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88-1229 WHITE - GTV CLERK PINK - FINANCE GITY OF SAINT PAUL Council fi� G CANARV - DEPARTMENT File NO. r, `" //�� • BLUE - MAVOR Council Resolution ,� --,-� � .� Presented By `----`1 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 the City of Saint Paul and the Saint Paul Supervisors' Organization. COUNCIL MEMBERS R ent of: Yeas Nays Dimond PERSONNEL OFFI E tA� In Favor Goswitz Rettman • s�ne;�e� _ Against By Sonnen Wilson Adopted by Council: Da[e �u� � I � Form prove y C' �.Qr c Certified Yas d y�C cil Secr ai By By t�pproved b Nlav • _ �u`7 � � Appr e by Mayor for Submi si n o C�u cil By PII�USHEB AU G 2 p 1988 ��aap .N°_ 014052 � PERSONNEL-L�,rHOR RELATIONS DEPARTMENT - JAMES C. LOMBARDI CONTACT NAlrlE 298-4221 � PHONE � � JU1�E 2 3, 1988 DATE ASSIGN NUMBER FOR ROtJTING ORDER: (See reverse side.) 0,-0�( �� c� \" � �Department Director 3 Mayor (or Assistant) � 1 � �. Finanae and Managament Services Director 4 City Clerk Budget Director _ City Attorneq _ � TOTAL NU�IBER OF SIGNATURE PAGES: (Clip all locat�ons for signature.) �AT WILL BE AGHIEVED B� TAKING ACTION ON THE ATTACHED MA�ERIALS?, (Purpose/Rationale) THIS RESOZUTION APPROVLS A TWO-YEAR CONTRACT BETWEEN THE CITY AND THE SAINT PAUL SUPERVISO�S' ORGANIZATION. THE CONTRACT PERIOD IS JANUARY 2, 1988 THROUGH DECEMBER 31, 1989. CQ�T/BENEFIT. BUDGETARY. AND YERSONNEL IMPACTS ANTICIPATED: PLEASE SEE ATTACHMENT. �(',,�� . �� 0�.198� p�pYp�g p�FICE co�ncii R� �INANCING �OURCE AI�D BUDGET ACTIVITY NU,�BER CHARGED OR CREDITED: search Cen�. (Mayor's signature not required if under $10,000.) JuL 2� 19� 2ota1 Amaunt of Trans�ction: Activity Number: Funding Source: , _ �::,. ATTACHMENTffi: (List"and number all attachments.) ' f, ": 1 - ATTACHMENT TO GREEN SHEET R EC E I U E D � 1 - 3T. PAUL SUPERV. QRGAN. CONTRACT SUMMARY 1 - COiJ�iCIL RESOLUTION JUN �7 1988 1 - COPY CITY CLERK .. 1 - PHY'LLIS BYERS � ADM�,NISTRAT�VE PR4CEDURES � �Yes _No Rules. Regulations, Procedures, or Budget Amendment required? _Yes T.:No If yes, are they or timetable attached? DEPARTMENT REVIEW CITY ATTORNEY REVIEW �Yes No Cour�cil resolution required? Resolution rec�uired? _Yes _No Yes �No Insurance required? Insurance si�fficient? �Yes _No �� _Yes �No Insurance attached? t ��`�zq ATTACHMENT TO GREEN SHEET Cost/Benefit, Budgetary and Personnel Impacts Anticipated: 1. There are 119 employees affected by this contract. 2. The current yearly payroll is $6,081,746. 3. The costs for 1988 include: $ 41,340 Salary Restoration $ 168,385 Salary Increase $ 209,725 Total Increase 4. The 1988 payroll will be $6,291,471. 5. The cost for 1989 will be $173,015. 6. The 1989 payroll will be $6,464,486. 7. The overall payroll increase for 1988 and 1989 will be $382,740. These figures reflect the restoration of $13.31 bi-weekly to the base rates. This amount had previously been removed from the base rates and paid by the Employer toward the employees dental insurance. Also reflected is a 2.757 general salary increase in both 1988 and 1989. The 1988 pay adjustments are retroactive to January 2, 1988 and apply only to employees who were on the payroll as of April 29, 1988. GRN SHT MISC I�h ' � � , ec�1 �"e� /Yt�Ynv Sa�nt Paul ��a�� Su e �� isars � , , OIan� at�on P•0. 30X 291, SAINT PAUL, 1�1N. 55102 � _ RECEIVED ... JUL 2 81988 �u�y 2 2, i 9as R�� CITY CLERK � .� � -(1( -,,._ � � ,�, �988 J�MFS S��MAN HFIgF�, George �_atimer, Mayor City of Saint Paul 347 City Hall and Courthouse 15 W. Kellogg Boulevard Saint Paul , Minnesota 55102 Dear Mayor latimer: After months of serious negotiations with the City's Chief �abor Negotiator and staff, the Negotiations Canmittee of S.P.S.O. reached what we all felt was a reasonable and f air agreement on a contract for 1988 and 1989. We sought and received the approval of the executive board and general membersn i p of S.P.S.0. to ratify that contract. A speci al effort was made to gather all the necessary signatures and that contract was signed on June 17, 1988. As of this date the document has not yet been delivered to the office of the City Clerk, where it can be put on the City Council agenda to be discussed. We feel something has broken down in the system that has caused what we feel is an unnecessary delay. We hope that this matter can be expedited so that those employees we represent might have some idea when to expzct their nego�iated wage settiement. Sincerely, '� Tony Ackermann Negot i ator S. P.S.0. T A/am c: Jim Scheibel � Rafe Vi scasi 11 as Frank Staffenson G,�-�-i��9 ,pl:��«, CITI' OF SAINT PAUL afE1 BISII OFFICE OF TFIE CITY COIINGIL JAMES SCHE(BEL Council President b�1°�i+�'�� ►\ W �UL 2'7 1988 T0: Councilmember Bill Wilson �� E� City Council Vice Presiden FROM: Councilmember Jim Scheibel City Council President RE: ITEM N0. 25 - CITY COUNCIL AGENDA JULY 28 DATE: July 27, 1988 Prior to receipt of the attached letter from the SPSO negotiator, Tony Ackermann, I indicated a routine committee referral for the agreement between the City and � the Supervisor's Organization. Since it appears that through some undefined delay, this matter is late in coming before the Council, I recommend that it be considered for passage at Thursday's Council meeting. JS/smj Attachment cc: City Councilmembers Rafe Viscasillas Frank Staffenson Tony Ackermann A1 Ulson CITY I-IALL SEVBNTH FLOOR SAINT PAUL, MINNESOTA 55102 6l2/298-5679 B�y46 ��a�� SAINT PAUL SUPERVISORS' ORGANIZATION CONTRACT SUrIlKARY I. Duration This is a two year contract covering 1988 and 1989. II. Administrative Service Fee The Administrative Service Fee charged by the City to members of the organization was increased from $ .50 to $1.00 per member, per month. III. Hours of Work and Overtime Regarding the granting of compensatory time for excess hours worked, the language was revised by deleting, "In unusual circumstances." This reflects the current employer practice of granting compensatory time for all hours worked in excess of the normal working hours. IV. Working Out of Classification The language providing out of title pay for employees working in an out-of-class assignment in a higher pay grade was deleted. V. Non-Discrimination New language was added indicating that the provisions of the agreement will apply to all employees in accordance with applicable city, state and federal law. VI. Discipline New language was added defining the forms of discipline and the rights of the employee regarding disciplinary matters. VII. Legal Services New language preventing the employer from having to pay the employee's legal fees in cases where the employee is the plaintiff was added. VIII. Maternity and Parental Leave Added was language allowing parental leave for the birth or adoption of a child in accordance with state law. ��a�� IX. Insurance A. The word contributions was substituted for the word benefits where reference is made to the Employer's insurance obligation for the contract period. B. The City's health insurance contributions for active employees will remain at the current levels of $70 for single and $180 for family coverage through 1989. C. The City's health insurance contributions for early retirees will remain $106.32 for single and $318.41 for family coverage through 1989. D. The eligibility requirements for early retiree health insurance contributions were increased for 1989. In addition to the previous requirements the early retiree must be 58 years of age and have completed 25 years of service or meet the rule of 85 or must have completed 30 years of service. Those who meet none of these requirements will be eligible � for pro—rated contributions based on age and years of service. E. This contract establishes eligibility requirements for the Medicare supplement insurance offered to retirees at the age of 65. This benefit will not be available in the future to retirees with less than 10 years of service. F. New language was added stating that the health insurance plans offered by the employer shall consist of the benefits and conditions established through the contracts between the employer and the selected insurance carriers. G. The employer will contribute up to $36.25 per month toward dental insurance. H. Language allowing for the implementation in 1989 of a flexible benefits plan was added. X. Vacation New language was added allowing the employee to carry over up to I5 days of vacation into the following year. XI. Severance Pay New eligibility requirements for severance pay were added. Instead of an employee being required to have at least 60 days of sick leave accrued at the time of separation, an employee must have at least 80 days. The maximum amount of severance pay was increased from $6,500 to $7,000 based on a sliding scale from 20 years of service to 25 years of service. • ' .- �;,��ia�� 1988 - 1989 COLLECTIVE BARGAINING AGREEMENT - between - THE CITY OF SAINT PAUL - and - SAINT PAUL SUPERVISORS' ORGANIZATION . . gg� ia� `� , � INDEX ARTICLE TITLE PAGE Preamble iii I Recognition 1 II Saving Clause 2 III Management Rights 3 IV Maintenance of Standards 4 V Check Off and Administrative Service Fee 5 VI Hours of Work and Overtime 6 VII Seniority 7 VIII Non-Discrimination g IX Discipline g % Legal Services 10 XI Grievance Procedure 11 %II Wages 15 XIII Maternity Leave 16 XIV Insurance 17 XV Vacation 21 XVI Holidays 22 RVII SeveraACe Pay 23 XVIII Sick Leave 25 XIR Mileage 26 XX Duration and Effective Date 27 Appendix A A1 - ii - . � ` � ��-�zz9 P R E A M B L E This AGREEMENT, entered into between the City of Saint Paul, hereinafter referred to as either the "EMPLOYER" or the "CITY", and the Saint Paul Supervisors' Organization, hereinafter referred to as the "ORGANIZATION", for the purpose of fostering and promoting harmonious relations between the ENIPLOYER and the ORGANIZATION in order that a high level of public service can be provided to the citizens of the CITY. This AGREEMENT attempts to accomplish this purpose by providing a fuller and more complete understanding on the part of both the EMPLOYER and the ORGANIZATION of their respective rights and responsibilities. The provisions of this AGREEMENT shall not abrogate the rights and/or duties of the EMPLOYER, the ORGANIZATION, or the employees as established under the provisions of the Public Employee Labor Relations Act of 1971, as amended. - iii - J - , �///�' �/�/��/��/ % ��a , ' ARTICLE I - RECOGNITION 1 .1 The EMPLOYER recognizes the Saint Paul Supervisors' Organization as the exclusive representative for the White Collar Supervisory Employees of the Professional Group, and certain Unclassified Supervisory Employees, as certified by the State of Minnesota, Bureau of Mediation Services, i dated December 11, 1973, Case No. 74-PR-207A and as revised by Unit ' Clarification Hearing of Bargaining Unit, April 16, 1974, Case No. i 74-PR-414-A. and as revised by Certification of Exclusive Representative, December 7, 1977, Case No. 78PR500A. 1.2 The parties agree that any new classifications which are covered by the certification as stated in Article 1.1 above shall be recognized as part of this bargaining unit. - 1 - . - , ARTICLE II - SAVINGS CLAUSE � 2.1 This AGREEMENT is sub�ect to the laws of the United States and the State of Minnesota. In the event any provision of this AGREEMENT shall be held to be contrary to law by a court of competent jurisdiction from whose final judgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in full force and effect. The voided provision may be renegotiated at the written request of either party. All other provisions of this AGREEMENT shall continue in full force and effect. - 2 - � - � �-��,�� Q • � ARTICLE III - MANAGEMENT RIGHTS 3.1 The ORGANIZATION 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. 3.2 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 organiza- tional structure and selection and direction and number of personnel. - 3 - ARTICLE IV - MAINTENANCE OF STANDARDS � 4.1 The parties agree that all conditions of employment relating to wages, hours of work, vacations, and all other general working conditions except as modified by this agreement 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 (Council File No. 273022, June 2, 1979 as amended) and the Saint Paul Salary Plan and Rates of Compensation (Council File No. 277198, August 8, 1981 as amended) 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. - 4 - . � �?'��`"�z 29' . � ARTICLE V - CHECR OFF AND ADMINISTRATIVE SERVICE FEE 5.1 The EMPLOYER agrees to deduct the ORGANIZATION membership initiation fee assess- ments 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 ORGANIZATION 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. 5.2 Any present or future employee who is not an ORGANIZATION member shall be required to contribute a fair share fee for services rendered by the ORGANI- ZATION. Upon notification by the ORGANIZATION, the EMPLOYER shall check off said fee from the earnings of the employee and transmit the same to the ORGANIZATION. In no instance shall the fair share fee exceed 857 of regular membership dues. It is also understood that in the event the EMPLOYER shall make an improper fair share deduction from the earnings of the employee, the ORGANIZATION shall be obligated to make the EMPLOYER whole to the extent that the EMPLOYER shall be required to reimburse such employee for any amount improperly withheld. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 5.3 Administrative Service Fee. The ORGANIZATION agrees that an administrative fee of one dollar (51.00) per member, per month shall be deducted by the EMPLOYER from the amount withheld for dues or fair share prior to remittance of dues or fair share to the ORGANIZATION. 5.4 The ORGANIZATION agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or �udgments 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. - 5 - ARTICLE VI - HOURS OF WORK AND OVERTIME ' 6.1 The normal hours of work for the employees shall be seven and three- fourths (7 3/4) hours in any 24 hour period and 38 3/4 hours in a 7 day period. For employees on a shift basis this shall be construed to mean an average of 38 3/4 hours a week. 6.2 Employees who work more than 7 3/4 hours in any 24 hour period or more than 38 3/4 hours in any 7 day period shall not receive pay for such additional work. 6.3 It is understood by the parties that Section 28H - OVERTIME COMPENSATION- of the Civil Service Rules (Council File No. 273022, June 2, 1979 as amended) shall not apply to this unit. 6.4 Employees who work more than 7 3/4 hours in any 24 hour period or more than 38 3/4 hours in any particular 7 day period may be granted compensatory time with the approval of their department head. - 6 - „ - � � � �y_�az 9 - ARTICLE VII - SENIORITY 7.1 Seniority, for the purposes of this AGREEMENT, shall be defined as follows: The length of continuous, regular and probationary service with the EMPLOYER from the date an employee was first certified and appointed to a class title covered by this AGREEMENT, it being further understood that seniority is confined to the current class assignment held by an employee. In cases where two or more employees are appointed to the same class title on the same date, the seniority shall be deter- mined by the employee's rank on the eligible list from which the certification was made. 7.2 Seniority shall terminate when an employee retires, resigns, or is discharged. 7.3 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. 7.4 In cases where there are promotional series, such as Engineer I, II, III, etc., when the number of employees in the higher titles is to be reduced, employees who have held lower titles will be offered reductions to the highest title to which class seniority would keep them from being laid off, before layoffs are made by any class title in any department. 7.5 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two years of layoff. It is understood that such employees will pick up their former seniority date in any class of positions that they previously held. 7.6 To the extent possible, vacation periods shall be assigned on the basis of seniority. It is, however, understood that vacation assignment shall be subject to the ability of the EMPLOYER to maintain operations. - 7 - ARTICLE VIII - NON-DISCRIMINATION ' 8.1 The provisions of this Agreement shall be applied equally by the Employer and the Organization to all employees covered by this Agreement in accordance with applicable city, state and federal law. i - 8 - . �-�-�z�-9 - ARTICLE IX - DISCIPLINE 9.1 Discharges will be preceded by a five (5) day preliminary suspension without pay. During said period the employee and/or ORGANIZATION may - request, and shall be entitled to a meeting with the EMPLOYER representative who initiated the suspension with intent to discharge. During the 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. 9.2 A suspended employee may file a grievance action under the provisions of the Civil Service Rules. 9.3 The EMPLOYER will discipline the employees for just cause only. Discipline may be in any of the for.ms listed below. Oral reprimand; Wrftten reprimand; Suspension; Reduction; Discharge; 9.4 Suspensions, reductions and discharges will be in written form. 9.5 Employees and the ORGANIZATION will receive copies of written reprimands and notices of suspension, discharge and reductions. 9.6 Employees may examine all information in their IIKPLOYER personnel files. Files may be examined at reasonable times. 9.7 An employee to be questioned concerning an investigation of disciplinary action shall have the right to request that an ORGANIZATION representative be present. - 9 - ARTICLE X - LEGAL SERVICES � 10.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, EMPLOYER shall defend, hold harmless and indemnify employee against any tort claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance and scope of employee's duties. 10.2 Notwithstanding Article 10.1, 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. - 10 - � - � � �y�,� z9 - � ARTICLE XI - GRIEVANCE PROCEDURE 11.1 A grievance is defined as a dispute or disagreement as to the inter- pretation or application of the specific terms and conditions of this AGREEMENT. 11.2 The EMPLOYER will recognize representatives designated by the ORGANIZATION as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The ORGANIZATION shall notify the E1�LOYER in writing of the names of such Organization Represen- tatives and of their successors when designated. The EMPLOYER shall notify the ORGANIZATION in writing as to its designated representatives. 11.3 It is recognized and accepted by the ORGANIZATION and the EMPLOYER that the processing of grievances as hereinafter provided is limited by the �ob duties and responsibilities of the employees and shall therefore be accomplished during normal working hours when consistent with such employee duties and responsibilities. The aggrieved employee and an ORGANIZATION representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the EMPLOYER during normal working hours provided that the employee and the ORGANIZATION Representative have notified and received the approval of designated supervisor and provided that such absence is reasonable and would not be detrimental to the work program of the EMPLOYER. It is understood that the EMPLOYER shall not use the above limitation to hamper the processing of grievances. 11.4 Grievances, as defined by Paragraph 11.1, shall be resolved in conformance with the following procedure: - 11 - , . , ARTICLE XI - GRIEVANCE PROCEDURE (Continued) � Step 1. An employee claiming a violation concerning the interpretation or application of this AGREIIKENT shall, within twenty-one (21) calendar days after such alleged violation has occurred, present such grievance to the Employee's supervisor as designated by the EMPLOYER. The Employer- designated representative will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth the nature of the grievance, the facts on which it is based, the provision or provisions of the AGREEMENT allegedly violated, the remedy requested, and shall be appealed to Step 2 by the ORGANIZATION within fifteen (15) calendar days after the Employer-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the ORGANIZATION within fifteen (15) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the ORGANIZATION and discussed with the Employer-designated Step 2 representative. The Employer-designated representative shall give the ORGANIZATION the Employer's Step 2 answer in writing within ten (10) calendar days following the Employer-designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the ORGANIZATION within ten (10) calendar days shall be considered waived. Step 3. If appealed, the written grievance shall be presented by the ORGANIZATION and discussed with the Employer-designated Step 3 representative. The Employer-designated representative shall give the ORGANIZATION the Employer's answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed to Step 4 within ten (10) calendar days following the Employer-designated representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the ORGANIZATION within ten (10) calendar days shall be considered waived. - 12 - � � � � ��z9 ° ARTICLE XI - GRIEVANCE PROCEDURE (Continued) Step 4. A grievance unresolved in Step 3 and appealed to Step 4 by the ORGANIZATION shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971, as amended. If a mutually acceptable arbitrator cannot be agreed upon, the selection of an arbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as established by the Public Employment Relations Board. The arbitrator shall have no right to amend, modify, nullify, ignore the terms and conditions of this AGREEMENT. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the EMPLOYER and the ORGANIZATION, and shall have no authority to make a desision 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, with copies to both parties and the Bureau of Mediation Services 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 binding on both the EMPLOYER and the ORGANIZATION and 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. 11.5 The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the EMPLOYER and the ORGANIZATION provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings the cost shall be shared equally. - 13 - r � ' � , ARTICLE XI - GRIEVANCE PROCEDURE (Continued) � 11.6 If a grievance is not presented within the time limits set forth above, it shall be considered "waived". If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shall be considered settled on the basis of the EMPLOYER'S last answer. If the EMPLOYER does not answer a grievance or an appeal thereof within the specified time limits, the ORGANIZATION may elect to take the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the EMPLOYER and the ORGANIZATION in each step. 11.7 It is understood by the ORGANIZATION and the EMPLOYER that a grievance may be initiated by the ORGANIZATION using 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 Civil Service Rules it shall not again be submitted for arbitration under this grievance procedure. - 14 - ,�� 'i��9 ARTICLE XII - WAGES . 12.1 The wage schedule for the purpose of this contract shall be Appendix A. The January 2, 1988 rates shown in Appendix "A" represents a two and three fourths percent (2.757) increase over the January 3, 1987 rates. Before applying the 2.75� increase the 1987 rates were increased $13.31 bi-weekly. This restores the $13.31 bi-weekly to the base rates. This amount had previously been removed from the base rates and paid by the the Employer toward the employee's dental insurance. The December 31, 1988 rates shown in Appendix "A" represent a two and three fourths percent (2.75') increase over the January 2, 1988 rates. 12.2 Retroactive pay ad�ustments shall not apply to any employee whose employment was terminated prior to April 29, 1988. 12.3 In the event of the death of an employee in this bargaining unit Article 12.2 above shall not apply. 12.4 The rates in Appendix A for the title of Property Manager are frozen at the 1987 rates in accordance with Article 28.0 of the Civil Service rules. The Saint Paul Supervisors' Organization is silent as to the appropriateness of the application of Article 28.0 of the Civil Service rules in the reallocation of the title of Property Manager to a lower grade. 12.5 The rates in Appendix A also reflect a Comparable Worth adjustment for the title of Nutritionist III. The ad�ustment is a regrading from Grade 13 to Grade 17. In the event an appeal of this Comparable Worth adjustment is submitted prior to September 1, 1988 and the determination in that appeal results in an upgrading, those results shall be retroactive to January 2, I988. - 15 - 7 �c.�� - �/ �,�`, � � � ��,.�x� - � ARTICLE XIV - INSURANCE 14.1 The EMPLOYER will continue for the period of this AGREEMENT to provide for employees such health and life insurance contributions as are provided by EMPLOYER at the time of execution of this AGREEMENT. 14.2 The Employer will for the period of this Agreement provide for employees who retire after December 31, 1987 and who select a health insurance plan .provided by the Employer and until such retirees reach sixty-five (65) years of age, the cost of such early retiree coverage or $106.32 per month whichever is less. For such early retirees selecting family coverage the Employer will contribute the cost of such family coverage or $318.41 per month, whichever is less. The Employer will also contribute the cost for $5,000 of life insurance coverage for such early retiree until the early retiree reaches age sixty-five (65) at which time the life insurance coverage shall terminate. 14.3 For Employees who retire at the age of 65 or older or for early retirees upon reaching age 65, and who have completed at least ten years of service 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 City Council Resolution. For such employees or early retirees who have not completed at least ten (10) years of service 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. - 17 - ARTICLE XIV - INSURANCE (Continued) ' 14.4 Employees who retire after execution of this Agreement must meet the following conditions at the time of retirement to be eligible for the early retiree insurance benefits set forth in Article 14.2. 14.4.1 Be receiving benefits from a public employee retiree act covering employees of the City of St. Paul at the time of retirement. AND 14.4.2 Have severed his relationship with the City of St. Paul under one of the early retiree plans. 14.5 Effective January 1, 1989 in addition to meeting the eligibility requirements stated in 14.4.1 and 14.4.2 above, retiring employees must also meet the following condition in order to be eligible for the early retiree insurance benefits set forth in Articles 14.2. 14.5.1 Must be at least 58 years of age and have completed 25 years of employment with the City of St. Paul OR The combination of their age and their years of service must equal eighty-five (85) or more OR Must have completed at least thirty (30) years of service. 14.6 Effective January 1, 1989 full-time employees who retire and who meet the conditions set forth in 14.4.1 and 14.4.2 but who meet none of the conditions set forth in 14.5.1, 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 90� 90Z 83 857 857 82 80� 80' 81 757 75' 80 70� 707 - 18 - - � - - ��, � 9 ARTICLE XIV — INSURANCE (Continued) 14.7 For each eligible employee covered by this AGREEMENT selecting a health insurance program supplied to the City, the City shall pay the entire cost of such coverage, or $70.00 per month whichever is less. For each employee selecting family coverage, the City shall pay the entire cost of such family coverage or $180.00 per month, whichever is less. 14.8 Notwithstanding Article 14.7, for each eligible employee covered by this Agreement selecting the health insurance program supplied to the City by Physicians Health Plan, the City shall pay the entire cost of such coverage, or $78.98 per month, whichever is less. In addition, for each employee selecting dependent's coverage under the program offered to the City by Physicians Health Plan, the City shall pay the entire cost of such dependent's coverage or $174.32 per month, whichever is less. This Article 14.8, applies only to employees who were covered by the health insurance program supplied to the City by Physicians Health Plan as of November 1, 1984 and shall continue to apply only as long as such employee remains continuously covered by such program. 14.9 The Employer will attempt to prevent any changes in the benefits offered by . the Health Maintenance Organizations plans. However, employees selecting one of the plans offered by one of the Health Maintenance Organizations agree to accept any changes in benefits which the specific Health Maintenance Organization implements. 14.10 The City agrees to contribute the cost for 55,000 of Life Insurance Coverage for each employee who is eligible for such coverage. 14.11 In addition to the $5,000 Life Insurance Coverage in 14.10, the EMPLOYER agrees to contribute the cost of additional life insurance coverage. The total amount of life insurance coverage provided under this section, 14.11, and section 14.10 for each employee shall be equal to the employee's annual salary to the nearest full thousand dollars. For the purpose — 19 — ARTICLE %IV - INSURANCE (Continued) 14.11 (cont.) of this section, the employee's annual salary shall be based on the salary as of the first day of the first payroll period in each fiscal year of this Agreement. 14.12 Upon the effective date of the resolution approving this Agreement, the EMPLOYER agrees to pay the amount of $36.25 per month for each employee eligible for such coverage to the Dental Insurance Plan Fund established by the ORGANIZATION. $28.95 of this $36.25 monthly payments shall be retroactive to January 1, 1988. Any increase in the Dental insurance premium after December 31, 1988 shall be paid by the Employee. 14.13 It is clearly understood by all parties that the ORGANIZATION'S Dental Insurance Fund shall continue to be administered solely and entirely by the ORGANIZATION. It is further understood that any Dental Insurance Program obtained through monies submitted to this Fund shall be administered solely and entirely by the ORGANIZATION. 14.14 It is the intention of the Employer to establish and implement a process through which a variety of selected insurance coverages can be paid by Employer contributions, as well as by Employee's contributions. It is the intention of the Employer to have this implemented by January 1, 1989. Under this plan the employer will contribute up to two-hundred thirty dollars ($230.00) per month toward the cost of the premiums for insurance coverages selected by the employee. The selection will be limited to the insurance plans offered by the employer and must be selected in the priority order identified by the employer. The Employer will make responsible efforts to establish a system to implement this new plan. However, in the event that the Employer is unable to implement the system by January 1, 1989 the provisions of , Article 14.1 through 14.13 shall continue to apply. - 20 - � � (,,��-ia� � � ARTICLE XV - VACATION 15.1 In each calendar year, each full-time employee shall be granted vacation according to the following schedule: Years of Service Vacation Granted Less than 8 years 15 days After 8 years thru 15 years 20 days After 15 years and thereafter 25 days Employees who work less than full-time shall be granted vacation on a pro rata basis. 15.2 The head of the department may permit an employee to carry over into the following year up to fifteen days' vacation. 15.3 The time of vacation shall be approved by the head of the department in which the employee is employed. If an employee has been granted more vacation than he has earned up to the time of his separation from the City service, the employee shall reimburse the City for such unearned vacation. If an employee is separated from the service by reason of resignation, he shall be granted such vacation pay as he may have earned and not used up to the time of such separation, provided that he has notified the department head in writing at least fifteen calendar days prior to the date of his resignation. If an employee is separated from the service by reason of discharge, retirement or death, he shall be granted such vacation pay as he may have earned and not used up to the time of such separation. The provisions of this Section shall not apply to temporary or emergency employees. 15.4 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 to vacation at the rate of one-half day's vacation for each day of sick leave credit. No employee may convert more than ten (10) days of sick leave in each calendar year under this provision. - 21 - ARTICLE XVI - HOLIDAYS ' 16.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Year's Day Labor Day Martin Luther Ring Day (1986) Columbus Day Presidents Day Veterans' Day Memorial Day Thanksgiving Day Independence Day Christmas Day Two floating holidays Eligible 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. 16.2 The floating holidays set forth in Section 16.1 above may be taken at any time during the contract year, subject to the approval of the Department Head of any employee. 16.3 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. - 22 - � � ��'�/za9 " ARTICLE XVII - SEVERANCE PAY 17.1 Effective on the date of signing of this agreement the employer shall provide a severance pay program as set forth in this Article 17. 17.2 To be eligible for the severance pay program, an employee must meet the following requirements: 17.2.1 The employee must be voluntarily separated from City employment or have been sub�ect to separation by lay-off or compulsory retirement. Those employees who are discharged for cause, misconduct, inefficiency, incompetency, or any other disciplinary reason are not eligible for the City severance pay program. 17.2.2 The employee must file a waiver of re-employment with the Personnel Director, 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 or with Independent School District No. 625. 17.2.3 The employee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his separation from service. 17.3 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 as shown below based on the number of years of service in the City. Years of Service with the City Maximum Severance Pay At Least 20 $4,000 21 4,600 22 5,200 23 5,800 24 6,400 25 7,000 - 23 - ARTICLE RVII - SEVERANCE PAY (Continued) ' 17.4 Notwithstanding Article 17.3 employees hired prior to February 23, 1974 who meet the qualifications in 17.2.1, 17.2.2 and 17.2.3 and who have at least ten (10) years of service with the employer will be granted severance pay in an amount equal to one-half of the daily rate of pay for the position held by the employee on the date of separation for each day of accrued sick leave subject to a maximum of $6,500. 17.5 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay shall be made to the employee's estate or spouse. 17.6 For the purpose of this severance program, a transfer from the City of Saint Paul employment to Independent School District No. 625 employment is not considered a separation of employment, and such transferee shall not be eligible for the City severance program. 17.7 The manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. 17.8 This severance pay program shall be sub�ect to and governed by the pro- visions of City Ordinance No. 11490 except in those cases where the specific provisions of this article conflict with said ordinance and in such cases, the provisions of this article shall control. - 24 - • � . �� '��'� . - ARTICLE XVIII — SICK LEAVE 18.1 Employees shall accumulate sick leave credits at the rate of .0576 of a working hour for each full hour on the payroll excluding overtime. Sick leave shall be granted in accordance with the Civil Service Rules. — 25 — ARTICLE XIX - CITY MILEAGE 19.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance of their duties, the following provisions are adopted. 19.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive written authorization from the Department Head. Type 1. If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shall be reimbursed at the rate of ffi3.00 per day for each day the employee's vehicle is actually used in performing the duties of the employee's position. In addition, the employee shall be reimbursed 15� per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reim- bursed at the rate of 15� per mile driven and shall not be eligible for any per diem. Type 2. If an employee is required to use his/her own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $3.0,0 per day for each day of work. In addition, the employee shall be reimbursed 15C per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the department head or designated representative determines that an employer vehicle is available for the employee's use but the employee desires to use his/her own automobile, then the employee shall be reim- bursed at the rate of 15C per mile driven and shall not be eligible for any per diem. 19.3 The City will provide parking at the Civic Center Parking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personal car available for City business. Such parking will be provided only for the days the employee is required to have his or her own personal car available. 19.4 Rules and Regulations: The Mayor shall adopt rules and regulations governing the procedures for automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and shall file monthly affidavits stating the number of days worked and the number of miles driven, and further require that they maintain automobile liability insurance in amounts of not less than $100,000/$300,000 for personal injury, and $25,000 for property damage, or liability insurance in amounts not less than $300,000 single limit coverage, with the City of Saint Paul named as an additional insured. These rules and regulations, together with the amendment thereto, shall be maintained on file with the city clerk. - 26 - , � ��a� � � ARTICLE XXI - DURATION AND EFFECTIVE DATE 21.1 Complete Agreement with Waiver of Bargaining. This AGREEMENT shall re- present the complete AGREEMENT between the ORGANIZATION and the F.MPLOYER. The parties acknowledge that during the negotiations which resulted in this AGREEMENT, each had the unlimited right and opportunity to make re- quests and proposals with respect to any sub�ect or matter not removed by law from the area of collective bargaining, and that the complete under- standings 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 ORGANIZATION, 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 sub3ect or matter referred to or covered in this AGREEMENT. 21.2 Except as herein provided this AGREEMENT shall be effective as of the date it is executed by the parties and shall continue in full force and effect through December 31, 1989, and t�ereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend, or modify this AGREEMENT shall notify the other in writing so as to comply with the _ provisions of the Public Employment Labor Relations Act of 1971. - 27 - � . • . ARTICLE XXI - DURATION AND EFFECTIVE DATE (Continued) w 21.3 This constitutes a tentative AGREEMENT between the parties which will be recommended by the City Negotiator, but is subject to the approval of the Administration of the City, and is also subject to ratification by the ORGANIZATION. WITNESSES: CITY OF SAINT PAUL SAINT PAUL SUPERVISORS' ORGANIZATION • Gli'"� • <�C�C( James C. Lom ardi Pr sident Labor Relations Manager L��%. Rafae asillas Person e Director 1 Dated: June 17, 1988 - 28 - . �� . ��a � APPENDIX A TITLES AND SALARIES Storeroom Manager A B C D E F G 10-yr. 15-yr. EFFECTIVE: 1-2-88 962.41 1001.67 1042.02 1093.49 1146.92 1205.37 1265.74 1304.20 1341.75 12-31-88 988.88 1029.22 1070.68 1123.56 1178.46 1238.52 1300.55 1340.07 1378.65 City Information and Complaint Officer 1-2-88 990.46 1031.39 1072.58 1125.91 1182.68 1242.16 1304.17 1341.75 1381.20 12-31-88 1017.70 1059.75 1102.08 1156.87 1215.20 1276.32 1340.03 1378.65 1419.18 Office Manager 1-2-88 1021.88 1061.20 1103. 10 1159. 14 1217.66 1278.90 1341.75 1382.89 1423.92 12-31-88 1049.98 1090.38 1133.44 1191.02 1251.15 1314.07 1378.65 1420.92 1463.08 Assistant City Clerk Supervising Dental Hygienist Supervisor of Elections 1-2-88 1051.53 1094.40 1138.01 1194.95 1254.31 1318.34 1382.89 1421.38 1466.63 12-31-88 1080.45 1124.50 1169.31 1227.81 1288.80 1354.59 1420.92 1460.47 1506.96 Supervisor of Assessments 1-2-88 1083.93 1126.78 1172.12 1229.88 1291.92 1356.63 1423.92 1468.46 1510.43 12-31-88 1113.74 1157.77 1204.35 1263.70 1327.45 1393.94 1463.08 1508.84 1551.97 Business Assistance Program Supervisor Supervisor of Customer Services--Water Department 1-2-88 1116.22 1160.04 1207.18 1267.69 1329.54 1396.89 1468.46 1511.30 1554.23 12-31-88 1146.92 1191.94 1240.38 1302.55 1366.10 1435.30 1508.84 1552.86 1596.97 Recorder of Council Proceedings 1-2-88 1149.46 1194.95 1243.07 1305.08 1371.38 1438.79 1511.30 1556.00 1602.10 12-31-88 1181.07 1227.81 1277.25 1340.97 1409.09 1478.36 1552.86 1598.79 1646.16 Assistant Director of Human Rights Public Health Nurse III Public Works Technician IV Supervisor of Sidewalk Construction Water Department Technician IV 1-2-88 1184.43 1232.42 1280.67 1343.59 1411.65 1481.62 1556.00 1603.98 1651.18 12-31-88 1217.00 1266.31 1315.89 1380.54 1450.47 1522.36 1598.79 1648.09 1696.59 Administrative Assistant Administrative Assistant--Community Services Fireman-Mechanic General Foreman Housing Information Coordinator 1-2-88 1220.24 1269.19 1319.04 1385.45 1454.51 1527.03 1603.98 1651.18 1699.27 12-31-88 1253.80 1304.09 1355.31 1423.55 1494.51 1569.02 1648.09 1696.59 1746.00 - A1 - � • . APPENDIX A (Continued) Nutritionist III (eff. 6-04-88) Recreation Director III Supervisor of Traffic Maintenance Water Chemist III A B C D E F G 10-yr. 15-yr. EFFECTIVE: 1-2-88 1256.89 1306.74 1359.22 1425.69 1496.53 1572.53 1651.18 1701.85 1752.50 12-31-88 1291.45 1342.68 1396.60 1464.90 1537.68 1615.77 1696.59 1748.65 1800.69 Contract Compliance Supervisor Environmental Health Program Supervisor Medical Technologist Supervisor Supervisor of Investigation--Human Rights Department 1-2-88 1294.49 1345.24 1398.66 1470.20 1542.75 1621.47 1701.85 1753.44 1802.40 12-31-88 1330.09 1382.23 1437.12 1510.63 1585.18 1666.06 1748.65 1801.66 1851.97 **Property Manager 1-2-88 1323.11 1376.72 1432.01 1504.35 1580.00 1660.02 1743.34 1795.31 1848.96 12-31-88 1323.11 1376.72 1432.01 1504.35 1580.00 1660.02 1743.34 1795.31 1848.96 Accountant IV Building Design Contract Administrator Building Maintenance Coordinator Computer Services Manager Electronic Data Processing Supervisor Job Creation and Training Program Manager Real Estate Risk and Facilities Manager Safety Coordinator 1-2-88 1373.17 1428.26 1485.07 1559.40 1637.13 1719.35 1804.96 1858.36 1913.48 12-31-88 1410.93 1467.54 1525.91 1602.28 1682.15 1766.63 1854.60 1909.46 1966.10 Chief Surveyor Maintenance & Conservation Inspection Supervisor Right-Of-Way Engineer Transportation Administrator 1-2-88 1413.45 1471.09 1528.79 1605.72 1686.15 1771.68 1858.36 1914.28 1971.10 12-31-88 14�2.32 1511.54 1570.83 1649.88 1732.52 1820.40 1909.46 1966.92 2025.31 Environmental Health Director Parking Administrator Supervisor of Building Design & Plan Review Water Revenue Superintendent Water Treatment Supervisor 1-2-88 1456.31 1514.04 1575.20 1653.81 1736.77 1823.32 1914.28 1971.99 2029.67 12-31-88 1496.36 1555.68 1618.52 1699.29 1784.53 1873.46 1966.92 2026.22 2085.49 - A2 - . 1 �r �'�a�� A..°PENDIX A (Continued) Accountant V Cable Communications Officer Parks and Recreation Manager Supervisor of Rehabilitation A B C D E F G 10-yr. 15-yr. EFFECTIVE 1-2-88 1500.83 1560.28 1623.21 1703.57 1788.36 1879.29 1971.99 2032.32 2091.72 12-31-88 1542.10 1603.19 1667.85 1750.42 1837.54 1930.97 2026.22 2088.21 2149.24 EDP Systems and Programming Supervisor Health Administration Manager Legislative and Research Assistant to the Council Librarian IV (Children & Youth) Librarian IV (Circulation) Librarian IV (Extension) Librarian IV (Fine Arts & Audio Visual) Librarian IV (Reference) Librarian IV (Science & Industry) Librarian IV (Technical Services) Nutritionist IV Public Health Nursing Supervisor 1-2-88 1544.52 1606.60 1670.37 1755.17 1842.52 1934.48 2032.32 2091.72 2151.94 12-31-88 1586.99 1650.78 1716.31 1803.44 1893.19 1987.68 2088.21 2149.24 2211.12 Accounting Manager Civil Engineer IV Civil Engineer IV-Water Department Civil Engineer--Valuations and Assessments Claims Manager Dentist Municipal Garage Supervisor Office Engineer Supervisor of Technical Services 1-2-88 1590.92 1656.44 1721.96 1807.58 1896.86 1992.12 2091.72 2155.50 2217.55 12-31-88 1634.67 1701.99 1769.31 1857.29 1949.02 2046.90 2149.24 2214.78 2278.53 Building & Housing Inspection Supervisor Chief Internal Auditor Principal Designer Program Administrator Superintendent of Maintenance--Parks & Recreation Zoo Director 1-2-88 1639.80 1704.44 1774.36 1860.16 1955.30 2053.20 2155.50 2220.11 2283.96 12-31-88 1684.89 1751.31 1823.15 1911.31 2009.07 2109.66 2214.78 2281.16 2346.77 - A3 - APPENDIX A (Continued) . License Inspector Library Public Services Manager Principal Planner Senior Principal Planner Technical Services Manager A B C D E F G 10-yr. 15-yr. EFFECTIVE: 1-2-88 1687.87 1756.04 1825.98 1917.78 2013.04 2114.41 2220.11 2285.75 2353.01 12-31-88 1734.29 1804.33 1876.19 1970.52 2068.40 2172.56 2281.16 2348.61 2417.72 *Public Works Maintenance Services Engineer Purchasing Agent Superintendent of Programming Superintendent of Water Supply 1-2-88 1739.40 1808.46 1881.05 1975.43 2075.06 2176.50 2285.75 2355.60 2423.80 12-31-88 1787.23 1858.19 1932.78 2029.75 2132.12 2236.35 2348.61 2420.38 2490.45 Library Services Manager Purchasing Systems Manager Treasury Manager 1-2-88 1791.81 1862.71 1937.81 2034.07 2135.50 2243.74 2355.60 2425.48 2496.35 12-31-88 1841.08 1913.93 1991.10 2090.01 2194.23 2305.44 2420.38 2492.18 2565.00 Assistant City Engineer Manager of Data Processing *Sewer Engineer 1-2-88 1845.22 1919.44 1996.37 2095.25 2199.22 2310.29 2425.52 2496.35 2572.29 12-31-88 1895.96 1972.22 2051.27 2152.87 2259.70 2373.82 2492.22 2565.00 2643.03 Building Code Officer Deputy Director-Community Development Deputy Director-Downtown Development Deputy Director-Housing Deputy Director--Neighborhood Development Deputy Director-Planning Director of Human Rights 1-2-88 1901.14 1976.28 2055.82 2158.93 2266.53 2379.23 2498.15 2573.30 2648.45 12-31-88 1953.42 2030.63 2112.36 2218.30 2328.86 2444.66 2566.85 2644.07 2721.28 Library Administrator Superintendent of Parks & Recreation 1-2-88 1957.99 2034.94 2116.21 2223.61 2334.68 2451.79 2573.30 2651.17 2727.12 12-31-88 2011.83 2090.90 2174.41 2284.76 2398.88 2519.21 2644.07 2724.08 2802.12 - A4 - _ " ��'��9 APPENDIX A (Continued) ' Assistant General Manager--Water Utility Associate City Engineer Chief Accountant Public Health Services Manager Valuation and Assessment Engineer A g C D E F G 10-yr. 15-yr. EFFECTIVE: 1-2-88 2016.56 2087.15 2179.93 2290.12 2404.61 2525.96 2651.17 2730.57 2810.19 12-31-88 2072.02 2144.55 2239.88. 2353.10 2470.74 2595.42 2724.08 2805.66 2887.47 Director of Medical Services 1-2-88 2407.25 2503.37 2603.93 2734.10 2870.47 3015.57 3165.88 3260.06 3355.61 12-31-88 2473.45 2572.21 2675.54 2809.29 2949.41 3098.50 3252.94 3349.71 3447.89 The above January 2, 1988 rates represent a $13.31 bi-weekly increase plus two and three-fourths percent (2.75�) general wage increase over the January 3, 1987 rates. The above December 31, 1988 rates represent a two and three-fourths percent (2.757) general wage increase over the January 2, 1988 rates. - AS - �J';:.c.c;- /� /� `,( -f��-i�-�9 --- NOTICE --- The attached pages are substitute pages for the proposed contract between the City of St. Paul and the St. Paul Supervisors' Organization (SPSO) . The changes only clarify specific language dealing with the titles of Property Manager and Nutritionist III. There is no substantive change. The following two statements have been deleted from the Salary Appendix and new language dealing with these matters have been included in Article 12 (Wages) under Articles 12.4 and 12.5. **The rates for the title of Property Manager are frozen at the 1987 rates. The above rates also reflect a Comparable Worth ad�ustment for the title of Nutritionist III. The adjustment is a regrading from Grade 13 to Grade 17. NOTICE MISC �r--`-�--/�� ARTICLE XII - WAGES 12.1 The wage schedule for the purpose of this contract shall be Appendix A. The January 2, 1988 rates shown in Appendix "A" represents a two and three fourths percent (2.757) increase over the January 3, 1987 rates. Before applying the 2.757 increase the I987 rates were increased �13.31 bi-weekly. This restores the �13.31 bi-weekly to the base rates. This amount had previously been removed from the base rates and paid by the the Employer toward the employee's dental insurance. The December 31, 1988 rates shown in Appendix "A" represent a two and three fourths percent (2.75') increase over the January 2, 1988 rates. 12.2 Retroactive pay adjustments shall not apply to any employee whose employment was terminated prior to April 29, 1988. 12.3 In the event of the death of an employee in this bargaining unit Article 12.2 above shall not apply. 12.4 The rates in Appendix A for the title of Property Manager are frozen at the 1987 rates in accordance with Article 28.0 of the Civil Service rules. The Saint Paul Supervisors' Organization is silent as to the appropriateness of the application of Article 28.0 of the Civil Service rules in the reallocation of the title of Property Manager to a lower grade. 12.5 The rates in Appendix A also reflect a Comparable Worth adjustment for the title of Nutritionist III. The ad�ustment is a regrading from Grade 13 to Grade 17. In the event an appeal of this Comparable Worth adjustment is submitted prior to September 1, 1988 and the determination in that appeal results in an upgrading, those results shall be retroactive to January 2, 1988. - 15 - ARTICLE XIII - MATERNITY AND PARENTAL LEAVE 13.1 Maternity and Parental 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. Parental Leave shall be granted to employees for the birth or the adoption of a child in accordance with applicable State Laws. - 16 - ��°�g APPENDIX A (Continued) Assistant General Manager--Water Utility Associate City Engineer Chief Accountant Public Health Services Manager Valuation and Assessment Engineer A B C D E F G 10-yr. 15-yr. EFFECTIVE: 1-2-88 2016.56 2087.15 2179.93 2290.12 2404.61 2525.96 2651.17 2730.57 2810.19 12-31-88 2072.02 2144.55 2239.88 2353.10 2470.74 2595.42 2724.08 2805.66 2887.47 Director of Medical Services 1-2-88 2407.25 2503.37 2603.93 2734.10 2870.47 3015.57 3165.88 3260.06 3355.61 12-31-88 2473.45 2572.21 2675.54 2809.29 2949.41 3098.50 3252.94 3349.71 3447.89 The above January 2, 1988 rates represent a �13.31 bi-weekly increase plus two and three-fourths percent (2.75�) general wage increase over the January 3, 1987 rates. The above December 31, 1988 rates represent a two and three-fourths percent (2.75�) general wage increase over the January 2, 1988 rates. - A5 - � �� Est. � Time 2:45 6. Resolution 88-1234 - amending. the 1988 Capital No action required lmprovement 8udget by adding $114,485 fo� the Community Se�vice Capital Naintenance Program: (Refer�ed from Council July 281 2:50 7. Resolution 88-1235 - amending the 1988 Capital • Approved Imp�ovement Budget by adding $56,000 to the financing and Spending Pl•ans for Fire and Safety . Services for roof replacee�e�ts. (Referred frorn Council July 28) PERSONNEL � 2:55 8. Discussio� of process by which Personnei Department No action requixed ' responds to Orders and Decisions of the Civ11 Service Commission (i.e. the reclassification and hiring of Storeroom Manager.) HISCEILANEOUS - 3:15 9. Discussion of Elder Council �eport on per diems Laid over to August IS paid by the city to members of city boards, commissions and committees. (Referred from Rules a�d Policy Cortmittee July 8) _ 3:30 10. Adjourn. � . �- Additional It�n Resolutio��- approving agreement between City of. Approved St. Paul and the St. Paul Supervi.sors' Organization. (Referred from Council August 4) Additional item Resolution 88-1230 - approving 1988 Memorand�an of Understanding Approved pertaining to certain non-represented Confidential Supervisory Employees. (Re€erred from Coimcil August 4) � �