the year following the yeaz in which the employee sepazates hislher employment.
26.4 Far the purpose of this severance program, a death of an employee sha11 be considered as
sepazation 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.
• 26.5 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 sevetance
program.
26.6 The manner of payment of severance in amounts of ten thousand dollars ($10,000) or less
sha11 be made in accordance with the provisions of City Ordinance No. 11490.
26.7 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.
• 27
. ARTICLE 27 - INCAPACITATION, - INJURY OR ILLNESS
27.1 Any physical * incapacitated Employee unable to perform normal work duties may be
assigned at the direction of the depariment head to perform the duties of Fue Alarm
Dispatcher I, Fire Alarm Dispatcher II, Fire Inspector ,* Fire Investigator * or Fire
Training Assistant. Employees so assigned by the department head will receive their
regulaz rate of pay for a period not to exceed one hundred and eighty (180) days. After
one hundred and eighty (180) days, Employees so assigned will receive their regulaz pay
rate or the Fire Alarm Dispatcher II pay rate, whichever is lower.
27.2 Notwithstanding Article 27.1, any physically incapacitated employee appointed to a title
covered by this Aa eement prior to January 1, 1990 who is unable to perform normal
work duties may be assigned at the direction of the department head to perform the duties
of Fire Alann Dispatcher I, Fire Alann Dispatcher II, Fire Inspector, * Fire Investigator*
ar Fire Training Assistant. Employees so assigned by the department head will receive
their regular rate of pay for the period of such assignment.
27.3 Fire Fighters, Fire Equipment Operators, Fire Captains or members who have previously
held one of these titles with the Employer injured during the course of employment and
thereby rendered incapable of performing job duties and responsibilities shall receive fuli
wages during the period of incapacity, not to exceed the period equal to twelve (12)
� months plus accumulated sick leave. It is understood that in such cases, the twelve (12)
month period shail first be utilized and only when same is e�austed shall accumulated
sick leave be applicable.
27.4 Fire Fighters, Fire Equipment Operators, Fire Captains or members who have previously
held one of these titles with the Employer disabled through in}ury or sickness other than
specified in Section 27.3 above shall receive fuli wages far a period equal to accumulated
sick leave, plus six (6) months as provided herein. It is understood that in such cases,
accumulated sick leave shall first be utilized before the six (6) months, or any part
thereof, sha11 be applicable. It is fiirther understood that the six (6) month period shall be
available only in those years where the last available Annual Report of the City Civil
Service o�ce shall show average sick leave used per Fire Department Employee (based
on the 1972 Annual Report method of calculating same), of eight (8) days or less.
27.5 Employees injured or incapacitated by illnesses in the line of duty shall be entitled to
reinstatement at any time within five (5) years from the date of injury or incapacity
provided they are physically capable of resuming their job.
�` These titles are viable only far the purpose of assignments pursuant to these sections.
qq'�� �
i 28
�q-i��
• ARTICLE 27 - INCAPACITATION, - INJURY OR ILLNESS (Conrinued)
27.6 Except as specifically provided in tlus Article, all illness and incapacity rules and policies
previously in effect shall continue.
ARTICLE 28 - CITY MILEAGE
28.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul
Administrative Code, as amended, pertaining to reimbursement of City o�cers and
employees for the use of their own automobiles in the performance of their duties, the
following provisions are adopted.
28.2 Method of Computafion: 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 automobile OCCASIONALLY
during employment, the employee shall be reimbursed at the rate of $3.00 per day for
each day the employee's vehicle is actually used in performing the duties of the
employee's position.
� In addition, the empioyee shall be reimbursed $.15 per mile for each male actually driven.
If such employee is required to drive an automobile during employment and the
deparlment head or designated representative determines that an employer vehicle is
available for the employee's use but the empioyee desires to use his/her own automobile,
then the employee shall be reimbursed at the rate of $15 per mile driven and shall not be
eligible for any per diem.
Tvue Z If an employee is required to use hislher 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 shali be reimbursed $15 per mile for each mile
actually driven.
If such employee is required to drive an automobile during employment and the
deparhnent 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 reimbursed at the rate of $.15 per mile driven and shall not be
eligible for any per diem.
• 29
�q�a �
� ARTICLE 28 - CITY MILEAGE (Continued)
283 The City will provide pazking at the Civic Center Parking Ramp for City employees on
either of the above mentioned types of reixnbursement plans who aze required to have
their personal caz available for Ciry business. Such pazking will be provided only for the
days the employee is required to have his or her own personal car available.
28.4 Rules and Regulafions: The Mayor shall adopt rules and regulations governing the
procedures for automobile 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 warked and the nuxnber of miles driven,
and fiuther require that they maintain automobile liability insurance in amounts of not
less than $100,000/$300,000 for personal injury, 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.
ARTICLE 29 - PAID TIME OFF FOR NEGOTIATIONS
� 291 Employees elected to office in Loca121 shall be granted reasonable time off to meet with
City officials for contract negotiations without loss of pay. The number of employees
permitted to attend such negotiations shall be limited to two at any one meeting and such
empioyee shall give prior reasonable notice for such absence and receive approval of the
employee's designated supervisar.
ARTICLE 30 - MAINTENANCE OF STANDARDS
30.1 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 standazd as set forth in the Civil Service Rules
of the City of Saint Paui, (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 aze made elsewhere in this Agreement. It
is specifically agreed that the Civil Service Rules set forth above aze 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.
• 30
�q ��
• ARTICLE 31- PREMIUM PAY FOR PARAMEDIC AND
EMTA ASSIGNMENTS
311 The premium pays as defined in this Article 31 shall be limited to employees covered by
this agreement who have at least three (3) yeazs of service with the Department. The
Employer reserves the right to pay such premiums to employees with less than three years
of service in the Department providing such employee holds the required certification.
31.2 Premium Pay for Paramedic. Any employee who is assigned to an advanced life
support unit as a Paramedic shall be paid a differential of ten percent (10%) of his/her
regulaz base rate. Effective January l, 1994, this premium pay shall be increased nine
dollars and sixty-six cents ($9.66) biweekly.
Only employees who haue satisfactorily completed all required Paramedic training shall
be eligible for such assignment and pay differential.
Effective September 28, 1996, the following amendment is added to this section:
+2%(12%) after 5 yeazs in program
+1%(13%) after 10 years inprogram
+1%(14%) after 15 years in program
• 313 Premium Pay for EMT. All employees in all titles will be required to become certified
as an EMT and to maintain such certification as a term and condition of employment.
However, any employee originally appointed to a title covered by this Agreement prior to
January 1, 1980 who is not certified as an EMT shall not be required to become certified.
Such employees may choose to become certified. Once certified such employee must
maintain their EMT certification as a term and condifion of employment.
Any employee who was originally appointed prior to January 1, 1980 to a title covered by
this Agreement who is certified as an EMT must maintain their certification as a term and
condition of employment.
Any employee who is assigned to an advanced life support unit or a basic life support
unit as an Emergency Medical Technician-Assigned (EMTA) shall be paid a differential
of six percent (6%) of his/her regulaz base rate. Effective January 1, 1994, this premiuxn
pay shall be increased five dollars and seventy-nine cents ($5.79) biweekly.
Employees certified as an EMT but who are not assigned to an ambulance unit shatl
receive a differential of three percent (3%) of his/her regular base rate. Effective
January 1, 1994, this premium shall be increased two dollars and ninety cents ($2.90)
biweekly.
• 31
q�'�
�
ARTICLE 31 - PREMIUM PAY FOR PARAMEDIC AND
EMTA ASSIGNMENTS (Continued)
Only employees who have satisfactorily completed all required EMT trainiug shall be
eligible for such assignment and pay differential.
Any employee who is assigned to a unit as an EMT-UD shall be paid a differential of
eight percent (8%) ofhis/her regular base rate.
31.4 Premium Pay for Hazardous Materials. Any employee who is assigned to a
designated hazardous materials response unit or who is permanently appointed as a Fire
Training Assistant shall be paid a differential of eight percent (8%) of his/her regular base
rate. Effective January 1, 1494, this premium pay shail be increased seven dollars and
seventy-two cents ($7.22) biweekly.
C�
31.5 Qualified Pool personnel shall be eligible for the EMT and Paramedic premium pay on
the same basis as qualified assigned personnel.
31.6 It is understood that no premium pay shall be applied on any other premium pay.
31.7 Effective the first full pay period in 1996, employees shall receive a one percent (1%)
premium for the maintenance of EMT Certification. Article 31.6 does not apply to this
provision. Article 31.1 would remain in effect for this provision.
ARTICLE 32 - DRUG AND ALCOHOL TESTING
321 Policy: The Fire Department recognizes illegal drug and alcohol usage as a threat to the
public welfare and the employees of the deparhnent. Thus, the Fire Department will take
the necessary steps, including drug and alcohol testing, to eliminate illegal usage. It is
the goal of this policy to prevent and rehabilitate rather than terminate the employment of
workers who are abusing drugs or alcohol. No member of the Fire Department shall be
dischazged for illegal drug or alcohol use without first hauing been offered the
opportunity to disconfinue use either through personal choice or by treatment far
chemical dependency, if such treatment is needed. The Union agrees, at the Employer's
request, to re-open negotiations of this Article during the term of this Agreement.
• 32
aq'�� �
• ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued)
32.2 Informing Employees About Drug aad Alcohol Testing: All employees will be fuliy
informed of the Fire DepartmenYs drug testing policy before testing is adininistered.
Employees wili be provided with information concerning the unpact of the use of drugs
or alcohol on job performance. In addition, the employer shall inform the employees of
how the tests are conducted, how well the tests perform, when the tests will be conducted,
what the tests can detemune, and the consequences of testing positive for drug or alcohol
use. All newly hired employees will be provided with this informauon on their initial
date of hire. No employee shall be tested until this information is provided to him.
323 Employee Testing: No employee will be tested for drug or alcohol abuse unless
reasonable suspicion e�sts that an employee is under the influence of illegal drugs or
alcohol. At least rivo supervisors must detenmine that "reasonable suspicion" exists.
Random or mass testing is prohibited. No such testing may be conducted without the
written approval of the officer in charge of the unit. The officer in chazge must document
in writing who is to be tested and why the testing was ordered. Failure to follow any of
these procedures shall result in the elimination of the test results as if no test had been
administered. The test results sha11 be destroyed and no discipline shall be levied against
the employee.
. 32.4 Urine wllecrion shall be conducted in a manner which results in a legally acceptabie
sample as well as providing a high degree of security for the sample, freedom from
adulterafion of the sample, the haghest possible accuracy of the clinical results while at
the same time preserving the dignity of the empioyee. Administrative procedures shall be
such as to prevent the submission of fraudulent tests. When appropriate, biologic tesring
of the samples may be inciuded as part of such administrative procedures. In testing
which could result in employee discipline, if the test result is positive, a split sample shall
be reserved for independent analysis which shail be performed at the request of the
affected employee. Upon request, an employee shall be entitled to the presence of a
union representative before testing is administered.
32.5 Testing Procedures: All samples shall be tested for Chemical Adulteration, Narcotics,
Cannabis, PCP, Cocaine, Amphetamines, Alcohol and Sedatives. The testing shali be
done by a Selected Laboratory and the following standazds shall be used:
• 33
0
C �
ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued)
Drug Testing Standards
Alcohol .02 concentration as shown by an analysis of urine
Drug or Initial Test GC/MS
Arug Group metabolite detected level n ml Confirmation
Amphetamine Amphetamine 1,000 ngiml 500 nglml
Methamphetamine 1,000 ng(ml 500 ng/ml
Cocaine metabolites Benzoylecgonine 300 ng/ml 150 ng/ml
Marijuana metabolites delta-9-THC-9-COOH 15 nglml 15 ng/mi
Opiate metabolites Codeine 300 ng/ml 300 ng/ml
Total Morphine 300 ng/ml 300 ng/mi
C�
Phencyclidine
Barbiturates
Benzodiazepine
metabolites
Methadone
PCP
Secobarbital
Pentobarbital
Phenobarbital
Butabarbital
Oxazepam
Methadone
25 ngfml
300 ng/ml
1,000 ng/ml
3,000 nglml
1,000 ng/ml
300 ng/ml
300 ng/mi
25 ng/ml
1,000 ng/ml
1,000 ng/ml
1,000 nglml
1,000 ng/ml
300 ng/ml
300 ng/ml
Methaqualone Methaqualone 300 ng/ml 300 nglml
Propoxyphene Propoxyphene 300 ng/ml 300 ng/ml
Norpropoxyphene 300 ng/ml 300 ng/ml
Any sample which has been adulterated or is shown to be a substance other than urine
shall be reported as such. All samples which test positive on a screening test shall be
confirmed by gas chromatography-mass spectrophotometry, and no records of
unconfirmed posifive tests shall be released or retained by the laboratory.
�q.�� i
• 34
�q���
• ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued)
Testing shall be conducted in a manner to insure that an employee's legal drug use does
not effect the test results.
All results shall be evaluated by a suitably trained occupational physician or occupational
nurse prior to being reported.
Test results shall be treated with the same confidentiality as other employee medical
records. The test results shall not be reported outside the Fire Department.
32.6 Chemical Dependency Program: Each person whose urine tests positive for illicit
drugs sha11 be medically evaluated, counseled and treated for rehabilitation, if required.
In addition, at any time an employee may voluntarily enter the chemical dependency
program without feaz of disciplinary actions against him.
This Program is designated to provide caze and treatment to employees who are in need
of rehabilitation. Details concerning treahnent any employee receives at this Program
shall remain confidential and shall not be released to the public. The employee shall be
responsible for the cost of treatment.
• No employee shall be relieved or transferred to other than his usual duties on the basis of
one test result although the employee may be re-evaluated for his duty assignment. When
undergoing treatment and evaluation employees shall receive the usual compensation and
fringe benefits provided at their assigned posirion.
32.� Right of Appeal: Each employee has the right to challenge the results of drug or alcohol
testing in the same manner that he may grieve any managerial action.
32.8 Duty Assignment After Treatment: Once an employee successfully completes
rehabilitation, he sha11 be returned to his regular duty assignment. Employee
reassignxnent during treahnent shall be based on each individual's circumstances. If
follow-up care is prescribed after treatment, this may be a condition of employment.
Once treatment and any follow-up care is completed, at the end of two years the records
of treatment and positive drug ar alcohol test results shall be retired to a closed medical
record. The employee shall be given a fresh start with a clean administrative record.
32.9 Right of Union Participafion: At any time, the Union, upon request, will have the right
to inspect and observe any aspect of the drug and alcohol testing program with the
exception of individual test results. The Union may inspect individual test results if the
release of this information is authorized by the employee involved.
• 35
• ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued)
32.10 Union Held Harmless: This drug and alcohol tesring program is solely initiated at the
behest of the employer. The Fue Department shall be solely liable for any legal
obligations and costs arising out of the provisions and/or application of this collective
bazgainiug agreement relating to drug or alcohol testing. The Union shall be held
hannless far the violation of any worker rights arising from the admiuistration of the drug
or alcohol testing program.
32.11 Conflict with Other Laws: This Article is in no way intended to supersede or waive an
employee's federal or state constitutional rights.
ARTICLE 33 - DISCIPLINE
�
�
33.1 The Employer may discipline employees in any of the forms listed below:
Oral reprimand
Written reprimand
Suspension
Demotion
Discharge
The Employer will discipline employees for just cause only and in accordance with the
concept of progressive discipline.
Employees who are discipiined pursuant to the terms of this Article may appeal the
Employer's disciplinary action through either the grievance procedure set forth in Article
6 of this Agreement or to a civil service authority pursuant to the rules and procedures of
such authority.
ARTICLE 34 - TUITION REIMBURSEMENT
341 Effective January 1, 1998, an employee who has successfully completed a course in the
required Apprenticeship Program will be reimbursed for the course upon successful
completion. The maYimum amount of reimbursement shali be $1400.00 over the three
(3) years of the Apprenticeship Program.
�
• 36
�.
C�
•
ARTICLE 35 - DLTRATION OF AGREEMENT
35.1 Unless otherwise specifically noted herein, this Agreement is effective the date of signing
by the Employer and the Union and shall continue in fixll force and effect through the 31st
day of December, 1999 and thereafter unfii 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
Labar Relations Act of 1984.
W�IhL�.�.9i
CITY OF SAINT PAUL
sY: 1�
Mary I�earney
Director of Labor Relations
Dated at Saint Panl, Minnesota
1 -�z—"i 9
INTERNATIONAL ASSOCIATION OF
FIRE FIGHTERS, LOCAL NO. 21
BY: ��°ar.�(i R9�''"'.�
Gary Olding, President
� i
: A� ��� �;���.
. _
B : L:Z�e�ez�zl/"
Theodore Vanderbeek,Treasurer
�q��l
• 37
•
APPENDIX A
BIWEEKLY RATES
Salary ranges applicable to titles covered by this Agreement shall be as shown below:
Effective January 3, 1998:
Effective July 4, 1998:
Effective January 2, 1999:
Effective July 3, 1999:
Two and three-tenths percent (23%) increase
Three-tenths (0.3%) increase
Two percent (2.0%) increase
Five-tenths percent (0.5%) increase
FIRE ALARM DISPATCHER I
FIRE FIGHTER
FIRE INSPECTOR*
Effective
01-03-98
07-04-98
01-02-99
07-03-99
A
1351.57
1355.62
1382.73
1389.64
B C D E F lOYR.
1418.65 1489.10 1548.81 1627.54 1693.12 1780.55
1422.91 1493.57 1553.46 1632.42 1698.20 1785.89
145137 1523.44 1584.53 1665.07 1732.16 1821.61
1458.63 1531.06 1592.45 1673.40 1740.82 1830.72
I�IIN�I_\/I_�N���]G9�rC •�1.1�1:�11
•
Effective
01-03-98
0 7-04-98
01-02-99
07-03-99
A
1391.81
1395.99
142391
1431.03
B
1460.93
146531
1494.62
1502.09
C D E
1533.51 1594.99 1676.06
15 3 8.11 1599.77 1681.09
1568.87 1631.77 1714.71
1576.71 1639.93 1723.28
15YR.
182431
1829.78
186638
1875.71
F lOYR. 15YR.
1743.62 1833.68 1878.80
1748.85 1839.18 1884.44
1783.83 1875.96 1922.13
1792.75 18 85 34 1931.74
FIRE ALARM DISPATCHER I
FIRE EQUIPMENT OPERATOR
•
Effective
01-03-98
07-04-98
O1-02-99
07-03-99
A
1458.91
1463.29
1492.56
1500.02
B
153138
1535.97
1566.69
1574.52
C D E F lOYR. 15YR.
1607.49 1671.94 1756.97 1827.79 1922.24 1969.51
161231 1676.96 1762.24 1833.27 1928.01 1975.42
1644.56 1710.50 1797.48 1869.94 1966.57 2014.93
1652.78 1719.05 1806.47 1879.29 1976.40 2025.00
qa''
I_�I
• ArrENnlx a (connnuea)
• FIRE ALARM DISPATCHER II
FIRE CAPTAIN
FIRE TRAINING ASSISTANT
Effective A
01-03-98 1593.13
07-04-98 1597.91
Oi-02-99 1629.87
07-03-99 1638.02
B C D E F
1672.29 1755.45 1825.84 l 918.77 1996.14
167731 1760.72 183132 1924.53 2002.13
1710.86 1795.93 1867.95 1963.02 2042.17
1719.41 1804.91 1877.29 1972.84 205238
FIRE*/ARSON INVESTIGATOR
lOYR.
209935
2105.65
2147.76
2158.50
15YR.
2150.97
2157.42
2200.57
2211.57
A
01-03-98 1695.94
07-04-98 1701.03
01-02-99 I735.05
07-03-99 1743.73
B C D E F lOYR. 15YR.
1780.25 1868.81 1943.89 2042.75 2125.10 2234.91 2289.85
1785.59 1874.42 1949.72 2048.88 2131.48 2241.61 2296.72
1821.30 1911.91 1988.71 2089.86 21�4.11 2286.44 2342.65
1830.41 1921.47 1998.65 210031 2184.98 2297.87 235436
* These titles are obsolete, except the Employer may make assignment to them when any
employee is physically incapacitated. See Article 27, Section 1 and Article 27, Section 2.
•
•
��.���
0
`� � APPENDIX B ���
Unit Price
• Regulation "West Point" long sleeve police shirt . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.00
Regulation "West Point" short sleeve police shirt . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 5.45
Ranking Officer's white uniform shirt, long sleeve, West Point 7500C . . . . . . . . . . . . . . . . $ 6.50
Ranking Officer's white uniform shirt, short sleeve, West Point 7500C . . . . . . . . . . . . . . . . $ 6.00
Jersey type long sleeve sweat shirt, navy blue - Wilson 8632 . . . . . . . . . . . . . . . . . . . . . . . . $ 330
Jersey type 3/4 sleeve sweat shirt, navy blue - Wilson 8632 . . . . . . . . . . . . . . . . . . . . . . . . . $ 330
Fechheimer Bros. navy blue trousers 32200 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.75
Fechheimer Bros. navy blue trousers 32250 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.25
Jacket - Light weight, waist style Fechheimer #32100 . . . . . . . . . . . . . . . . . . . . . . . . . . . . $10.00
Surcoat - Energy 100FD - Sizes 48-50 add 10%, - longs add 10% . . . . . . . . . . . . . . . . . . . $30.75
Parka - Navy - Butwin 111 SP
Regulazsizes34-46 ....................................................... $39.00
Exuasizes48 ............................................................ $42.90
50 ..................................................................... $44.85
52 ..................................................................... $49.00
Long ................................................................... $42.90
Liners for summer uniform fire fighter jacket - Fechheimer Bros. 32704 . . . . . . . . . . . . . . . $ 5.60
SEWING COSTS: No cost when ordered with jacket otherwise . . . . . . . . . . . . . . . . . . . . . $ 1.00
Caps
TrooperCap ..............................................................$ 4.95
Chiefs Navy-Style Midwest-N.W . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.25
• 8 pt. Midwest-N.W . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.25
Belts - leather - black - 1.5 inch . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.45
Shoes
Wedge style oxford - Red Wing shoe #101 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.95
Slip on style oxford - FLOAT-AWAYS #J5347 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $15.50
Slip on style oxford - FLOAT-AWAYS #J5318 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $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 siyle 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
•
d�
Council File # 99 - Iq�
OR�G�NAL
Presented
Referred To
Green Sheet #_63931_
Committee Date
►lJ
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
2
3
1998 - 1999 Collective Bargaining Agreement between the City of Saint Paul and the International
Association of Fire Fighters, AFL-CIO Loca121.
Requested by Department of:
Office of Labor Relations
By: �r2C �r' �
Form A roved by Attorney
By: �����-�c�
Adopted by Council: Date — � '� \ ,�� � �r' . �,�� q
�
Cer[ified by Council Secretary
i: ���=—`.��
• .. � -� . �. - i
I: �� �� � i � /�
RESOLUTION
OF SAINT PAUL, MINNESOTA
Approv y'ayor for Submission to nuncil
BY� �yL SCl��? , ./�
DEPARTMENT/OFFICE/COUNCIL: DATE INTTIATED GREEN SHEET 1vo.: 53931 qq _'�,
LABOR RELATIONS Febr.uary 23, 1999
CONTACT PERSON & PHOn�E: � INI71ALlDAiE p�*('[7p(,/pp7'E
JIJLIE KRAUS 266-6513 �IG�, 1 DEPARTMENC DIR R4K ' 4 CITYCOUNCIL
NUMBER 2 CITY ATI'ORNEY�_ CITY CLERK
MUST BE ON COUtiCIL AGENDA BY (DATE) FOR BUDGEI DIR. = �_ J � �_�' 2 FIN. & MGT. SERVICE DIIL
ROi)TING 3 MAYOR (OR ASST.) �ih vl� y
��4r� � ORDER � _
TOTAL # OF SIGNAT[112E PAGES_3 (CLIP ALL LOCATIONS FOR SIGNATURE)
ncnox �QL�s�n: This resolntion approves the attached January 1, 1998 — December 31, 1999 Coliecti�=e
Bazgaiuing Agr.eement between the City of Saint Paul and the International Association of Fire Fighters,
AFL-CIO Loca121.
RECOT�IIvIENDATIONS: Approve (A) or Rejeet (A) PERSONAI. SERVICE CONTRACfS MUST ANSWER 1'AE FOLLOWING
' QUESTIONS:
_PLANNING COMMISSION _CIVIL SERVICE COMIvIISSION 1. Has this person/fitm ever worked under a contract for titis depaztmen[?
_CIB COMMIT7'EE Yu No
_STAFF 2. Has this person/fi�m ever been a city employee?
DISTffiCT COURT Yes No
SUPPORTS WI-DCH COUNCIL OBJECITVE? 3. Does this persoNfum possess a skitl not normally possessed by any ciurent ciry employee?
Yes No
Expiain all yes answers on separate sheet and attac6 to green sheet �
INTI7ATING PROBLEM, ISSUE, OPPORTUNTTY (Who, What, When, Where, Why):
nnvnxTncES �F arrxoven An Agreement in place through December 31, 1999.
DLSADVARTAGESIFAPPROVED.
None
DISADVANTAGES IF NOT APPROVED.
No settlement of issues. Parties would be subject to interest azbitration to settle disputes on terms of agreement.
TOTAL AMOiINT OF TRANSACTION: $ 1998� $583,20426 WST/REVE1VIlE BUDGETED:
1999: $59Q724 31
F[7NDING SOURCE: ACTIVITY N[JMBER:
FINANCIAL INFORMATION: (EXPLAII� ����'� ����"�nv� '*^ ��fi�r
��`.� S+ t� �pa���
q9 -191
ATTACHIvIENT TO 'THE GREEN SHEET
The Intemafional Associafion of Fire Fighters, AFL-CIO Loca121
Below is a suuunary of the changes in the Collective Bazgauring Agreement between the City
and the Intemational Association of Fire Fighters, AFL-CIO Loca121. The new contract is for
the period of January 1, 1998 through Aecember 31, 1999.
Wages:
1998: 2.6%
(Splits*: Ol/98 2.3%; 07/98 03%)
1999: 2.5°/a
(Splits: O1/99 2.0%; 07/99 0.5%)
*Wage implementation dates
Health Insurance:
1998: Single $285.00 per month
Family $378.82 per month
1999: Single $275.00 per month
Family $397.11 per month
The single contribution is reduced by $25.00 over 1998 and 1999. This means the unused
benefit dollar amount returned to employees at the end of the year has decreased, this helps
accomplish the City's goal of paying benefit dollars for benefits.
Regazding family coverage, other units have settled at $368.82 + 50%. Since premiums dropped
this means no increase for them. Since the International Association of Fire Fighters, AFL-CIO
loca121 lowered the single amount by $25.00 the City gave a dollaz amount of $10.00 to family
coverage.
The International Association of Fire Fighters, AFL-CIO Loca121 also agreed to a reduction in
the married couple rule. This rule applies only to Loca121 and Police. When both spouses are
employed by the City, one takes coverage, the other gets the full $30Q.o� pex month back at the
end of the year. Now the spouse with no coverage will receive back only the actual amount of
the single contribution, since the City would have to purchase this from the insurance company
.i, ii•..•r.�•�
qq -i 91
Attachxnent to the Crreen Sheet
The International Association of Fire Fighters, AFL-CIO Loca121
Page 2
Tour of Duty Holiday:
For 1998, The Internarional Association of Fire Fighters, AFL-CIO Loca121 and the City agreed
to an additional Tour of Duty Holiday for the employees in the classifications of Fire Equipment
Operator, Fire Alarm Dispatcher I, and II, Fire Captain, Fire Prevention Captain, Fire Training
Assistaut, and Fire/Arson Investigator.
In 1999, the employees in the above ciassifications, with 15 ox more yeazs of service, will receive
an additional one-half Tour of Duty Holiday after 1/1/99, and a second one-half Tour of Duty
available December of 1999.
Tuition Reimbursement:
For 1998, The International Association of Fire Fighters, AFL-CIO Loca121 and the City agreed
to an increase in the amount available for tuition reimbursement for Fire Fighter Cadets. In order
to reflect the rising cost of tuition, the available hution reimbursement amount was raised by
$200.00 to be used over the three yeazs of classes.
Elimination of Administrative Fee:
The International Association of Fire Fighters, AFL-CIO Loca121 and the City agreed to
eliminate the administrative fee of $0.50 per month.
Uniform Allowance:
The International Association of Fire Fighters, AFL-CIO Loca121 and the City agreed to
increase the uniform allowance with a one-time increase of $250.00 per Fire Fighter.
Costs:
Wages
Health Insurance
1998
$463,95814
1999
$426,084.01
- $2,100
Amend Married Couple Rule
Tour of Duty Holiday
Tuition Reimbursement
$107,751.12
$13,600.00
Elimination of Adm Fee
$30,261.46
- $7,984.20
$40,475.04
$2,388.00
Uniform Allowance $99.500.00
$583,209.26 $590,72431
a9 -I 91
Attachment to the Crreen Sheet
The Intemational Association of Fire Fighters, AFL-CIO Loca121
Page 3
Language Changes (summary)
3. Drug and Alcohol Testing
Change "probable cause" to "reasonable suspicion."
5. Years of Service Retiree Health Insurance
14.6 (3)
Have completed at least twenty (20) yeazs of service with the City of St. Paul, excludine
service with Independent 5chool District 625 for emrolovees hired after September 1,
1� or be receiving a disability pension from the City of Saint Paul, ...
The contract includes other changes to contract language which are basically of a housekeeping
nature for clarification and clean up.
� �.�„ �:i."
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ag-�q i
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_ t998 =1999 _
- � _ -, . �. _ AG�E�M�NT. . : : � � - - �� �"
` : - beiween - _ . . _
THE �ITY OF. SA�N'� RAUL
,�. � � r � � � �
- ���a
,TI�E ,I�TERNA'i'�ONAI; �SSOCIATION QF FIRE FIGHTERS'
, � : h. �
�._ �_ � ,. <
� � = - � �
, �F`i,=�CIO LOCAL 21 ;; =
� _ - - � - -
� INDEX qq') � !
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ARTICLE TTTLE
Preamble .......................
PAGE
•
•
........................ ii
1 Purpose ....................................................1
2 Definitions .................................................1
3 Recognition ................................................3
4 Security ...................................................3
5 Employer Authority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . 4
7 Saving Clause ...............................................8
8 Position Openings ...........................................8
9 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
10 Seniority ...................................................9
11 Overtime .................................................13
12 CaliBack .................................................13
13 Military Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
14 Insurance .................................................IS
15 Exchange of Tours of Duty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
16 Vacation ..................................................20
17 Holidays ..................................................21
18 Residence .................................................22
19 Sick Leave and Pazental Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
20 Fire-Fighting Equipment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
21 Station Supplies ............................................24
22 Telephones ................................................24
23 Wage Schednle .............................................24
24 Um£orm Allowance .........................................25
25 LegalService ..............................................25
26 Severance Pay .............................................26
27 Incapacitation ..............................................28
28 City Mileage ...............................................29
29 Paid Time Off For Negotiations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
30 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
31 Premium Pay for Pazamedic and EMTA Assignments . . . . . . . . . . . . . . 31
32 Drug and AlcoholTesting ....................................32
33 Discipline .................................................36
34 Tuition Reimbursement ......................................36
35 Duration of Agreement ......................................37
Appendix A .............................................. A1
Appendix B .............................................. B1
�
f
PREAMBLE
This Agreement between the City of Saint Paul, hereinafter referred to as the
•
Employer, and the International Associarion of Fire Fighters AFL-CIO Loca121, hereinafter
refened to as the Union. The Employer and the Union concur that this Agreement has as its
basic objective the promofion of the mutual interests of the City of Saint Paul and its employees
to provide the highest level of services by methods which will best serve the needs of the generai
public.
qq-►�l
• ii
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ARTICLE 1- PURPOSE
1.1 The Employer and the Union agree that the purpose of entering into this Agreement is to:
1.1(1) Achieve orderly and peaceful relations.
11(2) Establish the full understanding of the parties concerning terms and conditions of
this Agreement.
1.1(3) Establish procedures to orderly and peacefully resolve disputes as to the
application or interpretation of this Agreement.
1.1(4) Place in written form the parties' agreement upon terms and conditions of
employment for the duration of this Agreement.
ARTICLE 2 - DEFINITIONS
2.1
2.2
• 23
2.4
2.5
2.6
2.7
Union: International Association of Fire Fighters AFL-CIO Loca121.
Employer: The City of Saint Paul.
Union Member: A member of the International Association of Fire Fighters AFL-CIO
Local 21.
Employee: A member of the exclusively recognized bazgaining unit.
Vacancy: As deternnined by the department head, a funded position opening in a class
specified in Article 3.2.
Position: Any specific office, employment or job in the Fire Department in a class
specified in Article 3.2.
Tour of Duty:
A. For a fifly-six (56) hour wark week employee:
The performance of job duties and acceptance of the responsibilities of a position
for a consecufive and uninterrupted twenty-four (24) hour period from 8:00 a.m.
on a calendar day to 8:00 am. on the following calendar day.
qq-�qa
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� ARTICLE 2 - DEFINITIONS (Continued)
B. For a foriy (40) hour work week employee:
The performance of job duties and acceptance of the responsibilities of a position
foz a consecutive and uninterrupted eight (8) hour period within a calendar day.
For employees working under the title of Fire Alarm Dispatcher I or the tifle of
Fire Alann Dispatcher II the work period shall be as assigned by the employer,
and will include a 35 minute unpaid lunch break.
2.8 Seniority: An Employee's length of continuous employment in the Employer's Fire
Department.
2.9 Department: The fire depariment of the City of Saint Paul as established and amended
from time to time pursuant to Section 9.01 of the City Charter.
2.10 Overtime: Work performed by an Employee in excess of the Employee's tour of duty by
order of the Employer.
2.11 Overtime Pay: Overtime pay for the purposes of Articles 11 and 12 will be based on a
fifty-six (56) hour work week.
� 2.12 Work Week: The work week for employees working twenty-four (24) hour tours of duty
will be an aueraged fifty-six (56) hour per calendar week. The work week for employees
working twelve (12) or less hour tours of duty will be forry hours per calendar week.
2.13 Call Back: A call to report for work by the Employer during an Employee's scheduled
off time.
��I-l9 I
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• ARTICLE 3 - RECOGl�ITION
3.1 The Employer recognizes the Union as the exclusive representative for the purpose of
meeting and negotiating the terms and conditions of employment for all eligible
personnel under Minnesota Statutes.
3.2 Job classes which are within the bazgaiuiug unit and covered by this Agreement aze as
fallows:
Fire Alarm Dispatcher I
Fire Alann Dispatcher II
Fire Captain
Fire Equipment Operator
Fire Fighter
Fire Training Assistant
Fire/Arson Investigator
33 In the event the Employer and the Union aze unable to agree as to the inclusion or
exclusion of a new or modified job position, the issue shall be submitted to the Bureau of
Mediation Services for determination.
� ARTICLE 4 - SECURITY
4.1 The Employer sha11 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 bazgaining unit to act as stewards and
shall inform the Employer in writing of such choice.
4.3 The Employer sha11 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 hannless against any and a11
claims, suits, orders or judgments brought or issued against the ciry as a result of any
action taken or not taken by the city under the provisions of this article.
•
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• ARTICLE 4 - SECURITY (Continued)
4.5 The Union agrees that an admiuistrative 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
fairshaze prior to remittance of dues or fairshaze to the Union. Effective January 1, 1999,
this section will have no fiu•ther effect.
ARTICLE 5 - EMPLOYER AUTHORITY
51 The Union recognizes the right of the Employer to operate and manage its affairs in all
respects in accordance with applicable laws and regulations of appropriate authorities.
The rights and authority which the Employer has not officially abridged, delegated or
modified by this Agreement are retained by the Employer.
ARTICLE 6- EMPLOYEE RIGHTS - 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 sha11 not be considered
grievances and subject to tl�e 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 representatives and of their successors when so designated.
aq��q i
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• ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
(Continued)
63 Processing of Grievances
It is recognized and accepted by the Union and the Employer that the processing of
grievances as hereinafter provided is lixnited by the job 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 tune without loss of pay when a
grievance is investigated and presented to the Empioyer 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.
6.4 Procedure
Grievances, as defined by Section 6.1, shall be resolved in conformance with the
following procedure:
Step 1: An Employee claiming a violation concerning the interpretation or
application of this Agreement shall within twenty-one (21) calendar days
after such alleged violation has occurred present such grievance to the
• Employee's supervisor as designated by the Employer. The
Employer-designated representative will discuss and give an answer to
such Step 1 grievance within ten (10) calendar days after receipt.
A grievance not resolved in Step 1 and appealed to Step 2 shall be placed
in writing by the Union setting forth the nature of the grievance, the facts
on which it is based, the provision or provisions of the Agreement
allegedly violated, the remedy requested, and shall be appealed to Step 2
within ten (10) calendaz days after the Employer-designated
representative's final answer in Step 1. Any grievance not appealed in
writing to Step 2 by the Union within ten (10) calendar days shall be
considered waived.
•
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• ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDLJRE
(Continued)
Step 2: If appealed, the written grievance shall be presented to and discussed with
the Employer-desi�ated Step 2 representative. The Employer- designated
representative shall give the Union the Employer's Step 2 answer in
writing within ten (10) calendaz days after the receipt of 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 following the Employer
designated representarive's fmal Step 2 answer. Any grievance not
appealed in writing to Step 3 by the Union within ten (10) calendaz days
shall be considered waived.
Oational Mediation Ste�
If the grievance has not been satisfactorily resolved at Step 2, either the Union or
the Employer may, within ten (10) calendaz days, request mediation. If the parties
agree that the grievance is suitable for mediation, the parties shall submit a joint
request to the Minnesota Bureau of Mediation Services for the assignment of a
mediator. Grievance mediation shail be completed within thirty (30) days of the
asignment.
• 2. Grievance mediation is an optional and voluntary part of the grievance resolution
process. It is a supplement to, not a substitute for, grievance arbitration. When
grievance mediation is invoked, the contractual time limit for moving the
grievance to azbitration shall be delayed for the period of inediation.
3. The grievance mediation pzocess shall be informal. Rules of evidence shall not
apply, and no record shall be made of the proceeding. Both sides shall be
provided ample opportuniry to present the evidence and argument to support their
case. The mediator may meet with the parties in joint session or in sepazate
caucuses.
4. At the request of both parties, the mediator may issue an oral recommendation for
settlement. Either party may request that the mediator assess how an arbitrator
might rule in this case.
The grievant sha11 be present at the grievance mediation proceeding. If the
grievance is resolved, the grievant shail sign a statement agreeing to accept the
outcome. Unless the parties agree otherwise, the outcome shall not be
precedential.
q�-�qi
• 6
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� ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
(Continued)
6. If the grievance is not resolved and is subsequently moved to azbitration, such
proceeding shall be de novo. Notlaing said ar done by the parties or the mediator
during grievance mediation with respect to their positions concerning resolution
or offers of settlement may be used or referred to during azbitration.
Step 3. A grievance unresoived in Step 2 and appealed to Step 3 shall be
submitted to arbitration by the Union subject to the provisions 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 Authonity
A. The azbitratar shall haue 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
� Employer and the Union, and sha11 have no authority to make a decision on any
other issue not so submitted.
B. The azbitrator shall be without power to make decisions contrary to or
inconsistent with or modifying or varying in any way the application of laws,
nxles, or regulations having the farce and effect of law. The arbitrator's decision
sha11 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
interpretarion or application of the express terms of the Agreement and to the facts
of the grievance presented.
C. The fees and expenses far the arbitrator's services and proceedings sha11 be borne
equally by the Employer and the Union provided that each parry shall be
responsible for compensating its own representatives and wimesses. If either
party desires a verbatim recard of the proceedings, it may cause such a record to
be made, providing it pays for the record. If both parties desire a verbatim record
of the proceedings, the cost shall be shared equally.
• �
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• ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
(Continued)
6.6 Waiver
If a grievance is not presented within the time lunits set forth above, it sha11 be considered
"waived". If a grievance is not appealed to the next step witlun the specified time lixnit 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 Union may elect to treat the grievance as denied at the step and
immediately appeal the grievance to the nea�t step. The fime limit in each step may be
extended by mutual written agreement of the Employer and the Union in each step.
ARTICLE 7 - SAVINGS CLAUSE
7.1 In the event any provision of this Agreement sha11 be held to be contrary to law by a court
of competent jurisdiction from whose final judgment or decree no appeal has been taken
within 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.
� ARTICLE 8 - POSITION OPENINGS
81 To expedite the filling of vacancies under civil service procedures, the head of the
department or designated representative will:
8.1(1) Make requisition for certification of eligibles to fill a vacancy within fifteen (15)
days after determining that a vacancy exists.
81(2) Within fifteen (15) days after the department head has met with the certified
eligibles, he will fill a vacancy.
8.1(3) If no eligibil'aty list is in effect when a vacancy occurs, the department head sha11
within fifteen (15) days request the appropriate civil service officials to conduct
an examination for the purposes of estabiishing an eligibility list.
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ARTICLE 9- WORKING OUT OF CLASSIFICATION
9.1 Any Employee 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 for the entire
tour of duty, provided that the Employee performs these duties for at least twelve (12)
bours of the tour of duty. It is understood that the higher rate shall not apply when an
Employee works in the higher class for less than twelve (12) hours of the tour of duty.
ARTICLE 10 - SENIORITY
10.1 Department Seniorit_v.
For the purposes of this Agreement department seniority shall be defined as the length of
continuous and uninterrupted employment in the fire department.
•
10.2 Seniority Lists.
The department shall maintain at all times during this Agreement seniority lists by
department.
103 Loss of De�artment Senioritv.
An Employee will lose acquired department seniority in the following instances:
10.3(1) Resignarion
103(2) Discharge
103(3) Retirement
10.4 Work Force Reduction
In the event of a reduction in the deparhnent work farce, such reduction shall occur on the
basis of seniorii7 in the deparhnent.
10.5 Reduction in Rank
Reduction in rank shall be in accordance with the Civil Service Rules as of June 30,
1973. (Except as indicated below)
10.5(1)
10.5(2)
10.5(3)
Reduction in rank for periods up to but no more than 30 consecutive
calendar days will be by platoon seniority.
Reduction in rank for more than 30 consecutive calendaz days sha11 be in
accordance with the Personnel Rules as of June 30, 1973.
There will be a minimum of 3.6 regulaz Fire Captains appointed for each
engine, squad and ladder company.
�,�a�
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i ARTICLE 10 - SEIVIORITY (Continued)
l OS(4) There will be a minimum of 3.6 regulaz Fire Equipment Operators - Fire
Engmeers appointed for each engine, squad and ladder company. This
min;mum number shall include the starred men in this position until they
aze phased out by normal attrition.
10.5(5) When promotion positions (Fire Captain - Fire Equipment Operator) fall
below minimum requirements (3.6 per position), the Chief of the Fire
Deparhnent will use existing eligibility lists to fill vacancies within 15
calendaz days.
10.5(6) Short Term Demotion:
1. The employee 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.)
• 10.5(7) All promoted personnel will be designated a platoon regardless of
assignxnent. 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 principle of seniority. In the event of a job
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 following provisions. Only employees with a minimum of
two (2) calendar years service with the St. Paul Fire Department may bid under this
section.
1Q.6(1) All positions to be filled by latexal 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.
����q�
• 10
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• ARTICLE 10 - SENIORITY (Continued)
10.6(2) For the convenience of the employer, temporary assignment to a vacant
position may be made during the thirry (30) day period for which the
position is open for bid. Any such temporary assignment, however, shall
not be of a durarion in excess of two (2) days beyond the eapiration of the
thirry (30) day bid period.
10.6(3) 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 far delivering the original application to the employer and all
such applicarions shall be so delivered not later than 1630 hours on the day
following the close of the bid period.
10.6(4) Assigrunent to positions for which bids have been received shall be made
not later than the second day following the close of the bid period
• 10.6(5) In the event one or more employees submit bids for the same position, the
position shall be filled in accord with the following:
a) Except in those cases contemplated by subparagraph (b), below, the
bidding employee with the greatest senioriry shall be transfened to fill the
position. Provided, however, that in the event that the employer
determines that transfer of the most senior applicant or less senior
applicant(s) is not in the best interest of the Department, another employee
may be transferred to fill the posifion. In every such case, however, the
employer sha11 provide to the most senior bidder and any other
unsuccessful less senior bidder(s) a written statement of the reasons and
factual basis on which the decision not to transfer him to fill the position
was based.
b) In cases where the position to be filled by lateral transfer is such that a
pazamedic who bid therefore would, if transferred to fill the posifion, be
enabled to make use of his pazamedic skills and training, the employer
may transfer the most senior paramedic who bid to fill the position without
regard to the seniority of other applicants.
• 11
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S ARTICLE 10 - SENIORITY (Continued)
10.6(6) In the event no bid is received for a posted position, the employer may
offer the posirion to any employee or transfer the most junior employee on
the seniority roster to fill the position, or relist on subsequent bulletin.
10.6(7) When an employee bids for and is awarded a bulletined position and in the
event the employer deternunes that the employee's former position is to be
filled by lateral transfer, the employee's former position shall be filled in
accordance with the terms set forth above.
10.6(8) Employees who have bid for and been awarded a bulletined position shall
not be permitted to bid for the vacancy created by their transfer until that
vacancy has been filled at least once in the manner set forth herein.
10.6(9) Assignment to positions on the rescue squads shall be made in the
following manner:
a) When a vacancy for Captain occurs, the position sha11 be posted with the
other normal vacancies. The Empioyer shall fill the posi6on with any
� Captain that has bid for the position without regard to seniority.
b) When a vacancy for Fire Equipment Operator occurs, the normal bid
procedure shall be used.
c) Three Firefighter positions will be assigned on each rescue squad. Each
Firefighter assigned to one of these positions will remain for a maximum
of five years. When a vacancy for Firefighter is filled, the posifion sha11
be posted with the other normal vacancies. The Employer shall fill the
position with any Firefighter that has bid for the position without regard to
seniority.
10.7 In the event that an employee bidding on a vacancy in a Hazardous Materials Response
Unit does not have the required Hazardous Material certification at the time of
assignment, he/she shall obtain such certification by satisfactorily completing the next
available training session offering such certification.
• 12
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. A.RTICLE 11- 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-half (1.5) times the Employee's normal rate in
cash or in compensatory time at the option of the Employer.
11.2 (a) Employees warking a foriy (40) hour work week may accumulate up to a
maximum of forry (40) hours of compensatory tune.
(b) It is also agreed that Fire Prevention Employees may accumulate up to a
maximum of fifly-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 so as to interfere with
operations. Such tnne sha11 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.
ARTICLE 12 - CALL BACK
12.1 Employees required to report for work by the Employer during scheduled off=duty time
• will be compensated at the rate of one and one-half (1.5) tSmes the Employee's normal
hourly rate. The minimum payment under this Article will be four (4) times the
Employee's hourly rate. An eazly report 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.
12.2 Employees required to appear in court during scheduled off-duty time will be
compensated at the rate of one and one-half (1-ll2) times the employee s normal hourly
rate for hours worked with a minimum of four (4) hours at the employee's normal hourly
rate. The minimum of four (4) hours shall not apply when such court time is an extension
of or an early report to a scheduled shift.
• 13
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•
ARTICLE 12 - CALL BACK (Conrinued)
12.3 Employees required to stand-by for court appeazance during scheduled off-duty time will
be compensated for a min;mum of two (2) hours based on the employee's normai hourly
rate for each day he is required to stand-by, but such compensation shall not apply where
the employee is called to court for an appearance on the case subject to the stand-by
request or for any other case. The two hour minunum compensation for stand-by shall
not apply if notification is given that the stand-by is canceled prior to 6:00 p.m. of the
preceding day. Unless notified to the contrary, stand-by status shall continue for a
maYimum of two consecutive days, at which time the employee shall be required to
contact the City or County trial lawyer or his secretary in chazge of scheduling by 1600
hours the day following initiation or stand-by status, who will then continue or cancel
stand-by status as required and maintain an appropriate record of such notification.
12.4 The normal houriy rate for purposes of call back or stand-by compensation shall be based
upon the provisions of Article 2 of this Agreement.
ARTICLE 13 - MILITARY LEAVE OF ABSENCE
131 P� Allowance
Any Employee 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 sha11 be a member of the Officer's Reserve Corps, the
Enlisted Reserve Corps, the Naual 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, sha11 be entitled to leaue of absence from
employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or
other benefits for all the time when such Employee is engaged with such organization or
component in training or active service ordered or authorized 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 yeaz and further provided that such
leave sha11 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 niental
disability or other cause not due to such Employee's own fault, or (3) is required by
proper authority to continue in such military or naval service beyond the time herein
limited for such leave.
14
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� ARTICLE 13 - MILITARY LEAVE OF ABSENCE (Continued)
13.2 Leave Without Pav
Any Employee who engages in active service in time of war or other emergency declated
by proper authority of any of the military or naval forces of the state or of the United
5tates for which leave is not otherwise allowed by law shall be entitled to leave of
absence from employment without pay during such service with right of reinstatement
and subject to such conditions as are imposed by law.
133 Such leaves of absence as aze granted under Article 13 shall conform to Minnesota
Statutes, Section 192, as amended from time to time and shall confer no additional
benefits other than those granted by said statute.
ARTICLE 14 - INSURANCE
14.1 Plans
The insurance plans, premiums for coverages and benefits contained in the insurance
plans offered by the Employer shall be solely controlied by the contracts negotiated by
• the Employer and the benefit providers. The Employer will attempt to prevent any
changes in the benefits offered by the benefit providers. However, the employees
selecting the offered plans agree to accept any changes in benefits which a specific
provider implements.
14.2 Definition of Full-Time
Eligibility for fuil-time benefits is defined as appearing on the payroll an average of at
least sixty-four (64) hours per biweekly pay period for the twelve (12) month period
preceding the annual open enrollment or special enrollments or the employment period
preceding initial eligibility.
143 Health Insurance Contribution, 199$
143(11 Effective for the January, 1998, insurance coverage, the Employer will
contribute $285.00 per month to eligible employees who select single
health insurance coverage.
143(2) The Employer will contribute $378.82 per month to eligible employees
who select family health insurance coverage.
• 15
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�
ARTICLE 14 - INSURANCE (Continued)
14.4 Health Insurance Contribution, 1999
14.4(1) Effective January, 1999 insurance coverage, the Employer will
contribute$275.00 per month to eligibie employees who select single
health insurance coverage.
14.4(2) The Employer will contribute $397
who select family health insurance.
14.5 Life Insurance Contribution
11 per month to eligible employees
14.5(1 Effective January, 1999, the Employer will contribute an additional $1.65
per month far life insurance, which under the cafeteria plan bumps the
Employee's total contribution to $276.65 per month for employees selecting
single covezage and $398.76 per month for empioyees selecting family coverage.
(Accordingly, the life insurance coverage in 1999 is $10,000.00.
•
14.6 Cafeteria Plan Requirements
Under the Cafeteria Plan, fuil-time, eligible employees must select at least single health
insurance coverage and $S,OOO life insurance coverage as of 1998, $10,000 as of 1999.
14.6(1) It is understood that these mandatory coverages may not be waived.
14.6(2) However, an employee whose spouse is also employed by the City of
Saint Paul, and is eligible to participate in the City's health insurance plan,
will not be required to select mandatory health insurance coverage as long
as one of the spouses is participating in the City's insurance pian with
family coverage. The mandatory life insurance continues to apply. In this
event, only the difference between the cost of the mandatory life insurance
and the employer contribution amount for single health insurance coverage
shall be eligible for payment as unused benefit dollars.
14.6(3) Effective January 1, 1999, the amount eligibie for payment as unused
benefit dollars shall be the actual cost of the single health insurance
premium, less the cost of the monthly life insurance premium. Any
unused portion of the Employer's contribution, for which an employee is
eligible, is defined as unused benefit dollars, not salary, and shall be paid
to the employee as taxable income. Such payment shall be made during
the month of December for the insurance year. For employees who
terminated their employment with the City of Saint Paul, such payxnent
shall be made within ninety (90) days following termination.
• 16
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� ARTICLE 14 - INSURANCE (Continued)
14.6 Fle�ble Spending Account
14.6(4) Under the Cafeteria Plan, employees covered by this agreement will be
eligible to participate in the F1e�ble Spending Accounts offered by the
Employer. The service fee chazged for employees participating in the
Dependent Caze Account will be paid by the Employer. The service fee
for employees participating in the Medical Expense Account will be paid
by the employee.
Survivor Insurance
14.7 In the event of the death of an active employee, the dependents of the employee sha11
have the option, within thirty (30) days, to continue the current hospitalization and
medical benefits, including such plan improvements as may be made from time to time,
which said dependents previously had, at the premium and Employer contribution
applicable to eligible early retirees. The date of death shatl be considered to be the date
of retirement.
In the event of the death of an eariy retiree or a regular retiree, the dependents of the
• retiree shall have the option, within thirty (30) days, to continue the current
hospitalization and medical benefits which said dependents previously had, at the
premium and Employer contribution accorded to the eligible deceased retiree.
In the event of the death of an employee killed in the line of duty, the Employer wili
contribute 100% of the premium for either single or family health insurance coverage for
eligible dependents. An eligible dependent who is not enrolled in the City's health
insurance program at the time of the employee's death wiil have an option to enroll at the
next annual open enrollment period.
It is further understood that coverage shall cease in the event of:
14.7(1) Subsequent remarriage of the surviving spouse of the deceased employee
or retiree.
1A�.7(2) The employment of the surviving spouse or dependent where health
insurance is obtained through a group program provided by said
Employer. In this event, however, the surviving spouse or dependent shall
have the right to maintain City health insurance for the first ninety (90)
days of said employment.
• 17
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ARTICLE 14 - INSiTRANCE (Continued)
Retiree Insurance
14.8 Employees who retire must meet the following conditions in ozder to be eligible for the
Employez contributions listed in Articles 14.7 through 14.10 below towazd a health
insurance plan offered by the Employer:
.
14.8(i)
14.8(2)
14.8(3)
14.8(4)
Earlv Retirees
Be receiving benefits from a public employee retirement act covering
employees of the City of Saint Paul at the tune of retirement, and
Have severed his/her relationship with the City of Saint Paul under one of
the retiree plans, and
Have completed at least twenty (20) years of service with the City of Saint
Paul excluding service with Independent School District 625 for
employees hired after September 1, 1995 or be receiving a disability
pension from the City of Saint Paul, and
Have severed hislher relationship with the City of Saint Paul for reasons
other than an involuntary terminafion for misconduct.
149 This Article shall apply to employees who:
14.9(1) Retire on or after January i, 1996, and
149(2) Were appointed on or before December 31, 1995, and
149(3) Have not attained age 65 at retirement, and
149(4) Meet the terms set forth in Article 14.6 above, and
149(5) Select a heatth insurance plan offered by the Employer.
Unfil such retirees reach sixty-five (65) years of age, the Employer agrees to contribute a
m�imum of $350.00 per month toward the premium for single or family health
insurance coverage. Any unused portion of the Employer's contribufion sha11 not be paid
to the retiree.
When such eazly retiree attains age 65, the provisions of Articie 14.11 shall apply.
S 18
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� ARTICLE 14 - INSiTRANCE (Continued)
14.10 This Article shali apply to employees who:
14.10(1)
14.10(2)
14.10(3)
14.10(4)
1410(5)
Retiree on or after January 1, 1996, and
Were appointed on or after January 1, 1996, and
Have not attained age 65 at retlrement, and
Meet the terms set forth in Article 14.6 above, and
Select a health insurance plan offered by the Employer_
Until such retirees reach si�ty-five years (65) of age, the Employer agrees to contribute a
m�imum of $300.00 per month toward the cost of single or family health insurance
coverage. Any unused portion of the Employer's contribution shall not be paid to the
retiree.
When such early retiree attains age 65, the provisions of Articie 1412 shall apply.
Regular Retirees (Age 65 and over)
14.11 This ArCicle shali apply to employees who:
� 14.11(1) Retire on or after January 1, 1996, and
1411(2) Were appainted prior to 3anuary 1, 1996, and
1411(3) Have attained age 65 at retirement, and
14.11(4) Meet the terms set forth in Article 14.6 above, and
14.11(5) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute a maacimum of $550.00 per month towazd the
premium for single ar family health insurance coverage offered to regulaz retirees and
their dependents. Any unused portion of the Employer's contribution shall not be paid to
the refiree.
This Articie shall also apply to early retirees who retired under the provisions of Article
14.8 when such early retiree attains age 65.
14.12 This Article shall apply to employees who:
14.12(1) Retire on or after Jauuary 1, 1996, and
1412(2) Were appointed on or after January 1, 1996, and
14.12(3) Have attained age 65 at refirement, and
1412(4) Meet the terms set forth in Article 14.6 above, and
14.12(5) Select a health insurance plan offered by the Employer.
S 19
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� ARTICLE 14 - INSURANCE (Continued)
The Employer agrees to contribute a maxiinum of $300.00 per month toward the
premium for single or family health insurance coverage offered to regulaz retirees and
their dependents. Any unused portion of the Employer's contribution shall not be paid to
the retiree.
This Article shail also apply to early retirees who retired under the provisions of Articie
14.9 when such eazly retiree attains age 65.
14.13 The contributions indicated in Article 14 shall be paid to the Employer's third party
administrator or designated representative.
ARTICLE 15 - EXCHANGE OF TOURS OF DUTY
15.1 Voluntary exchanges of tours of duty sha11 be granted only after approval by the
department head or his designated representative.
15.2 No Employee sha11 be entided to working out of classificadon pay under Article 9 as a
result of any voluntary exchange of tours of duty.
.
ARTICLE 16 - VACATION
16.1 Vacation shall be granted as follows: Employees shall be granted in each fiscal 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 wark week. After fifteen (15) yeazs of
continuous employment in Employer's fire department, Employees sha11 be granted
vacarion at the rate of four and 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 deparhnent, Employees shail 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 deparhnent head may permit Employees to carry over into the following fiscal year
vacation fime equivalent to two work weeks. Vacation schedules shall be fixed by the
department head. An Empioyee not working full-time shall be granted vacation on a
pro-rata basis.
� 20
• ARTICLE 16 - VACATION (Continued)
163 Employees sepazated from employment by reason of resignation shall be granted such
vacation pay as has been earned and remains unused at the time of sepazation, provided
notification of resignation has been sent to the department head, in writing, at least fifteen
(15) calendaz days prior to the date of resignation. Employees sepazated from
employment by reason of dischazge, retirement or death shall be granted such vacation
pay as has been earned and remains unused at the time of sepazation. Employees granted
more vacation time than eamed at the time of sepazafion from employment shall pay the
Employer for such uneamed vacation.
16.4 This article shall not apply to temporary or emergency employees.
ARTICLE 17 - HOLIDAYS
17.1 Tn 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 171 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.
173 Tour of Duty Holiday
173(1) One tour of duty holiday will be provided to Fire Alann Dispatcher II's,
Fire Equipment Operators, Fire Captains, Fire Training Assistants and
Arson Invesfigators.
17.3(2) On January 1, 1999, all employees in the titles listed in Article 173(1)
with a minimum of 15 yeazs of service will be provided an additional half
tour of duty holiday. These same employees will be provided another half
tour of duty holiday effective December 31, 1999.
173(3) A tour of duty holiday may, at the option of the employee: (1) be added to
his/her vacafion schedule, or (2) the employee may choose to receive
payment at his or her regulaz rate of pay for the tour of duty holiday.
The Employer must receive and have approved the employee's request for
the tour of duty day as vacarion time off by November 15 of each calendar
yeaz. If the request is not so received by the Employer, the Employee will
forfeit his or her option to add the day as vacation.
�
• 21
• ARTICLE 17 - HOLIDAYS (Continued)
For Employees who choose the payment option the Employer will make
the payment no later than the last regulazly scheduled pay day o£ the
calendaz yeaz.
17.4 Far those employees assigned to a work week other than Monday tlu�ough Friday, the
holiday shall be observed on the calendaz date of the holiday.
17.5 Notwithstanding Article 17.1 above, the Employer may at anytime during the life of this
Agreement designate the Day a8er Thanksgiving as a paid holiday. In the event of such
designation, the Columbus Day holiday shall be deleted from the paid holiday list as set
forth in Saint Paul Ordinance 6446.
ARTICLE 18 - RESIDENCE
18.1 The residency requirements as passed by the City Council on December 30, 1982 under
Council File No. 279643 shail apply to all employees covered by this Agreement.
1&.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 regazding residency shall be of no force and effect.
ARTICLE 19 - SICK LEAVE AND PARENTAL LEAVE
191 As provided in City of Saint Paul Civil Service Rules Section 20. In addition to the
relatives listed in Section 20.B of the Civil Service Rules, accumulated sick leave credits
may be granted in the event of the death of the employee's stepparent or stepchild.
19.2 If an employee has an accumulation of sick leave credits in excess of one-hundred and
eighty days, he may convert any part of such excess to vacation at the rate of one-half
day's vacation for each day of sick leave credit. No employee may convert more than ten
(10) days of sick leave in each fiscal year under this pzovision.
193 In the case of a serious illness or disability of an employee's child, parent or household
member, the head of the department shall grant leave with pay in order for the employee
to care for or make arrangements for the care of such sick or disabled persons. Such paid
leave shall be drawn from the employee's accumulated sick leave credits. Use of such
sick leave shall be limited to the number of hours designated to be the employee's work
week per ancident.
������
• 22
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. ARTICLE 19 - SICK LEAVE AND PARENTAL LEAVE (Continued)
19.4 Any employee who has accumulated sick leave credits, as provided in the Civil Service
Rules, may be granted one day of sick leave to attend the funeral of the employee's
grandpazent or grandchild.
19.5 Maternity and Parental Leave. Pregnant employees of the City of Saint Paul shall be
eligible for the use of paid sick leave and unpaid leave of absence in the same manner as
any other disabled or ill City employee. Such paid sick leave eligibility shall begin upon
certificafion by the employee's attending physician that the employee is disabled in terms
of her ability to perform the duties of her position or any duties assigned by the
Employer.
A twelve (12) month Parentat leave of absence without pay sha11 be granted to a natural
pazent or an adoptive parent, who requests such leave in conjunction with the birth or
adoption of a child. Such leave may be eactended an additional twelve (12) months by
mutual agreement between the employee and the Employer. Refusal on the part of the
Employer to grant an e�ension of such leave shall not be subject to the provisions of
Article 6 of this Agreement.
Employees who return following such leaves of absence shall be placed in a position of
• equivalent salary and tenure as the one held just prior to the beginning of their leave.
ARTICLE 20 - FIRE FIGHTING EQUIPMENT
20.1 The Employer will provide the following fire fighting equipment for individual
Employees; such as:
Coats
Boots
Helmets
Choppers
Liners
• 23
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• ARTICLE 21 - STATION SUPPLIES
21.1 The Employer will provide station supplies such as:
Refrigerators
Stoves
Tables
Chairs
Soap
Brass Polish
Cleaning Rags
Light Bulbs
Chamois
ARTICLE 22 - TELEPHONES
22.1 The Employer wi11 provide a public telephone as a back-up to the alarm system.
22.2 Telephones installed for individual Employees or groups of Employees will be at the
Employees' expense. All such telephones must be approved prior to installation by the
• department head or his designated representative.
ARTICLE 23 - WAGE SCHEDULE
23.1 The wage schedule for the purpose of this Agreement shali be Appendix A attached
hereto. For 1998, the wage schedule in Appendix A will be increased by 23% effective
January, 1998 and .3% effective July, 1998. For 1999, the wage schedule in Appendix A
will be increased by 2% effective January 1999, and by .5% effective July, 1999.
232 Forty (40) hour work week Employees regulazly assigned to night duty (e.g.-dispatcher,
inspectors and fire prevention employees) will receive night differential in accordance
with existing City rules and policies. Notwithstanding Section III B of the Saint Paul
Salary Plan and Rates of Compensation, employees working in the title of Fire Alarm
Dispatcher I or Fire Alarm Dispatcher II assigned to a twelve (12) hour shift sha11 be
eligible for the night differential in accordance with Section III B of the Saint Paul Salary
Plan and Rates of Compensation.
� 24
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i ARTICLE 23 - WAGE SCHEDULE (Continued)
233 Any employee in any tifle in this bargaining unit who is appointed to any of the tifle
listed below on or after Febrnary 1, 1988 shall be paid according to the salary range as
shown in Appendix "A" for appoinhnents to such title on or after January 1, 1988 or on or
after February 1, 1988 whichever applies.
Fire Alarm Dispatcher I
Fire Alazm Dispatcher II
ARTICLE 24 - UNIFORM ALLOWANCE AND UNIFORM ITEM LIST
241 The 1972 base of One Hundred Twenty Dollars ($120.00) as a clothing allowance on a
voucher system will be increased January 1, 1974, and each yeaz thereafter on the basis of
a yeazly study of the increased cost of the defined uniform. The 1972 base cost of the
uniform is stipulated and attached as Appendix B. For the year 1999 only, the Employer
will provide an additional payment of $250.00.
24.2 It is further understood that Fire Prevention Employees sha11 receive a clothing allowance
which is Thirty ($30.00) Dollars greater than that provided herein for other employees.
• 243 Changes to the deparhnent's list identifying uniform items allowable for purchase, will be
initiated by recommendations from the deparhnent and Loca121 Labor-Management
Comtnittee. The recommendations will be subject to the approval of the Fire Chief and
the Employer's Director of Labor Relations.
ARTICLE 25 - LEGAL SERVICES
25.1 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.
25.2 Notwithstanding Article 25.1, 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 Plainriff.
• 25
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•
ARTICLE 26 - SEVERANCE PAY
26.1
26.2
Effective January i, 1988 the employer shall provide a severance pay program as set forth
in this Article 26.
To be eligible for the severance pay program, an employee must meet the following
requirements:
26.2(1) The employee must be voluntarily separated from City employment ar
have been subject to separation by lay-off 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.
26.2(2) The employee must file a waiver of reemployment with the Human
Resources Director, which will cleazly indicate that by requesting
severance pay, the employee waives all claims to reinstatement or
reemployment (of any type), with the City or with Independent School
District No. 625.
26.2(3) The employee must have an accumulated balance of at least eighty (80)
days of sick leaue credits at the time of his sepazation from service.
26.3 If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he or she wi11 be granted severance pay in an amount equal
to one-half of the daily rate of pay for the position held by the employee on the date of
separation for each day of accrued sick leave subject to a maximum as shown below
based on the number of years of service in the Fire Department.
Years of Service
With the City
At Least 20
21
22
23
24
25
Masimum
Severance Pay
$ 5,000
6,000
7,000
8,000
9,000
10,000
• 26
aq ,��
� ARTICLE 26 - SEVERANCE PAY (Continued)
However, any employee sepazated from City employment on or after June 30, 1992 who
has an accumulated balance of at least one thousand eight hundred fifty (1,850) hours
of sick leave crediis and at least 25 years of service at the rime of his/her
separation from service shall be granted severance pay in the amount of thirty thousand
dollars ($30,000).
Employee with twenty (20) or more yeazs of service who is ruled disabled and is
receiving a disability pension and who has 1850 hours of accumulated sick leave shall be
ailowed the m�imum severance benefit of $30,000.
The manner of payment of such severance pay shall be made in three consecutive annual
payments of ten thousand dollazs ($10,000) each. The annual payments shall be made in
February of each yeaz. The first payment shall be made during the month of February in
the year following the yeaz in which the employee sepazates hislher employment.
26.4 Far the purpose of this severance program, a death of an employee sha11 be considered as
sepazation 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.
• 26.5 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 sevetance
program.
26.6 The manner of payment of severance in amounts of ten thousand dollars ($10,000) or less
sha11 be made in accordance with the provisions of City Ordinance No. 11490.
26.7 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.
• 27
. ARTICLE 27 - INCAPACITATION, - INJURY OR ILLNESS
27.1 Any physical * incapacitated Employee unable to perform normal work duties may be
assigned at the direction of the depariment head to perform the duties of Fue Alarm
Dispatcher I, Fire Alarm Dispatcher II, Fire Inspector ,* Fire Investigator * or Fire
Training Assistant. Employees so assigned by the department head will receive their
regulaz rate of pay for a period not to exceed one hundred and eighty (180) days. After
one hundred and eighty (180) days, Employees so assigned will receive their regulaz pay
rate or the Fire Alarm Dispatcher II pay rate, whichever is lower.
27.2 Notwithstanding Article 27.1, any physically incapacitated employee appointed to a title
covered by this Aa eement prior to January 1, 1990 who is unable to perform normal
work duties may be assigned at the direction of the department head to perform the duties
of Fire Alann Dispatcher I, Fire Alann Dispatcher II, Fire Inspector, * Fire Investigator*
ar Fire Training Assistant. Employees so assigned by the department head will receive
their regular rate of pay for the period of such assignment.
27.3 Fire Fighters, Fire Equipment Operators, Fire Captains or members who have previously
held one of these titles with the Employer injured during the course of employment and
thereby rendered incapable of performing job duties and responsibilities shall receive fuli
wages during the period of incapacity, not to exceed the period equal to twelve (12)
� months plus accumulated sick leave. It is understood that in such cases, the twelve (12)
month period shail first be utilized and only when same is e�austed shall accumulated
sick leave be applicable.
27.4 Fire Fighters, Fire Equipment Operators, Fire Captains or members who have previously
held one of these titles with the Employer disabled through in}ury or sickness other than
specified in Section 27.3 above shall receive fuli wages far a period equal to accumulated
sick leave, plus six (6) months as provided herein. It is understood that in such cases,
accumulated sick leave shall first be utilized before the six (6) months, or any part
thereof, sha11 be applicable. It is fiirther understood that the six (6) month period shall be
available only in those years where the last available Annual Report of the City Civil
Service o�ce shall show average sick leave used per Fire Department Employee (based
on the 1972 Annual Report method of calculating same), of eight (8) days or less.
27.5 Employees injured or incapacitated by illnesses in the line of duty shall be entitled to
reinstatement at any time within five (5) years from the date of injury or incapacity
provided they are physically capable of resuming their job.
�` These titles are viable only far the purpose of assignments pursuant to these sections.
qq'�� �
i 28
�q-i��
• ARTICLE 27 - INCAPACITATION, - INJURY OR ILLNESS (Conrinued)
27.6 Except as specifically provided in tlus Article, all illness and incapacity rules and policies
previously in effect shall continue.
ARTICLE 28 - CITY MILEAGE
28.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul
Administrative Code, as amended, pertaining to reimbursement of City o�cers and
employees for the use of their own automobiles in the performance of their duties, the
following provisions are adopted.
28.2 Method of Computafion: 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 automobile OCCASIONALLY
during employment, the employee shall be reimbursed at the rate of $3.00 per day for
each day the employee's vehicle is actually used in performing the duties of the
employee's position.
� In addition, the empioyee shall be reimbursed $.15 per mile for each male actually driven.
If such employee is required to drive an automobile during employment and the
deparlment head or designated representative determines that an employer vehicle is
available for the employee's use but the empioyee desires to use his/her own automobile,
then the employee shall be reimbursed at the rate of $15 per mile driven and shall not be
eligible for any per diem.
Tvue Z If an employee is required to use hislher 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 shali be reimbursed $15 per mile for each mile
actually driven.
If such employee is required to drive an automobile during employment and the
deparhnent 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 reimbursed at the rate of $.15 per mile driven and shall not be
eligible for any per diem.
• 29
�q�a �
� ARTICLE 28 - CITY MILEAGE (Continued)
283 The City will provide pazking at the Civic Center Parking Ramp for City employees on
either of the above mentioned types of reixnbursement plans who aze required to have
their personal caz available for Ciry business. Such pazking will be provided only for the
days the employee is required to have his or her own personal car available.
28.4 Rules and Regulafions: The Mayor shall adopt rules and regulations governing the
procedures for automobile 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 warked and the nuxnber of miles driven,
and fiuther require that they maintain automobile liability insurance in amounts of not
less than $100,000/$300,000 for personal injury, 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.
ARTICLE 29 - PAID TIME OFF FOR NEGOTIATIONS
� 291 Employees elected to office in Loca121 shall be granted reasonable time off to meet with
City officials for contract negotiations without loss of pay. The number of employees
permitted to attend such negotiations shall be limited to two at any one meeting and such
empioyee shall give prior reasonable notice for such absence and receive approval of the
employee's designated supervisar.
ARTICLE 30 - MAINTENANCE OF STANDARDS
30.1 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 standazd as set forth in the Civil Service Rules
of the City of Saint Paui, (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 aze made elsewhere in this Agreement. It
is specifically agreed that the Civil Service Rules set forth above aze 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.
• 30
�q ��
• ARTICLE 31- PREMIUM PAY FOR PARAMEDIC AND
EMTA ASSIGNMENTS
311 The premium pays as defined in this Article 31 shall be limited to employees covered by
this agreement who have at least three (3) yeazs of service with the Department. The
Employer reserves the right to pay such premiums to employees with less than three years
of service in the Department providing such employee holds the required certification.
31.2 Premium Pay for Paramedic. Any employee who is assigned to an advanced life
support unit as a Paramedic shall be paid a differential of ten percent (10%) of his/her
regulaz base rate. Effective January l, 1994, this premium pay shall be increased nine
dollars and sixty-six cents ($9.66) biweekly.
Only employees who haue satisfactorily completed all required Paramedic training shall
be eligible for such assignment and pay differential.
Effective September 28, 1996, the following amendment is added to this section:
+2%(12%) after 5 yeazs in program
+1%(13%) after 10 years inprogram
+1%(14%) after 15 years in program
• 313 Premium Pay for EMT. All employees in all titles will be required to become certified
as an EMT and to maintain such certification as a term and condition of employment.
However, any employee originally appointed to a title covered by this Agreement prior to
January 1, 1980 who is not certified as an EMT shall not be required to become certified.
Such employees may choose to become certified. Once certified such employee must
maintain their EMT certification as a term and condifion of employment.
Any employee who was originally appointed prior to January 1, 1980 to a title covered by
this Agreement who is certified as an EMT must maintain their certification as a term and
condition of employment.
Any employee who is assigned to an advanced life support unit or a basic life support
unit as an Emergency Medical Technician-Assigned (EMTA) shall be paid a differential
of six percent (6%) of his/her regulaz base rate. Effective January 1, 1994, this premiuxn
pay shall be increased five dollars and seventy-nine cents ($5.79) biweekly.
Employees certified as an EMT but who are not assigned to an ambulance unit shatl
receive a differential of three percent (3%) of his/her regular base rate. Effective
January 1, 1994, this premium shall be increased two dollars and ninety cents ($2.90)
biweekly.
• 31
q�'�
�
ARTICLE 31 - PREMIUM PAY FOR PARAMEDIC AND
EMTA ASSIGNMENTS (Continued)
Only employees who have satisfactorily completed all required EMT trainiug shall be
eligible for such assignment and pay differential.
Any employee who is assigned to a unit as an EMT-UD shall be paid a differential of
eight percent (8%) ofhis/her regular base rate.
31.4 Premium Pay for Hazardous Materials. Any employee who is assigned to a
designated hazardous materials response unit or who is permanently appointed as a Fire
Training Assistant shall be paid a differential of eight percent (8%) of his/her regular base
rate. Effective January 1, 1494, this premium pay shail be increased seven dollars and
seventy-two cents ($7.22) biweekly.
C�
31.5 Qualified Pool personnel shall be eligible for the EMT and Paramedic premium pay on
the same basis as qualified assigned personnel.
31.6 It is understood that no premium pay shall be applied on any other premium pay.
31.7 Effective the first full pay period in 1996, employees shall receive a one percent (1%)
premium for the maintenance of EMT Certification. Article 31.6 does not apply to this
provision. Article 31.1 would remain in effect for this provision.
ARTICLE 32 - DRUG AND ALCOHOL TESTING
321 Policy: The Fire Department recognizes illegal drug and alcohol usage as a threat to the
public welfare and the employees of the deparhnent. Thus, the Fire Department will take
the necessary steps, including drug and alcohol testing, to eliminate illegal usage. It is
the goal of this policy to prevent and rehabilitate rather than terminate the employment of
workers who are abusing drugs or alcohol. No member of the Fire Department shall be
dischazged for illegal drug or alcohol use without first hauing been offered the
opportunity to disconfinue use either through personal choice or by treatment far
chemical dependency, if such treatment is needed. The Union agrees, at the Employer's
request, to re-open negotiations of this Article during the term of this Agreement.
• 32
aq'�� �
• ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued)
32.2 Informing Employees About Drug aad Alcohol Testing: All employees will be fuliy
informed of the Fire DepartmenYs drug testing policy before testing is adininistered.
Employees wili be provided with information concerning the unpact of the use of drugs
or alcohol on job performance. In addition, the employer shall inform the employees of
how the tests are conducted, how well the tests perform, when the tests will be conducted,
what the tests can detemune, and the consequences of testing positive for drug or alcohol
use. All newly hired employees will be provided with this informauon on their initial
date of hire. No employee shall be tested until this information is provided to him.
323 Employee Testing: No employee will be tested for drug or alcohol abuse unless
reasonable suspicion e�sts that an employee is under the influence of illegal drugs or
alcohol. At least rivo supervisors must detenmine that "reasonable suspicion" exists.
Random or mass testing is prohibited. No such testing may be conducted without the
written approval of the officer in charge of the unit. The officer in chazge must document
in writing who is to be tested and why the testing was ordered. Failure to follow any of
these procedures shall result in the elimination of the test results as if no test had been
administered. The test results sha11 be destroyed and no discipline shall be levied against
the employee.
. 32.4 Urine wllecrion shall be conducted in a manner which results in a legally acceptabie
sample as well as providing a high degree of security for the sample, freedom from
adulterafion of the sample, the haghest possible accuracy of the clinical results while at
the same time preserving the dignity of the empioyee. Administrative procedures shall be
such as to prevent the submission of fraudulent tests. When appropriate, biologic tesring
of the samples may be inciuded as part of such administrative procedures. In testing
which could result in employee discipline, if the test result is positive, a split sample shall
be reserved for independent analysis which shail be performed at the request of the
affected employee. Upon request, an employee shall be entitled to the presence of a
union representative before testing is administered.
32.5 Testing Procedures: All samples shall be tested for Chemical Adulteration, Narcotics,
Cannabis, PCP, Cocaine, Amphetamines, Alcohol and Sedatives. The testing shali be
done by a Selected Laboratory and the following standazds shall be used:
• 33
0
C �
ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued)
Drug Testing Standards
Alcohol .02 concentration as shown by an analysis of urine
Drug or Initial Test GC/MS
Arug Group metabolite detected level n ml Confirmation
Amphetamine Amphetamine 1,000 ngiml 500 nglml
Methamphetamine 1,000 ng(ml 500 ng/ml
Cocaine metabolites Benzoylecgonine 300 ng/ml 150 ng/ml
Marijuana metabolites delta-9-THC-9-COOH 15 nglml 15 ng/mi
Opiate metabolites Codeine 300 ng/ml 300 ng/ml
Total Morphine 300 ng/ml 300 ng/mi
C�
Phencyclidine
Barbiturates
Benzodiazepine
metabolites
Methadone
PCP
Secobarbital
Pentobarbital
Phenobarbital
Butabarbital
Oxazepam
Methadone
25 ngfml
300 ng/ml
1,000 ng/ml
3,000 nglml
1,000 ng/ml
300 ng/ml
300 ng/mi
25 ng/ml
1,000 ng/ml
1,000 ng/ml
1,000 nglml
1,000 ng/ml
300 ng/ml
300 ng/ml
Methaqualone Methaqualone 300 ng/ml 300 nglml
Propoxyphene Propoxyphene 300 ng/ml 300 ng/ml
Norpropoxyphene 300 ng/ml 300 ng/ml
Any sample which has been adulterated or is shown to be a substance other than urine
shall be reported as such. All samples which test positive on a screening test shall be
confirmed by gas chromatography-mass spectrophotometry, and no records of
unconfirmed posifive tests shall be released or retained by the laboratory.
�q.�� i
• 34
�q���
• ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued)
Testing shall be conducted in a manner to insure that an employee's legal drug use does
not effect the test results.
All results shall be evaluated by a suitably trained occupational physician or occupational
nurse prior to being reported.
Test results shall be treated with the same confidentiality as other employee medical
records. The test results shall not be reported outside the Fire Department.
32.6 Chemical Dependency Program: Each person whose urine tests positive for illicit
drugs sha11 be medically evaluated, counseled and treated for rehabilitation, if required.
In addition, at any time an employee may voluntarily enter the chemical dependency
program without feaz of disciplinary actions against him.
This Program is designated to provide caze and treatment to employees who are in need
of rehabilitation. Details concerning treahnent any employee receives at this Program
shall remain confidential and shall not be released to the public. The employee shall be
responsible for the cost of treatment.
• No employee shall be relieved or transferred to other than his usual duties on the basis of
one test result although the employee may be re-evaluated for his duty assignment. When
undergoing treatment and evaluation employees shall receive the usual compensation and
fringe benefits provided at their assigned posirion.
32.� Right of Appeal: Each employee has the right to challenge the results of drug or alcohol
testing in the same manner that he may grieve any managerial action.
32.8 Duty Assignment After Treatment: Once an employee successfully completes
rehabilitation, he sha11 be returned to his regular duty assignment. Employee
reassignxnent during treahnent shall be based on each individual's circumstances. If
follow-up care is prescribed after treatment, this may be a condition of employment.
Once treatment and any follow-up care is completed, at the end of two years the records
of treatment and positive drug ar alcohol test results shall be retired to a closed medical
record. The employee shall be given a fresh start with a clean administrative record.
32.9 Right of Union Participafion: At any time, the Union, upon request, will have the right
to inspect and observe any aspect of the drug and alcohol testing program with the
exception of individual test results. The Union may inspect individual test results if the
release of this information is authorized by the employee involved.
• 35
• ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued)
32.10 Union Held Harmless: This drug and alcohol tesring program is solely initiated at the
behest of the employer. The Fue Department shall be solely liable for any legal
obligations and costs arising out of the provisions and/or application of this collective
bazgainiug agreement relating to drug or alcohol testing. The Union shall be held
hannless far the violation of any worker rights arising from the admiuistration of the drug
or alcohol testing program.
32.11 Conflict with Other Laws: This Article is in no way intended to supersede or waive an
employee's federal or state constitutional rights.
ARTICLE 33 - DISCIPLINE
�
�
33.1 The Employer may discipline employees in any of the forms listed below:
Oral reprimand
Written reprimand
Suspension
Demotion
Discharge
The Employer will discipline employees for just cause only and in accordance with the
concept of progressive discipline.
Employees who are discipiined pursuant to the terms of this Article may appeal the
Employer's disciplinary action through either the grievance procedure set forth in Article
6 of this Agreement or to a civil service authority pursuant to the rules and procedures of
such authority.
ARTICLE 34 - TUITION REIMBURSEMENT
341 Effective January 1, 1998, an employee who has successfully completed a course in the
required Apprenticeship Program will be reimbursed for the course upon successful
completion. The maYimum amount of reimbursement shali be $1400.00 over the three
(3) years of the Apprenticeship Program.
�
• 36
�.
C�
•
ARTICLE 35 - DLTRATION OF AGREEMENT
35.1 Unless otherwise specifically noted herein, this Agreement is effective the date of signing
by the Employer and the Union and shall continue in fixll force and effect through the 31st
day of December, 1999 and thereafter unfii 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
Labar Relations Act of 1984.
W�IhL�.�.9i
CITY OF SAINT PAUL
sY: 1�
Mary I�earney
Director of Labor Relations
Dated at Saint Panl, Minnesota
1 -�z—"i 9
INTERNATIONAL ASSOCIATION OF
FIRE FIGHTERS, LOCAL NO. 21
BY: ��°ar.�(i R9�''"'.�
Gary Olding, President
� i
: A� ��� �;���.
. _
B : L:Z�e�ez�zl/"
Theodore Vanderbeek,Treasurer
�q��l
• 37
•
APPENDIX A
BIWEEKLY RATES
Salary ranges applicable to titles covered by this Agreement shall be as shown below:
Effective January 3, 1998:
Effective July 4, 1998:
Effective January 2, 1999:
Effective July 3, 1999:
Two and three-tenths percent (23%) increase
Three-tenths (0.3%) increase
Two percent (2.0%) increase
Five-tenths percent (0.5%) increase
FIRE ALARM DISPATCHER I
FIRE FIGHTER
FIRE INSPECTOR*
Effective
01-03-98
07-04-98
01-02-99
07-03-99
A
1351.57
1355.62
1382.73
1389.64
B C D E F lOYR.
1418.65 1489.10 1548.81 1627.54 1693.12 1780.55
1422.91 1493.57 1553.46 1632.42 1698.20 1785.89
145137 1523.44 1584.53 1665.07 1732.16 1821.61
1458.63 1531.06 1592.45 1673.40 1740.82 1830.72
I�IIN�I_\/I_�N���]G9�rC •�1.1�1:�11
•
Effective
01-03-98
0 7-04-98
01-02-99
07-03-99
A
1391.81
1395.99
142391
1431.03
B
1460.93
146531
1494.62
1502.09
C D E
1533.51 1594.99 1676.06
15 3 8.11 1599.77 1681.09
1568.87 1631.77 1714.71
1576.71 1639.93 1723.28
15YR.
182431
1829.78
186638
1875.71
F lOYR. 15YR.
1743.62 1833.68 1878.80
1748.85 1839.18 1884.44
1783.83 1875.96 1922.13
1792.75 18 85 34 1931.74
FIRE ALARM DISPATCHER I
FIRE EQUIPMENT OPERATOR
•
Effective
01-03-98
07-04-98
O1-02-99
07-03-99
A
1458.91
1463.29
1492.56
1500.02
B
153138
1535.97
1566.69
1574.52
C D E F lOYR. 15YR.
1607.49 1671.94 1756.97 1827.79 1922.24 1969.51
161231 1676.96 1762.24 1833.27 1928.01 1975.42
1644.56 1710.50 1797.48 1869.94 1966.57 2014.93
1652.78 1719.05 1806.47 1879.29 1976.40 2025.00
qa''
I_�I
• ArrENnlx a (connnuea)
• FIRE ALARM DISPATCHER II
FIRE CAPTAIN
FIRE TRAINING ASSISTANT
Effective A
01-03-98 1593.13
07-04-98 1597.91
Oi-02-99 1629.87
07-03-99 1638.02
B C D E F
1672.29 1755.45 1825.84 l 918.77 1996.14
167731 1760.72 183132 1924.53 2002.13
1710.86 1795.93 1867.95 1963.02 2042.17
1719.41 1804.91 1877.29 1972.84 205238
FIRE*/ARSON INVESTIGATOR
lOYR.
209935
2105.65
2147.76
2158.50
15YR.
2150.97
2157.42
2200.57
2211.57
A
01-03-98 1695.94
07-04-98 1701.03
01-02-99 I735.05
07-03-99 1743.73
B C D E F lOYR. 15YR.
1780.25 1868.81 1943.89 2042.75 2125.10 2234.91 2289.85
1785.59 1874.42 1949.72 2048.88 2131.48 2241.61 2296.72
1821.30 1911.91 1988.71 2089.86 21�4.11 2286.44 2342.65
1830.41 1921.47 1998.65 210031 2184.98 2297.87 235436
* These titles are obsolete, except the Employer may make assignment to them when any
employee is physically incapacitated. See Article 27, Section 1 and Article 27, Section 2.
•
•
��.���
0
`� � APPENDIX B ���
Unit Price
• Regulation "West Point" long sleeve police shirt . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.00
Regulation "West Point" short sleeve police shirt . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 5.45
Ranking Officer's white uniform shirt, long sleeve, West Point 7500C . . . . . . . . . . . . . . . . $ 6.50
Ranking Officer's white uniform shirt, short sleeve, West Point 7500C . . . . . . . . . . . . . . . . $ 6.00
Jersey type long sleeve sweat shirt, navy blue - Wilson 8632 . . . . . . . . . . . . . . . . . . . . . . . . $ 330
Jersey type 3/4 sleeve sweat shirt, navy blue - Wilson 8632 . . . . . . . . . . . . . . . . . . . . . . . . . $ 330
Fechheimer Bros. navy blue trousers 32200 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.75
Fechheimer Bros. navy blue trousers 32250 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.25
Jacket - Light weight, waist style Fechheimer #32100 . . . . . . . . . . . . . . . . . . . . . . . . . . . . $10.00
Surcoat - Energy 100FD - Sizes 48-50 add 10%, - longs add 10% . . . . . . . . . . . . . . . . . . . $30.75
Parka - Navy - Butwin 111 SP
Regulazsizes34-46 ....................................................... $39.00
Exuasizes48 ............................................................ $42.90
50 ..................................................................... $44.85
52 ..................................................................... $49.00
Long ................................................................... $42.90
Liners for summer uniform fire fighter jacket - Fechheimer Bros. 32704 . . . . . . . . . . . . . . . $ 5.60
SEWING COSTS: No cost when ordered with jacket otherwise . . . . . . . . . . . . . . . . . . . . . $ 1.00
Caps
TrooperCap ..............................................................$ 4.95
Chiefs Navy-Style Midwest-N.W . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.25
• 8 pt. Midwest-N.W . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.25
Belts - leather - black - 1.5 inch . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.45
Shoes
Wedge style oxford - Red Wing shoe #101 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.95
Slip on style oxford - FLOAT-AWAYS #J5347 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $15.50
Slip on style oxford - FLOAT-AWAYS #J5318 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $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 siyle 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
•
d�
Council File # 99 - Iq�
OR�G�NAL
Presented
Referred To
Green Sheet #_63931_
Committee Date
►lJ
RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached
2
3
1998 - 1999 Collective Bargaining Agreement between the City of Saint Paul and the International
Association of Fire Fighters, AFL-CIO Loca121.
Requested by Department of:
Office of Labor Relations
By: �r2C �r' �
Form A roved by Attorney
By: �����-�c�
Adopted by Council: Date — � '� \ ,�� � �r' . �,�� q
�
Cer[ified by Council Secretary
i: ���=—`.��
• .. � -� . �. - i
I: �� �� � i � /�
RESOLUTION
OF SAINT PAUL, MINNESOTA
Approv y'ayor for Submission to nuncil
BY� �yL SCl��? , ./�
DEPARTMENT/OFFICE/COUNCIL: DATE INTTIATED GREEN SHEET 1vo.: 53931 qq _'�,
LABOR RELATIONS Febr.uary 23, 1999
CONTACT PERSON & PHOn�E: � INI71ALlDAiE p�*('[7p(,/pp7'E
JIJLIE KRAUS 266-6513 �IG�, 1 DEPARTMENC DIR R4K ' 4 CITYCOUNCIL
NUMBER 2 CITY ATI'ORNEY�_ CITY CLERK
MUST BE ON COUtiCIL AGENDA BY (DATE) FOR BUDGEI DIR. = �_ J � �_�' 2 FIN. & MGT. SERVICE DIIL
ROi)TING 3 MAYOR (OR ASST.) �ih vl� y
��4r� � ORDER � _
TOTAL # OF SIGNAT[112E PAGES_3 (CLIP ALL LOCATIONS FOR SIGNATURE)
ncnox �QL�s�n: This resolntion approves the attached January 1, 1998 — December 31, 1999 Coliecti�=e
Bazgaiuing Agr.eement between the City of Saint Paul and the International Association of Fire Fighters,
AFL-CIO Loca121.
RECOT�IIvIENDATIONS: Approve (A) or Rejeet (A) PERSONAI. SERVICE CONTRACfS MUST ANSWER 1'AE FOLLOWING
' QUESTIONS:
_PLANNING COMMISSION _CIVIL SERVICE COMIvIISSION 1. Has this person/fitm ever worked under a contract for titis depaztmen[?
_CIB COMMIT7'EE Yu No
_STAFF 2. Has this person/fi�m ever been a city employee?
DISTffiCT COURT Yes No
SUPPORTS WI-DCH COUNCIL OBJECITVE? 3. Does this persoNfum possess a skitl not normally possessed by any ciurent ciry employee?
Yes No
Expiain all yes answers on separate sheet and attac6 to green sheet �
INTI7ATING PROBLEM, ISSUE, OPPORTUNTTY (Who, What, When, Where, Why):
nnvnxTncES �F arrxoven An Agreement in place through December 31, 1999.
DLSADVARTAGESIFAPPROVED.
None
DISADVANTAGES IF NOT APPROVED.
No settlement of issues. Parties would be subject to interest azbitration to settle disputes on terms of agreement.
TOTAL AMOiINT OF TRANSACTION: $ 1998� $583,20426 WST/REVE1VIlE BUDGETED:
1999: $59Q724 31
F[7NDING SOURCE: ACTIVITY N[JMBER:
FINANCIAL INFORMATION: (EXPLAII� ����'� ����"�nv� '*^ ��fi�r
��`.� S+ t� �pa���
q9 -191
ATTACHIvIENT TO 'THE GREEN SHEET
The Intemafional Associafion of Fire Fighters, AFL-CIO Loca121
Below is a suuunary of the changes in the Collective Bazgauring Agreement between the City
and the Intemational Association of Fire Fighters, AFL-CIO Loca121. The new contract is for
the period of January 1, 1998 through Aecember 31, 1999.
Wages:
1998: 2.6%
(Splits*: Ol/98 2.3%; 07/98 03%)
1999: 2.5°/a
(Splits: O1/99 2.0%; 07/99 0.5%)
*Wage implementation dates
Health Insurance:
1998: Single $285.00 per month
Family $378.82 per month
1999: Single $275.00 per month
Family $397.11 per month
The single contribution is reduced by $25.00 over 1998 and 1999. This means the unused
benefit dollar amount returned to employees at the end of the year has decreased, this helps
accomplish the City's goal of paying benefit dollars for benefits.
Regazding family coverage, other units have settled at $368.82 + 50%. Since premiums dropped
this means no increase for them. Since the International Association of Fire Fighters, AFL-CIO
loca121 lowered the single amount by $25.00 the City gave a dollaz amount of $10.00 to family
coverage.
The International Association of Fire Fighters, AFL-CIO Loca121 also agreed to a reduction in
the married couple rule. This rule applies only to Loca121 and Police. When both spouses are
employed by the City, one takes coverage, the other gets the full $30Q.o� pex month back at the
end of the year. Now the spouse with no coverage will receive back only the actual amount of
the single contribution, since the City would have to purchase this from the insurance company
.i, ii•..•r.�•�
qq -i 91
Attachxnent to the Crreen Sheet
The International Association of Fire Fighters, AFL-CIO Loca121
Page 2
Tour of Duty Holiday:
For 1998, The Internarional Association of Fire Fighters, AFL-CIO Loca121 and the City agreed
to an additional Tour of Duty Holiday for the employees in the classifications of Fire Equipment
Operator, Fire Alarm Dispatcher I, and II, Fire Captain, Fire Prevention Captain, Fire Training
Assistaut, and Fire/Arson Investigator.
In 1999, the employees in the above ciassifications, with 15 ox more yeazs of service, will receive
an additional one-half Tour of Duty Holiday after 1/1/99, and a second one-half Tour of Duty
available December of 1999.
Tuition Reimbursement:
For 1998, The International Association of Fire Fighters, AFL-CIO Loca121 and the City agreed
to an increase in the amount available for tuition reimbursement for Fire Fighter Cadets. In order
to reflect the rising cost of tuition, the available hution reimbursement amount was raised by
$200.00 to be used over the three yeazs of classes.
Elimination of Administrative Fee:
The International Association of Fire Fighters, AFL-CIO Loca121 and the City agreed to
eliminate the administrative fee of $0.50 per month.
Uniform Allowance:
The International Association of Fire Fighters, AFL-CIO Loca121 and the City agreed to
increase the uniform allowance with a one-time increase of $250.00 per Fire Fighter.
Costs:
Wages
Health Insurance
1998
$463,95814
1999
$426,084.01
- $2,100
Amend Married Couple Rule
Tour of Duty Holiday
Tuition Reimbursement
$107,751.12
$13,600.00
Elimination of Adm Fee
$30,261.46
- $7,984.20
$40,475.04
$2,388.00
Uniform Allowance $99.500.00
$583,209.26 $590,72431
a9 -I 91
Attachment to the Crreen Sheet
The Intemational Association of Fire Fighters, AFL-CIO Loca121
Page 3
Language Changes (summary)
3. Drug and Alcohol Testing
Change "probable cause" to "reasonable suspicion."
5. Years of Service Retiree Health Insurance
14.6 (3)
Have completed at least twenty (20) yeazs of service with the City of St. Paul, excludine
service with Independent 5chool District 625 for emrolovees hired after September 1,
1� or be receiving a disability pension from the City of Saint Paul, ...
The contract includes other changes to contract language which are basically of a housekeeping
nature for clarification and clean up.
� �.�„ �:i."
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ag-�q i
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_ t998 =1999 _
- � _ -, . �. _ AG�E�M�NT. . : : � � - - �� �"
` : - beiween - _ . . _
THE �ITY OF. SA�N'� RAUL
,�. � � r � � � �
- ���a
,TI�E ,I�TERNA'i'�ONAI; �SSOCIATION QF FIRE FIGHTERS'
, � : h. �
�._ �_ � ,. <
� � = - � �
, �F`i,=�CIO LOCAL 21 ;; =
� _ - - � - -
� INDEX qq') � !
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ARTICLE TTTLE
Preamble .......................
PAGE
•
•
........................ ii
1 Purpose ....................................................1
2 Definitions .................................................1
3 Recognition ................................................3
4 Security ...................................................3
5 Employer Authority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . 4
7 Saving Clause ...............................................8
8 Position Openings ...........................................8
9 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
10 Seniority ...................................................9
11 Overtime .................................................13
12 CaliBack .................................................13
13 Military Leave of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
14 Insurance .................................................IS
15 Exchange of Tours of Duty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
16 Vacation ..................................................20
17 Holidays ..................................................21
18 Residence .................................................22
19 Sick Leave and Pazental Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
20 Fire-Fighting Equipment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
21 Station Supplies ............................................24
22 Telephones ................................................24
23 Wage Schednle .............................................24
24 Um£orm Allowance .........................................25
25 LegalService ..............................................25
26 Severance Pay .............................................26
27 Incapacitation ..............................................28
28 City Mileage ...............................................29
29 Paid Time Off For Negotiations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
30 Maintenance of Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
31 Premium Pay for Pazamedic and EMTA Assignments . . . . . . . . . . . . . . 31
32 Drug and AlcoholTesting ....................................32
33 Discipline .................................................36
34 Tuition Reimbursement ......................................36
35 Duration of Agreement ......................................37
Appendix A .............................................. A1
Appendix B .............................................. B1
�
f
PREAMBLE
This Agreement between the City of Saint Paul, hereinafter referred to as the
•
Employer, and the International Associarion of Fire Fighters AFL-CIO Loca121, hereinafter
refened to as the Union. The Employer and the Union concur that this Agreement has as its
basic objective the promofion of the mutual interests of the City of Saint Paul and its employees
to provide the highest level of services by methods which will best serve the needs of the generai
public.
qq-►�l
• ii
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ARTICLE 1- PURPOSE
1.1 The Employer and the Union agree that the purpose of entering into this Agreement is to:
1.1(1) Achieve orderly and peaceful relations.
11(2) Establish the full understanding of the parties concerning terms and conditions of
this Agreement.
1.1(3) Establish procedures to orderly and peacefully resolve disputes as to the
application or interpretation of this Agreement.
1.1(4) Place in written form the parties' agreement upon terms and conditions of
employment for the duration of this Agreement.
ARTICLE 2 - DEFINITIONS
2.1
2.2
• 23
2.4
2.5
2.6
2.7
Union: International Association of Fire Fighters AFL-CIO Loca121.
Employer: The City of Saint Paul.
Union Member: A member of the International Association of Fire Fighters AFL-CIO
Local 21.
Employee: A member of the exclusively recognized bazgaining unit.
Vacancy: As deternnined by the department head, a funded position opening in a class
specified in Article 3.2.
Position: Any specific office, employment or job in the Fire Department in a class
specified in Article 3.2.
Tour of Duty:
A. For a fifly-six (56) hour wark week employee:
The performance of job duties and acceptance of the responsibilities of a position
for a consecufive and uninterrupted twenty-four (24) hour period from 8:00 a.m.
on a calendar day to 8:00 am. on the following calendar day.
qq-�qa
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,
� ARTICLE 2 - DEFINITIONS (Continued)
B. For a foriy (40) hour work week employee:
The performance of job duties and acceptance of the responsibilities of a position
foz a consecutive and uninterrupted eight (8) hour period within a calendar day.
For employees working under the title of Fire Alarm Dispatcher I or the tifle of
Fire Alann Dispatcher II the work period shall be as assigned by the employer,
and will include a 35 minute unpaid lunch break.
2.8 Seniority: An Employee's length of continuous employment in the Employer's Fire
Department.
2.9 Department: The fire depariment of the City of Saint Paul as established and amended
from time to time pursuant to Section 9.01 of the City Charter.
2.10 Overtime: Work performed by an Employee in excess of the Employee's tour of duty by
order of the Employer.
2.11 Overtime Pay: Overtime pay for the purposes of Articles 11 and 12 will be based on a
fifty-six (56) hour work week.
� 2.12 Work Week: The work week for employees working twenty-four (24) hour tours of duty
will be an aueraged fifty-six (56) hour per calendar week. The work week for employees
working twelve (12) or less hour tours of duty will be forry hours per calendar week.
2.13 Call Back: A call to report for work by the Employer during an Employee's scheduled
off time.
��I-l9 I
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• ARTICLE 3 - RECOGl�ITION
3.1 The Employer recognizes the Union as the exclusive representative for the purpose of
meeting and negotiating the terms and conditions of employment for all eligible
personnel under Minnesota Statutes.
3.2 Job classes which are within the bazgaiuiug unit and covered by this Agreement aze as
fallows:
Fire Alarm Dispatcher I
Fire Alann Dispatcher II
Fire Captain
Fire Equipment Operator
Fire Fighter
Fire Training Assistant
Fire/Arson Investigator
33 In the event the Employer and the Union aze unable to agree as to the inclusion or
exclusion of a new or modified job position, the issue shall be submitted to the Bureau of
Mediation Services for determination.
� ARTICLE 4 - SECURITY
4.1 The Employer sha11 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 bazgaining unit to act as stewards and
shall inform the Employer in writing of such choice.
4.3 The Employer sha11 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 hannless against any and a11
claims, suits, orders or judgments brought or issued against the ciry as a result of any
action taken or not taken by the city under the provisions of this article.
•
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• ARTICLE 4 - SECURITY (Continued)
4.5 The Union agrees that an admiuistrative 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
fairshaze prior to remittance of dues or fairshaze to the Union. Effective January 1, 1999,
this section will have no fiu•ther effect.
ARTICLE 5 - EMPLOYER AUTHORITY
51 The Union recognizes the right of the Employer to operate and manage its affairs in all
respects in accordance with applicable laws and regulations of appropriate authorities.
The rights and authority which the Employer has not officially abridged, delegated or
modified by this Agreement are retained by the Employer.
ARTICLE 6- EMPLOYEE RIGHTS - 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 sha11 not be considered
grievances and subject to tl�e 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 representatives and of their successors when so designated.
aq��q i
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• ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
(Continued)
63 Processing of Grievances
It is recognized and accepted by the Union and the Employer that the processing of
grievances as hereinafter provided is lixnited by the job 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 tune without loss of pay when a
grievance is investigated and presented to the Empioyer 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.
6.4 Procedure
Grievances, as defined by Section 6.1, shall be resolved in conformance with the
following procedure:
Step 1: An Employee claiming a violation concerning the interpretation or
application of this Agreement shall within twenty-one (21) calendar days
after such alleged violation has occurred present such grievance to the
• Employee's supervisor as designated by the Employer. The
Employer-designated representative will discuss and give an answer to
such Step 1 grievance within ten (10) calendar days after receipt.
A grievance not resolved in Step 1 and appealed to Step 2 shall be placed
in writing by the Union setting forth the nature of the grievance, the facts
on which it is based, the provision or provisions of the Agreement
allegedly violated, the remedy requested, and shall be appealed to Step 2
within ten (10) calendaz days after the Employer-designated
representative's final answer in Step 1. Any grievance not appealed in
writing to Step 2 by the Union within ten (10) calendar days shall be
considered waived.
•
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• ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDLJRE
(Continued)
Step 2: If appealed, the written grievance shall be presented to and discussed with
the Employer-desi�ated Step 2 representative. The Employer- designated
representative shall give the Union the Employer's Step 2 answer in
writing within ten (10) calendaz days after the receipt of 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 following the Employer
designated representarive's fmal Step 2 answer. Any grievance not
appealed in writing to Step 3 by the Union within ten (10) calendaz days
shall be considered waived.
Oational Mediation Ste�
If the grievance has not been satisfactorily resolved at Step 2, either the Union or
the Employer may, within ten (10) calendaz days, request mediation. If the parties
agree that the grievance is suitable for mediation, the parties shall submit a joint
request to the Minnesota Bureau of Mediation Services for the assignment of a
mediator. Grievance mediation shail be completed within thirty (30) days of the
asignment.
• 2. Grievance mediation is an optional and voluntary part of the grievance resolution
process. It is a supplement to, not a substitute for, grievance arbitration. When
grievance mediation is invoked, the contractual time limit for moving the
grievance to azbitration shall be delayed for the period of inediation.
3. The grievance mediation pzocess shall be informal. Rules of evidence shall not
apply, and no record shall be made of the proceeding. Both sides shall be
provided ample opportuniry to present the evidence and argument to support their
case. The mediator may meet with the parties in joint session or in sepazate
caucuses.
4. At the request of both parties, the mediator may issue an oral recommendation for
settlement. Either party may request that the mediator assess how an arbitrator
might rule in this case.
The grievant sha11 be present at the grievance mediation proceeding. If the
grievance is resolved, the grievant shail sign a statement agreeing to accept the
outcome. Unless the parties agree otherwise, the outcome shall not be
precedential.
q�-�qi
• 6
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� ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
(Continued)
6. If the grievance is not resolved and is subsequently moved to azbitration, such
proceeding shall be de novo. Notlaing said ar done by the parties or the mediator
during grievance mediation with respect to their positions concerning resolution
or offers of settlement may be used or referred to during azbitration.
Step 3. A grievance unresoived in Step 2 and appealed to Step 3 shall be
submitted to arbitration by the Union subject to the provisions 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 Authonity
A. The azbitratar shall haue 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
� Employer and the Union, and sha11 have no authority to make a decision on any
other issue not so submitted.
B. The azbitrator shall be without power to make decisions contrary to or
inconsistent with or modifying or varying in any way the application of laws,
nxles, or regulations having the farce and effect of law. The arbitrator's decision
sha11 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
interpretarion or application of the express terms of the Agreement and to the facts
of the grievance presented.
C. The fees and expenses far the arbitrator's services and proceedings sha11 be borne
equally by the Employer and the Union provided that each parry shall be
responsible for compensating its own representatives and wimesses. If either
party desires a verbatim recard of the proceedings, it may cause such a record to
be made, providing it pays for the record. If both parties desire a verbatim record
of the proceedings, the cost shall be shared equally.
• �
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• ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
(Continued)
6.6 Waiver
If a grievance is not presented within the time lunits set forth above, it sha11 be considered
"waived". If a grievance is not appealed to the next step witlun the specified time lixnit 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 Union may elect to treat the grievance as denied at the step and
immediately appeal the grievance to the nea�t step. The fime limit in each step may be
extended by mutual written agreement of the Employer and the Union in each step.
ARTICLE 7 - SAVINGS CLAUSE
7.1 In the event any provision of this Agreement sha11 be held to be contrary to law by a court
of competent jurisdiction from whose final judgment or decree no appeal has been taken
within 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.
� ARTICLE 8 - POSITION OPENINGS
81 To expedite the filling of vacancies under civil service procedures, the head of the
department or designated representative will:
8.1(1) Make requisition for certification of eligibles to fill a vacancy within fifteen (15)
days after determining that a vacancy exists.
81(2) Within fifteen (15) days after the department head has met with the certified
eligibles, he will fill a vacancy.
8.1(3) If no eligibil'aty list is in effect when a vacancy occurs, the department head sha11
within fifteen (15) days request the appropriate civil service officials to conduct
an examination for the purposes of estabiishing an eligibility list.
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ARTICLE 9- WORKING OUT OF CLASSIFICATION
9.1 Any Employee 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 for the entire
tour of duty, provided that the Employee performs these duties for at least twelve (12)
bours of the tour of duty. It is understood that the higher rate shall not apply when an
Employee works in the higher class for less than twelve (12) hours of the tour of duty.
ARTICLE 10 - SENIORITY
10.1 Department Seniorit_v.
For the purposes of this Agreement department seniority shall be defined as the length of
continuous and uninterrupted employment in the fire department.
•
10.2 Seniority Lists.
The department shall maintain at all times during this Agreement seniority lists by
department.
103 Loss of De�artment Senioritv.
An Employee will lose acquired department seniority in the following instances:
10.3(1) Resignarion
103(2) Discharge
103(3) Retirement
10.4 Work Force Reduction
In the event of a reduction in the deparhnent work farce, such reduction shall occur on the
basis of seniorii7 in the deparhnent.
10.5 Reduction in Rank
Reduction in rank shall be in accordance with the Civil Service Rules as of June 30,
1973. (Except as indicated below)
10.5(1)
10.5(2)
10.5(3)
Reduction in rank for periods up to but no more than 30 consecutive
calendar days will be by platoon seniority.
Reduction in rank for more than 30 consecutive calendaz days sha11 be in
accordance with the Personnel Rules as of June 30, 1973.
There will be a minimum of 3.6 regulaz Fire Captains appointed for each
engine, squad and ladder company.
�,�a�
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i ARTICLE 10 - SEIVIORITY (Continued)
l OS(4) There will be a minimum of 3.6 regulaz Fire Equipment Operators - Fire
Engmeers appointed for each engine, squad and ladder company. This
min;mum number shall include the starred men in this position until they
aze phased out by normal attrition.
10.5(5) When promotion positions (Fire Captain - Fire Equipment Operator) fall
below minimum requirements (3.6 per position), the Chief of the Fire
Deparhnent will use existing eligibility lists to fill vacancies within 15
calendaz days.
10.5(6) Short Term Demotion:
1. The employee 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.)
• 10.5(7) All promoted personnel will be designated a platoon regardless of
assignxnent. 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 principle of seniority. In the event of a job
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 following provisions. Only employees with a minimum of
two (2) calendar years service with the St. Paul Fire Department may bid under this
section.
1Q.6(1) All positions to be filled by latexal 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.
����q�
• 10
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• ARTICLE 10 - SENIORITY (Continued)
10.6(2) For the convenience of the employer, temporary assignment to a vacant
position may be made during the thirry (30) day period for which the
position is open for bid. Any such temporary assignment, however, shall
not be of a durarion in excess of two (2) days beyond the eapiration of the
thirry (30) day bid period.
10.6(3) 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 far delivering the original application to the employer and all
such applicarions shall be so delivered not later than 1630 hours on the day
following the close of the bid period.
10.6(4) Assigrunent to positions for which bids have been received shall be made
not later than the second day following the close of the bid period
• 10.6(5) In the event one or more employees submit bids for the same position, the
position shall be filled in accord with the following:
a) Except in those cases contemplated by subparagraph (b), below, the
bidding employee with the greatest senioriry shall be transfened to fill the
position. Provided, however, that in the event that the employer
determines that transfer of the most senior applicant or less senior
applicant(s) is not in the best interest of the Department, another employee
may be transferred to fill the posifion. In every such case, however, the
employer sha11 provide to the most senior bidder and any other
unsuccessful less senior bidder(s) a written statement of the reasons and
factual basis on which the decision not to transfer him to fill the position
was based.
b) In cases where the position to be filled by lateral transfer is such that a
pazamedic who bid therefore would, if transferred to fill the posifion, be
enabled to make use of his pazamedic skills and training, the employer
may transfer the most senior paramedic who bid to fill the position without
regard to the seniority of other applicants.
• 11
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S ARTICLE 10 - SENIORITY (Continued)
10.6(6) In the event no bid is received for a posted position, the employer may
offer the posirion to any employee or transfer the most junior employee on
the seniority roster to fill the position, or relist on subsequent bulletin.
10.6(7) When an employee bids for and is awarded a bulletined position and in the
event the employer deternunes that the employee's former position is to be
filled by lateral transfer, the employee's former position shall be filled in
accordance with the terms set forth above.
10.6(8) Employees who have bid for and been awarded a bulletined position shall
not be permitted to bid for the vacancy created by their transfer until that
vacancy has been filled at least once in the manner set forth herein.
10.6(9) Assignment to positions on the rescue squads shall be made in the
following manner:
a) When a vacancy for Captain occurs, the position sha11 be posted with the
other normal vacancies. The Empioyer shall fill the posi6on with any
� Captain that has bid for the position without regard to seniority.
b) When a vacancy for Fire Equipment Operator occurs, the normal bid
procedure shall be used.
c) Three Firefighter positions will be assigned on each rescue squad. Each
Firefighter assigned to one of these positions will remain for a maximum
of five years. When a vacancy for Firefighter is filled, the posifion sha11
be posted with the other normal vacancies. The Employer shall fill the
position with any Firefighter that has bid for the position without regard to
seniority.
10.7 In the event that an employee bidding on a vacancy in a Hazardous Materials Response
Unit does not have the required Hazardous Material certification at the time of
assignment, he/she shall obtain such certification by satisfactorily completing the next
available training session offering such certification.
• 12
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. A.RTICLE 11- 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-half (1.5) times the Employee's normal rate in
cash or in compensatory time at the option of the Employer.
11.2 (a) Employees warking a foriy (40) hour work week may accumulate up to a
maximum of forry (40) hours of compensatory tune.
(b) It is also agreed that Fire Prevention Employees may accumulate up to a
maximum of fifly-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 so as to interfere with
operations. Such tnne sha11 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.
ARTICLE 12 - CALL BACK
12.1 Employees required to report for work by the Employer during scheduled off=duty time
• will be compensated at the rate of one and one-half (1.5) tSmes the Employee's normal
hourly rate. The minimum payment under this Article will be four (4) times the
Employee's hourly rate. An eazly report 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.
12.2 Employees required to appear in court during scheduled off-duty time will be
compensated at the rate of one and one-half (1-ll2) times the employee s normal hourly
rate for hours worked with a minimum of four (4) hours at the employee's normal hourly
rate. The minimum of four (4) hours shall not apply when such court time is an extension
of or an early report to a scheduled shift.
• 13
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•
ARTICLE 12 - CALL BACK (Conrinued)
12.3 Employees required to stand-by for court appeazance during scheduled off-duty time will
be compensated for a min;mum of two (2) hours based on the employee's normai hourly
rate for each day he is required to stand-by, but such compensation shall not apply where
the employee is called to court for an appearance on the case subject to the stand-by
request or for any other case. The two hour minunum compensation for stand-by shall
not apply if notification is given that the stand-by is canceled prior to 6:00 p.m. of the
preceding day. Unless notified to the contrary, stand-by status shall continue for a
maYimum of two consecutive days, at which time the employee shall be required to
contact the City or County trial lawyer or his secretary in chazge of scheduling by 1600
hours the day following initiation or stand-by status, who will then continue or cancel
stand-by status as required and maintain an appropriate record of such notification.
12.4 The normal houriy rate for purposes of call back or stand-by compensation shall be based
upon the provisions of Article 2 of this Agreement.
ARTICLE 13 - MILITARY LEAVE OF ABSENCE
131 P� Allowance
Any Employee 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 sha11 be a member of the Officer's Reserve Corps, the
Enlisted Reserve Corps, the Naual 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, sha11 be entitled to leaue of absence from
employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or
other benefits for all the time when such Employee is engaged with such organization or
component in training or active service ordered or authorized 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 yeaz and further provided that such
leave sha11 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 niental
disability or other cause not due to such Employee's own fault, or (3) is required by
proper authority to continue in such military or naval service beyond the time herein
limited for such leave.
14
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� ARTICLE 13 - MILITARY LEAVE OF ABSENCE (Continued)
13.2 Leave Without Pav
Any Employee who engages in active service in time of war or other emergency declated
by proper authority of any of the military or naval forces of the state or of the United
5tates for which leave is not otherwise allowed by law shall be entitled to leave of
absence from employment without pay during such service with right of reinstatement
and subject to such conditions as are imposed by law.
133 Such leaves of absence as aze granted under Article 13 shall conform to Minnesota
Statutes, Section 192, as amended from time to time and shall confer no additional
benefits other than those granted by said statute.
ARTICLE 14 - INSURANCE
14.1 Plans
The insurance plans, premiums for coverages and benefits contained in the insurance
plans offered by the Employer shall be solely controlied by the contracts negotiated by
• the Employer and the benefit providers. The Employer will attempt to prevent any
changes in the benefits offered by the benefit providers. However, the employees
selecting the offered plans agree to accept any changes in benefits which a specific
provider implements.
14.2 Definition of Full-Time
Eligibility for fuil-time benefits is defined as appearing on the payroll an average of at
least sixty-four (64) hours per biweekly pay period for the twelve (12) month period
preceding the annual open enrollment or special enrollments or the employment period
preceding initial eligibility.
143 Health Insurance Contribution, 199$
143(11 Effective for the January, 1998, insurance coverage, the Employer will
contribute $285.00 per month to eligible employees who select single
health insurance coverage.
143(2) The Employer will contribute $378.82 per month to eligible employees
who select family health insurance coverage.
• 15
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�
ARTICLE 14 - INSURANCE (Continued)
14.4 Health Insurance Contribution, 1999
14.4(1) Effective January, 1999 insurance coverage, the Employer will
contribute$275.00 per month to eligibie employees who select single
health insurance coverage.
14.4(2) The Employer will contribute $397
who select family health insurance.
14.5 Life Insurance Contribution
11 per month to eligible employees
14.5(1 Effective January, 1999, the Employer will contribute an additional $1.65
per month far life insurance, which under the cafeteria plan bumps the
Employee's total contribution to $276.65 per month for employees selecting
single covezage and $398.76 per month for empioyees selecting family coverage.
(Accordingly, the life insurance coverage in 1999 is $10,000.00.
•
14.6 Cafeteria Plan Requirements
Under the Cafeteria Plan, fuil-time, eligible employees must select at least single health
insurance coverage and $S,OOO life insurance coverage as of 1998, $10,000 as of 1999.
14.6(1) It is understood that these mandatory coverages may not be waived.
14.6(2) However, an employee whose spouse is also employed by the City of
Saint Paul, and is eligible to participate in the City's health insurance plan,
will not be required to select mandatory health insurance coverage as long
as one of the spouses is participating in the City's insurance pian with
family coverage. The mandatory life insurance continues to apply. In this
event, only the difference between the cost of the mandatory life insurance
and the employer contribution amount for single health insurance coverage
shall be eligible for payment as unused benefit dollars.
14.6(3) Effective January 1, 1999, the amount eligibie for payment as unused
benefit dollars shall be the actual cost of the single health insurance
premium, less the cost of the monthly life insurance premium. Any
unused portion of the Employer's contribution, for which an employee is
eligible, is defined as unused benefit dollars, not salary, and shall be paid
to the employee as taxable income. Such payment shall be made during
the month of December for the insurance year. For employees who
terminated their employment with the City of Saint Paul, such payxnent
shall be made within ninety (90) days following termination.
• 16
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� ARTICLE 14 - INSURANCE (Continued)
14.6 Fle�ble Spending Account
14.6(4) Under the Cafeteria Plan, employees covered by this agreement will be
eligible to participate in the F1e�ble Spending Accounts offered by the
Employer. The service fee chazged for employees participating in the
Dependent Caze Account will be paid by the Employer. The service fee
for employees participating in the Medical Expense Account will be paid
by the employee.
Survivor Insurance
14.7 In the event of the death of an active employee, the dependents of the employee sha11
have the option, within thirty (30) days, to continue the current hospitalization and
medical benefits, including such plan improvements as may be made from time to time,
which said dependents previously had, at the premium and Employer contribution
applicable to eligible early retirees. The date of death shatl be considered to be the date
of retirement.
In the event of the death of an eariy retiree or a regular retiree, the dependents of the
• retiree shall have the option, within thirty (30) days, to continue the current
hospitalization and medical benefits which said dependents previously had, at the
premium and Employer contribution accorded to the eligible deceased retiree.
In the event of the death of an employee killed in the line of duty, the Employer wili
contribute 100% of the premium for either single or family health insurance coverage for
eligible dependents. An eligible dependent who is not enrolled in the City's health
insurance program at the time of the employee's death wiil have an option to enroll at the
next annual open enrollment period.
It is further understood that coverage shall cease in the event of:
14.7(1) Subsequent remarriage of the surviving spouse of the deceased employee
or retiree.
1A�.7(2) The employment of the surviving spouse or dependent where health
insurance is obtained through a group program provided by said
Employer. In this event, however, the surviving spouse or dependent shall
have the right to maintain City health insurance for the first ninety (90)
days of said employment.
• 17
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ARTICLE 14 - INSiTRANCE (Continued)
Retiree Insurance
14.8 Employees who retire must meet the following conditions in ozder to be eligible for the
Employez contributions listed in Articles 14.7 through 14.10 below towazd a health
insurance plan offered by the Employer:
.
14.8(i)
14.8(2)
14.8(3)
14.8(4)
Earlv Retirees
Be receiving benefits from a public employee retirement act covering
employees of the City of Saint Paul at the tune of retirement, and
Have severed his/her relationship with the City of Saint Paul under one of
the retiree plans, and
Have completed at least twenty (20) years of service with the City of Saint
Paul excluding service with Independent School District 625 for
employees hired after September 1, 1995 or be receiving a disability
pension from the City of Saint Paul, and
Have severed hislher relationship with the City of Saint Paul for reasons
other than an involuntary terminafion for misconduct.
149 This Article shall apply to employees who:
14.9(1) Retire on or after January i, 1996, and
149(2) Were appointed on or before December 31, 1995, and
149(3) Have not attained age 65 at retirement, and
149(4) Meet the terms set forth in Article 14.6 above, and
149(5) Select a heatth insurance plan offered by the Employer.
Unfil such retirees reach sixty-five (65) years of age, the Employer agrees to contribute a
m�imum of $350.00 per month toward the premium for single or family health
insurance coverage. Any unused portion of the Employer's contribufion sha11 not be paid
to the retiree.
When such eazly retiree attains age 65, the provisions of Articie 14.11 shall apply.
S 18
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� ARTICLE 14 - INSiTRANCE (Continued)
14.10 This Article shali apply to employees who:
14.10(1)
14.10(2)
14.10(3)
14.10(4)
1410(5)
Retiree on or after January 1, 1996, and
Were appointed on or after January 1, 1996, and
Have not attained age 65 at retlrement, and
Meet the terms set forth in Article 14.6 above, and
Select a health insurance plan offered by the Employer_
Until such retirees reach si�ty-five years (65) of age, the Employer agrees to contribute a
m�imum of $300.00 per month toward the cost of single or family health insurance
coverage. Any unused portion of the Employer's contribution shall not be paid to the
retiree.
When such early retiree attains age 65, the provisions of Articie 1412 shall apply.
Regular Retirees (Age 65 and over)
14.11 This ArCicle shali apply to employees who:
� 14.11(1) Retire on or after January 1, 1996, and
1411(2) Were appainted prior to 3anuary 1, 1996, and
1411(3) Have attained age 65 at retirement, and
14.11(4) Meet the terms set forth in Article 14.6 above, and
14.11(5) Select a health insurance plan offered by the Employer.
The Employer agrees to contribute a maacimum of $550.00 per month towazd the
premium for single ar family health insurance coverage offered to regulaz retirees and
their dependents. Any unused portion of the Employer's contribution shall not be paid to
the refiree.
This Articie shall also apply to early retirees who retired under the provisions of Article
14.8 when such early retiree attains age 65.
14.12 This Article shall apply to employees who:
14.12(1) Retire on or after Jauuary 1, 1996, and
1412(2) Were appointed on or after January 1, 1996, and
14.12(3) Have attained age 65 at refirement, and
1412(4) Meet the terms set forth in Article 14.6 above, and
14.12(5) Select a health insurance plan offered by the Employer.
S 19
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� ARTICLE 14 - INSURANCE (Continued)
The Employer agrees to contribute a maxiinum of $300.00 per month toward the
premium for single or family health insurance coverage offered to regulaz retirees and
their dependents. Any unused portion of the Employer's contribution shall not be paid to
the retiree.
This Article shail also apply to early retirees who retired under the provisions of Articie
14.9 when such eazly retiree attains age 65.
14.13 The contributions indicated in Article 14 shall be paid to the Employer's third party
administrator or designated representative.
ARTICLE 15 - EXCHANGE OF TOURS OF DUTY
15.1 Voluntary exchanges of tours of duty sha11 be granted only after approval by the
department head or his designated representative.
15.2 No Employee sha11 be entided to working out of classificadon pay under Article 9 as a
result of any voluntary exchange of tours of duty.
.
ARTICLE 16 - VACATION
16.1 Vacation shall be granted as follows: Employees shall be granted in each fiscal 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 wark week. After fifteen (15) yeazs of
continuous employment in Employer's fire department, Employees sha11 be granted
vacarion at the rate of four and 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 deparhnent, Employees shail 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 deparhnent head may permit Employees to carry over into the following fiscal year
vacation fime equivalent to two work weeks. Vacation schedules shall be fixed by the
department head. An Empioyee not working full-time shall be granted vacation on a
pro-rata basis.
� 20
• ARTICLE 16 - VACATION (Continued)
163 Employees sepazated from employment by reason of resignation shall be granted such
vacation pay as has been earned and remains unused at the time of sepazation, provided
notification of resignation has been sent to the department head, in writing, at least fifteen
(15) calendaz days prior to the date of resignation. Employees sepazated from
employment by reason of dischazge, retirement or death shall be granted such vacation
pay as has been earned and remains unused at the time of sepazation. Employees granted
more vacation time than eamed at the time of sepazafion from employment shall pay the
Employer for such uneamed vacation.
16.4 This article shall not apply to temporary or emergency employees.
ARTICLE 17 - HOLIDAYS
17.1 Tn 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 171 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.
173 Tour of Duty Holiday
173(1) One tour of duty holiday will be provided to Fire Alann Dispatcher II's,
Fire Equipment Operators, Fire Captains, Fire Training Assistants and
Arson Invesfigators.
17.3(2) On January 1, 1999, all employees in the titles listed in Article 173(1)
with a minimum of 15 yeazs of service will be provided an additional half
tour of duty holiday. These same employees will be provided another half
tour of duty holiday effective December 31, 1999.
173(3) A tour of duty holiday may, at the option of the employee: (1) be added to
his/her vacafion schedule, or (2) the employee may choose to receive
payment at his or her regulaz rate of pay for the tour of duty holiday.
The Employer must receive and have approved the employee's request for
the tour of duty day as vacarion time off by November 15 of each calendar
yeaz. If the request is not so received by the Employer, the Employee will
forfeit his or her option to add the day as vacation.
�
• 21
• ARTICLE 17 - HOLIDAYS (Continued)
For Employees who choose the payment option the Employer will make
the payment no later than the last regulazly scheduled pay day o£ the
calendaz yeaz.
17.4 Far those employees assigned to a work week other than Monday tlu�ough Friday, the
holiday shall be observed on the calendaz date of the holiday.
17.5 Notwithstanding Article 17.1 above, the Employer may at anytime during the life of this
Agreement designate the Day a8er Thanksgiving as a paid holiday. In the event of such
designation, the Columbus Day holiday shall be deleted from the paid holiday list as set
forth in Saint Paul Ordinance 6446.
ARTICLE 18 - RESIDENCE
18.1 The residency requirements as passed by the City Council on December 30, 1982 under
Council File No. 279643 shail apply to all employees covered by this Agreement.
1&.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 regazding residency shall be of no force and effect.
ARTICLE 19 - SICK LEAVE AND PARENTAL LEAVE
191 As provided in City of Saint Paul Civil Service Rules Section 20. In addition to the
relatives listed in Section 20.B of the Civil Service Rules, accumulated sick leave credits
may be granted in the event of the death of the employee's stepparent or stepchild.
19.2 If an employee has an accumulation of sick leave credits in excess of one-hundred and
eighty days, he may convert any part of such excess to vacation at the rate of one-half
day's vacation for each day of sick leave credit. No employee may convert more than ten
(10) days of sick leave in each fiscal year under this pzovision.
193 In the case of a serious illness or disability of an employee's child, parent or household
member, the head of the department shall grant leave with pay in order for the employee
to care for or make arrangements for the care of such sick or disabled persons. Such paid
leave shall be drawn from the employee's accumulated sick leave credits. Use of such
sick leave shall be limited to the number of hours designated to be the employee's work
week per ancident.
������
• 22
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. ARTICLE 19 - SICK LEAVE AND PARENTAL LEAVE (Continued)
19.4 Any employee who has accumulated sick leave credits, as provided in the Civil Service
Rules, may be granted one day of sick leave to attend the funeral of the employee's
grandpazent or grandchild.
19.5 Maternity and Parental Leave. Pregnant employees of the City of Saint Paul shall be
eligible for the use of paid sick leave and unpaid leave of absence in the same manner as
any other disabled or ill City employee. Such paid sick leave eligibility shall begin upon
certificafion by the employee's attending physician that the employee is disabled in terms
of her ability to perform the duties of her position or any duties assigned by the
Employer.
A twelve (12) month Parentat leave of absence without pay sha11 be granted to a natural
pazent or an adoptive parent, who requests such leave in conjunction with the birth or
adoption of a child. Such leave may be eactended an additional twelve (12) months by
mutual agreement between the employee and the Employer. Refusal on the part of the
Employer to grant an e�ension of such leave shall not be subject to the provisions of
Article 6 of this Agreement.
Employees who return following such leaves of absence shall be placed in a position of
• equivalent salary and tenure as the one held just prior to the beginning of their leave.
ARTICLE 20 - FIRE FIGHTING EQUIPMENT
20.1 The Employer will provide the following fire fighting equipment for individual
Employees; such as:
Coats
Boots
Helmets
Choppers
Liners
• 23
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• ARTICLE 21 - STATION SUPPLIES
21.1 The Employer will provide station supplies such as:
Refrigerators
Stoves
Tables
Chairs
Soap
Brass Polish
Cleaning Rags
Light Bulbs
Chamois
ARTICLE 22 - TELEPHONES
22.1 The Employer wi11 provide a public telephone as a back-up to the alarm system.
22.2 Telephones installed for individual Employees or groups of Employees will be at the
Employees' expense. All such telephones must be approved prior to installation by the
• department head or his designated representative.
ARTICLE 23 - WAGE SCHEDULE
23.1 The wage schedule for the purpose of this Agreement shali be Appendix A attached
hereto. For 1998, the wage schedule in Appendix A will be increased by 23% effective
January, 1998 and .3% effective July, 1998. For 1999, the wage schedule in Appendix A
will be increased by 2% effective January 1999, and by .5% effective July, 1999.
232 Forty (40) hour work week Employees regulazly assigned to night duty (e.g.-dispatcher,
inspectors and fire prevention employees) will receive night differential in accordance
with existing City rules and policies. Notwithstanding Section III B of the Saint Paul
Salary Plan and Rates of Compensation, employees working in the title of Fire Alarm
Dispatcher I or Fire Alarm Dispatcher II assigned to a twelve (12) hour shift sha11 be
eligible for the night differential in accordance with Section III B of the Saint Paul Salary
Plan and Rates of Compensation.
� 24
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i ARTICLE 23 - WAGE SCHEDULE (Continued)
233 Any employee in any tifle in this bargaining unit who is appointed to any of the tifle
listed below on or after Febrnary 1, 1988 shall be paid according to the salary range as
shown in Appendix "A" for appoinhnents to such title on or after January 1, 1988 or on or
after February 1, 1988 whichever applies.
Fire Alarm Dispatcher I
Fire Alazm Dispatcher II
ARTICLE 24 - UNIFORM ALLOWANCE AND UNIFORM ITEM LIST
241 The 1972 base of One Hundred Twenty Dollars ($120.00) as a clothing allowance on a
voucher system will be increased January 1, 1974, and each yeaz thereafter on the basis of
a yeazly study of the increased cost of the defined uniform. The 1972 base cost of the
uniform is stipulated and attached as Appendix B. For the year 1999 only, the Employer
will provide an additional payment of $250.00.
24.2 It is further understood that Fire Prevention Employees sha11 receive a clothing allowance
which is Thirty ($30.00) Dollars greater than that provided herein for other employees.
• 243 Changes to the deparhnent's list identifying uniform items allowable for purchase, will be
initiated by recommendations from the deparhnent and Loca121 Labor-Management
Comtnittee. The recommendations will be subject to the approval of the Fire Chief and
the Employer's Director of Labor Relations.
ARTICLE 25 - LEGAL SERVICES
25.1 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.
25.2 Notwithstanding Article 25.1, 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 Plainriff.
• 25
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•
ARTICLE 26 - SEVERANCE PAY
26.1
26.2
Effective January i, 1988 the employer shall provide a severance pay program as set forth
in this Article 26.
To be eligible for the severance pay program, an employee must meet the following
requirements:
26.2(1) The employee must be voluntarily separated from City employment ar
have been subject to separation by lay-off 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.
26.2(2) The employee must file a waiver of reemployment with the Human
Resources Director, which will cleazly indicate that by requesting
severance pay, the employee waives all claims to reinstatement or
reemployment (of any type), with the City or with Independent School
District No. 625.
26.2(3) The employee must have an accumulated balance of at least eighty (80)
days of sick leaue credits at the time of his sepazation from service.
26.3 If an employee requests severance pay and if the employee meets the eligibility
requirements set forth above, he or she wi11 be granted severance pay in an amount equal
to one-half of the daily rate of pay for the position held by the employee on the date of
separation for each day of accrued sick leave subject to a maximum as shown below
based on the number of years of service in the Fire Department.
Years of Service
With the City
At Least 20
21
22
23
24
25
Masimum
Severance Pay
$ 5,000
6,000
7,000
8,000
9,000
10,000
• 26
aq ,��
� ARTICLE 26 - SEVERANCE PAY (Continued)
However, any employee sepazated from City employment on or after June 30, 1992 who
has an accumulated balance of at least one thousand eight hundred fifty (1,850) hours
of sick leave crediis and at least 25 years of service at the rime of his/her
separation from service shall be granted severance pay in the amount of thirty thousand
dollars ($30,000).
Employee with twenty (20) or more yeazs of service who is ruled disabled and is
receiving a disability pension and who has 1850 hours of accumulated sick leave shall be
ailowed the m�imum severance benefit of $30,000.
The manner of payment of such severance pay shall be made in three consecutive annual
payments of ten thousand dollazs ($10,000) each. The annual payments shall be made in
February of each yeaz. The first payment shall be made during the month of February in
the year following the yeaz in which the employee sepazates hislher employment.
26.4 Far the purpose of this severance program, a death of an employee sha11 be considered as
sepazation 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.
• 26.5 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 sevetance
program.
26.6 The manner of payment of severance in amounts of ten thousand dollars ($10,000) or less
sha11 be made in accordance with the provisions of City Ordinance No. 11490.
26.7 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.
• 27
. ARTICLE 27 - INCAPACITATION, - INJURY OR ILLNESS
27.1 Any physical * incapacitated Employee unable to perform normal work duties may be
assigned at the direction of the depariment head to perform the duties of Fue Alarm
Dispatcher I, Fire Alarm Dispatcher II, Fire Inspector ,* Fire Investigator * or Fire
Training Assistant. Employees so assigned by the department head will receive their
regulaz rate of pay for a period not to exceed one hundred and eighty (180) days. After
one hundred and eighty (180) days, Employees so assigned will receive their regulaz pay
rate or the Fire Alarm Dispatcher II pay rate, whichever is lower.
27.2 Notwithstanding Article 27.1, any physically incapacitated employee appointed to a title
covered by this Aa eement prior to January 1, 1990 who is unable to perform normal
work duties may be assigned at the direction of the department head to perform the duties
of Fire Alann Dispatcher I, Fire Alann Dispatcher II, Fire Inspector, * Fire Investigator*
ar Fire Training Assistant. Employees so assigned by the department head will receive
their regular rate of pay for the period of such assignment.
27.3 Fire Fighters, Fire Equipment Operators, Fire Captains or members who have previously
held one of these titles with the Employer injured during the course of employment and
thereby rendered incapable of performing job duties and responsibilities shall receive fuli
wages during the period of incapacity, not to exceed the period equal to twelve (12)
� months plus accumulated sick leave. It is understood that in such cases, the twelve (12)
month period shail first be utilized and only when same is e�austed shall accumulated
sick leave be applicable.
27.4 Fire Fighters, Fire Equipment Operators, Fire Captains or members who have previously
held one of these titles with the Employer disabled through in}ury or sickness other than
specified in Section 27.3 above shall receive fuli wages far a period equal to accumulated
sick leave, plus six (6) months as provided herein. It is understood that in such cases,
accumulated sick leave shall first be utilized before the six (6) months, or any part
thereof, sha11 be applicable. It is fiirther understood that the six (6) month period shall be
available only in those years where the last available Annual Report of the City Civil
Service o�ce shall show average sick leave used per Fire Department Employee (based
on the 1972 Annual Report method of calculating same), of eight (8) days or less.
27.5 Employees injured or incapacitated by illnesses in the line of duty shall be entitled to
reinstatement at any time within five (5) years from the date of injury or incapacity
provided they are physically capable of resuming their job.
�` These titles are viable only far the purpose of assignments pursuant to these sections.
qq'�� �
i 28
�q-i��
• ARTICLE 27 - INCAPACITATION, - INJURY OR ILLNESS (Conrinued)
27.6 Except as specifically provided in tlus Article, all illness and incapacity rules and policies
previously in effect shall continue.
ARTICLE 28 - CITY MILEAGE
28.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul
Administrative Code, as amended, pertaining to reimbursement of City o�cers and
employees for the use of their own automobiles in the performance of their duties, the
following provisions are adopted.
28.2 Method of Computafion: 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 automobile OCCASIONALLY
during employment, the employee shall be reimbursed at the rate of $3.00 per day for
each day the employee's vehicle is actually used in performing the duties of the
employee's position.
� In addition, the empioyee shall be reimbursed $.15 per mile for each male actually driven.
If such employee is required to drive an automobile during employment and the
deparlment head or designated representative determines that an employer vehicle is
available for the employee's use but the empioyee desires to use his/her own automobile,
then the employee shall be reimbursed at the rate of $15 per mile driven and shall not be
eligible for any per diem.
Tvue Z If an employee is required to use hislher 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 shali be reimbursed $15 per mile for each mile
actually driven.
If such employee is required to drive an automobile during employment and the
deparhnent 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 reimbursed at the rate of $.15 per mile driven and shall not be
eligible for any per diem.
• 29
�q�a �
� ARTICLE 28 - CITY MILEAGE (Continued)
283 The City will provide pazking at the Civic Center Parking Ramp for City employees on
either of the above mentioned types of reixnbursement plans who aze required to have
their personal caz available for Ciry business. Such pazking will be provided only for the
days the employee is required to have his or her own personal car available.
28.4 Rules and Regulafions: The Mayor shall adopt rules and regulations governing the
procedures for automobile 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 warked and the nuxnber of miles driven,
and fiuther require that they maintain automobile liability insurance in amounts of not
less than $100,000/$300,000 for personal injury, 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.
ARTICLE 29 - PAID TIME OFF FOR NEGOTIATIONS
� 291 Employees elected to office in Loca121 shall be granted reasonable time off to meet with
City officials for contract negotiations without loss of pay. The number of employees
permitted to attend such negotiations shall be limited to two at any one meeting and such
empioyee shall give prior reasonable notice for such absence and receive approval of the
employee's designated supervisar.
ARTICLE 30 - MAINTENANCE OF STANDARDS
30.1 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 standazd as set forth in the Civil Service Rules
of the City of Saint Paui, (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 aze made elsewhere in this Agreement. It
is specifically agreed that the Civil Service Rules set forth above aze 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.
• 30
�q ��
• ARTICLE 31- PREMIUM PAY FOR PARAMEDIC AND
EMTA ASSIGNMENTS
311 The premium pays as defined in this Article 31 shall be limited to employees covered by
this agreement who have at least three (3) yeazs of service with the Department. The
Employer reserves the right to pay such premiums to employees with less than three years
of service in the Department providing such employee holds the required certification.
31.2 Premium Pay for Paramedic. Any employee who is assigned to an advanced life
support unit as a Paramedic shall be paid a differential of ten percent (10%) of his/her
regulaz base rate. Effective January l, 1994, this premium pay shall be increased nine
dollars and sixty-six cents ($9.66) biweekly.
Only employees who haue satisfactorily completed all required Paramedic training shall
be eligible for such assignment and pay differential.
Effective September 28, 1996, the following amendment is added to this section:
+2%(12%) after 5 yeazs in program
+1%(13%) after 10 years inprogram
+1%(14%) after 15 years in program
• 313 Premium Pay for EMT. All employees in all titles will be required to become certified
as an EMT and to maintain such certification as a term and condition of employment.
However, any employee originally appointed to a title covered by this Agreement prior to
January 1, 1980 who is not certified as an EMT shall not be required to become certified.
Such employees may choose to become certified. Once certified such employee must
maintain their EMT certification as a term and condifion of employment.
Any employee who was originally appointed prior to January 1, 1980 to a title covered by
this Agreement who is certified as an EMT must maintain their certification as a term and
condition of employment.
Any employee who is assigned to an advanced life support unit or a basic life support
unit as an Emergency Medical Technician-Assigned (EMTA) shall be paid a differential
of six percent (6%) of his/her regulaz base rate. Effective January 1, 1994, this premiuxn
pay shall be increased five dollars and seventy-nine cents ($5.79) biweekly.
Employees certified as an EMT but who are not assigned to an ambulance unit shatl
receive a differential of three percent (3%) of his/her regular base rate. Effective
January 1, 1994, this premium shall be increased two dollars and ninety cents ($2.90)
biweekly.
• 31
q�'�
�
ARTICLE 31 - PREMIUM PAY FOR PARAMEDIC AND
EMTA ASSIGNMENTS (Continued)
Only employees who have satisfactorily completed all required EMT trainiug shall be
eligible for such assignment and pay differential.
Any employee who is assigned to a unit as an EMT-UD shall be paid a differential of
eight percent (8%) ofhis/her regular base rate.
31.4 Premium Pay for Hazardous Materials. Any employee who is assigned to a
designated hazardous materials response unit or who is permanently appointed as a Fire
Training Assistant shall be paid a differential of eight percent (8%) of his/her regular base
rate. Effective January 1, 1494, this premium pay shail be increased seven dollars and
seventy-two cents ($7.22) biweekly.
C�
31.5 Qualified Pool personnel shall be eligible for the EMT and Paramedic premium pay on
the same basis as qualified assigned personnel.
31.6 It is understood that no premium pay shall be applied on any other premium pay.
31.7 Effective the first full pay period in 1996, employees shall receive a one percent (1%)
premium for the maintenance of EMT Certification. Article 31.6 does not apply to this
provision. Article 31.1 would remain in effect for this provision.
ARTICLE 32 - DRUG AND ALCOHOL TESTING
321 Policy: The Fire Department recognizes illegal drug and alcohol usage as a threat to the
public welfare and the employees of the deparhnent. Thus, the Fire Department will take
the necessary steps, including drug and alcohol testing, to eliminate illegal usage. It is
the goal of this policy to prevent and rehabilitate rather than terminate the employment of
workers who are abusing drugs or alcohol. No member of the Fire Department shall be
dischazged for illegal drug or alcohol use without first hauing been offered the
opportunity to disconfinue use either through personal choice or by treatment far
chemical dependency, if such treatment is needed. The Union agrees, at the Employer's
request, to re-open negotiations of this Article during the term of this Agreement.
• 32
aq'�� �
• ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued)
32.2 Informing Employees About Drug aad Alcohol Testing: All employees will be fuliy
informed of the Fire DepartmenYs drug testing policy before testing is adininistered.
Employees wili be provided with information concerning the unpact of the use of drugs
or alcohol on job performance. In addition, the employer shall inform the employees of
how the tests are conducted, how well the tests perform, when the tests will be conducted,
what the tests can detemune, and the consequences of testing positive for drug or alcohol
use. All newly hired employees will be provided with this informauon on their initial
date of hire. No employee shall be tested until this information is provided to him.
323 Employee Testing: No employee will be tested for drug or alcohol abuse unless
reasonable suspicion e�sts that an employee is under the influence of illegal drugs or
alcohol. At least rivo supervisors must detenmine that "reasonable suspicion" exists.
Random or mass testing is prohibited. No such testing may be conducted without the
written approval of the officer in charge of the unit. The officer in chazge must document
in writing who is to be tested and why the testing was ordered. Failure to follow any of
these procedures shall result in the elimination of the test results as if no test had been
administered. The test results sha11 be destroyed and no discipline shall be levied against
the employee.
. 32.4 Urine wllecrion shall be conducted in a manner which results in a legally acceptabie
sample as well as providing a high degree of security for the sample, freedom from
adulterafion of the sample, the haghest possible accuracy of the clinical results while at
the same time preserving the dignity of the empioyee. Administrative procedures shall be
such as to prevent the submission of fraudulent tests. When appropriate, biologic tesring
of the samples may be inciuded as part of such administrative procedures. In testing
which could result in employee discipline, if the test result is positive, a split sample shall
be reserved for independent analysis which shail be performed at the request of the
affected employee. Upon request, an employee shall be entitled to the presence of a
union representative before testing is administered.
32.5 Testing Procedures: All samples shall be tested for Chemical Adulteration, Narcotics,
Cannabis, PCP, Cocaine, Amphetamines, Alcohol and Sedatives. The testing shali be
done by a Selected Laboratory and the following standazds shall be used:
• 33
0
C �
ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued)
Drug Testing Standards
Alcohol .02 concentration as shown by an analysis of urine
Drug or Initial Test GC/MS
Arug Group metabolite detected level n ml Confirmation
Amphetamine Amphetamine 1,000 ngiml 500 nglml
Methamphetamine 1,000 ng(ml 500 ng/ml
Cocaine metabolites Benzoylecgonine 300 ng/ml 150 ng/ml
Marijuana metabolites delta-9-THC-9-COOH 15 nglml 15 ng/mi
Opiate metabolites Codeine 300 ng/ml 300 ng/ml
Total Morphine 300 ng/ml 300 ng/mi
C�
Phencyclidine
Barbiturates
Benzodiazepine
metabolites
Methadone
PCP
Secobarbital
Pentobarbital
Phenobarbital
Butabarbital
Oxazepam
Methadone
25 ngfml
300 ng/ml
1,000 ng/ml
3,000 nglml
1,000 ng/ml
300 ng/ml
300 ng/mi
25 ng/ml
1,000 ng/ml
1,000 ng/ml
1,000 nglml
1,000 ng/ml
300 ng/ml
300 ng/ml
Methaqualone Methaqualone 300 ng/ml 300 nglml
Propoxyphene Propoxyphene 300 ng/ml 300 ng/ml
Norpropoxyphene 300 ng/ml 300 ng/ml
Any sample which has been adulterated or is shown to be a substance other than urine
shall be reported as such. All samples which test positive on a screening test shall be
confirmed by gas chromatography-mass spectrophotometry, and no records of
unconfirmed posifive tests shall be released or retained by the laboratory.
�q.�� i
• 34
�q���
• ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued)
Testing shall be conducted in a manner to insure that an employee's legal drug use does
not effect the test results.
All results shall be evaluated by a suitably trained occupational physician or occupational
nurse prior to being reported.
Test results shall be treated with the same confidentiality as other employee medical
records. The test results shall not be reported outside the Fire Department.
32.6 Chemical Dependency Program: Each person whose urine tests positive for illicit
drugs sha11 be medically evaluated, counseled and treated for rehabilitation, if required.
In addition, at any time an employee may voluntarily enter the chemical dependency
program without feaz of disciplinary actions against him.
This Program is designated to provide caze and treatment to employees who are in need
of rehabilitation. Details concerning treahnent any employee receives at this Program
shall remain confidential and shall not be released to the public. The employee shall be
responsible for the cost of treatment.
• No employee shall be relieved or transferred to other than his usual duties on the basis of
one test result although the employee may be re-evaluated for his duty assignment. When
undergoing treatment and evaluation employees shall receive the usual compensation and
fringe benefits provided at their assigned posirion.
32.� Right of Appeal: Each employee has the right to challenge the results of drug or alcohol
testing in the same manner that he may grieve any managerial action.
32.8 Duty Assignment After Treatment: Once an employee successfully completes
rehabilitation, he sha11 be returned to his regular duty assignment. Employee
reassignxnent during treahnent shall be based on each individual's circumstances. If
follow-up care is prescribed after treatment, this may be a condition of employment.
Once treatment and any follow-up care is completed, at the end of two years the records
of treatment and positive drug ar alcohol test results shall be retired to a closed medical
record. The employee shall be given a fresh start with a clean administrative record.
32.9 Right of Union Participafion: At any time, the Union, upon request, will have the right
to inspect and observe any aspect of the drug and alcohol testing program with the
exception of individual test results. The Union may inspect individual test results if the
release of this information is authorized by the employee involved.
• 35
• ARTICLE 32 - DRUG AND ALCOHOL TESTING (Continued)
32.10 Union Held Harmless: This drug and alcohol tesring program is solely initiated at the
behest of the employer. The Fue Department shall be solely liable for any legal
obligations and costs arising out of the provisions and/or application of this collective
bazgainiug agreement relating to drug or alcohol testing. The Union shall be held
hannless far the violation of any worker rights arising from the admiuistration of the drug
or alcohol testing program.
32.11 Conflict with Other Laws: This Article is in no way intended to supersede or waive an
employee's federal or state constitutional rights.
ARTICLE 33 - DISCIPLINE
�
�
33.1 The Employer may discipline employees in any of the forms listed below:
Oral reprimand
Written reprimand
Suspension
Demotion
Discharge
The Employer will discipline employees for just cause only and in accordance with the
concept of progressive discipline.
Employees who are discipiined pursuant to the terms of this Article may appeal the
Employer's disciplinary action through either the grievance procedure set forth in Article
6 of this Agreement or to a civil service authority pursuant to the rules and procedures of
such authority.
ARTICLE 34 - TUITION REIMBURSEMENT
341 Effective January 1, 1998, an employee who has successfully completed a course in the
required Apprenticeship Program will be reimbursed for the course upon successful
completion. The maYimum amount of reimbursement shali be $1400.00 over the three
(3) years of the Apprenticeship Program.
�
• 36
�.
C�
•
ARTICLE 35 - DLTRATION OF AGREEMENT
35.1 Unless otherwise specifically noted herein, this Agreement is effective the date of signing
by the Employer and the Union and shall continue in fixll force and effect through the 31st
day of December, 1999 and thereafter unfii 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
Labar Relations Act of 1984.
W�IhL�.�.9i
CITY OF SAINT PAUL
sY: 1�
Mary I�earney
Director of Labor Relations
Dated at Saint Panl, Minnesota
1 -�z—"i 9
INTERNATIONAL ASSOCIATION OF
FIRE FIGHTERS, LOCAL NO. 21
BY: ��°ar.�(i R9�''"'.�
Gary Olding, President
� i
: A� ��� �;���.
. _
B : L:Z�e�ez�zl/"
Theodore Vanderbeek,Treasurer
�q��l
• 37
•
APPENDIX A
BIWEEKLY RATES
Salary ranges applicable to titles covered by this Agreement shall be as shown below:
Effective January 3, 1998:
Effective July 4, 1998:
Effective January 2, 1999:
Effective July 3, 1999:
Two and three-tenths percent (23%) increase
Three-tenths (0.3%) increase
Two percent (2.0%) increase
Five-tenths percent (0.5%) increase
FIRE ALARM DISPATCHER I
FIRE FIGHTER
FIRE INSPECTOR*
Effective
01-03-98
07-04-98
01-02-99
07-03-99
A
1351.57
1355.62
1382.73
1389.64
B C D E F lOYR.
1418.65 1489.10 1548.81 1627.54 1693.12 1780.55
1422.91 1493.57 1553.46 1632.42 1698.20 1785.89
145137 1523.44 1584.53 1665.07 1732.16 1821.61
1458.63 1531.06 1592.45 1673.40 1740.82 1830.72
I�IIN�I_\/I_�N���]G9�rC •�1.1�1:�11
•
Effective
01-03-98
0 7-04-98
01-02-99
07-03-99
A
1391.81
1395.99
142391
1431.03
B
1460.93
146531
1494.62
1502.09
C D E
1533.51 1594.99 1676.06
15 3 8.11 1599.77 1681.09
1568.87 1631.77 1714.71
1576.71 1639.93 1723.28
15YR.
182431
1829.78
186638
1875.71
F lOYR. 15YR.
1743.62 1833.68 1878.80
1748.85 1839.18 1884.44
1783.83 1875.96 1922.13
1792.75 18 85 34 1931.74
FIRE ALARM DISPATCHER I
FIRE EQUIPMENT OPERATOR
•
Effective
01-03-98
07-04-98
O1-02-99
07-03-99
A
1458.91
1463.29
1492.56
1500.02
B
153138
1535.97
1566.69
1574.52
C D E F lOYR. 15YR.
1607.49 1671.94 1756.97 1827.79 1922.24 1969.51
161231 1676.96 1762.24 1833.27 1928.01 1975.42
1644.56 1710.50 1797.48 1869.94 1966.57 2014.93
1652.78 1719.05 1806.47 1879.29 1976.40 2025.00
qa''
I_�I
• ArrENnlx a (connnuea)
• FIRE ALARM DISPATCHER II
FIRE CAPTAIN
FIRE TRAINING ASSISTANT
Effective A
01-03-98 1593.13
07-04-98 1597.91
Oi-02-99 1629.87
07-03-99 1638.02
B C D E F
1672.29 1755.45 1825.84 l 918.77 1996.14
167731 1760.72 183132 1924.53 2002.13
1710.86 1795.93 1867.95 1963.02 2042.17
1719.41 1804.91 1877.29 1972.84 205238
FIRE*/ARSON INVESTIGATOR
lOYR.
209935
2105.65
2147.76
2158.50
15YR.
2150.97
2157.42
2200.57
2211.57
A
01-03-98 1695.94
07-04-98 1701.03
01-02-99 I735.05
07-03-99 1743.73
B C D E F lOYR. 15YR.
1780.25 1868.81 1943.89 2042.75 2125.10 2234.91 2289.85
1785.59 1874.42 1949.72 2048.88 2131.48 2241.61 2296.72
1821.30 1911.91 1988.71 2089.86 21�4.11 2286.44 2342.65
1830.41 1921.47 1998.65 210031 2184.98 2297.87 235436
* These titles are obsolete, except the Employer may make assignment to them when any
employee is physically incapacitated. See Article 27, Section 1 and Article 27, Section 2.
•
•
��.���
0
`� � APPENDIX B ���
Unit Price
• Regulation "West Point" long sleeve police shirt . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.00
Regulation "West Point" short sleeve police shirt . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 5.45
Ranking Officer's white uniform shirt, long sleeve, West Point 7500C . . . . . . . . . . . . . . . . $ 6.50
Ranking Officer's white uniform shirt, short sleeve, West Point 7500C . . . . . . . . . . . . . . . . $ 6.00
Jersey type long sleeve sweat shirt, navy blue - Wilson 8632 . . . . . . . . . . . . . . . . . . . . . . . . $ 330
Jersey type 3/4 sleeve sweat shirt, navy blue - Wilson 8632 . . . . . . . . . . . . . . . . . . . . . . . . . $ 330
Fechheimer Bros. navy blue trousers 32200 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.75
Fechheimer Bros. navy blue trousers 32250 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.25
Jacket - Light weight, waist style Fechheimer #32100 . . . . . . . . . . . . . . . . . . . . . . . . . . . . $10.00
Surcoat - Energy 100FD - Sizes 48-50 add 10%, - longs add 10% . . . . . . . . . . . . . . . . . . . $30.75
Parka - Navy - Butwin 111 SP
Regulazsizes34-46 ....................................................... $39.00
Exuasizes48 ............................................................ $42.90
50 ..................................................................... $44.85
52 ..................................................................... $49.00
Long ................................................................... $42.90
Liners for summer uniform fire fighter jacket - Fechheimer Bros. 32704 . . . . . . . . . . . . . . . $ 5.60
SEWING COSTS: No cost when ordered with jacket otherwise . . . . . . . . . . . . . . . . . . . . . $ 1.00
Caps
TrooperCap ..............................................................$ 4.95
Chiefs Navy-Style Midwest-N.W . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.25
• 8 pt. Midwest-N.W . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.25
Belts - leather - black - 1.5 inch . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.45
Shoes
Wedge style oxford - Red Wing shoe #101 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4.95
Slip on style oxford - FLOAT-AWAYS #J5347 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $15.50
Slip on style oxford - FLOAT-AWAYS #J5318 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $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 siyle 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
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