88-784 WHITE - CITV CLERK
PINK - FINANCE COUI�CI� Q
CANARV - DEPARTMENT G I TY OF SA I NT PAU L File NO. �Oi ���
BLUE - MAVOR
ounc� Resolution - ��
7
Presented B
Referred To ��� � Committee: Date ����� `�d
Out of Committee By Date
RESOLVED, that the Council of th City of St. Paul hereby approves and ratifies
the attached Agreement between the Ci y of Saint Paul and the International Union of
Operating Engineers Local 70 and Loca 967.
COUNCILMEN uested by Depar t of:
Yeas Drew Nays �
N"°S'a [n Fav r I E
Rettman
Scheibel r1 i
Sonnen '�r __ Against
Tedesco
Wilson
Adopted by Council: Date ��N � F 198� Form proved C' ttorney
Certified Vass b�' ouncil Sec y BY
By
Appr e b Mav r: ate _ �� � � 19 Appro e May ission to Council
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Pl1BlISNED J 11 N 2 � i 88
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COST/BENEFIT, BUDGETARY AND P RSONNEL IMPACTS ANTICIPATED
(April 27, 1988)
1. There are 108 employees a fected by this contract.
2. The current yearly payrol is $2,811,451.80.
3. The costs for 1988 includ : $ 2,689.56 for Comparable Worth
75,981.86 for Salary Increase
$78,671.42 Total Increase
4. The costs for 1989 inclu e: $ 2,861.6I for Comparable Worth
78,110.59 for Salary Increase
$80,972.20 Total Increase
5. The 1988 payroll will be $2,890,123.20.
6. The 1989 payroll will be $2,971,095.40.
7. The overall payroll incr ase for 1988 and 1989 will be $159,643.62.
These figures reflect a 3.6 Comparable Worth adjustment in 1988 and
1989 for the titles of Secu ity Officer and Watchman-Water Department.
Also reflected is a 2.77 sa ary increase for all represented titles in
both 1988 and 1989. This a ounts to an overall payroll increase of 2.87
in 1988 and 2.87 in 1989.
The 1988 pay adjustments ar retroactive to January 2, 1988 and apply
only to employees who were n the payroll as of March 22, 1988.
The employer health insuran e contributions were not increased and will
remain at the rates set for h in the 1986-1987 contract.
GRNSHT
MISC
% .
' PERSONNEL - LABOR RELATIONS DE�AR;MEN �7 .�' OS1�9
JAMES C�. LOMBARDI ,� CON7ACT C'f't'� �� 7'
298-4221 ;_ --- - _-PHI�NE
APRIL. 27 1988 . - - DATE �/�� �Qi �i
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ASSI NUNBE� FWt ROUTING ORDER Cl i Al l Laca ions for Si patu�re : �w" l� �
Department Director , 3 Director of Management/Mayor�� '�
� Finance and Management Services Director , 4" City Clerk �-�-9—
Budget Director -
2 City Attqrneyc
HAT WILL BE ACNIEVED BY TAKING ACTION ON THE ATTACHED MATERIALS? (Purpose/ �"
� Rationale) : �
THIS RESOLUTION APPROVES A TWO-YEAR CONTRACT ETWEEN THE CITY AND THE INTERNATIONAL UNION OF �
OPERATING ENGINEERS LOCAL 70 �� LOCAL 967. HE CONTRACT PERIOD IS JANUARY 2, 1988 THROUGH
DECEMBER 31, 1989.
Council esearch Center. RECE!���D
M Y �6 ���$ �r�AY � j 15�$
COST BENEFIT BUDGETARY AND PERSONNEL IMPACT ANTICIPATED; �A�C��e'S t3��FICE
SEE ATTACHED
FINANCING SOURCE AND BUDGET ACTIVITY NUNBER CHARGED OR CREDITED: (Mayor's signa-
� ture not re- ,
Total Amount of "Transaction: quired if under
� $10,000)
Fund,ing Source:
Activity Number: •
ATTACHMENTS List and Number All Attachment :
1 - ATTACHMENT(COST/BENEFIT, BUDGETARY & P RSONNEL IMPA�TS ANTICIPATED)
, - �Sa�.UT�flN � � RECEIVED
MAY 31988
DEPARTMENT REYIEW CITY ATTORNEY REVIEW
_�Yes No Council Resolution Required? ' Res�lution Required? Yes No
Yes x No Insurance Required? Insurance Sufficient? Yes No
Yes x No Insurance Attached:
� (SEE •REVERSE SID FOR INSTRUCTIONS)
Revised 12/84 -
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l�1
1988 1989
LABOR A REEMENT
- bet een -
THE CITY 0 SAINT PAUL
- nd -
INTERNATIONAL UNION F OPERATING ENGINEERS
LOCAL 70 A LOCAL 967
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� I N D E X
ARTICLE TITLE PAGE
Preamble iii
I Recognition 1
II Definitions 2
III Dues Fairshare 3
IV Union Rights 4
V Seniority 6
VI Management Rights 7
VII Hours, Premium Pay 8
VIII Leaves of Absence 10
IX Military Leave of Ab ence 11
X Jury Duty 13
XI Severance Pay 14
RII Mileage 16
XIII Residency 17
XIV Working Out of Clas ification 18
XV Discipline 19
XVI Insurance 20
RVII Holidays 23
XVIII Vacation 25
XIX Grievance Procedure 26
XX Wage Schedule 30
XXI Strikes, Lockouts, ork Interference 31
XXII Non-Discrimination 32
XRIII Terms of Agreement 33
Appendix A Wages A1
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P R E A B L E
THIS AGREEMENT, BY AND BE EN THE CITY OF SAINT PAUL AND LOCAL
UNIONS N0. 70 AND N0. 967, INTERNAT ONAL UNION OF OPERATING ENGINEERS, AFL-CIO.
This AGREEMENT has been e tered into between the City of Saint Paul,
hereafter referred to as the EMPLOY R, and I,ocal Unions No. 70 and 967,
International Union of Operating E gineers, AFL-CIO, hereafter referred to as
the UNION. This AGREEMENT has as ts purpose, the promotion of harmonious
relations between the ENIPLOYER and the UNION, the establishment of an equitable
and peaceful procedure for the res lution of differences and the establishment
of rates of pay, benefits, hours o work, and other conditions of employment.
The parties hereto pledge that the shall pursue the above objectives in full
compliance with the requirements f the Public Employment Labor Relations Act
of the State of Minnesota of 1971, as amended.
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. ARTICLE I - RECOGNITION
1.1 The EMPLOYER recognizes the UN ON as the sole and exclusive bargaining
agent for the purposes of esta lishing wages, benefits, hours and other
conditions of employment for a 1 of its employees as outlined in the
certification by the State of innesota, Bureau of Mediation Sernices,
under Case No. 73-PR-449-A, as amended, to read as follows:
All regular, probationary and provisional engineering
and building maintenance ersonnel who are employed by
the City of St. Paul or w o have their "terms and con-
ditions of employment" es ablished by the governing
body of the City of St. P ul, and whose employment
service exceeds the less r of 14 hours per week or 35
percent of the normal wo week and more than 100 work
days per year in the fol owing classifications:
Assistant Superintendent of Stadium, Building Main-
tenance Engineer, Buildi g Maintenance Supervisor-TVI
Chief Operating Engineer -Civic Center, Civic Center Plant
Helper/Maint., Civic Cen er Plan Helper/Maint., Custodian,
Custodian Engineer I, Cu todian Engineer I--Library,
Custodian Engineer I--Pu lic Safety, Custodian Engineer II,
Custodian Engineer--Libr ry, Custodian Engineer III,
Custodian Engineer III-- ibrary, Custodian Engineer IV,
Custodian Engineer V, Fi ter Plant Operator I, Filter
Plant Operator II, Custo ian (Light Duty) , General Matron,
--- House Custodian II, Inst ument Repairman (Filter Plant) ,
Lime Recovery Operator, aintenance Man, Operating Engineer I,
Operating Engineer II, P mping Engineer I, Pumping Engineer II,
Pumping Engineer III, Se urity Officer, Sewer Pumping Station
Operator, Stadium Super isor, Stationary Engineer, Stationary
Fireman, Supervising St tionary Engineer, Watchman II,
Watchman-Water Departm nt, Water Plant Aide, Trainee
(Custodian Engineer); e cluding supervisory, managerial,
clerical, confidential, temporary and emergency employees,
those exclusively repre ented by other labor or employee
organizations, and all ther employees.
I.2 The parties agree that any n w classifications which are an expansion
of the above bargaining unit or which derive from the classifications
set forth in this AGREEMENT hall be recognized as a part of this
bargaining unit, and the par ies shall take all steps required under
the Public Employment Relat ons Act to accomplish said objective.
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ARTICLE II - DEFINITIONS �
2.1 Collective Bargaining. The EMPLOYER will bargain collectively with
the UNION and with respect to rates of pay, hours and other conditions
pertaining to employment for all of the employees in the unit herein-
before set forth.
2.2 Maintenance of Standards. The EMPLOYER agrees that all conditions of
employment relating to wages, hours of work, overtime differentials,
vacations, and general working conditions shall be maintained at not
less than the highest minimum standard as set forth in the Civil Service
Rules of the City of Saint Paul, (Resolution No. 3250 and the Saint Paul
Salary Plan and Rates of Compensation) at the time of the signing of
this AGREEMENT, and the conditions of employment shall be improved
wherever specific provisions for improvement are made elsewhere in this
AGREEMENT.
2.3 Discrimination. The EMPLOYER will not interfere with, restrain or
coerce the employees covered by this AGREEMENT because of inembership in
or activity on behalf of the UNION. The EMPLOYER will not discriminate
in respect to hire, tenure of employment or any term or condition of
employment against any employee covered by this AGREEMENT because of
membership in or activity on behalf of the UNION, nor will it discourage
or attempt to discourage membership in the UNION, or attempt to encourage
membership in another UNION.
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ARTICLE III - DUES - FAIRSHARE
3.1 Dues. The EMPLOYER agrees to educt the UNION membership initiation fee
assessments and once each mont dues from the pay to those employees who
individually request in writin that such deductions be made. The amounts
to be deducted shall be certified to the EMPLOYER by a representative of
the UNION and the aggregate d ductions of all employees shall be remitted
together with an itemized sta ement to the representative by the first
of the succeeding month after such deductions are made or as soon there-
after as is possible.
3.2 Fairshare. Any present or fu ure employee who is not a UNION member
shall be required to contribu e a fair share fee for services rendered
by the UNION. Upon notificat on by the UNION, the EMPLOYER shall check
off said fee from the earning of the employee and transmit the same to
the UNION. In no instance s 11 the required contribution exceed a pro
rata share of the specific e penses incurred for services rendered by the
representative in relationsh p to negotiation and administration of
grievance procedures. This rovision shall remain operative only so long
as specifically provided by innesota law, and as otherwise legal.
3.3 The iTNION will indemnify, de end and hold the ENIPLOYER harmless against
any claims made and against ny suits instituted against the City, its
officers or employees, by re son of negligence of the UNION in requesting
or receiving deductions unde this Article. The City will indemnify,
defend and hold the UNION h less against any claims made and against
any suits instituted agains the UNION, its officers or employees by
reason of negligence on the part of the ENiPLOYER in making or forwarding
deductions under this Artic e.
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ARTICLE IV - UNION RIGHTS
4.1 The UNION may designate employees within the bargaining unit to serve
as Union Stewards and shall be required to administer this AGREEMENT.
4.2 The UNION shall furnish the EMPLOYER and appropriate Department Heads
and Labor Relations Director with a list of Stewards and alternates,
and, shall, as soon as possible, notify said appropriate City officials
in writing of any changes thereto. Only those who are Officers and
Stewards shall be recognized by the EMPLOYER for the purpose of ineetings.
4.3 There shall be no deduction from the pay of a Steward when directly
involved in meetings with management relating to the administration of
this AGREEMENT during working hours..
4.4 Designated Union Representatives shall be permitted to visit employees
on job sites and at department buildings during working hours for the
purpose of the administration of this contract.
4.5 Shop Steward. One shop steward from each department will be allowed to
accompany an employee's authorized representative during regular working
hours for the purpose of wage, salary, or fringe benefit discussions or
other problems of their particular concern involving employees of the
City of St. Paul under the following conditions:
4.51 That only one employee from any one department be allowed
to leave his work. _
4.52 That the steward be expected to attend these meetings on his
own time when they are held outside of his regular working hours.
4.53 That adequate notice is given to the department heads so that
permission may be obtained.
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. ARTICLE IV - UNION RIGHTS (Continue )
4.54 That the steward has offi ially been designated as such by
the UNION that he represe ts.
4.55 Union Conventions. Duly lected UNION delegates shall be
granted time off without ay for one week to attend such
convention. Vacation or ompensatory time may be used for
this purpose. The UNION shall give at least ten working days
advance notice of the em loyees who will be participating in
such conventions.
• 5 -
ARTICLE V — SENIORITY '
5.1 Seniority, for the purpose of this AGREEMENT, shall be defined as follows:
The length of continuous, regular and probationary service with the EMPLOYER
from the date an employee was first certified and appointed to a class title
covered by this AGREEMENT, it being further understood that seniority is
confined to the current class assignment held by an employee. In cases
where two or more employees are appointed to the same class title on the
same date, the seniority shall be determined by the employee's rank on
the eligible list from which certification was made.
5.2 Seniority shall terminate when an employee retires, resigns, or is
discharged.
5.3 In the event it is determined by the EMPLOYER that it is necessary to
reduce the work force, employees will be laid off by class title within
each department based on inverse length of seniority as defined above.
5.4 In cases where there are promotional series, such as Custodian Engineer I,
II, III, etc., when the number of employees in the higher titles is to be
reduced, employees who have held lower titles in the bargaining unit will
be offered reductions to the highest title to which class seniority would
keep them from being laid off, before layoffs are made by any class title
in any department.
5.5 Recall from layoff shall be in inverse order of layoff, except that recall
rights shall expire after two years of layoff.
5.6 It is understood that such employees will pick up their former seniority
date in any class of positions that they previously held.
• - 6 -
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(i�` o u
� , ARTICLE VI - MANAGEMENT RIGHTS
6.1 The UNION recognizes the right of the EMPLOYER to operate and manage its
affairs in all respects in acc rdance with applicable laws and regulations
of appropriate authorities. e rights and authority which the EMPLOYER
has not officially abridged, elegated, or modified by this AGREEMENT
are retained by the EMPLOYER.
6.2 A public EMPLOYER is not requ red to meet and negotiate on matters of
inherent managerial policy, w ich include, but are not limited to, such
areas of discretion of policy as the functions and programs of the
EMPLOYER, its overall budget, utilization of technology, and organizational
structure and selection and d rection and number of personnel.
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ARTICLE VII - HOURS, PREMIUM PAY '
7.1 Hours of Employment. The normal work day and the normal work week shall
be 8 consecutive hours in any 24-hour period and 40 hours in any 7-day
period. (For employees on a shift basis, this shall be construed to mean
an average of forty hours a week.) The normal work week shall consist of
5 consecutive normal work days. Within the Division of Libraries, the normal
work week shall consist of 5 consecutive normal work days followed by two
(2) consecutive days off.
7.2 Call-in-Pay. When an employee is called to work he shall receive two
hours' pay if not put to work. If he is called to work and commences
work, he shall be guaranteed four straight time hours' pay. These pro-
visions, however, shall not be effective when work is unable to proceed
because of adverse weather conditions; nor shall these provisions apply to
temporary or emergency employees nor to employees employed under any of
the titles listed in Section 3.M of the Civil Service Rules under the
heading "Special Employments"; nor to any person whose regular scheduled
workday is less than four hours.
7.3 Overtime. Time on the payroll in excess of the normal hours set forth
above shall be "overtime work" and shall be done only by the order of the
head of the department. An Employee shall be recompensed for work done in
excess of the normal hours by being granted compensatory time on a time and
one-half basis or by being paid on a time and one-half basis for such over-
time work. The basis on which such overtime shall be paid shall be determined
solely by the Employer. The overtime rate of one and one-half shall be
computed on the basis of 1/80th of the bi-weekly rate.
7.4 Premium Pay. To any employee who works on a regularly assigned shift,
beginning earlier than 6 a.m. or ending later than 6 p.m. provided that
at least five hours of the shift are worked between the hours of 6 p.m.
and 6 a.m. , there shall be paid a night differential for the entire shift.
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- ARTICLE VII - HOURS, PREMIUM PAY (C ntinued)
To any employee who works on a regularly assigned shift, beginning
earlier than 6 a.m. or ending ater than 6 p.m. , but less than five
hours of the shift are worked etween the hours of 6 p.m. and 6 a.m.,
there shall be paid a night d fferential for the hours worked between
the hours of 6 p.m. and 6 a.m.
7.5 The night differential shall e 5� of the base rate, and shall be
paid only for those night shi ts actually worked; provided, however,
that the provisions of this s bsection shall not apply to emergency or
temporary employees in the Au itorium, or to employees holding titles
listed in Section II of the S int Paul Salary Plan and Rates of
Compensation under the headin "Special Employments" in this bargaining
unit.
7.6 A premium pay of twenty-five cents (25�) per hour shall be paid for all
swing stage work, such as an work performed from a boatswain's chair
or a swing scaffold, fifty ( 0) feet or more above the ground. All
standard safety laws shall b complied with.
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ARTICLE VIII - LEAVES OF ABSENCE
8.1 Leave of Absence. After three month's employment, an employee may make
application for a leave of absence not to exceed one year. A leave of
absence shall be granted on the basis established in the Civil Service
Rules (Resolution No. 3250) .
8.2 Sick Leave. Sick leave shall accumulate at the rate of .0576 of a
working hour for each full hour on the payroll, excluding overtime.
Sick leave accumulation is unlimited. To be eligible for sick leave
the employee must report to his supervisor no later than one-half hour
past his regular scheduled starting time. The granting of sick leave
shall be subject to the terms and provisions of Resolution No. 3250 of
the City of Saint Paul.
8.3 Any employee who has accumulated sick leave credits as provided above
shall be granted leave with pay, for such period of time as the head of
the department deems necessary, on account of sickness or in�ury of the
employee, quarantine established and declared by the Bureau of Health,
death of the employee's mother, father, spouse, child, brother, sister,
mother-in-law, father-in-law, or other person who is a member of the
household; and may be granted leave with pay for such time as is actually
necessary for office visits to a doctor, dentist, optometrist, etc. ,
or in the case of sudden sickness or disability of a member of his house-
hold, making arrangements for the care of such sick or disabled person up
to a maximum of four hours sick leave.
8.4 Maternity Leave. Maternity is defined as the physical state of pregnancy
of an employee, commencing eight (8) months before the estimated date of
childbirth, as determined by a physician, and ending six (6) months after
the date of such birth. In the event of an employee's pregnancy, the
employee may apply for leave without pay at any time during the period
stated above and the employer may approve such leave at its option, and
such leave may be no longer than one (1) year.
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' ARTICLE IX - MILITARY LEAVE OF ABSE CE
9.1 Pay Allowance. Any employee w o shall be a member of the National Guard,
the Naval Militia or any other component of the militia of the state,
now or hereafter organized or onstituted under state or federal law,
or who shall be a member of th Officer's Reserve Corps, the Enlisted
Reserve Corps, the Naval Rese e, the Marine Corps Reserve or any other
reserve component of the milit ry or naval force of the United States,
now or hereafter organized or onstituted under Federal law, shall be
entitled to leave of absence rom employment without loss of pay,
seniority status, efficiency ating, vacation, sick leave or other ben-
efits for all the time when s ch employee is engaged with such organization
or component in training or a tive service ordered or authorized by proper
authority pursuant to law, wh ther for state or federal purposes, provided
that such leave shall not exc ed a total of fifteen (15) days in any
calendar year and, further pr vided that such leave shall be allowed
only in case the required mil tary or naval service is satisfactorily
performed, which shall be pre umed unless the contrary is established.
Such leave shall not be allo ed unless the employee: (1) returns to his
position immediately upon be ng relieved from such military or naval
service and not later than t e expiration of time herein limited for such
leave, or (2) is prevented f om so returning by physical or mental dis-
ability or other cause not d e 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 limit d for such leave.
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ARTICLE IX - MILITARY LEAVE OF ABSENCE (Continued) '
9.2 Leave Without Pay. Any employee who engages in active service in time
of war or other emergency declared by proper authority of any of the
military or naval forces of the state or of the United States for
which leave is not otherwise allowed by law shall be entitled to leave
of absence from employment without pay during such service with right of
reinstatement and sub�ect to such conditions as are imposed by law.
9.3 Such leave of absence as are granted under Article 9 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.
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ARTICLE X - JURY DUTY
10.1 Any employee who is required t appear in court as a �uror or witness
shall be paid his regular pay hile he is so engaged, provided however,
that any fees that the employe may receive from the court for such
service shall be paid to the LOYER and be deposited with the
Director of Finance and Manage ent Services. Any employee who is
scheduled to work a shift, ot er than the normal daytime shift, shall
be rescheduled to work the no al daytime shift during such time as he
is required to appear in cour as a juror or witness.
• — 13 —
ARTICLE %I - SEVERANCE PAY . '
11.1 The Employer shall provide a severance pay program as set
forth in this Article.
11.2 To be eligible for the severance pay program, an employee must meet
the following requirements:
11.21 The employee must be 58 years of age or older or must be
eligible for pension under the "rule of 85" or the "rule of 90"
provisions of the Public Employees Retirement Association (PERA) .
The "rule of 85" or the "rule of 90" criteria shall also apply to
employees covered by a public pension plan other than PERA.
11.22 The employee must be voluntarily separated from City employment
or have been sub�ect to separation by layoff or compulsory
retirement. Those employees who are discharged for cause,
misconduct, inefficiency, incompetency, or any other disciplinary
reason are not eligible for the City severance pay program.
11.23 The employee must have at least ten (10) years of consecutive
service under the classified or unclassified Civil Service at
the time of separation. For the purpose of this Article, employ-
ment in either the City or in the Independent School District
No. 625 may be used in meeting this ten (10) year service re-
quirement.
11.24 The employee must file a waiver of reemployment with the
Director of Personnel, which will clearly indicate that by
requesting severance pay, the employee waives all claims to
reinstatement or reemployment (of any type) , with �the City
or with Independent School District No. 625.
11.25 The employee must have accumulated a minimum of sixty (60)
days of sick leave credits at the time of his separation
from service.
11.3 If an employee requests severance pay and if the employee meets the
eligibility requirements set forth above, he or she will be granted
severance pay in an amount equal to one-half of the daily rate of
pay for the position held by the employee on the date of separation
for each day of accrued sick leave subject to a maximum of $6,500.
— 14 —
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� , ARTICLE %I - SEVERANCE PAY (Contin ed)
I1.4 For the purpose of this everance program, a death of an employee
shall be considered as s paration of employment, and if the employee
would have met all of th requirements set forth above, at the time
of his or her death, pa ent of the severance pay may be made to the
employee's estate or spo se.
11.5 For the purpose of this everance program, a transfer from the
City of Saint Paul emplo ent to Independent School District No. 625
employment is not consid red a separation of employment, and such
transferee shall not be ligible for the City severance program.
I1.6 The manner of payment of such severance pay shall be made in
accordance with the pro isions of City Ordinance No. 11490.
11.7 This severance pay prog am shall be subject to and governed by the
provisions of City Ordi ance No. 11490 except in those cases where
the specific provisions of this article conflict with said ordinance
and in such cases, the rovisions of this article shall control.
11.8 The provisions of this rticle shall be effective as of December 24, 1983.
11.9 Any employee hired prio to December 31, 1983 may, in any event, and
upon meeting the qualif cations of this article or City Ordinance
No. 11490, as amended b City Ordinance No. 16303, section 1, section 6,
draw severance pay. Ho ever, an election by the employee to draw
severance pay under eit er this article or the ordinance shall constitute
a bar to receiving sev rance pay from the other. Any employee hired
after December 31, 198 shall only be entitled to the benefits of this
article upon meeting t e qualifications herein.
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ARTICLE XII - CITY MILEAGE , '
12.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the
Saint Paul Administrative Code, as amended, pertaining to reimbursement
of City officers and employees for the use of their own automobiles in
the performance of their duties, the following provisions are adopted.
12.2 Method of Computation: To be eligible for such reimbursement, all
officers and employees must receive written authorization from the
Department Head.
Type 1 . If an employee is required to use his/her own 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 employee shall be reimbursed 15C per mile for each
mile actually driven.
If such employee is required to drive an automobile during employment and
the department head or designated representative determines that an
employer vehicle is available for the employee's use but the employee
desires to use his/her own sutomobile, then the employee shall be reim-
bursed at the rate of 15� per mile driven and shall not be eligible
for any per diem.
Type 2. If an employee is required to use his/her own automobile
REGULARLY during employment, the employee shall be reimbursed at the
rate of $3.00 per day for each day of work. In addition, the employee
shall be reimbursed 15C per mile for each mile actually driven.
If such employee is required to drive an automobile during employment
and the department head or designated representative determines that
an employer vehicle is available for the employee's use but the employee
desires to use his/her own automobile, then the employee shall be reim-
bursed at the rate of 15C per mile driven and shall not be eligible for
any per diem.
12.3 The City will provide parking at the Civic Center Parking Ramp for City
employees on either of the above mentioned types of reimbursement plans
who are required to have their personal car available for City business.
Such parking will be provided only for the days the employee is required
to have his or her own personal car available.
12.4 Rules and Regulations: 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 worked and the number of miles driven, and further
require that they maintain automobile liability insurance in amounts of
not less than $100,000/$300,000 for personal in�ury, and $25,000 for
property damage, or liability insurance in amounts not Iess 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.
. - 16 -
. � r
ARTICLE RIV - WORKING OUT OF CLASSIFICATION
14.1 EMPLOYER shall avoid, whenever possible, working an employee on an
out-of-class assignment for a prolonged period of time. Any employee
working an out-of-class assignment for a period in excess of fifteen
(15) consecutive working days shall r�ceive the rate of pay for the
out-of-class assignment in a higher classification not later than
the sixteenth (16th) day of such assig�ent. For puposes of this
Article, an out-of-class assignment is defined as an assignment of
an employee to perform, on a full time basis, all of the significant
duties and responsibilities of a position different from the employee's
regular position, and which is in a classification higher than the
classification held by such employee. The rate of pay for an approved
out-of-class assignment shall be the same rate the employee would
receive if such employee received a regular appointment to the higher
classification.
. - 18 -
, • .
� ������
' ARTICLE XV - DISCIPLINE
15.1 The EMPLOYER will discipline e ployees for just cause only. Discipline
will be in the form of:
15.1.1 Oral reprimand;
15.1.2 Written reprimand;
15.1.3 Suspension;
15.1.4 Reduction; �
15.1.5 Discharge
15.2 A notice in writing of Suspensions, Reductions and Discharges shall be
sent to the employee and the ion seventy-two (72) hours after such
action is taken.
15.3 Employees and the UNION will eceive copies of written reprimands and
notices of suspension and dis harge.
15.4 Employees may examine all inf rmation in the EMPLOYER personnel file
that concerns work evaluation , commendations and/or disciplinary actions.
Files may be examined at reas nable times under the direct supervision of
the EMPLOYER.
15.5 Discharges will be preceded b a five (5) day preliminary suspension
without pay. During said per od, the employee and/or UNION may request,
and shall be entitled to a me ting with the EMPLOYER representative who
initiated the suspension with intent to discharge. During said five (5)
day period, the EMPLOYER may ffirm the suspension and discharge in
accordance with Civil Service Rules or may modify, or withdraw same.
15.6 An employee to be questioned oncerning an investigation or disciplinary
action shall have the right request that a UNION representative be present.
15.7 Grievances relating to this rticle shall be processed in accordance with
existing Civil Service proce ures, except that oral and written reprimands
shall be taken up in the gri vance procedure under Article %IX.
. - 19 -
ARTICLE XVI - INSURANCE
16.1 The EMPLOYER will continue for the period of this AGREEMENT to provide
for employees such health and life insurance benefits as are provided by
EMPLOYER at the time of execution of this AGREEMENT.
16.2 The EhIPLOYER will for the period of this AGREEMENT provide for full-time
employees who retire after the time of execution of this AGREEMENT and until
such employees reach sixty-five (65) years of age such health insurance
contributions and life insurance contributions as are provided by the EMPLOYER
for active employees under this Agreement.
16.3 Effective January 1, 1987 the Employer will provide for half-time employees
who retire after the time of execution of this Agreement and until such
employees reach sixty-five (65) years of age fifty percent (507) of such health
insurance contributions and life insurance contributions as are provided by the
Employer for full-time employees who retire under this Agreement.
For half-time employees who retire prior to January 1, 1988, the employer will
provide the same health insurance contributions and life insurance contri-
butions as provided for full-time employees who retire under this Agreement.
16.4 Employees who retire after execution of this Agreement must meet the following
conditions at the time of retirement to be eligible for the City contributions
to health insurance set forth in Articles 16.2 and 16.3.
16.4.1 Be receiving benefits from a public employee retiree act at the
time of retirement.
AND
16.4.2 Have severed his relationship with the City of St. Paul under on
of the early retiree plans.
16.5 Effective January 1, 1987, in addition to meeting the eligibility requirements
stated in 16.4.1 and 16.4.2 above, retiring employees must also meet the
following condition in order to be eligible for the early retiree insurance
benefits set forth in Articles 16.2 and 16.3.
16.5.1 Must be at least 58 years of age and have completed 25 years of
employment with the City of St. Paul
OR
The combination of their age and their years of service must equal
eighty-five (85) or more.
OR
Must have completed at least thirty (30) years of service.
This Article 16.5 shall not apply to any employee who was hired as a regular
employee prior to January 1, 1978 and who has been employed continuously since
such hiring. However, the conditions of Article 16.4 must be met by any such
employee.
- 20 -
- . � �-���
. �
' ARTICLE RVI - INSURANCE (Continued)
16.6 Effective January 1, 1987, fu 1-time employees who retire and who meet the
conditions set forth in 16.4.1 and 16.4.2 but who meet none of the conditions
set forth in 16.5.1, shall be eligible for the following percentages of the
amount contributed by the Emp oyer toward health insurance for active employees
in the same health plan. Suc retirees shall be eligible for such contribution
until they reach sixty-five ( 5) years of age.
Combination of Age Contribution For Contribution For
and Years of Service Single Coverage Family Coverage
84 907 907
83 807 80�
82 70Z 707
81 607 607
80 50� 50�
This Article 16.6 shall not a pIy to any employee who was hired as a regular
employee prior to January 1, 978 and who has been employed continuously
since such hiring. However, he conditions of Article 16.4 must be met by
any such employee.
16.7 A Retiree may not carry his/ er spouse as a dependent if such spouse is also a
a City retiree or City emplo ee and eligible for and is enrolled in the City
health insurance program.
16.8 For each eligible employee c vered by this Agreement who is employed full-time
and who selects employee ins rance coverage, the Employer agrees to contribute
the cost of such coverage or ffi75.00 per month, whichever is less. For each
full-time employee who selec s family coverage, the Employer will contribute
the cost of such family cove age or $185.00 per month, whichever is less.
16.9 For the purpose of this Arti le XVI, full-time employment is defined as
appearing on the payroll at east 32 hours per week or at least 64 hours per
pay period excluding overti hours.
- 21 -
ARTICLE XVI - INSURANCE (Continued)
16.10 For each eligible employee covered by this Agreement who is employed half-time
who selects employee insurance coverage, the Employer agrees to contribute
fifty percent (50�) of the amount contributed for full-time employees selecting
employee coverage in the same insurance plan. For each half-time employee who
selects family insurance coverage, the Employer will contribute fifty percent
(507) of the amount contributed for full-time employees selecting family
coverage in the same insurance plan.
16.11 Not withstanding Article 16.10, eligible employees covered by this Agreement
and employed half-time prior to January 1, 1986 shall receive the same
insurance contributions as a full-time employee. This Article 16.11 applies
only to eligible employees who were employed half-time during the month of
December, 1985 and shall continue to apply only as long as such employee
remains continuously employed half-time.
16.12 For the purpose of this Article XVI, half-time employment is defined as
appearing on the payroll at least 20 hours but less than 32 hours per week or
at least 40 hours but less than 64 hours per pay period excluding overtime
hours.
16.13 For each eligible employee the Employer agrees to contribute the cost of
$10,000 of life insurance coverage or 52.64 per month whichever amount is less.
16.14 The contributions indicated in this Article 16 shall be paid to the Employer`s
Group Health and Welfare Plari.
16.15 Any cost of any premium for any City-offered employee or family insurance
coverage in excess of the dollar amounts stated in this Article 15 shall be
paid by the employee.
16.16 Except as herein provided, this insurance Article 16 shall be effective
June 1, 1986. .
- 22 -
. � r � ���- r��
ARTICLE XVII - HOLIDAYS
17.1 Holiday recognized and observe . The following days shall be recognized
and observed as paid holidays:
New Year's Day Columbus Day
Martin Luther Ring Day Veterans' Day
Presidents` Day Thanksgiving Day
Memorial Day Christmas Day
Independence Day 1�ao floating holidays
Labor Day
Eligible employees shall rece e pay for each of the holidays listed above,
on which they perform no work Whenever any of the holidays listed above
shall fall on Saturday, the p eceding Friday shall be observed as the
holiday. Whenever any of the holidays listed above shall fall on Sunday,
the succeeding Monday shall b observed as the holiday.
For those employees assigned o a work week other than Monday through
Friday, the holiday shall be bserved on the calendar date of the holiday.
17.2 The floating holidays set for h in Section 17.1 above may be taken at any
time during the contract year, subject to the approval of the Department
Head of any employee.
17.3 Eligibility Requirements. I order to be eligible for a holiday with pay,
an employee's name must appe r on the payroll on any six working days of
the nine working days preced ng the holiday; or an employee's name must
appear on the payroll the la t working day before the holiday and on three
other working days of the ni e working days preceding the holiday. In
neither case shall the holid y be counted as a working day for the purposes
of this section. It is furt er understood that neither temporary, emergency
nor other employees not here ofore eligible shall receive holiday pay.
23 -
ARTICLE XVII - HOLIDAYS (Continued) '
17.4 If an employee entitled to a holiday is required to work on Martin Luther King
Day, Washington's and Lincoln's Birthday, Christopher Columbus Day, or
Veterans' Day, he shall be granted another day off with pay in lieu thereof as
soon thereafter as the convenience of the department permits, or he shall be
paid on a straight time basis for such hours worked, in addition to his
regular holiday pay. If an employee entitled to a holiday is required
to work on New Year's Day, Memorial Day, Independence Day, Labor Day,
Thanksgiving Day or Christmas Day, he shall be recompensed for work
done on this day by being granted compensatory time on a time and one-
half basis or by being paid on a time and onehalf basis for such hours
worked, in addition to his regular holiday pay.
- 24 -
, � ��-�'���
ARTICLE XVIII - VACATION
18.1 Vacation credits shall accumul te at the rates shown below for each full
hour on the payroll, excludin overtime.
Years of Service Hours of Vacation
lst year thru 4th year .0385
Sth year thru 9th year .0577
lOth year thru 15th year .0654
16th year thru 23rd year .0808
24th year and thereafter .1000
18.2 The head of the department ma permit an employee to carry over into the
"vacation year" beginning Dec mber 7, 1985 and each "vacation year" thereafter
up to eighty (80) hours of va ation.
For the purpose of this artic e the "vacation year" shall be the fiscal
year (IRS payroll reporting y ar) .
18.3 The above provisions of vacat on shall be sub�ect to the Saint Paul Salary
Plan and Rates of Compensati , Section I, Sub. H.
18.4 If an employee has an accumu ation of sick leave credits in excess of one
hundred and eighty days, he ay convert any part of such excess of vacation
at the rate of one-half day' vacation for each day of sick leave credit.
The maximum number of days' acation allowed by the conversion of sick
leave credits shall be no mo e than five days in any one "vacation year".
• - 25 -
ARTICLE XIX - GRIEVANCE PROCEDURE
19.1 The EMPLOYER shall recognize Stewards selected in accordance with UNION
rules and regulations as the grievance representative of the bargaining
unit. The UNION shall notify the EMPLOYER in writing of the names of
the Stewards and of their successors when so named.
19.2 It is recognized and accepted by the EMPLOYER and the UNION that the
processing of grievances as hereinafter provided is limited by the job
duties and responsibilities of the employees and shall therefore be
accomplished during working hours only when consistent with such employee
duties and responsibilities. The Steward involved and a grieving employee
shall suffer no loss in pay when a grievance is processed during working
hours, provided, the Steward and the employee have notified and received
the approval of their supervisor to be absent to process a grievance and
that such absence would not be detrimental to the work programs of the
EMPLOYER.
19.3 The procedure established by this Article shall be the sole and exclusive
procedure, except for the appeal of disciplinary action as provided by
Article VII, for the processing of grievances, which are defined as an
alleged violation of the terms and conditions of thfs AGREEMENT. Grievance
shall be resolved in conformance with the following procedure:
Step 1. Upon the occurrence of an alleged violation of this
AGREEMENT, the employee involved shall attempt to resolve the
matter on an informal basis with the employee's supervisor. If
the matter is not resolved to the employee's satisfaction by the
informal discussion it may be reduced to writing and referred to
Step 2 by the UNION. The written grievance shall set forth the
- 26 -
� � . �r1�, �w�^ ��
' ARTICLE %IX - GRIEVANCE PROCEDURE ( ontinued)
nature of the grievance, he facts on which it is based, the alleged
section(s) of the AGREEME violated, and the relief requested. Any
alleged violation of the GREEMENT not reduced to writing by the UNION
within seven (7) calendar days of the first occurrence of the event
giving rise to the grieva ce or within the use of reasonable diligence
should have had knowledge of the first occurrence of the event giving
rise to the grievance, sh 11 be considered waived.
Step 2. Within seven (7) calendar days after receiving the written
grievance a designated LOYER supervisor shall meet with the UNION
Steward and attempt to r solve the grievance. If, as a result of
this meeting, the grieva ce remains unresolved, the EMPLOYER shall
reply in writing to the ION within three (3) calendar days follow-
ing this meeting. The ION may refer the grievance in writing to
Step 3 within seven (7) alendar days following receipt of the
EMPLOYER'S written answe . Any grievance not referred in writing by
the UNION within seven ( ) calendar days following receipt of the
EMPLOYER'S answer shall e considered waived.
Step 3. Within seven ( ) calendar days following receipt of a
grievance referred from Step 2 a designated EMPLOYER supervisor shall
meet with the Union Bus ness Manager or his designated representative
and attempt to resolve he grievance. Within seven (7) calendar days
following this meeting he EMPLOYER shall reply in writing to the
UNION stating the EMPLO ER'S answer concerning the grievance. If, as
a result of the written response the grievance remains unresolved,
the UNION may refer the grievance to Step 4. Any grievance not
referred to in writing y the UNION to Step 4 within seven (7) calendar
days following receipt f the EMPLOYER'S answer shall be considered
waived.
- 27 -
ARTICLE %IX - GRIEVANCE PROCEDURE (Continued)
Step 4. If the grievance remains unresolved, the UNION may within
seven (7) calendar days after the response of the EMPLOYER in Step
3 by written notice to the EMPLOYER, request arbitration of the
grievance. The arbitration proceedings shall be conducted by an
arbitrator to be selected by mutual agreement of the EMPLOYER and
the UNION within seven (7) calendar days after notice has been given.
If the parties fail to mutually agree upon an arbitrator within the
said seven (7) day period, either party may request the Public
Employment Relation Board to submit a panel of five (5) arbitrators.
Both the EMPLOYER and the UNION shall have the right to strike two
(2) names from the panel. The UNION shall strike the first (lst)
name; the IIKPLOYER shall then strike one (1) name. The process will
be repeated and the remaining person shall be the arbitrator.
19.4 The arbitrator shall have no right to amend, modify, nullify, ignore, add
to, or subtract from the provisions of this AGREEMENT. The arbitrator shall
consider and decide only the specific issue submitted in writing by the
EMPLOYER and the UNION and shall have no authority to make a decision on
any other issue not so submitted. The arbitrator shall be without power
to make decisions contrary to or inconsistent with or modifying or varying
in any way the application of laws, rules or regulations having the force and
effect of law. The arbitrator's decision shall be submitted in writing
within thirty (30) days following close of the hearing or the submission of
briefs by the parties, whichever be later, unless the parties agree to an
extension. The decision shall be based solely on the arbitrator's inter-
pretation or application of the express terms of this AGREEMENT and to the
facts of the grievance presented. The decision of the arbitrator shall be
final and binding on the EMPLOYER, the UNION, and the employees.
- 28 -
. . . ;�� � ��`
� ARTICLE XIX - GRIEVANCE PROCEDURE ( ontinued)
19.5 The fees and expenses for the rbitrator's services and proceedings shall
be borne equally by the II�LOY R and the UNION, provided that each party
shall be responsible for compe sating its own representatives and witnesses.
If either party desires a verb tim record of the proceedings, it may cause
such a record to be made, prov ding it pays for the record.
19.6 The time limits in each step o this procedure may be extended by mutual
agreement of the EMPLOYER and the UNION.
19.7 It is understood by the UNION and the EMPLOYER that a grievance may be
determined by either the grie ance procedure of this contract or by the
provisions of the Civil Servi e Rules of the City of Saint Paul. If an issue
is determined by this grievan e procedure it shall not again be submitted
for arbitration under the Civ 1 Service Rules. If an issue is determined
by the provisions of the Civi Service Rules it shall not again be submitted
for arbitration under this gr evance procedure.
' 29 -
. �.' _ /n� �/
i// �-�
�//
ARTICLE XXI - STRIKES, LOCKOUTS, WO INTERFERENCE
21.1 The UNIONS and the EMPLOYERS a ree that there shall be no strikes,
work stoppages, slowdowns, sit own, stay-in, or other concerted
interference with the EMPLOYER S business or affairs by any of
said UNIONS and/or the members thereof, and there shall be no
bannering during the existance of this AGREEMENT without first
using all possible means of pe ceful settlement of any controversy
which may arise.
. - 31 -
r� � _� � ��'�
' ARTICLE RXIII - TERMS OF AGREEMENT
23.1 Com lete A reement and Waiver of Bar ainin . This AGREEMENT shall represent
the complete AGREEMENT betwee the UNION and the EMPLOYER. The parties
acknowledge that during the n gotiations which resulted in this AGREEMENT,
each had the unlimited right nd opportunity to make requests and proposals
with respect to any subject o matter not removed by law from the area of
collective bargaining, and th t the complete understandings and agreements
arrived at by the parties aft r the exercise of that right and opportunity
are set forth in this AGREEME T. Therefore, the ErIPLOYER and the UNION,
for the life of this AGREEME , each voluntarily and unqualifiedly waives
the right, and each agrees th t the other shall not be obligated to bargain
collectively with respect to ny sub�ect or matter referred to or covered
in this AGREEMENT.
23.2 Savings Clause. This AGREEME is subject to the laws of the United States,
th.� State of Minnesota, and t e City of Saint Paul. In the event any pro-
vision of this AGREEMENT shal hold to be contrary to law by a court of
competent jurisdiction from w ose final judgment or decree no appeal has
� been taken within the time pr vided, such provision shall be voided. All
other provisions shall contin e in full force and effect.
23.3 Terms of Agreement. Except a herein provided, this AGREEMENT shall be
effective as of the date the GREEMENT is executed by the parties and shall
continue in full force and ef ect thru the 31st day of December, 1989, and
shall be automatically renewe from year to year thereafter unless either
party shall notify the other n writing by June 1, that it desires to modify
or terminate this AGREEMENT. n witness thereof, the parties have caused this
AGREEMENT to be executed this 20th day of April, 1988.
• - 33 -
ARTICLE XXIII - TERMS OF AGREEMENT (Continued)
23.4 This constitutes a tentative AGREEMENT between the parties which will
be recommended by the City Negotiator, but is subject to the approval
of the Administration of the City, the City Council, and is also
sub�ect to ratification by the UNION. _._
WITNESSES:
CITY OF SAINT PAUL INTERNATIONAL UNION OF OPERATING
ENGINEERS, LOCAL NOS. 70 AND 967
�
elatio Manager Business Manager, Local 7
Personnel Director Business age , Local 7
- 34 -
.
. -- �-���
" APPENDIX A - WAGES
The wage rates and salary ranges f r classifications in this unit are
effective January 2, 1988, as foll ws:
First After
6 mos 6 mos
Building Maintenance Engineer 514.53
Chief Operating Engineer-Civic Cen er 15.73 16.36
Custodian-Engineer -I 12.63 13.19
Custodian-Engineer, I--Library 12.63 13.19
Custodian-Engineer I-Public Safety 12.63 13.19
Custodian-Engineer II 12.84 13.58
Custodian-Engineer II--Library 12.84 13.58
Custodian-Engineer III 13.19 13.92
Custodian-Engineer III--Library 13.19 13.92
Custodian-Engineer IV 13.62 14.36
Custodian-Engineer V 14.12 14.82
Filter Plant Operator I 13.67 14.23
Filter Plant Operator II 14.48 15.07
House Custodian II 9.58
Instrument Repairman (Filter Plant 14.48 15.07
*Lime Recovery Operator 13.67 14.23
Maintenance Man I3.67 14.23
Operating Engineer I--Civic Center 13.67 14.23
Operating Engineer II--Civic Cente 14.48 15.07
Pumping Engineer I 13.67 14.23
Pumping Engineer II 14.48 15.07
Pumping Engineer III 15.73 16.36
Sewer Pumping Station Operator 15.09 15.69
Stationary Engineer 13.67 14.23
*Stationary Fireman 13.31 13.89
Supervisory Stationary Engineer 14.35 14.94
Trainee (Custodian-Engineer) 6.75
Water Plant Aide 12.64 13.22
After After After
Star 6 mos 1_yr• 2-yrs
Custodian $11. 2 $11.34 $11.54 $11.90
Custodial Worker 9. 0 10.10 10.31 10.67
Genera Matron
520.42 538.92 558.30 579. 5 600.78 623.86 636.79 651.57
Custodian Li ht Dut )
600.48 620.79 641.08 662. 1 685.92 709.56 724.81 740.85
Securit Officer
607.27 632.16 655.09 680. 0 706.81 736.46 751.73 770.88
- A1 -
••
APPENDIX A - WAGES (Continued) '
Watchman II
643.43 667.45 692.36 719.17 747.78 778.28 798.58 8I7.04
Watchman-Water Department
698.16 720.94 744.60 770.03 797.47 827.95 849.00 868.09
Civic Center Plant Helper/Maintenance
$920.76 bi-weekly
Assistant Superintendent of Stadium
830.17 863.42 896.65 935.44 973.31 1013.94 1039.80 1069.36
Stadium Supervisor
1097.62 1128.03
Personnel hired for employment with the City after the date of the signing of
this agreement, to a class of positions listed in 1 above, shall be compensated
at the "0 - 6 months" hourly wage rate during their probationary period. After
completion of the probationary period the employee shall be paid at the "after
6 months" hourly wage rate. Employees promoted from any of the positions listed
in 1 above to any position listed in 1 above shall receive the "after 6 months"
hourly wage rate.
Temporary and emergency employees shall be paid the minimum rate indicated in
this appendix for the classification in which they are employed.
The above January 2, 1988 rates represent a two and seven-tenths percent (2.7')
increase over the January 3, 1987 rates. The rates for the classes of Security
Officer and Watchman-Water Department include a three and six-tenths percent (3.6�)
comparable worth ad�ustment.
Retroactive pay ad�ustments shall not apply to any employee whose employment was
terminated prior to March 22, 1988.
- A2 -
��' _ ;^.!�
� , � , �f'c
.
' APPENDIX A - WAGES
The wage rates and salary ranges f r classifications in this unit are
effective December 31, 1988, as fo lows:
First After
6 mos 6 mos
Building Maintenance Engineer $14.92
Chief Operating Engineer--Civic Ce ter 16.15 16.80
Custodian-Engineer I 12.97 13.55
Custodian-Engineer I--Library 12.97 13.55
Custodian-Engineer I--Public Safet 12.97 13.55
Custodian-Engineer II 13.19 13.95
Custodian-Engineer II--Library 13.19 13.95
Custodian-Engineer III 13.55 14.30
Custodian-Engineer III--Library 13.55 14.30
Custodian-Engineer IV 13.99 14.75
Custodian-Engineer V 14.50 15.22
Filter Plant Operator I 14.04 14.61
Filter Plant Operator II 14.87 15.48
House Custodian II 9.84
Instrument Repairman (Filter Plant 14.87 15.48
Lime Recovery Operator 14.04 14.61
Maintenance Man 14.04 14.61
Operating Engineer I--Civic Center 14.04 14.61
Operating Engineer II--Civic Cente I4.87 15.48
Pumping Engineer I 14.04 14.61
Pumping Engineer II 14.87 15.48
Pumping Engineer III 16.15 16.80
Sewer Pumping Station Operator 15.50 16.11
Statiorrary Engineer 14.04 14.61
*Stationary Fireman 13.67 14.27
Supervisory Stationary Engineer 14.74 15.34
Trainee (Custodian-Engineer) 6.93
Water Plant Aide 12.98 13.58
After After After
Sta t 6 mos. 1_yr• 2_yrs•
Custodian 511.32 $11.65 $11.85 $12.22
Custodial Worker 10.06 10.37 10.59 10.96
Gener I Matron
534.47 553.47 573.37 595.20 617.00 640.70 653.98 669.16
Custodian (Li ht Dut )
616.69 637.55 658.39 680.09 704.44 728.72 744.38 760.85
Securi Officer
646.12 672.60 697.00 723.50 752.03 783.57 799.82 820.19
A3 -
APPENDIX A - WAGES (Continued)
Watchman II
660.79 685.47 711.05 738.59 767.97 799.29 820.14 839.10
Watchman-Water Department
742.82 767.07 792.23 819.29 848.49 880.92 903.31 923.62
Civic Center Plant Helper/Maintenance
945.62 bi-weekly
Assistant Superintendent of Stadium
852.58 886.73 920.86 960.70 999.59 1,041.32 1,067.87 1,098.23
Stadium Supervisor
1,127.26 1,158.49
Personnel hired for employment with the City after the date of the signing of
this agreement, to a class of positions listed in 1 above, shall be compensated
at the "0 - 6 months" hourly wage rate during their probationary period. After
completion of the probationary period the employee shall be paid at the "after
6 months" hourly wage rate. Employees promoted from any of the positions listed
in 1 above to any position listed in 1 above shall receive the "after 6 months"
hourly wage rate.
Temporary and emergency employees shall be paid the minimum rate indicated in
this appendix for the classification in which they are employed.
The above December 31, 1988 rates represent a two and seven-tenths percent (2.77)
increase over the January 2, 1988 rates. The rates for the classes of Security
Officer and Watchman-Water Department include a three and six-tenths (3.6�)
Comparable Worth adjustment.
- A4 -
. ` �_
. . ��, 7� �
_ '_.. . . ;
_ . �n CzTY o Se.s�v� �'A.vi. _
�s i:i�i'iii:tiil f O�TICE O THI� GITY COIINCIL
.f�.S . . . _ . , .
�.._.. .... � ..
� �o '�tee Regort
� _ F:i�zance h�ana eme t � P�rso�.nel �ommittee.
May 31, 1988 �
1. -R���t:.o^ 8R-?84 - ap�±rov-in� and ratifying 1�88-1989 agreement
b�� "t�e„City and thP Inte ational Union ofOperating Engineers
LtEi�.��'�'�€i7. :�., •����,:
2. Resolution 88-785 - Establis 'ng the rate of p�y for Personnel
Technician-Board of Educatio in Grade 32, Section ID2 of the
Technical Standard Range� in the Salary �lan and Rates of Compensation
Resolution. APPROVED
_ . RECEIV��3
JUN 0.� 1988 .
-- - _ ' _ _ �ITY CL.ERK.
CITY HALL SEVEN H.FLOQR SAIN'T PAUL,MINNESOTA 55102
. '�°.�°