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88-1139 WHITE - CITV GLERK COlII1C11 PINK - FINANCE C I TY O F SA I NT PA U L L+ 1 CANARY - DEPARTMENT ��//� BI.UE - MAVOR [�Ile NO. Co ci Resolution - �� Presented By ' Referred To Committee: Date Out of Committee By Date RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached Agreement between Independent School District ��625 and the International Union of Operating Engineers Local 70. COUNCIL MEMBERS uested by Depar f: Yeas Nays Dimond PERSONNEL Long [n Favor Goswitz Rettman '� �be1�� _ Against Sonnen ��Vflsee� '�� Form ppr ed by City Attorney Adopted by Council: Date Certified P s ed uncil S ta BY sy A►pprove avor. at _ Appr e by Mayor for b ouncil � By � �,— � PU'BUSHE� J U L 3 01988_ - . _ �� gg-�i3 � ;; ° :` , _N°_ 014054 - - - - - - PERSONNEL-LABOR RELATIONS DEPARTM�NT , - JAMES C_ LOMB�I CONTAC�`INAME 298-[.221 PHONE � JUNE 24, 1988 DATE ASSIGN NUMBER FOR ROiJTING ORDER: <�ee reverse side.) � � �Department= Director j 3 1�Sayor (or Assistant)(p/�/�� . _ Finance and Management Servicee �Director 4 Gity Clerk �tA_ _ Budget Director _ � City Attorney _ TOTAL NUMBER OF SIGNATURE PAGES: �,_ (Clip all locations for signature.) WHAT WILL BE ACHIEVED BY TAKING AC.7�70N ON THE ATTACHE� MATERIALS? (Purpose/Rationale) , , THIS RESOLUTION APPROVES THE ATTAC�IED TWO YEAR AGREEMENT BETWEEN INDEPENDENT SCHOOL DISTRICT �625 AND THE INTERNATIONA� UNIQN OF OPERATING ENGINEERS LOCAL 70. t ALSO ATTACHED IS A STJrII�iARY OF THE, IPERTINENT FACTS REGARDING THE AGREEMENT. " � , COST/BENEFIT. BUDGETARY. AND PE�,,SdNNEL IMPACTS A TN ICI�ATED: `1UN �O ��88 NONE �YDRR"$�� , FINANCING �SOURCE AND BUDGET ACT�ITY NUMBER CHARGED OR CREDITED: (Mayor's signature not required �.f under $10,000.) � Total Amount of Trans�ction: Activity Number: Funding Source: � RE�EIVED ATTACHMENTS:' (List and number �ll attachments.) 1 - ATTACHMENT 1 - COUNCIL RESOLUTION � JU� N8 lggg 1 - COPY CITY CLERK � i' 1 - COPY PHYLLIS BYERS(NOT ATT�CHED) �ITY l�iT�� l�,DHINISTRATIVE PROCEDURES , _Yes _No Rules, Regul�tions, Procedures, or Budget Antendment required? �Yes _No If yes, are hey or timetable attached? DEPARTMENT REVIEW i CITY ATTORNEY REVIEW ; • �Yes _No Council resol;�tion required? Resolution required? _Yes �,No _Yes �,No Insurance req�ired? � Insurance sufficient? _Yes _No _Yes ,gNo Insurance att ched? n � I . �. �� s-�� .�� . . .:� INDEPENDENT SCHOOL DISTRICT N625 BOARD OF EDUCATION SAINT PAUL PUBLIC SCHOOLS DATE: April 19, 1988 TOPIC: Approval of the 1968-89 Labor Agreement and 1988 `?emorandum of Understanding with I.U.O.E. Local 70 A. PERTINENT FACTS: 1) This new two-year labor Agreement with I.U.O.E. Lo cal 70 has a term from January 2, 1988 through December 31, ]989. 2) The wage schedule is amended by increases of 2.7X across � �:e board, effective January 2, 1988 and December 31, 1988. 3) The 1988 Memorandum of Understanding amends the former 19E Memorandum regarding premium pay zate for advanced training for certain classifications of employees in this unit, by continuing those provisions through the two-year term identical with the 1988-89 labor Agreement. S) Requested by Phyllis E. Byers, Negotiator. B. RECOMMENDATION: That the Board of Education of Independent School District No. 625 approve and adopt: the 1988-1989 labor Agreement concerning the terms and conditions of employmer►t of those employees in this school district for whom I.U.O.E. Local 70 is the exclusive representative; and the 1988 Memorandum of Understanding with that exclusive representative. . _ C��"��9 . 1988 MEMORANDUM OF UNDERSTANDING This Memorandum of Understanding is by and between the Board of Education of Independent School District No. 625, Saint Paul Public Schools, and International Union of Operating Engineers, Local No. 70, exclusive representative for custodial service employees in the Saint Paul Public Schools. The purpose of this Memorandum is to establish a clear understanding of intent of the parties regarding conditions governing a premium pay rate for advanced training for certain classifications of employees in this bargaining unit. Statement of Intent and Purpose � It is the intention of the Employer, during the term of this Memorandum of Under'standing (through December 31, 1989) to continue a program of special training for employees who occupy the titles: Custodian Engineer III Custodian Engineer IV Custodian Engineer V Supervisor of Building Maintenance - TVI. The purpose of the training will be to strengthen the practical management skills of these employees, particularly with respect to fulfilling the responsibilities of these particular titles. ! It is the desire and intent of the Employer that all employees who occupy these titles, both currently assigned and prospectively, will complete this training at the earliest possible opportunity. The training will be designed, prescribed, and provided by the Employer at no cost to the employee who, has been regularly appointed to a listed title. The training will be taken during the employee's own unpaid time. The Employer will provide a premium pay factor according to the following formula for current and future employees in these titles who have satisfactorily completed the prescribed training course, and have delivered to the Office of School Plant Planning and Maintenance evidence of such satisfactory completion. The premium pay shall become effective with the first full pay period after completion of the training, but shall not be paid until the evidence of satisfactory completion has been received by the Employer. In no case shall the premium be effective retroactively for more than a 3-month period. Premium Formula Title Premium above Stated Rate Custodian Engineer III 20� per hour Custodian Engineer IV 50� per hour Custodian Fngineer V 80C per hour Supervisor of Building Maintenance - TVI 80C per hour. . . - 1 - . ��9 Employee Newl Appointed to Title • An employee newly appointed to one of these titles after the adoption of this Agreement can be granted partial premium payment at 40� of the premium amount at such time as he/she has agreed in writing to take the specified training within a two-year period from his/her date of appointment, intending to complete Part I within the first year in title, and Part II no later than the end of the second year from the date of appointment. Granting of this partial premium payment shall in no way limit or diminish the right of the District to return the employee to his/her earlier classification or title during the probationary period. When the employee satisfactorily completes Part I and presents the evidence thereof, the partial premium payment will be increased to 70� of the appropriate stated premium. Should the employee. fail to satisfactorily complete the training within the time periods specified above, the partial premium payment (at either the 40% or the 70% level) will be discontinued and no premium will be paid until such time as the satisfactory completion has been accomplished. Should the employee complete Part I and Part II of the training prior to the end of the specified time period, then the full premium shall be paid effective with the first full pay period after completion of both parts of the training. Evidence of satisfactory completion shall have been delivered by the employee to the Office of School Plant Planning and Maintenance before the full premium can be paid, and retroactive ad�ustment shall not exceed three months. . This Memorandum of Understanding shall be effective from the beginning of the first full pay period after its adoption by the Board of Education and shall expire on December 31, 1989. INDEPENDENT SCHOOL DISTRICT N0. 625 INTERNATIONAL UNION OF OPERATING ENGINEERS LOCAL N0. 70 ,� /_ __--/ '�_---� ,� , .�'�� -�.�= .��,, Negot ator Business Representative j� � � % �� i.%'� \ ��"- Chairman, oard of Education 5� o?o - �'"8' ,�-/5'- f'�' Date Date � . - 2 - �S- ii3 � � 1988 - 89 . LABOR �GREEMENT - between - SAINT PAUL PUBLIC SCHOOLS INDEPENDENT SCHOOL DISTRICT 625 , • and - INTERNATIONAL UNION OF OPERATING ENGINEERS LOCAL ? O . . � � SAINT PPUL PTJBLIC SCHOOLS - District 625 Board of F.ducation: Daniel B. Bostrom - Chairman Bill Carlson - Member Margo Fox - Vice Chair A1 Oertwig - Member Eleanor Weber - Clerk Claudia Swanson - Member James S. Griffin - Treasurer � Administration: Dr. David A. Bennett - Superintendent Curman L. Gaines - Associate Superintendent, Administrative Services Dr. David W. M. Frye - Associate Superintendent, Curriculum and Instruction � . • ��'�� • INDEX ARTICLE TITLE PAGE . Preamble iii I Recognition 1 . II Definitions 2 III Dues - Fair Share 3 IV Union Rights 4 V Seniority 5 VI Management Rights S VII Hours, Premium Pay 6 VIII Leaves of Absence 7 IX Military Leave of Absence 8 X Jury Duty 8 • XI Severance Pay 9 XII Mileage - Independent School District No. 625 11 XIII Supervisory Assignment 11 XIV Working Out of Classification 11 XV Discipline 12 XVI Insurance 13 XVII Holidays 16 XVIII Vacation 17 XIX Grievance Procedure 18 XX Wage Schedule 21 &XI Stri.kes, Lockouts, Work Interference 21 XXII Non-discrtmination 21 i XXIII Terms of Agreement 22 . Appendix A - Wages A-1 - A-4 • - ii - P R E A M R L E THIS AGREEMENT IS BY AND BETWEEN iNDEPENDENT SCHOOL DISTRICT N0. • 625 AND LOCAL UNION N0. 70, �NTERNATIONAL UNION OF OPERATING ENGINEERS, AFL-CIO. This AGREEMENT has been entered into between Independent School District No. 625, hereafter referred to as the EMPLOYER, and Local Union No. 70, International Union of Operating Engineers, AFL-CIO, hereafter referred to as the UNION. This AGREEMENT has as its purpose, the promotion of harmonious relations between the F.MPLOYER and the UNION, the establishment of an equitable and peaceful procedure for the resolution of differences and the establishment of rates of pay, benefits, hours of woxk, � and other conditions of employment. The parties hereto pledge that they shall pursue the above objectives in full compliance with the requirements of the Public Employment Labor Relations Act of the State of Minnesota of � 1971, as amended. • . • . • - iii - ��i�9 ARTICLE I - RECOGNITION • 1. 1 The EMPLOYER recognizes the UNION as the sole and exclusive bargaining agent for the purposes of establishing wages, benefits, hours, and other conditions of employment for all of its employees as outlined in the certification by the State of Minnesota Bureau of Medi.ation Services under Case No. 73-PR-449-A, as amended, to read as follows: All regular, probationary, and provis�.onal engineering and building maintenance personnel who are employed by the City of Saint Paul or who have their "terms and conditions of employment established by the governing body of the City of Saint Paul, and whose employment service exceeds the lesser of 14 hours per week or 35 per cent of the normal work week and more than 100 work days per year. in the following classif.ications: Assistant Superintendent of Stadium, Building Maintenance Supervisor--TVI, , Chief Operating Engineer--Civic Center, Civic Center Plant Helper, Custodian, Custodian-Engineer I, Custodian Engineer I--Library, Custodian-Engineer I--Public Safety, Custodian- Engineer TI, Custodian-Engineer--Library, Custodian-Engineer III, Custodian-Engineer III--Library, Custodian-Engineer IV, Custodian Engineer V, Filter Plant Operator I, Filter Plant Operator II, Custodian- (Light Duty) , General Matron, House Custodian II, Instrument Repairman (Filter Plant) , Lime Recovery Operator, Mainten.ance Man, Operating Engineer I, Operating Engineer II, Pumping Engineer I, Pumping Engineer II, Pumping Engineer III, Security Officer, Sewer Pumping Station Operator, Stadium • Supervisor, Stationary Engineer, Stationary Fireman, Supervising Stationary Engineer, Watchman II, Watchman--Water Department, Water Plant Aide, Trainee (Custodian-Engineer) ; excluding supervisory, managerial, clerical, confidential, temporary, and emergency employees, those exclusively represented by other labor or employee organizations, and all other employees. 1.2 The parties agree that any new classifications which are an expansion of the above bargaining unit or which derive from the classifications set forth in this AGREEMENT shall be recognized as a part of this bargaining unit, and the parties shall take all steps required under the Public Employment Relations Act to accomplish said objective. . . • - 1 - ARTICLE II - DEFINITIONS 2. 1 Collective Bargaining. The EMPLOYER will bargain collectively with • the UNION with respect to rates of pay, hours, and other conditions pertaining to employment for all of the employees in the unit hereinbefore set forth. 2.2 Maintenance of Standards. The EMPLOYER agrees that all conditions of employment rel.ating 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 Pau1 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 F..MPLOYER will not discrim�nate in respect to hire, tenure of employment or any term or condition of employment again�t any employee covered by this AGREEMENT . because of inembership 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. • , • - 2 - � �A V� ///�/ ARTICI.F III - DUES - FAIR SHARE • 3. 1 Dues. The EMPLOYF.R agrees to deduct the iTNION membership initiation fee assessments and once each month dues from the pay of those employees who individually request in writing that such deductions be made. The amounts to be deducted shall be certified to the F.MPLOYER by a representative of the UNION and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions are made or as soon thereafter as is possible. 3.2 Fair Share. Any present or future employee who is not an UNION member shall be required to contribute a fair share fee for services rendered , by the UNION. Upon notification by the UNION, the EMPLOYER shall check off said fee from the earnin�s of the employee and transmit the same to the UNION. In no instance shall the required contribution . exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 3.3 The UNION will indemnify, defend, and hold the F,MPLOYER harmless against any claims made and against any suits instituted against the District, its officers or employees, by reason of negligence of the UNION in requesting or receiving deductions under this Article. The District will indemnify, defend, and hold the UNION harmless against • any claims made and against any suits instituted against the UNION, its �fficers or employees by reason of negligence on the part of the EMPLOYER in making or forwarding deductions under this Article. . • - 3 - ARTICLF. IV - UNION RIGHTS 4. 1 The UNION may designate employees within the bar�aining 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 District Negotiator with a list of Stewards and alternates, and shall, as soon as possible, notify said appropriate District officials in writing of any changes thereto. Only those who are Officers and Stewards shall be recognized by the EMPLOYER for the purpose of meetings. 4.3 There shall be no deduct�on from the pay of a Steward when direct].y 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 Independent School District No. 625 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 regul.ar working hours. 4.53 That adequate notice is given to the department heads so that permission may be obtained. 4.54 That the steward has officially been designated as such by the UNION that he represents. 4.55 iTnion Conventions. Duly-elected UNION delegates shall be granted time off without pay for one week to attend such convention. ,. Vacation or compensatory time may be used for this purpose. The UNION shall give at least ten working days' advance notice of the employees who will be participating in such conventions. + • - 4 - C��'��9 ARTICLE V - SENIORITY • 5. 1 Seniority, far 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 emplayee 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 whict� 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. ARTICLE VI - MANAGEMENT RIGHTS 6. l The tTNION 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. - 6.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include, but are not limited to, such areas of discretion of policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, and organizational structure and selection and direction and number of personnel. • - 5 - 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. A normal work shift is 8 consecutive hours for a full-time employee. (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, 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 provisions, 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 regularly-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 or.der 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 overtime work. The basis on which such overtime shall be paid shall be determined solely by the District. The overtime rate of one and one-half shall be computed on the basis of 1/80th of the • biweekly 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 f.or the entire shift. To any employee who works on a regularly-assigned shift beginning earlier than 6 a.m. or ending later than 6 p.m. , but less than 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 hours worked between the hours of 6 p.m. and 6 a.m. 7.5 The night differential shall be S% of the base rate, and shall be paid only for those night shifts actually worked, provided, however, that the provisions of this subsection shall not apply to emergency or temporary employees in the Auditorium, or to employees holding titles ^ listed in Section II of the Saint Paul Salary Plan and Rates of Compensation under the heading "Special Employments" in this bargaining unit. 7.6 A premium pay of twenty-five cents (25�) per hour shall be paid for all swinq stage work, such as any work performed from a boatswain's chair or a swing scaffold, fifty (50) feet or more above the ground. Al1 standard safety laws shall be complied with. • - 6 - ��/�9 ARTICLF VIII - LEAVES OF ABSENCE • 8. 1 Leave of Absence. After three months' 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 regularly-scheduled starting time. The granting of sick leave shall be sub�ect 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 injury 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 ;vis.its to a doctor, dentist, optometrist, etc. , or in the case of sudden sickness or disability of a member of his household, making arrangements for the care of such sick or disabled person up to a maxim�m 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. • - 7 - ARTICLE IX - MILITARY LEAVE OF ABSENCE 9. ] Pay Allowance. Any employee who shall be a member of the National • Guard, the Naval Militia Ar any other component of the militia of the state, now or hereafter organized or constituted under state or federal law, or who shall be a member of the Officers Reserve Corps, the Enlisted Reserve Corps, the Naval Reserve, the Marine Corps Reserve or any other reserve component of the military or naval force of the United States, now or hereafter organized or constituted under federal law, shall be entitled to leave of absence from employment without loss of pay, seniority status, efficiency rating, vacation, sick leave or other benefits for all the time when such 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 year and, further, provided that such leave shall be allowed only in case the ' required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave sha11 not be allowed unless the employee: (1) returns to his position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such employee's own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. 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 leaves 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, ARTICLE X - JURY DUTY 10. 1 Any employee who is required to appear in court as a juror or witness • shall be paid his regular pay while he is so engaged, provided, however, that any fees that the employee may receive from the court for such service shall be paid to the EMPLOYER and be deposited with the District Office of Business and Finance. Any employee who is scheduled to work a shift other than the normal daytime shift, shall be rescheduled to work the normal daytime shift during such time as he is required to appear in court as a juror or witness. � ' • - 8 - C��/�� ARTICLE XI - 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 el- igible 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 School Dis- - trict employment or have been sub3ect 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 this se��erance pay program. 11.23 The employee must have at least ten (10) years of consecu- tive service under the classified or unclassified Civil Service at the time of separation. For the purpose of this Article, employment in either the City of Saint Paul or in Independent School District No. 625 may be used in meeting • this ten- (10) year service requirement. 11.?.4 The employee must file a waiver of re-employment with the Director of Personnel, which will clearly indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type) with the City of Saint Paul 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 sub3ect to a maximum of $6,500. 11.4 For the purpose of this severance pay program, a death of an employee shall be considered as separation of employment and, if the employee would have met all of the requirements set forth above at the time of his or her death, payment of the severance pay may be made to the employee'� estate or spouse. • - 9 - Article XI - Severance Pay (continued) 11.5 For the purpose of this severance pay program, a transfer from • Independent School District No. 625 employment to City of Saint Paul employment is not considered a separation of employment, and such transferee shall not be eligible for this severance program. 11.6 The manner of payment of such severance pay shall be made in accordance with the provisions of the School District Severance Pay Plan already in existence. 11.7 This severance pay program shall be subject to and governed by the provisions of the original School District Severance Pay Plan (which allows $4,000 maximum payment) except in those cases where � the specific provisions of this Article conflict with said Severance Pay Plan and in such cases, the provisions of this Article shall control. ' 11.8 The provisions of this Article shall be effective as of January l, 1984. 11.9 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting the qualifications of this Article or the original School District Basic Severance Pay Plan (which allows $4,000 maximum payment) , draw severance pay. However, an election by the employee to draw severance pay under either this ° Article or the basic School D�strict Severance Pay Plan shall constitute a bar to receiving severance pay from the other. Any • employee hired after December 31, 1983 shall be entitled only to the benefits of this Article upon meeting the qualifications herein. 11. 10 An employee of Independent School District No. 625 shall not be eligible for the severance pay provision of this Article if such employee is also eligible and a recipient of Early Retirement Incentive payment under the Memorandum of Agreement with the exclusive representative dated October 14, 1983. • - 10 - �;��"��9 ARTICLE XII - MILEAGE - INDEPENDF.NT SCHOOL DISTRICT N0. 625 • 12. 1 Employees of the School District under policy adopted by the Board of Education may be reimbursed for the use of their automobiles for school business. To be eligible for such reimbursement, employees must receive authorization from the District Mileage Committee utilizing the following plan: PLAN "A", effective with the adoption of this Agreement, is reimbursed at the rate of 23C per mile. In addition, a maximum amount which can be paid per month is established by an estimate furnished by the employee and the employee's supervisor. , Another consideration for establishing the maximum amount can be the experience of another working in the same or similar position. Under this plan, it is necessary for the employee to keep a record of each trip made. ARTICLE XIII - SUPERVISORY ASSIGNMENT 13. 1 An engineer who is assigned to supervise other employees will be at least one title higher in the series than the employees he/she supervises. • ARTICLE XIV - WORKING OUT OF CLASSIFICATION 14. 1 The 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 receive the rate of pay for the out-of-class assignment in a higher classification not later than the sixteenth (16th) day of such assignment. For purposes 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 far 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. • - 11 - ARTICLE XV - DISCIPLINE 15. 1 The EMPLOYER will discipline employees for just cause only. • Discipline will be in the form of: 15. 11 Oral reprimand; 15.12 Written reprimand; 15. 13 Suspension; 15. 14 Reduction; 15. 15 Discharge. 15.2 A notice in writing of Suspensions, Reductions, and Discharges shall be sent to the employee and the Union seventy-two (72) hours after such action is taken. 15.3 Employees and the UNION will receive copies of written reprimands and notices of suspension and discharge. . 15.4 Employees may examine all information in their EMPLOYER personnel file that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under the direct supervision of the FMPLOYER. 15.5 Discharges will be preceded by a five- (S) day preliminary suspension without pay. During said period, the Employee and/or UNION may request and shall be entitled to a meeting with the EMPLOYER representative who initiated the suspension with intent to discharge. During said five- (S) day period, the EMPLOYER may affirm the • suspension and discharge in accordance with Civil Service Rules or may modify or withdraw same. 15.6 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that a UNION representative be present. 15.7 Grievances relating to this Article shall be processed in accordance with existing Civil Service procedures, except that oral and written reprimands shall be taken up in the grievance procedure under Article XIX. • - 12 - L��i1�9 ARTICLE XVI - INSURANCE • ]6. 1 The Employer will continue for the period of this Agreement to provide for employees such health and life insurance benef.its as are provided by the Employer at the ti.me of execution of this Agreement. 16.2 The Employer will for the period of this Agreement provide f.or 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 The Employer will for the period of this Agreement provide for half- time employees who retire after the time of execution of this Agree- ment and until such employees reach sixty-five (65) years of age fifty • per cent (50%) of such health insurance contributions and life insurance contributions as are provided by the Employer for full-time employees who retire under this Agreement. 16.31 Notwithstanding Article 16.3, eligible employees covered by this Agreement and employed half-time prior to January 1, 1978, and continuously employed since such hiring, who retire after the execution of this Agreement, shall receive the same insurance contributions as would a full-time employee who retires under this Agreement, until they reach • 65 years of age. � This Article 16.31 applies only to eligible employees who were employed prior to January 1, 1978 and are employed half-time at the time of retirement. The conditions of Article 16.4 must be met by any such employee. Any half-time employee appointed after January l, 1978 shall be sub,ject to the provision of Article 16.3. 16.4 F.mployees who retire after execution of this Agreement must meet the following conditions at the time of retirement to be eligible for the Employer's contributions to health insurance set forth in Articles 16.2 and 16.3: 16.41 Be receiving benefits from a public employee retirement act at the time of retirement AND 16.42 Have severed his relationship with the City of Saint Paul and Independent School District No. 625 .under one of the early retiree plans. • - 13 - Article XVI - Insurance (continued) 1b.5 Effective January 1, 1987, in addition to meeting the eligibility • requirements stated in 16.41 and 16.42 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: 16.51 Must be at least 58 years of age and have completed 25 years of employment with Independent School District No. 625/City of Saint 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. 16.6 Effective January l, 1987, full-time employees who retire and who meet the conditions set forth in 16.41 and 16.42 but who mee[ none of the conditions set forth in 16.51, shall be eligible for the following . percentages of the amount contributed by the Employer toward health insurance for active employees in the same health plan. Such retirees shall be eligible for such contribution until they reach sixty-five (65) years of age. Combination of Age Contribution for Contribution for and Years of Service Single Coverage Family Coverage 84 90X 90% 83 80X 80% 82 70% 70% 81 60� 60% 80 50% 50y This Article 16.6 shall not apply to any employee who was hired as a � regular employee prior to January ] , 1978 and who has been employed continuously since such hiring. However, the conditions of Article 16.4 must be met by any such employee. 16.7 A retiree may not carry his/her spouse as a dependent if such spouse is also a City retiree or City employee and eligible for and is enrol.led in the City health insurance program. • - 14 - ��q Article XVI - T.nsurance (continued) • 16.8 For each eligible employee covered by this Agreement who is employed full-time and who selects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $75.00 per month, whichever is less. For each full-time employee who selects family coverage, the Employer will contribute the cost of such family coverage or $185.00 per month, whichever is less. 16.9 For the purpose of this Article XVI, full-time employment is defined as appearing on the payroll at least 32 hours per week or , at least 64 hours per pay period, excluding overtime hours. 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 per cent (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 per cent (SOy) of the amount contributed for full-time employees selecting family coverage in the same insurance plan. 16. 11 Notwithstanding Article 16. 10, eligible employees covered by this • Agreement and employed half-time prior to May 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 April, 1986, and shall continue to apply only as long as such employee remains continuously employed half-time. 1.6.12 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 $2.64 per month, whichever amount is less. 16. 14 The contributions indicated in this Article shall be paid to the Employer's Group Health and Welfare Plan. 16. 15 Any cost of any premium for any City-offered employee or family insurance coverage in excess of the dollar amounts stated in thi.s Article XVI shall be paid by the employee. • - 15 - ARTICLE XVII - HOLIDAYS 17. 1 Holidays Recogn�zed and Observed - The following days shall be • recognized and observed as paid holidays: New Year's Day Columbus Day Martin I.uther King Day Veterans' Day Presidents' Day Thanksgiving Day Memorial Day Christmas Day Independence Day Two floating holidays. Labor Day Eligible employees shal]_ receive pay for each of the holidays listed above, on which they perform no work. Whenever any of the holidays listed above shall fall on Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, the succeeding Monday shall be observed as the . holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendar date of the holiday. 17.2 The floating holidays set forth 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. In order to be eligible for a holiday with � pay, an employee's name must appear on the payroll on any six working days of the nine working days preceding the holiday or an employee's name must appear on the payroll the last working day before the holiday and on three other working days of the nine working days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. 17.4 If an employee entitled to a holiday is required to work on Martin Luther King Day, Presidents' Day, 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, Independenee 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-one-half basis or such hours worked, in addition to his regular holiday pay. • - 16 - ��-��9 ARTICLE XVIII - VACATION • 18. 1 Vacation credits shall accumulate at the rates shown below for each fu11 hour on the payroll, excluding overtime. Years of Service Hours of Vacation lst year through 4th year .0385 Sth year through 9th year .0577 lOth year through 15th year .0654 16th year through 23rd year .0808 24th year and thereafter . 1000 18.2 The head of the department may permit an employee to carry over into � the "vacation year" beginning December 7, 1985 and each "vacation year" thereafter up to eighty (80) hours of vacation. For the purpose of this Article, the "vacation year" shall be the fiscal year (IRS payroll reporting year). 18.3 The above provisions of vacation shall be subject to the Saint Paul Salary Pl.an and Rates of Compensation, Section I, Subd. H. 18.4 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 of. �acation at the rate of one-half day's vacation for each day of sick leave credit. The maximum number of days vacation allowed by the • conversion of sick leave credits shall be no more than five days in any one "vacation" year. , • - 17 - 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 �ob 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 of 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 this AGREEMENT. A 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 wr.itten grievance shall set forth the nature of the grievance, the facts on which it is based, the alleged section(s) of the AGREEMENT violated, and the relief requested. Any alleged violation of the AGREEMENT not reduced to writing by the UNION within seven (7) calendar days of the first occurrence of the event giving rise to the grievance or within the use of_ reasonable diligence should have had knowledge of the first occurrence of the event giving rise to the grievance, shall be considered waived. SteP 2. Within seven (7) calendar days after receiving the written grievance, a designated EMPLOYER supervisor shall meet with the UNION steward and attempt to resolve the grievance. If, as a result of this � meeting, the grievance remains unresolved, the EMPLOYER sha11 reply in wri.ting to the UNION within three (3) calendar days following this . meeting. The UNION may refer the grievance in writing to .Step 3 " within seven (7) calendar days following receipt of the EMPI.OY�R'S written answer. Any grievance not referred in writing by the UNION within seven (7) calendar days following receipt of the EMPLOYER'S answer shall be considered waived. • - 18 - �f�//� q Article XIX - Grievance Procedure (continued) � Step 3. Within seven (7) calendar days following receipt of a • grievance referred from Step 2, a designated EMPLOYER supervisor shall meet with the Union Business Manager or his designated representative and attempt to resolve the grievance. Within seven (7) calendar days following this meeting, the EMPLOYER shall reply in writing to the UNION stating the EMPLOYER'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 in writing by the UNION to Step 4 within seven (7) calendar days following receipt of the EMPLOYER'S answer shall be considered waived. , 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 fai]. to mutually agree upon an arbitrator within the said seven (7) day period, either party may request the Public Employment Relations Board to submit a pane]_ of five (5) arbitrators. Both the EMPLOYER and the UNION shall have the right to strike two (2) names f.rom the panel. The UNION shall strike the first (lst) name; the EMPLOYER 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 shail 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 interpretation 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. - 19.5 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EMPLOYER and the UNION, provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. 19.6 The time limits in each step of this procedure may be extended by . mutual agreement of the EMPLOYER and the UNION. • - 19 - Article XIX - Grievance Procedure (continued) 19.7 It is understood by the UNION and the EMPLOYER that a grievance may be • determined by either the grievance procedure of this contract or by the provisions of the Civil Service Rules of the City of Saint Paul. If an issue is determined by this grievance procedure, it shall not again be submitted for arbitration under the Civil Service Rules. If an issue is determined by the provisions of the Civi1 Service Rules, it shall not again be submitted for arbitration under this grievance procedure. i • . _ 20 _ ��ii�9 ARTICLE XX - WAGE SCHEDULE • 20. 1 The wage schedule for purposes of this contract shall be Appendix A attached hereto. ARTICLF. XXI - STRZKES, LOCKOUTS, WORK INTERFERENCE 21. 1 The UNIONS and the EMPLOYER agree that there shall be no strikes, work stoppages, slow-downs, sit-down, 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 existence of this AGREEMENT without first using all , possible means of peaceful settlement of any controversy which may arise. ARTICLE XXII - NON-DISCRIMINATION 22.1 The terms and conditions of this Agreement will be applied to employees equally without regard to, or discrimination for or against, any individual because of race, color, creed, sex, age or because of membership or non-membership in the Union. 22.2 Employees will perform their duties and responsibilities in a non-discriminatory manner as such duties and responsibilities involve • other employees and the general public. . • - 21 - ��r� 9 ARTICLE XXIII - TERMS OF AGREEMENT • 23. 1 Complete Agreement and Waiver of Bargaining. This AGREEMENT shall represent the complete AGREEMENT between the UNION and the EMPLOYER. The parties acknowledge that during the negotiations which resulted in this AGREEMENT, each had the unlimited right and opportunity to make requests and proposals with respect to any sub�ect or matter not removed by law from the area of collective bargaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this AGREEMENT. Therefore, the EMPLOYER and the UNION, for the life of this AGREEMENT, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any sub�ect or matter referred to or . covered in this AGREEMENT. 23.2 Savings Clause. This AGREEMENT is subject to the laws of the United � States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this AGREEMENT shall hold to be contrary to law by a court of competent jurisdiction from whose final �udgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. 23.3 Terms of Agreement. Except as herein provided, this AGREEMENT shall be effective as of the date the AGREEMENT is executed by the parties and shall continue in full force and effect through the 31st day of December, 1989, and shall be automatically renewed from year to year • thereafter unless either party shall notify the other in writing by June 1 that it desires to modify or terminate this AGREEMENT. In witness the�of, the parties have caused this AGREEMENT to be executed this �� -� day of yL`Q� , 1988. 23.4 This constitutes a tentative AGREEMENT between the parties which will be recommended by the School Board Negotiator, but is sub�ect to the approval of the Board of Education, and is also sub�ect to ratification by the UNION. WITNESSES: � INDEPENDENT SCHOOL DISTRICT N0. 625 INTERNATIONAL UNION OF OPERATING ENGINEERS, LOCAL N0. 70 � � / /; � .�� .� � ,�,(�� , BY BY: �-�l� School B ard Negotiator Business Manager, Local 70 /� � , BY: BY• Board Chairman Business Rep e t tive, Loc 70 • - 22 - �`' �'-�� APPENDIX A - WAGES • The wage rates and salary ranges for classifications in this unit are effective January 2, 1988, as follows: First After 6 mos. 6 mos. Building Maintenance Supervisor - TVI $15.85 $ Chief Operating Engineer - Civic Center 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 13.67 14.23 Operating Engineer I - Civic Center 13.67 14.23 • Operating Engineer II - Civic Center 14.48 15.07 Pumping Fngineer 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 Start 6 mos. 1 yr. 2 yrs. , Custodian $11.02 $11.34 $11..54 $11.90 • Custodial Worker 9.80 10. 10 10.31 10.67 General Matron 520.42 538.92 558.30 579.55 600.78 623.86 636.79 651.57 Custodi.an (Light Duty) 600.48 620.79 641.08 662.21 685.92 709.56 724.81 740.85 • - Al - Appendix A - Wages (continued) • Personnel hired for employment with the District 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 raEe. 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 per cent (2.7X) increase over the January 3, 1987 rates. - Retroactive pay adjustments shall not apply to any employee whose employment was terminated prior to March 22, 1988. • . • - A2 - ��q APPENDIX A - WAGES • The wa e rates and salar ran es for classific tion 'n his unit are effective g y g a s i t December 31, 1988, as follows: First After 6 mos. 6 mos. Building Maintenance Supervisor - TVI $16.28 $ --- Chief Operating Engineer - Civic Center 16. 15 16.80 Custodian-Engineer I 12.97 13.55 Custodian-Engineer I - Library 12.97 13.55 � Custodian-Engineer I - Public Safety 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 Center 14.87 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 Stationary Engineer 14.04 14.61 *Stationary Fireman 13.67 14.27 Supervisory Stationary �ngineer 14.74 15.34 Trainee (Custodian-Engineer) 6.93 --- Water Plant Aide 12.98 13.58 After After After Start 6 mos. 1 yr. 2 yrs. . Custodian $11.32 $11.65 $11.85 $12.?2 ' Custodial Worker 10.06 10.37 10.59 10.96 General Matron 534.47 553.47 573.37 595.20 617.00 640.70 653.98 669. 16 Custodian (Light Duty) 616.69 637.55 658.39 680.09 704.44 728.72 744.38 760.85 • - A3 - Appendix A - Wages (continued) Personnel hired for employment with the IIistrict after the date of the si nin • 8 g 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 recefve 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 per cent � (2.7X) increase over the January 2, 1988 rates. � • • ' . • - A4 -