88-1440 WHITE - CiTV CLERK /
PINK - FINANCE COU�ICIl Q
CANARV - DEPARTMENT G I TY OF SA I NT PAU L File NO. V �/��� -
BLUE - MAYOR
� Council Resolution
io
Presented
�. � �
eferredTo � �-�- ��- -���'"� 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 Professional
Employees Association, Inc.
COUNCIL MEMBERS Requested by Department of:
Yeas Nays
Dimond OFFICE 0 PERSONNE — B RE ATIONS
�� in Favor
coswitz
sc e be�� fl" Against BY �f !Z"" ��
Sonnen
Wilson
Adopted by Council: Date
SEP 2 2 � Form pproved y At rney
Certified Pass d ouncil Se t BY
B�
A►pprove IVlavor: Date _ �� 2 8 � Ap ed by Mayor for Su ' s' to�ncil
B =
�Pt���S4��D ��T � � 1988
��-/��ll�
OFFICE OF P-EgSONNEL- . -N� O 14 O 5 H �
- - - - -
'F.�eRCN� 'RW.T:AT:rI�NS':� . DEPARTMENT •
_TaMw� r� T.n�aRnT CONTACT NAME
248-4221 PHONE
' AUG[1ST 15, 1988 DATE �
ASSIGN NUMBER FOR ROOTING ORDER: (See reverse side.)
� Department Direator ,� Mayor (or Assistant)
_ Finance and Management Services Director �t City Clerk
Budget Director _
� City Attorney _
�OTAL NUMBER OF SIGNATURE PAGES: (Clip all locations for signature.)
i�iAT WILL BE ACHIEVED SY TAKING ACTION ON THE ATTACHED MATERIAIS? (Purpose/Rationale)
THIS RESOLUTION APPRUVES� A TWO-YEAR CONTRACT BETWEEN THE CITY AND THE PROFESSIOI�AL EMPLOYEES
ASSOCIATION, INC. THE CONTRACT PERIOD IS JANilARY 2, 1988 mHROUGH DECEMBER 31, 19$9. THE
CONTRACT IMPLEMENTS 1flOX OF COMPARABLE WORTH ADJUSTMENTS IN !$88 AND 2.85X GENERAL WAGE
INCREASES IN 1988 and 1989. �
COSTfBENEFIT BUDGETAAY AND PERSONNEL IMFACTS ANTICIPATED:
1988 1989
Comparable Worth Adjustments $280,789 ------
General Wage Increases $269,689 $165,394
TO'rALS: $550,478 $165,394
S8i A7.'1'�TS FKiY ADi�ITIOHAI. INFOR�!lTION.
FINANCING S�tJRCE AND BIIDGET AC�TIVITY NUMBER CHARGED OR CREDITED:
(Mayor'a signature not required if under $10,000.)
Tota1 Amount of Trans�ction: Activity Number:
• Funding Source:
Council Research Center
ATTA�HMENTS.: (List and number all attachments.)
1 - Council Resolution AUG 1 7 �98$
1 - Attachment to Green Sheet �
1 - Profession�l Employee Assoc. Contract Summary. _, _
1 - Copy to City Clerk
1 - Copy to Phyllis Byers �
f
A�MI�ISTRATIVE PROCEDURE�,
_Yes _No Rules, Regulations, Procedures, or Budget Amendment required?
_Yes ,No If yes, are they or tinetable attached? �
DEPARTMENT REVIEW CITY ATTORNEY RSVIEW
�Yes _No Council resolution required? Resolution required� _Yes �No
_Yes �No Insuranc� required? Insurance s�fficient? ,_Yes _No
_Yes �No Insurance ,attached?
�S-/�/�/�
ATTACHMENT TO GREEN SHEET
Cost/Benefit, Budgetary and Personnel Impacts Anticipated:
A. There are 277 employees affected by this contract.
B. The current yearly payroll is $9,181,989.
C. The costs for 1988 include:
1. $280,789 Comparable Worth Adjustments.
This figure reflects Comparable Worth ad3ustments based upon
the recommendations of the Comparable Worth study. This
figure also represents a 37 increase in the current payroll.
111 employees in 25 different classes were upgraded.
2. $269,689 General Wage Increase
This figure represents a 2.85' across the board salary
increase.
3. $550,478 Total Payroll Increase
D. The 1988 payroll will be $9,732,467.
E. The costs for 1989 will be $165,394.
This figure represents a 2.85' across the board salary increase.
F. The 1989 payroll will be $9,897,861.
This figure reflects the 2.85' across the board increase less the
cost of four employee salaries in classes transferred to the SPSO
bargaining unit in 1988.
G. The total cost of this contract will be $715,872.
H. The 1988 pay adjustments are retroactive to January 2, 1988 and
apply only to employees who were on the payroll as of July 7,
1988.
I. The costs in this contract also reflect the upgrading of the Nurse
Practitioner-Obstetrics and Gynecology classification. Effective
July 2, 1988 this classification will go from Grade 10 to Grade
12. This upgrading is the result of a classification study
determination made at the time of negotiations.
�S�/�yb
PROFESSIONAL EMPLOYEE ASSOCIATION
CONTRACT SUMMARY
I. Duration
This is a two year contract covering 1988 and 1989.
II. 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, new
employees must have at least 80 days accrued. 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.
III. Hours of Work and Overtime
Regarding the granting of compensatory time or pay for excess
hours worked, the language was revised by adding, "The method
of this compensation shall be determined solely by the
employer."
IV. Discipline
Oral reprimand was added to the list of disciplinary forms.
New language was added indicating that such forms of
discipline need not be progressive in the order listed.
V. 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.
VI. Insurance
The City�s health insurance contributions for active employees
and for early retirees were not increased and will remain at
their current levels through 1989.
Eligibility requirements for early retiree health insurance
were increased and eligibility requirements for retirees 65
and older health insurance were established.
Language allowing for the implementation in 1989 of a flexible
benefits plan was added.
VII. Non-Discrimination
New language was added indicating that the provisions of the
City policy regarding non-discrimination and sexual
harassment, as well as applicable local, state and federal
laws will apply to all employees in this unit.
- 1 -
8�-/�y o
VIII. Maternity Leave
Added was language allowing time off for the adoption of a
child or for paternity leave in accordance with applicable
laws.
IX. Sick Leave
One day of sick leave may be granted in order for an employee
to attend the funeral of the employee's grandparent or
grandchild.
GSATTACH
MISC
- 2 -
_, . . ��--��y�
. y� , CITY OF SAINT P�.UL
::+ii�iii�ii) ` OFFICE OF TH� GTTY COIINCIL
Committe� Regort
F:i�ance, l�ana�eme�t, � Personnel Committee.
Septernber 12, 1988
1 . Approvai of minutes of ineeLin�s ha�d August 22 and 29. Approved
2. Resolution 88-I339 - amending the I588 budget by � Laid over to 9/19
adding $400,000 to the Financing 3 Sper�ding Plans for
Property Management Fund-City Hati Annex. (Referred
from Council August 16, laid over in Cortxnittee
August 29) � �
3. Resoiution 88-1286 - amending the 1988 budget by '• Laid;over to 9/19
adding $20,000 to the Financing and Spending Plans _
for Tuition Reimbursement Program. (Referred from ' ,
� Counci 1 August� 25)• � • �
4. Resolution 88-1441 - amending the 1988 budget by Laid over to 9/19
, adding $6, 100 to the Financing and Spending Plans . -
for Traffic Maintenance projects. (Referred from
Council September 1) -
5. Resolution 88-1305 - changing the rate of pay for Approved
� Environmentai Health Technician.�5upervisor from
. Grade 38 to Grade 40 of the Technical Standard
. Ranges in the Salary Plan and Rates of Compensation � .
Resolution. (Referred from Council August 9, laid
over in Committee August 22 and 29) �•.
`.
6. ����eon�8s,-iaaa — $�+���.. �� cQ�a�ti�e _ �:?�
8ar��if�ry'Agreem�nt between the Ctty � tt�e��-
. fe�� � . �y,�,,5 A�s+d�Satio�, Inc. (Referred
�t"p������ :September 1)�
7. Discussion of policy regarding budgetary impact of I,aid over to 9/19
reclassifications. (Laid over August 29)
8. Ordinance 88-1381 = amending Cha�ter 5 of the Adminis- Approved
trative Code to provide that the Department of Finance
and Management Services Purchasing Division disseminate
and monitor all requests for proposals and assign the
disposition of surplus materials, supplies and real
� property. (Referred from Council August 23) �
(continued)
CTTY HALL SEVENTH FLOOR SAIN'T PAUL, MINNFSO"I'?� 55102
-�..as
'� �$-� yy�
1988 - 1989
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
THE CITY OF SAINT PAUL
AND
THE CITY OF SAINT PAUL PROFESSIONAL
EMPLOYEES ASSOCIATION, INC.
� INDEX
ARTICLE TITLE PAGE
Preamble iii
I Recognition 1
II Severance Pay 2
III Management Rights 6
IV Maintenance of Standards 7
V Check Off and Service Fee 8
VI Hours of Work, and Overtime 10
VII Seniority 11
VIII Working Out of Classification 12
IX Discipline 13
X Legal Services 14
%I Grievance Procedures 15
XII Wages ig
XIII Saving Clause 19
%IV Insurance 20
XV Vacation 23
XVI Holidays 24
XVII City Mileage 25
XVIII Non-Discrimination 26
XIX Maternity Leave 27
X% No Strike, No Lockout 28
XXI Sick Leave 29
XXII Duration and Effective Date 30
Appendix A A1
- ii -
PREAMBLE
This AGREEMENT entered into between the City of Saint Paul, hereinafter
referred to as either the "EMPLOYER" or the "CITY", and the City of Saint Paul
Professional Employees Association, Inc. , hereinafter referred to as the
"ASSOCIATION", for the purpose of fostering and promoting harmonious relations
between the CITY and the ASSOCIATION 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 CITY and the
ASSOCIATION of their respective rights and responsibilities.
The provisions of this AGREEMENT shall not abrogate the rights and/or
duties of the EMPLOYER, the ASSOCIATION, or the employees as established under
the provisions of the Public Employee Labor Relations Act of 1971, as amended.
- iii -
�-
ARTICLE I - RECOGNITION
1.1 The CITY recognizes the ASSOCIATION as the exclusive representative for
the Classified Professional Employees Group, as certified by the State of
Minnesota Bureau of Mediation Services, dated November 5, 1985, Case No.
85-PR-775-A. "
Employees included in this certification shall be in accordance with the
Minnesota State Labor Relations Act of 1984 as amended.
- 1 -
.,
ARTICLE II - SEVERANCE PAY
Z.1 The employer shall provide a severance pay program as set forth in
this Article.
2.2 To be eligible for the severance pay program, an employee must meet
the following requirements:
2.2.1 The employee must be 58 years of age or must be eligible for a
non-reduced pension under the provisions of the Public Employees
Retirement Association (PERA) . For City employees covered by a
pension plan other than PERA, such employees must be eligible for
a non-reduced pension under the provisions of that particular
pension plan.
2.2. 2 The employee must be voluntarily separated from City employemnt
or have been subject to separation by layoff or compulsory
retirement. Those employees who are discharged for cause,
misconduct, inefficiency, incompetency, or any other disciplinary
reason are not eligible for the City severance pay program.
2.2.3 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, employ-
ment in either the City or in the Independent School District
No. 625 may be used in meeting this ten (10) year service re-
quirement.
2.2.4 The employee must file a waiver of reemployment with the
Director of Personnel, which will clearly indicate that by
requesting severance pay, the employee waives all claims to
reinstatement or reemployment (of any type) , with the City
or with Independent School District No. 625.
2.2.5 The employee must have accumulated a minimum of sixty (60)
days of sick leave credits at the time of his separation
from service.
2.3 If an employee requests severance pay and if the employee meets the
eligibility requirements set forth above, he or she will be granred
severance pay in an amount equal to onehalf 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.
2.4 The maximum amount of money that any employee may obtain through this
severance pay program is $6,500.
- 2 -
ARTICLE II - SEVERANCE PAY (Continued)
2.5 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.
2.6 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.
2.7 The manner of payment of such severance pay shall be made in
accordance with the provisions of City Ordinance No. 11490.
2.8 This severance pay program shall be sub�ect to and governed by the
provisions of City Ordinance No. 11490 except in those cases where
the specific provisions of this article conflict with said ordinance
and in such cases, the provisions of this article shall control.
2.9 Any employee hired prior to December 31, 1983 may, in any event, and upon
meeting qualifications of this Article 2.1 through 2.8, draw severance
pay. However, an election by the employee to draw a severance pay under
either this article or City Ordinance No. 11490 shall constitute a bar to
receiving severance pay from the other. Any Employee hired after December 31,
1983 and prior to the signing of this agreement shall only be entitled to
the benefits of this article upon meeting the qualifications of Articles
2.1 through 2.8.
2.10 The provisions of the above Articles 2.1 through 2.9 shall apply only
to employees hired prior to the date of the signing of this agreement.
2.11 For employees hired on or after the date of the signing of this agreement
the Severance Pay provided in the following Articles 2.12 through 2.18 shall
apply.
- 3 -
ARTICLE II - SEVERANCE PAY (Continued)
2.12 Effective on the date of signing of this agreement the employer shall provide
a severance pay program as set forth in Articles 2.13 through 2.18.
2.13 To be eligible for the severance pay program, an employee must meet the
following requirements:
2.13.1 The employee must be voluntarily separated from City employment
or have been subject to separation by lay-off or compulsory
retirement. Those employees who are discharged for cause,
misconduct, inefficiency, incompetency, or any other disciplinary
reason are not eligible for the City severance pay program.
2.13.2 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.
2.13.3 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.
2.14 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.
Years of Service Maximum
With the City Severance Pay
At least 20 $4,000
21 4,600
22 5,200
23 5,800
24 6,400
25 7,000
- 4 -
ARTICLE II - SEVERANCE PAY (Continued)
2.15 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 may be made to the employee's
estate or spouse.
2.16 For the purpose of this severance program, a transfer from the City of
Saint Paul employment to Indepedent School District No. 625 employment
is not considered a separation of employment, and such transferee shall
not be eligible for the City severance program.
2.17 The manner of payment of such severance pay shall be made in accordance
with the provisions of City Ordinance No. 11490.
2.18 This severance pay program shall be subject to and governed by the
provisions of City Ordinance No. 11490 except in those cases where the
specific provisions of this article conflict with said ordinance and in
such cases, the provisions of this article shall control.
- 5 -
ARTICLE III - MANAGEMENT RIGHTS �
3.1 The ASSOCIATION 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
organizational structure and selection and direction and number of
personnel.
- 6 -
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, (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.
- 7 -
ARTICLE V - CHECK OFF AND SERVICE FEE
5.1 The EMPLOYER agrees to deduct the ASSOCIATION 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 represent-
ative of the ASSOCIATION 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 ASSOCIATION member shall be
required to contribute a fair share fee for services rendered by the
ASSOCIATION. Upon notification by the ASSOCIATION, the EMPLOYER shall
check off said fee from the earnings of the employee and transmit the
same to the ASSOCIATION. In no event shall the fair share fee
exceed 85� of the regular membership dues. It is also understood that in
the event the EMPLOYER shall make an improper fair share deduction from
the earnings of an employee, the ASSOCIATION 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 The ASSOCIATION agrees to idemnify and hold the EMPLOYER harmless against
any and all claims, suits, orders or �udgments brought or issued against
- 8 -
' ARTICLE V - CHECK OFF AND SERVICE FEE (Continued)
the EMPLOYER as a result of any action taken or not taken by the EMPLOYER
under the provisions of this Article. �
5.4 The ASSOCIATION agrees that a service fee of fifty cents ($0.50) per
member, per month shall be deducted by the ENNIPLOYER from the amount
withheld for dues or fair share prior to remittance of dues or fair share
to the ASSOCIATION.
- 9 -
ARTICLE VI - HOURS OF WORK AND OVERTIME -
6.1 The normal hours of work for the employees shall be a minimum of seven
and three-fourths (7 3/4) hours in any twenty-four (24) hour period and
thirty-eight and three-fourths (38 3/4) hours in a seven (7) day period.
For employees on a shift basis this shall be construed to mean a minimum
average of thirty-eight and three-fourths (38 3/4) hours a week.
6.2 Employees who work more than seven and three-fourths (7 3/4) hours in any
24 hour period or more than thirty-eight and three-fourths (38 3/4) hours
in any 7 day period shall receive pay for such additional work as stated
in 6.4 below.
6.3 It is understood by the parties that Section 28H - OVERTIME COMPENSATION
of Resolution No. 3250 shall not apply to this unit.
6.4 In unusual circumstances, employees who work more than seven and three-fourths
(7 3/4) hours in any twenty-four (24) hour period or more than thirty-eight and
three-fourths (38 3/4) hours in any particular 7 day period shall
receive compensatory time or pay on a straight time basis for the
extra hours worked. The method of this compensation shall be determined
solely by the Employer.
- 10 -
ARTICLE VII - SENIORITY
7.1 Seniority, for the purpose of this AGREEMENT, shall be defined as
follows: The length of continuous, regular and probationary service with
the EMPLOYER from the date an employee was first certified and appointed
to a class title covered by this AGREEMENT, it being further understood
that seniority is confined to the current class assignment held by an
employee. In cases where two or more employees are appointed to the same
class title on the same date, the seniority shall be determined by the
employee's rank on the eligible list from which certification was made.
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 period shall be assigned on the basis of
seniority. It is however, understood that vacation assignmeat shall be
subject to the ability of the employer to maintain operations.
- 11 -
ARTICLE VIII - WORKING OUT OF CLASSIFICATION
8.1 EMPLOYER shall avoid, whenever possible, working an employee on an
out-of-class assignment for a prolonged period of time. Any employee
working an out-of-class assignment for a period in excess of fifteen (15)
consecutive working days shall receive the rate of pay for the
out-of-class assignment in a higher classification not later than the
sixteenth (16th) day of such assignment. For purposes of this article,
an out-of-class assignment is defined as an assignment of an employee to
perform, on a full time basis, all of the significant duties and
responsibilities of a position different from the employee's regular
position, and which is in a classification higher than the classification
held by such employee. The rate of pay 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.
- 12 -
ARTICLE IR - DISCIPLINE
9.1 The employer will discipline employees for just cause only.
Discipline will be in the form of:
9.1.1 Oral Reprimand
' 9.1.2 Written Reprimand
9.1.3 Suspension
9.1.4 Reduction �
9.1.5 Discharge
The listing above of 9.1.1 through 9.1.5 does not indicate that such forms
of discipline must be progressive and in such order for any one employee.
9.2 Suspensions, reductions and discharges will be in written form.
9.3 Employees and the ASSOCIATION will receive copies of written
reprimands and notices of suspension and discharge.
9.4 Employees may examine information in their Employees personnel files.
Files may be examined at reasonable times under supervision of the employer.
9.5 Discharges will be preceded by a five (5) day preliminary suspension
without pay. During said period, the employee and/or ASSOCIATION
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 sus-
pension and discharge in accordance with Civil Service Rules or may
modify, or withdraw same.
9.6 An employee to be questioned concerning an investigation of disciplinary
action shall have the right to request that a ASSOCIATION repre-
sentative be present.
- 13 -
ARTICLE X - LEGAL SERVICES
10.1 Except in cases of malfeasance in office or willful or wanton neglect
of duty, the II�LOYER shall defend, save harmless and indemnify an
EMPLOYEE, and/or his estate, against any claim or demand, whether
groundless or otherwise, arising out of an alleged act or omission
occurring in the performance and scope of the EMPLOYEE's duties.
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.
- 14 -
ARTICLE XI — GRIEVANCE PROCEDURE
11.1 The EMPLOYER shall recognize stewards selected in accordance with
the ASSOCIATION rules and regulations as the grievance representative
of the bargaining unit. The ASSOCIATION shall notify the EMPLOYER
in writing of the names of the stewards and of their successors
when so named.
11.2 It is recognized and accepted by the EMPLOYER and the ASSOCIATION
that the processing of grievances as hereinafter provided is limited
by the job duties and responsibilities of the employees and shall
therefore be accomplished during working hours only when consistent
with such employee duties and responsibilities. The steward involved
and a grieving employee shall suffer no loss in pay when a grievance
is processed during working hours, provided, the steward and the
employee have notified and received the approval of their supervisor
to be absent to process a grievance and that such absence would not be
detrimental to the work programs of the EMPLOYER.
11.3 For the purposes of this Article XI, a grievance is defined as an alleged
violation of the terms and conditions of this Agreement.
11.4 A grievance shall be resolved in conformance with the following procedure:
Step 1. Upon the occurrence of an alleged violation of this
AGREEMENT, the employee involved 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 ASSOCIATION.
The written grievance shall set forth the nature of the grievance,
the facts on which is 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 ASSOCIATION within
(7) seven work days of the first occurrence of the event giving
rise to the grievance, shall be considered waived.
— 15 —
ARTICLE XI - GRIEVANCE PROCEDURE (Continued)
Step 2. Within seven (7) work days after receiving the written
grievance a designated EMPLOYER supervisor shall meet with the
ASSOCIATION 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 ASSOCIATION within
three (3) work days following this meeting. The ASSOCIATION 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 ASSOCIATION within
seven (7) work days following receipt of the EMPLOYER'S answer
shall be considered waived.
Step 3. Within seven (7) work days following receipt of a
grievance referred from Step 2 a designated EMPLOYER supervisor
shall meet with the ASSOCIATION'S representative 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 ASSOCIATION stating the
EMPLOYER'S answer concerning the grievance. If, as a result of the
written response the grievance remains unresolved, the ASSOCIATION
may refer the grievance to Step 4. Any grievance not referred in
writing by the ASSOCIATION 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 ASSOCIATION may
within seven (7) work days after the response of the EMPLOYER
in Step 3, by written notice to the EMPLOYER, request arbitration
of the grievance. The arbitration proceedings shall be conducted
by an arbitrator to be selected by mutual agreement of the
EMPLOYER and the ASSOCIATION 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 Employment Relations Board to
submit a panel of five (5) arbitrators. Both the EMPLOYER and
the ASSOCIATION shall have the right to strike two (2) names from
the panel. The ASSOCIATION 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.
11.5 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 sub-
mitted in writing by the EMPLOYER and the ASSOCIATION 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
- 16 -
ARTICLE XI - GRIEVANCE PROCEDURE (Continued)
11.5 (cont.)
of laws, rules, or regulations having the force and effect of law.
The arbitrator's decision shall be submitted in writing within
thirty (30) days following close of the hearing or the submission of
briefs by the parties, whichever be later, unless the parties agree
to an extension. The decision shall be based solely on the arbitrator's
interpretation or application of the express terms of this AGREEMENT
and to the facts of the grievance presented. The decision of the
arbitrator shall be final and binding on the EMPLOYER, the ASSOCIATION,
and the employees.
11.6 The fees and expenses for the arbitrator�s services and preceedings
shall be borne equally by the EMPLOYER and the ASSOCIATION, 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.
11.7 The time limits in each step of this procedure may be extended by
mutual agreement of the IIKPLOYER and the ASSOCIATION.
11.8 It is understood by the ASSOCIATION and the EMPLOYER that a grievance
may be determined by either the grievance procedure of this contract
or by the provisions of the Civil Service Rules of the City of St. 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.
- 17 -
ARTICLE XII - WAGES '
12.1 Effective January 2, 1988, all salary rates applicable to titles in
this bargaining unit shall be increased two and eighty-five one-hundreths -
percent (2.857) .
12.2 Effective December 31, 1988 all salary rates applicable to titles in this
bargaining unit shall be increased two and eighty-five one-hundreths
percent (2.85�) .
12.3 The wage schedule, Appendix "A", is attached for purposes of reference only
and is not a part of this contract.
12.4 Any employee in any title in this bargaining unit who is appointed to
any of the titles listed below after July 7, 1988 shall be paid according
to the salary range as shown in Appendix "A" for appointments to such
titles after July 7, 1988.
Library Specialist I
Public Health Nurse II
Substitute Library Specialist
Librarian III
12.5. Employees appointed to any of the titles listed below after July 7, 1988
shall be paid based on the results of a classification study conducted by
the Personnel Office.
Community Development Grant Assistant I
Health Educator II
12.6 Retroactive pay adjustments shall not apply to any employee whose
employment was terminated prior to July 7, 1988.
12.7 Notwithstanding 12.1 and 12.2, salary rates shall be reduced in the
amounts necessary to equalize payment to individual employees and City
employees who receive different pension benefits.
- 18 -
ARTICLE XIII - SAVING CLAUSE
13.1 This AGREEMENT is subject to the laws of the United States, the State of
Minnesota. In the event any provisions of this AGREEMENT shall be held
to be contrary to law by a court of competent �urisdiction 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.
- 19 -
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 contribute for full-time
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 retiree coverage or $106.32 per month whichever
is less. For such retirees selecting family coverage the Employer will
contribute the cost of such family coverage or $318.41 per month, whichever
is less.
14.3 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 percent (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.
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
City contributions to health insurance set forth in Article 14.2 and 14.3.
14.4.1 Be receiving benefits from a public employee retiree act 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 Article 14.2 and 14.3.
- 20 -
� ARTICLE XIV - INSURANCE (Continued)
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
84 907 909
83 80� 807
82 707 70�
81 607 60�
80 50� 507
14.7 For employees hired prior to September 11, 1984 who retire at age sixty
five (65) or older, the Employer will provide health insurance
contributions toward employee health insurance plans as are provided
for by the Employer for retirees sixty five (65) years of age or older
as approved by City Council Resolution.
14.8 For Employees hired after September lOth, 1984 who retire at the age of 65 or
older or for early retirees upon reaching age 65, and who have completed at
least ten (10) years of service with the City 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 Resoltuion. For such
employees or early retirees who have not completed at least ten (10) years
of service with the City 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 reaching age 65.
14.9 A Retiree may not carry his/her spouse as a dependent if such spouse is
also a City retiree or City employee and eligible for and is enrolled in
the City health insurance program.
14.10 For each eligible employee covered by this Agreement who is employed full-time
and who selects employee insurance coverage, the Employer agrees to
contribute the cost of such coverage or $70.00 per month, whichever is
less. For each full-time employee who slects family coverage, the
Employer will contribute the cost of such family coverage or $180.00 per
month, whichever is less.
- 21 -
ARTICLE XIV - INSURANCE (Continued) '
14.11 For the purpose of this Article 14, 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. 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.
14.12 For each eligible employee covered by this Agreement who is employed
half-time who selects employee insurance coverage, the Employer agrees
to contribute fifty percent (50Z) of the amount contributed for full-time
employees selecting employee coverage in the same insurance plan. For
each half-time employee who selects family insurance coverage, the Employer
will contribute fifty percent (50�) of the amount contributed for full-time
employees selecting family coverage in the same insurance plan.
14.13 The City agrees to contribute the cost of life insurance. The amount of
life insurance provided under this Article 14.13 shall be equal to the
employee's annual salary to the nearest full thousand dollars. This
amount of life insurance shall be reduced to $5,000 upon retirement and
shall continue until the early retiree reaches age 65, at which time
all employer paid life insurance shall be terminated. For the purpose
of this Article 14.13, 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.
14.14 The contributions indicated in this Article 14 shall be paid to the
Employer's Group Health and Welfare Plan.
14.15 Any cost of any premium for any City-offered employee or family insurance
coverage in excess of the dollar amounts stated in this Article 14 shall
be paid by the employee.
14.16 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 one-hundred ninety
dollars ($190.00) 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 14.15 shall continue to apply.
- 22 -
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 ten days` vacation.
15.3 The above provisions of vacation shall be subject to the Saint Paul Salary
Plan and Rates of Compensation, Section I, Subdivision H.
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.
- 23 -
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 King Day (1986) Columbus Day
Presidents' Day Veterans' Day
Memorial Day Thanksgiving Day
Independence Day Christmas Day
1�io 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.
16.4 Employees required to work on a holiday shall be compensated in accordance
with Section I.I of the St. Paul Salary Plan and Rates of Compensation.
- 24 -
ARTICLE XVII - CITY MILEAGE
17.1 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.
17.2 Method of Computation: To be eligible for such reimbursement, all
officers and employees must receive written authorization from the
Department Head. �
Type 1. If an employee is required to use his/her own automobile
OCCASIONALLY during employment, the employee shall be reimbursed at
the rate of $3.00 per day for each day the employee's vehicle is
actually used in performing the duties of the employee's position.
In addition, the employee shall be reimbursed 15C per mile for each
mile actually driven.
If such employee is required to drive an automobile during employment and
the department head or designated representative determines that an
employer vehicle is available for the employee's use but the employee
desires to use his/her own 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 $3.00 per day for each day of work. In addition, the employee
shall be reimbursed 15C per mile for each mile actually driven.
If such employee is required to drive an automobile during employment
and the department head or designated representative determines that
an employer vehicle is available for the employee's use but the employee
desires to use his/her own automobile, then the employee shall be reim-
bursed at the rate of 15C per mile driven and shall not be eligible for
any per diem.
17.3 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.
17.4 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.
- 25 -
ARTICLE %VIII - NON-DISCRIMINATION
18.1 The terms and conditions of this AGREEMENT will be applied to
employees equally without regard to, or discrimination for or
against, any individual because of race, color, creed, sex, age,
or because of inembership or nonmembership in the ASSOCIATION.
18.2 Employees will perform their duties and responsibilities in a
nondiscriminatory manner as such duties and responsibilities
involve other employees and the general public.
18.3 Employees covered by this contract will be covered by the City policy
regarding non-discrimination and sexual harassment, as well as
applicable local, state and federal Iaws.
- 26 -
ARTICLE %IX - MATERNITY LEAVE
19.1 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 leave may be no longer than one (1) year.
19.2 Leave of absence for the adoption of a child or for paternity leave
shall be in accordance with applicable laws.
- 27 -
ARTICLE XX - NO STRIKE, NO LOCKOUT
20.1 The ASSOCIATION and the EMPLOYER agree that there shall be no strikes,
work stoppages, slow-downs, sitdown, stay-in, or other concerted
interference with the Employer's business or affairs by any of said
Association and/or members thereof, and there shall be no bannering
during existance of this Agreement without first using all possible
means of peaceful settlement of any controversy which may arise.
Employees engaging in same shall be liable for disciplinary action.
- 28 -
ARTICLE XXI - SICK LEAVE
21.1 Sick leave shall be earned and granted in accordance with the
Civil Service Rules.
21.2 Any employee who has enough accumulated sick leave credits may be
granted sick leave to make arrangements for household members who
becomes seriously sick or disabled. In such cases, the maximum amount
of sick leave that may be granted shall be eight hours for any one
instance.
21.3 Any employee who has accumulated sick leave credits, as provided in
the Civil Service Rules, may be granted one day of sick leave to attend
the funeral of the employee's grandparent or grandchild.
- 29 -
ARTICLE XXII - DURATION AND EFFECTIVE DATE
22.1 Except as herein provided this AGREEMENT shall be effective as of January 2,
1988 and shall continue in full force and effect thru December 31, 1989, and
thereafter 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.
22.2 This constitutes a tentative agreement between the parties which will be
recommended by the City Negotiator, but is subject to the approval of the
Administration of the City, the City Council and is also subject to the
ratification by the ASSOCIATION.
WITNESSES:
CITY OF SAINT PAUL CITY OF SAINT PAUL PROFESSIONAL
EMPLOYEES ASSOCIATION, INC.
James C. Lombardi President
a or Re ns M ager
����
Ra A. Viscasillas
Pe ne Director
DATED: A„g„�r �n, 19RR
- 30 -
EFFECTIVE JANUARY 2, 1988
APPENDIX "A" - TITLES AND SALARIES
Complaint Office Analyst
Library Specialist I (apptd. after 7-7-88)
Substitute Library Specialist (apptd. after 7-7-88)
A B C D E F G 10-yr. 15-yr.
1-2-88 828.02 861.11 895.06 940.34 986.47 1037.00 1088.37 -1121.42 1152.79
12-31-88 851.62 885.65 920.57 967.14 1014.58 1066.55 1119.39 1153.38 1185.64
Arborist I
City Planner I
Conservatory Education Officer
Graphic Artist I
Library Specialist I (apptd. on or before 7-7-88)
Management Assistant I
Manpower Coordinator I
Manpower Planner I
Substitute Library Specialist (apptd. on or before 7-7-88)
1-2-88 879.39 914.22 949.05 998.64 1047.41 1099.66 1153.65 1188.47 1222.42
12-31-88 904.45 940.28 976.10 1027.10 1077.26 1131.00 1186.53 1222.34 1257.26
Environmental Health Specialist
A B C D E F G 6-yr. 7-yr.
1-2-88 879.39 914.22 949.05 998.64 1069.19 1122.32 1178.90 1238.12 1299.92
12-31-88 904.45 940.28 976.10 1027.10 1099.66 1154.31 1212.50 1273.41 1336.97
10-yr. 15-yr.
1358.27 1396.56
1396.98 1436.36
Community Development Grant Assistant I (apptd. on or before 7-7-88)
Economic Development Specialist I
*Recreation Director I
A B C D E F G 10-yr. 15-yr.
1-2-88 904.62 941.22 978.64 1028.27 1079.66 1132.75 1188.47 1225.04 1259.86
12-31-88 930.40 968.04 1006.53 1057.58 1110.43 1165.03 1222.34 1259.95 1295.77
Accountant I
Health Educator I
Health Statistician I
Library Specialist II
Nutritionist I
Project Assistant I-Renewal
Project Manager I
Pro�ect Social Worker I
Public Health Nurse I
Quality Control Supervisor
Research Analyst I
1-2-88 930.74 968.19 1008.26 1057.85 1111.87 1167.60 1225.04 1261.61 1298.18
12-31-88 957.27 995.78 1037.00 1088.00 1143.56 1200.88 1259.95 1297.57 1335.18
- A1 -
APPENDIX A (Continued) �
EFFECTIVE JANUARY 2, 1988
Business Assistance Specialist
Librarian I
Video Production Specialist
A B C D E F G 10-yr. 15-yr.
1-2-88 959.48 998.64 1038.71 1090.10 1143.19 1201.55 1261.54 1299.92 1337.35
12-31-88 986.83 1027.10 1068.31 1121.17 1175.77 1235.79 1297.49 1336.97 1375.46
Bacteriologist-Chemist I
City Planner II
Community Development Grant Assistant II
Criminalist I
EEO Manager-CETA
Graphic Artist II
Landscape Architect I
Management Assistant II
Manpower Coordinator II
Manpower Planner II
Production Manager
Project Social Worker II
Water Chemist I
1-2-88 987.35 1028.27 1069.19 1122.32 1178.90 1238.12 1299.92 1337.35 1376.53
12-31-88 1015.49 1057.58 1099.66 1154.31 1212.50 1273.41 1336.97 1375.46 1415.76
Arborist II
*Graphic Artist II
Health Statistician II
Housing Code Specialist
Medical Records Administrator
Nurse Practitioner Obstetrics & Gynecology
*Project Assistant II
Project Manager II
Public Health Nurse II (apptd. after 7-7-88)
Research Analyst II
1-2-88 1018.70 1057.85 1099.66 1155.38 1213.72 1274.67 1337.35 1378.28 1419.21
12-31-88 1047.73 1088.00 1131.00 1188.31 1248.31 1311.00 1375.46 1417.56 1459.66
Accountant II
Architect I
Civil Engineer I
Civil Engineer I--Water Department
Council Research Analyst
Electrical Engineer I
EDP Specialist-Library
Environmental Health Supervisor
Mechanical Engineer I
Office Services Administrator Supervisor
Structural Engineer I
1-2-88 1048.30 1090.96 1134.49 1191.07 1250.29 1313.87 1378.28 1416.58 1461.88
12-31-88 1078.18 1122.05 1166.82 1225.02 1285.92 1351.32 1417.56 1456.95 1503.54
- A2 -
� APPENDIX A (Continued)
EFFECTIVE JANUARY 2, 1988
EDP Systems Analyst I
Nurse Practitioner-OB GYN (eff. 7-2-88)
Recreation Director II
Value Analyst I
A B C D E F G 10-yr. 15-yr.
1-Z-88 1080.50 1123.17 1168.44 1225.92 1287.73 1352.16 1419.21 1463.61 1505.43
12-31-88 1111.29 1155. 18 1201.74 1260.86 1324.43 1390.70 1459.66 1505.32 1548.33
Bacteriologist-Chemist II
City Planner III
Community Development Grant Assistant III
Economic Development Specialist III
Health Educator II (apptd. on or before 7-7-88)
Landscape Architect II
Management Assistant III
Manpower Coordinator III
Manpower Planner III
Medical Technologist
Nutritionist II
Occupational Safety & Health Analyst
Public Information Specialist II
Safety Officer
Water Chemist II
1-2-88 1112.72 1156.27 1203.29 1264.23 1325.16 1392.22 1463.61 1506.28 1548.92
12-31-88 1144.43 1189.22 1237.58 1300.26 1362.93 1431.90 1505.32 1549.21 1593.06
Administrative Assistant--City Planning
Citizen Participation Coordinator
Community Relations Specialist--Human Rights Department
Graphic Artist III
Health Educator III
Health Statistician III
Human Resources Development Specialist
Librarian II
Pharmacist
Public Health Nurse II (apptd. on or before 7-7-88)
Recreation Coordinator Special Programs
Research Analyst III
Zoning Specialist
1-2-88 1145.81 1191.07 1238.97 1300.81 1366.97 1434.02 1506.28 1550.68 1596.84
12-31-88 1178.47 1225.02 1274.28 1337.88 1405.93 1474.89 1549.21 1594.87 1642.35
- A3 -
APPENDIX A (Continued) �
EFFECTIVE JANUARY 2, 1988
Accountant III
Architect II
Architect II-Renewal
Assistant Chief Surveyor
Civil Engineer II
Civil Engineer II--Water Department
Criminalist II
Electrical Engineer II
Health Analyst
*Landscape Architect II
Maintenance and Capital Improvement Planner
Mechanical Engineer II
Procurement Coordinator
Structural Engineer II
A B C D E F G 10-yr. 15-yr.
1-2-88 1180.64 1228.53 1276.42 1339.12 1407.01 1476.67 1550.68 1598.57 1645.60
12-31-88 1214.29 1263.54 1312.80 1377.28 1447.11 1518.76 1594.87 1644.13 1692.50
Administrative Assistant Fire Department
Arborist III
*Architectural Designer
Arts Development Manager (eff. 2-27-88)
Development Finance Specialist III
EDP Systems Analyst II
Management Analyst
Physical Fitness Coordinator
Program Coordinator
Project Manager III
Value Analyst II
1-2-88 1216.33 1265. 11 1314.74 1380.91 1449.68 1521.94 1598.57 1645.60 1693.48
12-31-88 1251.00 1301.17 1352.21 1420.27 1491.00 1565.32 1644.13 1692.50 1741.74
**Nutritionist III (apptd. on or before 6-3-88)
1-2-88 1252.90 1302.55 1354.77 1420.96 1491.46 1567.23 1645.60 1696.07 1746.60
12-31-88 1288.61 1339.67 1393.38 1461.46 1533.97 1611.90 1692.50 1744.41 1796.38
Landscape Architect III
Epidemiologist
Librarian III (apptd. after 7-7-88)
1-2-88 1200.36 1340.83 1393.96 1465.33 1537.63 1615.98 1696.07 1747.45 1796.22
12-31-88 1327.14 1379.04 1433.69 1507.09 1581.45 1662.04 1744.41 1797.25 1847.41
Human Rights Program Analyst
1-2-88 1329.52 1381.75 1485.73 1508.02 1583.76 1663.00 1747.45 1797.06 1851.05
12-31-88 1367.41 1421.13 1476.65 1551.00 1628.90 1710.40 1797.25 1848.28 1903.80
- A4 -
�
APPENDIX A (Continued)
EFFECTIVE JANUARY 2, 1988
Arborist IV
Architect III
City Planner IV
Civil Engineer III
Civil Engineer III--Water Department
Community Development Grant Assistant IV
Conservatory Supervisor (1-2-88 thru 7-29-88)
Economic Development Specialist IV
Economic Planner
EDP Systems Analyst III
Electrical Engineer III
Librarian III (apptd. on or before 7-7-88)
Mechanical Engineer III
Research Analyst IV
Structural Engineer III
A B C D E F G 10-yr. 15-yr.
1-2-88 1368.73 1423.56 1480.16 1554.17 1631.65 1713.49 1798.85 1851.93 1906.80
12-31-88 1407.74 1464.13 1522.34 1598.46 1678.15 1762.32 1850.12 1904.71 1961.14
Administrative Manager--Community Services (1-2-88 thru 1-29-88)
1-2-88 1408.76 1466.22 1523.70 1600.33 1669.19 1765.74 1851.93 1907.64 1964.24
Development Finance Specialist IV
Project Manager IV
Value Analyst III
1-2-88 1451.42 1508.88 1569.84 1648.19 1730.91 1817.09 1907.64 1965.12 2022.59
12-31-88 1492.79 1551.88 1614.58 1695.16 1780.24 1868.88 1962.01 2021.13 2080.23
Administrative Manager--Community Services (1-30-88 thru 7-29-88)
1-30-88 1539.36 1601.16 1664.74 1749.17 1836.26 1927.68 2025.20 2084.40 2144.48
12-31-88 1583.23 1646.79 1712.19 1799.02 1888.59 1982.62 2082.92 2143.81 2205.60
*These titles have been abolished except as to the present incumbents.
**This title has been moved to the Saint Paul Supervisors' Organization bargaining unit
as of June 4, 1988.
The above 1-2-88 rates represent a 2.85� increase over the 1-3-87 rates.
The above 12-31-88 rates represent a 2.85� increase over the 1-2-88 rates.
- AS -
.
APPENDIX "B"
COMPARABLE WORTH
Salary rates referenced in Appendix "A" include Comparable Worth adjustments which
implement reco�ended Comparable Worth increases. The Comparable Worth
adjustments are in the form of regradings. The titles and corresponding
ad�ustments are as follows:
Former Grade New Grade
*Administrative Manager Community Services 16 21
Arborist II 7 10
Arborist III 13 16
Community Development Grant Assistant I 5 6
Conservatory Supervisor 15 20
Economic Development Specialist I 5 6
Economic Development Specialist II 9 10
Epidemiologist 13 18
Graphic Artist I 5 6
Health Analyst 13 15
Health Educator II(apptd. 7-7-88) 10 13
Librarian I 7 g
Librarian II 10 14
Librarian III(apptd. on or before 7-7-88) 14 20
Librarian III(apptd. after 7-7-88) 14 18
Library Specialist I(apptd. on or before 7-7-88) 3 5
Medical Records Administrator 7 10
Nutritionist II 9 13
Nutritionist III 13 17
Project Social Worker I 5 7
Public Health Nurse II(apptd. on or before 7-7-88) 9 14
Public Health Nurse II(apptd. after 7-7-88) 9 10
Public Information Specialist II 12 13
Recreation Coordinator--Special Programs 7 14
Recreation Director I S 6
Recreation Director II 11 12
Substitute Library Specialist(apptd. on or before 7-7-88) S 5
Substitute Library Specialist(apptd. after 7-7-88) S 3
*The recommended Comparable Worth increase for this title was from grade 16 to grade
21. As of 1-30-88 this title was placed in grade 24 as the result of a classification
study and subsequent Council Resolution. Therefore, the Comparable Worth adjustment
implemented for this title by this contract is for the period of January 2, 1988
through January 29, 1988.
- B1 -
r
!
APPENDIX "C"
COMPARABLE WORTH
The City will conduct classification studies of the classifications listed below.
The purpose of the studies, is to produce a Comparable Worth recommendation for
these classes based on the current duties of the positions in the classifications.
Manpower Planner I
Community Development Grant Assistant II
Environmental Health Specialist
Health Statistician II
Research Analyst IZ (Police Department Positions)
In the event the studies result in any upgrading recommendations, such regradings
shall be retroactive to January 2, 1988. This shall not be construed as a change
in Employer's policy that regradings or reclassifications are not retroactive. This
retroactive provision in this agreement shall not be considered as precedent setting,
but only as a method to implement appropriate Comparable Worth adjustments.
- C1 -