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88-1226 WHITE - C�TV CLERK PINK - FINANCE GITY OF SAINT PAUL Council 999 CANARV - DEPARTMENT Gi���� BLUE - MAVOR File NO• 4 � Council Resolution .��;--, Presente By � __� Referred To �" � � Committee: Date �f `��6 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 �k625 and the American Federation of State, County and Municipal Employees Council 14, Local 844. COUNCIL MEMBERS Requested by Department of: Yeas Nays Dimond ��g In Favor Goswitz �6;`� cry Against BY � Sonnen j�� l4��l� Wilson ���j' � �j � Form pprove by City orney Adopted by Council: Date : Certified Yass b cil t By By, Appr e by Mavor: Date — � � aa Approved by Mayor for ion to Council Pi1�liSNED �t P - 3 1988 . � �-�-�.�� N°_ 014055 . - - - - - P�RSONNEL-�BOR REL•aTrnx� DEPARTMENT JA�S C. LOMBA�tDI , C019TACT.NAME > , 2+�8-4221 PHONE _ JjJLY 8� 1988 _DATE ., _ S G� ROUTING OxDER: (See reverse side.) �,, ,,� Department Director �, Mapor (or Assi�tant) _ Finahce and l�ianagement Services Director 4 City Clerk _ ,Budget Director i ,�,,,�,,, City Attorney _ TOTAL NUMBER OF SIGNATURE FAGES: 1 (Clip all locations for signature.) W�T' WILL BE ACHIEVED �,�Y TAK�NG ACTION ON THE ATTACHEII MATBRIA�.SP (Purpose/Rationale) � THIS RESOLUTION APPROVES THE ATTACHED TWO-YEAR AGREEMENT BETWEEN INDEPENDENT SCHOOL DISTRI�T �625 AND AFSCME COUNCIL 14, LOCAL #844. ALSO ATTACHED IS A SUPIlKARY OF THE PERTINENT FACTS REGARDING THE AGREEMENT. RECEIVED COST,(BENEFIT BIIDGETARY AND �ERSONNEL I?IPACTS ANTICIPA�ED: J U L 121988 1+tox� Council R@SeaYCh Ce11te1; MAYOR'S OFFICE � JUL 131968 , � gINANCING SOURCE AND BUDGET A�TIVITY N[JMBER CHARGED OR CREDITED: (Mayor•s signature not required if under $10,000.) Total Amount of TransBction: Activity Number: Funding Source: ATTAC NTS: (List and number all attachments.) RELE���r'� 1 - COUNCIL RESOLUTION 1 - INFORMATION SHEET (PERTINENT FACTS) J U L 11 19gg 1 - CONTRACT EACH F/COUNCIL & CITY CLERK 1 - PHYLLIS BYERS �iITY � i I V 3`f�W�� ADMINISTRATIVE PROCEDURES Yes _No Rules, Regulations, Procedures, or Budget Amendment required? _Yes _No If yes, are they or timetable attached? DEPART�tENT REVIEW CI ATTORNEY REVIEW �_Yes No Council resolu�ion raquired? Rssolution requfred? _,Yes _No _Yes X No Insurance reqnired? Insurance sufficient? _Yes Dio _Yes X No Insurance attached? % -'� � � ' INDEPENDENT SCHOOL DISTRICT �625 (i1`������ BOARD OF EDUCATION SAINT PAUL PUBLIC SCHOOLS DATE: May 3, 1988 TOPIC: Approval of an Employment Agreement for 1988-89 with AFSCME Council 14, Local �844, clerical bargaining unit A. PERTINENT FACTS: 1) This new two-year Agreement for 1988-89 is the successor to the amended •- 1986-87 agreement. 2) Changes are as follows: GRIEVANCE PROCEDURE AND DISCIPLINE: Articles amended to delete references to possibility of Civil Service Commission hearings. INSURANCE: Retiree insurance premium contributions - Language added to limit eligibility for such contributions. Health Insurance - Premium contribution of Employer increased effective April 1 , 1988 by $7.50 per month. Effective January 1, 1989, the premium contribution of the Employer is further increased by $7.50 per month. Life Insurance - The Employer will contribute cost of $5,000. additional covera�e effective Ma}� 1, 1988. Effective January 1, 198°, the Employer will contribute the cost of an additional $5,000. coverage. LEAVES OF ABSENCE: Maternity Leave section is changed to Parental/Maternitti� Leave and language added to provide for parental leave to employees for the birth or adoption of a child in accordance with state laws. LEGAL SERVICES Article is newly added, consistent with other contracts. WAGES: '�Jage rates increased by 3.25� for 1988, and 3.25% for logo, 3) The District has 266 employees in this bargaining unit. 4) Requested by Phyllis E. Byers, Negotiator. B. RECOMMENDATION: That the Board of Education of Independent School District No. 625 approve and adopt the Agreement concerning the terms and conditions of employment of those clerical employees in this school district for whom AFSCME Council 14, Local No. 844 is the exclusive representative; term of Agreement is January 1, 1988 through December 31, 1989. �-�-i,�a� � � Agreement between ' SAINT PAUL PUBLIC SCHOOLS INDEPENDENT SCHOOL DISTRICT 62S And LOCAL UNION 844 � DISTRICT COUNCIL 14 OF THE AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES, AFL-CIO �" 1988 - 89 � • • . SAIPdT PAUL PURLIC 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 ARTICLF. TITLE PAGE Preamble iii I Recognition 1 II Check Off 4 III Hours of Work 4 • IV Work Breaks 5 V Holidays 6 ' VI Employee Rights--Grievance Procedure 7 VII Mileage--Independent School District No. 625 10 VIII Vacation 10 IX Insurance 11 X Working Out of Classification 15 XI Employee Records 15 XII Bulletin Boards 16 XIII Wages 16 XIV Maintenance of Standards 16 XV Leaves of Absence 17 � XVI Military Leave of Absence 1� XVII Management Rights 19 XVIII Seniority 20 XIX Discipline 22 XX Vacancies 23 XXI No Strike--No Lockout 23 XXII Severance Pay 24 XXIII Emergency and Temporary Employees 26 XXIV Non-discrimination 26 XXV Legal Services 26 XXVI Terms of Agreement 27 � Appendix A A-1/A-5 • - ii - PREAMBLE • This AGREEMENT, entered into by Independent School District No. 625, hereinafter referred to as the EMPLOYF.R, and Local Union 844, affiliated with Council 14 of the American Federation of State, County, and P4unicipal Employees, AFL-CZO, hereinafter referred to as the U1�IION, has as its purpose the promotion of harmonious relations between the EMPLOYER and the UNION, the establishment of an equitable and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and other conditions of employment. . � • - iii - ��'• _ ���i��t� • ARTICLE I - RECOGNITION l. l The EMPLOYER recognizes the UNION as the sole and exclusive bargaining agent for the purpose of establishing salaries, wages, hours, and other conditions of employment for all of its employees as outlined in the certification by the State of Minnesota Bureau of Mediation Services, dated October 16, 1986, in Case No. 87-PR-158 and as amended and as set forth in Section 1.2 below. 1.2 The bargaining unit covered by this AGREEMENT shall consist of the following: All office, clerical, and administrative personnel who are employed by • Independent School District No. 625, Saint Paul, Minnesota, who are public employees within the mea�ing of Minn. Stat. 179A.03, Subd. 14, in the classifications of: Accounting Clerk I Clerk-Typist I Accounting Clerk II Clerk-Typist I (Youth Services Accounting Machine Operator I Bureau) Accounting Machine Operator II Clerk-Typist II . Ass't. Mgr. of Park Refectories Clerk-Typist III Clinic Aide Ass't. Market Director Community Service Officer Ass't. Recorder of Council Proceedings Computer Operator Ass't. Supervisor of Elections Cost Clerk � Ass't. Supervisor of Water Billing Data Processing Aide Auditing Clerk I Dog Warden Auditing Clerk II Duplicating Equipment Opr. I Bank Clerk Duplicating Equipment Opr. II Bond Registrar Duplicating Equipment Opr. III Building Permit Clerk Duplicating Equipment Operator Buyer I (Health Bureau) Emergency Preparedness Supply Inspector Buyer I (Medical Supplies) Field Clerk I Buyer II Field Clerk II , Cashier--Civic Center Field Clerk III Cashier I (Water Department) Film Inspector I Cashier II (Water Department) Film Inspector II Chief Meter Reader Fire Service Aide Clerical Trainee Golf Ranger Clerk I Head Clerk (Public Buildings) Clerk II Head Clerk (Water Department) Clerk II (Youth Services Bureau) Health Service Aide Clerk III Information Systems Specialist Clerk IV Inventory Control Supervisor • Clerk-Stenographer I Keypunch Operator Clerk-Stenographer II Keypunch Operator I Clerk-Stenographer III Keypunch Operator II - 1 - ARTICLE I - RECOGNITION (continued) • Keypunch Operator III Procurement Clerk Laboratory Helper Procurement Clerk (Health Landfill Caretaker Services) Library Clerk Refectory Attendant License Clerk Refectory Manager Registration Clerk Lighting Complaint Clerk Secretary Market Director Service Worker • Meter Reader Statistical Clerk Neighborhood Worker Storehouse Helper Office Supply Room Manager Storekeeper I - Park Concession Manager Storekeeper I--Police Park Guide Storekeeper II Parking Lot Attendant II Storekeeper (Food Service) Parking Meter Collector I Storekeeper (Voting Machines) Parking Meter Co]_lector II Storekeeper (Water Department) Parking Meter Monitor Stores Clerk Parking Ramp Attendant Stores Clerk (School Parking Ramp Manager Cafeterias) Parts Storekeeper Supervisor of Meter Reading Payroll Audit Clerk Supervisor of Water Billing � Tabulating Machine Operator I Payroll Supervisor I Tabulating Machine Operator II Payroll Supervisor II Telephone Operator Payroll Supervisor III Teletype Machine Operator Payroll Supervisor (Schools) Transportation Assistant Personnel Clerk (Board of Education) Transportation Coordinator Police Communications Clerk Zoo Keeper I Police Dispatcher Zoo Keeper II. Police Records Clerk Police Stenographer Poundmaster . excluding supervisory, confidential, and all other employees. � - 2 - ���aa� ARTICLE I - RECOGNITION (continued) • 1.3 Any present or future employee who is not a UNION member shall be required to contribute a fair share fee for services rendered by th� UNION and, upon notification by the iJNION, the EMPLOYER shall check off said fee from the earnings 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. 1.4 The UNION agrees to indemnify and hold the EMPLOYER harmless against " any and all claims, suits, orders or judgments brought or issued against the EMPLOYER as a result of any action taken or not taken by the EMPLOYER under the provisions of this Article I, Section 1.3. � • - 3 - ARTICLE II - CHECK OFF • 2. 1 The EMPLOYER agrees to deduct the UNION 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 EMPLOYER 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. 2.2 The UNION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or judgments brought or issued against the EMPLOYER as a result of any action taken or not taken by ' the EMPLOYER under the provisions of this Article. ARTICLE III - HOURS OF WORK 3. 1 The normal work day shall be seven and three-fourths ( 7 3/4) consecutive hours per day, excluding a forty-five- (45) minute lunch period, fifteen (15) minutes of which shall be paid. 3.2 The normal work week shall be five (5) consecutive normal work days in any seven- (7) day period. • 3.3 For employees on a shift basis, this shall be construed to mean an average of thirty-eight and three-fourths (38 3/4) hours per week. 3.4 This section shall not be construed as, and is not a guarantee of, any hours of work per normal work day or per normal work week. 3.5 Time on the payroll in excess of the normal hours set forth above in this Article shall be "overtime work" and shall be done only by order of the head of the department. 3.6 All employees in this bargaining unit shall be recompensed for work done in excess of the normal hours established above in this Article _ 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 overtime rate of one and one-half shall be computed on the basis of � 1/80th.of the biweekly rate. 3.7 Normal work schedules showing the employee's shif.ts, work days, and hours shall be posted on all department bulletin boards at all times. It is also understood that deviation from posted work schedules shall be permissible due to emergencies, acts of God, and overtime may be required. • - 4 - ���aa � • ARTICLE IV - WORK BREAKS 4. 1 Rest Periods. Al1 employees' work schedules shall provide for a fifteen-minute rest period during each one-half shift. The rest period shall be scheduled by management at approximately the middle of ' each one-half shift whenever this is feasible. 4.?_ If an employee is scheduled to work a full half-shift beyond his regular quitting time, he shall be entitled to the rest period that occurs during said half shift. , • • - 5 - ARTICLE V - HOLIDAYS • 5. 1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Year's Day Columbus Day Martin Luther King Day Veterans' Day Presidents' Day Thanksgiving Day Memorial Day Christmas Day Independence Day 1t+io floating holidays. Labor Day ' Eligibl.e employees shall 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. 5.2 The floating holidays set forth in Section 5. 1 above may be taker_ at any time during the contract year, sub�ect to the approval. of the department head of any employee. 5.3 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 temporarv, emergency nor other employees not heretofore eligible shall receive holiday pay. 5.4 Notwithstanding Article 5.3, effective April 1, 1984, a temporary employee shall be eligible for holiday pay only after such employee has been employed as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shall be eligible for any floating holidays. 5.5 In the case of Board of Education employees, if Martin Luther King Day, Presidents' Day, Columbus Day or Veterans' Day falls on a day when school is in session, the employee shall work that day at - stra.ight time and another day shall be designated as the holiday. This designated holiday shall be determined by agreement between the employee and the supervisor. • - 6 - �-�'�/�•� � • ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6. 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 wr�ting of the names of the stewards and of their successors when so named. 6.2 It is recognized and accepted by the EMPLOYER and the tJNION that the processing of grievances as hereinafter provided is limited by the job duties and responsibiJ.ities 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. 6.3 The procedure established by this Article shall be the sole and exclusive procedure for the processing of grievances, which are defined as an alleged violation of the terms and conditions of this AGREEMENT. 6.4 Grievance shall be resolved in conformance with the following procedure: rStep 1. Upon the occurrence of. an alleged violation of this AGREEMENT, the employee involved with or without the steward 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 nature of the grievance, the facts on which it is based, the alleged section(s) of the AGREEMENT violated, and relief requested. Any alleged violation of the AGREEMENT not reduced to writing by the UNION within seven (7) work days of the first occurrence of the event giving rise to the - grievance shall be considered waived. SteP 2. Within seven (7) work 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 shall reply in writing to the UNION within three (3) work days following this meeting. The UNION may refer the grievance in writing to Step 3 within seven (7) work days following receipt of the EMPLOYER'S written answer. Any grievance not referred in writing by the UNION within seven (7) work days following receipt of • the EMPLOYER'S answer shall be considered waived. - 7 - ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) � Step 3. Within seven (7) work 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, the Employee, and the Steward, and attempt to resolve the grievance. Within seven (7) work 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) work 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) work days af.ter the r.esponse 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) work 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 Fmployment Relations 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 EMPLOYER shall then strike one (1) name. The process will be repeated and the remaining person shall be the arbitrator. 6.5 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 wri.ting within thirty (30) - days following close of the hearing or the submission of brief.s 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. 6.6 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. - 8 - ����� � • ARTICLE VI - EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (continued) 6.7 The time limits in each step of this procedure may be extended by mutual agreement of the EMPLOYER and the UNION. 6.8 It is understood by the UNION and the EMPLOYER that if an issue is determined by this grievance procedure, it shall not again be submitted for determination in another forum. If an issue is determined by any other forum, it shall not again be submitted for arbitration under this grievance procedure. This provision is not • intended to abrogate rights secured under state or federal statute. 6.8. 1 Notwithstanding that portion of Article 26.2 referring to ` laws of the City of Saint Paul, no issue regarding actions taken under this Agreement shall be submitted to the Civil Service Commission, except as permitted in Article 19.8, for persons covered by veterans preference. � • - 9 - ARTICLE VII - MILEAGE - INDEPENDENT SCHOOL DISTRIGT N0. 625 • 7. 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 one of the following plans: 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 VIII - VACATION 8. 1 Vacation credits shall accumulate at the rates shown below for each . full 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 8.2 The head of the department may permit an employee to carry over into the "vacation year" beginning December 6, 1986 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). 8.3 The above provisions of vacation shall be subject to the Saint Paul Salary Plan and Rates of Compensation, Section I, Subd. H. • - 10 - � �-�.�a� • ARTICLE IX - INSURANCE 9. 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. 9.2 The Employer 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 benefits and life insurance benefits as are provided by the Employer for active employees under this Agreement. � 9.3 The Employer will for the period of this Agreement 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 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. 9.4 Notwithstanding Article 9.2, the Employer will for the period of this Agreement contribute for full-time employees who retire after December 31, 1985 and who select the Physicians Health Plan-COMBO provided by the Employer and until such retirees reach sixty-five (65) years of a e, the cost of such retiree coverage or $125.00 per month, whichever • is less. For such retirees selecting family coverage, the Employer will contribute the cost of such family coverage or $284.12 per month, whichever is less. For half-time employees who retire after December 31, 1985 and who select the Physicians Health Plan-COMBO provided by the Employer and until such retirees reach sixty-five (65) years of age, the Employer will contribute fifty per cent (50%) of such health insurance contributions as are provided by this Article 9.4 for full-time employees who retire. 9.5 Employees who retire after execution of this Agreement must meet the following conditions at the time of retirement to be eligible for the Employer contributions to health insurance set forth in Article 9.2, 9.3, and 9.4: 9.5. 1 Be receiving benefits from a public employee retiree act at the time of retirement AND 9.5.2 Have severed his relationship with Independent School District No. 625 under one of the early retiree plans. • - 11 - ARTICLE IX - INSURANCE (continued) • 9.6 Effective 3anuary 1, 1987, in addition to meeting the eligibility requirements stated in 9.5. 1 and Q.5.2 above, retiring employees must also meet ttie following condition in order to be eligible for the early retiree insurance benefits set forth in Articles 9.2, 9.3, and 9.4: � 9.6. 1 Must be at least 58 years of age and have completed 25 years of employment with Independent School District No. 625 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. 9.7 Effective January 1, 1987, full-time employees who retire and who meet the conditions set forth in 9.51 and 9.52 but who meet none of the conditions set forth in 9.61, 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 �ears of age. Combination of Age Contribution for Contribution for and Years of Service Single Coverage Family Coverage • 84 90y 90� 83 80y 80% 82 70% 70% 81 60% 60y 80 50% 50%. 9.8 For employees who retire at the age of 65 or older or for early retirees upon reaching 65, and who have completed at least ten years of service with the District at the time of their retirement, the Employer will provide health insurance contributions toward employee health insurance plans as are provided by the Employer for retirees 65 years of age or older as approved by Board of Education Resolution. - For such employees or early retirees who have not completed at least ten (10) years of service with the District at the time of their - retirement, the Employer will discontinue providing any health insurance contributions upon their retirement or, in the case of early retirees, upon their reaching age 65. This subdivision 9.8 shall not apply to employees who were regularly appointed to City/District employment prior to the date of the signing of this Agreement. Employees who were regularly appointed to City/ District employment prior to the signing of this Agreement and subsequently terminated shall be covered by this Agreement in the • event that they are regularly appointed at a later date. - 12 - ����i��� • ARTICLE IX - INStTRANCE (continued) 9.9 A retiree may not carry his/her spouse as a dependent if such spouse is also a City/I.S.D. 4�625 retiree or City/I.S.D. �/625 employee and eligible for and is enrolled in the City/I.S.D. #625 health insurance program. 9. 10 For each eligible employee covered by this Agreement who is employed full time and who se]ects employee insurance coverage, the Employer agrees to contribute the cost of such coverage or $85.00 per month, ' whichever is less. For each full-ti�ae employee who selects family coverage, the Employer will_ contribute the cost of such family coverage or $185.00 per month, whichever is less. 9. 11 For the purpose of this Article, full-time employment is defined as appearing on the payroll at least 32 hours per week or at least 64 hours per pay period, excluding overtime hours. 9. 12 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 (50y) 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 (50%) of the amount contributed for full-time employees selecting family coverage in the same insurance plan. For the purpose of this Article, half-time employment is defined as appearing on the payroll at least 20 hours but less than 32 hours per week or at least 40 hours but less than 64 hours per pay period, excluding overtime hours. 9. 13 Notwithstanding Article 9. 12, empioyees 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 9. 13 applies only to employees who were employed half-time during the month of December, ]985 and shall continue to apply only as long as such - employee remains continuously employed half time. 9. 14 Effective April l, 1988 the amount of Employer's contribution toward the employee coverage in Article 9. 10 will be ad�usted in dollars to reflect the cost of the highest January 1, 1988 premium rate for employee coverage or $92.50 per month, whichever is less. - The Employer's contribution toward family coverage in Subd. 9. 10 will be adjusted in dollars to refiect the cost of the highest January 1, 1988 premium rate for family coverage or $192.50 per month, • whichever is less. - 13 - ARTICLE IX - 7NSURANCE (continued) • 9. 15 Effective Januarv l, 1989 the amount of Employer's contribution toward the employee coverage in Article 9.10 will be adjusted in dollars to reflect the cost of the highest January 1, 1989 premium rate for employee coverage or $100.00 per month, whichever is less. - The Employer's contribution toward family coverage in Subd. 9. 10 will be adjusted in dollars to reflect the cost of the highest January 1, 1989 premium rate far family coverage or $200.00 per month, whichever is less. 9. 16 Employees eligible for insurance coverage may select any one of the following coverages: Group Health Physicians Health Plan-COMBO. In the event the Employer makes available to employees a health insurance plan not listed above, this Agreement may be reopened by mutual agreement of the Employer and Union to add such plan to the above list in this Article 9. 16. 9.17 Life Insurance: 9. 17. � For each eligible employee, the Employer agrees to contribute the cost of $5,000 of. life insurance coverage. 9. 17.2 Effective May 1, 1988, for each eligible employee, the Employer agrees to contribute the cost of an additional . $5,000. lif.e insurance coverage, not to exceed $1.00 per month. This subdivision expires December 31, 1988. 9. 17.3 Effective January 1, 1989, for each eligible employee, the Fmployer agrees to contribute the cost of $10,000. life insurance coverage in addition to the basie $5,000. coverage provided in 9.17. 1 above; the contribution for this added coverage shall not exceed $2.00 per month. 9.18 The contributions indicated in this Article 9 shall be paid to the Employer's Group Health and Welfare Plan. 9.19 Any cost of any premium for any Employer-offered employee or familv - insurance coverage in excess of the dollar amounts stated in this Article 9 shall be paid by the employee. • - 14 - ���i�� � • ARTICLE X - WORKiNG OUT OF CLASSIFICATION 10. 1 EMPLOYF.R shall avoid, whenever possible, working an employee on .�n out-of-class assignment for a prolonged period of time. Any employee working an out-of-class assi_gnment for a period in excess of fifteen (15) working days during a year 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, op 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. 10.2 For the following classifications, the provisions of 10. 1 shall not apply to performance of the duties of the next higher classification in the job series: Health Service Aide I Clerk I Clerk-Stenographer I Accounting Machine Operator I � Data Entry Operator I Cashier I Duplicating Equipment Operator Trainee Tabulating Machine Operator I Parking Meter Collector I Zookeeper I Clerk-Typist I. ARTICLE XI - EMPLOYEE RECORDS 11. 1 Any member of the bargaining unit may, during usual working hours, _ with the approval of the supervisor, review any material placed in the employee's personnel file, after first giving proper notice to the supervisor in custody of such file. 11.2 Any member of the bargaining unit may file a grievance or discrimination complaint and there shall be no retaliation by the EMPLOYER for such action. • - 15 - ARTICLE XII - BULLETIN BOARDS • 12. 1 The EMPI.OYER shall provide reasonable bulletin space for use by the UNION i.n posting notices of UNION business and activities. Said bulletin board space shall not be used by the UNION for political purposes other than UNION elections. Use of this bulletin board is subject to approval of the department head. ARTICLE XIII - WAGES 13. 1 The wage schedule, for purposes of this contract, sha].1. be Appendix A, attached hereto. Both parties agree that the inclusion of the cl_assifications and salary ranges in Appendix "A" does not preclude the employer from the following: 1. Reorganizing 2. Abolishing classifications 3. Establishing new classifications 4. Regrading classifications 5. Reclassifying positions. Both parties also agree that titles and grades in Appendix A refer to employees in the positions at the date of signing ot the AGREEMENT. No employee in this bargaining unit shall suffer any reduction in � salary because of a regrading or reclassification during the contract period in which such regrading or reclassification takes place. 13.2 Notwithstanding section 13. 1, salary rates in Appendix A shall be reduced in the amounts necessary to equalize payment to individual HRA . employees and City employees who receive different pension benefits. ARTICLE XIV - MAINTENANCE OF STANDARDS 14. 1 The parties agree that all conditions of employment relating to wages, hours of work, overtime differentials, vacations, and all other _. general working conditions shall be maintained at not less than the highest minimum standard 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. • - 16 - �-��-���� • ARTICLE XV - LEAVES OF ABSF.NCF, 15. 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) . 15.2 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 unl�.mited. 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 Pau]_. 15.3 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 visits 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 persons up to a maximum of eight hours sick leave. 15.4 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 subject to such conditions as are imposed by law. Such leaves of absence as are granted under Article XVI 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. - 15.5 Jury Duty. Any employee who is required during his regular working hours to appear in court as a juror or witness except as a witness in his own behalf against the Employer, 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 Employer Business Office. 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 �uror or witness. • - 17 - ARTICI.E XV - LEAVE OF ABSENCE (continued) • 15.6 Funeral Leave. Any employee who has accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted one day of such leave to attend the funeral of the employee's grandparent or grandchild. 15.7 An employee elected or appointed to a full-time paid position by the exclusive representative may be granted a leave of absence without pay for not more than one year for the purpose of conducting the duties of the exclusive representative. 15.8 Parental/Maternity Leave: 15.8. 1 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 ].eave may be no longer than one (1) year. 15.8.2 Parental leave shall be gr�nted to employees for the birth or adoption of a child in accordance with applicable state laws. � • - 18 - ���i��� • ARTICL� XVI - MILITARY I.F.AVF. OI' APSF.NCR 16. 1 Pay Allowance. Any employee who shall be a member of the National — Guard, the Naval Militia or any other component of the militia of the state, now or 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 shall 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. ARTICLE XVII - MANAGEMENT RIGHTS 17. 1 The UNION recognizes the right of the EMPLOYER to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. All rights and authority which the EMPLOYER has not officially abridged, delegated or modified by this Agreement are retained by the EMPLOYER. _ 17.2 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 or 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. • - 19 - ARTICLr XVIII - SENTORTTY • 18. 1 Seniority, for the purpose of this AGREF,MENT, 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 employee's rank on the eligible list from which certification was made. 18.2 Seniority shall terminate when an employee retires, resigns or is discharged. 18.3 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. However, when layoff occurs in any of the titles listed below under Column A, layoff shall be based on inverse length of total seniority in all titles listed on the corresponding line under Column B. The Personnel Department will identify such least senior employee in the department reducing positions, and shall notify said employee of his/her reduction from the department. If there are any vacancies in • any of the titles under Column B on which seniority was based, in any other District department, the Personnel Department shall place the affected employee in such vacancy. If two or more vacant positions are available, the Personnel Department shall decide which vacant positions the affected employee shail fill. If no vacancy exists in such titles, then the least senior District employee in such titles shall be identified, and if the employee affected by the original departmental reduction is more senior, he/she shall have the right to claim that position and the least senior District employee in such titles shall be the employee laid off. For the purposes of this Article, the Board of Education is not included as a City department nor is a Board of Education employee included as a City employee. Column A Column B Clerk I Clerk I, Clerk II Clerk II Clerk I, Clerk II - Clerk-Typist I C1erk-Typist I, Clerk-Typist II Clerk-Typist II Clerk-Typist II, Clerk-Typist I Clerk-Stenographer I Clerk-Stenographer I, Clerk-Stenographer II Cashier I Cashier I, Cashier II Cashier II Cashier II, Cashier I Accounting Machine Operator I Accounting Machine Operator I, Accounting Machine Operator II Accounting Machine Operator II Accounting Machine Operator II, • Accounting Machine Operator I Data Entry Operator I Data Entry Operator I, Data Entry Operator II. - 20 - � ����a� • Article XVIII - Seniority (continued) 18.4 In cases where there are promotional series, such as Clerk I, II, III, etc. , when the number of employees in these higher titles is to be reduced, employees who have held lower titles which are in this bargaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs are made by any class title in any department. 18.5 In cases where an employee to be laid off has held no regular - appointment in a lower title in the same promotional series as his/her current title, that employee will be offered a reduction to the title within the bargaining unit to which he/she was regularly appointed immediately prior to his/her current title, so long as there is either a vacancy or, if no vacancy exists, a less senior employee in such title may be displaced. In cases where an employee to be laid off has held no regular appointment to any titles immediately prior to his/her current title, said employee shall be laid off. The employee reducing into a title formerly held must satisfactorily complete a six-month probationary period in such title. If the probationary period is not satisfactory, the employee shall, at any time during the probationary period, be reinstated to his/her former title and shall be laid off, but such employee's name will be placed on the reinstatement register in his/her former title and � "bumping" rights herein shall not again apply to such employee. This procedure will be followed by the City for City employees, and by the Board of Education for Board of Education employees; however, City employees being reduced or laid off may not displace Board of Education employees; Board of Education employees being reduced or laid off may not displace City employees. 18.6 It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 18.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two years of layoff. • - 21 - ARTICLE XIX - DISCIPLINE • 19. 1 The EMPLOYER will discipline employees for just cause only. Discipline will be in the form of: 19. 11 Oral reprimand; 19. 12 Flritten reprimand; 19. 13 Suspension; 19.14 Reduction; 19. 15 Discharge. 19.2 Any written reprimand made concerning any member of this bargaining - unit which is filed with the Personnel Office or within any EMPLOYER department, shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the EMPLOYER shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. 19.3 Suspensions, reductions, and discharges will be in written form. 19.4 Employees and the UNION will receive copies of written reprimands and notices of suspension and discharge. 19.5 Employees may examine all information in their EMPLOYER personnel files that concerns work evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under the direct supervision of the EMPLOYRR. � 19.6 Discharges will be preceded by a five- (5) 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- (5) day period, the EMPLOYER may affirm the suspension and discharge in accordance with the Civil Service Rules or may modify or withdraw same. 19.7 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that a UNION representative be present. 19.8 A grievance relating to rhis Article shall be processed in accordance with the grievance procedure in Article VI of this Agreement. This provision is not intended to abrogate rights of veterans pursuant to - statute. • - 22 - ��-ia�� • ARTICLr XX - VACANCIES 20. 1 The Personnel Office will inform all departments that notice stiall be • posted of all job vacancies in this unit in the department at l.east five days before appointment of a new employee to the vacancy. ARTICLE XXI - NO STRIKE, NO LOCKOUT 21. 1 Neither the Union, its officers or agents, nor any of the employees _ covered by this Agreement will engage in, encourage, sanction or support any strike, or the withholding in whole or in part of the full performance of their duties during the life of this Agreement, except as specifically allowed by the Public Employment Labor Relations Act. In the event of a violation of this Article, the Employer will warn employees of the consequences of their action and shall instruct them to immediately return to their normal duties. Any employee who £ails to return to his full duties within twenty-four (24) hours of such warning ma.y be subject to the penalties provided in the Public Employment Labor Relations Act. 21.2 No lockout, or refusal to allow employees to perform available work, shall be instituted by the Employer and/or its appointing authorities � during the life of this Agreement. • - 23 - AR'CTCI.I: XXii - ST:VLItANCE PAY . 22. 1 The Employer shall provide a severance pay program as set forth in this Article. 22.2 To be eligible for the severance pay program, an employee must meet the following requirements: 22.2. 1 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. " 22.2.2 The employee must be voluntarily separated from School District 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 severance pay program. 22.2.3 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, 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. 22.2.4 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. � 22.2.5 The employee must have accumulated a minimum of sixty (60) days of sick leave credits at the time of his separation from service. 22.3 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 200 accrued sick leave days. 22.4 The maximum amount of money that any employee may obtain through this severance pay program is $6,500. • - 24 - ������� • Article XXII - Severance Pay (continued) 22.5 For the purpose of thi.s 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's estate or spouse. 22.6 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. 22.7 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. 22.8 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. (See 22. 12 of this Article below.) � 2?..Q The provisions of this Article shall be effective as of January 1, 1984. 22. 10 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 (see 22. 12 below) , draw severance pay. However, an election by the employee to draw severance pay under either this Article or the basic School District Severance Pay Flan 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. 22. 11 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. 22. 12 Original Severance Pay Plan. Employees shall be eligible for severance pay in accordance with the School District's Severance Pay Plan. The amount of severance pay allowed shall be that amount permitted by State Statutes subject to the provision that the maximum amount allowed shall be $4,000. • - 25 - ARTICLE XXIII - EMERGENCY AND TEMPORARY EMPLOYEF.S • 23. 1 It is recognized that Emergency and Temporary employees are within the unit covered by this AGREEMENT, however, except as specifically provided by this AGREEMENT, emergency and temporary employees shall not have or acquire any rights or benefits other than specifically provided by the provisions of the Civil Service Rules and/or the Saint Paul Salary Plan and Rates of Compensation. ARTICLE XXIV - NON-DISCRIMINATION 24. 1 The terms and conditions of this AGREEMENT w�ll 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. 2.4.2 Employees will perform their duties and responsibilities in a non-discriminatory manner as such duties and responsibilities involve other employees and the general public. ARTICLE XXV - LEGAL SERVICES � 25. 1 Effective May 1, 1988, except in cases of malfeasance in office or willf.ul or wanton neglect of duty, the Employer shall defend, save harmless, and indemnify employee against tort claim or demand, whether groundless or otherwise, arising out of alleged acts or omission occurring in the performance or scope of the employee's duties. 25.2 Notwithstanding 25. 1, the Employer shall not be responsible for paying any legal service fee or for providing any legal service arising from any legal action where the employee is the plaintiff. • - 26 - ��=/aa� • ARTICLE XXVI - TERMS OF AGREEMENT 26. 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 subject 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 �f 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 subject or matter referred to or covered in this AGREEMENT. 26.2 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 judgment 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. � 26.3 Term of Agreement. This AGREEMENT shall be in full force and effect from January l, 1988, through December 31, 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 whereof, the parties have caused this AGREEMENT to be executed this 3 "�--- day of May, 1988. 26.4 This constitutes a tentative AGREEMENT between the parties which will be recommended by the School Board Negotiator, but is subject to the approval of the Board of Education and is also subject to ratification by Local Union No. 844. WITNESSES: INDEPENDENT SCHOOL DISTRICT N0. 625 LOCAL UNION 844, DISTRICT COUNCIL , 14 of the AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES, AFL-CIO C BY: BY: Scho Board Negotia or B sines Rep ese tive . BY: ��� BY: � • Chairman, Board of Education - 27 - O O C�i O N �Y' �O N Vl M Q`. 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G � r1 �o O .7 a0 � N N cd .� C1 � a�.+ N N a� O •-� �t n O Q� M i.+ �+ � 1� 1.� Gl L� U 3-+ U O O O � .� N O O p tA U �+ W cU O � .-� � � .-1 .--� •--� J� � N i-i N N rl v� cn ti a� �+ r p �+ a 3 � � �u o �o v • K � ao ao ao 0o w ao ao ao ao ao � � >+ � a► D, b p rl •rl 00 00 oO o0 a0 00 00 0� 00 00 O � I O m i cl7 N 'd +� � � I I I I I I I I ,o �E O � R1 O f-i f.+ p U �7 •--� �Y �-+ �t •--� �t .-i �t •--� c C u'1 N R S G l N 0 0 N Cl Gl O M O M O M O M O M N 3a C. w I I I I I I I I I 1 � M � � � � ,� O GL 4-1 �t �--� N �O � N O �--i N �--i N .-i N d W cn �--i rl .--i .t ,� .� •-i H � �d E-� vi <d F u - AS - - � � ������ , � .; � CITY OF SAINT P8L?L � : .'.t�,� r , �:in r.t,ia �B'B'ICE OF TF3� CITY COUNCIL RECEIVED - Committee Re or� �►u� i s t98a � cin c�K �ance, �dana�eme�t, & Persannel CQmmi�tee. _ - Au�ast 15, i988 � � 1. Approval of mi�utes of Juiy 25 and August 1 meetings. App�� FINANCE E MANAGEHENT 2. Resolution 88-1286 - amending the 1988 budget Denied by adding $20,000 to the Financing and Spe�c�ding Plans for Tuition Reimbursement Program. tReferred from Cou�cil August 4) _ 3. Resolution 88-1288 amending the 1988 budget by Laid over 1 week adding �210,000 to the Financing and Spendi�g Pians - for Conmunity Services-Parks 8 Recreation-Watergate Marina. (Referred from Cou�cil August 4) 4. Resolution 88-1289 - amending the 1988 budget � - �prp� � by adding $127,300 to the Financi�g and Spending '� Plans for Public Works Vehicie Rental. (Referred from Cou�cil August 4) - � 5. Resolution 88-1290 - amendi�g the 1988 budget by Appraved adding $16.657,570 to the Financing 8 Spending Pians fo� Public �Jorks Sewer Fund. (Referred from Council August 4) 6. Resolution 88-1292 - amending the 1988 CIS budget by Approved transfe�ring $52,000 fo� City Community War�ing System improveme�ts. (Refer�ed from Councii August 4) : 7. Resolutio� 88-1293 - amending the COBG budget by Appravecl transferring $206,000 for Oxfo�d Pool and Oistrict 11 Recreation Center. (Referred from Councii August 4} � C:I'Y HALL SEVENTH FLOOR SAI1�iTPAUL,�ll►ii�tESOTA SSI02 �- -�.•. . . ��"/�� � -- PERSONNEL 8. Resolution. Sa-1284 - changing the rate of pay for Apprpved - De�tal Assistant :in G�ade 17 to Grade 22 of the - _ Technicaf Standard Ranges in the Sa1a�y Plan acxi . Rates of Compensatibn. Resolution. (Refer�ed from Ccuncil August 4) � - 9. Resolution 88-1285 - establishing the rate of pay y�l�� for 5pecial Pro3ects Manager in Grade Id of �the � Professional Non-Supervisory Standard Ranges. (Referred from Council August 4) j,�,�,,, ` . 88-1226�►1°� ��r�} agreeme�at between � .�p� _...� �- . :and AFSCME Loca , er1Ca1 Emptoyees_ - (R�;�,f--£�om �ouc�ci 1 August 4) 11. Resolution SS-1227 -° approving agreement between A�� I50 #625 and AFSCME �.oca1 I842. Technical Employees. (Referred from Countil••August 4) 12. Resolution 88-1228 - approving agreement between Approved 1S0 #625 and the CTassified Confidential Employee's Association. (Refer.red fr-om Council August 4) MISCELLANEOUS � � 13. 0 i scuss i on of E i der Counc i i report on per d i em.s I,ai,d•ov�er to 8/24 paid by the city to members of city boards, commissions and committees. tReferred from Rules and Policy Canmittee Juty 8, taid over in Finance Corm+ittee August 8) � . 14. ° Appeara�ce of Mary Jane Rachner concerning Fire Lai.d over to 8/22 Oepartment personnel. � . 15. Ad3ourn. - Note: Agenda order is tentative and may be changed by the committee if circumstances dictate. Age�da times are �provided as a rough estimate so city staff involved in presentations can plan their aork schedule to minimize the time spent waiting for their- agenda item. The committee may telephone any scheduted presentor and ask them to advance their presentation if the committee is �unning ahead of schedule. Mate�ial for each agenda item is on file w�th the city cle�k's office and Wi11 be availabte at the committee hea�ing upon request.